Tag: Management

  • [Solved] Week 6 Discussion- Improving business performance

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    **A Study of Mental Models** Peter Senge (2006) describes a mental model as a “deeply engrained assumption, generalizations, or even pictures or images that influence how we understand the world and how we take action” (p. 8). People with a different mental model can see the same issue or event and …

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    **A Study of Mental Models**
    Peter Senge (2006) describes a mental model as a “deeply engrained assumption, generalizations, or even pictures or images that influence how we understand the world and how we take action” (p. 8). People with a different mental model can see the same issue or event and describe it completely differently, as seen in the Sufi Parable of _The Blind Men and the Elephant_. In this tale, there are six blind men examining an elephant for the very first time. Each develops a very different mental model of what an elephant is. The following is a summary of the story:
    Six blind men encountered an elephant for the first time. Each inspected the elephant by touching it. They then described it based on what they felt. The first person touched the elephant’s trunk and said, “This animal is like a snake.” The next, whose hand touched the elephant’s ear, claimed it is like a rug. The third person, whose hand touched its leg, said, “The elephant is a like a tree.” The fourth, who placed his hand upon its side, said “This is a wall.” The fifth, who felt its tail, described the elephant as a rope. The last felt its tusk, stating the elephant is hard, smooth, and shaped like a spear.
    **To prepare for this Discussion:**
    · Review the resources in the Mental Models area of this week’s Learning Resources.
    · Consider some of the mental models that you have and some that you have seen in others in your professional or personal life.
    **Post** an analysis of the impact of individual perceptions on problem solving and decision making. In your analysis, do the following:
    · Describe at least two mental models that you personally have that differ from those of a colleague, family member, or friend.
    · Examine how these mental models have affected your interactions with your colleague, family member, or friend and what actions you took or could have taken to address these differences.
    · Explain how understanding mental models can help you become a better problem solver and decision maker.
    \
    Week6LearningResources-ImprovingBusinessPerformance.docx](https://www.sweetstudy.com/files/week6learningresources-improvingbusinessperformance-docx "Week6LearningResources-ImprovingBusinessPerformance.docx")

  • [Solved] Week 6 Discussion- Managing People & Promoting Collab

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    **Feedforward For Growth** If delivered effectively, feedback centers on specific recommendations for future improvement and growth. If delivered ineffectively, it focuses only on what was done wrong, with no specific path provided toward a better outcome. Goldsmith (2002) provides an alternative ap…

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    **Feedforward For Growth**
    If delivered effectively, feedback centers on specific recommendations for future improvement and growth. If delivered ineffectively, it focuses only on what was done wrong, with no specific path provided toward a better outcome. Goldsmith (2002) provides an alternative approach labeled “feedforward.” It shares a future orientation with effective feedback but differs from feedback in that the coaches identify areas for improvement and asks for ideas from others about how to change their behavior.
    In this Discussion, you will initiate your own feedforward experience with your peers and practice providing specific recommendations based on their feedforward requests.
    **To prepare for this Discussion:**
    · Reflect upon your own professional life, in particular, how you relate to and/or manage others in professional contexts.
    · Identify one or more behaviors you would want to improve as you work with and manage others.
    **·** In preparation for responding to your colleagues, consider how feedforward can help you and others improve their management practices.
    **Post** a description of one behavior in your professional life that significantly impacts how you manage or relate to others and that you would like to change.
    \
    Week6LearningResources-ManagingPeoplePromotingCollab.docx](https://www.sweetstudy.com/files/week6learningresources-managingpeoplepromotingcollab-docx "Week6LearningResources-ManagingPeoplePromotingCollab.docx")

  • [Solved] slide show

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    **Create a 10-15 slide PowerPoint presentation** that proposes the value of your change management plan for executive leadership and the board in which you: ### **Section I: Organization** The content for this section of your PowerPoint comes from the Week 4 assignment with corrections based on the …

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    **Create a 10-15 slide PowerPoint presentation** that proposes the value of your change management plan for executive leadership and the board in which you:
    ### **Section I: Organization**
    The content for this section of your PowerPoint comes from the Week 4 assignment with corrections based on the professor's feedback you received.
    Describe the organization and comment on the HR change that the organization should make. Utilize effective diagnostic tools to assess the organization's ability to change. Support assertions with theoretical evidence.
    1. Describe the company in terms of industry, size, number of employees, and history.
    2. Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.
    3. Formulate three valid reasons for the proposed change based on current change management theories.
    4. Appraise the diagnostic tools that you can use to determine an organization’s readiness for change. Propose two diagnostic tools that you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.
    5. Using one of the diagnostic tools you selected, assess the organization’s readiness for change.
    – Provide results of the diagnostic analysis
    – Explain the results
    6. Interpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.
    ### **Section II: Kotter Change Plan**
    The content for this section of your PowerPoint comes from the Week 6 assignment with corrections based on the professor's feedback you received.
    Utilizing the Kotter eight-step method of change, create a solid change management plan for the HR initiative you identified as requiring improvement.
    1. Ascertain how each of the steps applies to your specific organization.
    2. Develop a strategy that illustrates how you would address each of the eight stages of change:
    – Establishing a sense of urgency.
    – Creating a coalition.
    – Developing vision and strategy.
    – Communicating the vision.
    – Empowering broad-based action.
    – Generating short-term wins.
    – Consolidating gains and producing more change.
    – Anchoring new approaches into the culture.
    ### **Section III: Resistance and Communication**
    The content for this section of your PowerPoint comes from the Week 8 assignment with corrections based on the professor's feedback you received.
    1. Diagnose the reasons for resistance to change.
    2. Interpret the potential causes of resistance in the organization. Identify and describe three potential causes of resistance to your change plan. Identify and describe three potential sources of resistance to your change plan.
    3. Create a plan for minimizing possible resistance to your change management plan.
    4. Elaborate on the relationship between resistance to change and communication.
    5. Evaluate three communication strategies.
    6. Recommend one communication strategy that would apply to your organization. Diagnose why this communication strategy is best for your organization.
    7. Create a solid communication plan for your change initiative.
    ### **Section IV: Sustaining Change**
    Research methods of sustaining change in organizations and create a plan for sustaining proposed change.
    1. Recommend two strategies for sustaining change:
    – Diagnose the two theories from a scholarly perspective
    – Evaluate why the strategies selected are viable for the organization
    ### **Section V: Presentation**
    Create a visually appealing and informative presentation espousing the importance of the change management plan you developed.
    1. Create a 10-15-slide PowerPoint presentation to submit to executive leadership and board members outlining and describing your recommended change. Include the following criteria:
    – Be creative in your design so that it is appealing to others.
    – Ensure that all of the major points of the plan are covered.
    2. Include the speaker's notes for each slide.
    – Speaker's notes should adequately explain, expand, and express your main points for each slide.
    – Include correct in-text citations and any other supporting or SWS formatting protocols.
    3. Include a cover page slide and a source page slide, they will not count toward the 10-15 slides of content.
    – Use a professional technically written style to graphically convey the information.
    **Note**: You may create or assume any fictitious names, data, or scenarios that have not been established in this assignment for a realistic flow of communication.
    **Turnitin Notes:** When using Turnitin for a PowerPoint presentation with speaker notes, please export your PPT to a PDF using the appropriate settings so the speaker notes can be read in Turnitin. Follow these instructions for [Submitting PowerPoint Slides with Notes](https://canvas.strayer.edu/courses/20528/files/12333622?wrap=1) [Download Submitting PowerPoint Slides with Notes](https://canvas.strayer.edu/courses/20528/files/12333622/download?download_frd=1). In addition, be sure to use the **Upload** button when submitting the file.
    **Additional Resources**
    If you are unfamiliar with MS PowerPoint, please visit the following LinkedIn course resource for more information.
    – [PowerPoint Essential Training (Office 365/Microsoft 365) (2000)](https://library.strayer.edu/ppt).
    – [Create PowerPoint Notes (substantive Speaker's Notes are required in this assignment)Links to an external site.](https://www.kaltura.com/index.php/extwidget/preview/partner_id/956951/uiconf_id/43830551/entry_id/1_m5m9erls/embed/iframe?).
    ### **Section VI: References**
    Utilize good scholarly research skills and writing skills to develop a solid change plan and presentation.
    1. Use at least 10 quality academic resources in this assignment. ;
    – You may use the resources from prior assignments.
    – **Note**: Wikipedia and other similar Websites do not qualify as academic resources
    2. Write clearly and concisely about managing organizational change using proper writing mechanics.
    The specific course learning outcome associated with this assignment is:
    – Create a proposal for a change management plan for an organization.

  • [Solved] Deliverable 7 – Project Proposal and Presentation for Implementation of a new HIT

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    #### **Scenario** You have launched your new consulting firm, Leveraging Healthcare Solutions firm. Your firm provides innovative technology solutions to health organizations. You will develop a written Project Proposal with a PowerPoint Presentation for a potential new client. The client is a large…

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    #### **Scenario**
    You have launched your new consulting firm, Leveraging Healthcare Solutions firm. Your firm provides innovative technology solutions to health organizations. You will develop a written Project Proposal with a PowerPoint Presentation for a potential new client. The client is a large, integrated healthcare system seeking to implement a new emerging technology solution. They are looking for an organization that can aid in implementing a new HIT solution. The project scope is to pilot the use of the Apple Health Record mobile patient app (or similar) as part of their system’s EHR. Your audience will be the multidisciplinary Innovation Steering Committee, which will approve/deny the use of your firm for this project. Approval is contingent upon the strength of your Proposal and Presentation. You must use learnings (lectures and readings) from all six modules and your research.
    #### **Instructions**
    **Create a written Project Proposal and a PowerPoint Presentation using speaker notes and/or voice narration. Please include:**
    – The role and impact of health information technology on a healthcare system and the significance of identifying key stakeholders
    – Discussion on the important factors to be considered when analyzing whether a key trend (e.g., Apple Health Record app) will benefit a healthcare organization
    – Discussion on the potential regulatory and ethical issues related to the use and management of an emerging technical solution, including data security and privacy
    – Description of which type of analysis needs to be performed to assess if this solution will optimize clinical and business performance outcomes and achieve the goal of interoperability
    – Discussion on the role and impact of healthcare administrators in facilitating effective change management related to technology solutions and the use of this solution
    – Description of the impact of emerging HIT applications, such as the Apple Health app, on patients, healthcare delivery, and data analytics
    – A summary of your final recommendation on the use of this new technology
    – Reference page of the resources utilized
    #### **Submission Requirements**
    **A 5-page report and corresponding 10-slide PowerPoint presentation are required. APA guidelines must be followed. A minimum of 6 quality, peer-reviewed sources are required.**

  • [Solved] Business Finance – Management Business Finance – Management ASSIGNMENT (APA, NO PLAGARISM, GREAT WORK, ON TIME) here

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    Business Assignment – ## The_democratization_of_global_AI.pdf – Week7.docx – DecisionAI.pdf – Usability_and_responsivenessAI.pdf – Can_Building_Artificially_IntAI.pdf – ChatGPT_for_Educational_Purposes_Investigating_the_Impact_of_Knowledge_Management_Factors_on_Student_Satisfac…

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    Business Assignment

    – ## The_democratization_of_global_AI.pdf

    – Week7.docx
    – DecisionAI.pdf
    – Usability_and_responsivenessAI.pdf
    – Can_Building_Artificially_IntAI.pdf
    – ChatGPT_for_Educational_Purposes_Investigating_the_Impact_of_Knowledge_Management_Factors_on_Student_Satisfaction_and_Continuous_UsageAI.pdf

    **## The_democratization_of_global_AI.pdf**

    nature machine intelligence Volume 6 | March 2024 | 246–248 | 246

    https://doi.org/10.1038/s42256-024-00811-z

    Comment

    The democratization of global AI governance
    and the role of tech companies

    Eva Erman & Markus Furendal

    Can non-state multinational tech companies
    counteract the potential democratic deficit
    in the emerging global governance of AI? We
    argue that although they may strengthen core
    values of democracy such as accountability
    and transparency, they currently lack the right
    kind of authority to democratize global AI
    governance.

    After a period of intense fascination with artificial intelligence (AI)
    applications, including large language models (LLMs) such as ChatGPT,
    the public discussion is quickly turning toward the issue of the social,
    political and ethical effects of these technologies. Several regulation
    and governance initiatives are under way at national and regional levels.
    However, because cutting-edge AI development often takes place in
    multinational companies or international research labs, and AI tech-
    nology creates cross-border externalities, an additional level of trans-
    boundary regulation and cooperation is needed to solve problems or
    provide goods associated with AI technologies. The ‘global governance
    of AI’ can be said to refer to the rules, processes and decision procedures
    established by governments, international and intergovernmental
    organizations, non-state and private actors to regulate the develop-
    ment and deployment of those systems1,2. It includes soft regulations
    such as internal ethics guidelines in multinational AI-developing
    companies like Microsoft, and the ‘Bletchley declaration’ signed by
    28 countries and the European Union (EU) in 2023. It can also take the
    form of hard regulations, such as the AI Act currently under negotiation
    in the EU. Unlike the national level, regulatory efforts at the global level
    typically lack a clearly defined central institution or hierarchy. This
    means that global AI governance initiatives are partly overlapping and
    not always aligned, and are best described by the concept of ‘regime
    complex’ from international relations theory3.

    Despite the rapid pace at which this regime complex is develop-
    ing, little attention has been paid to how democratic the processes
    by which it takes shape are. It has become a trope for AI-developing
    companies to speak of a need to ‘democratize’ AI, but this often means
    simply that AI technology should be made more accessible4. Moreover,
    when the democratization of AI governance is discussed, a common
    approach is to evaluate proposals by whether they can successfully
    prevent ‘bad’ outcomes such as AI bias or existential risks, or make
    ‘good’ outcomes such as increased economic productivity more likely5.
    Similarly, the public discussion about AI regulation tends to focus on
    the pros, cons and viability of concrete proposals, such as whether AI
    development should be put on hold, to enable research into the effects
    of AI to catch up6, or whether we should create a new global institution
    akin to the International Atomic Energy Agency7. The problem with

    such an outcome-focused understanding, however, is that it reduces
    AI governance to a challenge of executing an agenda that is already set,
    thereby overlooking who has influence over the agenda and in what
    ways. It thus directs our attention towards the effects of governance
    mechanisms rather than the societal goals pursued and the means by
    which to achieve them. However, this fails to take the normative ideal
    of democracy seriously. In broad strokes, political theorists have sug-
    gested that governance arrangements are democratic to the extent
    that those affected by the decisions have a direct or indirect say in the
    decision-making on equal terms8. For AI governance to be democratic,
    this entails that those who are affected by AI technology should identify
    and decide upon the goals of AI governance collectively.

    This ideal seems unattainable at the global level. Global institu-
    tions are typically said to suffer from a democratic deficit, as it is dif-
    ficult for citizens to stay informed and exercise influence over political
    processes far removed from their daily lives. In response to this chal-
    lenge, earlier debates have often gravitated toward the democratic
    potential of non-state actors such as non-governmental organizations
    (NGOs), advocacy groups and social movements. The hope is that such
    civil society actors could represent the interests of citizens and make
    sure they appear in the decision processes of international organiza-
    tions and institutions, and that they could function as watchdogs, hold-
    ing those who wield power accountable. It is suggested that, ideally,
    civil society actors can thereby help democratize global governance,
    by promoting more inclusion, representation and transparency9,10.
    This makes it appropriate to ask whether non-state actors may help
    to democratize the global governance of AI.

    We suggest that one should not be too optimistic. This is primarily
    because in global AI governance, one kind of non-state actors is far more
    prominent than the civil society actors usually entrusted to help offset
    democratic deficits: AI-developing tech companies. The machine learn-
    ing approach to AI is, by now, so resource-intensive that breakthroughs
    are restricted to multinational corporations, such as Microsoft and its
    affiliate OpenAI, or start-ups funded by wealthy individuals, such as
    Anthropic. At the same time, a narrative is being cultivated about AI
    technology as inherently complex and difficult to understand, and of
    politics as so cumbersome that ill-informed elected officials are likely
    to cause more harm than good if they try to regulate AI on their own.
    The CEO of OpenAI, for instance, has not only provided policy advice
    at a US Senate subcommittee hearing, but also privately met with US
    lawmakers as well as the leaders of several European countries11.

    Listening to technological experts might be necessary in the process
    of finding suitable regulation for a rapidly moving policy area. At best,
    involving non-state actors could help to produce outcomes that are
    preferable, albeit not more democratic, than the alternative. At worst,
    it enables regulatory capture by companies that can hardly be said
    to represent the voices of ordinary people, let alone of marginalized
    groups12. It is thus crucial to ask what role tech companies may have
    in the democratization of global AI governance, one of our age’s most

    Check for updates

    [http://www.nature.com/natmachintell](http://www.nature.com/natmachintell)

    [https://doi.org/10.1038/s42256-024-00811-z](https://doi.org/10.1038/s42256-024-00811-z)

    [http://crossmark.crossref.org/dialog/?doi=10.1038/s42256-024-00811-z&domain=pdf](http://crossmark.crossref.org/dialog/?doi=10.1038/s42256-024-00811-z&domain=pdf)

    nature machine intelligence Volume 6 | March 2024 | 246–248 | 247

    Comment

    between (democratic) states in international organizations, non-state
    actors with moral (and possibly those with epistemic) authority may
    become democratic agents in a similar way in the future.

    Although the prospects for tech companies with market author-
    ity becoming democratic agents remain bleak, we argue that they may
    still become ‘agents of democracy’— that is, agents that strengthen the
    core values of democracy in their decision-making, such as the values
    of accountability, transparency, inclusion and deliberation. Non-state
    actors with moral authority, such as AlgorithmWatch, may be said to
    already be agents of democracy by providing input on ethical and human
    rights related considerations, and efforts to ensure that algorithmic
    decision-making is used in ways that are consistent with democratic
    values and principles. By contrast, market authorities operate within
    the structure and logic of the market, and may thus appear less likely to
    improve their democratic credentials in ways that scholars have hoped
    for. However, one should not disregard the fact that multinational com-
    panies often publicly support democratic values such as transparency,
    accountability and respect for human rights, in their own AI development
    and in their interactions with lawmakers. The most charitable interpreta-
    tion of the role of tech companies in the global governance of AI hence
    says that they could, in principle, act as agents of democracy1,5, as long
    as their commitments to democratic values are not simply an attempt
    to gain support and trust from consumers through ‘ethics washing’15.
    Importantly, however, although they may strengthen the empirical pre-
    requisites for future democratization of global AI governance by acting
    as agents of democracy, this does not take them closer to becoming
    democratic agents themselves and as such contribute to democratization.

    Conclusion
    AI is often perceived to be both a great threat and a promise to democ-
    racy. Pessimists worry about the way LLMs and other forms of AI can
    undermine communication and trust. Optimists point to how AI ena-
    bles technological innovations in voting procedures, or enables more
    voices to be heard in the democratic process, although rarely exploring
    this in light of existing democratic theories. In this Comment, we have
    suggested that the public debate should also recognise the distinct and
    additional point that the governance of AI should be as democratic as
    possible. Given the effect that AI technology already has on societies,
    it is crucial that there are democratically legitimate channels for the
    people affected by AI to have a say about how it is being developed and
    deployed. Specifically, we have argued that, although some non-state
    actors — most probably those with moral or epistemic authority — may
    become democratic agents in the future, and as such contribute to the
    democratization of global AI governance, most of them — in particular
    those with market authority — are more likely to increase their demo-
    cratic credentials as agents of democracy, improving the empirical
    prerequisites for future democratization.

    Eva Erman   1,2 & Markus Furendal   1,2

    1Department of Political Science, Stockholm University,
    Stockholm, Sweden. 2These authors contributed equally:
    Eva Erman, Markus Furendal.

    e-mail: eva.erman@statsvet.su.se

    Published online: 8 March 2024

    References
    1. Erman, E. & Furendal, M. Moral Philos. Politics 9, 2 (2022).
    2. Zürn, M. In The Oxford Handbook of Governance (ed. Levi-Faur, D.)

    (Oxford Univ. Press, 2012).

    important policy areas. In this Comment, we make two claims. First,
    the democratic potential of non-state actors depends on whether they
    wield epistemic, market or moral authority in global AI politics. Sec-
    ond, although including non-state actors could improve the prospects
    for future democratization of AI, the prospects for them becoming
    democratic agents of the kind that contribute to the democratization
    of global AI governance appear bleak. These insights should inform
    the discussion around the democratic challenges facing the global
    governance of AI.

    Forms of authority and the democratic role of tech
    companies
    AI-developing companies have come to exercise considerable influ-
    ence over the emerging global governance of AI in two overlapping
    ways13. First, they possess epistemic authority, rooted in their position
    as trustworthy judges of what constitutes knowledge and acceptable
    evidence in the AI domain. In this role, they not only develop AI but
    also inform the production and dissemination of knowledge, which
    in turn could shape public opinion and policy decisions. OpenAI and
    DeepMind, for example, partly function as research institutes, probing
    the limits of the capabilities of AI technologies in research papers that
    inform regulatory efforts. Second, they wield market authority and
    exert influence over economic and political decisions. For example,
    Microsoft arguably has notable power over AI development and regu-
    lation since its recent acquisition of the coding platform GitHub and
    investments in the AI-developing company OpenAI, which in turn has
    lobbied lawmakers in the negotiations on the EU AI Act14. Given that the
    category of non-state actors includes companies such as these, simply
    granting access to non-state actors is not guaranteed to democratize
    the global governance of AI.

    It is clear that tech companies cannot be considered to be ‘demo-
    cratic agents’, by which we mean agents that decide on policies and laws
    ‘on behalf’ of others, as no one has in fact authorised them to do so. In
    global governance, this occurs either by direct authorization through
    a democratic procedure (such as when EU citizens elect the EU parlia-
    ment) or by indirect authorization through delegation by a directly
    authorised body (such as when member state governments appoint
    members in the EU’s European Commission). When tech companies
    are invited into regulatory processes, however, they do not repre-
    sent anyone but themselves. And even if they attempted to transmit
    citizens’ concerns into the decision process of international organiza-
    tions, that would not be enough to make them democratic agents, as
    their authority has not arisen from the rightful source. This political–
    theoretical analysis suggests that, although tech companies can be said
    to contribute to improved global governance in many ways, by fulfilling
    different kinds of rightful ends, they cannot reduce the democratic
    deficit in global AI governance.

    That said, indirect authorization has taken place in more estab-
    lished policy areas in global governance, in which non-state actors have
    become democratic agents through delegation of authority, having
    crucial roles in several phases of the policy cycle of international organi-
    zations. The International Committee of the Red Cross, for example, has
    mandate under the Geneva Convention to monitor the implementation
    of international humanitarian law. What is important to notice in these
    cases, however, is that authority is typically delegated not to companies
    but instead to NGOs and other civil society actors, who exert a kind of
    moral authority derived from the fact that their mission is to promote
    what are generally seen as morally desirable goals. Arguably, with more
    international legislation in the AI domain, and deepened collaboration

    [http://www.nature.com/natmachintell](http://www.nature.com/natmachintell)

    [http://orcid.org/0000-0001-7096-9157](http://orcid.org/0000-0001-7096-9157)

    [http://orcid.org/0000-0002-2378-750X](http://orcid.org/0000-0002-2378-750X)

    [mailto:eva.erman@statsvet.su.se](mailto:eva.erman@statsvet.su.se)

    nature machine intelligence Volume 6 | March 2024 | 246–248 | 248

    Comment

    3. Tallberg, J., Erman, E., Furendal, M., Geith, J., Klamberg, M. & Lundgren, M. Int. Stud. Rev.
    25, 3 (2023).

    4. Seger, E., Ovadya, A., Siddarth, D., Garfinkel, B., Dafoe, A. In Proc. 2023 AAAI/ACM
    Conference on AI, Ethics, and Society https://doi.org/10.1145/3600211.3604693 (2023).

    5. Erman, E. & Furendal, M. Polit. Stud. https://doi.org/10.1177/00323217221126665 (2022).
    6. Future of Life Institute. https://go.nature.com/44Apd9V (accessed 13 June 2023).
    7. Altman, S., Brockman, G. & Sutskever, I. https://go.nature.com/3I867xV (accessed 22 May

    2023).
    8. Valentini, L. Perspect. Politics 12, 4 (2014).
    9. Nanz, P., Kilssing, C. & Steffek, J. (eds.). Civil Society Participation in European and Global

    Governance (Palgrave Macmillan, 2008).
    10. Dryzek, J. & Tanasoca, A. Democratizing Global Justice: Deliberating Global Goals

    (Cambridge Univ. Press, 2021).

    11. Kang, C. The New York Times https://go.nature.com/3uLG3W5 (7 June 2023).
    12. Free Press. https://go.nature.com/42XjCtJ (8 May 2023).
    13. Hall, R.B. Harv. Int. Rev. 27, 2 (2005).
    14. Perrigo, B. Time https://go.nature.com/3Tax0qY (20 June 2023).
    15. Bietti, E. In FAT* ’20: Proc. 2020 Conference on Fairness, Accountability, and Transparency

    210–219 https://doi.org/10.1145/3351095.3372860 (2020).

    Competing interests
    The authors declare no competing interests.

    Additional information
    Peer review information : Nature Machine Intelligence thanks the anonymous reviewer(s) for
    their contribution to the peer review of this work.

    [http://www.nature.com/natmachintell](http://www.nature.com/natmachintell)

    [https://doi.org/10.1145/3600211.3604693](https://doi.org/10.1145/3600211.3604693)

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    – The democratization of global AI governance and the role of tech companies

    – Forms of authority and the democratic role of tech companies

    – Conclusion

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    **## The_democratization_of_global_AI.pdf**

    nature machine intelligence Volume 6 | March 2024 | 246–248 | 246

    https://doi.org/10.1038/s42256-024-00811-z

    Comment

    The democratization of global AI governance
    and the role of tech companies

    Eva Erman & Markus Furendal

    Can non-state multinational tech companies
    counteract the potential democratic deficit
    in the emerging global governance of AI? We
    argue that although they may strengthen core
    values of democracy such as accountability
    and transparency, they currently lack the right
    kind of authority to democratize global AI
    governance.

    After a period of intense fascination with artificial intelligence (AI)
    applications, including large language models (LLMs) such as ChatGPT,
    the public discussion is quickly turning toward the issue of the social,
    political and ethical effects of these technologies. Several regulation
    and governance initiatives are under way at national and regional levels.
    However, because cutting-edge AI development often takes place in
    multinational companies or international research labs, and AI tech-
    nology creates cross-border externalities, an additional level of trans-
    boundary regulation and cooperation is needed to solve problems or
    provide goods associated with AI technologies. The ‘global governance
    of AI’ can be said to refer to the rules, processes and decision procedures
    established by governments, international and intergovernmental
    organizations, non-state and private actors to regulate the develop-
    ment and deployment of those systems1,2. It includes soft regulations
    such as internal ethics guidelines in multinational AI-developing
    companies like Microsoft, and the ‘Bletchley declaration’ signed by
    28 countries and the European Union (EU) in 2023. It can also take the
    form of hard regulations, such as the AI Act currently under negotiation
    in the EU. Unlike the national level, regulatory efforts at the global level
    typically lack a clearly defined central institution or hierarchy. This
    means that global AI governance initiatives are partly overlapping and
    not always aligned, and are best described by the concept of ‘regime
    complex’ from international relations theory3.

    Despite the rapid pace at which this regime complex is develop-
    ing, little attention has been paid to how democratic the processes
    by which it takes shape are. It has become a trope for AI-developing
    companies to speak of a need to ‘democratize’ AI, but this often means
    simply that AI technology should be made more accessible4. Moreover,
    when the democratization of AI governance is discussed, a common
    approach is to evaluate proposals by whether they can successfully
    prevent ‘bad’ outcomes such as AI bias or existential risks, or make
    ‘good’ outcomes such as increased economic productivity more likely5.
    Similarly, the public discussion about AI regulation tends to focus on
    the pros, cons and viability of concrete proposals, such as whether AI
    development should be put on hold, to enable research into the effects
    of AI to catch up6, or whether we should create a new global institution
    akin to the International Atomic Energy Agency7. The problem with

    such an outcome-focused understanding, however, is that it reduces
    AI governance to a challenge of executing an agenda that is already set,
    thereby overlooking who has influence over the agenda and in what
    ways. It thus directs our attention towards the effects of governance
    mechanisms rather than the societal goals pursued and the means by
    which to achieve them. However, this fails to take the normative ideal
    of democracy seriously. In broad strokes, political theorists have sug-
    gested that governance arrangements are democratic to the extent
    that those affected by the decisions have a direct or indirect say in the
    decision-making on equal terms8. For AI governance to be democratic,
    this entails that those who are affected by AI technology should identify
    and decide upon the goals of AI governance collectively.

    This ideal seems unattainable at the global level. Global institu-
    tions are typically said to suffer from a democratic deficit, as it is dif-
    ficult for citizens to stay informed and exercise influence over political
    processes far removed from their daily lives. In response to this chal-
    lenge, earlier debates have often gravitated toward the democratic
    potential of non-state actors such as non-governmental organizations
    (NGOs), advocacy groups and social movements. The hope is that such
    civil society actors could represent the interests of citizens and make
    sure they appear in the decision processes of international organiza-
    tions and institutions, and that they could function as watchdogs, hold-
    ing those who wield power accountable. It is suggested that, ideally,
    civil society actors can thereby help democratize global governance,
    by promoting more inclusion, representation and transparency9,10.
    This makes it appropriate to ask whether non-state actors may help
    to democratize the global governance of AI.

    We suggest that one should not be too optimistic. This is primarily
    because in global AI governance, one kind of non-state actors is far more
    prominent than the civil society actors usually entrusted to help offset
    democratic deficits: AI-developing tech companies. The machine learn-
    ing approach to AI is, by now, so resource-intensive that breakthroughs
    are restricted to multinational corporations, such as Microsoft and its
    affiliate OpenAI, or start-ups funded by wealthy individuals, such as
    Anthropic. At the same time, a narrative is being cultivated about AI
    technology as inherently complex and difficult to understand, and of
    politics as so cumbersome that ill-informed elected officials are likely
    to cause more harm than good if they try to regulate AI on their own.
    The CEO of OpenAI, for instance, has not only provided policy advice
    at a US Senate subcommittee hearing, but also privately met with US
    lawmakers as well as the leaders of several European countries11.

    Listening to technological experts might be necessary in the process
    of finding suitable regulation for a rapidly moving policy area. At best,
    involving non-state actors could help to produce outcomes that are
    preferable, albeit not more democratic, than the alternative. At worst,
    it enables regulatory capture by companies that can hardly be said
    to represent the voices of ordinary people, let alone of marginalized
    groups12. It is thus crucial to ask what role tech companies may have
    in the democratization of global AI governance, one of our age’s most

    Check for updates

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    nature machine intelligence Volume 6 | March 2024 | 246–248 | 247

    Comment

    between (democratic) states in international organizations, non-state
    actors with moral (and possibly those with epistemic) authority may
    become democratic agents in a similar way in the future.

    Although the prospects for tech companies with market author-
    ity becoming democratic agents remain bleak, we argue that they may
    still become ‘agents of democracy’— that is, agents that strengthen the
    core values of democracy in their decision-making, such as the values
    of accountability, transparency, inclusion and deliberation. Non-state
    actors with moral authority, such as AlgorithmWatch, may be said to
    already be agents of democracy by providing input on ethical and human
    rights related considerations, and efforts to ensure that algorithmic
    decision-making is used in ways that are consistent with democratic
    values and principles. By contrast, market authorities operate within
    the structure and logic of the market, and may thus appear less likely to
    improve their democratic credentials in ways that scholars have hoped
    for. However, one should not disregard the fact that multinational com-
    panies often publicly support democratic values such as transparency,
    accountability and respect for human rights, in their own AI development
    and in their interactions with lawmakers. The most charitable interpreta-
    tion of the role of tech companies in the global governance of AI hence
    says that they could, in principle, act as agents of democracy1,5, as long
    as their commitments to democratic values are not simply an attempt
    to gain support and trust from consumers through ‘ethics washing’15.
    Importantly, however, although they may strengthen the empirical pre-
    requisites for future democratization of global AI governance by acting
    as agents of democracy, this does not take them closer to becoming
    democratic agents themselves and as such contribute to democratization.

    Conclusion
    AI is often perceived to be both a great threat and a promise to democ-
    racy. Pessimists worry about the way LLMs and other forms of AI can
    undermine communication and trust. Optimists point to how AI ena-
    bles technological innovations in voting procedures, or enables more
    voices to be heard in the democratic process, although rarely exploring
    this in light of existing democratic theories. In this Comment, we have
    suggested that the public debate should also recognise the distinct and
    additional point that the governance of AI should be as democratic as
    possible. Given the effect that AI technology already has on societies,
    it is crucial that there are democratically legitimate channels for the
    people affected by AI to have a say about how it is being developed and
    deployed. Specifically, we have argued that, although some non-state
    actors — most probably those with moral or epistemic authority — may
    become democratic agents in the future, and as such contribute to the
    democratization of global AI governance, most of them — in particular
    those with market authority — are more likely to increase their demo-
    cratic credentials as agents of democracy, improving the empirical
    prerequisites for future democratization.

    Eva Erman   1,2 & Markus Furendal   1,2

    1Department of Political Science, Stockholm University,
    Stockholm, Sweden. 2These authors contributed equally:
    Eva Erman, Markus Furendal.

    e-mail: eva.erman@statsvet.su.se

    Published online: 8 March 2024

    References
    1. Erman, E. & Furendal, M. Moral Philos. Politics 9, 2 (2022).
    2. Zürn, M. In The Oxford Handbook of Governance (ed. Levi-Faur, D.)

    (Oxford Univ. Press, 2012).

    important policy areas. In this Comment, we make two claims. First,
    the democratic potential of non-state actors depends on whether they
    wield epistemic, market or moral authority in global AI politics. Sec-
    ond, although including non-state actors could improve the prospects
    for future democratization of AI, the prospects for them becoming
    democratic agents of the kind that contribute to the democratization
    of global AI governance appear bleak. These insights should inform
    the discussion around the democratic challenges facing the global
    governance of AI.

    Forms of authority and the democratic role of tech
    companies
    AI-developing companies have come to exercise considerable influ-
    ence over the emerging global governance of AI in two overlapping
    ways13. First, they possess epistemic authority, rooted in their position
    as trustworthy judges of what constitutes knowledge and acceptable
    evidence in the AI domain. In this role, they not only develop AI but
    also inform the production and dissemination of knowledge, which
    in turn could shape public opinion and policy decisions. OpenAI and
    DeepMind, for example, partly function as research institutes, probing
    the limits of the capabilities of AI technologies in research papers that
    inform regulatory efforts. Second, they wield market authority and
    exert influence over economic and political decisions. For example,
    Microsoft arguably has notable power over AI development and regu-
    lation since its recent acquisition of the coding platform GitHub and
    investments in the AI-developing company OpenAI, which in turn has
    lobbied lawmakers in the negotiations on the EU AI Act14. Given that the
    category of non-state actors includes companies such as these, simply
    granting access to non-state actors is not guaranteed to democratize
    the global governance of AI.

    It is clear that tech companies cannot be considered to be ‘demo-
    cratic agents’, by which we mean agents that decide on policies and laws
    ‘on behalf’ of others, as no one has in fact authorised them to do so. In
    global governance, this occurs either by direct authorization through
    a democratic procedure (such as when EU citizens elect the EU parlia-
    ment) or by indirect authorization through delegation by a directly
    authorised body (such as when member state governments appoint
    members in the EU’s European Commission). When tech companies
    are invited into regulatory processes, however, they do not repre-
    sent anyone but themselves. And even if they attempted to transmit
    citizens’ concerns into the decision process of international organiza-
    tions, that would not be enough to make them democratic agents, as
    their authority has not arisen from the rightful source. This political–
    theoretical analysis suggests that, although tech companies can be said
    to contribute to improved global governance in many ways, by fulfilling
    different kinds of rightful ends, they cannot reduce the democratic
    deficit in global AI governance.

    That said, indirect authorization has taken place in more estab-
    lished policy areas in global governance, in which non-state actors have
    become democratic agents through delegation of authority, having
    crucial roles in several phases of the policy cycle of international organi-
    zations. The International Committee of the Red Cross, for example, has
    mandate under the Geneva Convention to monitor the implementation
    of international humanitarian law. What is important to notice in these
    cases, however, is that authority is typically delegated not to companies
    but instead to NGOs and other civil society actors, who exert a kind of
    moral authority derived from the fact that their mission is to promote
    what are generally seen as morally desirable goals. Arguably, with more
    international legislation in the AI domain, and deepened collaboration

    [http://www.nature.com/natmachintell](http://www.nature.com/natmachintell)

    [http://orcid.org/0000-0001-7096-9157](http://orcid.org/0000-0001-7096-9157)

    [http://orcid.org/0000-0002-2378-750X](http://orcid.org/0000-0002-2378-750X)

    [mailto:eva.erman@statsvet.su.se](mailto:eva.erman@statsvet.su.se)

    nature machine intelligence Volume 6 | March 2024 | 246–248 | 248

    Comment

    3. Tallberg, J., Erman, E., Furendal, M., Geith, J., Klamberg, M. & Lundgren, M. Int. Stud. Rev.
    25, 3 (2023).

    4. Seger, E., Ovadya, A., Siddarth, D., Garfinkel, B., Dafoe, A. In Proc. 2023 AAAI/ACM
    Conference on AI, Ethics, and Society https://doi.org/10.1145/3600211.3604693 (2023).

    5. Erman, E. & Furendal, M. Polit. Stud. https://doi.org/10.1177/00323217221126665 (2022).
    6. Future of Life Institute. https://go.nature.com/44Apd9V (accessed 13 June 2023).
    7. Altman, S., Brockman, G. & Sutskever, I. https://go.nature.com/3I867xV (accessed 22 May

    2023).
    8. Valentini, L. Perspect. Politics 12, 4 (2014).
    9. Nanz, P., Kilssing, C. & Steffek, J. (eds.). Civil Society Participation in European and Global

    Governance (Palgrave Macmillan, 2008).
    10. Dryzek, J. & Tanasoca, A. Democratizing Global Justice: Deliberating Global Goals

    (Cambridge Univ. Press, 2021).

    11. Kang, C. The New York Times https://go.nature.com/3uLG3W5 (7 June 2023).
    12. Free Press. https://go.nature.com/42XjCtJ (8 May 2023).
    13. Hall, R.B. Harv. Int. Rev. 27, 2 (2005).
    14. Perrigo, B. Time https://go.nature.com/3Tax0qY (20 June 2023).
    15. Bietti, E. In FAT* ’20: Proc. 2020 Conference on Fairness, Accountability, and Transparency

    210–219 https://doi.org/10.1145/3351095.3372860 (2020).

    Competing interests
    The authors declare no competing interests.

    Additional information
    Peer review information : Nature Machine Intelligence thanks the anonymous reviewer(s) for
    their contribution to the peer review of this work.

    [http://www.nature.com/natmachintell](http://www.nature.com/natmachintell)

    [https://doi.org/10.1145/3600211.3604693](https://doi.org/10.1145/3600211.3604693)

    [https://doi.org/10.1177/00323217221126665](https://doi.org/10.1177/00323217221126665)

    [https://go.nature.com/44Apd9V](https://go.nature.com/44Apd9V)

    [https://go.nature.com/3I867xV](https://go.nature.com/3I867xV)

    [https://go.nature.com/3uLG3W5](https://go.nature.com/3uLG3W5)

    [https://go.nature.com/42XjCtJ](https://go.nature.com/42XjCtJ)

    [https://go.nature.com/3Tax0qY](https://go.nature.com/3Tax0qY)

    [https://doi.org/10.1145/3351095.3372860](https://doi.org/10.1145/3351095.3372860)

    Reproduced with permission of copyright owner. Further reproduction
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    – The democratization of global AI governance and the role of tech companies

    – Forms of authority and the democratic role of tech companies

    – Conclusion

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    **## The_democratization_of_global_AI.pdf**

    nature machine intelligence Volume 6 | March 2024 | 246–248 | 246

    https://doi.org/10.1038/s42256-024-00811-z

    Comment

    The democratization of global AI governance
    and the role of tech companies

    Eva Erman & Markus Furendal

    Can non-state multinational tech companies
    counteract the potential democratic deficit
    in the emerging global governance of AI? We
    argue that although they may strengthen core
    values of democracy such as accountability
    and transparency, they currently lack the right
    kind of authority to democratize global AI
    governance.

    After a period of intense fascination with artificial intelligence (AI)
    applications, including large language models (LLMs) such as ChatGPT,
    the public discussion is quickly turning toward the issue of the social,
    political and ethical effects of these technologies. Several regulation
    and governance initiatives are under way at national and regional levels.
    However, because cutting-edge AI development often takes place in
    multinational companies or international research labs, and AI tech-
    nology creates cross-border externalities, an additional level of trans-
    boundary regulation and cooperation is needed to solve problems or
    provide goods associated with AI technologies. The ‘global governance
    of AI’ can be said to refer to the rules, processes and decision procedures
    established by governments, international and intergovernmental
    organizations, non-state and private actors to regulate the develop-
    ment and deployment of those systems1,2. It includes soft regulations
    such as internal ethics guidelines in multinational AI-developing
    companies like Microsoft, and the ‘Bletchley declaration’ signed by
    28 countries and the European Union (EU) in 2023. It can also take the
    form of hard regulations, such as the AI Act currently under negotiation
    in the EU. Unlike the national level, regulatory efforts at the global level
    typically lack a clearly defined central institution or hierarchy. This
    means that global AI governance initiatives are partly overlapping and
    not always aligned, and are best described by the concept of ‘regime
    complex’ from international relations theory3.

    Despite the rapid pace at which this regime complex is develop-
    ing, little attention has been paid to how democratic the processes
    by which it takes shape are. It has become a trope for AI-developing
    companies to speak of a need to ‘democratize’ AI, but this often means
    simply that AI technology should be made more accessible4. Moreover,
    when the democratization of AI governance is discussed, a common
    approach is to evaluate proposals by whether they can successfully
    prevent ‘bad’ outcomes such as AI bias or existential risks, or make
    ‘good’ outcomes such as increased economic productivity more likely5.
    Similarly, the public discussion about AI regulation tends to focus on
    the pros, cons and viability of concrete proposals, such as whether AI
    development should be put on hold, to enable research into the effects
    of AI to catch up6, or whether we should create a new global institution
    akin to the International Atomic Energy Agency7. The problem with

    such an outcome-focused understanding, however, is that it reduces
    AI governance to a challenge of executing an agenda that is already set,
    thereby overlooking who has influence over the agenda and in what
    ways. It thus directs our attention towards the effects of governance
    mechanisms rather than the societal goals pursued and the means by
    which to achieve them. However, this fails to take the normative ideal
    of democracy seriously. In broad strokes, political theorists have sug-
    gested that governance arrangements are democratic to the extent
    that those affected by the decisions have a direct or indirect say in the
    decision-making on equal terms8. For AI governance to be democratic,
    this entails that those who are affected by AI technology should identify
    and decide upon the goals of AI governance collectively.

    This ideal seems unattainable at the global level. Global institu-
    tions are typically said to suffer from a democratic deficit, as it is dif-
    ficult for citizens to stay informed and exercise influence over political
    processes far removed from their daily lives. In response to this chal-
    lenge, earlier debates have often gravitated toward the democratic
    potential of non-state actors such as non-governmental organizations
    (NGOs), advocacy groups and social movements. The hope is that such
    civil society actors could represent the interests of citizens and make
    sure they appear in the decision processes of international organiza-
    tions and institutions, and that they could function as watchdogs, hold-
    ing those who wield power accountable. It is suggested that, ideally,
    civil society actors can thereby help democratize global governance,
    by promoting more inclusion, representation and transparency9,10.
    This makes it appropriate to ask whether non-state actors may help
    to democratize the global governance of AI.

    We suggest that one should not be too optimistic. This is primarily
    because in global AI governance, one kind of non-state actors is far more
    prominent than the civil society actors usually entrusted to help offset
    democratic deficits: AI-developing tech companies. The machine learn-
    ing approach to AI is, by now, so resource-intensive that breakthroughs
    are restricted to multinational corporations, such as Microsoft and its
    affiliate OpenAI, or start-ups funded by wealthy individuals, such as
    Anthropic. At the same time, a narrative is being cultivated about AI
    technology as inherently complex and difficult to understand, and of
    politics as so cumbersome that ill-informed elected officials are likely
    to cause more harm than good if they try to regulate AI on their own.
    The CEO of OpenAI, for instance, has not only provided policy advice
    at a US Senate subcommittee hearing, but also privately met with US
    lawmakers as well as the leaders of several European countries11.

    Listening to technological experts might be necessary in the process
    of finding suitable regulation for a rapidly moving policy area. At best,
    involving non-state actors could help to produce outcomes that are
    preferable, albeit not more democratic, than the alternative. At worst,
    it enables regulatory capture by companies that can hardly be said
    to represent the voices of ordinary people, let alone of marginalized
    groups12. It is thus crucial to ask what role tech companies may have
    in the democratization of global AI governance, one of our age’s most

    Check for updates

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    nature machine intelligence Volume 6 | March 2024 | 246–248 | 247

    Comment

    between (democratic) states in international organizations, non-state
    actors with moral (and possibly those with epistemic) authority may
    become democratic agents in a similar way in the future.

    Although the prospects for tech companies with market author-
    ity becoming democratic agents remain bleak, we argue that they may
    still become ‘agents of democracy’— that is, agents that strengthen the
    core values of democracy in their decision-making, such as the values
    of accountability, transparency, inclusion and deliberation. Non-state
    actors with moral authority, such as AlgorithmWatch, may be said to
    already be agents of democracy by providing input on ethical and human
    rights related considerations, and efforts to ensure that algorithmic
    decision-making is used in ways that are consistent with democratic
    values and principles. By contrast, market authorities operate within
    the structure and logic of the market, and may thus appear less likely to
    improve their democratic credentials in ways that scholars have hoped
    for. However, one should not disregard the fact that multinational com-
    panies often publicly support democratic values such as transparency,
    accountability and respect for human rights, in their own AI development
    and in their interactions with lawmakers. The most charitable interpreta-
    tion of the role of tech companies in the global governance of AI hence
    says that they could, in principle, act as agents of democracy1,5, as long
    as their commitments to democratic values are not simply an attempt
    to gain support and trust from consumers through ‘ethics washing’15.
    Importantly, however, although they may strengthen the empirical pre-
    requisites for future democratization of global AI governance by acting
    as agents of democracy, this does not take them closer to becoming
    democratic agents themselves and as such contribute to democratization.

    Conclusion
    AI is often perceived to be both a great threat and a promise to democ-
    racy. Pessimists worry about the way LLMs and other forms of AI can
    undermine communication and trust. Optimists point to how AI ena-
    bles technological innovations in voting procedures, or enables more
    voices to be heard in the democratic process, although rarely exploring
    this in light of existing democratic theories. In this Comment, we have
    suggested that the public debate should also recognise the distinct and
    additional point that the governance of AI should be as democratic as
    possible. Given the effect that AI technology already has on societies,
    it is crucial that there are democratically legitimate channels for the
    people affected by AI to have a say about how it is being developed and
    deployed. Specifically, we have argued that, although some non-state
    actors — most probably those with moral or epistemic authority — may
    become democratic agents in the future, and as such contribute to the
    democratization of global AI governance, most of them — in particular
    those with market authority — are more likely to increase their demo-
    cratic credentials as agents of democracy, improving the empirical
    prerequisites for future democratization.

    Eva Erman   1,2 & Markus Furendal   1,2

    1Department of Political Science, Stockholm University,
    Stockholm, Sweden. 2These authors contributed equally:
    Eva Erman, Markus Furendal.

    e-mail: eva.erman@statsvet.su.se

    Published online: 8 March 2024

    References
    1. Erman, E. & Furendal, M. Moral Philos. Politics 9, 2 (2022).
    2. Zürn, M. In The Oxford Handbook of Governance (ed. Levi-Faur, D.)

    (Oxford Univ. Press, 2012).

    important policy areas. In this Comment, we make two claims. First,
    the democratic potential of non-state actors depends on whether they
    wield epistemic, market or moral authority in global AI politics. Sec-
    ond, although including non-state actors could improve the prospects
    for future democratization of AI, the prospects for them becoming
    democratic agents of the kind that contribute to the democratization
    of global AI governance appear bleak. These insights should inform
    the discussion around the democratic challenges facing the global
    governance of AI.

    Forms of authority and the democratic role of tech
    companies
    AI-developing companies have come to exercise considerable influ-
    ence over the emerging global governance of AI in two overlapping
    ways13. First, they possess epistemic authority, rooted in their position
    as trustworthy judges of what constitutes knowledge and acceptable
    evidence in the AI domain. In this role, they not only develop AI but
    also inform the production and dissemination of knowledge, which
    in turn could shape public opinion and policy decisions. OpenAI and
    DeepMind, for example, partly function as research institutes, probing
    the limits of the capabilities of AI technologies in research papers that
    inform regulatory efforts. Second, they wield market authority and
    exert influence over economic and political decisions. For example,
    Microsoft arguably has notable power over AI development and regu-
    lation since its recent acquisition of the coding platform GitHub and
    investments in the AI-developing company OpenAI, which in turn has
    lobbied lawmakers in the negotiations on the EU AI Act14. Given that the
    category of non-state actors includes companies such as these, simply
    granting access to non-state actors is not guaranteed to democratize
    the global governance of AI.

    It is clear that tech companies cannot be considered to be ‘demo-
    cratic agents’, by which we mean agents that decide on policies and laws
    ‘on behalf’ of others, as no one has in fact authorised them to do so. In
    global governance, this occurs either by direct authorization through
    a democratic procedure (such as when EU citizens elect the EU parlia-
    ment) or by indirect authorization through delegation by a directly
    authorised body (such as when member state governments appoint
    members in the EU’s European Commission). When tech companies
    are invited into regulatory processes, however, they do not repre-
    sent anyone but themselves. And even if they attempted to transmit
    citizens’ concerns into the decision process of international organiza-
    tions, that would not be enough to make them democratic agents, as
    their authority has not arisen from the rightful source. This political–
    theoretical analysis suggests that, although tech companies can be said
    to contribute to improved global governance in many ways, by fulfilling
    different kinds of rightful ends, they cannot reduce the democratic
    deficit in global AI governance.

    That said, indirect authorization has taken place in more estab-
    lished policy areas in global governance, in which non-state actors have
    become democratic agents through delegation of authority, having
    crucial roles in several phases of the policy cycle of international organi-
    zations. The International Committee of the Red Cross, for example, has
    mandate under the Geneva Convention to monitor the implementation
    of international humanitarian law. What is important to notice in these
    cases, however, is that authority is typically delegated not to companies
    but instead to NGOs and other civil society actors, who exert a kind of
    moral authority derived from the fact that their mission is to promote
    what are generally seen as morally desirable goals. Arguably, with more
    international legislation in the AI domain, and deepened collaboration

    [http://www.nature.com/natmachintell](http://www.nature.com/natmachintell)

    [http://orcid.org/0000-0001-7096-9157](http://orcid.org/0000-0001-7096-9157)

    [http://orcid.org/0000-0002-2378-750X](http://orcid.org/0000-0002-2378-750X)

    [mailto:eva.erman@statsvet.su.se](mailto:eva.erman@statsvet.su.se)

    nature machine intelligence Volume 6 | March 2024 | 246–248 | 248

    Comment

    3. Tallberg, J., Erman, E., Furendal, M., Geith, J., Klamberg, M. & Lundgren, M. Int. Stud. Rev.
    25, 3 (2023).

    4. Seger, E., Ovadya, A., Siddarth, D., Garfinkel, B., Dafoe, A. In Proc. 2023 AAAI/ACM
    Conference on AI, Ethics, and Society https://doi.org/10.1145/3600211.3604693 (2023).

    5. Erman, E. & Furendal, M. Polit. Stud. https://doi.org/10.1177/00323217221126665 (2022).
    6. Future of Life Institute. https://go.nature.com/44Apd9V (accessed 13 June 2023).
    7. Altman, S., Brockman, G. & Sutskever, I. https://go.nature.com/3I867xV (accessed 22 May

    2023).
    8. Valentini, L. Perspect. Politics 12, 4 (2014).
    9. Nanz, P., Kilssing, C. & Steffek, J. (eds.). Civil Society Participation in European and Global

    Governance (Palgrave Macmillan, 2008).
    10. Dryzek, J. & Tanasoca, A. Democratizing Global Justice: Deliberating Global Goals

    (Cambridge Univ. Press, 2021).

    11. Kang, C. The New York Times https://go.nature.com/3uLG3W5 (7 June 2023).
    12. Free Press. https://go.nature.com/42XjCtJ (8 May 2023).
    13. Hall, R.B. Harv. Int. Rev. 27, 2 (2005).
    14. Perrigo, B. Time https://go.nature.com/3Tax0qY (20 June 2023).
    15. Bietti, E. In FAT* ’20: Proc. 2020 Conference on Fairness, Accountability, and Transparency

    210–219 https://doi.org/10.1145/3351095.3372860 (2020).

    Competing interests
    The authors declare no competing interests.

    Additional information
    Peer review information : Nature Machine Intelligence thanks the anonymous reviewer(s) for
    their contribution to the peer review of this work.

    [http://www.nature.com/natmachintell](http://www.nature.com/natmachintell)

    [https://doi.org/10.1145/3600211.3604693](https://doi.org/10.1145/3600211.3604693)

    [https://doi.org/10.1177/00323217221126665](https://doi.org/10.1177/00323217221126665)

    [https://go.nature.com/44Apd9V](https://go.nature.com/44Apd9V)

    [https://go.nature.com/3I867xV](https://go.nature.com/3I867xV)

    [https://go.nature.com/3uLG3W5](https://go.nature.com/3uLG3W5)

    [https://go.nature.com/42XjCtJ](https://go.nature.com/42XjCtJ)

    [https://go.nature.com/3Tax0qY](https://go.nature.com/3Tax0qY)

    [https://doi.org/10.1145/3351095.3372860](https://doi.org/10.1145/3351095.3372860)

    Reproduced with permission of copyright owner. Further reproduction
    prohibited without permission.

    – The democratization of global AI governance and the role of tech companies

    – Forms of authority and the democratic role of tech companies

    – Conclusion

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    – ## BUS-470-RS-T1-Brainstorming_with_an_Affinity_Diagram1.docx

    – ## Topic1to3.docx

    – BUS-470-RS-T2-StakeholderAnalysis1.xlsx

    **## BUS-470-RS-T2-Benchmark-DataCollectionTemplate.xlsx**

    ## Template

    | | | | | |
    | — | — | — | — | — |
    | Source of Date | Date Data Collected | Description of Data | Type of Data | Anticipated Hypothesis Test |

    **## BUS-470-RS-T1-Brainstorming_with_an_Affinity_Diagram1.docx**

    ![A close up of black letters Description automatically generated](https://www.sweetstudy.com/questions/discussion-20921327)

    **BUS-470 Brainstorming With an Affinity Diagram**

    An affinity diagram is a visual tool that organizes ideas by theme; they are often used in brainstorming sessions to determine both root causes and potential solutions for a problem. Use this tool to brainstorm a viable business problem and its root causes and determine the best one that fits within the scope of influence you and counterparts might have on that particular problem. This tool is most effective for face-to-face meetings; however, with the advancement of technology and shared desktop spaces, this method could be adapted for virtual teams. Participants in the process should include individuals from all stakeholder groups associated with the problem.

    1. Identify a high-level problem in your business or industry. Consider areas where the organization or department is not meeting metrics (e.g., low customer satisfaction, attrition problems, defects, etc.). Normally, the facilitator has identified the problem or issue prior to the meeting and introduces the problem or issue to the participants. The process of introducing the problem and explaining how it is defined in the context of the project increases participant understanding and allows for producing ideas that are aligned with the problem.

    **Example Problem/Issue:** Voluntary attrition in the call center is 60%.

    2. Proceed by brainstorming causes for the problem. Participants should use a separate sticky note to identify each item they believe is a cause of the problem (see example below). "Why" questions are often very beneficial when thinking about the problem.

    **Example "Why" Question:** Why are call center employees voluntarily leaving the company at such a high rate?

    Lack of performance standards

    Lack of employee training

    Low compensation

    No leader training

    Systems hard to use

    Lack of performance feedback

    Lack of career path

    Systems are frequently down

    Lack of procedural support tools

    Lack of training

    3. Next, sort the ideas into themes based upon commonalities (see example below).

    Systems

    Leadership

    Progression

    Compensation and Benefits

    Employee Training and Tools

    Low compensation

    Lack of employee training

    System hard to use

    No leader training

    Lack of career path

    Benefits too costly

    Lack of procedural support

    System frequently down

    Lack of performance feedback

    Lack of performance standards

    4. Work with your counterparts to establish connections. Discuss the categories and examine how they could potentially link together.

    **Example Connection:** In this case, the "Leadership" theme had the most items. This item could potentially be aligned with the "Progression" theme since employees do not believe they are receiving feedback or have a clear career path.

    5. Use the connections to establish the root cause of the problem. Look at the established themes and continue asking "why" questions until the real root cause of the issue is identified (see example below). At this stage of the process, many people prefer to use different colored sticky notes for the root causes that align to the ideas that have been brainstormed.

    **Example: Five Whys Root Cause Analysis:**

    **Defined Problem:** Voluntary attrition in the call center is 60%.

    **Why** are call center employees voluntarily leaving the company at such a high rate?

    · Employees feel there is a lack of leadership.

    **Why is that?**

    · Employees do not know the performance standards.

    **Why is that?**

    · Employees do not receive feedback about their performance.

    **Why is that?**

    · Managers have not been trained in providing performance feedback.

    **Why is that?**

    · There is no manager training program.

    **Why is that?**

    · Most managers are promoted from the call center floor to fill immediate vacancies, so there is no time for training.

    6. Finally, validate the root cause(s) of the problem. Validation of root cause(s) requires collecting data and reviewing reporting or survey results. The validation phase separates the "noise" from the real root cause(s) of the problem. Noise is considered any item of low impact and low volume; however, it may be a recent event that individuals considered when brainstorming, like system downtime.

    © 2025. Grand Canyon University. All Rights Reserved.

    3

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    **## Topic1to3.docx**

    Topic 1, Assignment 1

    The purpose of this assignment is to identify an organizational problem to solve within your current workplace or industry by using an affinity diagram to brainstorm the root causes of the organizational problem and potential solutions for addressing it.

    For this assignment, the first step is to identify an organizational problem to solve.

    This is an opportunity for you to apply your learning while addressing a real-world problem. After you have identified a possible organizational problem, utilize the Topic 1 Resources to help you narrow and specify the root cause for the problem.

    Completing an affinity diagram will not only help you identify the root causes for the problem but also to determine the scope of influence you can have in reaching a potential solution. Keep in mind that this exercise is meant to identify a viable solution within the scope of influence in which you are directly involved, ultimately allowing you to be an agent of change.

    For this assignment, address the following:

    · Complete the affinity diagram action steps outlined in the attached "Brainstorming With an Affinity Diagram" resource, including the "Five Whys Root Cause Analysis" section. This can be done using online mind mapping resources like those found in the study materials, by using post-it notes, or through the use of Excel or Microsoft Word documents and tables.

    · When constructing the affinity diagram, be sure to complete all six steps described in the resource.

    Note that you will reference these root causes again within your "Final Business Proposal" in Topic 8. In addition, evidence of revision from instructor feedback will be assessed in the "Final Business Proposal" in Topic 8.

    Submit both the completed affinity diagram and the "Five Whys Root Cause Analysis" to your instructor.

    Prepare this assignment using effective business style writing. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are not required to submit this assignment to LopesWrite.

    Topic 1 Assignment 2

    The purpose of this assignment is to construct a problem statement based on the organizational problem you have identified previously in your current workplace or industry.

    Now that you have identified a potential problem, brainstormed the root causes, and determined how you might be able to influence change, you will construct a problem statement that can be used as the basis for an action research project. The problem statement must clearly articulate the single goal of the action research project and consider the influence of the organizational change that will occur.

    Part of completing an action research project and enacting organizational change includes understanding how the problem is tied to the mission, vision, and values of all the involved stakeholders and how these will drive decision-making. The change that is enacted should be done to enable positive progress for your fellow coworkers and the organization at large. When developing your problem statement, you will also be asked to address the organizational problem and the potential solutions through a Christian worldview perspective.

    To complete this assignment, address the following:

    · Review the Topic 1 resources and use what you have learned in the study materials to construct a problem statement for your action research project.

    · Utilize the "Writing a Problem Statement" resource, located in Topic 1 Resources, to construct your problem statement.

    · For your submission, be sure to delete the template and sample worksheets provided. Submit only the completed "Writing a Problem Statement Worksheet" to your instructor.

    Note that your problem statement will become part of your final business proposal that will be submitted in Topic 8. Evidence of revision from instructor feedback will be assessed on the final business proposal.

    Prepare this assignment using effective business style writing. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are not required to submit this assignment to LopesWrite.

    Topic 2 Assignment 1

    The purpose of this assignment is to identify key stakeholders within your organization who are affected by, have influence over, and/or have an interest in solving the problem you are attempting to address with your action research project.

    Stakeholder analysis requires you to examine a number of variables in relation to each individual or group you have identified. Use the "Stakeholder Brainstorming" resource, located in the Topic 2 Resources, as a tool to assist you in completing the attached "Stakeholder Analysis" Excel spreadsheet.

    **Part 1: Stakeholder Template**
    In the analysis, list titles and groups of stakeholders. Do not list names of specific individuals. It is important to note the role each stakeholder has in the problem and in solving the problem. Determine whether or not the individual or group has a negative, indifferent, positive, or very positive predisposition about the problem.

    Within the "Stakeholder Analysis" Excel spreadsheet, there is a tab labeled "Current-State Matrix." Study the terminology related to influence and support, and think about how each block describes the feelings a stakeholder may have about the problem and proposed solution. For example, there may be a group or individual that has a high degree of support with regard to solving the problem. If you know such person or group also has a high level of influence in how the problem is solved, it is important to think about how you will approach this person or group in terms of seeking information and presenting potential solutions. Taking time to rank the level of influence and support for each stakeholder is critical as you proceed, as it may have a large role in determining whether or not specific problem solutions can be implemented.

    Take the time necessary to conduct research that will help you determine possible stakeholder reactions and issues related to potential solutions. Think about the motivation, drivers, and expectations of exchange for each stakeholder, the problem, and the proposed solutions. Finally, consider the role of the stakeholder, including when the stakeholder needs to be involved in the change effort, any stakeholder management activities, and stakeholder deliverables and timelines. If a stakeholder will ultimately end up having a designated role in implementing the solution, the ability to articulate the role, scope, and timeframe will be of utmost importance.

    **Part 2: Stakeholder Analysis Summary**
    In addition to the completed "Stakeholder Analysis" Excel spreadsheet, submit a 500-word summary of your findings, which may be accomplished through one- or two-sentence summary responses to the following points:

    1. Summarize stakeholder attitudes about the identified problem and support your summary with specific data from your collection tool.

    2. Summarize stakeholder attitudes or experiences related to previously implemented problem solutions and support your summary with specific data from your collection tool.

    3. Summarize stakeholder ideas for potential solutions and support your summary with specific data from your collection tool.

    4. Who are the stakeholders you will seek to act as sponsors to support you in the implementation of a problem solution? Provide specific reasons for why these stakeholders are key to implementing a solution.

    5. Who are the stakeholders that will likely be directly affected by solving the problem? Provide specific ways these stakeholders could be directly affected by solving the problem.

    6. Who are the stakeholders that could pose potential roadblocks to solving the problem? Provide specific reasons for selecting these particular stakeholders and what the roadblocks they pose could be.

    Be sure to include a minimum of ten different stakeholders in your "Stakeholder Analysis" Excel spreadsheet. This summary will be used as part of the Business Proposal Presentation in Topic 7, and within the "Final Business Proposal" in Topic 8. Evidence of revision from instructor feedback will be assessed on the final business proposal.

    Prepare this assignment using effective business style writing. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

    Topic 3 Assignment 1

    The purpose of this assignment is to conduct internal and external research to determine viable solutions that could be implemented to solve an identified problem.

    Please note that as part of the research process, taking the initiative to speak with management in your selected organization from Topic 1 and then requesting and reviewing business metrics and operations reports will allow you to find the data you need for the project while also showing your employer that you can be proactive and use critical thinking to solve problems within the organization.

    **Part 1: Create Excel Spreadsheet**
    The first step in data collection is to conduct research. You are looking for specific, measurable data (statistics and numbers) related to how the problem identified in Topic 1 is affecting the organization. For this assignment, you will create an Excel spreadsheet that summarizes the data collection you complete related to your problem. Utilize the attached "Benchmark – Data Collection Template" as needed to organize your information.

    · The spreadsheet should indicate the date on which particular data were collected, the source of the data collected (i.e., internal or external), the type of data (qualitative or quantitative), and a one- or two-sentence summary of the data findings.

    · Name the Excel spreadsheet as follows: lastname.firstname.datacollection.xlsx.

    **Part 2: Conduct Internal Research**
    Next, conduct research to learn what has already been done to address this problem within the organization. Incorporate the following elements in your planning and collection steps for what will mostly provide you qualitative information.

    · Prior to meeting with individuals, develop a list of questions about previous solutions. Consider factors such as customer importance, efficiency, quality, employee satisfaction, and cost effectiveness. Ask questions and interview individuals who assisted with the implementation of previous solutions used in an attempt to address the problem.

    · Make sure you ask questions that allow you to gather measurable data and include information about how successful previous solution options were in addressing the problem.

    ·
    **_Optional_**: You may choose to create a graphic or chart that represents your data findings to visually communicate your potential solution in your summary.

    Note that you will summarize the research data collected in fourth part of this assignment.

    **Part 3: Conduct External Research**
    The last step in determining potential solutions is to conduct external research. Your goal in conducting this research is to find practical examples and measurable data related to how other companies, and related industries, have resolved the same problem or one very similar to it. Look for both qualitative and quantitative data and information.

    · Using publicly available and reliable industry resources, research ways other companies have addressed this issue or one very similar to it.

    · Look for specific information related to the customer response, efficiency, quality, employee satisfaction, and cost effectiveness of solutions others have implemented.

    ·
    **_Optional_**: You may choose to create a graphic or chart that represents your data findings to visually communicate your potential solution in your summary.

    Note that you will summarize the research data collected in fourth part of this assignment.

    **Part 4: Identify Potential Solutions**

    Next, analyze the information and data you collected from Part 2 and 3 of this assignment. Based on the internal and external research you conducted, in 250–500 words, describe at least five potential solutions you can consider for addressing the problem you have identified.

    Submit the data collection Excel spreadsheet and a 500-word summary, covering Parts 2 and 3. Note that you will include your essay findings in the Topic 7 assignment: "Business Proposal Presentation."

    Prepare this assignment using effective business writing style. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are not required to submit this assignment to LopesWrite.

    **_Benchmark Information_**

    _This benchmark assignment assesses the following programmatic competencies:_
    _BS Applied Management_ _2.1 Analyze qualitative and quantitative methods of research._ _2.2 Develop data collection plans for action research in organizations._

    **BUS-470-RS-T2-StakeholderAnalysis1.xlsx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/bus-470-rs-t2-stakeholderanalysis1-xlsx)

    **BUS-470-RS-T2-StakeholderAnalysis1.xlsx**

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    **## BUS-470-RS-T2-Benchmark-DataCollectionTemplate.xlsx**

    ## Template

    | | | | | |
    | — | — | — | — | — |
    | Source of Date | Date Data Collected | Description of Data | Type of Data | Anticipated Hypothesis Test |

    **## BUS-470-RS-T1-Brainstorming_with_an_Affinity_Diagram1.docx**

    ![A close up of black letters Description automatically generated](https://www.sweetstudy.com/questions/discussion-20921327)

    **BUS-470 Brainstorming With an Affinity Diagram**

    An affinity diagram is a visual tool that organizes ideas by theme; they are often used in brainstorming sessions to determine both root causes and potential solutions for a problem. Use this tool to brainstorm a viable business problem and its root causes and determine the best one that fits within the scope of influence you and counterparts might have on that particular problem. This tool is most effective for face-to-face meetings; however, with the advancement of technology and shared desktop spaces, this method could be adapted for virtual teams. Participants in the process should include individuals from all stakeholder groups associated with the problem.

    1. Identify a high-level problem in your business or industry. Consider areas where the organization or department is not meeting metrics (e.g., low customer satisfaction, attrition problems, defects, etc.). Normally, the facilitator has identified the problem or issue prior to the meeting and introduces the problem or issue to the participants. The process of introducing the problem and explaining how it is defined in the context of the project increases participant understanding and allows for producing ideas that are aligned with the problem.

    **Example Problem/Issue:** Voluntary attrition in the call center is 60%.

    2. Proceed by brainstorming causes for the problem. Participants should use a separate sticky note to identify each item they believe is a cause of the problem (see example below). "Why" questions are often very beneficial when thinking about the problem.

    **Example "Why" Question:** Why are call center employees voluntarily leaving the company at such a high rate?

    Lack of performance standards

    Lack of employee training

    Low compensation

    No leader training

    Systems hard to use

    Lack of performance feedback

    Lack of career path

    Systems are frequently down

    Lack of procedural support tools

    Lack of training

    3. Next, sort the ideas into themes based upon commonalities (see example below).

    Systems

    Leadership

    Progression

    Compensation and Benefits

    Employee Training and Tools

    Low compensation

    Lack of employee training

    System hard to use

    No leader training

    Lack of career path

    Benefits too costly

    Lack of procedural support

    System frequently down

    Lack of performance feedback

    Lack of performance standards

    4. Work with your counterparts to establish connections. Discuss the categories and examine how they could potentially link together.

    **Example Connection:** In this case, the "Leadership" theme had the most items. This item could potentially be aligned with the "Progression" theme since employees do not believe they are receiving feedback or have a clear career path.

    5. Use the connections to establish the root cause of the problem. Look at the established themes and continue asking "why" questions until the real root cause of the issue is identified (see example below). At this stage of the process, many people prefer to use different colored sticky notes for the root causes that align to the ideas that have been brainstormed.

    **Example: Five Whys Root Cause Analysis:**

    **Defined Problem:** Voluntary attrition in the call center is 60%.

    **Why** are call center employees voluntarily leaving the company at such a high rate?

    · Employees feel there is a lack of leadership.

    **Why is that?**

    · Employees do not know the performance standards.

    **Why is that?**

    · Employees do not receive feedback about their performance.

    **Why is that?**

    · Managers have not been trained in providing performance feedback.

    **Why is that?**

    · There is no manager training program.

    **Why is that?**

    · Most managers are promoted from the call center floor to fill immediate vacancies, so there is no time for training.

    6. Finally, validate the root cause(s) of the problem. Validation of root cause(s) requires collecting data and reviewing reporting or survey results. The validation phase separates the "noise" from the real root cause(s) of the problem. Noise is considered any item of low impact and low volume; however, it may be a recent event that individuals considered when brainstorming, like system downtime.

    © 2025. Grand Canyon University. All Rights Reserved.

    3

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    **## Topic1to3.docx**

    Topic 1, Assignment 1

    The purpose of this assignment is to identify an organizational problem to solve within your current workplace or industry by using an affinity diagram to brainstorm the root causes of the organizational problem and potential solutions for addressing it.

    For this assignment, the first step is to identify an organizational problem to solve.

    This is an opportunity for you to apply your learning while addressing a real-world problem. After you have identified a possible organizational problem, utilize the Topic 1 Resources to help you narrow and specify the root cause for the problem.

    Completing an affinity diagram will not only help you identify the root causes for the problem but also to determine the scope of influence you can have in reaching a potential solution. Keep in mind that this exercise is meant to identify a viable solution within the scope of influence in which you are directly involved, ultimately allowing you to be an agent of change.

    For this assignment, address the following:

    · Complete the affinity diagram action steps outlined in the attached "Brainstorming With an Affinity Diagram" resource, including the "Five Whys Root Cause Analysis" section. This can be done using online mind mapping resources like those found in the study materials, by using post-it notes, or through the use of Excel or Microsoft Word documents and tables.

    · When constructing the affinity diagram, be sure to complete all six steps described in the resource.

    Note that you will reference these root causes again within your "Final Business Proposal" in Topic 8. In addition, evidence of revision from instructor feedback will be assessed in the "Final Business Proposal" in Topic 8.

    Submit both the completed affinity diagram and the "Five Whys Root Cause Analysis" to your instructor.

    Prepare this assignment using effective business style writing. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are not required to submit this assignment to LopesWrite.

    Topic 1 Assignment 2

    The purpose of this assignment is to construct a problem statement based on the organizational problem you have identified previously in your current workplace or industry.

    Now that you have identified a potential problem, brainstormed the root causes, and determined how you might be able to influence change, you will construct a problem statement that can be used as the basis for an action research project. The problem statement must clearly articulate the single goal of the action research project and consider the influence of the organizational change that will occur.

    Part of completing an action research project and enacting organizational change includes understanding how the problem is tied to the mission, vision, and values of all the involved stakeholders and how these will drive decision-making. The change that is enacted should be done to enable positive progress for your fellow coworkers and the organization at large. When developing your problem statement, you will also be asked to address the organizational problem and the potential solutions through a Christian worldview perspective.

    To complete this assignment, address the following:

    · Review the Topic 1 resources and use what you have learned in the study materials to construct a problem statement for your action research project.

    · Utilize the "Writing a Problem Statement" resource, located in Topic 1 Resources, to construct your problem statement.

    · For your submission, be sure to delete the template and sample worksheets provided. Submit only the completed "Writing a Problem Statement Worksheet" to your instructor.

    Note that your problem statement will become part of your final business proposal that will be submitted in Topic 8. Evidence of revision from instructor feedback will be assessed on the final business proposal.

    Prepare this assignment using effective business style writing. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are not required to submit this assignment to LopesWrite.

    Topic 2 Assignment 1

    The purpose of this assignment is to identify key stakeholders within your organization who are affected by, have influence over, and/or have an interest in solving the problem you are attempting to address with your action research project.

    Stakeholder analysis requires you to examine a number of variables in relation to each individual or group you have identified. Use the "Stakeholder Brainstorming" resource, located in the Topic 2 Resources, as a tool to assist you in completing the attached "Stakeholder Analysis" Excel spreadsheet.

    **Part 1: Stakeholder Template**
    In the analysis, list titles and groups of stakeholders. Do not list names of specific individuals. It is important to note the role each stakeholder has in the problem and in solving the problem. Determine whether or not the individual or group has a negative, indifferent, positive, or very positive predisposition about the problem.

    Within the "Stakeholder Analysis" Excel spreadsheet, there is a tab labeled "Current-State Matrix." Study the terminology related to influence and support, and think about how each block describes the feelings a stakeholder may have about the problem and proposed solution. For example, there may be a group or individual that has a high degree of support with regard to solving the problem. If you know such person or group also has a high level of influence in how the problem is solved, it is important to think about how you will approach this person or group in terms of seeking information and presenting potential solutions. Taking time to rank the level of influence and support for each stakeholder is critical as you proceed, as it may have a large role in determining whether or not specific problem solutions can be implemented.

    Take the time necessary to conduct research that will help you determine possible stakeholder reactions and issues related to potential solutions. Think about the motivation, drivers, and expectations of exchange for each stakeholder, the problem, and the proposed solutions. Finally, consider the role of the stakeholder, including when the stakeholder needs to be involved in the change effort, any stakeholder management activities, and stakeholder deliverables and timelines. If a stakeholder will ultimately end up having a designated role in implementing the solution, the ability to articulate the role, scope, and timeframe will be of utmost importance.

    **Part 2: Stakeholder Analysis Summary**
    In addition to the completed "Stakeholder Analysis" Excel spreadsheet, submit a 500-word summary of your findings, which may be accomplished through one- or two-sentence summary responses to the following points:

    1. Summarize stakeholder attitudes about the identified problem and support your summary with specific data from your collection tool.

    2. Summarize stakeholder attitudes or experiences related to previously implemented problem solutions and support your summary with specific data from your collection tool.

    3. Summarize stakeholder ideas for potential solutions and support your summary with specific data from your collection tool.

    4. Who are the stakeholders you will seek to act as sponsors to support you in the implementation of a problem solution? Provide specific reasons for why these stakeholders are key to implementing a solution.

    5. Who are the stakeholders that will likely be directly affected by solving the problem? Provide specific ways these stakeholders could be directly affected by solving the problem.

    6. Who are the stakeholders that could pose potential roadblocks to solving the problem? Provide specific reasons for selecting these particular stakeholders and what the roadblocks they pose could be.

    Be sure to include a minimum of ten different stakeholders in your "Stakeholder Analysis" Excel spreadsheet. This summary will be used as part of the Business Proposal Presentation in Topic 7, and within the "Final Business Proposal" in Topic 8. Evidence of revision from instructor feedback will be assessed on the final business proposal.

    Prepare this assignment using effective business style writing. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

    Topic 3 Assignment 1

    The purpose of this assignment is to conduct internal and external research to determine viable solutions that could be implemented to solve an identified problem.

    Please note that as part of the research process, taking the initiative to speak with management in your selected organization from Topic 1 and then requesting and reviewing business metrics and operations reports will allow you to find the data you need for the project while also showing your employer that you can be proactive and use critical thinking to solve problems within the organization.

    **Part 1: Create Excel Spreadsheet**
    The first step in data collection is to conduct research. You are looking for specific, measurable data (statistics and numbers) related to how the problem identified in Topic 1 is affecting the organization. For this assignment, you will create an Excel spreadsheet that summarizes the data collection you complete related to your problem. Utilize the attached "Benchmark – Data Collection Template" as needed to organize your information.

    · The spreadsheet should indicate the date on which particular data were collected, the source of the data collected (i.e., internal or external), the type of data (qualitative or quantitative), and a one- or two-sentence summary of the data findings.

    · Name the Excel spreadsheet as follows: lastname.firstname.datacollection.xlsx.

    **Part 2: Conduct Internal Research**
    Next, conduct research to learn what has already been done to address this problem within the organization. Incorporate the following elements in your planning and collection steps for what will mostly provide you qualitative information.

    · Prior to meeting with individuals, develop a list of questions about previous solutions. Consider factors such as customer importance, efficiency, quality, employee satisfaction, and cost effectiveness. Ask questions and interview individuals who assisted with the implementation of previous solutions used in an attempt to address the problem.

    · Make sure you ask questions that allow you to gather measurable data and include information about how successful previous solution options were in addressing the problem.

    ·
    **_Optional_**: You may choose to create a graphic or chart that represents your data findings to visually communicate your potential solution in your summary.

    Note that you will summarize the research data collected in fourth part of this assignment.

    **Part 3: Conduct External Research**
    The last step in determining potential solutions is to conduct external research. Your goal in conducting this research is to find practical examples and measurable data related to how other companies, and related industries, have resolved the same problem or one very similar to it. Look for both qualitative and quantitative data and information.

    · Using publicly available and reliable industry resources, research ways other companies have addressed this issue or one very similar to it.

    · Look for specific information related to the customer response, efficiency, quality, employee satisfaction, and cost effectiveness of solutions others have implemented.

    ·
    **_Optional_**: You may choose to create a graphic or chart that represents your data findings to visually communicate your potential solution in your summary.

    Note that you will summarize the research data collected in fourth part of this assignment.

    **Part 4: Identify Potential Solutions**

    Next, analyze the information and data you collected from Part 2 and 3 of this assignment. Based on the internal and external research you conducted, in 250–500 words, describe at least five potential solutions you can consider for addressing the problem you have identified.

    Submit the data collection Excel spreadsheet and a 500-word summary, covering Parts 2 and 3. Note that you will include your essay findings in the Topic 7 assignment: "Business Proposal Presentation."

    Prepare this assignment using effective business writing style. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are not required to submit this assignment to LopesWrite.

    **_Benchmark Information_**

    _This benchmark assignment assesses the following programmatic competencies:_
    _BS Applied Management_ _2.1 Analyze qualitative and quantitative methods of research._ _2.2 Develop data collection plans for action research in organizations._

    **BUS-470-RS-T2-StakeholderAnalysis1.xlsx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/bus-470-rs-t2-stakeholderanalysis1-xlsx)

    **## BUS-470-RS-T2-Benchmark-DataCollectionTemplate.xlsx**

    ## Template

    | | | | | |
    | — | — | — | — | — |
    | Source of Date | Date Data Collected | Description of Data | Type of Data | Anticipated Hypothesis Test |

    **## BUS-470-RS-T1-Brainstorming_with_an_Affinity_Diagram1.docx**

    ![A close up of black letters Description automatically generated](https://www.sweetstudy.com/questions/discussion-20921327)

    **BUS-470 Brainstorming With an Affinity Diagram**

    An affinity diagram is a visual tool that organizes ideas by theme; they are often used in brainstorming sessions to determine both root causes and potential solutions for a problem. Use this tool to brainstorm a viable business problem and its root causes and determine the best one that fits within the scope of influence you and counterparts might have on that particular problem. This tool is most effective for face-to-face meetings; however, with the advancement of technology and shared desktop spaces, this method could be adapted for virtual teams. Participants in the process should include individuals from all stakeholder groups associated with the problem.

    1. Identify a high-level problem in your business or industry. Consider areas where the organization or department is not meeting metrics (e.g., low customer satisfaction, attrition problems, defects, etc.). Normally, the facilitator has identified the problem or issue prior to the meeting and introduces the problem or issue to the participants. The process of introducing the problem and explaining how it is defined in the context of the project increases participant understanding and allows for producing ideas that are aligned with the problem.

    **Example Problem/Issue:** Voluntary attrition in the call center is 60%.

    2. Proceed by brainstorming causes for the problem. Participants should use a separate sticky note to identify each item they believe is a cause of the problem (see example below). "Why" questions are often very beneficial when thinking about the problem.

    **Example "Why" Question:** Why are call center employees voluntarily leaving the company at such a high rate?

    Lack of performance standards

    Lack of employee training

    Low compensation

    No leader training

    Systems hard to use

    Lack of performance feedback

    Lack of career path

    Systems are frequently down

    Lack of procedural support tools

    Lack of training

    3. Next, sort the ideas into themes based upon commonalities (see example below).

    Systems

    Leadership

    Progression

    Compensation and Benefits

    Employee Training and Tools

    Low compensation

    Lack of employee training

    System hard to use

    No leader training

    Lack of career path

    Benefits too costly

    Lack of procedural support

    System frequently down

    Lack of performance feedback

    Lack of performance standards

    4. Work with your counterparts to establish connections. Discuss the categories and examine how they could potentially link together.

    **Example Connection:** In this case, the "Leadership" theme had the most items. This item could potentially be aligned with the "Progression" theme since employees do not believe they are receiving feedback or have a clear career path.

    5. Use the connections to establish the root cause of the problem. Look at the established themes and continue asking "why" questions until the real root cause of the issue is identified (see example below). At this stage of the process, many people prefer to use different colored sticky notes for the root causes that align to the ideas that have been brainstormed.

    **Example: Five Whys Root Cause Analysis:**

    **Defined Problem:** Voluntary attrition in the call center is 60%.

    **Why** are call center employees voluntarily leaving the company at such a high rate?

    · Employees feel there is a lack of leadership.

    **Why is that?**

    · Employees do not know the performance standards.

    **Why is that?**

    · Employees do not receive feedback about their performance.

    **Why is that?**

    · Managers have not been trained in providing performance feedback.

    **Why is that?**

    · There is no manager training program.

    **Why is that?**

    · Most managers are promoted from the call center floor to fill immediate vacancies, so there is no time for training.

    6. Finally, validate the root cause(s) of the problem. Validation of root cause(s) requires collecting data and reviewing reporting or survey results. The validation phase separates the "noise" from the real root cause(s) of the problem. Noise is considered any item of low impact and low volume; however, it may be a recent event that individuals considered when brainstorming, like system downtime.

    © 2025. Grand Canyon University. All Rights Reserved.

    3

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    **## Topic1to3.docx**

    Topic 1, Assignment 1

    The purpose of this assignment is to identify an organizational problem to solve within your current workplace or industry by using an affinity diagram to brainstorm the root causes of the organizational problem and potential solutions for addressing it.

    For this assignment, the first step is to identify an organizational problem to solve.

    This is an opportunity for you to apply your learning while addressing a real-world problem. After you have identified a possible organizational problem, utilize the Topic 1 Resources to help you narrow and specify the root cause for the problem.

    Completing an affinity diagram will not only help you identify the root causes for the problem but also to determine the scope of influence you can have in reaching a potential solution. Keep in mind that this exercise is meant to identify a viable solution within the scope of influence in which you are directly involved, ultimately allowing you to be an agent of change.

    For this assignment, address the following:

    · Complete the affinity diagram action steps outlined in the attached "Brainstorming With an Affinity Diagram" resource, including the "Five Whys Root Cause Analysis" section. This can be done using online mind mapping resources like those found in the study materials, by using post-it notes, or through the use of Excel or Microsoft Word documents and tables.

    · When constructing the affinity diagram, be sure to complete all six steps described in the resource.

    Note that you will reference these root causes again within your "Final Business Proposal" in Topic 8. In addition, evidence of revision from instructor feedback will be assessed in the "Final Business Proposal" in Topic 8.

    Submit both the completed affinity diagram and the "Five Whys Root Cause Analysis" to your instructor.

    Prepare this assignment using effective business style writing. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are not required to submit this assignment to LopesWrite.

    Topic 1 Assignment 2

    The purpose of this assignment is to construct a problem statement based on the organizational problem you have identified previously in your current workplace or industry.

    Now that you have identified a potential problem, brainstormed the root causes, and determined how you might be able to influence change, you will construct a problem statement that can be used as the basis for an action research project. The problem statement must clearly articulate the single goal of the action research project and consider the influence of the organizational change that will occur.

    Part of completing an action research project and enacting organizational change includes understanding how the problem is tied to the mission, vision, and values of all the involved stakeholders and how these will drive decision-making. The change that is enacted should be done to enable positive progress for your fellow coworkers and the organization at large. When developing your problem statement, you will also be asked to address the organizational problem and the potential solutions through a Christian worldview perspective.

    To complete this assignment, address the following:

    · Review the Topic 1 resources and use what you have learned in the study materials to construct a problem statement for your action research project.

    · Utilize the "Writing a Problem Statement" resource, located in Topic 1 Resources, to construct your problem statement.

    · For your submission, be sure to delete the template and sample worksheets provided. Submit only the completed "Writing a Problem Statement Worksheet" to your instructor.

    Note that your problem statement will become part of your final business proposal that will be submitted in Topic 8. Evidence of revision from instructor feedback will be assessed on the final business proposal.

    Prepare this assignment using effective business style writing. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are not required to submit this assignment to LopesWrite.

    Topic 2 Assignment 1

    The purpose of this assignment is to identify key stakeholders within your organization who are affected by, have influence over, and/or have an interest in solving the problem you are attempting to address with your action research project.

    Stakeholder analysis requires you to examine a number of variables in relation to each individual or group you have identified. Use the "Stakeholder Brainstorming" resource, located in the Topic 2 Resources, as a tool to assist you in completing the attached "Stakeholder Analysis" Excel spreadsheet.

    **Part 1: Stakeholder Template**
    In the analysis, list titles and groups of stakeholders. Do not list names of specific individuals. It is important to note the role each stakeholder has in the problem and in solving the problem. Determine whether or not the individual or group has a negative, indifferent, positive, or very positive predisposition about the problem.

    Within the "Stakeholder Analysis" Excel spreadsheet, there is a tab labeled "Current-State Matrix." Study the terminology related to influence and support, and think about how each block describes the feelings a stakeholder may have about the problem and proposed solution. For example, there may be a group or individual that has a high degree of support with regard to solving the problem. If you know such person or group also has a high level of influence in how the problem is solved, it is important to think about how you will approach this person or group in terms of seeking information and presenting potential solutions. Taking time to rank the level of influence and support for each stakeholder is critical as you proceed, as it may have a large role in determining whether or not specific problem solutions can be implemented.

    Take the time necessary to conduct research that will help you determine possible stakeholder reactions and issues related to potential solutions. Think about the motivation, drivers, and expectations of exchange for each stakeholder, the problem, and the proposed solutions. Finally, consider the role of the stakeholder, including when the stakeholder needs to be involved in the change effort, any stakeholder management activities, and stakeholder deliverables and timelines. If a stakeholder will ultimately end up having a designated role in implementing the solution, the ability to articulate the role, scope, and timeframe will be of utmost importance.

    **Part 2: Stakeholder Analysis Summary**
    In addition to the completed "Stakeholder Analysis" Excel spreadsheet, submit a 500-word summary of your findings, which may be accomplished through one- or two-sentence summary responses to the following points:

    1. Summarize stakeholder attitudes about the identified problem and support your summary with specific data from your collection tool.

    2. Summarize stakeholder attitudes or experiences related to previously implemented problem solutions and support your summary with specific data from your collection tool.

    3. Summarize stakeholder ideas for potential solutions and support your summary with specific data from your collection tool.

    4. Who are the stakeholders you will seek to act as sponsors to support you in the implementation of a problem solution? Provide specific reasons for why these stakeholders are key to implementing a solution.

    5. Who are the stakeholders that will likely be directly affected by solving the problem? Provide specific ways these stakeholders could be directly affected by solving the problem.

    6. Who are the stakeholders that could pose potential roadblocks to solving the problem? Provide specific reasons for selecting these particular stakeholders and what the roadblocks they pose could be.

    Be sure to include a minimum of ten different stakeholders in your "Stakeholder Analysis" Excel spreadsheet. This summary will be used as part of the Business Proposal Presentation in Topic 7, and within the "Final Business Proposal" in Topic 8. Evidence of revision from instructor feedback will be assessed on the final business proposal.

    Prepare this assignment using effective business style writing. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

    Topic 3 Assignment 1

    The purpose of this assignment is to conduct internal and external research to determine viable solutions that could be implemented to solve an identified problem.

    Please note that as part of the research process, taking the initiative to speak with management in your selected organization from Topic 1 and then requesting and reviewing business metrics and operations reports will allow you to find the data you need for the project while also showing your employer that you can be proactive and use critical thinking to solve problems within the organization.

    **Part 1: Create Excel Spreadsheet**
    The first step in data collection is to conduct research. You are looking for specific, measurable data (statistics and numbers) related to how the problem identified in Topic 1 is affecting the organization. For this assignment, you will create an Excel spreadsheet that summarizes the data collection you complete related to your problem. Utilize the attached "Benchmark – Data Collection Template" as needed to organize your information.

    · The spreadsheet should indicate the date on which particular data were collected, the source of the data collected (i.e., internal or external), the type of data (qualitative or quantitative), and a one- or two-sentence summary of the data findings.

    · Name the Excel spreadsheet as follows: lastname.firstname.datacollection.xlsx.

    **Part 2: Conduct Internal Research**
    Next, conduct research to learn what has already been done to address this problem within the organization. Incorporate the following elements in your planning and collection steps for what will mostly provide you qualitative information.

    · Prior to meeting with individuals, develop a list of questions about previous solutions. Consider factors such as customer importance, efficiency, quality, employee satisfaction, and cost effectiveness. Ask questions and interview individuals who assisted with the implementation of previous solutions used in an attempt to address the problem.

    · Make sure you ask questions that allow you to gather measurable data and include information about how successful previous solution options were in addressing the problem.

    ·
    **_Optional_**: You may choose to create a graphic or chart that represents your data findings to visually communicate your potential solution in your summary.

    Note that you will summarize the research data collected in fourth part of this assignment.

    **Part 3: Conduct External Research**
    The last step in determining potential solutions is to conduct external research. Your goal in conducting this research is to find practical examples and measurable data related to how other companies, and related industries, have resolved the same problem or one very similar to it. Look for both qualitative and quantitative data and information.

    · Using publicly available and reliable industry resources, research ways other companies have addressed this issue or one very similar to it.

    · Look for specific information related to the customer response, efficiency, quality, employee satisfaction, and cost effectiveness of solutions others have implemented.

    ·
    **_Optional_**: You may choose to create a graphic or chart that represents your data findings to visually communicate your potential solution in your summary.

    Note that you will summarize the research data collected in fourth part of this assignment.

    **Part 4: Identify Potential Solutions**

    Next, analyze the information and data you collected from Part 2 and 3 of this assignment. Based on the internal and external research you conducted, in 250–500 words, describe at least five potential solutions you can consider for addressing the problem you have identified.

    Submit the data collection Excel spreadsheet and a 500-word summary, covering Parts 2 and 3. Note that you will include your essay findings in the Topic 7 assignment: "Business Proposal Presentation."

    Prepare this assignment using effective business writing style. Refer to the resource, "Effective Business Writing," located in Class Resources, for specific guidelines and formatting requirements.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are not required to submit this assignment to LopesWrite.

    **_Benchmark Information_**

    _This benchmark assignment assesses the following programmatic competencies:_
    _BS Applied Management_ _2.1 Analyze qualitative and quantitative methods of research._ _2.2 Develop data collection plans for action research in organizations._

    **BUS-470-RS-T2-StakeholderAnalysis1.xlsx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/bus-470-rs-t2-stakeholderanalysis1-xlsx)

    – 1
    – 2
    – 3
    – 4

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    – ## Week3DiscussionResponse-ManagingPeopleandPromotingCollab.docx **## Week3DiscussionResponse-ManagingPeopleandPromotingCollab.docx** Week 3 Discussion Response Managing People and Promoting Collab Colleague 1 Lauren Adkins, The Consequences of Passive Leadership Two strong performers in a medium-…

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    – ## Week3DiscussionResponse-ManagingPeopleandPromotingCollab.docx

    **## Week3DiscussionResponse-ManagingPeopleandPromotingCollab.docx**

    Week 3 Discussion Response

    Managing People and Promoting Collab

    Colleague 1

    Lauren Adkins,

    The Consequences of Passive Leadership

    Two strong performers in a medium-sized marketing firm began fighting, and their conflict became open and hostile. Instead of speaking up, the manager opted to stay quiet since he didn’t want difficulties. Because the leadership was not involved, the company's drama worsened, causing gossip and cliques to grow. As McQuaid (2019) points out, if team tension is not handled well, it can lower the team’s spirit and bring down their involvement.

    Because the manager was inactive, an unhealthy environment formed in the workplace. According to Cy Wakeman's (2018) ideas on emotional waste, they chose not to act and instead allowed destructive behaviors to continue. An effective way would have been to mediate first, then clearly repeat the required behavior standards, matching the company’s values.

    Managers should ensure an open communication environment to enhance their leadership (Edmondson, 2018). Also, developing emotional intelligence allows leaders to notice and manage tension among team members when it starts (Goleman, D. 2006). If a team wants to function well without dramas, it needs leaders who are emotionally intelligent and take the first step.

    References

    McQuaid, M., PhD. (2019, November 18). An interview with drama researcher Cy Wakeman. Psychology Today.
    [https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-down\
    Links to an external site.](https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-down)

    Cy Wakeman. (2018, June 14). Identifying where drama comes from & why [Video]. YouTube.
    [https://www.youtube.com/watch?v=5uX2ZG1SIHk\
    Links to an external site.](https://www.youtube.com/watch?v=5uX2ZG1SIHk)![A black and grey play button AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/week-3-discussion-response-managing-people-and-promoting-collab)

    Edmondson, A. C. (2018). The Fearless Organization: Creating psychological safety in the workplace for learning, innovation, and growth.
    [https://ci.nii.ac.jp/ncid/BB2750129X\
    Links to an external site.](https://ci.nii.ac.jp/ncid/BB2750129X)

    Goleman, D. (2006). Emotional Intelligence. Bantam Books, New York, 352 p. – References – Scientific Research Publishing. (n.d.).
    [https://www.scirp.org/reference/referencespapers?referenceid=2787547\
    Links to an external site.](https://www.scirp.org/reference/referencespapers?referenceid=2787547)

    **Colleague 2**

    **Alexis Rubin,**

    **Micromanagement as a Catalyst for Workplace Drama**

    In a growing tech startup, the team leader’s way of managing things led to stress in the workplace. Even with top-notch workers on board, the manager preferred to monitor all the details and constantly change and correct work without being asked in forums. First, many considered the behavior comprehensive; it later turned into something that frustrated and distanced people. Staff started talking behind others’ backs, created groups apart from the rest of the team, and stayed far from management, as explained by Wakeman (2018).

    McQuaid (2019) states that drama often results when people feel their freedom is limited and things are not expected of them. As a result of that manager’s actions, both problems arose. They did not make people feel safe and responsible, but drove people to feel anxious and stressed. Doubting one’s decisions so much eventually caused a decrease in motivation, teamwork, and creativity.

    Managers should try to implement principles of transformational leadership, especially by empowering their teams, coaching them well, and helping them achieve their goals (Bass & Riggio, 2006). Encouraging staff to be responsible for what they do would create a stronger bond of trust and bring down unproductive tensions. Moreover, if we take a self-determination theory approach, which stresses autonomy, competence, and relatedness, the team can experience more psychological safety (Deci & Ryan, 2008).

    Letting the team lead and taking part only when there is a good reason makes leaders appear confident. Reducing micromanagement means handing out authority and removing the feelings that make drama worse.

    **References**

    Cy Wakeman. (2018, June 14).
    _Identifying where drama comes from & why_ [Video]. YouTube.
    [https://www.youtube.com/watch?v=5uX2ZG1SIHkLinks to an external site.](https://www.youtube.com/watch?v=5uX2ZG1SIHk)![](https://www.sweetstudy.com/questions/week-3-discussion-response-managing-people-and-promoting-collab)

    McQuaid, M., PhD. (2019, November 18). An interview with drama researcher Cy Wakeman.
    _Psychology Today_.
    [https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-downLinks to an external site.](https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-down)

    _Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership. New York, NY: Psychology Press. – References – Scientific Research Publishing_. (n.d.).
    [https://www.scirp.org/reference/referencespapers?referenceid=3007266Links to an external site.](https://www.scirp.org/reference/referencespapers?referenceid=3007266)

    Deci, E. L., & Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health.
    _Canadian Psychology/Psychologie Canadienne_,
    _49_(3), 182–185.
    [https://doi.org/10.1037/a0012801Links to an external site.](https://doi.org/10.1037/a0012801)

    1. reinforcement of respectful communication. The manager should have established norms around conflict resolution and professionalism, making it clear that public disputes and gossip were unacceptable.

    2.
    **Proactively Intervene in Conflicts**: Instead of waiting for issues to escalate, the manager could have initiated mediated conversations between the conflicting parties. As White (2018) suggests, neutralizing negativity involves addressing it early and directly, while remaining impartial.

    3.
    **Foster a Culture of Accountability and Recognition**: McQuaid (2019) notes that when employees feel acknowledged and supported, they’re less likely to engage in destructive behaviors. The manager could have implemented regular feedback sessions, peer recognition programs, or team-building efforts to shift focus from interpersonal conflict to collaboration.

    4.
    **Educate Staff on Emotional Intelligence**: Training on self-regulation and interpersonal dynamics would empower employees to manage their responses more constructively. As emphasized in the
    _Reality-Based Leadership_ (2017) video, drama often stems from unproductive thinking and assumptions—both of which can be minimized through reflection and awareness.

              Ultimately, the manager’s responsibility is not just to maintain productivity but to shape a psychologically safe culture where issues are addressed openly and respectfully. A drama-free workplace isn’t one without conflict, but one where conflict is navigated constructively. Through intentional leadership, proactive communication, and accountability, managers can transform toxic dynamics into opportunities for growth and cohesion.

    **References**

    Agarwal, P. (2018, August 29).
    _How to create a positive workplace culture_. Forbes.
    [https://www.forbes.com/sites/pragyaagarwaleurope/2018/08/29/how-to-create-a-positive-work-place-culture/Links to an external site.](https://www.forbes.com/sites/pragyaagarwaleurope/2018/08/29/how-to-create-a-positive-work-place-culture/)

    McQuaid, M. (2019).
    _Is workplace drama wearing you down?_ Psychology Today.
    [https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-downLinks to an external site.](https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-down)

    Reality-Based Leadership. (2017, March 16).
    _What is drama in the workplace?_ [Video]. YouTube.
    [https://www.youtube.com/watch?v=4_57hBiOldwLinks to an external site.](https://www.youtube.com/watch?v=4_57hBiOldw)![](https://www.sweetstudy.com/questions/week-3-discussion-response-managing-people-and-promoting-collab)

    Taylor, B. (2020, February 17).
    _Don’t let negativity sink your organization_. Harvard Business Review Digital Articles, 2–4.

    Wakeman, C. (2018, June 13).
    _Identifying where drama comes from and why_ [Video]. YouTube.
    [https://www.youtube.com/watch?v=5uX2ZG1SIHkLinks to an external site.](https://www.youtube.com/watch?v=5uX2ZG1SIHk)![](https://www.sweetstudy.com/questions/week-3-discussion-response-managing-people-and-promoting-collab)

    White, P. (2018).
    _Neutralizing a negative workplace: Understanding and dealing with negativity at the office_.
    _Personal Excellence_, 23(4), 19–20

    ## image1.png

    **## Week3DiscussionResponse-ManagingPeopleandPromotingCollab.docx**

    Week 3 Discussion Response

    Managing People and Promoting Collab

    Colleague 1

    Lauren Adkins,

    The Consequences of Passive Leadership

    Two strong performers in a medium-sized marketing firm began fighting, and their conflict became open and hostile. Instead of speaking up, the manager opted to stay quiet since he didn’t want difficulties. Because the leadership was not involved, the company's drama worsened, causing gossip and cliques to grow. As McQuaid (2019) points out, if team tension is not handled well, it can lower the team’s spirit and bring down their involvement.

    Because the manager was inactive, an unhealthy environment formed in the workplace. According to Cy Wakeman's (2018) ideas on emotional waste, they chose not to act and instead allowed destructive behaviors to continue. An effective way would have been to mediate first, then clearly repeat the required behavior standards, matching the company’s values.

    Managers should ensure an open communication environment to enhance their leadership (Edmondson, 2018). Also, developing emotional intelligence allows leaders to notice and manage tension among team members when it starts (Goleman, D. 2006). If a team wants to function well without dramas, it needs leaders who are emotionally intelligent and take the first step.

    References

    McQuaid, M., PhD. (2019, November 18). An interview with drama researcher Cy Wakeman. Psychology Today.
    [https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-down\
    Links to an external site.](https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-down)

    Cy Wakeman. (2018, June 14). Identifying where drama comes from & why [Video]. YouTube.
    [https://www.youtube.com/watch?v=5uX2ZG1SIHk\
    Links to an external site.](https://www.youtube.com/watch?v=5uX2ZG1SIHk)![A black and grey play button AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/week-3-discussion-response-managing-people-and-promoting-collab)

    Edmondson, A. C. (2018). The Fearless Organization: Creating psychological safety in the workplace for learning, innovation, and growth.
    [https://ci.nii.ac.jp/ncid/BB2750129X\
    Links to an external site.](https://ci.nii.ac.jp/ncid/BB2750129X)

    Goleman, D. (2006). Emotional Intelligence. Bantam Books, New York, 352 p. – References – Scientific Research Publishing. (n.d.).
    [https://www.scirp.org/reference/referencespapers?referenceid=2787547\
    Links to an external site.](https://www.scirp.org/reference/referencespapers?referenceid=2787547)

    **Colleague 2**

    **Alexis Rubin,**

    **Micromanagement as a Catalyst for Workplace Drama**

    In a growing tech startup, the team leader’s way of managing things led to stress in the workplace. Even with top-notch workers on board, the manager preferred to monitor all the details and constantly change and correct work without being asked in forums. First, many considered the behavior comprehensive; it later turned into something that frustrated and distanced people. Staff started talking behind others’ backs, created groups apart from the rest of the team, and stayed far from management, as explained by Wakeman (2018).

    McQuaid (2019) states that drama often results when people feel their freedom is limited and things are not expected of them. As a result of that manager’s actions, both problems arose. They did not make people feel safe and responsible, but drove people to feel anxious and stressed. Doubting one’s decisions so much eventually caused a decrease in motivation, teamwork, and creativity.

    Managers should try to implement principles of transformational leadership, especially by empowering their teams, coaching them well, and helping them achieve their goals (Bass & Riggio, 2006). Encouraging staff to be responsible for what they do would create a stronger bond of trust and bring down unproductive tensions. Moreover, if we take a self-determination theory approach, which stresses autonomy, competence, and relatedness, the team can experience more psychological safety (Deci & Ryan, 2008).

    Letting the team lead and taking part only when there is a good reason makes leaders appear confident. Reducing micromanagement means handing out authority and removing the feelings that make drama worse.

    **References**

    Cy Wakeman. (2018, June 14).
    _Identifying where drama comes from & why_ [Video]. YouTube.
    [https://www.youtube.com/watch?v=5uX2ZG1SIHkLinks to an external site.](https://www.youtube.com/watch?v=5uX2ZG1SIHk)![](https://www.sweetstudy.com/questions/week-3-discussion-response-managing-people-and-promoting-collab)

    McQuaid, M., PhD. (2019, November 18). An interview with drama researcher Cy Wakeman.
    _Psychology Today_.
    [https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-downLinks to an external site.](https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-down)

    _Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership. New York, NY: Psychology Press. – References – Scientific Research Publishing_. (n.d.).
    [https://www.scirp.org/reference/referencespapers?referenceid=3007266Links to an external site.](https://www.scirp.org/reference/referencespapers?referenceid=3007266)

    Deci, E. L., & Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health.
    _Canadian Psychology/Psychologie Canadienne_,
    _49_(3), 182–185.
    [https://doi.org/10.1037/a0012801Links to an external site.](https://doi.org/10.1037/a0012801)

    1. reinforcement of respectful communication. The manager should have established norms around conflict resolution and professionalism, making it clear that public disputes and gossip were unacceptable.

    2.
    **Proactively Intervene in Conflicts**: Instead of waiting for issues to escalate, the manager could have initiated mediated conversations between the conflicting parties. As White (2018) suggests, neutralizing negativity involves addressing it early and directly, while remaining impartial.

    3.
    **Foster a Culture of Accountability and Recognition**: McQuaid (2019) notes that when employees feel acknowledged and supported, they’re less likely to engage in destructive behaviors. The manager could have implemented regular feedback sessions, peer recognition programs, or team-building efforts to shift focus from interpersonal conflict to collaboration.

    4.
    **Educate Staff on Emotional Intelligence**: Training on self-regulation and interpersonal dynamics would empower employees to manage their responses more constructively. As emphasized in the
    _Reality-Based Leadership_ (2017) video, drama often stems from unproductive thinking and assumptions—both of which can be minimized through reflection and awareness.

              Ultimately, the manager’s responsibility is not just to maintain productivity but to shape a psychologically safe culture where issues are addressed openly and respectfully. A drama-free workplace isn’t one without conflict, but one where conflict is navigated constructively. Through intentional leadership, proactive communication, and accountability, managers can transform toxic dynamics into opportunities for growth and cohesion.

    **References**

    Agarwal, P. (2018, August 29).
    _How to create a positive workplace culture_. Forbes.
    [https://www.forbes.com/sites/pragyaagarwaleurope/2018/08/29/how-to-create-a-positive-work-place-culture/Links to an external site.](https://www.forbes.com/sites/pragyaagarwaleurope/2018/08/29/how-to-create-a-positive-work-place-culture/)

    McQuaid, M. (2019).
    _Is workplace drama wearing you down?_ Psychology Today.
    [https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-downLinks to an external site.](https://www.psychologytoday.com/us/blog/functioning-flourishing/201911/is-workplace-drama-wearing-you-down)

    Reality-Based Leadership. (2017, March 16).
    _What is drama in the workplace?_ [Video]. YouTube.
    [https://www.youtube.com/watch?v=4_57hBiOldwLinks to an external site.](https://www.youtube.com/watch?v=4_57hBiOldw)![](https://www.sweetstudy.com/questions/week-3-discussion-response-managing-people-and-promoting-collab)

    Taylor, B. (2020, February 17).
    _Don’t let negativity sink your organization_. Harvard Business Review Digital Articles, 2–4.

    Wakeman, C. (2018, June 13).
    _Identifying where drama comes from and why_ [Video]. YouTube.
    [https://www.youtube.com/watch?v=5uX2ZG1SIHkLinks to an external site.](https://www.youtube.com/watch?v=5uX2ZG1SIHk)![](https://www.sweetstudy.com/questions/week-3-discussion-response-managing-people-and-promoting-collab)

    White, P. (2018).
    _Neutralizing a negative workplace: Understanding and dealing with negativity at the office_.
    _Personal Excellence_, 23(4), 19–20

    ## image1.png