How Can You Apply Some Of The Elements That Made The Eagle S

How can you apply some of the elements that made the Eagle Group

Discuss how organizational culture made the Eagle Group successful. Be sure to apply the course material, and use critical thinking skills and examples from the article to support your statements.

How can you apply some of the elements that made the Eagle Group so successful to your team in this class? Provide a title page with your team number and members' names. Your content should include 600 words, and use a double-spaced Times New Roman font. You should include headings, topic sentences, and the inclusion of the weekly learning. Citations and references should be APA compliant. Review the rubric for my specific expectations and completely answer all of the questions.

Paper For Above instruction

The extraordinary success of the Eagle Group, as discussed by Bolman and Deal (1992), underscores the profound influence of organizational culture on team performance. Organizational culture encompasses shared values, beliefs, norms, and practices that shape the behavior and attitudes of members within a team or organization. In the case of the Eagle Group, their success was rooted not in monetary incentives or perfect goal-setting but in the underlying cultural values that fostered trust, autonomy, and a sense of purpose among members. This essay explores how organizational culture contributed to their effectiveness and how similar elements can be applied to improve team dynamics in academic settings.

Organizational Culture as a Foundation for Success

The Eagle Group’s culture was characterized by a high degree of mutual trust and intrinsic motivation, which Bolman and Deal (1992) highlight as critical components of effective teams. The members did not work for financial rewards; instead, their commitment stemmed from shared values and a collective desire to accomplish meaningful work. Such intrinsic motivation creates a sense of ownership and accountability, encouraging members to perform at their best without the need for external pressure or strict oversight. According to Schein (2010), organizational culture influences behavior by embedding core assumptions and shared beliefs that guide actions and decisions.

Furthermore, the Eagle Group’s culture reflected a decentralized and participative environment where members felt empowered to contribute ideas and take responsibility. This aligns with the findings of Kotter and Heskett (1992), who emphasize that adaptive cultures—those that promote learning, innovation, and collaboration—are essential for long-term success. Despite the apparent contradictions in leadership qualities, such as the leader’s unapproachable demeanor, the team’s cohesion and effectiveness were rooted in the cultural values of respect and collective purpose. The culture minimized hierarchical barriers and fostered a sense of belonging and shared identity.

Applying the Eagle Group’s Cultural Elements to Academic Teams

In the context of this class, students can adopt similar organizational cultural elements to enhance their teamwork and learning outcomes. First, cultivating a culture of trust and shared purpose can motivate team members to participate actively without relying solely on grades or external pressure. For example, establishing clear shared goals related to learning objectives can unify the team and foster collective responsibility (Johnson & Johnson, 2014). Encouraging open communication and mutual respect will mirror the participative environment of the Eagle Group, which was instrumental in their success.

Secondly, promoting intrinsic motivation by emphasizing the importance of meaningful learning rather than merely completing tasks can enhance engagement. This can be achieved by assigning roles that leverage individual strengths, providing constructive feedback, and emphasizing the relevance of each member’s contribution to their personal and collective growth (Deci & Ryan, 2000). Such an approach nurtures a cultural climate where members feel valued, competent, and motivated from within.

Lastly, adopting a flexible and inclusive team environment aligns with the cultural principles that made the Eagle Group successful. Even if leadership styles differ—like the “Prince of Darkness” persona—the focus should remain on fostering trust, shared values, and mutual accountability. Students can learn from this by maintaining an open-minded attitude, respecting diverse perspectives, and building a team culture that emphasizes learning and mutual support (Levine & Moreland, 2008).

Conclusion

The success of the Eagle Group was fundamentally rooted in their organizational culture, which promoted trust, mutual respect, intrinsic motivation, and shared purpose. These cultural elements created an environment where members thrived despite limited resources or conventional leadership styles. Applying these principles to academic teams can enhance collaboration, motivation, and learning outcomes. Cultivating a positive team culture requires intentional effort, including establishing shared goals, fostering open communication, and emphasizing intrinsic value over external rewards. By integrating these elements, students can create effective, resilient teams that mirror the success factors of the Eagle Group.

References

• Bolman, L. G., & Deal, T. E. (1992). Reframing organizational culture. Organizational Dynamics, 21(2), 34-44.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Johnson, D. W., & Johnson, R. T. (2014). Cooperative learning in 21st century. An Introduction to Cooperative Learning. Brown University.
• Kotter, J. P., & Heskett, J. L. (1992). Corporate Culture and Performance. Free Press.
• Levine, J. M., & Moreland, R. L. (2008). Cultivating cooperation in groups. Social Psychology, 42(4), 296-304.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.