Answer the attached questions in APA format See Rubrics at bottom (Example Attached)

Running Head: WEEK 1 DB QUESTIONS 1

Week 1 DB Questions

Tyrell S Grant

Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.

Shared information is more important to a learning organization as compared to an efficiently performing organization because a learning organization needs transformation. Through the shared information, different stakeholders of the organization can learn different concepts that will enable them to be more effective on their contribution towards the success of the organization. On the contrary, the shared information is not so important to an efficient organization because it believes that it has achieved the best results. Therefore, there is no need or room for improvement. Learning organizations find such information so important because they can implement it in different departments to make sure that processes and activities are improved for the interest of boosting the efficiency of the organization (Michael, 2011).

An organization’s approach to sharing information is related to other elements of the organization because they need to work together to achieve a common goal. For instance, an organization needs relevant information that will enable it to develop the right structure that will assist it in achieving its goals. Additionally, the kind of information that an organization possesses as well as how it is shared affects the nature of the structure that is developed. Taking into consideration other elements such as strategy, the information shared in an organization affects this. For instance, the approach that an organization chooses to share information depends on the strategy in use. Keeping this in mind, it is noted that sharing of information is related to strategy.

What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to stakeholders than business managers?

Stakeholders in nonprofit and for-profit organizations have different expectations. The two kinds of organizations are based on completely different principles, and these affect the expectations of the stakeholders. A stakeholder in a nonprofit organization expects the organization to deliver the purpose for which it was established (Wolf, 2012). For instance, if an organization was established to help the needy, it should accomplish this objective. On the contrary, stakeholders of a for-profit organization have different expectations. For instance, a shareholder expects the organization to be effective regarding business so that he can realize increased returns for his investment. Keeping in mind that these organizations are based on different principles, their stakeholders have different expectations.

Stakeholders and business managers are equally important in an organization, therefore, nonprofit managers need to pay equal attention to them. Without business managers, the organization will not be effective and efficient. Therefore, the stakeholders will not be able to realize their expectations. Similarly, without other stakeholders, business managers will be irrelevant in an organization because they are not serving anybody. Considering this, both of them are equal and should be treated equally. The business managers implement different strategies and approaches to make sure that the organization is up and running. Similarly, stakeholders provide other needed support, such as financial and material to ensure everything is in place. Managers and other stakeholders are equally important in an organization.

How might a company’s goals for employee development be related to its goals for innovation and change? How might a company's goals for employee development be related to its goals for productivity? Explain the ways that these types of goals may conflict in an organization?

A company’s goals for employee development and goals for innovation and change are related because they are established to achieve a common goal. When a company achieves employee development, it means that it has been able to assist its employees to acquire specific techniques that will boost the performance of the employees (Harrison, 2012). It is important for companies to implement a valuable training program that will benefit the organization on all levels. The training pipeline should allow for team building, procedural compliance and allow for employee feedback. When on empowers the employees and allow the company to grow from within there is more opportunity for development. In return, the employees will be able to perform, and this will enable them to be innovative as well as initiate the changes needed in the organization.

Similarly, a company’s goals for employee development is related to productivity goals because developed employees should be able to be productive. An organization needs to develop employees in specific areas that are in line with the needs of the organization. When a manager seeks to initiate a goal in employee development, the focus is on a change in training, promotion, safety, or growth of the employees (Daft, 2016). Through this, their performance will improve, and this implies that the organization will also achieve its productivity goals. As an organization considers areas through which employees should be trained, it needs to take into account what its productivity goals are.

These goals might result in a conflict if proper considerations are not made. As much as all of them are geared towards achieving the same overall goal, it is necessary for keenness to be considered so as to create an effective organization that is free of conflicts. A conflict might arise if the different goals are not properly prioritized. It is necessary for an organization to come up with its goals on innovation, change, and productivity. A clear definition of this will lead to effective employee development goals. Conflicts will be eliminated.

Suppose you have been asked to evaluate the effectiveness of the police department in a medium-sized community. Where would you begin? How would you proceed? What effectiveness approach would you prefer?

The evaluation of the effectiveness of the police department in a medium-sized community starts by checking the security and crime levels. It is necessary to take the records and reports on different crimes, for instance, robberies. Looking at such records tells a lot about the level of effectiveness in a community. The manner in which crimes are handled can also say something about the effectiveness of the police department.

The next step will involve seeking the community’s opinion about the performance of the police. For instance, interviews and questionnaires can be used to collect information from the community on the effectiveness of the police department. Since the community residents are in direct connection with the situation on the ground, they should be able to provide information that will be used to properly carry out the evaluation of the police department.

The effectiveness approach preferred is on the crime levels in the community. A community in which crime levels are low, the police department is effective (Emmer, 2002). On the contrary, the police department is said to be ineffective if there are still high levels of crime in the community. The police should make sure that they put into place relevant strategies that will assist them to boost their effectiveness in the community. The major role of the police is to eliminate crime in the community. Therefore, the police department is considered effective if it reduces or eliminates crime in the community. The government should be able to provide the necessary resources that will enable the police department to be effective.

What types of organizational activities do you believe are most likely to be outsourced? What types are least likely?

From an organizational perspective, outsourcing refers to acquiring goods and services from outside the organization (Burkholder, 2006). Organizational activities that are most likely to be outsourced are those which are complex but not routine. For instance, consultation services or the repair of a manufacturing plan. These are services that are very necessary to an organization but frequent. It will be irrelevant if an organization permanently employed an individual for such. The best option for such activities is outsourcing. The organization only seek the services of the professionals when they are necessary. This is a cost-effective approach to be used.

Activities that are less likely to be outsourced are those who are routine and less complex. These are services that an organization can easily handle from within. For instance, a transportation company might not outsource drivers for its tracks. Instead, it will choose to permanently employ them since their services are frequently needed. In such a case, it would be irrelevant if such a company decided to outsource drivers while it needs them very frequently. Whether or not services should be outsourced depends on their complexity as well as the frequency at which they are needed. Organizations need to take this factors into consideration before deciding on whether or not they should outsource a service (Sadler, 2003).

How can/should a biblical worldview be applied?

It is an unwavering belief that whenever God is in the mist, there are always blessing to be received. Even in business, it is important to implement sound moral policies. Enable the managers to be just and be of good moral character. The Bible teaches one to seek guidance from God and trust him to lead. Trust in the Lord with all your heart and do not lean on your understanding. In all your ways acknowledge him, and he will make straight your paths" (Proverbs 3:5-6, New Living Translation English). The key words “in all your ways,” that does not exclude business and good business practices. Humbling oneself is important in all matters to create structure and good order, especially in business.

References

Burkholder, N. (2006). Outsourcing: The Definitive View, Applications, and Implications. New York: Wiley.

Daft, R. L. (2016). Organization theory and design of organizations (12th ed.). Boston, MA: Cengage Learning.

Emmer, R. (2002). Community Service. New York: The Rosen Publishing Group.

Harrison, R. (2012). Employee development. Telangana: Orient BlackSwan.

Michael, M. (2011). Building the Learning Organization. Boston, MA: Nicholas Brealey Publishing.

Sadler, P. (2003). Strategic Management. London: Kogan Page.

Wolf, T. (2012). Managing a Nonprofit Organization. New York: Free Press.