Doctor of Business Administration
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Browsing Doctor of Business Administration by Subject "Organizational theory"
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Item The Challenge of Fundraising: The Correlating Relationship Between Resource Dependence, Decision Making, and Organizational Performance(2021) Braunwalder, AustinThe challenge of fundraising to supplement an organizational mission is present across the vast majority of all nonprofits. As most nonprofits are bound by the obligation to secure funding to fulfill their purpose, involuntary resource dependencies evolve. This qualitative research investigated the challenge of nonprofit fundraising through an analysis of the correlation between resource dependence, professional fundraiser decision making, and organizational performance through the theoretical lens of the resource dependence theory, the transaction cost theory, and the population ecology theory with a primary focus on the main research question: “How do nonprofit resource dependencies affect fundraiser behavior with respect to organizational performance?” This study supplies a historical context of how nonprofits formally developed and why the challenge of fundraising came to be. Through the implementation of a triangulated data collection methodology, this phenomenological study argues that resource dependencies of nonprofit organizations influence fundraiser behavior, which then positively and negatively affects the organization’s financial stability. Using higher education nonprofit institutions located in Southern California for the sample data collected through semistructured interviews, the conclusion is made that the organizational structure of the sampled institutions most heavily influences the ability of the nonprofit institution to remain financially stable while seeking heightened donor contributions. The recommendation is made to employ a diversified revenue approach at the organizational level in conjunction with an individualized fundraising approach.Item Diversity: Reality or Illusion? A Case Study of Fortune 500 Companies, Executive Suite Hegemony and Misrepresentations(2022-05) Edwards, TerryMarginalized individuals face many workplace challenges ranging from discrimination, the lack of promotions, inequitable pay distribution, gender inequality, ageism, and other forms of discriminatory practices. These challenges can be complicated if there is a lack of allies or if a workplace is not conducive to inclusion or diversity. The stigma regarding these issues remains elusive as managers and corporate executives grapple with the changing dynamics of a modernized workforce. Therefore, corporate executives must enact policies and procedures that strive toward balance and equal representation within the workplace. This study examined executive suite hegemony and its impact on diversity. The purpose of this research was to provide significant insights into the barriers that ethnic minorities face within Fortune 500 companies. From these insights, corporate executives and managers on every level within organizations can make informed decisions on how to manage diversity. Organizational culture consists of a certain set of values or beliefs that are unique to an organization. A specific belief system shapes the culture of an organization and its governing behaviors through the implementation of policies and procedures that influence many business practices. From this research, the role of corporate governance has emerged as one of the significant factors affirming its vital role in cultivating diversity in organizations. Affirmative action policies to remedy gender, racial, age, and other forms of discrimination have been implemented in corporations worldwide. Implementation of affirmative action policies enhances corporate governance and contributes significant impacts to diversity.