CAPSTONE TITLE (12 WORDS OR LESS), ALL CAPS, CENTERED,
DOUBLE-SPACED; TOP LINE ABOUT 3 INCHES FROM TOP OF PAGE
FACULTY NAME ALL CAPS, Degree, Committee Chair
FACULTY NAME ALL CAPS, Degree, Committee Member
FACULTY NAME ALL CAPS, Degree, Committee Member
Micky Mouse PhD, Dean
School of Business and Technology
A Capstone Project Presented in Partial Fulfillment
Of the Requirements for the Degree
Doctor of Business Administration
Month Year [of final school approval]
© Copyright  Bobby
Write a one page executive summary of your project here. This should not be written until the final approvals to your project are completed. This should explain the problem, purpose, method, population, and results of your project. Implications or practical uses of the project results should be included. This is not an APA abstract. This would be used to provide a high-level explanation of your project to a CEO, COO, or other key-stakeholder. Use paragraphs, clear statements, and precise language. Organize this via sections, like this:
Table of Contents
SECTION 1. BUSINESS PROBLEM AND PROJECT SCOPE.. 1
1.3.3. Project Justification. 1
1.3.4 Project Context: Company or Industry. 1
1.3.5 Terms and Definitions [New section not yet in the guide]. 1
1.4. Doctor of Business Project Specifications. 1
1.4.1. Importance of the Project 1
1.4.2. Approach for the Project 1
SECTION 2. LITERATURE REVIEW AND PROJECT PLAN.. 2
2.2. Method for Discovering Literature. 2
2.2.1. Inclusion and Exclusion Criteria. 2
2.3. Review of Scholarly and Practitioner Literature. 2
2.3.1. Historic and Current Business Problem Trends. 2
2.3.2. Previous Efforts to Address the Problem.. 2
2.6.3. Data Analysis Plan and Presentation. 2
2.6.4 Validity and Reliability/Trustworthiness. 2
2.6.5 Ethical Considerations. 2
2.7. Overview of the Project Study Plan. 3
SECTION 3. RESULTS, DISUSSION, AND IMPLICATIONS. 4
3.2. Data Collection Results. 4
3.4 Contribution to Theory, the Literature, and the Practitioner Knowledge Base. 4
3.5 Project Application and Recommendations. 5
APPENDIX A. APPENDIX TITLE.. 7
STATEMENT OF ORIGINAL WORK.. 9
Table 1. Table Title [single-spaced and hanging if longer than one line], and add the page
Table 2.. Title ………………………………………………………………………………………………………….. xx
Figure 1. Figure Title [single-spaced, hanging indent if longer than one line], and add the page
Figure 2. Title…………………………………………………………………………………………………………… xx
Leave one full blank line between entries. Note example Figure 1 in Section 3. Do not remove the section break that follows this paragraph.
Section 1. Business Problem and Project Scope
Leadership is at the core of organizational success and reflects on corporate and reflect corporate and broader social values and norms. Thus, it is no surprise that the underrepresentation of minorities in society and inequality is evident in organizational leadership. Executive positions in most organizations are disproportionally white men demonstrating significant aspects of racial inequality. In the 2020 list of top 500 fortune companies, only five African American C.E.O.s represent only 1% of the Fortune companies’ executive positions. More so, in the last two decades, only 18 African Americans have constituted Fortune 500 lists (Wahba, 2020). The statistics are deficient, given that more African Americans are receiving higher education and include a significant portion of the American workforce. Therefore, the talent lacks black men talents, yet they remain underrepresented in notable companies’ executive positions. More so, the few black men who make it to executive positions are entitled to work an extra mile than their white colleagues to attain certain values at the same level (Ashby, 2020). The problem is because the research, policies, and practices to increase minority representation in executive positions focus on the inclusion of women of color, sidelining the exploration practices and policies of male African Americans’ representation. Therefore, the capstone project explores how organizational leadership policies and procedures make African American Male under-representation in Leadership in Fortune 1000 companies.
The Capstone project topic is: To what extent do leadership policies and practices contribute leadership opportunities deficiency for African-American Men in Fortune 1000 companies?
The problem of practice is the low representation of minority in executive positions in Fortune 1000 companies having significant problematic effects on practice. Globalization has led to the workforce’s diversification, constituting people with different values, characteristics, and expectations. The diverse forces have diverse needs, including respect in the workplaces (Sharma, 2016). Ethnical diversity in the workforce creates challenges for management that are not diverse. Failure to effectively manage diversity challenges is costly for organizations with the risk of ineffectiveness (Shaban, 2016). For an organization to effectively meet the diverse workforces’ needs, they need to have inclusive management, and leadership composition indicates the extent of organizational inclusiveness. With a diverse workforce, diverse leavers facilitate positive leader-member exchange attributes such as loyalty, respect, professionalism, and engagement (Randolph-Seng, Cogliser, Randolph, et al., 2016). Therefore, low representation of African-American men at organizations whose workforce significantly constitutes black people risk low leader-member attributes, resulting in dysfunctionality in the workplace.
The diversity of corporate governance is positively associated with effective governance practices and the development of products. The inclusion of minority races or ethnicities in corporate governance boards ensures that corporate benefits are attained across the organization, increasing innovation and inclusive practices. The composition of leadership boards is a substantial factor in developing products and management practices (Cook & Glass, 2015). Diversity at the executive level positively harnessing demographic differences in the corporations to positively moderate workplace diversity. Leadership positively influences the impacts of diversity in the workplace on well-being, performance, and social integration when identifying with the workgroup. Identification involves the representation of minorities in leadership to relate to minority employees (Guillamue et al., 2017). Low demonstration of African-American leaders in exclusive positions hinders the potential to harness diversity’s strengths through leaders that the employees relate with, thus hindering social integration, performance, and well-being of minority employees.
Minorities must be visible in high-level leadership positions to empower minorities and reflect the social justice and equality that is primarily advocated for in modern society. Firstly, minorities get role models to look up to, encouraging other minorities to step up in the belief that they stand a chance in the corporate environment. The promotion motivates employees and minorities (Latu, Mast, Bombari, Lammers & Hoyt, 2019). Lack of African-American men in managerial dockets discourages other African-American men in various roles. It demotivates them from working hard since they see a glass ceiling to their organization’s advancement (Arvate, Gallilea & Todescat, 2018). The practice principles in modern-day work environments depict social justice and equality by creating opportunities for minorities to advance in the workplace. Therefore, Low African-American representation in Fortune companies’ executive areas affects opportunities for minorities’ advancements in practice. More so, Fortune companies are role models for other smaller companies, and they are likely to follow the underrepresentation of African Americans in organizations. The impact is a lower representation of African Americans in executive positions across corporations from small to large corporations. It creates a culture of inequality and underrepresentation in the business sector.
The lack of representation of black men in executive positions is a product of long-term negative stereotypes dating back to slavery. The continued underrepresentation in executive positions signifies the modern form of slavery for black men. The stereotypes result from systemic racism, and so are the underrepresentation practices in top management positions. The lack of black men leavers in executive positions displays a lacking cultural competency on the part of the fortune companies that alienate from the modern ideals of inclusiveness. The trend raises questions on the morality of the administration’s human properties practices towards inclusive promotions. Stereotypes block a corporation’s ability to leverage black employees’ skills with the potential to take on executive positions and institute change (Taylo, Guy-walls, Wlkerson & Addae, 2019). The stereotypes and resulting non-inclusive practices raise bias for Approach and compromise its reputation in a diverse society.
The project’s purpose is to assess the extent to which organizational leadership strategies and approaches contribute to a wanting allocation of African American Male Leadership in Fortune 1000 companies. Diversity in a managerial position is often regarded as valuable to the organization and has increasingly become incorporated in organizational policies. However, a paradox exists despite recognizing the value of diversity in an executive, managerial role, and policies’ provisions. There is a lack of representation in practice. Minorities remain poorly represented in administrative positions, with an executive function being homogenous primarily to white men (Knoppers, Claringbould & Dortants, 2015). The representation of minorities in an organization is defined by policies that reflect how the organization values subgroup differences. Multiculturalism and valuing differences increase openness to diversity within an organization (Gundemir, Dovidio, human et al., 2017). However, it is not enough to have policies that reflect inclusiveness and organization valuing diversity. Organizations have to reflect the same inclusiveness in practice which is typified by physical evidence of inclusion and value by having minorities significantly represented in the managerial levels. Therefore, the project aims to assess the organization’s inclusion policies in a leadership position and compare them with actual practices. Policies may exist because of legal and ethical requirements for diversity and inclusion. Still, when the inclusion is not represented in practice, then the policies become ineffective, requiring stringent strategies to ensure implementation.
A focus on African American is critical because there have worse experiences than their minority counterparts. There has been the marginalization of African Americans for a long time across social context and are primarily underrepresented in corporate America even compared to other minority groups. According to a study by N.O.R.C. and the Center of Talent Innovation, C.T.I. African Americans experience more discrimination than other minority groups in the workplace and are less likely to rise to senior management levels. The challenge is worsened because white counterparts to African American men in corporate settings do not see the struggle that black men experience to advance in the workplace (C.T.I. & N.O.R.C., 2019). A meta-analysis of field experiments that are the gold standard for measuring discrimination shows that racism in black men’s hiring has continuously remained high. In contrast, since the 1980s, discrimination against other minority groups such as Latinos has slightly decreased (Ray, 2019). The project’s focus on African Americans mainly makes it pivotal to developing the place of race in corporate leadership, highlighting the disparities in experiences of specific minority groups at higher risk of discrimination and the higher glass ceiling.
African American men also have low expectations and cannot rise to high-ranking positions, with only 19% expecting a black man to achieve senior positions. The low perception of attaining senior leadership levels causes a significant amount of black men to leave the corporate environment mid-level to pursue entrepreneurship as they feel they have hit their glass ceiling (C.T.I. & N.O.R.C., 2019). The trend is surprising given that studies have shown that black leaders perform equally or better than white leaders. Black leaders’ perspectives on attaining higher leadership are saturated by a repressive self-perception that makes them paranoid about rising to a higher position. The socialization of race in corporate settings undermining black people causes them to become skeptical as they internalize that their work is constantly under scrutiny. Even when they attain some authority in their workplace, other employees and colleagues are undermined continuously, which disheartens African Americans, especially in leadership positions (Arday, 2018). When African American men’s authority is demoralized at lower leadership levels by their fellow leaders or their seniors, they become demotivated to pursue higher leadership positions, creating or reinforcing the glass ceiling on Black leadership in top management (Arday, 2018). The only option left is to venture into entrepreneurship to freely be their leaders and escape the stagnation in white-dominated corporate environments.
Furthermore, investigations on the inclusion of black men in high-ranking leadership positions tend to focus on the inclusion of black women and both genders, focusing on African American men. An examination of scholarly databases on representing African American men in top positions in Fortune companies provides women representation results. Swayer (2017) explores the absence of black women C.E.O.s in corporate America alongside other studies on minority representation in large organizations’ executive positions (Carter & Peter, 2016). Therefore, providing research specific to African American men’s representation in executive positions fills a significant literature gap representing black men away from female representation’s
P.Q.: To what extent does the perception of organizational leadership policies and practices contribute to the lack of African American Male Leadership in Fortune 500 companies?
Organizational leadership policies and practices largely influence the composition of top leadership in the organization. Organizational structures, processes, and procedures define human resource practices by influencing decision-making. Therefore, when the corporate policies and practices do not promote inclusion and diversity, it becomes hard for the human resource composition to reflect diversity (Stamarski & Hing, 2015). Similarly, there is an increasing focus on minority women’s representation in executive positions. Most research and conceptualization of gender underrepresentation in the workplace focus on issues affecting women. The growing emphasis on women creates a dimension where minority men are likely to be sidelined in research and organizational policies and practices (Fink, 2018). Therefore, exploration of corporate policies and practices is key to determining the reason where African-American men are poorly embodied in executive stations in fortune companies and developing solutions to ensure policies and procedures consider and promote African American men’s opportunity to get to executive positions.
The promotion of diverse and inclusive workplaces is an advancing concept in modern workplaces, promoting the representation of minority groups across the organizational hierarchy. The importance of inclusion across organizational management levels has been positively promoted has had a positive association with organizational performance. The capability approach concept promoted by research on diversity and inclusion in the workplace dictates that corporations can only gain from diverse workforces if the managers and the corporations can use veal with diverse workforces. Because the workforce demographics have shifted with increasing globalization, organizations can handle the various employee base’s needs by having representation across the organizational leadership hierarchy (Shore, Cleveland & Sanchez, 2018). Thus, the projects promote the inclusion of African American Men in the top management level. There is an inadequate representation to promote inclusion across the organizational hierarchy, therefore its validity.
The use of Fortune companies for the study provides critical aspects of the project validation. Fortune companies are high revenue thriving organizations that set the pace for the corporate world. As a result, other large, small, and medium organizations use fortune company practices to benchmark their Approach. They seek to improve their practices to achieve success and grow in competitive business environments. Fortune companies are part of most organizations’ external benchmarking where they compare their performance, methods, and policies with those of entire successful companies (Abazeed, 2017). Leadership is one factor that organizations use to compare performance with successful organizations because it is a crucial element linked to organizational failure or success (Khajeh, 2018). Therefore, the leadership structures of Fortune companies act as frameworks for organizational learning by other organizations. Understanding the factors aspects of the policy that results in the underrepresentation of African Americans in Fortune Company’s executive leadership helps other organizations implement better policies to ensure representation in their organizations.
1.3.4 Project Context: Company or Industry
The project context is Fortune 1000 companies regardless of the industry identified by Fortune Magazine. Fortune Magazine is a prestigious high-end business newspaper based in the U.S.A. that differentiates itself through compiling long deep feature articles. The magazine has a global circulation of over one million and over five million readers. The company is renowned for its franchise fortune companies lists, including Fortune 1000 best companies, Fortune 500, and Fortune 1000 franchise. The magazine compiles a list of its franchises yearly; thus, the Fortune 1000 list is the project’s context. Fortune 1000 compiles organizations with the highest revenues in the United States, and being on the list is regarded as an esteemed accomplishment for organizations (Falb, 2021). The project will utilize the 2020 Fortune 1000 companies.
The ranking includes companies from across economic sectors, making the highest revenues in their products and services. The primary goal of most organizations is to make more revenues which translates to higher profits. However, organizational success is associated with cumulative Corporate governance is primarily associated with performance in organizations and has been a primary factor in assessing Fortune companies (Malik & Makhdoom, 2016). Also, Fortune companies are a benchmark for other organizations to evaluate which organizations to emulate to attain organizational goals and thrive in the markets (Gupta & Misangyi, 2018). Therefore, organizations are likely to emulate the corporate governance policies, practices, and composition of Fortune companies. Thus, it is essential to explore Fortune’s leadership policies to promote diversity and inclusion of minorities across corporate environments.
1.4. Doctor of Business Project Specifications
The project is essential in advancing literature on inclusive leadership in light of racially marginalized populations and provoking diversity policies implementation across organizational levels and human resource practices from hiring to employee career development. The sections thus outline the importance of the project and describe the Approach the project will take. The project approach explains the methodology for the project to achieve the results necessary to respond to the research questions.
1.4.1. Importance of the Project
Leadership compositions are an essential aspect of organizational structures, reflecting organization policies and determining an organization’s values, performance, and culture. Exploring the inclusion of minorities in leadership positions by top organizations develops knowledge on institutional design’s role in colorful depiction for groups who have been traditionally omitted from corporate leadership and decision-making capacities (Rhinehart & Geras, 218). The project does provide a view on African American men and an overview of the progress of the corporate environment in terms of inclusion in policy practices from conventionally discriminatory practices on a racial and gender basis. Thus, the project is vital for updating organizations’ progress regarding diversity and eliminating the glass ceiling for minorities.
The project is also vital in stressing diversity management and leadership for better workforces and managers’ influence from large companies in leading workplace range (Lee, Jin & Lee, 2017). Inclusive leadership that constitutes minorities plays a crucial role in promoting positive outcomes in organizations, especially in an intercultural environment. Inclusive leadership yields positive results through developing people’s sense of belongingness and a sense of worth for their exclusivity (Randel et al., 2018). Organizations besides scholars tend to focus on hiring processes’ inclusivity and overlook retention of a diverse workforce and the career development patterns to executive levels for minorities (Chen, 2020). Thus, the project helps assess diversity practices in the lifespan of employment for minorities, thus establishing the quality and viability of diversity policies in the long run.
Therefore, the project is essential to promote black men’s inclusion in seniority leadership positions, improve black men’s perception of advancement in the corporate environment, and highlight the need for diversity practice that promotes black men’s inclusion into leadership ranks. The project helps assess diversity from the perspective that is scarcely explored by using black men as the study’s focus and prompts a significant gap in inclusive leadership literature. Most studies on minority inclusion in leadership focus on women of color. The project will call for Fortune companies to review their diversity policies and practices and implement the policies. As a result, more inclusive leadership will be borne through the future inclusion of black men in fortune companies’ leadership and, consequently, across business environments.
1.4.2. Approach for the project
The study will apply a combination of qualitative research methods and descriptive study design to collect statistics for analysis. Data collection methods will be observation and information on the Fortune 1000 companies’ policies and practices from the 2020 list as well as one on one interviews with African American males ages 25 to 55 years old who have at least a Bachelor’s degree and aspire leadership opportunities. The process will involve the researchers getting a list of the 1000 companies from Falb (2021), searching for information on each organization’s executive body’s composition, focusing only on the executive positions that contain the title ‘chief”, ‘executive’ or ‘chairman.’
The first data thus will regard assessing the race and gender of the executives. The information should be easy to attain as most companies state their top management personnel on their websites. Most senior executives have online profiles such as linked that help assesses their race. The name cannot be the only determinant of defining an executive’s race. After assessing executive composition, the next step will be to determine the organization’s policies and practices focusing on inclusion, diversity, and the company’s position diversity representation. The information will be sourced from organizations’ websites where they offer diversity statements and previous reports on variety. The third step will include reflection and assessing the relationship between the policies and practices and inclusion in the organizations’ leadership composition. Organizations that will get included in the study have to rank in the Fortune 1000 companies in the 2020 list and data on executive body and diversity statement, policies, and practice accessible. Organizations where the administrative body will not be accessible or the diversity statement and policy is not accessible or is lacking will be excluded from the study.
The project’s goals are to assess the relationship between organizational policies and practices and representations of African American men in high-ranking positions of high revenue companies. The study will apply a qualitative research design with the researcher searching for all the data on companies’ websites and other sources. The following sections of the research include a literature review or articles related to the topic. A methodology section that explores reports on data collection, analysis, interpretation, and findings. A discussion section of the results of the research concerning the research question and a conclusion from the topic establishing a reaction to the research inquiry and promoting the implications of the study to the practice and literature.
SECTION 2. LITERATURE REVIEW AND PROJECT PLAN
126.96.36.199. Preliminary Sources of Data Expected.
188.8.131.52. Instrumentation and Data Collection Tools.
[Note to learners: The project’s sections 1 to 2.13 will be revised into past tense after you conduct the study and write Section 3.].
SECTION 3. RESULTS, DISUSSION, AND IMPLICATIONS
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Abazeed, R. (2017). Benchmarking culture and its impact on operational performance: a field study on industrial companies in Jordan. International Journal of Academic Research in Economics and Management Sciences, 6(1), 162-177.
Al Khajeh, E. H. (2018). Impact of leadership styles on organizational performance. Journal of Human Resources Management Research, 2018, 1-10.
Arday, J. (2018). Understanding race and educational leadership in higher education: Exploring the Black and ethnic minority (B.M.E.) experience. Management in Education, 32(4), 192-200.
Arvate, P. R., Galilea, G. W., & Todescat, I. (2018). The queen bee: A myth? The effect of top-level female leadership on subordinate females. The Leadership Quarterly, 29, 533 – 548.
Ashby, C. E (2020). There is no shortage of black talent in corporate America. Fortune. Retrieved from https://fortune.com/2020/06/18/black-executives-leaders-corporate-america/
Carter, D. R., & Peters, T. (2016). The underrepresentation of African American women in executive leadership: What’s getting in the way? Journal of Business Studies Quarterly, 7(4), 115-134.
Chen, T. (2020). Why are there still so few black C.E.O.s? The Wall Street Journal. Retrieved from https://www.wsj.com/articles/why-are-there-still-so-few-black-ceos-11601302601
Cook, A., & Glass, C. (2015). Do minority leaders affect corporate practice? Analyzing the effect of leadership composition on governance and product development. Strategic Organization, 13(2), 117-140.
Falb, M. (2021). 2020 Fortune 1000 companies. Fueled.com. Retrieved from https://fueled.com/blog/2020-fortune-1000-companies/#:~:text=What%20are%20the%20Fortune%201000,500%20companies%20in%20this%20list.
Fink, J. (2018). Gender sidelining and the problem of unactionable discrimination. Stan. L. & Poly, Rev., 29, 57.
Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Gündemir, S., Dovidio, J. F., Homan, A. C., & De Dreu, C. K. (2017). The impact of organizational diversity policies on minority employees’ leadership self-perceptions and goals. Journal of Leadership & Organizational Studies, 24(2), 172-188.
Gupta, A., & Misangyi, V. F. (2018). Follow the leader (or not): The influence of peer C.E.O.s’ characteristics on inter-organizational imitation. Strategic Management Journal, 39(5), 1437-1472.
Innovation, C. F. T., & N.O.R.C. (2019, December 9). New Study Takes an Unprecedented Look at Being Black in Corporate America. Cision PR Newswire. https://www.prnewswire.com/news-releases/new-study-takes-an-unprecedented-look-at-being-black-in-corporate-america-300971399.html
Jin, M., Lee, J., & Lee, M. (2017). Does leadership matter in diversity management? Assessing the relative impact of diversity policy and inclusive leadership in the public sector. Leadership & Organization Development Journal.
Knoppers, A., Claringbould, I., & Dortants, M. (2015). Discursive managerial practices of diversity and homogeneity. Journal of Gender Studies, 24(3), 259-274.
Latu, I. M., Mast, M. S., Bombari, D., Lammers, J., & Hoyt, C. L. (2019). Empowering mimicry: Female leader role models empower women in leadership tasks through body posture mimicry. Sex Roles: A Journal of Research, 80, 11 – 24.
Malik, M. S., & Makhdoom, D. D. (2016). Does corporate governance beget firm performance in Fortune global 500 companies?. Corporate Governance. 16(4):
Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28(2), 190-203.
Randolph-Seng, B., Cogliser, C., Randolph, A., Scandura, T., Miller, C., & Smith-Genthôs, R. (2016). Diversity in leadership: race in leader-member exchanges. Leadership & Organization Development Journal. 37(6): 750-773. 10.1108/LODJ-10-2014-0201.
Rhinehart, S., & Geras, M. (2020). Diversity and Power: Selection Method and Its Impacts on State Executive Descriptive Representation. State Politics & Policy Quarterly, 20(2), 213-233. Doi: 10.1177/1532440019891982
Sawyer, R. D. (2017). The lack of African American women C.E.O.s in corporate America: A qualitative phenomenological study.
Shaban, A. (2016). Managing and leading a diverse workforce: One of the main challenges in management. Procedia-Social and Behavioral Sciences, 230, 76-84.
Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business & Management, 3(1), 1212682.
Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human Resource Management Review, 28(2), 176-189.
Taylor, E., Guy-Walls, P., Wilkerson, P., & Addae, R. (2019). The Historical Perspectives of Stereotypes on African-American Males. Journal of Human Rights and Social Work, 4(3), 213-225.
Wahba, P (2020). The number of black C.E.O.s in the Fortune 500 remains very low. Fortune. Retrieved from https://fortune.com/2020/06/01/black-ceos-fortune-500-2020-african-american-business-leaders/
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Include an interesting fact, statistic, or comment that catches the attention of your reader which is relevant to your topic and project. Orient the reader to the Capstone project focus and area of interest. Ensure a thesis sentence exists.
avoid unnecessary words
use more scholarly language
grammar and needs a reference
1.2 Capstone Topic
Include information about your DBA specialization, the project focus and topic, and overarching information. Explain how the project aligns with your specialization. Include at least one to two citations for support. [One half to one page].
Start with what your area of specialization is. Explain what the focus of this specialization is. Then explain how your project will fit into this specialization.
1.2.1 Problem of Practice
Describes the general problem and the specific business problem identified in your DBA specialization scholarly and practitioner literature. Supports the existence of the general and specific business problems using baseline data and at least five supporting citations published in scholarly and/or practitioner journals within the last five years. [1-2 pages].
You need a reference and you need to also explain why this is a problem. What is the consequence.
You have to have a general and a specific problem. You only posted one problem here.
I think the general problem is underrepresentation of minorities in Fortune 400 company leadership positions. The specific is under-representation of African American males. Have references for both, show a consequence for these problems and discuss why this is a problem.
You do need to cite references
You need to cite references. I would stay away from all of this. Make a case for African American males being as educated and capable as white males. You can make a case for systemic racism but these first two sentences just aren’t important in terms of the issue
is this you ropinion?
Not sure what you are sying
1.3 Purpose of the Project
Include an introductory paragraph of at least two to three sentences that supports the purpose and transitions the reader into project need and questions.
Start with “the purpose of this qualitative inquiry (or whatever approach you are using) is to explore the perceptions of (participants) regarding……. You don’t need all of the rest. It has nothing to do with the purpose of your study
1.3.1. Project Need
Justify the need and feasibility of the proposed project. Transition logically to the project questions. Support need with at least three relevant scholarly and/or practitioner articles published within the last five years. Explain the project’s objective(s). [2 to 4 paragraphs].
Not sure what you are saying
You need to cite references
Please actually cite the study with date
What meta-analysis. You need to cite references
19% of what? Also needs a reference
You need to cite references
Who is them. Also referenc
This makes no sense. So when black males rise to leadership positions, other employees are undermined????
Makes no sense I found quite a few articles on African American males in fortune 500 companies. Only 1 male and 40 females
Not accurate, see above
Citations are in past tense
What are the objectives of your project
The 19 Black CEOs that have lead Fortune 500 companies …
https://fortune.com › longform › fortune-500-black-ce…
Feb 1, 2021 — In the history of the Fortune 500 list, there have only been 19 Black CEOs out … of Black leaders atop America’s largest corporations will thin again after Roger … “The tracks that lead to the CEO jobs are primarily P&Ls,” says …
Are you doing a quantitative project? This is quantitative. Your purpose didn’t indicate what king of project you were doing.
1.3.3. Project Justification
Justify the project purpose and project questions based upon gaps in practice found from searching the scholarly and/or practitioner literature. Describe the anticipated results/desired outcomes of the project. Explains the importance to individual or community improvement. Cites to published supporting articles from the last five years. [2 to 4 paragraphs].
Start with The gaps in practice are….. then explain how your project will fill the gap. Talk about what you expect to find and why this is important
You already said this
Is this what you plan to do????
Up to this point I have no idea what you plan to do
1.3.4 Project Context: Company or Industry
Situates the issue or problem in context to the company or industry of focus. Describe how the project may be useful to the company or industry. Cites to at least three published supporting articles or company specific documentation from the last five years. [1 page]
Before you said Fortune 500. Please be consistent
1.4. Doctor of Business Project Specifications
This section includes the importance of the project and the approach for the project. Include, here, a brief introduction and transitionary paragraph (3 sentences) which set the stage for the next two sections.
Is this what you are doing? It seems really broad
1.4.1. Importance of the Project
Describe the importance/significanceof the problem to business practice. Make a convincing case for the importance of the problem of practice to practitioners. Identify the challenges, problems, situations, opportunities of practice leading to the proposed project. Support your case using at least three citations from scholarly and/or practitioner literature published within the last five years. [1-2 pages].
Not sure what you are saying here
I’m still not sur what you are doing but I really don’t think this is it
I don’t know how you will be ble to do all of this
Do you really think you have this kind of power????
1.4.2. Approach for the Project
Describe the specific study techniques you will use to complete your project. Include your process for collecting and analyzing information, and which techniques you will use and why. Include a preliminary reference list of data sources you intend to incorporate in the project report, including scholarly literature, technical reports, online secondary data sources. If you are collecting your own data, explain how (e.g., interview questions, survey, etc.). Briefly explain the data-collection procedures and why they are workable; and how you will analyze the data. Identify barriers and challenges to data collection and potential contingency plans should problems arise. [2 pages].
How do you collect statistics in qualitative research. You need to explain exactly which method you plan to use and why. Look at the choices available. Qualitative inquiry, critical incident, Delphi…..
For what purpose. What will you be observing. Do you hink these companies are going to give you their policies??? Are the AA males applying at Fortune 1000 companies???
Again, for what purpose
We already know there is only one so I don’t understand why you need this
How do you plan to do this
I still have no idea what you are doing. You also need a lot more here.
Concludes with statements that contain a summary of key points of the project and an overview of the content of the remaining sections for the project. Provide citations to at least five industry or scholarly articles that help provide the main support for your topic, problem, focus, and industry selection. Provides a logical explanation of the overarching project plan. [half page].
You can’t do this with a qualitative study
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