**THIS IS FOR 2 DISCUSSION REPLIES. **
Learning organizations are a type of organization just as the name describes. It creates a learning opportunity every day for the employer and employees. It is important to share information in a learning organization because in order for employees to learn and grow, they must share their knowledge with everyone within the organization. Knowledge is power. The more everyone shares, the more everyone will learn. An organization that is primarily focused on performing efficiently tends to have less learning to try new ways but more ways to cut costs while keeping up with demand. In order for organizations to have a more knowledge-sharing environment, employers are encouraged to focus on the development of employees’ learning goal minds because the minds would promote knowledge-sharing attitudes and knowledge-sharing intentions (Park, Y., & Joo, B.-K. 2022).
If an organization is focusing on being a learning organization, it will have a different structure, tasks, strategy, and culture than an efficient performance organization. Within a learning organization, it might be more horizontally structured compared to being more vertically structured in a performance organization. This means, in a learning organization, the employees empower each other and rely heavily on their other employees to solve a problem or seek guidance. Whereas a vertical structure may require employees to seek guidance from their supervisor directly above them before reaching a lateral coworker. Having a structure that is more horizontal would also make tasks, strategies, and cultural differences as well. The learning organization may be more open communication between coworkers and supervisors and more of a team-building culture. Moral and communication will be increased due to the employees may feel more included in how the organization is working.
Chapter 1: 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 can vary for different organizations, but some examples of stakeholders are customers, employees, and stockholders. Each organization may have different groups of stakeholders as in a for-profit organization the suppliers of a retail store are not the same as the customers of that store (France, A. & Wansu Tang, 2018). Non-profit organizations don’t generate profit or income for the members or “employees” of the organization. They focus on making sure the resources are used to give back to their customers. Whereas a for-profit organization makes income to pay the employees whose goal is to make more money every day. The expectations of stakeholders of a non-profit organization would be to ensure there are donors or volunteers to keep the organization running smoothly and to make sure the community or the targeted customers are receiving the most from the organization. Stakeholders may expect them to be the priority of that non-profit organization. The stakeholders of a for-profit organization may differ by knowing the profit or income for the organization is a priority. Non-profit organization managers have to pay more attention to the stakeholders because those groups are what keep the organization running every day.
Chapter 2: 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?
Most companies would want their employees to be motivational, eager to learn and grow. When a company takes the time and effort for employee development to learn how to critically think or problem-solve, those employees will continuously be thinking of innovation and change for the better. When an employee was taught how to think of ways to “do more with less,” they will be able to find what can be changed in their daily tasks in order to decrease waste and increase productivity. Teaching and developing employees to think for themselves or to think of ways to improve the company and their tasks could sometimes backfire if employees don’t handle rejection well. The employee may come up with ideas to improve productivity but it may require another employee to be hired which would cost the company more money so the company may reject that idea or that reason. Employees may get disgruntled is they are not taken seriously or listened to when they have ideas on how to improve areas in their work center.
Chapter 2: 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?
Determining the effectiveness of an organization is multidimensional, more than one approach would be used to evaluate the organization. There are four different approaches that can be used; goal, resource-based, internal process, and strategic constituents. If one was to be assigned to evaluate a police department in a medium-sized community, one may start with the internal process approach. The internal process approach is exactly what it sounds like, starting from within the organization. If the police department as a whole (individuals or groups) is happy and satisfied, the organization may be effective because the communication within each group or between the groups will be cleaner and more efficient. Confidence and trust will be high between partners on the streets including growth and development in all the employees will improve as well. It is important for all the departments, such as the police force on patrol or the dispatchers within the police department. According to Daft, R. (2020), most managers believe that committees, actively involved employees, and a positive corporate culture are important internal measures of effectiveness.
After evaluating the internal process approach, next would be using the strategic constituent’s approach. This approach measures effectiveness by measuring the satisfaction of the important stakeholders. This would be the preferred method to determine if the police department is being effective. Does the community feel safe and satisfied by this police department? The community is a key stakeholder to determine if the police department is effective. A resource-based approach would be used next to determine if the police department is effective. One example to determine is evaluating if the police department is using its patrol cars appropriately. Are they patrolling around the community efficiently to prevent wasting gas but covering as many miles of the community as possible? Lastly, the goal approach would be used. Are the goals of the police department being met? Does the police department have a goal of giving out a certain number of traffic violations in a month? When an individual pays for a speeding ticket or other traffic violation, that month goes back into paying for the police department thus keeping the police officers and other employees employed. 360
Chapter 3: What types of organizational activities do you believe are most likely to be outsourced? What types are least likely?
Many companies outsource one or several organizational activities. There are other companies or other countries willing to do specific work for a cheaper price than it would be for that company to hire more individuals to complete those tasks. One would believe the majority of the payroll or hiring of individuals would be outsourced. Many companies may use other companies to collect the hours employees input into their system and that company reports back to the organization on the hours and what they are to be paid based on the requirements the organization set beforehand. Even the initial step of hiring employees could be outsourced. For the military, the majority of the civil service positions have to be filtered through usajobs.com first. Then the individuals who successfully made it through the first round may be passed on to the organization that is hiring to complete interviews.
Since companies have the responsibility to ensure they are meeting their goals and being effective, one would think of making the final decisions on changes would be the least likely to be outsourced. Leadership and CEOs would want those decisions to stay within the organization.
How can/should a biblical worldview be applied?
When an organization is being built or needs to reset its goals, the managers need to focus on providing good service in every aspect of their organization. Ephesians 6:7-8 states “Serve wholeheartedly, as if you were serving the Lord, not people because you know that the Lord will reward each one for whatever good they do, whether they are slave or free” (English Standard Version Bible, 2001). As stated above, when the employees and stakeholders are happy and satisfied, the better outcome the organization will have.
Reference
Daft, R. L. (2020). Organization Theory & Design (13th ed.). Cengage Learning US. https://mbsdirect.vitalsource.com/books/9780357141618Links to an external site.
English Standard Version Bible. (2001). Crossway Bibles. https://www.youversion.com/the-bible-app/Links to an external site.
France, A. & Wansu Tang. (2018). Stakeholder accountability of a non-profit organization subsidiary. New Zealand Journal of Applied Business Research (NZJABR), 16(1), 19–33. https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=138040649&site=ehost-live&scope=siteLinks to an external site..
Park, Y., & Joo, B.-K. (2022). Determinants of knowledge sharing: The roles of learning organization culture, empowering leadership, and learning goal orientation. International Journal of Applied Management and Technology, 21(1), 47–60. https://doi.org/10.5590/IJMAT.2022.21.1.04Links to an external site.
Chapter 1: 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.
A shared organizational structure presents a viable framework for both learning organizations and efficient performance firms. The former embraces a decentralized structure with a focus on horizontal communication, fostering a culture of collaboration. On the other hand, the latter adopts a mechanistic design characterized by a centralized structure and vertical communication, emphasizing efficiency. The significance of information sharing differs between these two types of organizations. In a learning organization, the widespread dissemination of information, flowing in multiple directions across hierarchical levels, empowers employees with comprehensive knowledge, enabling swift action (Daft, 2021). Collaborative teamwork takes precedence over hierarchy in a learning organization, while an efficient performance organization maintains a vertical structure, narrow and routine tasks, competitive strategy, and a rigid culture (Daft, 2021). Consequently, the approach to information sharing within an organization is closely linked to its structure, tasks, strategy, and culture. This consideration holds significant importance in the organizational design process, enabling businesses to effectively accomplish tasks while remaining competitive in a rigid cultural context.
Chapter 1: What are some differences that one might anticipate among the expectations of stakeholders for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to stakeholders than business managers?
In the literature we examined, stakeholders are described as groups that hold a vested interest or stake in an organization’s performance, with their interests varying across nonprofit and for-profit entities (Daft, 2021). While nonprofit and for-profit organizations differ, the main distinction lies in the objectives pursued by their respective leadership. For-profit organizations prioritize maximizing financial gains, while nonprofits focus on generating societal impact. Nonprofits often collaborate with for-profit entities and, as a result, have a responsibility to ensure optimal utilization of funds allocated to them. Therefore, it is essential for nonprofit managers to prioritize stakeholder engagement, considering that stakeholders are likely to have diverse investments in other for-profit ventures. By effectively utilizing stakeholders’ funds, potential conflicts among organizations can be mitigated.
Chapter 2: 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.
The effectiveness and viability of a business are contingent upon several factors, one of which is the proficiency and self-reliance of its employees. The level of training they receive and their ability to operate independently without constant supervision significantly impact the success or failure of the organization. According to Hameed (2011), investing a substantial number of resources in employee development is crucial since employees play a pivotal role in any organization. The company’s objectives for employee development are directly linked to its productivity goals, as an employee’s development determines their ability to meet production demands and deliver output. It is important to note that productivity and goals related to innovation and change can sometimes lead to conflicts within an organization, and employees may approach them differently. In terms of organizational design, employment development goals play a critical role in fostering a motivated and committed workforce (Daft, 2021).
Chapter 2: 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?
In our assigned literature (Daft, 2021), the effectiveness of policing a medium-sized community is explored through four distinct yet impactful approaches: the goal approach, resource-based approach, internal process approach, and strategic constituent approach. While the reading introduces these four approaches, it is essential to consider the sequential steps involved. The initial step involves evaluating the individual at the helm of the organization—the police chief. As they are responsible for establishing policies and setting the department’s tone, they serve as the primary point of evaluation. Their actions and behavior set an example for the entire department to follow. Following the assessment of the police chief, it becomes crucial to analyze crime data, arrest rates, and the quality of police-community relations. The effectiveness of the police force in carrying out their duties is equally important as their treatment of individuals who have not committed crimes. Among the four approaches discussed in the literature, the resource-based approach holds particular significance. This approach serves as a valuable metric for evaluating the police force’s performance and assessing their ability to achieve their goals based on the resources at their disposal.
Chapter 3: What types of organizational activities do you believe are most likely to be outsourced? What types are least likely?
In today’s globalized economy, companies often engage in outsourcing as a prevalent practice. This strategy involves delegating various job roles or production processes to external entities, primarily driven by cost-efficiency considerations. In order to establish a thriving business, minimizing costs and maximizing profits are crucial objectives. As discussed in our assigned reading (Daft, 2021), outsourcing encompasses the contracting of specific tasks or functions, such as human resources, manufacturing, and credit processing, to other countries. Human relations, as highlighted by Asatiani (2019), are among the most commonly outsourced areas, with financial services also being commonly outsourced. Conversely, items that can potentially provide a competitive advantage are least likely to be outsourced (Daft, 2021). By adopting outsourcing strategies, companies aim to optimize their operations and achieve their cost and profit goals in the global business landscape.
How can/should a biblical worldview be applied?
In both for-profit and non-profit contexts, it is essential for organizational leaders to operate with integrity and gratitude. A guiding principle in this regard is found in Colossians 3:17, which states, “And whatever you do, in word or deed, do everything in the name of the Lord Jesus, giving thanks to God the Father through him” (English Standard Version, n.d.). Business managers often grapple with the uncertainty of achieving success, as some organizations flourish while others struggle. In such circumstances, it is important to acknowledge and express gratitude to the Lord, whether for attaining prosperity or simply having the opportunity to embark on entrepreneurial endeavors. In our capitalist society, the chance to pursue business ventures is available to all who aspire to do so. However, determining the approach and focus of one’s business is not without challenges. By placing trust in the Lord and expressing gratitude for all that one possesses, it becomes possible to apply a biblical worldview to the organizational context, thereby fostering a holistic and purposeful approach.
References
Asatiani , L., Penttinen, E., & Kumar, A. (2019, February 1). Uncovering the nature of the relationship between … – sage journals. Retrieved July 3, 2022, from https://journals.sagepub.com/doi/full/10.1177/0268396218816255
English Standard Version , Colossians 3:17- For God is not unjust so as to overlook – Bible Gateway. (n.d.). Retrieved from https://www.biblegateway.com/passage/?search=Colossians+3%3A17&version=ESVLinks to an external site.
Daft, R. (2021). Organization theory & design (13th ed.). Mason, OH: South-Western Cengage Learning.
Hameed, A., & Waheed, A. (2011). Employee development and its affect on employee performance a conceptual framework. International journal of business and social science,2(13).