For This Assignment, Design A Program For Applying

For This Assignment You Are To Design A Program For Applying An Issu

For this assignment, you are to design a program for applying an issue within your area of expertise to a specific organizational setting. This assignment is much more flexible and allows you to exercise a fair amount of creativity in your application. Try to find a way to use your understanding of organizational communication in a way that would appeal to people in the real world and would really help them in their organizational lives. As you do this, though, there will be multiple check-ins along the way in which you "apply" your expertise remains true to the research and theory within organizational communication.

You will choose an organization of your choice (for example, Uber) and create one of the following applications:

• Create a management training program
• Employee handbooks
• Plans for organizational restructuring

The major guidelines for this assignment are: Provide a pragmatic application for knowledge in your understanding of the area that: (1) Remains true to research and theory in the area and (2) Would be appealing and useful to organizational practitioners.

Paper For Above instruction

Effective organizational communication is foundational to the success and sustainability of any organization. When addressing issues within an organization, it is crucial that interventions are grounded in research and theory, ensuring that they are both effective and credible (Clampitt & Berreth, 2019). For this paper, I will select Uber, a global transportation network company, as the organizational setting. The focus will be on designing a comprehensive management training program that fosters organizational culture, enhances leadership communication skills, and promotes ethical practices aligned with organizational objectives.

Uber has faced notable challenges related to organizational culture, employee relations, and corporate reputation, particularly concerning issues of driver treatment, regulatory compliance, and internal communication strategies (Glover et al., 2019). Addressing these challenges through targeted management training is pragmatic because it directly influences leadership behaviors, decision-making, and communication processes, thereby improving organizational outcomes. The training program I propose will be rooted in the principles of transformational and ethical leadership theories, which have been shown to positively impact organizational climate and trust (Bass & Steidlmeier, 1999; Brown & Treviño, 2006).

Design of the Management Training Program

Objectives and Content

The primary objectives of the training are to develop transformational leadership qualities among Uber managers, improve their ability to communicate organizational expectations ethically, and instill a culture of accountability and transparency (Bass & Avolio, 1994). Content areas will include leadership communication skills, conflict resolution, ethical decision-making, cultural competence, and feedback techniques. Incorporating real-world case studies and role-playing exercises will ensure practical application and reinforce learning (Kozlowski & Salas, 2010).

Methodology

The training will be delivered through a blended model combining seminars, online modules, and coaching sessions. Interactive sessions will leverage adult learning principles, emphasizing experiential learning and peer interactions (Merriam & Bierema, 2014). To effectively measure the impact, pre- and post-training assessments will evaluate changes in leadership behaviors, communication effectiveness, and employee engagement metrics (Dugan et al., 2010).

Theoretical Foundations and Practical Relevance

This program remains true to research and theory by integrating transformational leadership concepts that have empirical support for improving employee motivation and performance (Bass & Riggio, 2006). It also aligns with organizational communication theories that emphasize clarity, openness, and ethical discourse as critical to organizational health (Tourish & Robson, 2006). Practitioners will find this approach useful because systematically enhancing leadership communication directly addresses issues of transparency and trust, which are vital in Uber's organizational restructuring efforts (Glover et al., 2019).

Implementing the Program

Implementation involves securing leadership buy-in, customizing content to Uber’s specific challenges, and establishing continuous feedback mechanisms. Follow-up coaching and refresher modules will support sustained behavioral change. It also includes establishing metrics for evaluation such as employee feedback surveys, customer satisfaction scores, and incident reports related to communication failures (Cameron & Quinn, 2011). The success of this program hinges on ongoing commitment from top management to reinforce the principles learned and embed them into organizational routines.

Conclusion

Designing a management training program rooted in research and theory offers a pragmatic solution to Uber’s organizational communication challenges. By focusing on transformational and ethical leadership, the program aims to foster a culture of trust, accountability, and ethical practice that resonates with organizational practitioners. Such interventions contribute meaningfully to organizational development and are adaptable to the dynamic environment Uber operates in, demonstrating a practical application of organizational communication research in real-world settings.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Bass, B. M., & Steidlmeier, P. (1999). Ethics, character, and authentic transformational leadership behavior. The Leadership Quarterly, 10(2), 181-217.
• Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595-616.
• Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons.
• Clampitt, P. G., & Berreth, J. (2019). Communicating for success: Perspectives and strategies for organizational communication. Routledge.
• Glover, A., Heath, T., & Ustuner, T. B. (2019). Uber and the regulation of emerging gig economy platforms. Journal of Business Ethics, 157(2), 425-439.
• Kozlowski, S. W., & Salas, E. (2010). Learning, training, and development in organizations. In S. W. Kozlowski (Ed.), The Cambridge handbook of workplace training (pp. 251-275). Cambridge University Press.
• Merriam, S. B., & Bierema, L. L. (2014). Adult learning: Linking theory and practice. Jossey-Bass.
• Tourish, D., & Robson, P. (2006). Sensemaking and the distortion of critical feedback in organizations. Journal of Management Studies, 43(4), 711-730.