Organizational leadership deals with the management team that provides objectives for the group, inspiration, and other administrative services. It relates to the methods and processes that managers go through to try and get their teams to work as a group. The goal of every organization is to get their employees to work toward a common goal of the company. They encourage the staff to work together, they offer their subordinates some insight into better methods and they work in a capacity that pushes everyone towards the goals of the company. When you are nearing the end of your degree program, you may need to write a dissertation in order to graduate. It is a huge paper that is designed to add to the overall knowledge in that industry. Many students get stuck in the beginning because choosing a topic for your paper is one of the most difficult parts.

You really have to make sure tht you choose a good topic because it will make a huge difference on how the paper turns out. You will have to get your topic approved by the board before you begin writing it. Think back to what made you want to go into the profession to begin with and that just might be the key to finding the topic that you are looking for.

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the good news is the fact that you have previously started when you have prepared some of the subsequent with regards to this research, writing:this may be one of the smallest sections of your thesis but it is useful taking excellent treatment to write it well. It should be ready to standalone in representing you did what benefits and the outcomes are, and what you did.

It is frequently only one page long, and there could be a phrase control to stick to. If the thesis is registered within any repository the subjective can be an important part of the thesis, and will develop into a record in a unique right. Your subjective will be consequently assessed by the examiners equally as part of your thesis, so that as a document that is potentially separate.it could be best an individual will be sure, to compose the abstract last what precisely you're summarising. Alternatively it may be useful to write the abstract previously, being an aid to determining the key principal bond of your investigation and its own findings, which could subsequently guide the structure of the dissertation.attending for the incredibly restrictive concept / house restriction, while at the same including all the content that is relevant is quite a challenge.

It is undoubtedly an academic workout, but not also distinctive from the concise answers of one's investigation you could have had to share with relatives and neighbours with regards to its brevity, during the last couple of years, accessibility, and comprehensiveness.dissertations in construction tips writing 1st class dissertation dr. Rewarding and recognizing employees: how it professionals in sweden and in finland are motivated and prefer to be rewarded 11. Effects of the external consequences of organizational activities on employee motivation 14. Mindful use as a link between social capital and organizational learning: an empirical test of the antecedents and consequences of two new constructs 17.

Locked up: exploring the complex nature of conflicting values systems and their effects on work attitudes 20. Building a case for inclusion of organizational identity in turnaround research 21. Attitude is the key to self employment: analysis of student's attitudes towards self employment using the theory of planned behavior organizational culture and structure: small business versus middle sized company. 12 the 21 st century business environment has become more competitive owing to increased globalization and liberalized economies. The economic vulnerability coupled with the threat of competition is continually forcing small sized business establishments to either integrate vertically or merge in order to increase their capacities, efficiency, and competiveness. However, central to these organizations rsquo success even after this merging lays the indispensable role of organizational behavior elangovan et al. It is prudent to note that organizational behavior lays the foundation for groups and individual interactions within an organization, which has a potential to make or destroy organizations.

This makes organizational behavior crucial in determining organization rsquo s effectiveness. This behavior accumulates over time to create a highly respected organizational culture, which is usually a network of values and relations dictated by organizational structure gundry and rousseau, 1994. This paper will present analysis of the coachingstate case where critical comparison of organizational culture and structure of small businesses against that of middle sized companies will be presented. Using this knowledge, the apt organizational culture relevant to coachingstate will be presented and a justification for the choice made. Adept analysis of the relationship between organizational culture, structure, communication process, and knowledge will also be evaluated. As jane rsquo s adviser, i will present responsibilities that need delegation to lecturers, marketing managers, coaches, and it managers. Seven small sized coaching companies having realized their insufficiencies have come together to form coachingstate a new middle sized organization anchored of provision of accredited training to business coaches.

Jane is the director of the coachingstate with twenty one lecturers, and an information technology manager being the rest of the staff. It is prudent to note that jane rsquo s experience in middle sized companies is inherently low owing to the fact that she worked alone making where she used to be the sole decision maker. Now things have changed, and with entry of middle sized level, delegation is mandatory. She is new to all these management dynamics that why an advisor me is needed to offer direction and advice to jane. Organizational culture and structure: small business versus middle sized company according to fard et al 2009 , organizational culture is an amalgamation of behaviors, values, and code of ethics that are unique to an organization generating and inherently concrete psychological and social environment for an organization. Philosophy, expectations, values, and experiences are crucial ingredients of organizational culture, which are anchored on the need to hold the organizations together, improve efficiency, boost image, propel goals, and model future of the organization jan, 2005. The role played by organizational culture remains irreplaceable because of the viability of customs, attitudes, unwritten rule and beliefs in either modeling or destroying an organization.

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Organizational structure is the framework used in organizations governance culture and structure are highly integrated and function as a unit. It is prudent to note that organizational culture and structure in small businesses varies from middle sized ones despite their being overlapping similarities. The factor of organizational culture organizational culture is a factor of organizational structure. Generally, there are different organizational cultures adopted as a factor of size and organizational structure. Small sized companies are better assuming clan and adhocracy cultures while middle sized companies can adopt adhocracy, hierarchy, or market cultures.

In clan culture, the focus of the organization is actualization of flexibility, concern for people, internal maintenance and sensitivity of clients. Cohesiveness, teamwork and overall participation are the focus of every employee and teamwork. This is one of the greatest differences between small sized companies and middle sized ones because the focus of middle sized companies is anchored on financial prowess. Adhocracy culture focuses on external positioning where creativity, entrepreneurship, and adaptability are crucial values geared at unearthing new unique services or products.

Hierarchy focuses on internal maintenance, control and foundation on observation of order and regulations koley and meredith, 1997. On the other hand, market culture is centered on external maintenance anchored on need for control and stability and control. Goal achievement and competitiveness are the principal goals of this organization. Responsiveness to market and productivity are crucial and every decision made is geared on improving these flaherty, 19. Small sized companies lack the zeal for external competiveness and this forms a difference in culture adoption.

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The underlying similarity between small and middle sized companies is that the culture chosen has an overall effect on performance and productivity. This is because the principal impact of the chosen culture is modeling of performance, provison of priorities on product quality, customer care and safety. It is prudent to note that small sized companies are mostly anchored on informal cultural approaches making them seem more relaxed flaherty, 19 koley and meredith, 1997. This has a consequence of having less written directions on the mode of operations since the directions come from the person in charge. In middle sized companies, the culture demands that there be written demands for every job group that need to be fulfilled. This is anchored on the reality that the expanse nature of the firm cannot allow personal command and direction at every time.

The level of management rsquo s role and involvement in daily operations forms a major difference in small and middle sized organizational cultures fleming, 2009 scholz, 1995. For operations, small sized management has to give direction on daily basis while on middle sized ones every employee knows their roles, the unifying goal, and the consequences of not meeting output benchmarks. This culture is highly profitable as the room for growth and innovation leads to impeccable results. The factor of organizational structure organizational structure is the pre defined chain of command or framework used in organizations governance and flow of information that is crucial in decision making. This structure differs greatly in the business realm depending on whether it is in small sized and middle sized organizations martinez and garcia, 2011. In the business realm, there are two principal organizational structures namely decentralized and centralized systems. In centralized structures, single individual usually the proprietor undertakes all crucial decisions regarding the running and development of the organizations.