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Creating a Common Commitment to an Organization’s Mission.

Response 1 PD

Question 1

A set of beliefs, norms and values that is shared by a group, culture is a systemic sense that can create a common commitment to an organization’s mission. With identifying markers that extend beyond the individual, it can be represented in a fabric of shared themes and feelings. Whether displayed in forms of dress, symbols, verbal phrases or typical behaviors, its permeance can be silent in its mode of action, yet quite visible to internal and external stakeholders (Daft, 2018).

Serving two fundamental and critical functions, the culture of an organization can be a catalyst in uniting members in how they relate to one another within the organization and how the members follow the same process in relation to the outside environment (Daft, 2018). However, although it is often associated with ethical decision making (Kara, Rojas-Mendez & Turan), the element of inequality can create fear and discourse if an unrealistic and bias culture themes are dictated, thus resulting in disagreement or conflict with management. Therefore, the perception of stakeholders or groups of interest regarding the cultural practices of the organization may not be entirely correct (Gonzalez-Rodriguez, Diaz-Fernández & Biagio, 2019).

            Directly related to the perception of the value system of the organization and its management, the acceptable cultural differences that shape the internal behavior of members can have an impact in external relationships (Gonzalez-Rodriguez, Diaz-Fernández & Biagio, 2019). However, as Daft (2018) noted, a mechanistic or controlling system may block any organic input, thus tainting an authentic thought process or sense of autonomy amongst members.

Therefore, given the equal potential for obscuring a true value and culture system, I believe it is fair to expect an accurate discernment of an organization’s cultural value system would be approximately 50%. This estimation of accuracy is based on the possibility of employee fear of retribution and negative consequences for noncompliance and subordination, the result of corporate pressure to maintain allegiance to an unfit cultural model employment free (Kara, Rojas-Mendez & Turan).

Chapter 11

Question 1

Innovation and change are often interdependent and may require a shift in one or more areas to achieve an objective. Technology, culture, strategy and structure, and products and services are the four areas where this dynamic can be clearly visualized (Daft, 2018). Adaptation in design, systems and mindset can strengthen the sense of freedom employees have, thus promoting a broader capability for innovation and initiation in sustainable ideas and organizational practices (Daft, 2018). Therefore, it is an acceptable hypothesis to assume the pressure to change can be uniquely perpetuated from mounting environmental demands and suggestions.

Structural dependence, as Ahmed (2018) noted, may be a factor when examining the ability to create a stable organizational setting. The internal linking and codependent nature that exists in an organization can lead to a committed desire for stability. This phenomenon is particularly salient when exploring the impact of CEO succession and reorganization cultural changes in an organization. As Karaevli and Zajac (2013) noted, corporate stability is often related to the tenure and performance of management, thus reaffirming the contextual link between stability and the internal strategic decisions of an organization.

Chapter 12

Question 1

            Intuitive decision making, when done in concert with an adapt analytical approach can lead to an outcome that may present a better strategic alternative. Employing the elements of science, philosophy and economics, a coalition of thought processes and problem-solving initiatives can be utilized, gaining a significant advantage over speculative decisions derived solely based on emotion and intuition (Daft, 2018).

            In healthcare, the integrative approach of evidence-based best practice (EBP) has been the applied method of choice in the clinical decision-making process for the last two decades. An expectation within the profession, improvement of patient outcomes has been the driving force in the application and integration of best practice research evidence in all clinical settings (Al Zoubi, Mayo, Rochette & Thomas, 2018).

This universally accepted approach has been proven to improve the efficiency of service delivery while decreasing cost, benefits that are captured in data across the healthcare spectrum.

As Cho, Song, Comuzzi and Yoo (2017) confirmed, in a time of rapidly changing and shifting demands, business processes can gain insight and expertise by including the data collected in the calculation indicator process.

Changing the process model to include EBP with intuition can improve workflow, decreasing the risk of redundancy and repetition (Cho, Song, Comuzzi & Yoo, 2017). Therefore, by redesigning the framework and including EBP, execution and outcome can be driven to higher sustainable standards, thus improving organizational growth and profit (Cho, Song, Comuzzi & Yoo, 2017).

Chapter 13

Question 1

            Dependent upon compatibility, organizational relationships shape the model of behavior that is perpetuated throughout the environment. Within a corporation, the potential for conflict and discourse can be manifested in many layers. Whether between two individuals or two larger components, such as manufacturing and marketing, goal incompatibility is often the greatest source of division (Daft, 2018). Therefore, the determination of the appropriate approach for resolution is dependent on the level of conflict.

In a shifting power dynamic, the need to organize in order to gain control and disseminate oppositional forces can be greater achieved by implementing the political mode of organizational process (Daft, 2018). Although the rational approach may appear less restrictive, in an attempt to de-escalate conflict and return the environment to a functioning level management may have no alternative than to utilize the political method (Daft, 2018). However, as Daft (2018) indicated, after resolution, techniques for enhancing collaboration can be effective in the team building experience, thus decreasing the risk of further threats and damaging conflicts.

Biblical Worldview Application

Integrity and inclusivity are virtues that are necessary for the improvement and sustainability of relationships, corporate and personal. Psalm 25:21 reinforces this message by reminding humanity that integrity and uprightness can preserve the body and soul in anticipation for eternal peace. Resisting the temptation that may occur when faced with difficult decision-making, opportunistic or not, the message of Matthew 7:12 can also lead to a path of strength and wisdom, recognizing the need to follow the law of Christ by implementing practices that are goal oriented and focused on the improvement of service to all mankind. For when it is done to others as one wishes for themselves, then the possibility of improved outcomes for all can become a reality, as Christ commanded.

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