.Does being a committed Christian impact the way one manages organizational culture?

Make all questions equal length, except question 5 that has its own instructions. Research my organization to ensure authenticity(Walgreens, I’m a retail store manager) . I will attach papers t ensure you don’t contradict previous papers. I will put the authors name in the subject line, ensure you use the proper book for the corresponding question.

1.In light of this week’s reading in Bolman and Deal, cite and discuss and least two concepts that would improve your own leadership efforts within your organizational setting. As you do so, cite a specific leadership challenge or opportunity, and then apply the categories from the book.

2.Does being a committed Christian impact the way one manages organizational culture? Why or why not? In what ways? Or is it enough to simply “be an ethical person”? 3.After reading Schein, what change efforts in your own organization were successful and why? What change efforts were unsuccessful and why? 4. In light of your reading of Patterson et al. (Chapters 9 and10), discuss at least two concepts that you found particularly insightful and/or useful in an organizational setting. After listing a concept (via a quotation and/or paraphrase), explain and/or illustrate the concept in more detail and, more importantly, discuss its relevancy in one or more of your past or present organizational settings using concrete examples. 5.Produce a brief summary of what you have learned regarding how to conduct “crucial conversations” in your organizational context. Create your list using categories from the Crucial Conversations book – citing specific page numbers where appropriate. Include at least eight “do’s and don’ts” of communication utilizing the following framework. # Do Don’t Why Practice These Principles Example: Be direct and clear in communicating what I desire, think, and feel – even when I am tempted to do otherwise. Attack a person, avoid a person or problem, or fail to express myself openly and honestly. One of the hallmarks of effective leadership is clear, assertive communication – even when it is uncomfortable. Attacking, avoiding, or shutting down only worsens or postpones a problem.