PSY 618 Seminar In Industrial And Organizational Psychology

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Write about Motivational approach and Organizational structure with recommendations


“Sanderson Soaps”, an important but small-scale home business, is managed by the household members and some peripheral participants.

The commercial establishment, which was founded in Portland, Maine, governed the operational procedures.

The concern was founded by Emily Sanderson and James during their wedding.

Emily took on her business journey in the position of chief decision-making officer.

James was, however, elevated to the honorable position of vice-president in the area of expansion and growing merchandise (Armstrong & Taylor (2014)).

The couple organised the business with enthusiasm, combining Emily’s attachment with amazing patterns of aroma and familiarity with the makeups that are of exquisiteness.

James’s participation in organic chemistry and his gradations amounted to this.

With a smaller corporate authorization, two copyrights were obtained and huge visualizations were created.

The founders of enterprise quickly developed a commercial view and an all-encompassing assignment. A little-known method of preparing delicate “care products” was also used.

They then formulated the goals for achieving their new venture (Chiavetta & Porter 2013).

Since 1978, Sanderson Soaps has experienced stable development and unassertive success over a period of more than 35 years.

There were not enough modifications made to the functioning viewpoint or organization.

Kinfolk members were also included in the engagement. They received the highest level of significance.

As is the case with many family-run minor industries, the circumstances could be altered at any moment a family member expressed their awareness in the operation of the household trade.

An additional 30 employees were employed to handle $3 million in gross transactions during the preceding year.

To reassure the personnel squads, the professional group must endorse and implement an estimation framework and rewards system.

This might infiltrate a genuine proposal to comprehend the purpose of the organization and fix the goal of positioning gratefulness. (Bass 2010).

The motivational philosophies rest on the requirement that they start from the desire to understand and validate a precondition.

Maslow, who was revitalized with the inclusion of courage, liveliness and outlook, chose to recognize the characteristics that convince people to justify their wishes (Lee, et al.

The presentation level should have a range of working principles to help employees meet their needs, regardless of gender or class differences.

It is essential that the organization enables workers to achieve prominence by assuming responsibility and fostering self-recognition.

Administrators need to consider the shared provision of occupational issues in order to safely measure happy and inexhaustible job strength (Dhliwayo (2014)).

Maslow’s Hierarchy for Needs

Source: Taormina & Jennifer 2013,

Permutation Of Leadership Recommendations

“Emily Sanderson continues to be a co-originator of the association in addition of her position as principal policymaking chief.

For many years, she served as the mom to four fledgling progenies and was the firm’s “one stop-shop”.

While she waited for the establishment’s progress, she was able to manage “marketing, bookkeeping, accounts, transactions and human management as well as any other functional accountabilities.”

Conger & Riggio (2012). This led her to use surplus staff to help with selected responsibilities.

While she was recognized as having an open-minded, iron-willed attitude, Emily showed tenderness and strong bonding.

She did not intend to employ any additional officials to oversee operations in different departments, as she was anticipating her progenies turning out to be ready to screw up those positions.

Her sister was the only one who held the reverend posts.

She liked to make excuses for her treasured ones’ weaknesses, but she worked hard to get them to understand the requirements and to be responsible with protected service.

Mathis & Jackson (2011) argued that the social-human resource for exercise, expansion and growth educates the autonomy to speculate to increase the productivity. In addition, the “flawless funnelization” of unfilled possessions is used to intensify the stage leadership development laterally with contributions from the members heading for restored progress of enlightening accomplishments as well as investigative services to assess the excellence of facilities. (Dowling

To be able to achieve the full term of supportive aims that imply the factual aspects of life, preparation and improvement of personages must focus on wellbeing.

Modern culture shows the effect of operative training. This includes practical solutions based on compact organizational grounds that can be adapted to each occupational situation.

A system of flexible working values could be a powerful motivator to follow the democratic patterns of leadership.

This would allow everyone to voice their disapproval of any violation of legal or moral principles necessary for business success.

All members must voice their opinions during decision making.

Leadership and Management

Consultation: Possible Recommendations

Both the couple and their instituting efforts desire to mature a series proposal as they near the superannuation phase. They want to ensure that they have well-being concerns.

They realize that this will require a systematic assessment and arrangement of their control, in addition to documentation and steadfastness, as well as the administration’s “family-oriented” functioning perspective (Mathis & Jackson 2011).

Although Sanderson Soaps does not have a substantial cash reserve amount, it has enough room to acquire the qualified and experienced personnel necessary for the long-cherished achievement of the business.

As the functional unit does not currently have ongoing liability for conveniences or paraphernalia, there is sufficient room for the corporation to be responsible for the extensions.

Sanderson Soaps employs 18 household associates, which includes the four Sanderson offspring and the five grandchildren.

There are many companions, partners, and additional kinsfolks.

Margaret is the youngest sister and vice president of promotion, marketing, trades.

Each prediction must have the same standing when evaluating the approach and behavior.

The hofstede’s examination might show that the uncertainty prevention can be used to remove professional uncertainty.

The creation of senior teams in the supervision and administration can make it easier to supervise the novices as well as those with greater need for advancement. (Epstein 2011).

The discrimination created by the male and female groups of people as well the spiritual and common conflicts create impediments to the development of the correct principles for the association.

Hofstede’s Values of Inspiration and Beliefs

Permutation Of Ethical Considerations Recommendations

Emily waits to be recognized and activate the business as soon as possible, even if she is in the early stages of Parkinson’s disease.

In a difficult situation, she hires “her niece Allison” as an administrative associate at her workplace.

Allison is the “receptionist” and provides ecclesiastical nourishment to the all-inclusive organization.

She is a similar manager to Emily, but she has a vision to see the flaws and make positive changes.

The views of Dowling et. al.

The “bounciness in the interchange of prophecy” and the goals of action need to be gathered on the stage for logical origination, according to the suitability.

This will enable you to understand the standards for competency, self sufficiency, self-confidence and well-made resolution.

The one-to-1 care of social resources allows for seamless innation and allocation of manpower to different straits of presentations allowing for the burdens associated with activities.

The interrogation of interaction skills is now underway. This allows for harmonious discussion of the explanation of co-operative impudence that enables the realization of the internal character of distinct entities.

Virtues of artefact values

Overall Financial plan


Competence in ethical functioning

Strategic clarification of ethical cognizance

Multiplication Of Recommendations About Diversity

With the introduction of multiple product lines, the cosmetics industry became more diverse. There were many new types of shampoos and soaps.

These products were continued to be introduced in six product line in addition to twenty-four distinct fashions of harvests.

Sanderson Soaps continues to be a formidable enterprise with a trustable consumer platform and an amazing prospect.

The company delivers its products to “more that 200 retailers in New England.”

They offer a variety of floral scents, including Rose and Lilac.

They also focus on several littoral themed harvests to attract both male and feminine courtesans from the “New England coastline”.

The Sandersons should increase their production capacities and present them at potential marking zones. They also need to ensure a nationwide manifestation.

They must acquire information about the manufacturing system and assets necessary for such development.

The corporation was also confronted with production problems and difficulties in the recent past. They failed to meet the deadlines (Anastasia (2014)).

These are the most difficult backdrops that can be used to help you compete with your competitors.

Densities of work and rigidities are as thought-provoking as the existing arrangements in the center of the invariable use of precious forms for survival.

The programs of unremarkable finances and alarming encumbrances must inspire you to experience rich spurs from the universe of awareness of both the limitations and the opportunities offered by functioning entreaties. (Dhliwayo (2014)


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Armstrong, M. & Taylor S. (2014) Armstrong’s Handbook of Human Resource Management Practice.

London: Kogan Page Limited

Bass, B.

Tech mining for innovation and management.

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Riggio R. E. (2012), The Practice of Leading: Developing the Next Generation of Leaders.

Day, D. V. Harrison, M. M. and Halpin, S. M. (2012) An integrative Approach to Leader Development. 3rd Ed.

New York: Free Press.

A comprehensive approach to entrepreneurship and competitive strategy.

Journal of Entrepreneurship 23(1), pp.115-135.

Dowling, P., Marion F., & Allen D. (2013) International Human Resource Management.

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Reflective Practice 12(1): pp.

Marketing management.

Lee, L. and Tong, E. (2015). “The Dual Upward Spirals For Gratitude And Basic Psychology Needs.”

Motivation Science, 2 (2), pages: 87-97

Machado C (2015) International Human Resources Management: Challenges & Changes Springer

London: Kogan Page Limited

Promotion and Marketing Communications.

Marketing management.

Mulnix M. W. (2013) Small Business Entrepreneurship. Utilizing Open Systems Structures To Gain Global Market Share. Journal of Leadership and Organizational Effectiveness. 1(1). 349

Taormina R.J. & Jennifer H. (2013). Maslow And The Motivation Hierarchy. Measuring Satisfaction With The Needs.

The American Journal of Psychology 126(2):155-177.

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