Question.1049 - An ideal paper length is 8 to 10 pages (12pts, Times New Roman, Double Spaced), excluding the cover page and the reference list. Explain the movie synopsis sufficiently and conciselyIntroduce the three OB topics to analyze. Provided correct and sufficient descriptions of the first theory/concept (i.e., what the theory/concept is about)Provided compelling rationales for why the chosen the first theory/concept (i.e., why you chose this theory/concept)
Answer Below:
Exploring xxxxxxxxxxxxxx Behavior xx the xxxxx The xxxxx Wears xxxxx Malik xxxxxxxxxxxxxxxxxx Paterson xxxxxxxxxx -MGT x Professor xxxxxx Lee xxxxxx th xxxxxxxxx Organizational xxxxxxxx in xxx movie xxx Devil xxxxx Prada xxxxxxxxxxxx In xxx film xxx Devil xxxxx Prada xxx investigation xx organizational xxxxxxxx becomes xx intriguing xxxxx through xxxxx workplace xxxxxxxxxxxx are xxxxxxxx The xxxx deftly xxxxxxx the xxxxxx dynamics xxxx play xxx within x high-fashion xxxxxxxx connecting xxxxxxxxxxxx to xxxxxxxxxx events xxxx other xxxxxxx Notably xxx fashion xxxxxxxxxx harsh xxxxxxxxxxxxxxx and xxxxxxxx expectations xxxxxxxx the xxxxxx prevalent xx industries xxxx as xxxxxxxxxx and xxxxxxxxxxxxx where xxxx standards xxx innovation xxxx As x result xxxx cinematic xxxxxxxx sets xxx setting xxx an xxxxxxxxxxx of xxxxx major xxxxxxxxxxxxxx behavior xxxxxx Leadership xxxxxx and xxxxx Dynamics xxx film xxxxxx as x canvas xxx dissecting xxx various xxxxxxxxxx styles xxxxxxxxx by xxxxxxxxxx such xx Miranda xxxxxxxx the xxxxxxxxxxxx editor-in-chief xxx domineering xxx dictatorial xxxxxxxxxx style xxxxxxxxx with xxxxx characters' xxxxxxxxxxxxxx leadership xxxx duality xxxxxxxxxxxx a xxxxxxxxxxxxx of xxx influence xx leadership xxxxxx on xxxxxxxx morale xxxxxxxxxx and xxxxxxx organizational xxxxxxxxxxx Work-Life xxxxxxx and xxxxxxxx Happiness xxx film xxxxxxxxxx the xxxxxxxxx nature xx high-pressure xxxxxxxxxxx shining xxxxxxxx on xxx delicate xxxxxxx between xxxxxxxxxxxx obligations xxx personal xxxx This xx consistent xxxx current xxxxxxxxxxxxx about xxxxxxxx well-being xxx the xxxxxxxxxxxx of xxxxxxxxxxx a xxxx balance xxx problems xx the xxxxxxxxxxxx motivate xx examination xx the xxxxxxx used xx corporations xx promote xxxxxxxx wellbeing xxxxx navigating xxxxxxxxxxx work xxxxxxxxxx Organizational xxxxx and xxxxxxxxx The xxxxxx depiction xx the xxxxxxx industry's xxxxx and xxxxxxxxx ethos xxxxx doors xx wider xxxxxx of xxxxxxxxxxxxxx culture xxx diversity xxx film xxxxxxxx a xxxxxx on xxxxxxxx an xxxxxxxxxx where xxxxxxx perspectives xxx appreciated xxx harnessed xxx innovation xxx success xx diving xxxx how xx organization's xxxxxxx effects xxxxxxxx engagement xxx inclusion xxxxxxxxxx Styles xxx Employee xxxxxxxxxx The xxxx The xxxxx Wears xxxxx provides xx intriguing xxxxx through xxxxx to xxxxxxx the xxxxxxxxxxx between xxxxxxxxxx styles xxx employee xxxxxxxxxx in xxx workplace xxxxxxx Priestly xxx strong xxx demanding xxxxxxxxxxxxxxx of x prominent xxxxxxx magazine xx the xxxxxxxxxx of xxxx film xxxxxxxx an xxxxxxxxxx leadership xxxxx defined xx centralization xx power xxx a xxxxxxxx strategy xx management xxxxxxx Priestly's xxxxxxxxxx style xx traditional xxxxxxxxxxxxx with xxx exercising x high xxxxxx of xxxxxxx and xxxxx over xxx staff xxxxxxxxx Meese xxx judgments xxx final xxx she xxxxx her xxxxxxxxx to xxxxxxx follow xxx directions xxxx is xxxxx in xxx direct xxx occasionally xxxxxxxxxx communication xxxxx as xxxx as xxx proclivity xx make xxxxxxxxxx choices xxxxxxxxxx without xxxxxxxxxx her xxxxxxxxxxxx Borkowski xxxxx This xxxxxxxxxxxxx leadership xxxxx reflects xxxxxxxxxx events xx hierarchical xxxxxxxxxx such xx banking xxx manufacturing xx retain xxxxxxx and xxxxxx consistency xx similar xxxxx of xxxxxxx where xxxxxxxx efficiency xxx compliance xx predetermined xxxxxxxxx are xxxxx executives xxxxxxxxxx use x top-down xxxxxxxx Black xxxx approach xxx be xxxxxxx in xxxxxxxxx when xxxxxxxx orders xxx required xx accomplish xxxxxxx results xxx it xxx downsides xxxxxxxxxx in xxxxx of xxxxxxxx motivation xxx satisfaction xxxx assessing xxxxxxx Priestly's xxxxxxxxxxxxx leadership xxxxxxx long-term xxxxxxxxxxx critical xxxxxxxx is xxxxxxxx While xxxx approach xxx provide xxxxxxxxxx benefits xxx ensure xxxxxxxx adherence xx standards xx can xxxx result xx undesirable xxxxxxx such xx low xxxxx morale xxxx turnover xxxxx and xxxxxxx Companies xxxx Amazon xxx instance xxxx attracted xxxxxxxxx for xxxxx demanding xxxxxxxxx environments xxxxxxx worries xxxxx employee xxxxxxxxxx and xxxxxxxxxx this xxxxxx concerns xxxxx the xxxxxxxxx viability xx authoritarian xxxxxxxxxx styles xx terms xx cultivating x good xxx motivated xxxxxxxxx Nilsen xxxxxxxx A xxxxxxxxxxxxxx leadership xxxxxxxx may xxxx been xx alternate xxxxxxxxxx style xxxx might xxxx benefitted xxxxxxxxxxxx in xxx film xxxxxxxxxxxxxxxx leaders xxxxxxx and xxxxxxxxx their xxxxx by xxxxxxxxx common xxxx and xxxxxx promoting xxxxxxxxxxx and xxxxxxxxxx personal xxx professional xxxxxxxxxxx Luthans xx al xx the xxxx of xxx fashion xxxxxxxx a xxxxxxxxxxxxxxxx leader xxx have xxxxxxxxxxx team xxxxxxxxxx and xxxxxxxxxx while xxxxxxxxxxx high xxxxxxx standards xxxxxx Learning xxxxxx SLT xxx Workplace xxxxxxxx Using xxxxxx Bandura's xxxxxx Learning xxxxxx to xxxxxxx the xxxx The xxxxx Wears xxxxx reveals xxx Andy xxxxxx through xxxxxx Miranda's xxxxxxx Andy xxxxxxxxxxx monitors xxxxxxxxx activities xxxxxxxxxxxxx style xxx decision-making xxxxxxxxx throughout xxx film xxxx observation xxxxxxx Andy xx understand xxxxx the xxxxxxxxxxxx magazine xxxxxxxxxx expectations xxx conventions xxxxxxxxx Meese xxx learns xxx to xxxxxxxx obstacles xxxxxx her xxxx tasks xxx even xxxxxxx herself xxxx professionally xx the xxxx world xxxxx such xx Google xxx mentorship xxxxxxxx to xxxxxxxxx social xxxxxxxx and xxxxxxxxxxx transfer xxxxxxxxxxx personnel xxxxx as xxxxxxx to xxx hires xxxxxxxxx their xxxxxxxxx and xxxxx Nurhayati xx al xxxx dynamic xxxxxxxx employees xx learn xx observing xxxxxx seeking xxxxxxxxxx and xxxxxxxxxx abilities xxxx will xxxx them xxxxxxxx Furthermore xx promotes xxxxxxxxx cohesiveness xx allowing xxxxxxx to xxxxxxxx and xxxxxxxxx through xxxxxxxxxx connections xxxxxx Cognitive xxxxxx and xxxxxxxxx Andy's xxxxxxxxxxxxxxx difficulties xxx highlighted xxxxxxxxxx the xxxx reflecting xxx real-world xxxxxxxxxx of xxxxxxxx syndrome xxxx as xx outsider xx the xxxxxxx world xxxxx doubts xxx ability xxx feels xxxxxxxxx this xx similar xx impostor xxxxxxxx a xxxxxxxxx in xxxxx people xxxxxxxx their xxx abilities xxx are xxxxxx of xxxxx discovered xx forgers xxxxxx III xxxxxxxxxx Microsoft xxx example xxxxxxxxx this xxxxxxx diversity xxx inclusion xxxxxxx employees' xxxxxxxxxxxxx can xx increased xx fostering x diverse xxxx environment xxxx values xxxxxx backgrounds xxx opinions xxx et xx These xxxxxxxx challenge xxxxxxxxxxxxxx allowing xxxxxx to xxxxxxxxxx their xxx worth xxx ability xxx critical xxxxxxxx challenges xxxxxx assessing xxx efficacy xx such xxxxxxxx in xxxxxxxxx stereotype xxxxx and xxxxxxxx diversity xxxx entails xxxxxxxxxxx if xxxxxxxxx programs xxxxx empower xxxxxxxxxxxxx groups xxx result xx equal xxxxxxxxxxxxx Furthermore xx is xxxxxxxx to xxxxxxxx if xxxxx activities xxxxxxx systemic xxxxxxxxxx and xxxxxx a xxxx climate xx which xxx workers xxxx valued xxx confident xxxxxxxxx limiting xxx impact xx stereotype xxxxxxx Schema xxxxxx and xxxxxxxxxxxx Notions xx The xxxxx Wears xxxxx According xx schema xxxxxx people xxxxxxx their xxxxxxxxx into xxxxxx frames xxxxxx schemas xxxx impact xxx they xxxxxxxx interpret xxx recall xxxxxxxxxxx These xxxxxxx give xxxx to xxxxxxxxxxxx conceptions xx stereotypes xxx use xx schema xxxxxx is xxxx in xxx film xxx Devil xxxxx Prada xx characters xxxx preconceived xxxxxxx about xxx other xxxxxxx of xxxxx roles xxx appearances xxxxx For xxxxxxx Andy xxxxx the xxxx character xxx preconceived xxxxxxx about xxx fashion xxxxxxxx and xxx individuals xxx work xx it xxxxxxx of xxx preconceived xxxxxxx about xxxxxxx she xxxxxxxxxxx dismisses xx as xxxxxxxxxxx and xxxxxxxxxxx This xxxxxxx her xxxxxxxxx and xxxxxxxxxxxxx as xxx fights xx adjust xx her xxx job's xxxxxxxxxxxxx atmosphere xxxxxx and xxxxxxxxxxxx beliefs xxxxx on xxxxxxx can xxxx a xxxxxxxxxxx influence xx decision-making xxx relationships xx the xxxxxx world xxxxxxxx et xx Individuals xx the xxxxxxxxx for xxxxxxx may xxxxxx biases xxxxxxx specific xxxxxx based xx gender xxxxx or xxxxxxxxxxxxx background xxxxxxxxxxx hiring xxxxxxxxxx and xxxxxxxxxxxxx These xxxxxxxxxx can xxxx to xxxxxxx treatment xxx stymie xxxxxxxx to xxxxxxx diversity xxx inclusion xxxxxxxxx such xx Starbucks xxxx undertaken xxxxxxxxx training xx combat xxxxxxxx unconscious xxxxxxxxxx Starbucks' xxxxxxxx consists xx seminars xxx conversations xxxxx at xxxxxxx awareness xx prejudices xxx promoting x more xxxxxxxxx atmosphere xxxxxxx et xx The xxxx is xx question xxxxxxxx preconceived xxxxx while xxxx encouraging xxxxxxx and xxxxxxxxxxxxx Although xxxxxxxxx training xx an xxxxxxxxx start xxxxxx reducing xxxxxxxxxx critical xxxxxxxx requires xxxxxx if xxxx training xxxxxxxxxxx challenges xxxxxxxxxxx schemas xxx helps xx more xxxxxxxxx decision-making xx terms xx organizational xxxxxxxx prominent xxxxxxxxxxxxxxxx include xxxxxxxxxxx Compliance xxx diversity xxxxxxxx could xxxxxx in xxxxxxxxxxx compliance xx which xxxxxxxxx attend xxxxxxxx just xx meet x mandate xxxx may xxx actually xxxxxx their xxxxxxxxx or xxxxxx limiting xxx training's xxxxxxxx Limited xxxxxx Challenging xxxxxx ingrained xxxxxxxxx necessitates xxxxxxxxx efforts xxxxxx training xxxxxxxx organizations xxxx foster xx inclusive xxxxxxx that xxxxxxxx ongoing xxxxxxxx and xxxxxxxxx unlearning xxxxxxxxx Meese xxxxxxxxxx and xxxxxxxx Some xxxxxxxxx may xxxxxx to xxxxxxxxx training xxxxxxx they xxxxxxx it xx coerced xx unneeded xxxx opposition xxx be xxx to xxxxx strong xxxxxxxxxx to xxxxxxxxxxx schemas xxx ideas xxxxxx III xxxxxxxxxx Institutional xxxxxxxx If xxxxxxx policies xxx practices xxxxxxxx to xxxxxxx prejudices xxxxxxxx alone xxx not xx effective xxx example xx promotion xxxxxxx are xxxxx based xx biased xxxxxxx training xxx not xxxxxx in xxxxxxxxxxx change xxxxxxxx et xx Implicit xxxx According xx research xxxxxxxxxx frequently xxxxxxxx on xx unconscious xxxxx making xxxx difficult xx overcome xxxxxx via xxxxxxxx organizations xxxx implement xxxxxx tactics xxxx as xxxxxxxxxx procedures xxxxxxxxx programs xxx accountability xxxxxxxx Luthans xx al xxxxx Decision-Making xxx Groupthink xxx film xxxxxxx the xxxxxxxxx team's xxxxxxxx decision-making xxxxxxxxx as xxxx work xx publish xxx magazine xx underlying xxxxxxx is xxxxxxxxxx a xxxxxxxxx in xxxxx a xxxxxxx drive xxx harmony xxx uniformity xxxxx to xxx decision-making xxxxxxxxx team xxxxxxx frequently xxxxxxxxx to xxx strong xxxxxxx and xxxxxxxxxxx fearing xxxxxxxxx if xxxx disagree xxxx her xxxxxxxxx This xxxxxxx limits xxx team's xxxxxxxx to xxxxxxxx assess xxxxxxx points xx view xxx maybe xxxxx to xxxxxxxxxx Enron's xxxxxxxx is x well-known xxxxxxxx of xxxxxxxxxx influencing xxxxxxxxxxxxxx decision-making xxxxxxx leadership xxxxxxxx a xxxxxxx in xxxxx dissident xxxxxx were xxxxxxxx and x perception xx invulnerability xxx to xxxxxxx acts xxxx eventually xxx to xxx company's xxxxxx Hetrick xx The xxxxx Wears xxxxx Miranda's xxxxxxxx leadership xxxxx discourages xxxx opposition xxx promotes xxxxxxxxxx This xxxxxxx ethical xxxxxxxx since xx may xxxxxx in xxxxxxx judgments xxx hinder xxxxxxxxxx and xxxxxxxxxx within xxx team xxxxxxxxx like xxxxxxx use xxxxxxx that xxxxxx open xxxxxx and xxxxxx opinions xxxxxx decision-making xx counteract xxx possible xxxxxxxx implications xx groupthink xxxxxxx is xxxxxxxxxx for xxx Freedom xxx Responsibility xxxxxxx in xxxxx employees xxx encouraged xx express xxxxxxxxxx and xxxxxxx choices xxxxxx et xx This xxxxxxxxx reduces xxxxxxxxxx by xxxxxxxxxxx an xxxxxxxxxxx in xxxxx critical xxxxxxxx is xxxxxxxxxx and xxxxx are xxxxxxxxxx contested xxxxxxx scenarios xxx necessitate x more xxxxxxxxxx decision-making xxxxxxxxx such xx a xxxxxxx decision xxx often xxxxxxxx to xxxxxx competitive xx fast-paced xxxxxxx such xx fashion xxxxxxxxx assertive xxxxxxxxxxxxxxx in xxx Devil xxxxx Prada xxxxx be xxxxxxxxxx as xx efficient xxxxxxxx to xxxx the xxxxxxxx moving xxxxx maintaining xxx own xxxxxxxxx of xxxxxxx In xxxx instances xxxxxxxx a xxxxxxx between xxxxxxxxxx and xxxxxxxxxxxxx multiple xxxxxxxxxx is xxxxxxxx Personality xxxxxx and xxxxxxxxx Dynamics xxxxxxxxxxxxxxx of xxxxxxxxxxx and xxxxxxxxx Dynamics xx The xxxxx Wears xxxxx Andy xxxxx portrayed xx Anne xxxxxxxx in xxx film xxx Devil xxxxx Prada xx a xxxxx and xxxxxxxxx journalist xxx obtains x job xx the xxxxxxxxx to xxxxxxx Priestly xxx intimidating xxxxxxxxxxxxxxx of x prominent xxxxxxx magazine xxxxxx personality xxxxxxxxxx along xxxx Miranda's xxxxxxxxxx style xxxx a xxxxxxxxxxx story xxxx mimics xxxxxxxxxx scenarios xx how xxxxxxxxxxxxx impact xxxxxxxxxxxxxx dynamics xxx Big xxxx personality xxxxxxxxxxxxxxx framework xxx be xxxx to xxxxxxx Andy's xxxxxxxxxxx qualities xxxx is xxxxx presented xx being xxxxxxxxx conscientious xxxxxxxxxxx and xxxxxxxxxxx she xxxxx her xxx seriously xxx attempts xx achieve xxxxxxxxx exacting xxxxxxxxx despite xxx fact xxxx the xxxxxxxxxxxxxxxx frequently xxxx her xxxxxx her xxxxxxx zone xxxxxxxxx Meese xxxxxx agreeableness xxx be xxxxx in xxx readiness xx satisfy xxx needs xx her xxxxxxxxx and xxxxxx notably xxxxxxx she xxxxx agrees xx difficult xxxxxx and xxxxxxx in xxxxx to xxxxxxx people xxx preserve xxxxxxxxxx relationships xxxxx Andy's xxxxxxxxxxx is xxxxxxxxxx by xxx difficulties xxxxxxxxx to xxx high-pressure xxxxxxxxxxx of xxx fashion xxxxxxxx she xx stressed xxx anxious xx a xxxxxx of xxx continual xxxxxxxxxxxx and xxxxxxxxx she xxxxxxxx from xxxxxxx and xxx coworkers xxxxxx III xxxxxxxxxx Andy's xxxxxxxxxxx to xxxxxxxxxx is xxxx when xxx is xxxxxxx to xxx glittering xxxxx of xxxxxxx while xxx transformation xxxx a xxxxxxxxxx naive xxxxxxxx to xxxxxxx who xxxxxxxxxxx the xxxxxxxxxxxx of xxx profession xxxxxxxxxxx her xxxxxxxxxxx to xxx experiences xxxxxxxx et xx Andy xxx lower xxxxxx of xxxxxxxxxxxx than xxxx people xx the xxxxxxx industry xxxxx she xxx shy xxx quiet xx contrast xx many xxxxxx in xxx profession xxx are xxxxxxxxxx Miranda's xxxxxxxxxx style xx dictatorial xxx demanding xxxx high xxxxxxxxxxxx and xxxxxx communication xxxxxxxxxxxxx ambition xxx perfectionism xxx among xxx strong xxxxxxxxxxx qualities xxxxx The xxxxxxxxxxx of xxxxxx personality xxxx Miranda's xxxxxxxxxx style xxxxxxx in xxxxxxxxxxxxxx personal xxxxxx and xxxxxxxxxx a xxxxxx in xxxxxx attitude xxx approach xx her xxxxxxxxxx Real-world xxxxxxxxx and xxxxxxxxxxxxxx Behavior xxx film xxxxxxx how xxxxxxx personality xxxxxxxxx interact xxxx different xxxxxxxxxx styles xxxxxxxxx in xxxx positive xxx bad xxxxxxx This xxxxxxxxxx real-world xxxxxxxx in xxxxx employees' xxxxxxxxxxxxx impact xxxxx performance xxx happiness xxx interpersonal xxxxxxxxxxx with xxxxxxxxx and xxxxxxxxx Uhl-Bien xx al xxxxxxxxxxx with xxxx conscientiousness xxx example xxx flourish xx organized xxx demanding xxxx situations xxx those xxxx poor xxxxxxxxxxxx may xxxxxx with xxx controlling xxxxxxxxxx styles xxxxxx for xxxxxxxx fit xx performed xx organizations xxxx as xxxxxx is xxxxxxxxxx here xxxxxx encourages xxxxxxxxx applicants xxxxx values xxxxx those xx the xxxxxxxxxxxx generating x cohesive xxx engaged xxxx Scott xx al xxxxxxxxx Andy's xxxxx troubles xx the xxxx originate xxxx a xxxxxxxxxxx between xxx principles xxx the xxxxx of xxx fashion xxxxxxxx Her xxxxxxxxxxxxx exemplifies xxx difficulties xx adjusting xx an xxxxxxxxxxx that xxxx not xxxxxxxxx reflect xxxxx ideals xxxxx emphasizing xxxxxxxx fit xxxxx result xx a xxxx peaceful xxxx atmosphere xxx improved xxxx cooperation xxxxx are xxxxxxx connected xxxx cultural xxxxxxxxxx A xxxxx on xxxxxxxx compatibility xxx lead xx a xxxx of xxxxxxxxx in xxxxxxxxxx and xxxxx This xxx stifle xxxxxxxxxx impede xxxxxxxxxx and xxxxxx groupthink xxxxxx the xxxxxxxx In xxx context xx The xxxxx Wears xxxxx a xxxxxxxxxxxxxxxx may xx that xx the xxxxxxx business xxxx recruits xxxxxx who xxx its xxxxxxx culture xx may xxxx out xx new xxxxxxxxxx that xxxxx possibly xxxxxxxx good xxxxxx and xxxxxxxx References xxxxx J x Organizational xxxxxxxx OpenStax xxxxxxx Borkowski x Meese x A xxxxxxxxxxxxxx behavior xxxxxx and xxxxxx in xxxxxx care xxxxx Bartlett xxxxxxxx Chi x Lurie x Mulligan x K xxxx Reconfiguring xxxxxxxxx and xxxxxxxxx for xx ethics xx Proceedings xx the xxxx ACM xxxxxxxxxx on xx Ethics xxx Society xx - xxxxxx C xxxxxx Z xxxxxxxxx C xxxxxx M xxx do xxxxxxxxx leaders xxxxxx with xxxxxx media x theoretical xxxxxxxxx for xxxxxxxx and xxxxxxxx Strategic xxxxxxxxxx Journal x Hetrick x Toxic xxxxxxxxxxxxxx Cultures xxx Leadership xxx to xxxxx and xxxxxxx a xxxxxxx Workplace xxxxxx Francis xxxxxxx F xxxxxxx B x Luthans x W xxxxxxxxxxxxxx behavior xx evidence-based xxxxxxxx fourteenth xxxxxxx IAP xxxxxx M xxxxxxxx T xxxxxx safety xxx well-being xx platform-mediated xxxxx job xxxxxxx and xxxxxxxxx perspective xxxxxx science xxxxxxxxx S xxxx S xxxxxxxx G xxxxxxx R xxxxx S xxxxxxxxx Learning xxxxxx efforts xx improve xxxxxxxxxxx literacy xx the xxxxxxxxx for xxxxx crime xxxxxxxxxx during x pandemic xxxxxxx of xxxxxxxxx Education x Scott x P xxxxxxx T x Deepak x Gu x Wildman x L xxxxxxxxxx during xxxxxx Create xxxxxxxxx connect xxxxxx and xxxxxxxx adapting xxxxxxxxxxxxxx dynamics xxxxxxxx M xxxxxxx R x Schermerhorn xx J x Organizational xxxxxxxx John xxxxx Sons xxxxxx III x A xxxxxxxxxx J x Organizational xxxxxxxx Securing xxxxxxxxxxx advantage xxxxxxxxxMore Articles From Operation Management
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