Reply of at least 500 words each by 11:59 p.m. (ET), Each reply must be supported by at least 3 scholarly peer-reviewed sources in the current APA format. Any sources cited must have been published wi

Reply of at least 500 words each by 11:59 p.m. (ET).This reply must be supported by at least 3scholarly peer-reviewed sources in the current APA format. Any sources cited must have beenpublished within the last five years. The main post and reply must contain biblical integration.The Bible must be cited to support your assertions regarding biblical integration and be includedin references in addition the number of required scholarly peer-reviewed sources. 

The conclusion I can draw about craft originalities culture is that there needs to be a sense of accountability. The evidence is the low ratings on the survey which identified potential opportunities for better communication, supervisor training, and compensation. Bob has identified that there might be a knowledge cap in the employees at craft originalities however, Bob must consider the environment and leadership style prior to him running the business. The scale survey results are based off previous leadership because they are friends of the family that started the business. It was identified that the business was run as a freeform work environment, which had already become a potential downfall for making strategic initiatives in comparison to the competitors. The compensation for this kind of job is low due to the efficiency of the production system regarding selling more than 1000 units per month or per year to stay above the competitors. Bob also identifies that there were too many workers in the production system, which is also a factor to consider when it comes to compensation for paying for the job when production is already low. It’s no surprise that communication is an opportunity considering it correlations with job performance, especially when it comes from supervisors or those of the management team. If there was proper coaching training in development, communication would be scored much higher, but due to the freeform environment from previous leadership it’s almost as if you do what you want, when you want if you get the job done. So, the appointed supervisors were comfortable due to being in friendship with the family-owned business. It is understood that God desires that everyone should be quick to listen, slow to speak and slow to become angry, because human anger does not produce the righteousness that God desires (New International Bible, 1978/2011, James 1:19-20). Prior studies revealed that servant leadership affects employees’ performance through the mediation of trust. We also propose that information asymmetry is another key factor that may moderate the relationship between servant leadership and employees’ task performance (Khan et al., 2022). When communication is clear in business there is a sense of urgency around the need to be successful as well as being an active listener to hear the frustrations or opportunities for employees and business.

If craft originalities adopted a mass production manufacturing process that is like Saint crafters, I think that the effect on the attitude scores of the workers would see a decrease in the culture morale due to the current staff not being fully trained in operating in the capacity that they would need to. There’s also no true form of regulations, rules, or strategic goals. The employees may be reluctant to change after being used to doing what they want compared to having an organized structure where everything is dead in a timely manner to have efficient production and proper education.  The formalization of the process that Saint crofters must serve their small community has been beneficial to them because the workers are more efficient and educated, which could also come from learning and teaching and developing and coaching to the skills needed to perform the central job. But on the contrary in the survey scores, the highest rank was that the employees look for ways to improve their work and maybe they feel as if the supervisor since they did a poor job was not developing them in the way that they should. Companies around the globe often place requirements to develop their leadership capacity and become leaders, rather than systematically seeking to interrogate and remove the barriers (Loumpourdi, 2023). With the process of formalization supervisors would then be held accountable for the productivity of the work environment, and the leniency wouldn’t be as stagnant as it has been in the past under different leadership. Accountability can be achieved via a variety of mechanisms, including audit, transparency, or reporting questioning (Ferry and Sandford, 2022). God expects servants to be trusted with wealth and are to be productive and proactive in multiplying wealth (New International Bible, 1978/2011, Mathhew 25: 14-16). Those who are properly coached, trained, and developed professionals can successfully perform the job responsibility and are more likely to be efficient in their role. Manufacturers have begun to realize that making a profit only from product sales offers limited opportunities and that it is difficult to maintain a competitive advantage (Moro et al., 2019). It would be easier to initiate an outline as expectation for the job requirement and duties for the workers or departments if there was a change in from realization of process.

The rural environment has influenced the lack of formalization in the work environment in Craft Originalities because it is less focused without true regulations. In the environment, there may have been different business needs as well as the needs of the community previously, but there was no true plan strategically of what the future will look like for the businesses and employees. The implement needs may have been different without the formality, or training that was needed at the time when going against their competitors. Craft Originalities was also operated by a family who hired friends. There was no true formality from the hiring decisions made when recruiting for positions needed to operate the company, which was a major downfall in the beginning for the company’s stability in the long run. The employees found a sense of belonging because they knew the owners so there was a lack of accountability due to a friendship. God expects leaders to set the example when leading their team (New International Bible, 1978/2011, John 13:13-15).  In rural areas, it is very difficult to find jobs without traveling, so the employees may have become very comfortable with what was or was not required of them. The operational budget necessary to control the project implementation is drawn up depending on the conditions of specific contracts concluded with the structural divisions of the general project organization and subprojects, according to the “bottom-up” scheme (Zelentsov et al., 2020). Supervisors are those who lead by example and ensure both the business and employees are living to the expectation of goals in personal and professional growth.

References

Ferry, L., & Sandford, M. (2022). Developing “place leadership” when hierarchical accountability is omnipresent: the case of English sub-national government. Journal of Public Budgeting, Accounting & Financial Management, 34(4), 557-565. https://doi.org/10.1108/JPBAFM-06-2021-0094Links to an external site.

Khan, F., Arshad, M., Raoof, R., & Farooq, O. (2022). Servant leadership and employees’ performance: organization and information structure perspective. The Service Industries Journal, 44(11–12), 832–850. https://doi.org/10.1080/02642069.2022.2086976Links to an external site.

Loumpourdi, M. (2023). Leadership development programmes: part of the solution or part of the problem of women’s under-representation in leadership? Gender in Management, 38(5), 619-633. https://doi.org/10.1108/GM-01-2022-0017Links to an external site.

Moro, S. R., Cauchick-Miguel, P. A., & Campos, L. M. S. (2019). Product-service systems towards eco-effective production patterns: A Lean-Green design approach from a literature review. Total Quality Management & Business Excellence, 32(9–10), 1046–1064. https://doi.org/10.1080/14783363.2019.1655398Links to an external site.

New International Bible. (2011). The NIV Bible. https://www.thenivbible.com/Links to an external site.Links to an external site. (Original work published 1978)

Zelentsov, L. B., Mayilyan, L. D., & Shogenov, M. S. (2020). The budget development processes’ formalization for a construction project based on digital technologies. IOP Conference Series.Materials Science and Engineering, 913(5)https://doi.org/10.1088/1757-899X/913/5/052005Links to an external site.