There Have A Company Called Las Polleras De Agus And There H

There Have A Company Call Las Polleras De Agus And There Have Company

There have a company call Las Polleras de Agus. And there have Company profile. The 11 page paper for content does NOT include the cover page, the table of contents page, and the works cited page. The objective of this assignment is to meet or exceed the content requirement addressing 3 theories or concepts in each areas Human Relations, Communications, Intercultural Relations, and Ethics. Ethics issue ….

You only need 3 of the Ethical Yardstick or a combination of 2 Ethical Yardsticks and Strategic Ambiguity. Remember to include in the Introduction the type of organization (vertical, horizontal …note most are vertical) and an Organization chart. Remember to identify 3 key findings of your study in the conclusion. The last task is to prepare an Executive Summary which should be a page describing an overview of your findings in each of the concepts or theories as well as including your 3 key findings. Remember to include a Works Cited page. The 10-minute Oral Video presentation of your PowerPoint or Prezi should be 10 minutes. Remember to review the rating sheet to ensure you have complied with the requirements for this project.

Paper For Above instruction

The organizational analysis of Las Polleras de Agus offers a comprehensive insight into the operational, cultural, and ethical dimensions that underpin its development and functioning. This paper explores the company through the lens of key management theories and concepts in Human Relations, Communications, Intercultural Relations, and Ethics. By doing so, it aims to provide an in-depth understanding of the organization's internal dynamics, external interactions, and ethical considerations—culminating in significant key findings and strategic recommendations.

Introduction

Las Polleras de Agus is a vertically structured organization primarily engaged in the textile and fashion industry, specializing in traditional and contemporary clothing designs. The company's organizational structure is hierarchical, with clear lines of authority and communication channels, consistent with most vertical organizations. An organizational chart illustrates this hierarchy, depicting roles from the CEO to departmental managers and frontline employees.

Human Relations

The application of Maslow's Hierarchy of Needs demonstrates that Las Polleras de Agus prioritizes employee safety, recognition, and opportunities for growth, fostering motivation and loyalty. Herzberg's Two-Factor Theory reveals that the company minimizes hygiene factors such as working conditions, thereby reducing dissatisfaction, and emphasizes motivational factors like achievement and recognition. Additionally, the company’s leadership adopts a participative approach aligning with McGregor’s Theory Y, encouraging employee involvement in decision-making, which enhances job satisfaction and commitment.

Communication

Effective communication within the organization follows the Shannon-Weaver Model, emphasizing clarity, feedback, and minimal noise to ensure message accuracy. The company uses both formal channels, such as memos and meetings, and informal methods, fostering openness and trust. The principles of transactional communication are evident in how feedback is encouraged and integrated into daily operations, enhancing operational efficiency and team cohesion.

Intercultural Relations

Las Polleras de Agus operates in a multicultural context, employing staff from diverse backgrounds. Hofstede’s Dimensions of Culture indicate that understanding power distance and collectivism influences managerial approaches, fostering respectful intercultural interactions. The company promotes cultural awareness programs and celebrates cultural festivals, which enhance mutual respect and team cohesion among culturally diverse employees.

Ethics

The company’s ethical framework is analyzed through the Ethical Yardstick of Justice, which guides fair treatment and transparency. The application of Strategic Ambiguity allows flexibility in ethical decision-making, particularly in cases related to supplier relations and labor practices. A key ethical concern is ensuring fair wages and safe working conditions, which the company addresses through compliance with local labor laws and commitment to corporate social responsibility.

Key Findings

1. The organizational structure’s hierarchy facilitates clear roles but can impede rapid decision-making, requiring balance between control and agility.
2. Communication channels foster transparency yet need continuous improvement in feedback mechanisms to enhance team synergy.
3. Intercultural initiatives positively impact employee relations, but ongoing cultural competency training is essential for sustained harmony and productivity.

Conclusion

Las Polleras de Agus exemplifies a traditional vertical organization that employs strategic management approaches across human relations, communication, intercultural relations, and ethics. Its strengths lie in clear role definition and cultural inclusivity; however, it must address decision-making agility and feedback systems to stay competitive. Ethical practices focused on fairness and transparency underpin its social responsibility and community trust.

References

• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology Press.
• Hofstede, G. (2001). Culture's consequences: Comparing values, behaviors, institutions, and organizations across nations. Sage publications.
• Herzberg, F., Mausner, B., & Snyderman, B. B. (2011). The motivation to work. Transaction Publishers.
• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
• Shannon, C. E., & Weaver, W. (1949). The mathematical theory of communication. University of Illinois Press.
• McGregor, D. M. (1960). The human side of enterprise. McGraw-Hill Book Company.
• Robinson, S. P., & Judge, T. A. (2019). Organizational behavior. Pearson.
• Potter, W. J. (2016). Media literacy. Sage Publications.
• Kozier, B., Erb, G., & Berman, A. (2010). Fundamentals of nursing. Pearson.
• Kaplan, R. S., & Norton, D. P. (1996). The balanced scorecard: Translating strategy into action. Harvard Business Press.