Running head: ORGANIZATIONAL STRUCTURE AND CULTURE ORGANIZATIONAL STRUCTURE AND CULTURE 2 Trident University International Charles E. King Organizational Structure and Culture Module 4 SLP MGT501: Management and Organizational Behavior Dr. Peter Haried October 07, 2019 SLP Assignment – Organizational Structure and Culture In my point of view, Gallup goes in hand with what I just learned and experienced from my former workplace. According to (Gallup, 2008), he states that there are no great companies, there are only great people. My colleagues were more vigorous, but it did not come alone as the team leader was business-oriented. The general performance rose the company to global standards. The club culture, according to McNamara, (2000), urges employees to fit into the group as it is a prerequisite for success. Employees determine the output of the company, and productive employees generate a pleasing production to raise the standards of the company. (Gallup, 2008) states that a company that focuses on situational factors has a high tendency to grow. On academy culture, according to (McNamara, 2000), the organization should provide a conducive environment for its employees in which they can express and develop their skills. I would confirm Gallup's experience in the field as the best, and it opens up the world of productivity. As a team leader, I would like to urge my colleagues to follow Gallup’s steps. It would make them leave a significant mark behind. McNamara and Gallup share most of the things in common. They single out employees as the main factor of success in an organization and provides knowledge to employees on how to retain or improve their superiority in the market. We share some things in common as creating a favorable environment of employees by quenching their demands, and this motivates the employees to perform their duties wholeheartedly. As Gallup was undertaking his multiyear project, the key variables were profitability, customer satisfaction, productivity, and employee retention. It makes a difference from my plan as my key variables were profitability, raising the organization standards, and employee retention. I also rewarded my best employees who did what was necessary; McNamara states that rewarding creates motivation. McNamara and Gallup's managerial skills move me to action, and I fetch a lot of knowledge from their experience in the field. I try to incorporate their skills in my organizations, and approximately 75% work out. It has changed my managerial abilities, and the organization is yielding more before the powers were implemented. My colleagues have praised the growth, but it does not work alone. You must fetch knowledge from the legends of your field. I always encourage my colleagues to read journals on how to be successful in their particular areas. If all adhere, the organization will have a significant impact. The two sources provide solutions on how to cope up with managerial challeng ...

1. Running head: ORGANIZATIONAL STRUCTURE AND
CULTURE
ORGANIZATIONAL STRUCTURE AND CULTURE 2
Trident University International
Charles E. King
Organizational Structure and Culture Module 4 SLP
MGT501: Management and Organizational Behavior
Dr. Peter Haried
October 07, 2019
SLP Assignment – Organizational Structure and Culture
In my point of view, Gallup goes in hand with what I just
learned and experienced from my former workplace. According
to (Gallup, 2008), he states that there are no great companies,
there are only great people. My colleagues were more vigorous,
but it did not come alone as the team leader was business-

2. oriented. The general performance rose the company to global
standards. The club culture, according to McNamara, (2000),
urges employees to fit into the group as it is a prerequisite for
success. Employees determine the output of the company, and
productive employees generate a pleasing production to raise
the standards of the company. (Gallup, 2008) states that a
company that focuses on situational factors has a high tendency
to grow. On academy culture, according to (McNamara, 2000),
the organization should provide a conducive environment for its
employees in which they can express and develop their skills. I
would confirm Gallup's experience in the field as the best, and
it opens up the world of productivity. As a team leader, I would
like to urge my colleagues to follow Gallup’s steps. It would
make them leave a significant mark behind.
McNamara and Gallup share most of the things in common.
They single out employees as the main factor of success in an
organization and provides knowledge to employees on how to
retain or improve their superiority in the market. We share some
things in common as creating a favorable environment of
employees by quenching their demands, and this motivates the
employees to perform their duties wholeheartedly. As Gallup
was undertaking his multiyear project, the key variables were
profitability, customer satisfaction, productivity, and employee
retention. It makes a difference from my plan as my key
variables were profitability, raising the organization standards,
and employee retention. I also rewarded my best employees who
did what was necessary; McNamara states that rewarding
creates motivation.
McNamara and Gallup's managerial skills move me to action,
and I fetch a lot of knowledge from their experience in the field.
I try to incorporate their skills in my organizations, and
approximately 75% work out. It has changed my managerial
abilities, and the organization is yielding more before the
powers were implemented. My colleagues have praised the
growth, but it does not work alone. You must fetch knowledge
from the legends of your field. I always encourage my

3. colleagues to read journals on how to be successful in their
particular areas. If all adhere, the organization will have a
significant impact.
The two sources provide solutions on how to cope up with
managerial challenges. During my first weeks in the position, I
was facing a communication challenge. My juniors understood
the message conveyed but wanted to go against my commands. I
had to outsource my fellow managers from related organizations
who equipped me with enough skills to fight such challenges.
McNamara and Gallup provide education on how to handle the
employees to lower chances of disaster occurrence. I solved the
crisis in the organization by managing all the employees in the
right manner and taking a quick response to the challenges they
face.
Great managers easily recognize challenges which they might be
hindering their operations efficiently. They create a productive
culture that is open to allow employees to come up with new
ideas and opportunities to investigate potential ramifications of
such thoughts unafraid of reprisal or dismissal. They hence
realize smart thoughts are not in every case superbly considered
of executable methodologies.
References
Gallup. (2008). what makes a great workplace.
McNamara, C., (2000). Organizational Culture. Organizational
Leadership and Supervision.
Education and

4. Socialization
to the Professional
Nursing Role
Chapter 6
Professional Socialization
• Socialization involves a process by which a
person acquires the knowledge, skills, and sense
of identity that are characteristic of a profession
• Involves internalization of values and norms of
the profession
• Formation is the development of perceptual
abilities, the ability to draw on knowledge and
skilled know-how, and a way of being and acting
in practice and in the world
Goals of Professional Socialization
• To learn the technology of the profession

5. • To learn to internalize the professional culture
• To find a personally and professionally
acceptable version of the role
• To integrate this professional role into all of
the other life roles
Essential Features of Nursing (1 of 2)
• Provision of a caring relationship that
facilitates health and healing
• Attention to the range of experiences and
responses to health and illness within the
physical and social environments
• Integration of assessment data with knowledge
gained from an appreciation of the patient or
group
Essential Features of Nursing (2 of 2)
• Application of scientific knowledge to the

6. processes of diagnosis and treatment through
the use of judgment and critical thinking
• Advancement of professional nursing
knowledge through scholarly inquiry
• Influence on social and public policy to
promote social justice
• Assurance of safe, quality, and evidence-based
practice
Roles of the Professional Nurse
• Provider of care
• Designer/manager/coordinator of care
• Member of a profession (AACN, 2008)
Professional Nursing Values
• Commitment to public service
• Autonomy
• Commitment to lifelong learning and

7. education
• Belief in the dignity and worth of each person
Socialization Through Education
• Stage 1: Unilateral dependence
• Stage 2: Negative/independence
• Stage 3: Dependence/mutuality
• Stage 4: Interdependence
From Novice to Expert
• Stage 1: Novice
• Stage 2: Advanced beginner
• Stage 3: Competent
• Stage 4: Proficient
• Stage 5: Expert
Facilitating the Transition to
Professional Practice

8. • Potential transition issues
– Reality shock
– Role conflict
– Role transition shock
• Role transition assistance
– Internships and externships
– Residency programs and preceptor support
Required Reading
The People Group, Based on Gallup Research: What Makes a
Great Workplace? Retrieved from
https://thepeoplegroup.com/wp-content/uploads/2008/04/article-
gallup-research-what-makes-a-great-workplace1.pdf
McNamara, C. (2000) Organizational Culture. Adapted from the
Field guide to Organizational Leadership and Supervision. Free
Management Library. Retrieved from
http://managementhelp.org/organizations/culture.htm
Assignment
Think about the results from the Gallup Survey for a minute,
and how it compares to the Academy, Baseball Team, Fortress,
and Club cultures described by McNamara in the Background
reading.
Then prepare a 2- to 3-page paper addressing:
· In your opinion, do the Gallup results fit your general
expectations or constitute a surprise in some ways? Interpret the
results of the Gallup survey in terms of your own experience,
either to confirm or to question the results. Compare the Gallup
results and your opinions with the McNamara categories.
· The degree to which the Gallup results and the McNamara

9. information tell you similar or dissimilar things about your
organization.
· Does the Gallup survey and the McNamara categories help
improve your managerial understanding and/or skills? What can
you infer from the results about how your organization’s culture
fits or doesn't fit with you? What (if anything) can you do to
make your interaction with the culture more effective?
· Provide your opinion on whether or not the above two sources
in this SLP 4 help you understand the organization and how you
cope with it. Do they accurately depict what is needed to
analyze a company’s culture?