Powerpoint (12-15 Slides) – Briefing New Managers

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Briefing New Managers

In this course, you have learned a lot about job attitudes, their varieties, and distinctions, their measurement, their antecedents, and their consequences. You now possess the knowledge to be an organizational consultant on this topic and assist organizations through change initiatives. As you reflect on all this material, consider the major takeaways you have gained. Then, reach a conclusion about the importance of job attitudes in the world of work.

To prepare for this Assignment:

  • Take some time to review resources from all of the weeks leading up to this one. Review your notes and research articles.
  • Outline in your mind, or on paper, the key talking points for your presentation.
  • Conduct supporting research if necessary.

By Day 7

Submit a 12- to 15 slide presentation (not including references) that addresses the following:

Prepare a PowerPoint presentation that you would use to brief an incoming executive staff in a start-up organization about the importance of job attitudes. Keep in mind that you will not be speaking to academics, so choose your language appropriately. Even though you may not be dealing with scholars or scientists, provide enough empirical support for your briefing. Let the audience know that you know what you are talking about without losing them. Be prepared with sufficient notes in your slides to address the most common questions. Cite at least 8 sources used (in presentation slides and on reference slides at the end)

Support your Assignment with specific references to all resources used in its preparation. You are to provide a reference list for all resources, including those in the Learning Resources for this course.


Crede, M. (2018). Attitudes: Satisfaction, commitment and involvement. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work & organizational psychology: Organizational psychology (2nd ed., Vol. 2, pp. 3–24). SAGE. http://dx.doi.org.ezp.waldenulibrary.org/10.4135/9781473914957.n2

Carter, N. T., Lowery, M. R., Williamson Smith, R., Conley, K. M., Harris, A. M., Listyg, B., Maupin, C. K., King, R. T., & Carter, D. R. (2020). Understanding job satisfaction in the causal attitude network (CAN) model. Journal of Applied Psychology, 105(9), 959–993. https://doi-org.ezp.waldenulibrary.org/10.1037/apl0000469.supp

Dhamija, P., Gupta, S., & Bag, S. (2019). Measuring of job satisfaction: The use of quality of work life factors. Benchmarking: An International Journal, 26(3), 871–892. https://doi-org.ezp.waldenulibrary.org/10.1108/BIJ-06-2018-0155

Demir, S. (2020). The role of self-efficacy in job satisfaction, organizational commitment, motivation and job involvement. Eurasian Journal of Educational Research, 85, 205–224. https://doi-org.ezp.waldenulibrary.org/10.14689/ejer.2020.85.10

Joo, B-K., Lim, D. H., & Kim, S. (2016). Enhancing work engagement: The roles of psychological capital, authentic leadership, and work empowerment. Leadership & Organization Development Journal, 37(8), 1117–1134. https://doi-org.ezp.waldenulibrary.org/10.1108/LODJ-01-2015-0005

Mercurio, Z. A. (2015). Affective commitment as a core essence of organizational commitment: An integrative literature review. Human Resource Development Review, 14(4), 389–414. https://doi-org.ezp.waldenulibrary.org/10.1177/1534484315603612

Sylva, H., Mol, S. T., Den Hartog, D. N., & Dorenbosch, L. (2019). Person-job fit and proactive career behaviour: A dynamic approach. European Journal of Work and Organizational Psychology, 28(5), 631–645. https://doi-org.ezp.waldenulibrary.org/10.1080/1359432X.2019.1580309

Chhabra, B. (2018). Impact of core-self evaluation and job satisfaction on turnover intentions: A study of Indian retail sector. Organizations and Markets in Emerging Economies, 9(2), 292–310. https://doi-org.ezp.waldenulibrary.org/10.15388/omee.2018.10.00015

Rice, B., Fieger, P., Rice, J., Martin, N., & Knox, K. (2017). The impact of employees’ values on role engagement: Assessing the moderating effects of distributive justice. Leadership & Organization Development Journal, 38(8), 1095–1109. https://doi-org.ezp.waldenulibrary.org/10.1108/LODJ-09-2016-0223

Rubenstein, A. L., Eberly, M. B., Lee, T. W., & Mitchell, T. R. (2018). Surveying the forest: A meta‐analysis, moderator investigation, and future‐oriented discussion of the antecedents of voluntary employee turnover. Personnel Psychology, 71(1), 23–65. https://doi-org.ezp.waldenulibrary.org/10.1111/peps.12226

Melián-González, S. (2016). An extended model of the interaction between work-related attitudes and job performance. International Journal of Productivity and Performance Management, 65(1), 42–57. https://doi-org.ezp.waldenulibrary.org/10.1108/IJPPM-10-2014-0158


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