Option #1: Organizational Problem or Opportunity
Think about a specific problem or opportunity in your organization, your community, your professional association, or your social organization.
This week you will determine which theory from scholarly literature most aligns with your own study. You will create a theoretical framework section of your proposal in which you state the theory, discuss the background of the theory, and why it is an appropriate framework for your own proposed study.
Your framework should be 4-5-pages in length (excluding cover page and references) and formatted according to the CSU Global Writing Center (Links to an external site.). You must include a minimum of six credible, academic or professional references. Review the grading rubric to see how you will be graded for this assignment.
** See the attached documentation regarding the research study **
1 2 Critical Evaluation of Research & Theory Lino Rodelo ORG575-1 – Examination of Modern Leadership Colorado State University-Global Campus Dr. Jason Torey September 28, 2022 Table of Contents Section I – Organizational Problem or Opportunity ………………………………………….3 Description of the Problem …………………………………………………………….4 Section I – Organizational Problem Charter Communications (Spectrum) is considered a top-ranked telecommunications company closely following Comcast Cable, which primarily focuses on delivering services that keep customers engaged with communications and entertainment products while branding high-quality service. Charter communications aim to offer a business culture where employees feel part of a whole, respected, engaged, and able to expand their full potential (Charter Communications, 2022). In 2016, Charter Communications went through a business merger which consisted in the integration of Charter Communications, Time Warner, and Brighthouse; to strengthen business relations and be able to offer quality service and products at affordable prices, making it the second largest telecommunication company in the United States trailing Comcast Corporation (Steele & McKinnon, 2016). Many changes and adaptations have been made throughout the merger to deliver the expectations to customers and clients, as well as restructuring business strategies to properly balance business environments so that there is constant harmony within business environments while seeking ways to empower employees to loyalty and commitment. Years have passed since the merger was fully completed, and since then, some of the set forth expectations have yet to be accomplished and delivered; Charter Communications claims to fully vest into diversity and inclusion through their normal business practices, however, it has not been made clear that these have been properly developed, implemented, or standardized, because Charter Communications have not made public a quantifiable table that describes their proceedings, “Spectrum has not released meaningful information that allows investors to determine the effectiveness of its human capital management as it relates to workplace diversity and inclusion” (As You Sow, 2020). In addition, internal business operations demonstrate that Charter Communications (Spectrum), specifically in the Comm Ops business environment, it shows the lack of connection between diversity and inclusiveness; bringing us to the problem statement that will be developed throughout this research, which is Telecommunication Company being Diverse but not Inclusive. Description of the Problem Effective leadership aims at specific roles, demographics, and the group or task force, not specific individuals. Good leaders need to be able to incentivize and motivate peers and employees to become successful in their specific roles to have a greater effect throughout the business environment, when diversity and inclusion are present in teams, the team is more cohesive and functions at a higher level; however, this theory is not entirely certain and consistent (Shrivastava & Hines, 2016). The impact that these behaviors deliver is determined due to the fact that a group of people that work together, seeking to persuade and influence other members within the organization, focuses on specific approaches and strategies to achieve milestones for the organization; by being diverse and inclusive, it allows the opportunity for ideas and different perspectives to flow and open advantages that the company can use for their advantage in regards to competition in the market. Although Charter Communications (Spectrum) openly discloses its commitment to diversity and inclusion, it is not a deliverable that flows throughout the business chain accordingly and causes discontent throughout business departments, creating opportunities for employees to leave the company and raise turnover rates, affecting their employee retention. Specific Issues 1. It Affects Business Morale Low employee engagement and lack of focus on the business morale can take a negative turn for the company regardless of how well they are performing; this type of behavior puts the company in a place where transparency is not being exercised, and employees feel that there is no trust or commitment by superior leaders and management; which may quickly turn into poor performance, lack of customer engagement, and disengagement from performance and drive to success (Dasgupta, 2016) 2. Increase Turnover Rates When business morale is being affected, it is common that employees would begin to search for other employment alternatives outside of the current business environment causing turnover rates to increase. It is important to make a point that employees’ commitment is closely connected to the workplace culture; meaning that if there is an unbalanced or unsatisfactory business atmosphere, employees will directly be affected by this, and they will quickly look for alternatives to locate more comfortable business environments that suits their needs and expectations. When diversity and inclusion are not evenly taken into consideration, it creates an impact on employees’ behaviors, leading to high absenteeism, low morale, poor job satisfaction, and negative word of mouth, which will further into having employees to leave the job and business organization in a negative note (Itam & Bagali, 2018). 3. It Affects Business Reputation When companies are affected by negative traits or bad business strategies, it becomes questionable that their reputation and business etiquette can quickly taint their likelihood of succeeding or maintaining their business status in the marketplace. Companies affected by negative traits tarnishing their image must take quick action to assess and address the causes to make a swift change of strategies to attain better results. Companies with negative reputations stand little to no chance to succeed and be able to maintain business activities for much longer. That is why it is so important for businesses to constantly assess their business strategies to make sure they are on the right course, any gap of opportunity must be quickly assessed, and seek ways to improve; business processes are constantly evaluated and improved, so that employees take advantage of these advancements throughout the business environment, generating opportunities and solutions to meet better organizational goals (McAdam & Bailie, 2002). Conclusion Proper management and adaptation of business strategies play an essential role in the success of business organizations along with the proper adaptation of diversity and inclusion into the business culture. Charter Communications (Spectrum) has come a long way since their gargantuan business movement; however, it may not be enough to suffice the needs and expectations demanded by their employees within their business culture. Maintaining a proper balance of diversity and inclusiveness is important to deliver the needed expectations. It is not an easy task to perform, but management and leaders need to understand its significance as it directly correlates to the success of the business organization within the marketplace. References As You Sow. (2020, November). Charter Communications, inc: Greater disclosure of material corporate diversity, equity and inclusion data. As You Sow. Retrieved August 28, 2022, from https://www.asyousow.org/resolutions/2020/11/13/charter-communications-greater-disclosure-of-material-corporate-diversity-equity-and-inclusion-data Charter Communications. (2022). Diversity & Inclusion: Charter. Diversity and Inclusion | Charter Communications. Retrieved August 28, 2022, from https://corporate.charter.com/diversity-inclusion Dasgupta, B. (2016, June 04). 5 ways to improve workplace morale earn]. The Economic Times Retrieved from https://csuglobal.idm.oclc.org/login?url=https://search-proquestcom.csuglobal.idm.oclc.org/docview/1793676835?accountid=38569 Itam, U., & Bagali M. M. (2018). Diversity and Inclusion Management. Management Techniques for a Diverse and Cross-Cultural Workforce, 149–171. https://doi.org/10.4018/978-1-5225-4933-8.ch009 McAdam, R., & Bailie, B. (2002). Business performance measures and alignment impact on strategy. International Journal of Operations & Production Management, 22(9), 972–996. https://doi.org/10.1108/01443570210440492 Shrivastava, D. M., & Hinkes, D. (2016). The Best Leadership Style for a Culturally Diverse Organization. International Research Journal of Management & Social Sciences, 1(4), 1-8 Steele, A., & McKinnon, J. D. (2016, May 19). Charter Communications completes acquisition of Time Warner Cable. The Wall Street Journal. Retrieved August 28, 2022, from https://www.wsj.com/articles/charter-communications-completes-55-billion-acquisition-of-time-warner-cable-1463581387 1 2 Telecommunication Company being Diverse but not Inclusive Lino Rodelo ORG575-1 – Examination of Modern Leadership Colorado State University-Global Campus Dr. Jason Torey September 4th, 2022 Table of Contents Introduction ……………………………………………………………………………………...3 Section I – Organizational Problem or Opportunity …………..……………………...………4 Description of the Problem ……………………………………………………………………..4 Specific Issues ……………………………………………………………………………………5 It Affects Business Morale ………………………………………………………………5 Increase Turnover Rates ………………………………………………………………..5 It Affects Business Reputation ………………………………………………………….6 Purpose Statement ………...………………………………………………………………….....6 Effective Leadership and Employee Satisfaction Studies …………………………………….7 Research Question and Sub-questions ..………………………………………………………..8 Intended Audience ………………………………………………………………………………9 Conclusion ……………………………………………………………………………………...10 Introduction Charter Communications (Spectrum) is considered a top-ranked telecommunications company closely following Comcast Cable, which primarily focuses on delivering services that keep customers engaged with communications and entertainment products while branding high-quality service. Charter communications aim to offer a business culture where employees feel part of a whole, respected, engaged, and able to expand their full potential (Charter Communications, 2022). In 2016, Charter Communications went through a business merger which consisted in the integration of Charter Communications, Time Warner, and Brighthouse; to strengthen business relations and be able to offer quality service and products at affordable prices, making it the second largest telecommunication company in the United States trailing Comcast Corporation (Steele & McKinnon, 2016). Many changes and adaptations have been made throughout the merger to deliver the expectations to customers and clients, as well as restructuring business strategies to properly balance business environments so that there is constant harmony within business environments while seeking ways to empower employees to loyalty and commitment. Section I – Organizational Problem Years have passed since the merger was fully completed, and since then, some of the set forth expectations have yet to be accomplished and delivered; Charter Communications claims to fully vest into diversity and inclusion through their normal business practices, however, it has not been made clear that these have been properly developed, implemented, or standardized, because Charter Communications have not made public a quantifiable table that describes their proceedings, "Spectrum has not released meaningful information that allows investors to determine the effectiveness of its human capital management as it relates to workplace diversity and inclusion" (Sow, 2021). In addition, internal business operations demonstrate that Charter Communications (Spectrum), specifically in the Comm Ops business environment, it shows the lack of connection between diversity and inclusiveness; bringing us to the problem statement that will be developed throughout this research, which is Telecommunication Company being Diverse but not Inclusive. Description of the Problem Effective leadership aims at specific roles, demographics, and the group or task force, not specific individuals. Good leaders need to be able to incentivize and motivate peers and employees to become successful in their specific roles to have a greater effect throughout the business environment, when diversity and inclusion are present in teams, the team is more cohesive and functions at a higher level; however, this theory is not entirely certain and consistent (Shrivastava & Hines, 2016). The impact that these behaviors deliver is determined due to the fact that a group of people that work together, seeking to persuade and influence other members within the organization, focuses on specific approaches and strategies to achieve milestones for the organization; by being diverse and