Designing an Organization | Part 2 – Finalizing the Organizational Design [Originality Check]

I will include copy of last assignment so it can be cohesive. Based on your scholarly research, develop a proposal for your organization that includes the following elements: Create an employee policy based on the research that you have conducted that includes the following elements: Conduct Expectations Motivation Job design Create organizational communication processes that include the following elements. When completing this section, think about these factors: What theoretical framework or model is the basis for your approach (for example – the CCO Model (opens in a new window))? How do the processes align with your organizational culture and structure? What specific tools and technology will you utilize? Create operational policies and procedures for your organization? (i.e. is the organization a virtual one? If so, what structures are in place to ensure operations flow?) Formulate 4 interpersonal communication goals for your organization from your research. Make sure that they are S.M.A.R.T. goals: Specific Measurable Attainable Realistic Timely Discuss the various types of leadership models and how they align with the values and mission of your organization, as well as how they support the effective management of organizational behavior. To receive full credit, be sure you integrate the following sections from part 1: Mission, vision, and values statement. The name, type of organization, organizational structure, and the individuals that make up the organization. Submit your assignment by following the instructions below before the deadline. *Note: This activity will be checked for plagiarism and AI-generated content. Always review the University’s Academic Integrity Policy (opens in a new window) statement regarding plagiarism and the use of AI. Learn more about Plagiarism (opens in a new window) Requirements Citation Requirements: minimum of 10 Word Count (excluding title and reference page): 1750 words APA Formatting Title page Reference page Plagiarism Subm Last assignment that was already done Designing an organization: Part 1 – Planning and Decision-Making Introduction Leaders need to understand that developing an organization entails several decisions that must fit into the organization’s mission, vision, and values. They are responsible for changing the behavior of specific individuals or groups to accomplish organizational objectives, increase efficiency, and develop a thriving working environment (Chrispim, et al.,2020).This paper outlines the design of Green Horizons Renewable Energy Solutions, a company dedicated to providing innovative, sustainable, and accessible renewable energy solutions. This includes the mission, vision, values, management team, interpersonal challenges, best practices, and performance evaluation strategies. This approach yields a sustainable, productive, and innovative organization. Mission, Vision, and Value Statements Mission Statement We aim to provide affordable, environmentally sustainable, renewable solar energy products. We strive to drive the new paradigm of doing business and how the world meets without increasing our carbon footprint. Vision Statement: Our vision is to become a global leader in renewable energy, creating a world where clean energy is the norm, environmental health is prioritized, and communities thrive sustainably. Values Statement: Green Horizons’ core values are sustainability, innovation, collaboration, integrity, and empowerment. The organization’s values include environmental conservation, continuous advancement, teamwork, ethical practices, and enabling communities to benefit from renewable energy. Management Team Planning, decision-making, and the large organization’s goal agenda are critical, but an amalgamation and seasoned management team are vital. The management team receiving that care is what is structured to care for the essential roles that make up Green Horizons, and the roles have been critical inmaking that happen. The CEO is the visionary (and, in some cases, charismatic) leader. The person is responsible for managing the strategic alliances and ensuring the organization’s operation is formatted according to the mission. A Chief Operating Officer (COO) runs the day-to-day operations, production, logistics, service delivery, etc. The Chief Financial Officer (CFO) is responsible for financial planning and resource allocation, and he makes sure that fiscal discipline is maintained and that future growth initiatives are supported. Meanwhile, the CMO deals with branding, public relations, and marketing strategy to boost a company’s visibility and market share. The Human Resources Director is responsible for hiring new employees and keeping the ones we have through retention, professional development, and working to create a positive workplace. In the last one, the R&D Director is responsible for the management of any efforts regarding innovation so that the company can be on the podium of renewable energy solutions. This diverse management team works together to create a strategic, operational, and innovative environment that allows the organization to succeed. Interpersonal Challenges Effective management of interpersonal dynamics is critical to creating a cohesive, collaborative, and productive work environment. Applying for a job at Green Horizons has interpersonal challenges — how attitudes will change and affect perceptions, employee satisfaction, productivity, group dynamics, and communication (Expert,2024 Attitudes and perceptions are crucial to workplace interactions; disagreements with differing beliefs or expectations are normal. To solve this, the organization will set up a diversity training program to encourage harmonious communication among workmates. Retention and engagement depend on other factors, but employee satisfaction is also critical. Often, it is because expectations are unclear, and there are few growth and recognition opportunities. To overcome these problems, Green Horizons employs regular employee surveys and formalized career progression paths to enhance job satisfaction(Søder,2024). Productivity problems may result because of unsynchronized performance or disharmony with organizational hallmarks. Organizations can increase efficiency and output by introducing objective performance indicators and matching the responsibility of each role to the business objectives. Group dynamics also play a vital role in organizational success. Conflict can arise in diverse teams due to varyingly acceptable work styles and communicatory preferences. Green Horizons will use structured activities followed by a transparentcommunication network to promote teamwork and addressconflicts. Also, effective communication can prevent misunderstandings and clarify things. The organization will use collaborative tools and regular meetings to develop robust means of communication for organizational cohesion. Leadership Best Practices Leadership at Green Horizons is built on practices that encourage innovation, collaboration, and employee engagement.This practice helps create creativity, innovativeness, and a sense of mission among employees. Their actions correspond to the organizational objectives (König, et al.,2024).Also, managers are steered according to servant leadership principles to put their teams’ well-being and growth first. A conducive environment to help employees thrive improves the organization’s performance. The types of power management teams in Green Horizons use to motivate and guide employees to lead effectively are various. R&D leaders use expert power to increase credibility and drive innovation using their knowledge as leverage. The HR team manages reward power, recognizing and rewarding employees with financial and nonfinancial rewards based on their contributions. The CEO relies on referent power to build trust and nurture healthy and robust relationships within the organization. Moreover, legitimate power is the only recourse that department heads use to enforce policies and keep people in order, as this keeps organizational stability and compliance. Performance Evaluation and Behavior Management To influence employee behavior at Green Horizons Renewable Energy Solutions, I would use performance evaluation methods that encourage alignment with the organization’s objectives. The process will be built on goal-setting theory, where evident, challenging goals are established to focus on and inspire employees. This will ensure that those taking part are held accountable. Also, I would provide 360-degree feedback to hear from different perspectives, collaboration, and transparency. Measurable outcomes for performance assessments will be monitored with Key Performance Indicators (KPIs). The reward system will combine financial incentives, such as performance bonuses, with nonfinancial rewards, like professional development opportunities and public recognition. This dual system caters to the differences in serving the varied execution from employees because they feel valued and willing to expend more. I plan to emphasize positive reinforcement for behavior management by recognizing exemplary performance and fostering a supportive environment. Transparency on disciplinary matters will be handled, and clear disciplinary measures will help underperforming employees align to expectations while coaching and mentorship will assist in underperforming employees’ alignment to expectations. Leadership Best Practices The leadership best practices I have selected—transformational leadership and servant leadership—are particularly effective in achieving the goals of Green Horizons. Transformational and servant leadership practices are effective because they complement the organization’s values. Transformative leadership encourages employees to stick to the company’s mission and innovate. With servant leadership, employee well-being and growth are considered, and trust and loyalty arefostered. These approaches, combined, help Green Horizons recruit a motivated, high-performing workforce focused on realizing Green Horizons’ vision. Conclusion Green Horizons Renewable Energy Solutions’ design is a holistic view of organizational excellence built on sustainability, innovation, and collaboration as core business values. The organization has a clearly defined mission, vision, and values that can guide leadership and provide management with the means to serve as the organization’s ‘march forward’ and ‘march on.’ If it addresses interpersonal dynamics like communication and group dynamics, then the workplace becomes supportive and inclusive, with high productivity and satisfaction. In addition, proper usage of effective leadership practices alongside a concocted and well-structured performance evaluation and behavior management system, which will associate employee efforts with the organization’s set goals, will create a suitable platform for individual employees to succeed as well as collective success. Green Horizons is a forward-thinking, resilient, impact lot leader in the renewable energy industry. References Chrispim, M. C., de Souza, F. D. M., Scholz, M., & Nolasco, M. A. (2020). A framework for sustainable planning and decision-making on resource recovery from wastewater: Showcase for São Paulo megacity. Water, 12(12), 3466.https://doi.org/10.3390/w12123466 Expert, O. S. M. (2024, July 4). Organizational vision and leadership insights. Strengthscape. https://strengthscape.com/leadership-alignment-to-organizational-goals/ König, K., Mathieu, J., & Vielhaber, M. (2024). Resource conservation by means of lightweight design and design for circularity—A concept for decision making in the early phase of product development. Resources, Conservation and Recycling, 201, 107331.https://doi.org/10.1016/j.resconrec.2023.107331 Søder, P . H. (2024). Scale-dependent complexity in administrative units and implications for data-driven decision-making models. Planning Theory, 23(2), 131-156.http:// hi