Written Presentation Guidelines You Will Be Sharing An Overv

Written Presentation Guidelinesyou Will Be Sharing An Overview Of Your

You will be sharing an overview of your consulting proposal with your peers. You are to create a summary that includes the following: briefly describe your consulting company and the organization you audited; organize presentation of communication variables to be improved; organize recommendations; clearly describe timeframe and costs. Your presentation can be in text, a Word document with graphs/charts, PowerPoint, Prezi, etc.

Paper For Above instruction

The purpose of this presentation is to provide a comprehensive overview of a consulting proposal that aims to address and improve organizational communication variables. This involves a detailed understanding of both the consulting firm and the client organization, alongside actionable recommendations, timelines, and cost estimates. The objective is to communicate strategic insights clearly and effectively to peers, enabling a broader understanding of the consulting process and the specific interventions proposed.

To begin, it is essential to introduce the consulting company, emphasizing its areas of expertise, mission, and previous success stories. A brief background of the organization audited should follow, highlighting its size, industry sector, organizational structure, and specific challenges faced. This context sets the foundation for understanding the nature of the communication issues identified and the rationale behind proposed solutions.

The core of the presentation involves an organized depiction of communication variables targeted for improvement. These may include internal communication flows, informational transparency, technology utilization, or staff engagement strategies. Each variable must be described systematically, explaining its role within organizational dynamics and the problem it presents.

Following this, the presentation should outline clear, actionable recommendations tailored to each communication issue. Recommendations might encompass technological upgrades, training programs, policy changes, or leadership interventions. Each suggestion should be justified with evidence-based reasoning, aligning with organizational goals and values.

Importantly, the proposal must delineate a practical timeframe for implementation, specifying phases, milestones, and deadlines. Accompanying this, an estimate of costs—covering resources, training, technology, or consulting fees—should be provided to facilitate informed decision-making.

This comprehensive overview not only demonstrates strategic planning but also the ability to communicate complex organizational changes effectively. Whether delivered via text, visual aids, or multimedia, clarity and coherence remain paramount.

Beliefs and Values of Your Organization

In addition to the consulting proposal, the assignment requires an exploration of organizational beliefs and values. These elements shape the organization's culture, behaviors, and ethical standards. Beliefs and values serve as the foundation for artifacts and patterns of behavior, influencing how the organization thinks, feels, and acts. Understanding these cultural elements is crucial for interpreting artifacts and predicting organizational responses to change.

Define and describe 3-5 core values and beliefs of your chosen organization. Use reputable definitions—such as those from organizational culture scholars—to frame your descriptions. Explain how these values and beliefs influence the organization’s behavior, decision-making processes, and reactions to challenges. Link these cultural elements to the organization’s identity, ethics, and overall environment, demonstrating their integral role in shaping organizational dynamics.

When describing these cultural aspects, provide concrete examples or artifacts that illustrate these beliefs in action—such as leadership styles, communication patterns, or rituals. This helps deepen understanding of how values underpin organizational behavior and support the organization's identity.

This analysis not only enhances comprehension of organizational culture but also informs the development of tailored consulting strategies that respect and leverage these underlying beliefs and values.

References

• Ott, J. S. (1989). The Organizational Culture Perspective. Brooks/Cole.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Jossey-Bass.
• Deal, T. E., & Kennedy, A. A. (1982). Corporate Cultures: The Rites and Rituals of Corporate Life. Basic Books.
• Harrison, R. (2011). Understanding Organizational Culture. SAGE Publications.
• Martin, J. (2002). Organizational Culture: Mapping the Terrain. SAGE Publications.
• Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. Advances in Experimental Social Psychology, 25, 1-65.
• Wilkins, L. (1984). Organizational culture: A dynamic force in corporate change. Journal of Business Strategies, 1(1), 55-70.
• Kotter, J. P., & Heskett, J. L. (1992). Corporate Culture and Performance. Free Press.
• Alvesson, M. (2012). Understanding Organizational Culture. Sage Publications.