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can you do this for me Replies: Provide 2 thoughtful replies to the threads of classmates. Each reply must include an analysis of your classmates’ threads, based on any experience from your own pro
can you do this for me
Replies: Provide 2 thoughtful replies to the threads of classmates. Each reply must include an analysis of your classmates’ threads, based on any experience from your own professional career (if applicable) that might be relevant. All replies must be 200–250 words. Also, be sure to integrate the required reading in a logical and relevant manner.
You must cite:
- The textbook or at least 1 peer-reviewed journal article;
- 1 passage of Scripture; and
- The audio lesson presentation.
submit your replies by 10:59 p.m. (cst) on Sunday of the same module/week.
reply 1
Derrick Brown Leadership and Positive Organizational Behavior Collapse
Creating a climate that fosters positive organizational behavior starts and rolls from the head down. One might say that organizational climate rises and falls on the leadership. Psalms 133:1-2 paint an image of organizational climate. Titled “ Blessed Unity of the People of God”. Verses 1-2 state, “ Behold, how good and how pleasant it is for brethren to dwell together in unity! It is like the precious oil upon the head, Running down on the beard, The beard of Aaron, Running down on the edge of his garments,” The organizational climate imagery is very profound and while typically is thought of in a church setting can be applied in most if not all organizations.
According to the text, “organizational climate reflects employees beliefs about what they see going on at work and what is happening to them. These perceptions can range from positive and up lifting to negative and debilitating,”(Fugate, et. al., p.279). This can be seen in various settings from massive corporations to community churches. Dr. Fischer suggests, “It’s the Leaders role to encourage groups to think past their own little world and think in terms of the big picture. To realize they are all working together and establish a climate of trust,” (Fisher, 2009).
Organizational behavior in some aspects can be likened to that of raising children. The parenting or in this case Leadership style has a great deal to do with the outcome or climate of the children or organization. Psychology has found that positive reinforcement has a far better outcome than negative reinforcement. Otoghsara & Hamzehzadeh assert, “ Work positivism movement is a revolution in the area of business and organization
Management and leadership. It revealed the significant effect on many conventional and
or outdated organizational procedures,” (Otoghsara & Hamzehzadeh, 2017, p.1124
According to the text Organizational Values, Organizational Practices, and Virtuous Leadership are the three core components of Organizational Climate that fosters positive organizational behavior.
When organization values such as restorative just, compassion, and temperance align with individual values, as viewed from the value attainment model of job satisfaction, it fosters a positive climate. Furthermore, organizational practices that coincide with the met expectation model of employee satisfaction help to foster a positive climate when aligned with employee expectations. Last but not least, virtuous leadership is essential to fostering a climate of positive organizational behavior.
Fugate and Kinicki suggest, “ The focus of virtuous leadership is to help individuals, groups, and organizations to elevate, enrich, and flourish,” (p. 281). A virtuous leader must be focused on the greater good of the organization rather than their own interests. They must walk in integrity, practicing what they preach and respect every individual, and in doing so establish the critical component of trust. Finally fostering an environment of forgiveness to promote positive organizational behavior. In a recent article Otoghsara & Hamzehzadeh discuss the components of the “Virtuous Leader” According to them, “ Authentic Leadership theory concentrates on leader and followers’ self control and self awareness, positive psychological capital, and the role of positive organizational moderator. Authentic leadership theory is explained as the most comprehensive exclusive leadership theory,”(p.1129).
To conclude, Virtuous Leadership is and essential component of organizational climate that fosters positive organizational behavior. Employees and customers alike thereof can easily recognize a positive climate or lack. Fugate & assert that research in this area is reveling that virtuous leadership can be attributed to financial performance, customer satisfaction, organizational climate, and subjective measures or organizational effectiveness one to two years later.
References
Fischer, C. (2009). Group Behavior And Work Teams. Information retrieved from: https://learn.liberty.edu/bbcswebdav/courses/BMAL500_C01_201840/Presentations/Module%204/Reading%20%26%20Study/Lesson%204%20presentation/4-Group_Behavior/index.html
Fugate, M. & Kinicki, A. (2018). Organizational Behavior: A Practical, Problem Solving Approach. McGraw Hill. New York, NY
Otaghsara, S. M. T., & Hamzehzadeh, H. (2017). The Effect of Authentic Leadership and Organizational Atmosphere on Positive Organizational Behavior. International Journal of Management, Accounting & Economics, 4(11), 1122–1135. Retrieved from http://ezproxy.liberty.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=127683538&site=ehost-live&scope=site
reply 2
Sarah Carter
Carter S BMAL 500 DB 2 - Positive OB Collapse
Positive Organizational Behavior is something that I would really like to see improve in my organization. I have seen how a framework of positivity is lacking in our organization, and because of this the positive emotions of those with whom I work is limited. Kinicki & Fugate proposed that there are three process that produce positive outcomes: the amplifying effect, the buffering effect, and the positivity effect. The amplifying effect is a spur of positivity that develops when one individual produces positivity which spirals to another, the buffering effect is the process of reducing negative stressors by implementing positive practice, and the positivity effect is when an organization focuses on positive energy while moving away from negative energy (Kinicki & Fugate, 2018, p.255).
The organization that I work for is lacking positivity, which manifests itself in our team meetings, daily work days, and relationships with one another. Just today I noticed how when our team was trying to come up with a solution for a problem, we simply talked over one another and never came to a helpful solution. Rather than validating ideas and proposing possible alternatives, there was complaining about how the events might be an inconvenience for personal schedules followed by a negative attitude for the rest of the meeting. Ramlall, Al-Kahtani, and Damanhouri (2014) stated that, “an organizations success depends on employees’ creativity, innovation, and commitment” (p.150). Similarly, the textbook states that the benefits of positive emotions include things such as: creativity, organizational commitment, and decision making (Kinicki & Fugate, 2018, p.261). I believe that if our organization had more positivity in the workplace, we would see increased commitment and creativity.
One of the main places that positivity starts is with the leadership. Positive leaders can build positive organizational cultures (Ramlall et al., 2014). However, it also takes committed employees who are willing to take on a positive attitude in order to foster growth in the area of positivity. I think that my organization would really benefit if we could foster more positive emotions in others. Not everyone in the organization is negative, but the few that are negative speak far louder than the ones who are positive, making negativity seem prominent. Kinicki & Fugate talk about upward spirals of positivity, which is when positive behaviors in one person can spark positive behaviors in others (Kinicki & Fugate, 2018, p.261). If we could create an environment in which positivity was more prevalent, we could potentially spark positivity in the ones who are more negative. Positive teams can benefit a company by helping build social relationships, psychological well-being, and physical well-being (Kinicki & Fugate, 2018, p.261). Dr. Fischer talked about some different factors that are related to successful teams. One of the things that he mentioned is that successful teams have successful team players that foster a positive job attitude and have big picture thinking (Fischer, 2009). Our team could be far more successful if we had positive job attitudes such as joy, hope, gratitude, and inspiration (Kinicki & Fugate, 2018, p.261).
We live in a world plagued by negativity. There is always something to complain about, and I know this from self-evaluation of my own life. The importance of positivity in a world plagued by negativity speaks volumes to our character as believers. Romans 12:2 says, “Do not be conformed to this world, but be transformed by the renewal of your mind, that by testing you may discern what is the will of God, what is good and acceptable and perfect” (English Standard Version). As Christians in our workplace, I pray that we can be the ones that model positivity, encourage others, and be a light for Christ.
References
Fischer, K. (2009). Group behavior and work teams [PowerPoint Slides]. Retrieved from https://learn.liberty.edu/bbcswebdav/courses/BMAL500_C01_201840/Presentations/Module%204/Reading%20%26%20Study/Lesson%204%20presentation/4-Group_Behavior/index.html
Kinicki, A. & Fugate, M. (2018). Organizational behavior: A practical, problem-solving approach. New York, NY: McGraw-Hill Education
Ramlall, S. J., Al-Kahtani A., & Damanhouri H. (2014). Positive organizational behavior in the workplace: A cross-cultural perspective. International Journal of Management & Information Systems, 18(3), 149-154.
