For this Critical Assignment you will conduct an assessment of the organization’s behavior, at the organization of your choice, and propose a change for improvement.
For this Critical Assignment you will conduct an assessment of the organization’s behavior, at the organization of your choice, and propose a change for improvement.
For this Critical Assignment you will conduct an assessment of the organization’s behavior, at the organization of your choice, and propose a change for improvement. It is recommended that you utilize an organization that you are intimately familiar and closely affiliated with, preferably a current or previous employer. (Selecting an organization that you don’t know well makes this assignment very challenging. If you have any concerns about selecting an organization contact your professor right away for assistance.)
- Evaluate the organization’s structural framework:
- How is the organization organized? Diagnose and assess if the current state is optimal and effective, why or why not?
- What is the organizational structure, how would you categorize it? Diagnose and assess if the current structure is optimal and effective, why or why not?
- How are groups and teams organized? Diagnose and assess if the current organization of groups and teams is optimal and effective why or why not?
- Evaluate the organization’s Human Resource framework:
- Assess how is the overall fit between people and the organization? Discuss the concerns of poor fit and the benefits of a good fit.
- Assess interpersonal and group dynamic climate at the organization, is it effective? What are the current strengths? Is there opportunities for improvement, if so what are they?
- Evaluate the organization’s political climate framework:
- Diagnose and assess the balance of power, the culture surrounding conflict, and conflict culture and managerial effectiveness in navigating organizational politics. At the end of this assessment conclude if you believe the political climate is overall healthy, or unhealthy.
- Evaluate the organization’s symbolic framework:
- What are organizational key symbolic assumptions?
- What are key organizational symbols?
- How would you characterize the organization’s predominant culture(s).
- Now that you have done a comprehensive assessment of the organizational behavior of your organization, pretend that your organization’s leader has asked you to make a recommendation for making one meaningful change to enhance organizational behavior, what would you propose be changed?
- Diagnose the organizational behavior issue that warrants enhancing and changing.
- Make a recommendation for the change and discuss how the proposed changes will enhance organizational behavior.
- Identify a plan for implementing the change. Evaluate and discuss how you will apply the concepts from Managing Transitions, by Bridges to facilitate the change effectively.
- Evaluate and discuss any ethical considerations and/or repercussions of the proposed change. How do your personal faith and values inform your analysis of the need for and recommendation for the change.
| Performance
Levels Dimensions & |
Exemplary (4, A)
90% and above |
Accomplished (3, B)
80% and above |
Developing (2, C)
70% and above |
Beginning (1, D)
60% and above |
Score |
| Dimension 1: Structural Framework
CLO – 1,2,3 SLO – 1,7 USO – GM, ESa WCC* – CT Weight= 10% |
Fully developed and insightful evaluation of the organization’s structural framework. Includes thorough examination and assessment of
how the organization is organized. Explicitly identifies the organizational structure and thoroughly assesses the current structure. Thoroughly evaluates how groups and teams are organized. |
Sufficiently developed evaluation of the organization’s structural framework. Includes sufficient examination and assessment of
how the organization is organized. Sufficiently identifies what is the organizational structure and assesses the current structure. Sufficiently evaluates how groups and teams are organized. |
Minimally developed evaluation of the organization’s structural framework. One or more of the following is only minimally examined:
how the organization is organized, and/or assessment of the current state. Minimally identifies what is the organizational structure, and/or under-developed assessment of the current structure. Minimally developed evaluation of how groups and teams are organized. |
Insufficiently developed or lacking evaluation of the organization’s structural framework. One or more of the following is insufficiently examined:
how the organization is organized, and/or assessment of the current state. Insufficient, or lacking identification of what is the organizational structure, and/or insufficient, or lacking assessment of the current structure. Insufficient, or lacking evaluation of how groups and teams are organized. |
40 |
| Dimension 2: HR Framework
CLO – 1,2,3 SLO – 1,7 USO – GM, ESa WCC* – CT Weight= 10% |
Fully developed and insightful evaluation of the organization’s human resource framework. Thorough assessment of the fit between people and the organization. Thorough assessment of interpersonal and group dynamic climate. | Sufficiently developed evaluation of the organization’s human resource framework. Sufficient assessment of the fit between people and the organization. Adequate assessment of interpersonal and group dynamic climate. | Minimally developed evaluation of the organization’s human resource framework. Brief or minimal assessment of the fit between people and the organization. Brief or minimal assessment of interpersonal and group dynamic climate. | Insufficient or lacking evaluation of the organization’s human resource framework. Insufficient or lacking assessment of the fit between people and the organization. Insufficient or lacking assessment of interpersonal and group dynamic climate. | 40 |
| Dimension 3: Political Framework
CLO – 1,2,3 SLO – 1,7 USO – GM, ESa WCC* – CT Weight= 10% |
Fully developed and insightful evaluation of the organization’s political climate framework. Thorough diagnose and assessment of the balance of power, the culture surrounding conflict, and conflict culture and managerial effectiveness in navigating organizational politics. | Sufficiently developed evaluation of the organization’s political climate framework. Adequate diagnosis and assessment of the balance of power, the culture surrounding conflict, and conflict culture and managerial effectiveness in navigating organizational politics. | Minimally developed evaluation of the organization’s political climate framework. Minimal diagnosis and assessment of the balance of power, the culture surrounding conflict, and conflict culture and managerial effectiveness in navigating organizational politics. | Incomplete or lacking evaluation of the organization’s political climate framework. Incomplete or lacking diagnosis and assessment of the balance of power, the culture surrounding conflict, and conflict culture and managerial effectiveness in navigating organizational politics. | 40 |
| Dimension 4: Symbolic Framework
CLO – 1,2,3 SLO – 1,7 USO – GM, ESa WCC* – CT Weight= 10% |
Fully developed and insightful evaluation of the organization’s symbolic framework. Includes thorough diagnosis and identification of organizational symbolic assumptions and symbols. Complete characterization of the organization’s key culture(s). | Sufficiently developed evaluation of the organization’s symbolic framework. Includes sufficient diagnosis and identification of organizational symbolic assumptions and symbols. Adequate characterization of the organization’s key culture(s). | Minimally developed evaluation of the organization’s symbolic framework. Minimal diagnosis and identification of organizational symbolic assumptions and symbols. Minimal characterization of the organization’s key culture(s). | Incomplete or lacking evaluation of the organization’s symbolic framework. Incomplete or lacking diagnosis and identification of organizational symbolic assumptions and symbols. Inadequate characterization of the organization’s key culture(s). | 40 |
| Dimension 5: Diagnoses & Recommendation
CLO – 1,2,3 SLO – 1,7 USO – GM, ESa WCC* – CT Weight= 10% |
Fully developed and thorough diagnosis of an organizational behavior issue that warrants enhancing and changing. Clear and explicit recommendation for change. Clearly explains how the proposed changes will make the organization behavior more effective. | Sufficiently developed diagnosis of an organizational behavior issue that warrants enhancing and changing. Sufficiently clear recommendation for change. Adequately explains how the proposed changes will make the organization behavior more effective. | Minimally developed diagnosis of an organizational behavior issue that warrants enhancing and changing. Minimal recommendation for change. Minimally explains how the proposed changes will make the organization behavior more effective. | Incomplete or lacking diagnosis of an organizational behavior issue that warrants enhancing and changing. Incomplete or lacking recommendation for change. Inadequate or lacking explanation of how the proposed changes will make the organization behavior more effective. | 40 |
| Dimension 6: Change Plan
CLO – 4 SLO – 8 USO – GM, ESa WCC* – CT Weight= 10% |
Explicit and fully developed proposed plan for implementing the change. Thorough evaluation and application of the concepts from Bridges, Managing Transitions, to facilitate the change effectively. | Clear and sufficiently developed proposed plan for implementing the change. Sufficiently evaluates and applies the concepts from, Bridges Managing Transitions, to facilitate the change effectively. | Minimally developed proposed plan for implementing the change. Minimally evaluates and applies the concepts from, Bridges Managing Transitions, to facilitate the change effectively. | Incomplete or lacking proposed plan for implementing the change. Incomplete or lacking evaluation and application of the concepts from, Bridges Managing Transitions, to facilitate the change effectively. | 40 |
| Dimension 7:
Employee Psychological, Motivation, & Developmental Considerations CLO- 3 SLO- 1,7 USO – GM, ESa WCC*- CT Weight=10 |
Explicit and fully developed strategies for promoting employee psychological, motivational, and developmental considerations. These are consistently incorporated into the analysis of each of the four frames and in the diagnosis and recommendations. | Clear and sufficiently developed strategies for promoting employee psychological, motivational, and developmental considerations. These are mostly incorporated into the analysis of each of the four frames and in the diagnosis and recommendations. | Minimally developed strategies for promoting employee psychological, motivational, and developmental considerations. These are inconsistently incorporated into the analysis of each of the frames and in the diagnosis and recommendations. | Incomplete, or lacking identification of strategies for promoting employee psychological, motivational, and developmental considerations. These are inconsistently incorporated into the analysis of each of the frames and in the diagnosis and recommendations. | 40 |
| Dimension 8: Faith & Ethics
CLO – 5 SLO – 6 USO – BR, GM, ESa WCC* – CT Weight=10% |
Fully developed evaluation and discussion of ethical considerations and/or repercussions of the proposed change. Insightful introspective analysis of how personal faith and values inform analysis of the need and recommendation for the change. | Sufficiently developed evaluation and discussion of ethical considerations and/or repercussions of the proposed change. Adequate analysis of how personal faith and values inform analysis of the need and recommendation for the change. | Minimally developed evaluation and discussion of ethical considerations and/or repercussions of the proposed change. Minimal analysis of how personal faith and values inform analysis of the need and recommendation for the change. | Incomplete or lacking evaluation and discussion of ethical considerations and/or repercussions of the proposed change. Incomplete or lacking analysis of how personal faith and values inform analysis of the need and recommendation for the change. | 40 |
| Dimension 9: Grammar & Mechanics
CLO – 6 SLO – 2, 3, 4 USO – APa. ESa, ESb WCC* – W, IL, CT Weight= 10% |
Minimal or no grammar/syntax or mechanics errors are present. Essay is very well organized and very clear.. | There are minor errors in grammar/syntax, or mechanics. Essay organization and sequence is adequate. | Several grammar, syntax or mechanic errors are present. Errors may be repetitive and/or detract from clear analysis/reasoning. Organization and sequence is inconsistent. | Prevalent or major errors in the grammar/syntax and/or mechanics of the paper that interfere with the understanding of the analysis. Poor organization or sequencing. | 40 |
| Dimension 10:
APA & Sources CLO – 7,8 SLO – 2, 3, 4 USO – APa. ESa, Eb WCC* – W, IL, CT Weight= 10% |
APA formatting within the body of the paper and/or in the reference page has minimal or no errors. Author consistently applies APA citation and formatting. Analysis is consistently supported with appropriate academic citation. | APA formatting within the body of the paper and/or in the reference page has few minor errors. APA formatting and citation is mostly adhered to. Analysis is mostly supported with citation. Sources are academically appropriate. | APA formatting within the body of the paper and/or in the reference page has multiple errors. APA citation is inconsistent and/or some sources are not academically appropriate. | APA formatting within the body of the paper and/or in the reference page needs substantial revision. APA citation is lacking and/or more than one source is not academically appropriate. | 40 |
| Total | /400 |
* WASC Core Competencies – Please include the symbols for the appropriate competencies: writing (W), oral communication (OC), quantitative reasoning (QR), information literacy (IL), and critical thinking (CT)
University Student Outcomes (USOs) – Academically Prepared: Critical Thinking for Literacy (APa); Academically Prepared: Math, Science, Tech. (APb); Biblically Rooted (BR); Globally Minded (GM); Equipped to Serve: Profession, Workplace (ESa); Equipped to Serve: Social Ethics, Community Involvement (ESb)
PLEASE USE ADP, LLC AS THE ORGANIZATION OF CHOICE (there will be a part 2 to this assignment)
Requirements: 8 Pages
Subject: Masters Management
Answer preview for the “For this Critical Assignment you will conduct an assessment of the organization’s behavior, at the organization of your choice, and propose a change for improvement.” essay…………………….
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