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You have been asked by NoJax to come in as a consultant and analyze the business for factors that impact the organizational behavior of the company. NoJax would like to ensure that their company design is current and that their employees are as efficient as possible. You have been analyzing several elements of the organization structure and behaviors using the NoJax Company Background document to identify areas of improvement. You will use that information to provide NoJax a new reorganization plan to continue their success, to be more efficient, and to stay ahead of their competition.

In your reorganization report, address the following questions: Using your behavior analysis from module 01, provide a detailed plan to positively change current employee behavior. Include at least three aspects of diversity that will have a positive impact on the behavior of the organization. What new processes and continued training plans can NoJax implement to ensure successful assimilation of new employees? Utilizing the Big-Five personality traits you identified in module 02, relate them to how management can affect organization culture. How can the culture be altered in a positive manner to improve relationships with management and employees?

What plan will you put in place to continue the positive relationships? Include the key elements you identified in module 03 that go into creating an organization as you describe NoJax's company structure. How can the basic structure of NoJax be improved to better align business goals and employee objectives? Include at least five elements to improve the structure. Using the barriers in communication you identified in module 04, propose at least one change for each of NoJax's barriers, so they are able to change their communication process.

How will a more effective and supportive communication process have the most impact and build better relationships and a stronger culture within the company? Utilizing what you identified in module 05 as the process of decision-making NoJax currently uses, how can they become more efficient and better use the negotiation process? Make sure you identify each step of the decision-making process NoJax currently uses. Then you will need to add any elements of the decision-making process that are missing. If any current step is not working or is weak, you will need to describe how NoJax can improve each of those steps to be more efficient.

In your proposed change for NoJax from module 06, how should each management person best use their management style to have the greatest positive impact on employees? How can management maintain a balance between the current culture and making new and improved relationships to minimize resistance to change? Include at least six elements in your plan.

Paper For Above instruction

In analyzing NoJax, a comprehensive approach to organizational development and change management is necessary to foster a more efficient, inclusive, and adaptive company culture. This paper will address various strategies encompassing behavioral change, diversity initiatives, organizational structure improvements, communication enhancements, decision-making processes, and leadership styles, all aimed at aligning the company's operations with its strategic goals.

Behavioral Change and Diversity:

Implementing behavioral change begins with understanding the current organizational climate through employee surveys, performance metrics, and observational assessments. A targeted plan involves reinforcing positive behaviors through recognition programs, establishing clear expectations, and fostering accountability. For example, promoting emotional intelligence can enhance teamwork and conflict resolution (Goleman, 1995).

Regarding diversity, three critical aspects—cultural, gender, and generational diversity—can have a significant impact on organizational behavior. Encouraging cultural competence training can improve multicultural interactions (Soutar et al., 2017). Gender diversity initiatives, such as equitable promotion policies, can reduce biases and promote inclusivity. Addressing generational differences with tailored communication and engagement strategies can bridge gaps and leverage diverse perspectives (Cennamo & Gardner, 2008).

Furthermore, successful assimilation of new employees requires comprehensive onboarding processes, mentorship programs, and continuous learning opportunities. These processes ensure new hires adapt culturally and operationally, fostering early engagement and loyalty (Bauer, 2010).

Organizational Culture and Management Influence:

Utilizing the Big-Five personality traits—openness, conscientiousness, extraversion, agreeableness, and neuroticism—managers can tailor their leadership approaches to influence organizational culture. For instance, fostering openness promotes innovation; conscientiousness ensures reliability; extraversion bolsters team cohesion; agreeableness nurtures trust; and managing neuroticism reduces workplace stress (Barrick & Mount, 1991).

To positively alter the culture, management should emphasize transparent communication, reward collaborative behaviors, and model desired traits. Developing trust and psychological safety encourages innovation and risk-taking (Edmondson, 1999). Regular feedback sessions, recognition of collaborative efforts, and inclusive decision-making practices fortify relationships.

Maintaining positive relationships involves continuous engagement through team-building activities, conflict resolution mechanisms, and career development initiatives (Kouzes & Posner, 2017).

Organizational Structure Improvements:

NoJax’s structure can be optimized via five key elements: decentralization for quicker decision-making, clearer hierarchy and reporting lines, cross-functional teams to promote collaboration, flexible work arrangements to enhance work-life balance, and empowerment of employees to foster ownership. These changes align with organizational goals and employee objectives by creating a responsive, participative environment (Burns, 2013).

Implementing these reforms requires revising job descriptions, flattening hierarchies where appropriate, establishing team-based performance metrics, introducing flexible policies, and providing managerial training in delegation and empowerment.

Communication Barriers and Enhancement:

Barriers such as language differences, organizational silos, technological deficiencies, hierarchical restrictions, and cultural misunderstandings can hinder effective communication. To address these, NoJax should implement language training programs, promote interdepartmental projects, upgrade communication technology, flatten hierarchical layers, and provide cultural competence training (Clampitt, 2005).

For example, creating collaborative platforms encourages open dialogue; establishing regular cross-functional meetings reduces silos; investing in reliable communication tools ensures clarity; promoting open-door policies breaks hierarchical barriers; and cultural training fosters mutual understanding.

Improved, transparent, and supportive communication enhances trust, cooperation, and a cohesive culture.

Decision-Making and Negotiation Processes:

Currently, NoJax’s decision-making follows a linear process: problem identification, option generation, evaluation, and implementation. To improve efficiency, the process should include structured stakeholder analysis, risk assessment, and feedback loops. Emphasizing participative decision-making enhances buy-in, while training managers in negotiation techniques fosters consensus (Volden & Dispose, 2015).

Missing elements, such as contingency planning and post-decision reviews, should be incorporated. Weak steps—like inadequate stakeholder involvement—must be strengthened through structured communication channels and conflict resolution training.

Leadership Styles and Resistance Management:

Different management styles—transformational, transactional, servant leadership—can be aligned with employee needs to maximize impact. Transformational leaders inspire change; transactional managers reinforce performance; servant leaders prioritize employee engagement (Bass, 1990).

To balance ongoing culture with change, management should focus on six elements: clear communication of vision, involving employees in change initiatives, providing training and support, recognizing early adopters, maintaining transparency, and addressing resistance proactively. These strategies facilitate acceptance and foster a resilient organizational culture.

References

• Bauer, T. N. (2010). Onboarding new employees: Maximizing success. SHRM Foundation's Effective Practice Guideline Series.
• Bass, B. M. (1990). From transactional to transformational leadership. In leadership theory and research: Selected readings.
• Burns, T. (2013). Organizational structure and design. Strategic Management Journal.
• Cennamo, L., & Gardner, W. (2008). Generational differences in work values. Journal of Managerial Psychology.
• Clampitt, P. G. (2005). Communicating for managerial effectiveness. Sage Publications.
• Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly.
• Goleman, D. (1995). Emotional intelligence. Bantam Books.
• Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge. Wiley.
• Soutar, S., Turner, J., & Mccutcheon, A. (2017). Cultural competence and diversity training: A review. Journal of Organizational Psychology.