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The Chicago School of Professional Psychology (Canvas PF) Quick Submit Quick Submit fwd Corina Ratz Document Details Submission ID trn:oid:::1:2755864104 Submission Date Nov 18, 2023, 5:43 PM CST Download Date Nov 18, 2023, 5:45 PM CST File Name 3362_P_Organisational_Behaviour_Colleague.edited-1.edited.docx File Size 30.5 KB 19 Pages 4,373 Words 28,743 Characters Page 1 of 21 - Cover Page Submission ID trn:oid:::1:2755864104 Page 1 of 21 - Cover Page Submission ID trn:oid:::1:2755864104

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1 Organisation Behaviour Essay Name of the Student: Student ID: Page 3 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 3 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

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2 Introduction This essay's primary focus is the complexity of modern workplace organisations. It explores the idea that an organisation is an organic whole comprised of more than mere people and processes. One which fosters human collaboration while achieving strategic goals. The organisational theory will be employed to understand these complex operations, growth, and environmental interactions (Asatiani et al. 2021). Furthermore, its goal is to untangle complex organisational theories and concepts, exploring their predictive power for future trends while mitigating unforeseeable organisational challenges. Beginning in the early 20th-century management practices, this exploration traces their development to understand their current influence on organisational thinking and practice. This essay addresses contemporary theories and concepts of organisational behaviour, such as personality differences in the workplace and various motivational theories. Additionally, this paper analyses the influence of organisational culture and structure, the performance of diverse teams in geographically dispersed settings, learning organisations as tools for knowledge retention and growth, and aspects of organisational behaviour theory that demonstrate their practical utility in anticipating and controlling unexpected workplace scenarios. Section 1: At the dawn of the 20th century, management practices underwent dramatic reform, altering how organizations were structured and their employees performed work. This time was marked by classical management theories emphasizing efficiency, hierarchy, and standardization - characteristics which would later become part of everyday business practice. Frederick Taylor was one of the leading figures of this movement, pioneering Scientific Management theory that transformed industrial operations. Taylor advocated for in-depth analyses and optimizations of Page 4 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 4 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

3 work tasks to enhance productivity (Dahlgaard et al. 2019). Taylor's methodology quickly found widespread applications across several industries, particularly steel production. One notable instance is Bethlehem Steel where Taylor's methods dramatically increased productivity and efficiency of their workforce. Henri Fayol's Administrative Theory developed concurrently, emphasizing management functions and principles such as planning, organizing, leading, and controlling as the cornerstones of effective leadership. Fayol stressed planning as essential, followed by organizing and leading as vital aspects. This theory proved particularly influential in terms of managing administrative and bureaucratic aspects of organizations such as General Electric. Under the leadership of executives like Owen D. Young in the 1920s, General Electric adopted a structured management approach modeled on Fayol's principles that simplified operations while creating an cohesive organizational structure. Max Weber's concept of bureaucracy represents a formalized, rule-based approach to organization that advocates for clear hierarchies, defined roles and merit-based progression. This approach was often adopted by government institutions and public sector organizations, where structured hierarchies and standard procedures were essential to ensure consistency and impartiality - such as with the U.S. military or law enforcement organizations (Diaz and Young, 2022). For instance, when dealing with sensitive subjects like national security matters such as torture. Postal Service was an expansive and complex organization that utilized bureaucratic principles to effectively manage its nationwide operations, guaranteeing consistency and reliability in its services. These early management theories laid the groundwork for modern organizational practices, introducing concepts of efficiency, standardization and hierarchies that still heavily influence modern management practices today. As industries progressed further these theories were adjusted and refined paving way for more human-centric approaches in the later half of the century. Page 5 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 5 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

4 As the 20th century progressed, management practices changed steadily to incorporate more human-centric approaches. This change was partly fueled by the Human Relations Movement's response to mechanistic theories like classical economics. Elton Mayo's Hawthorne Studies conducted in Chicago at Western Electric's Hawthorne Works were pivotal in this transition (Faisal et al. 2020). These studies focused on social relations, employee satisfaction and work environment as factors affecting productivity. The findings emphasized the significance of human factors in the workplace, leading to more employee-focused approaches in management practices. After World War II, Japanese management practices such as Toyota Production System brought new perspectives into organizational management. Taiichi Ohno and Eiji Toyoda created this system which stressed lean production, continuous improvement (Kaizen), and respect for people. Toyota's revolutionary practices such as just-in-time inventory management and employee involvement in problem-solving have revolutionized manufacturing processes worldwide, leading to more agile, employee-engaged management models across various industries (Fischer, 2021). At the turn of the 20th century, technology and globalization revolutionized management practices further. Companies such as IBM and Apple paved the way in combining technological management practices. Apple, under Steve Jobs' leadership, proved how an innovation-centric culture and focus on design could drive its success. Jobs' approach to management often proved controversial due to his emphasis on visionary leadership and cultivating an inspirational workplace environment. IBM's move from hardware-focused business to service provision under Lou Gerstner in the 1990s demonstrated the value of strategic adaptation and cultural change management practices. Gerstner's focus on customer service and his attempt to decentralize decision-making marked a dramatic departure from traditional top-down management approaches. These developments demonstrate the dynamic nature of management practices, driven by cultural, Page 6 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 6 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

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5 technological, and economic shifts. They demonstrate an evolution from rigid efficiency-focused models towards human-centric strategies with more adaptive management strategies. Section 2: Within organizational behavior today, several theories and concepts stand out for their impact and relevance. Emotional Intelligence (EI), for instance, has gained significant attention because it emphasizes self-awareness, empathy, and social skills within the workplace environment. Microsoft under the leadership of CEO Satya Nadella offers an excellent example of EI in action. Under Nadella's direction, Microsoft's practices have undergone a dramatic transformation into an environment built around empathy and collaboration; an impressive shift from their earlier, more competitive culture (Gibson, 2020). This approach has not only strengthened employee morale and collaboration but has been linked with greater innovation and productivity for Microsoft. Transformational leadership theory is another cornerstone of contemporary organizational behavior, emphasizing visionary leaders who encourage employees to achieve increased performance through motivation and by aligning their personal goals with those of the organization's vision. This theory can be seen through Indra Nooyi's leadership style at PepsiCo. Nooyi's dedication to long-term sustainable growth and her skill at inspiring employees toward an ideal of health and environmental sustainability caused dramatic transformations within her company's product lineup and business strategies. Organizational agility has also gained increasing relevance, especially within dynamic industries. This approach involves quickly adapting to market changes while remaining flexible with business processes. Netflix's ability to transition from DVD rental to streaming service is an incredible demonstration of organizational agility. Their agility in responding to technological developments and market changes shows just how critical agility can be for maintaining industry leadership. These examples demonstrate how Page 7 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 7 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

6 current theories and concepts in organizational behavior are being applied effectively across various organizational contexts. Microsoft, PepsiCo and Netflix are leading by example by adopting emotional intelligence, transformational leadership and organizational agility as cornerstones of success in today's complex and ever-evolving business environments (Guinan et al. 2019). Modern organizational behavior includes concepts like diversity and inclusion, psychological safety and technology's impact on workplace dynamics; not only are these ideas being actively adopted into modern organizations' practices but they are redefining organizational practices on an everyday basis. Diversity and inclusion have become central tenets of organizational strategy to promote innovation and gain competitive edge. Accenture, a global professional services company, has pledged to achieve gender parity by 2025 in their workforce. Approach goes beyond mere numbers; their approach involves building an inclusive culture where diverse voices are valued and leveraged for improved decision-making and creativity. Psychological safety introduced by Amy Edmondson is another essential aspect of organizational behavior. Employees in an inclusive workplace feel safe taking risks and expressing their thoughts without the fear of reprisals or humiliation. Pixar Animation Studios epitomizes this notion through their Braintrust meetings, where candid discussion and constructive criticism is welcome in order to foster an environment conducive to creativity and innovation - something which has proven crucial for Pixar's success at producing groundbreaking animated movies. Finally, technology's role in shaping organizational behavior cannot be understated. Salesforce, a market leader for cloud-based CRM solutions, serves as an exemplar of how technology and organizational behavior interact seamlessly. Their use of cloud technology to enable seamless collaboration and communication among employees, combined with their emphasis on employee wellness and satisfaction, Page 8 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 8 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

7 illustrates the intersection between technology and people-centric management practices. Accenture, Pixar and Salesforce serve as examples of contemporary organizational behavior theories which go beyond academic concepts and have an immediate effect in business practice. Their examples demonstrate how diversity and inclusion, psychological safety and technology all help create adaptive organizations which thrive over time. Section 3: Understanding personality differences is vital when developing management and motivation strategies within organizations, with the Big Five personality traits model providing an effective means of accomplishing this. Openness, conscientiousness, extraversion, agreeableness and neuroticism all play key roles here. Zappos, an online shoe and clothing retailer, provides an exemplary example of this model being put into practice. Their hiring process utilizes a holistic evaluation that includes not just skills evaluation but also cultural fit evaluation, to ensure employees align with the company's core values, such as providing outstanding customer service and creating a fun workplace. Motivation theories like Abraham Maslow's Hierarchy of Needs and Frederick Herzberg's Two-Factor Theory have proven invaluable for shaping workplace strategies. Maslow's theory, with its levels of physiological needs, safety, belongingness, esteem and self- actualization is evident in the practices of companies like SAS Institute (Gupta et al. 2022). SAS, a leader in analytics software, offers its employees a comprehensive suite of benefits - spanning health care coverage to creating an inclusive work environment - that span multiple levels of Maslow's hierarchy. SAS has become widely respected for their holistic approach to employee welfare, which consistently scores highly on employee satisfaction and productivity surveys. Herzberg's Two-Factor Theory, which distinguishes between hygiene factors such as salary and working conditions and motivators like achievement and recognition is widely adopted by Page 9 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 9 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

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8 organizations like Adobe. Adobe has adopted a more frequent check-in model than traditional performance reviews to foster continual feedback and recognition, aligning with Herzberg's motivators. This shift increases employee job satisfaction by encouraging them to feel accomplished and recognized for their efforts. These examples demonstrate how an understanding of personality traits and motivational theories extends far beyond theoretical considerations, and can directly apply in organizational settings. Companies like Zappos, SAS Institute and Adobe have successfully integrated these concepts into their operational strategies for increased employee engagement and organizational success. Individual differences go beyond personality traits and extend into different aspects such as learning styles, emotional intelligence and cognitive capabilities. Recognizing these distinctions is critical in creating a productive and inclusive workplace environment. LinkedIn, for instance, has developed learning and development programs that cater to different learning styles, acknowledging employees have individual preferences for acquiring new skills. Personalized approaches to professional development not only increase engagement, but also enhance the effectiveness of training programs. Another key element is employing motivation theories like Daniel Pink's Autonomy, Mastery, and Purpose within the workplace environment. This framework suggests that employees are motivated not only by financial incentives, but also by autonomy (control over work), mastery of skills (mastery), and joining something bigger (purpose). Patagonia epitomizes this approach with its mission-driven culture, focus on environmental sustainability and employee empowerment policies - creating an atmosphere in which employees feel a strong sense of purpose and autonomy at work. This has not only contributed to enhanced employee morale but has also cemented the company's brand as a leader in corporate social responsibility. Organizations are now recognising the benefits of cognitive Page 10 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 10 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

9 diversity by encouraging various thought processes and problem-solving approaches within their workplaces. Boston Consulting Group (BCG) has long been recognized as a pioneer in harnessing cognitive diversity to foster innovation and problem-solving in its consulting projects. BCG employs teams composed of individuals with varied cognitive styles and backgrounds to tackle complex business challenges from multiple angles, providing more creative, innovative, and comprehensive solutions for their clients. LinkedIn, Patagonia and Boston Consulting Group provide three examples that demonstrate the practical application of understanding individual differences and motivational theories within organizational settings. By adopting these concepts, organizations increase operational efficiency and foster more engaging, fulfilling, and inclusive work environments. Section 4: Culture and structure are crucial in shaping an organization's identity and operational dynamics. Culture composed of shared values, beliefs, norms and practices within an organization greatly impacts employee behaviour and organizational effectiveness. Southwest Airlines is known for its exceptional corporate culture, emphasising employee empowerment, exceptional customer service, and creating an enjoyable work environment. This culture permeates every aspect of the company, from recruitment to customer interactions and maintaining high employee retention rates. Thus playing an essential role in both customer satisfaction and employee retention rates. Organizational Structure involves the arrangement of an organization, from hierarchy and communication pathways to authority distribution. Valve Corporation is an outstanding example of such an organizational structure (Hodges, 2019). Valve features a flat hierarchy where formal managerial roles are nonexistent; employees can select projects and teams without formal management oversight, allowing creativity and innovation. At the same time, it remains adaptable Page 11 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 11 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

10 and competitive in an ever-evolving gaming industry. Culture can have an enormous effect on an organization's performance and adaptability. In this regard, Google exemplifies its organizational culture, emphasizing creativity, teamwork, openness, and flexible structure, supporting cross- functional teams with unimpeded information flow. This all contributes to Google's over 30 years of leadership in technology innovation. These examples- Southwest Airlines, Valve Corporation and Google highlight how organizational culture and structure influence employee engagement and innovation for overall organizational success. Organizational culture and structure extends far beyond conventional business settings, having an impactful presence across various fields such as technology, healthcare, retail and more. Spotify stands out in the tech sector as an exceptional example, known for its strong culture of innovation and unique organizational structure known as "Squads and Tribes." Spotify's model employs autonomous teams (Squads) dedicated to particular features or products, while Tribes serve as larger collectives that share knowledge and practices. This structure promotes a fast-paced, collaborative atmosphere that accelerates innovation and responds swiftly to market changes - key ingredients of Spotify's success as a leading music streaming service. Mayo Clinic stands as an outstanding example of an organization with a patient-centric culture and collaborative structure in healthcare. Their multidisciplinary approach, where teams of specialists collaborate to provide comprehensive care, showcases their culture of placing patient needs first. Mayo Clinic stands out as a premier medical institution with its innovative structure for both patient care and learning and innovation among healthcare professionals, which contribute to Mayo Clinic's reputation. Retail giant Costco exhibits another aspect of organizational culture and structure. Costco's culture emphasizes employee welfare and customer satisfaction with an environment conducive to employee autonomy and decision-making. Costco's approach has resulted in an engaged workforce Page 12 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 12 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

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11 and consistent customer experiences that support its success in an intensely competitive retail market. Spotify, Mayo Clinic and Costco illustrate the essential role culture and structure play in shaping organizational effectiveness across industries. By cultivating a culture aligned with their strategic goals and adopting structures to meet operational requirements, these organizations have been able to adapt, innovate, and excel within their fields. Section 5: Effective group and team management has become ever more essential in modern workplaces, particularly as emphasis shifts toward diversity and globalization of the workforce. Effective team leadership involves harnessing all the unique talents and perspectives within a group to meet common goals more efficiently. Siemens, an international technology company, epitomizes this approach. Since Siemens operates across various countries and requires teams composed of members with diverse cultural and professional backgrounds, Siemens provides an example of this model approach. The company invests in cross-cultural training and team-building activities to facilitate greater cooperation and understanding among its global workforce. Not only will this improve team dynamics but it will also lead to more creative solutions from various perspectives. Workforce diversity encompasses more than cultural differences; it encompasses gender, age, race and more. IBM stands out as a pioneer when it comes to championing diversity and inclusion within their workforce. IBM offers diversity networks and affinity groups to support various employee demographics, such as women, ethnic minorities, LGBTQ+ employees and veterans. These initiatives not only offer support and development opportunities to diverse groups within IBM but also enrich its culture and broaden perspectives. IBM's dedication to diversity has been linked with increased innovation as well as better customer understanding across its global customer base. Globalization has rendered managing teams across different geographies an Page 13 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 13 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

12 everyday occurrence. Accenture stands as an excellent example of an organization which excels at managing global teams effectively. Accenture projects frequently involve teams distributed across continents working virtually (Pandey et al. 2023). To facilitate seamless coordination, the company utilizes advanced communication technologies and flexible work practices for collaboration purposes. Accenture uses its global approach to attract talent from around the world and utilize their best skills, regardless of location. Siemens, IBM and Accenture illustrate both the challenges and rewards associated with managing diverse and global teams; both embrace diversity while nurturing effective team management are not simply ethical imperatives but key drivers of organizational success in today's interconnected world. Navigating the complex challenges associated with managing global teams require innovative approaches and an in-depth knowledge of cross-cultural dynamics. Unilever stands out as an organization which excels in this regard. Unilever operates its business across various countries, necessitating teams with varied skillsets and viewpoints that represent those nationalities involved. At our company, we foster an inclusive culture in which differing perspectives are valued, leading to more innovative product development and marketing strategies. Unilever's Sustainable Living Plan, which strives to integrate sustainability into every aspect of their business, takes advantage of this diversity by addressing environmental and social challenges across global markets. Deloitte stands out as an industry leader that prioritizes diversity and inclusion as part of its overall business strategy, not simply to foster an equal workforce but as an approach for resolving complex business problems from multiple viewpoints. Deloitte's efforts, such as inclusive leadership training and mentoring schemes, aim to develop an inclusive workforce reflective of its clients. This strategy has proven highly successful in providing tailored and innovative services globally. SAP, an international software company from Germany, showcases diversity's crucial role in driving Page 14 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 14 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

13 innovation and global business prosperity. Their diverse teams, with members from different cultural and professional backgrounds, play a vital part in creating software solutions tailored specifically for clients around the globe. Its commitment to diversity and inclusion can be seen through various programs designed to promote an inclusive work environment, such as Autism at Work which helps integrate people living with autism into the workforce. Unilever, Deloitte and SAP offer examples that underscore the significance of managing diverse and global teams effectively. By capitalizing on each employee's individual strengths within a diverse workforce, greater innovation, deeper market insights and increased global competitiveness can result. Section 6: Learning organizations embrace the principle of continually evolving through knowledge acquisition and application, giving organisation's a strategic advantage as they adapt quickly to market changes and innovate continuously. Amazon is an ideal example of this concept at work; their culture encourages constant innovation and learning by encouraging employees to experiment freely while taking on both successes and failures. Amazon's leadership principles emphasize continual learning and intellectual curiosity; their ethos can be seen in their diverse selection of products and services that have grown far beyond bookselling. Philips, a premier health technology company, serves as another great example of an organizational learning culture. Philips' shift from traditional electronics manufacturing to health technology leadership required an enormous change in organizational learning practices. Philips undertook this change by investing in employee education and development programs focused on health technology innovations. Philips fostered an environment of continuous learning where employees were encouraged to acquire new skills as healthcare continues its fast-changing trajectory. Shell, the multinational energy corporation, serves as an excellent example of an organization demonstrating the benefits of being an agile Page 15 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 15 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

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14 learning organization in a highly dynamic and competitive industry. Through extensive training and development programs focused on continual learning to adapt to changes in energy sectors like its own. Scenario planning exercises - an innovative form of strategic planning which involves creating and examining different possible future scenarios - demonstrate the company's dedication to learning and adaptation. Shell uses these exercises to anticipate and prepare for potential changes to the energy market, providing strategic agility and resilience. Amazon, Philips, and Shell demonstrate the significance of continuous learning and adaptability as keys to organizational success; by cultivating an environment conducive to perpetual learning while encouraging innovation they maintain competitive edges in rapidly transforming industries. Learning organizations take their name seriously by cultivating an environment in which learning becomes integrated into daily work, essential for companies looking to stay ahead in rapidly- evolving industries. Tesla, an electric vehicle and clean energy company, exemplifies this idea perfectly. Their rapid innovation cycle for electric vehicles and renewable energy solutions is underpinned by an environment that promotes continuous learning and adaptation. Problem- solving at this company relies heavily on experimentation and learning from real-world data, enabling it to make rapid advancements in technology and manufacturing processes. Tesla's commitment to becoming a learning organization can be seen through their rapid iterations on product design and production techniques, while Goldman Sachs stands as another prime example. Goldman Sachs must navigate a dynamic and ever-evolving financial environment as one of the premier global investment banking, securities trading and asset management firms. To stay ahead, the firm invests heavily in learning and development programs for its employees, placing equal importance on technical abilities as well as adaptability and innovative thinking. Goldman Sachs has adopted an ongoing learning commitment in order to remain agile and responsive when Page 16 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 16 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

15 responding to global financial shifts. Pharmaceutical industries - known for intense competition and regulatory challenges - also show the value of learning organizations. Pfizer, one of the world's leading pharmaceutical companies, has taken this concept to heart by investing continuously in research and development. Pfizer's approach to learning goes well beyond internal boundaries; it includes partnerships with academic institutions, biotechnology companies and other organizations. This open approach to learning and innovation was vital in the rapid development of its COVID-19 vaccine, demonstrating how learning organizations can have a substantial impactful on society. Tesla, Goldman Sachs and Pfizer all emphasize creating cultures that emphasize continuous learning and adaptability as central elements to their organizational DNA, thus helping these companies innovate, adapt, and excel in their respective fields. Conclusion This essay has explored the vast field of organizational theories and concepts, exploring their important role in anticipating future trends and mitigating disruptions. Beginning with early 20th- century management practices and Taylor's Scientific Management to modern, human-centric approaches, we began exploring the development of management practices from 1900 onward. This journey highlighted how these evolving practices have shaped organizations' responses to threats and opportunities. Discussion of current theories in organizational behavior revealed how essential emotional intelligence, transformational leadership and organizational agility are for navigating today's fluid business environment. Exploration of personality, individual differences and motivation theories has revealed the necessity of understanding and using human capital for organizational success. An examination of organizational culture and structure revealed how these elements have an immense effect on performance and adaptability. Discussion on managing groups and teams within an environment of workforce diversity and globalization revealed both Page 17 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 17 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

16 its challenges and advantages in creating an inclusive work force. Learning organizations emphasize the necessity of continuous adaptation and learning for long-term success and resilience, with multiple industries applying these theories and concepts with transformative results. A thorough knowledge and application of organizational theories and concepts are indispensable tools for anticipating future trends while managing unexpected events effectively, thus maintaining stability and progress for an organization. Page 18 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 18 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

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17 References Asatiani, A., Hämäläinen, J., Penttinen, E. and Rossi, M., (2021). Constructing continuity across the organisational culture boundary in a highly virtual work environment. Information systems journal , 31 (1), pp.62-93. Dahlgaard, J.J., Reyes, L., Chen, C.K. and Dahlgaard-Park, S.M., (2019). Evolution and future of total quality management: management control and organisational learning. Total quality management & business excellence , 30 (sup1), pp.S1-S16. Diaz, J.B. and Young, S.F., (2022). The future is here: A benchmark study of digitally enabled assessment and development tools. Consulting Psychology Journal, 74(1), p.40. Faisal, A., Albrecht, J.N. and Coetzee, W.J., (2020). Renegotiating organisational crisis management in urban tourism: strategic imperatives of niche construction. International Journal of Tourism Cities , 6 (4), pp.885-905. Fischer, P., (2021). Changing Corporate Culture: A Guide for Top Managers. Redline Wirtschaft. Gibson, M., (2020). Shame regulation as organisational control: evoking, containing and diverting shame to create compliance. In Shame and Social Work (pp. 143-162). Policy Press. Guinan, P.J., Parise, S. and Langowitz, N., (2019). Creating an innovative digital project team: Levers to enable digital transformation. Business Horizons, 62(6), pp.717-727. Gupta, M.J., Chaturvedi, S., Prasad, R. and Ananthi, N., (2022). Principles and practice of management. AG PUBLISHING HOUSE (AGPH Books). Hodges, E., (2019). A mixed methods study exploring organisational factors influencing the development of services for people with dementia in English hospices (Doctoral dissertation, Keele University). Page 19 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 19 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

18 Okannebelem, I.A. and Samuel, O.V., (2023). Leveraging Management Thought for Job Performance. Pandey, A., Balusamy, B. and Chilamkurti, N. eds., (2023). Disruptive Artificial Intelligence and Sustainable Human Resource Management: Impacts and Innovations-The Future of HR. CRC Press. Riyanto, S., Endri, E. and Herlisha, N., (2021). Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement. Problems and Perspectives in Management, 19(3), p.162. Shamsudin, S. and Velmurugan, V.P., (2023). A study on the drivers of corporate culture impacting employee performance in IT industry. International Journal of Professional Business Review: Int. J. Prof. Bus. Rev., 8(2), p.13. Sonmez Cakir, F. and Adiguzel, Z., (2020). Analysis of leader effectiveness in organization and knowledge sharing behavior on employees and organization. Sage Open, 10(1), p.2158244020914634. Wada, K., (2023). Who Deserves to Be Included? Diffraction of Diversity and Inclusion in Swedish International Organizations. Wong, M., (2020). Corporate Agility: Insights on Agile Practices for Adaptive, Collaborative, Rapid, and Transparent Enterprises. John Wiley & Sons. Zielonka, R., (2022). Technology Innovation and Digital Revolution: Adoption and Diffusion of Digital Network Platforms, 1995-2001, with Implications for Future Development (Doctoral dissertation, University of Washington). Zitars, J., Spadafore, B., Coulombe, S., Riemer, M., Dreyer, B.C. and Whitney, S., (2021). Understanding the psycho-environmental potential functions of a green building to promote employee health, wellbeing and productivity: A theoretical perspective. Building and Environment, 205, p.108268. Page 20 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104 Page 20 of 21 - AI Writing Submission Submission ID trn:oid:::1:2755864104

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