First – Find Research Paper Topic. Include a minimum one-page explanation about why you chose this topic and how it can potentially benefit you in the future. Full assignment detail is in the attachm

First – Find Research Paper Topic. Include a minimum one-page explanation about why you chose this topic and how it can potentially benefit you in the future. Full assignment detail is in the attachm
Research Paper: (15% toward final grade) – Due end of Week 5 Prepare an individual research paper (7-10 pages of content – exclusive of title and reference pages) on a topic regarding Organizational Communication, Conflict, and/or Negotiation that can assist you in your own professional development. Possible topics for research papers can include any aspect of organizational communication For example: consider topics from your text as well as the topics covered in the weekly lessons and discussions: communication styles, culture, organizational interdependencies, motivation and feedback, groups and teams, power and politics, leadership, negotiation, conflict management, perception, emotional intelligence, groupthink, communication climates, etc. This paper is expected to show academic scholarship, both in content and presentation. The paper should be formatted to APA, contain a reference list of at least five sources with in-text citations throughout the paper, be free of plagiarism, grammar, and spelling errors. The paper should have a title page, abstract, an introductory section, a literature review of current journal articles or studies that have been accomplished in the topic area, and a conclusion section. The title page should include the student’s name, course ID (MG5415), assignment name, date, and professor’s name. Include page numbers top right (beginning on the title page), running head left justified all in caps, headings to separate ideas within the paper, proper spacing, formatting (one inch margins and Times New Roman (or similar), 12 point font), and a reference page (APA format). The following links can assist you with APA formatting: https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_style_introduction.html http://www.apastyle.org/ Research Paper Rubric Criteria Exemplary Proficient Needs Improvement Unsatisfactory – Beginning Paper Focus:Purpose/Position Statement 18-20 points Identifies a relevant research topic and a thesis that provides direction for the paper that is engaging and thought provoking. The thesis clearly and concisely states the position, premise, or hypothesis and is consistently the focal point throughout the paper. 16-17 points Identifies a relevant research topic and a thesis that provides adequate direction for the paper with some degree of interest for the reader. The thesis states the position, premise, or hypothesis, and is the focal point of the paper for the most part. 14-15 points Identifies a research topic but may be too broad in scope and/or the thesis is somewhat unclear and needs to be developed further. Focal point is not consistently maintained throughout the paper. 0-13 points Fails to identify a relevant research topic or is not clearly defined and/or the paper lacks focus throughout. Analysis 27-30 points Demonstrates a sophisticated understanding and careful, critical analysis of the research topic and thesis (argument). Compares/contrasts perspectives, considers counter arguments or opposing positions, and draws original and thoughtful conclusions with future implications. 24-26 points Demonstrates an understanding and some critical analysis of the research topic and thesis (argument). Adequately compares/contrasts perspectives, counter-arguments, or opposing positions but broader connections and/or implications are not as thoroughly explored. 21-23 points Demonstrates general understanding with limited critical analysis of the research topic and thesis (argument). Summarizes perspectives, counter-arguments, or opposing positions. 0-20 points Demonstrates a lack of understanding and inadequate analysis of the research topic and thesis. Analysis is superficial based on opinions and preferences rather than critical analysis. Evidence (Sources) 27-30 points Provides compelling and accurate evidence to support in-depth the central position beyond the required (5) research sources with at least 1 source from a periodical database. Research sources are highly relevant, accurate, and reliable and add to the strength of the paper; and are effectively referenced and cited throughout the paper. 24-26 points Provides essential, accurate evidence to support the central position with the required (5) research sources including 1 source from a periodical database that are mostly relevant, accurate, and reliable. Sources are referenced and cited appropriately throughout the paper for the most part. 21-23 points Provides some evidence to support the central position with only a few research sources. Some sources may not be relevant, accurate, and reliable and/or appropriately referenced and cited in the paper. 0-20 points Lacks sufficient research sources to support the central position and/or, if included, are generally not relevant, accurate, or reliable. Contains numerous factual mistakes, omissions, or oversimplifications. Sources, if included, are not properly referenced and cited in the paper. Organization 9-10 points Paper is effectively organized. Ideas are arranged logically, flow smoothly, with a strong progression of thought from paragraph to paragraph connecting to the central position. Includes all required components (introduction, body, conclusion, Reference List, etc.). 8 points Paper is adequately organized. Ideas are arranged reasonably with a progression of thought from paragraph to paragraph connecting to the central position. Includes required components (introduction, body, conclusion, Reference List, etc.) for the most part. 7 points Paper is somewhat organized, although occasionally ideas from paragraph to paragraph may not flow well and/or connect to the central position or be clear as a whole. May be missing a required component and/or components may be less than complete. 0-6 points Paper lacks logical organization and impedes readers’ comprehension of ideas. Central position is rarely evident from paragraph to paragraph and/or the paper is missing multiple required components. Writing Quality & Adherence to Format Guidelines 9-10 points Paper is well written and clear using APA guidelines and standard English characterized by elements of a strong writing style. Free from grammar, punctuation, spelling, usage, or formatting errors. Research Paper is at least 7-10 pages in length. 8 points Paper shows above average writing style and clarity in writing using standard English and following APA guidelines. Minor errors in grammar, punctuation, spelling, usage, and/or formatting. Research paper is 6 pages in length. 7 points Paper shows an average and/or casual writing style using standard English and following APA guidelines. Some errors in spelling, grammar, punctuation, usage, and/or formatting. Research paper is 5 pages in length. 0-6 points Paper shows a below average/poor writing style lacking in elements of appropriate standard English and following proper APA guidelines. Frequent errors in spelling, grammar, punctuation, spelling, usage, and/or formatting. Research paper is less than 5 pages in length.
First – Find Research Paper Topic. Include a minimum one-page explanation about why you chose this topic and how it can potentially benefit you in the future. Full assignment detail is in the attachm
CROSS CULTURAL COMMUNICATION 14 A Winning Concept: The Benefits of Organizational Communication Prepared by Student Name Date College Name Course # Organizational Communication for Leaders Instructor Name Abstract Communication is a critical and effective medium that conveys information to a recipient or a group. While it is important to convey a message concisely, an effective communicator commands undivided attention. The benefits of effective organizational communication when executed well, cultivates a sense of commitment and loyalty within its employees, as well as instilling that they are an essential component to the overall success of the organization. Keywords: Organizational communication, strategy, leader, vision, mission, goals, management A Winning Concept: The Benefits of Organizational Communication “One of the greatest responsibilities of an organization’s leadership is to communicate with unwavering clarity the values on which the organization has been built (Vern Dosch, 2016).” Introduction Communication is a fundamental and essential function of civilization from the cradle to the grave. It is the backbone of the universe’s existence as we know it, creating and cultivating a type of social bondage that occurs between human beings and living things alike. In the business world, it is the absolute nucleus that determines how effectively we will communicate, react, interact, and share information with each other. In fact, if we are to consider organizational communication as a field in its own right, it would be apt to label it as a subcategory of a much larger and broader discipline of communication studies. As a subcategory, organizational communication’s composition comprises analysis, consideration, and criticism of the role of communication in organizational contexts. Defined, organizational communication is, “the way in which an organization gives the public and its employee’s information about its aims and what it is doing (Cambridge, n.d.).” Organizational communication is also a component of effective management in a workplace environment. The main functions are not only to inform but persuade and promote both support and goodwill. Communication is the lifeline of an organization, always providing the necessary information to ensure effective performance in all business activities. Communication in an organization is fundamental to running a successful business. It also requires active participation that encompasses the Board of Trustees and or Directors, Chief Executive Officer and or President, C-Suite leaders, management, and the teams that report to the managers. While management is the means to achieving organizational goals, efficiency and effectiveness of management depends on effective communication. Every minute aspect of management hinges upon successful communication. Without effective communication, an organization cannot feasibly create and convey its credo: its vision and mission statement, the strategic plan, conveying how one shares or disseminates information, or even actively communicating within the organization, one’s clients, providers, and even vendors. Factors That Contribute to Successful Organizational Communication Factors that contribute to successful organization communication include a clear vision and mission statement, a current strategic plan, clear goals and objectives, and a steadfast commitment to the company’s success. In fact there are a number of areas that support successful organizational communication that include processes, structures, and even forms of communication that transpire between the Board of Directors, the leadership, and of course the different layers of management. In order to set up a safe structure for an organization to successfully promote effective organizational communication, it should be readily adaptable to the situations at hand and responsive to the needs of the outside environment. There should be open and frequent communication within the organization through various mediums, in addition to potentially developing internal/external newsletters, media campaigns, and holding meetings or even conferences depending on the size of the organization. Within the structure itself, there should be clearly defined roles and policy guidelines for the employees. By empowering employees with open decision making at all tiers, members should also share a stake in the organization’s process and outcomes. Leaders should lead by example which means leadership should begin at the very top. Membership of the Board should exhibit not only mutual respect but understanding and trust as a whole. They should demonstrate a willingness to compromise or collaborate in the best interests of the organization. Effective Leadership and the Management Paradox The term “Leadership” is somewhat loosely defined, since there is no clear or consistent language to determine the meaning of leadership. For many, it denotes providing a clear vision, the ability to lead others, completing tasks, or motivating others to succeed within their defined roles and goals. It is important to note that while there are leaders, there are also leaders who are not so effective in their roles. Leaders need to be visionaries who steadfastly steer a course for their organization regardless of the obstacles they will need to overcome. While a leader may not be born with the necessary abilities or skill sets, they may be acquired along the way by learning through experience and through example. In fact, by relying on different types of behavioral traits, a leader may successfully influence others, in addition to executing and accomplishing the organizations goals regardless of the circumstances. Souba (2006), suggests that there is a clearly defined misalignment between that of leadership and its management. While leadership is focused on change, creating a new strategic vision, and transforming the corporate culture, management’s focus is more aligned with creating and maintaining order, maintaining a level of consistency, standardization, meeting goals and budget, in addition to being ever efficient and effective. Bernard Bass, a specialist in transformational leadership, once stated that, “Leaders manage and managers lead, but the two activities are not synonymous (Coutts, n.d.).” Paradoxically, this equates to managers not actually making good leaders and good leaders not actually making good managers. Managers are typically responsible for the planning, investigating, and organization of business processes. Leaders deal with the interpersonal aspect of a manager’s position. To be a good leader, we need to be confident within ourselves. The Four Stages of Organizational Change (OLC) The concept of organizational change was first introduced in 1950 by British economist and philosopher, Kenneth Boulding (Nasar, 1993). More than half a century later, Boulding’s concept has been adapted to fit many different disciplines that include, but are not limited to, management, marketing, and public administration. According to Boulding’s concept, the organizational life cycle may be segmented into four stages similar to that of a natural living life cycle: Birth, youth, maturity, and decline/death (Ionescu et al., 2007). Organizations, like all living things, have a limited lifespan. While some lives span a longer duration than others, each stage of development is both predictable and sequential, from the cradle to the grave. In order for an organization to be successful, it must have a strong foundation in organizational communication. Furthermore, it is important for leaders to truly understand and realize exactly which phase their organization is in, in order for them to adopt strategies that best suits their current situation. It is important to note, however, that both external environmental events and internal circumstances can clearly impact the success of an organization. According to an article by Inc., (n.d.), “The OLC model’s prescription is that the firm’s managers must change the goals, strategies, and strategy implementation devices to fit the new set of issues. Thus, different stages of the company’s life cycle require alterations in the firm’s objectives, strategies, managerial processes (planning, organizing, staffing, directing, controlling), technology, culture, and decision-making.” Organization Stages of Development (Daft E5-6 p.175) Source: www.unc.edu The Power of Negotiation Negotiation is prevalent everywhere throughout our daily lives be it at a personal level or through the daily business communications that we conduct internally or with the outside world. It can be as simple as negotiating with a toddler to get them to do what you want, making a deal with your team if you reach a certain goal, or even contracting a negotiation. There are three forms of negotiation: Soft negotiation Hard negotiation Principled negotiation According to Fisher et al., (2011), the soft negotiator is determined to avoid any type of personal conflict at all costs. These individuals will make concessions readily in order to be able to make an agreement. The outcome for this type of negotiation is typically unpleasant and the soft negotiator nearly always walks away feeling completely exploited. For some individuals, using the hard approach creates a better outcome though potentially at a higher cost, straining the relationship that actually began the negotiation in the very first place. For the hard negotiator, this is a battle of the wills. Neither side is willing to retreat, ultimately resulting in a stale mate, since neither side is willing to give concession to their own demands. The final type of negotiation is a strategic combination of soft and hard skills. The objective is to look at the mutual gains wherever possible and when there is conflict, ensure that the results are based on some form of fair standard that is “independent of the will” on either side: Hard on merits, and soft on people. This is deemed to be the fairest and most satisfactory form of negotiation and both parties walk away feeling quite successful regardless of the outcomes. Groupthink Groupthink is a psychological phenomenon that occurs when a group of individuals actively focus on minimizing any type of conflict. It is the influence to which these individuals have the overall desire for conformity rather than conflict. It is the conscientious ability to reach a consensus decision without any form of critical evaluation or even counter viewpoints. For smaller organizations, the concept of Groupthink may be considered beneficial but for larger organizations which deal with much more complex issues, avoiding Groupthink may be beneficial to their business practices, since it cultivates open discussion rather than conformity (Cain, 2012). The Manager’s Hot Seat: Problem Solving Building critical thinking and decision making skills is an integral part of organizational communication. On a daily basis we are faced with distractions and yet it appears that there is never enough time to dedicate to effective problem solving. For many leaders, being able to solve the problem quickly and move on, alleviates the immediate issues at hand. Yet, whether we see the glass as half-full or half-empty, determines how we view problems that are presented to us. For many it is one more obstacle, but for others it is yet another opportunity to improve. Llopis (2014) noted that problem solving is the essence of what leaders do. He further states that, “As leaders, the goal is to minimize the occurrence of problems—which means we must be courageous enough to tackle them head-on before circumstances force our hand. “ The Employee Brand While a brand is an organization’s identity, an organization does not have the luxury of creating its own brand. Its brand evolves through the product and the type of clientele that it attracts. Furthermore, employee branding actually shapes its employees behavior so that they emulate the brand identity through their everyday work behavior. A strong brand, not only serves to position the organization at a desired level but invokes trust and loyalty enabling organizations to create long term sustainable relationships with their employees and customers. Conclusion Today’s challenges in the workplace include incorporating innovative and engaging ways to involve and motivate employees while at the same time, meeting and enhancing the organization’s bottom line. Organizational communication is a critical element in a company’s success, especially if a leader is to lead and be the perpetrator of change. Valuable skills of organizational communication include interpersonal communication, small group communication, conflict management, inter-cultural communication, writing, and managing organizational change. Great leadership starts at the top. It is this type of leadership that is indicative in an organization when problem solving appears completely seamless. Such an ability, enables both employee and organization to continually grow and improve, strategically. When problem solving results in chaos, sadly, it is indicative of a serious leadership deficiency. To stay true, organizations must concentrate on developing organizational leaders who will stay focused on their core mission, maintain effective management practices and communication, drive “program” effectiveness, and hold team members accountable. Effective organizational communication is the backbone of corporate success. It is through this, that employees become more committed and loyal to their organization with the knowledge that they are a valued and essential component of their company’s success. References Cain, S. (2012, January 13). The Rise of the New Groupthink. Retrieved September 26, 2016, from http://www.nytimes.com/2012/01/15/opinion/sunday/the-rise-of-the-new- groupthink.html?_r=0 Coutts, P. (n.d.). Leadership vs. Management. Retrieved September 28, 2016, from http://www3.telus.net/public/pdcoutts/leadership/LdrVsMngt.htm Davenport, B. T. (2015, February 20). The 4 Stages of the Employee Value Proposition. Retrieved September 26, 2016, from http://www.eremedia.com/tlnt/the-4-stages-of-the- employee-value-proposition/ Dosch, V. (2016). Quotes About Organizational Leadership (73 quotes). Retrieved September 26, 2016, from http://www.goodreads.com/quotes/tag/organizational-leadership Fisher, R., & Ury, W. (2011). Getting to yes: Negotiating agreement without giving in (p. xxviii). New York, NY: Penguin. Ionescu, G. G., & Negrusa, A. L. (2007, December). The Study about Organizational Life Cycle Models. The Study about Organizational Life Cycle Models, 8(4), 5-17. Retrieved September 20, 2016, from http://www.rmci.ase.ro/Login/no8vol4/Vol8_No4_Article1.pdf Kinicki, A, Fugate, M. (2016). Organizational Behavior: A Practical, Problem Solving Approach (p.256). New York, NY. McGraw Hill. LLopis, G. (2013, November 4). The 4 Most Effective Ways Leaders Solve Problems. Retrieved September 26, 2016, from http://www.forbes.com/forbes/welcome/?/sites/glennllopis/2013/11/04/the-4- most-effective-ways-leaders-solve-problems/ Mosley, R. (2015, May 11). CEOs Need to Pay Attention to Employer Branding. Retrieved September 26, 2016, from https://hbr.org/2015/05/ceos-need-to-pay-attention-to- employer-branding Nasar, S. (1993, March 20). Kenneth Boulding, an Economist, Philosopher and Poet, Dies at 83. Retrieved September 28, 2016, from http://www.nytimes.com/1993/03/20/obituaries/kenneth-boulding-an-economist- philosopher-and-poet-dies-at-83.html Organizational communication Definition in the Cambridge English Dictionary. (n.d.). Retrieved September 28, 2016, from http://dictionary.cambridge.org/us/dictionary/english/organizational-communication Organizational Life Cycle. (n.d.). Retrieved September 25, 2016, from http://www.inc.com/encyclopedia/organizational-life-cycle.html Soci110 module 5. (n.d.). Retrieved September 28, 2016, from http://www.unc.edu/~nielsen/soci410/nm8/nm8.htm Souba, W. W. (2006, December 30). The Leadership Dilemma. Journal of Surgical Research, 138(1), 1-9. doi:10.1016/j.jss.2007.01.003
First – Find Research Paper Topic. Include a minimum one-page explanation about why you chose this topic and how it can potentially benefit you in the future. Full assignment detail is in the attachm
PowerPoint (or Prezi) Presentation: Research Paper (15% toward final grade) Prepare a PowerPoint (or Prezi) presentation (minimum of 20 slides with speaker notes section included) to present your Research Paper findings to the class. Your presentation should last 10-15 minutes with a 5 minute Q/A period following the presentation. PowerPoint Presentation Rubric   CATEGORY Meets Expectations 15-20 Proficient   10-14 Needs Improvement 5-9 Incomplete/Nonexistent   0-4 Content – Accuracy (20 slide minimum) and Sequencing of Information All content throughout the presentation is accurate. At least 20 slides.   Information is organized in a clear, logical way. It is easy to anticipate the next slide. Most of the content is accurate but there is one piece of information that seems inaccurate.   Most information is organized in a clear, logical way. One slide or piece of information seems out of place. The content is generally accurate, but one piece of information is clearly inaccurate.   Some information is logically sequenced. An occasional slide or piece of information seems out of place. Content confusing or contains more than two factual errors. Fewer than 20 slides.   There is no clear plan for the organization of information. Notes (bottom of PowerPoint slides) Project includes all notes needed to give a good understanding of the topic. Project is lacking in one or two key areas of notes. Project is missing more than two key notes. Project has no notes at the bottom of the PowerPoint slides. Use of Graphics All graphics are attractive (size and colors) and support the topic of the presentation. A few graphics are not attractive but all support the topic of the presentation. All graphics are attractive but a few do not support the topic of the presentation. Several graphics are unattractive AND detract from the content of the presentation. Text – Font Choice & Formatting and Spelling and Grammar Font formats (color, bold, italic) have been carefully planned to enhance readability and content.   Presentation has no misspellings or grammatical errors. Font formats have been carefully planned to enhance readability.   Presentation has 1-2 misspellings, but no grammatical errors. Font formatting has been carefully planned to complement the content. It may be a little hard to read.   Presentation has 1-2 grammatical errors but no misspellings. Font formatting makes it very difficult to read the material.   Presentation has more than 2 grammatical and/or spelling errors. Links to Textbook or Research Text/Research concepts are mentioned at least 6 times Approximately 3-5 links to text/research within paper Brief, but unsubstantial links to text/research No mention of any information from the text/research Tips for Effective PowerPoint Presentations Preparing Your Slides: Presentation Design Don’t overload your slides with too much text or data. Let the picture or graphic tell the story. Avoid too much text! Type key words in the PowerPoint Notes area listing what to say when displaying the slide. The notes are printable. Number your slides and give them a title. Use the “summary slide” feature in slide sorter view to prepare an Agenda or Table of Contents slide. Prepare a company logo slide for your presentation, if you wish. You can add a logo and other graphics to every slide using the slide master feature. Proof read everything, including visuals and numbers. Keep “like” topics together Strive for similar line lengths for text. Visual elements A font size of 28 to 34 with a bold font is recommended for subtitles. The title default size is 44. Use a san serif font for titles. Use clear, simple visuals. Don’t confuse the audience. Use contrast: light on dark or dark on light. Graphics should make a key concept clearer. Place your graphics in a similar location within each screen. The drawing toolbar is extremely useful You can: Insert clip art Insert pictures Use Word Art Use text boxes Insert charts and diagrams Insert arrows, banners, and thought balloons. To temporarily clear the screen press W or B during the presentation. Press Enter to resume the presentation. Text Font size must be large enough to be easily read. Size 28 to 34 with a bold font is recommended. It is distracting if you use too wide a variety of fonts. Overuse of text is a common mistake. Too much text makes the slide unreadable. You may just as well show a blank slide. Stick to a few key words.  If your audience is reading the slides they are not paying attention to you. If possible, make your point with graphics instead of text. You can use Word Art, or a clip art image of a sign, to convey text in a more interesting way. Numbers Numbers are usually confusing to the audience. Use as few as possible and allow extra time for the audience to do the math. Numbers should never be ultra precise:  “Anticipated Revenues of $660,101.83” looks silly. Are your numbers that accurate? Just say $660 thousand. “The Break Even Point is 1048.17 units. Are you selling fractions of a unit? Don’t show pennies. Cost per unit is about the only time you would need to show pennies. If you have more than 12-15 numbers on a slide, that’s probably too many. Using only one number per sentence helps the audience absorb the data. Use the same scale for numbers on a slide. Don’t compare thousands to millions. When using sales data, stick to a single market in the presentation. Worldwide sales, domestic sales, industry sales, company sales, divisional sales, or sales to a specific market segment are all different scales. They should not be mixed. Cite your source on the same slide as the statistic, using a smaller size font.   Charts/Backgrounds Charts need to be clearly labeled. You can make more interesting charts by adding elements from the drawing toolbar. Numbers in tables are both hard to see and to understand. There is usually a better way to present your numerical data than with columns and rows of numbers. Get creative! PowerPoint deletes portions of charts and worksheets that are imported from Excel, keeping only the leftmost 5.5 inches. Plan ahead. Backgrounds should never distract from the presentation. Using the default white background is hard on the viewer’s eyes. You can easily add a design style or a color to the background. Backgrounds that are light colored with dark text, or vice versa, look good. A dark background with white font reduces glare. Colors appear lighter when projected. Pale colors often appear as white. Consistent backgrounds add to a professional appearance. For a long presentation, you may want to change background designs when shifting to a new topic. Slides should be visually appealing!