How can shared values be promoted via brand ambassadors?
Assignment: Employee Brand Ambassadors: A Key to Motivation & Performance
When implemented correctly, a corporate brand ambassador program can be a powerful tool to improve organizational culture; increase employee motivation, retention and performance; and change external company perception. As an OD consultant, a brand ambassador program may be a tool that you consider implementing to create positive change within a client company.
For this Assignment, you select a company and research their brand ambassador program. As you research your selected company, identify how the brand ambassador program impacts the organization and consider elements of the program that you see as especially effective or that you may choose to change.
To prepare:
Choose a company from the list below and research their employee brand ambassador program.
Adobe
Coca-Cola
Deloitte
GE
Nokia
By Day 7
Submit a 2- to 3-page paper written in APA format and style in which you evaluate your selected company’s brand ambassador program and the impact it has on employees, the organizational culture, external perceptions, and overall company performance. How can shared values be promoted via brand ambassadors? As an OD consultant, is this a model you might recommend to your own clients? If so, how might you initiate and implement a brand ambassador program for a client organization?
Support your Application Assignment with specific references to all resources used in its preparation.
Here are the required reading that you will need to use for the assignment as well as the reference page. Please make sure to follow the instructions for the assignment and use the required reading .
Thanks.
Required Readings
Note: To access this week’s required Harvard Business Review resources, select the article link and navigate to the relevant article or go back to Blackboard and select Harvard Business Articles from the course navigation menu.
Al-Shuaibi, A. S. I., Shamsudin, F. M., & Aziz, N. A. (2016). Developing brand ambassadors: The role of brand-centred human resource management. International Review of Management and Marketing, 6(7 Special Issue), 151–161. Retrieved from https://core.ac.uk/download/pdf/78487049.pdf
Campbell, A. (2016, December 15). The human element of change. CPA Practice Advisor.
Jex, S. M., & Britt, T. W. (2014). Organizational psychology: A scientist-practitioner approach (3rd ed.). Hoboken, NJ: Wiley.
Chapter 9, “Theories of Motivation” (pp. 269–302)
Knox, H. (2016). Converting Fence Sitters to Change Champions. Leadership Excellence, 33(10), 16.
Lee, A., Willis, S., & Wei Tian, A. (2018, March 2). When empowering employees works, and when it doesn’t. Harvard Business Review.
Nguyen, V. Q. (2018). Job wholeheartedness: The path to love your job wholeheartedly. Journal of Organizational Psychology, 18(2), 139-157.
Murray, J. (2017). Get to the root of the problem. TD: Talent Development, 71(2), 26–29.
The following resources can help you prepare for your simulation session:
Rothwell, W. J. (2015). Organization development fundamentals: Managing strategic change. Alexandria, VA: ATD Press.
Appendix I, “An OD Action Research (AR) Checklist”
Serrat, O. (2017). The Five Whys Technique. In Knowledge Solutions (307–310). Singapore, Singapore: Springer. Retrieved from https://link.springer.com/chapter/10.1007%2F978-981-10-0983-9_32
Note: This resource helps prepare you for your simulation session.
Stoller, T. (2017, March). Motivation in Change. Training Journal, 13–15.
Turner, A. (2017). How does intrinsic and extrinsic motivation drive performance culture in organizations? Cogent Education, 4(1). doi:10.1080/2331186X.2017.1337543
