Reply 8-1 MC

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Reply to:Internal validity is the validity that occurs within an experiment. Internal validity focuses on the variables and how they manipulate the experiment. To be sure that an experiment has internal validity, there has to be a certain amount of control to prevent as many outside factors as possible from interfering. This can be done in the form of safeguards like having the experiment done in a controlled environment. (Myers & Hanson, 2012). External validity is the amount of generalization that can be done so that an experiment can pertain to many types of people. To increase external validity, an experiment must use skills like aggregation, to analyze data in different ways (Myers & Hanson, 2012).

paper that discusses how communication is affected via organizational structure and culture.

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Create a 6 pages page paper that discusses how communication is affected via organizational structure and culture. Though the organizational structure is important within each and every business and/or firm that is represented within the current system, the purpose of this brief analysis will focus upon the means by which organizational structure itself is of primal importance to the luxury apparel market. As a means of performing such an analysis, the level to which organizational structure plays a dominant and commanding role in the way in which communication takes place within the given industries in question will mean that the reader will have a more full and complete understanding of the topic as well as the means by which communication strategies themselves can be employed to increase the overall effectiveness of the firm (Wulf 2012). For purposes of clarity, it should be understood that the proceeding analysis attempts to look objectively at a very broad industry which cannot in and of itself be successfully described in terms of generalities. However, understanding this constraint, this author has attempted to engender the largest similarities between the industry and report it as a very stereotypical model that in and of itself most likely does not exist (Groysberg 2012). However, for purposes of clarity, it has been related in such manner. As such, the unit of focus will be placed upon the Home Depot and the way in which it experienced cultural growth and differentiation as a result of a change in communication strategy and organizational approaches.

One of the unique factors that govern the way in which an entity such as the Home Depot communicates with its employees and stakeholders is with regards to a very definitive structure that it abides by. Speaking from a retail perspective, the organizational chart is both fairly simple and fairly standard. Firstly, there are a handful of store employees/floor people. This employee necessarily reports to a store manager or supervisor who in turn is responsible for a regional or division director. From there the model ultimately exhibits a board of directors as well as a director of the board/CEO.

I am at the beginning of my online career and it would mean a lot to me if I cou

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I am at the beginning of my online career and it would mean a lot to me if I could get a free application. Thanks in advance

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An Outline of the Leadership Styles.

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Leadership has many functions that bring the team closer to its goals to carry out. The significance of leadership is reflected in the following functions: providing inspiration to employees, securing cooperation in the team, creating confidence among individuals, providing a conducive environment for employees, implementing changes, maintaining discipline among the members, representing them, and setting goals. (Murugun, pg.328)

There are many factors that affect how a manager exerts leadership. The most important and the first one that comes to mind is his personality. Leadership style largely depends on the nature of a manager. Moreover, the experiences of a manager also define his leadership style. He may lead in a certain way because his practices and situations in the past expect him to go forward in that manner. In addition to that, it is also based on the beliefs and values of the leader. He will also manage and lead his team according to the organisation’s environment, culture, and needs.

To get to the point, there are a number of leadership styles, defined by a number of individuals. For example, Likert’s four main leadership styles: Exploitative authoritative, Benevolent authoritative, Consultative, and Participative styles (Likert 1967). Or, for example, Goleman’s, Boyatzis’ and McKee’s (2004) six emotional leadership styles: The Visionary Leader, the Coaching Leader, the Affiliative Leader, the Democratic Leader, the Pace-setting Leader, and the Commanding Leader. But in this paper, we will only go over the ten most common ones out of which the first three are Lewin’s Leadership styles (Lewin, Lippit and White 1939):

1. Autocratic leadership. 2. Democratic leadership or Participative leadership. 3. Laissez-faire leadership. 4. Bureaucratic leadership. 5. Charismatic leadership. 6. People-oriented leadership or Relations-Oriented leadership. 7. Task-oriented leadership. 8. Servant Leadership. 9. Transactional leadership. 10. Transformational leadership.&nbsp.

Autocratic Leadership Style is a rigid way of leading. It is when the leader feels no need to consult his team members before making important or even unimportant decisions. This makes one think that it will essentially de-motivate workers or employees. This is, in fact, very true so ideally, this style is adopted when not seeking employees’ input doesn’t motivate or de-motivate them. It could be implemented in a situation where employees are inexperienced and are unable to make decisions for themselves let alone for the team as a whole. It could also be used in a situation where the leader is extremely experienced, competent, and blindly trusted by the team members.

The limitations of this style of leadership are apparent. it leads to de-motivation and low self-esteem of the subordinates. They are never allowed to make decisions, even the smallest ones, and this puts pressure on their self-actualization or self-realization needs. Their job satisfaction must be close to nil. It discourages subordinates that could be potential managers and leaders to reach their aptitude. It seems like this style of leadership would hardly produce leaders in the future. Furthermore, an autocratic leader creates a very unfriendly and peculiar environment which prevents employees from showing any innovation at all.&nbsp.