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Create

an 8- to 12-slide Microsoft® PowerPoint® presentation on organizational culture.

Include

the following topics, validated by researched work:

Describe one issue of diversity in the workplace you chose.

Discuss how diversity impacts the organizational culture. (cited work needed)

Identify potential cultural impacts of change. (cited work needed)

Identify the government regulations and rules that apply to your workplace and the resulting effects on organizational culture. (cited work needed)

Explain why leaders and the organization must follow government and industry regulations when making decisions and demonstrating ethical behavior. Consider laws as outlined by Occupational Safety and Health Administration, Food and Drug Administration, Equal Employment Opportunity Commission, Environmental Protection Agency, Securities and Exchange Commission, Federal Communications Commission and National Labor Relations Board. (cited work needed)

Present the usefulness of IO/P principles, and the theories and techniques that could be applied in the assessment and creation of organizational culture

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Using Measurement Tools and Gauging Employee Satisfaction
Devrick Jones
IOP490
Steven Gonzalez
June 11, 2022
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Using Measurement Tools and Gauging Employee Satisfaction
The proposed change to be adopted is introducing a conflict management training
program for employees. The primary strength of the training is that it would help foster a more
collaborative culture within the organization and lower the adverse outcomes of interpersonal
conflicts among employees in the workplace (Katz & Flynn, 2013). Some of the challenges that
may be encountered in the change adoption include the reluctance of employees to enrol for the
training and resource constraints such as finances and personnel to train the employees.
Organizational leaders play a crucial role in fostering positive organizational change,
mainly by influencing the employees they lead. Further, when it comes to conflict and change
management within the workplace, leaders significantly impact how interpersonal conflicts are
managed through their leadership style (Mansaray, 2019). Consequently, the leaders in the
organization will need to apply transformational leadership to promote the adoption of the
change efforts of introducing a conflict management training program for employees.
The DISC assessment tool analyses people’s personalities and behaviour concerning
leadership. It helps them understand the leadership style they portray. The DISC assessment tool
is an acronym for the personalities that the DISC model describes, that is, dominance (D),
influence (I), steadiness (S), and contentiousness (C). The assessment tool is crucial in personal
and organizational settings since it improves people’s awareness and helps them improve their
communication and teamwork skills, as well as their overall productivity in the workplace
(Kowalski, 2019). The DISC assessment tool would be instrumental in assisting organizational
leaders in identifying their leadership style and leveraging it to influence the successful adoption
of the change initiative of introducing a conflict management training program for employees.
Organizational readiness survey to measure employee perceptions and support for the
change
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This survey aims to assess employee perceptions and measure their readiness and support for the
change effort of introducing a conflict management training program in the organization. The
survey results will assist the organization’s management in evaluating whether the organization
and its workforce are ready to adopt the change effort through the introduction of the training
program and thus decide on whether to launch the change initiative. Kindly respond to the
questions in the survey as truthfully as possible. Tick the response next to your selected choice.
1. How does your organization, in general, deal with change?
a. Only essential employees and board members foster and lead change.
b. Most employees and board members will embrace the necessary change.
c. Some employees and board members resist change, while others adapt quickly.
d. Most employees and board members do not readily accept change.
2. How willing are you to learn, think, work, and operate differently within the workplace?
a. I take the personal initiative to do things differently to improve organizational
performance.
b. I am willing to do things differently if this will benefit the organization.
c. I might be willing to do certain things differently in the workplace.
d. I am satisfied with the way we currently do things in the workplace.
3. How open are you to the idea of engaging in a conflict management training program?
a. The training should be an integral part of my workplace operations.
b. I would only seek the training when appropriate or necessary.
c. I would consider enrolling on the training when it is offered.
d. I have reservations about enrolling on the training.
Pulse survey to measure employee satisfaction midway through a change effort
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The purpose of this survey is to measure employee satisfaction with the change effort of
introducing a conflict management training program in the organization. The survey results will
assist the organization’s management in evaluating the effectiveness of the change effort and
identifying the changes that need to be made to the training program. Kindly respond to the
questions in the survey as truthfully as possible. Tick the response next to your selected choice.
1. How likely is the newly introduced conflict management training to improve your ability to
handle conflicts more positively?
a. Very likely
b. A little likely
c. Uncertain
d. A little unlikely
e. Very unlikely
2. To what extent do you trust the organization’s senior leadership to execute the conflict
management training successfully?
a. High level of trust
b. Low level of trust
c. Uncertain
d. Low level of distrust
e. High level of distrust
3. To what extent do you agree with the following statement: “The conflict management
training for employees will help improve organizational performance and success.”?
a. Strongly agree
b. Agree
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c. Uncertain
d. Disagree
e. Strongly disagree
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References
Katz, N. H., & Flynn, L. T. (2013). Understanding conflict management systems and strategies
in the workplace: A pilot study. Conflict Resolution Quarterly, 30(4), 393-410.
Kowalski, K. (2019). Self-assessment and the DiSC. The Journal of Continuing Education in
Nursing, 50(8), 347-348.
Mansaray, H. E. (2019). The role of leadership style in organizational change management: a
literature review. Journal of Human Resource Management, 7(1), 18-31.

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