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The first thought that comes to mind for most people when they hear of improvisation is most likely the memory of a funny performance seen on television shows such as Who’s Line is it Anyway? or perhaps the opportunity to be an audience member for a live improv troupe performance. In either of these settings, improvisation can be hilarious, dramatic and entertaining and it makes you wonder how people could possibly be making these scenes up on the spot. Unfortunately, not everyone has first-hand experience with the creative, team-building “magic” of improvisation games and exercises. Watching professional improvisation perform can be intimidating to an observer who hopes to one day be an improvisor themselves. Because of this, the immense benefits that improvisation can have within a professional workplace are often overlooked or ignored. I, myself, never had any experience with improvisation or being on stage until the second semester of my sophomore year when I made the choice to try out for ASU comedy.
ContributorsRussell, Anna (Author) / Soares, Rebecca (Thesis director) / Gneiting, Gary (Committee member) / College of Integrative Sciences and Arts (Contributor) / Dean, W.P. Carey School of Business (Contributor) / School of Art (Contributor) / Barrett, The Honors College (Contributor)
Created2019-05
Description
This thesis explores the relationship between military organizational culture and suicidality among service members. This study finds that poor leadership, the socialization of care avoidance, and a lack of support for spousal-related problems, job-related pressure, and life issues perceived to be caused by the military are among the biggest factors of suicidality. The heroization of the military contributes to disconnectedness among service members, and the perception of selflessness of service members is more common in the civilian population and families of service members. The Department of Defense recognizes quality of life as a major factor in suicide prevention, but efforts lack effectiveness due to a lack of leadership buy-in, incentives, and funding.
ContributorsBaldridge, Brock (Author) / Arce, Alma (Thesis director) / O'Keefe, Kelly (Committee member) / Sachdev, Nisha (Committee member) / Barrett, The Honors College (Contributor)
Created2024-05
Description
This work aims to provide a review of the literature on the concept of organizational culture, and apply that knowledge to four companies: Salesforce, Adobe, Facebook, and Twitter. Organizational culture is the shared learning any group goes through over time that guides future thoughts and behaviors. Culture can be influenced and created by leaders in specific ways, as well as by the members of the organization in how they communicate and behave with each other. The focus of this thesis is to analyze recent earnings calls for the values communicated by CEOs of the companies in question. The earnings calls were conducted by the companies, and in them, senior leaders inform shareholders and analysts on financial updates and other pertinent information about the performance of the company. Those four companies were chosen because they are popularly known to have effective and successful cultures. By understanding the foundation of organizational culture and how it might apply to such companies, people who are interested in the concept of organizational culture, and leaders in particular, may stand to learn of an aspect of business where an untapped advantage can be gained.
ContributorsLeviyev, Shalamo (Author) / Kassing, Jeffrey (Thesis director) / Salerno, Jessica (Committee member) / School of Social and Behavioral Sciences (Contributor, Contributor) / Barrett, The Honors College (Contributor)
Created2019-05
Description
This study examines how a commitment to service can impact and come to exemplify a company’s brand image, customer loyalty, and overall organizational success. It examines the history and evolution of customer service, as well as what commitment to service looks like in present-day businesses. It differentiates companies that have attained a reputation for superior service and companies that have struggled to overcome service failures. Trader Joe’s, The Ritz-Carlton Hotel Company, Chick-fil-A, Southwest Airlines, and The Walt Disney Company are identified as five companies that have attained a reputation for remarkable service. This study includes five analyses to understand each company’s mission, history, leadership, employee engagement, and organizational culture. This study synthesizes how an unwavering commitment to customers, emphasis on employee empowerment, and ability to embed service in culture are common themes that can significantly contribute to a company’s ability to develop a reputation for remarkable service.
ContributorsBarr, Chandler Wallace (Author) / Desch, Timothy (Thesis director) / Shick, Jennifer (Committee member) / Department of Management and Entrepreneurship (Contributor) / Department of Marketing (Contributor) / School of Community Resources and Development (Contributor) / Barrett, The Honors College (Contributor)
Created2020-05
Description
This research examines the relationship between the famed organizational culture of Disney as a company and the profitability of Walt Disney World itself. There are several factors of the organizational culture within the employees or “cast members” of Walt Disney World that have become the reason Disney itself is so profitable. Those factors have included the training that every cast member must go through, knowledge of the company and the park alike and the positive treatment and benefits given to the cast members by upper management. The training of the cast members is known to establish high levels of trust and respect among the Disney organization and its guests, which can lead to a positive relationship and a long-term customer. The research in this study is to determine whether the organizational culture and the quality of the employees are what causes a Walt Disney World guest to become a customer and that has kept the profitability so high. The research discovered that Walt Disney World leadership has put too much of a focus on making profits. This pressure to make sales has caused organizational culture to become negative and motivation for cast members to sell to drop, causing more pressure from leadership to make sales.
ContributorsPorter, Megan Margaret (Author) / Maday, Renee (Thesis director) / Gimbal, AShley (Committee member) / Hugh Downs School of Human Communication (Contributor) / School of Community Resources and Development (Contributor) / Barrett, The Honors College (Contributor)
Created2019-05