BMGT 464 UMGC Wk 7 Organizati

1. By FRIDAY, complete the following:

The initial post can be a video plan or outline.

  • Identify and analyze what was meant by a “southern identity” and how it created engaged employees prior to the takeover.
  • Identify and explain two major methods managers use to create engagement in employees and within an organization.
  • Evaluate whether a new “southern identity” should be created as opposed to a new “VMI” identity. Be sure to consider the cultural diversity that is now part of the company.
  • Create a group consensus as to which culture path should be taken.
  • Apply and explain how a manager can use the two methods of engagement defined earlier to create the “new culture” chosen by the group. The application should detail the actual steps to be taken to implement the methods.
  • You must use course material to support your responses and APA in-text citations with a reference list.

2. THROUGHOUT the week, complete the following:

  • Respond to FOUR classmates THREE OR MORE DAYS throughout the week. Remember that you are trying to develop the best answers to the questions. Your classmates are doing the same, so read the posts carefully looking for the best ideas being presented. The goal is that by the end of the week, the class will come to some consensus as to the best answers giving you the chance to submit the best ideas in the final post.
  • You must use course material to support your responses and include APA in-text citations and reference list.
  • Participation is worth 2.5 points each week (20% of the final grade). Participation must be reflected in the final post so grades will be affected by the content portion of the post if participation is not shown. Therefore, it is important to get in the class often and with the idea of improving your initial post with the discussion so that the final grade will be the best you can deliver.

3. By SUNDAY, complete the FINAL POST:
 

  • Use the video plan or outline to create a three-minute video using the instructions in Week 5 (Elevator Pitch). Include with this video an email post with a summary of the plan focusing on the items above.
  • accompanied by an email post with a summary of the plan focusing on the items below.
  • Attach your final video and email in the classroom by Tuesday at 11:59 p.m. ET.
  • The final video and email must reflect the brainstorming activities and should be different than your Friday initial post.
  • The final video and email must include a variety of sources from the class material as well as the use of scenario or case study facts where appropriate.
  • The final email summary must include APA in-text citations and reference list.

You must start a thread before you can read and reply to other threads

You suggest that one primary method for managers to create employee engagement includes a transparent organizational culture. I think that an open and transparent Daniel Chinn, particularly with existing Virginia Meats’ (VMI) employees, will help them be more comfortable with potential change, even if at times that change may not be welcome news. No doubt that any concerns about downsizing and employee job loss will result in diminishing employee loyalty. According to Labarre (2014) earlier in our class together, “… the next generation of workers are expected to change careers at least 10 times before the age of 40” (para. 3), something not reflected in VMI’s employees. If Chinn actively listens to the veteran employees’ concerns, he will not only engage them but this supports VMI’s southern identity which they value.

You suggest that in order to implement a new VMI culture, the managers need to “find out how the current culture affects employees (both positively and negatively).” I agree that this will help VMI managers and leaders define what can be a new culture which embraces all employees. How precisely will they gather this information? One-on-one conversations, group discussions, open or anonymous surveys? What would you recommend?

Reference

Labarre, P. (2014, May 29). What the future of work looks like. Fortune. http://fortune.com/2014/05/29/what-the-future-of-work-looks-like/

 

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