Hanging Workplace Culture through team leadership

Directions of research paper:
Title Page. I will do this.
Abstract. This will be the second page and serves as a comprehensive summary of the main contents of the article. It should be no more than 1 page or so and it should identify to the reader the main salient points of the paper, the problem, and the solution. Write this last. Remember, for an Abstract, there is no indentation. (See APA for details on formatting.) Please add to if you need to, remembering not to go over 250 words.
Introduction and Problem Identification. This section is critical as it all allows for an adequate introduction to the broader points that surround the problem as well as it allows the writer a chance to identify the problem the writer is seeking to a?fixa?. Here is how you want to do this. First, make the Introduction (centered of course) as the first section of this part of your paper. You will want to write a paragraph or two about the company or issues as you begin to introduce the problem. Then, I want you to create a sub paragraph (flush left of course) that is titled: Problem Statement. In this subsection, you will clearly and succinctly, describe what the problem is that you are writing your paper on. A sentence or two should be sufficient. Then, the next subsection will be titled Background in which you will give us the background to the company, the problem, industry issues, national and international issues, etc. Finally, you need to round this out with another subsection, which is known as the Literature Review. This is where the student identifies and discusses outside and even internal literature from a wide variety of academic and professional sources (peer reviewed) that are germane to the subject at hand. This forces the student to check a variety of sources to include professional journals, white papers, and other such items. A web site does not constitute necessarily, a source to be brought into this section. However, in many cases, identification of the source document would work in this section.
Discussion. This is a crucial section in which the student accomplishes analysis of all the data and information brought forth in the literature search as well as from other sources. Essentially, the student is synthesizing data and information that both provides form and substance about the problem as well as sets the tone for recommendations that will follow. Here, such things as quantitative analysis, strategic analysis, financial analysis, technological impacts, marketing, etc., and the like could be addressed here as part of this section. NOTE: many students use this section to a?quote statisticsa? to eliminate the need to do any quantitative analysis. While a?quoting statisticsa? is a useful tool, it does not replace the need to accomplish strong quantitative analysis.
Courses-Of-Action (COA). Title this section this way in order for you not confuse yourself or the reader on recommendations. This section serves as the possible recommendations that have presented themselves in the analysis as possible solutions to a?fix the problema?. You are required to present at least two [2]. It might be a good idea to go into enough detail about each COA so that when you move to the next section, the reader understands all the parameters, risks, benefits, and other business issues associated with each COA. This helps the student identify the best solution that is contained in the next section.
Recommendation. This is the one COA the student picked that will solve the problem and a discussion on why. Here, cost-benefit analysis and other tools are used to identify a?the whya? and should be convincing enough to show a reader the a?fixa? of the problem. MYThe recommendation is to move forward from traditional leadership to team leaders that are motivating.
Implementation Strategy. In this part, you will spell out an implementation plan for the a?fixa? that you have identified. You might also identify or reiterate potential benefits, a timeline, and other useful information that will help in the implementation of your recommendation. In essence, you are telling the reader a?how to do it.a?
Conclusion. This is where the student writes a short conclusion to the paper, summarizing some key information and the like.
Reference page in APA formatting. There needs to be 10 references 8 of the have to be peer-reviewed journals. Please use InfoTrac, EBSCOHost, or ERIC.

Abstract
The key to the organizational culture and behaviors is the leadership style. The style is the heart beat of an organization and is crucial to organizational performance. The right style circulates through with intent and has vision to fulfill the mission of the organization. This paper will research how the power of positive and motivational team leadership can change the culture in an organization. The recommendations will primarily focus on the leaderas role in making successful culture change to improve employee motivation, engagement, and performance while reducing turn over thereby attaining sustainability for the organization.
a?
Moving Forward with Motivation
In todayas economy it is essential for organizations to go through changes in order to stay competitive. These changes in most cases cause fear for the employees; even if the outcome of the change is projected to be positive. Adding new management to an organization can further complicate the change. The knowledge of the current culture of an organization should be examined.
Problem Statement

Background
Upper Mississippi Mental Health Center (UMMHC) is a non-profit community mental health facility offering an array of services such as Adult and Family Services, Home Based Family Services, Children Services, Addiction Recovery, and Sexual Abuse Treatment to name a few. During 2009, an Executive Director was hired to essentially close the doors due to financial reasons. Instead the Executive Director restructured the organization while developing a five-year strategic fiscal recovery plan and kept UMMHC alive.
Of course many things had to happen for the changes to occur. There were positions that were not clearly defined and no boundaries of titles. For example, the Office Manager was in charge of the front office reception, the finance department, and also held the duties of Human Resources. As one may envision there was a severe lack in internal controls and no job descriptions in the personnel files. To add to the fiscal stress, there were no monthly financial reports. The newly hired Executive Director immediately separated job duties into three positions, wrote clear job descriptions for the personnel files, and hired a Chief Financial Officer (CFO).
Hiring a CFO offered the Executive Director and Board of Directors insight to the current financial status, which then led to closed door executive session meetings to discuss what to eliminate. Conversations of cutting positions, supplies, and programs that the community needed were discussed weekly. This was an extremely trying time for most employees and as well as employee morale. In February 2010, a group of Licensed Drug and Alcohol Counselors in the Program for Addiction Recovery (PAR) chose to term their employment with UMMHC and open a private practice. While this saved many jobs it did not increase employee morale and added competition where UMMHC had been strong. Then in late 2010, the some fifty employees received a 5% pay reduction across the board. This pay reduction added to low employee morale and increased the turnover of employees. It was then determined that a Mental Health Programs Director position would be developed that could work with employees one on one to improve employee engagement to gain productivity. During the summer of 2011, it was then decided to split the job duties of the Clinical Directoras position allowing for a Mental Health Programs Director to take charge of the productivity and employee engagement. This would allow for the Clinical Director to conduct audits; to be in a sense a quality assurance officer to ensure that the mission state