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Models of organizational theory

Further, various research approaches have been enumerated in literature. These include the inductive versus deductive approaches, the qualitative versus quantitative approaches, and the objective versus subjective approaches (Tobin, 2001). By virtue of the fact that this study follows the positivist approach, its research purpose can be described as objective rather than subjective. Additionally, the line of reasoning is from the universal to the particular. That is, the universal models extant within the field of organizational theory and organizational behavior are applied to the particular case of the Walgreen Company.

As a result, the research purpose can also be described as deductive rather than inductive. The study however utilizes a combination of quantitative and qualitative approaches. According to Tobin (2001), a particular research study may have any of the four commonly recognized purposes. It may be predictive, or analytical, or descriptive, or exploratory. Since this study aimed at relating the models of organizational theory to the organizational leadership at Walgreen, and at describing the organizational leadership practices used at the firm, it can simultaneously be described as analytical and descriptive.

Having defined the research stance, the research approach, and the research purpose; the research design can be enumerated. Various research designs have been put forward, including the survey, observation, and experimentation methods. This particular study was designed as a survey. In the collection of data, primary data or secondary data (or a combination of these) may be used. This study used secondary rather than primary data (Tobin, 2000). Towards that end, already documented data was collected from a wide variety of sources.

These include: Walgreen’s annual report, the internet (where sites such as Yahoo Finance were used), newspapers and journals, books, and industry publications. The data collected was evaluated against models of organizational leadership and conclusions based on this analysis drawn. 1. Results: a. Diversity: Walgreen has also been at the forefront, among American firms, in trying to undertake effective diversity management. One of the ways the company has tried to achieve this is through affirmative recruitment.

For example, the organization has recruitment programs that are specifically targeted at colleges that have historically had black students, Hispanic students and female students. According to the company’s website, the firm is also in the process of specifically recruiting employees who are mentally and physically challenged, and who will work at the firm’s South Carolina and Connecticut facilities (Walgreen Co, 2010a). The firm also uses its training programs to foster diversity.

For example, Walgreen has in place a training and development program which also incorporates diversity issues. These re delivered through formal classroom sessions, through electronic learning programs, as well as through mentorship and coaching programs. Additionally, the company has a new employee hire orientation program, at which the employees are drilled on the importance of respecting and valuing diversity or those from different backgrounds or with different views. The key words are for everyone to treat everyone else with dignity and respect (Walgreen Co, 2010a).

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