BUSI 610: Leadership Management Discussion Board Forum 1 Assignment

This discussion board post, submitted for BUSI 610, explores key concepts in leadership and organizational behavior. The assignment delves into the characteristics of learning organizations, emphasizing the importance of innovation, shared information, and employee initiative. It examines how different cultural elements, such as symbols, rituals, and dress codes, shape organizational values and ethical norms. The post also addresses decision-making processes, highlighting the limitations of intuition and experience, and advocates for evidence-based approaches. Conflict resolution within organizations is explored through the lens of rational and political models, with a strong emphasis on applying biblical teachings to foster forgiveness and collaboration. The student discusses how seminars and workshops can be used to promote these principles within an organization. The references provided support the analysis of organizational theory, design, and conflict resolution, including the role of knowledge management and ethical decision-making.

Running head: DISCUSSION BOARD FORUM 1 1
Discussion Board Forum 1
Student’s Name
Course
Date
Professor

DISCUSSION BOARD FORUM 1 2
Chapter 10
Different cultures are defined by different attributes. These includes, symbols, rituals and
ceremonies, myths, believes, or dress code. Each of these elements can help an outsider to
discern the cultural values of a single set up with proper analyzation. Elements like ceremonies
and dress code can help one understand ethical norms a society holds. This is however, up to
70%, this is because of undisclosed values housed inside members consciousness and are neither
written nor practiced publicly but help to guide one’s life on daily basis (Daft, 2015). This is the
only aspect that an insider has advantage on against the outsider.
Chapter 11
This statement is true in the sense that in economic world there is inflation in many cases which
forces companies to change their strategies in order to avoid huge losses that would lead to
permanent closure. Not only in businesses but there are natural calamities like storms,
earthquakes and flooding which pressures persons in charge to shift from one plan to another in
order to ensure safety of lives and property. As pressure for change originates from the
environment so is stability from organization. Factors like change in shared market, economical
changes, and legislature amendments can the stability of an organization for an organization to
be successful it has to adapt different changes to counter the side factors. However this are
external factors and can easily be controlled, but organizations are always at risk due to internal
factors like management and personnel relations (Kimbell, 2011). Any given organization must
have a well sorted control plan of such factors in order to remain stable. This means for stability
to be achieved, organization needs to foster an environment that pushes for improvements as
well as minimizing differences.

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Chapter 12
Decisions made out intuition and experience are not always correct. As a result, there is always a
rise of unintended effect within the management and employer-employee relationship. Only in
few cases where a well experienced manager is able to make a sound decision. However, due to
limited time and lack of enough evidence managers are forced to use their intuition and
experience to come up with a decision. This is mainly because there is no strategy in the
organization to gather the evidence that should be used to make a decision. Evidence based
decision means awareness to one’s biasness. For this reason managers should at all-time put the
interest of the employees in the forefront by making sure they have enough facts to make
decisions where this is not applicable a postmortem of the decision should be performed in order
to rectify any mistakes that could have risen. A good decision maker should be able to appreciate
the fact he or she might be wrong (Jones, and Jones, 2013). One should be ready to question his
or her knowledge before making any decisions out of assumptions.
Chapter 13: question 1
Rational and Political model of organizations gives a blue print on how to see and solve conflict
within an organization. The two models seek to give decision which are always based on nothing
but the fact in order to solve a complex situation. Rational model of organization uses probability
and actual facts to bring out a desired decision. This model is preferred in a situation whereby the
conflicts are minimal and there are goals well outlined and large pool of resources which are
equitably shared (Tushman , 2010).Personnel undertaking this model are not exposed to
decisions which can later evaluated because there is a system which can be well predicted. Like

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rational model where behavior is not accidental because goals are well outlined and decisions are
logically made, Political model of organizations involves great debate regarding the goals of the
organization. In this case groups within organization have different interests and different goals.
There is also scarcity of resources which are not equally distributed. This model of organization
is preferred when the conflict is high due to inconsistency in the organization (Huczynski,
Buchanan, and Huczynski, 2013). Other causes include communication breakdown, wastage of
resources and efforts, decrease in morale, loss of company focus and employee following bad
examples from their superiors.
Chapter 13: question 2
Appreciating the fact that you are part of the conflict. It is in the nature of the truth that one is
never right all the time. Because of this conflict can easily be solved from a personal perspective
anchoring to biblical teaching that no one is good. Romans 3; 12.In regards to biblical teaching
one needs to solve the conflict with the parties involved without escalating the problem to other
people who are not involved. This helps in maintaining the relationship between employers and
employees (Schieman, 2011). As it is written in Mathew 18;15, it is wise to first point out the
fault your brother has done, if he listens to you, you have won.
Forgiveness bring people together than grudge. When the conflicting parties learn to forgive one
another, a strong bond of togetherness is created which maintains a healthy relationship in the
organization between different parties. This was the main teaching of Jesus Christ in the Bible.
As a result of scarce resources which are unevenly distributed conflict arises. Biblical teaching of
caring and sharing could well be implied to solve this problem. This will ensure that the

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available resources benefits every person depending on the goals thus minimizing the conflicts
within the organization (Zheng, Yang and McLean, 2010).
Chapter 13: question 3
As discussed above biblical implications can help solve conflicts within organizations. There are
however different ways through which these teachings can be implied in the organizations.
Seminars are one of the best ways to imply different teachings to the employees and employers.
Through seminars, different classes are created with different themes regarding the one issues of
conflicting solving. Another way is through workshops whereby as the progress of the
organization is reviewed, motivational speakers can be brought on board to offer lessons from
the bible on how to approach different matters affecting the organization (Kibert et al, 2011).

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References
Daft, R. L. (2015). Organization theory and design. Cengage learning.
Huczynski, A., Buchanan, D. A., & Huczynski, A. A. (2013). Organizational behaviour (p. 82).
London: Pearson.
Jones, G. R., & Jones, G. R. (2013). Organizational theory, design, and change. Upper Saddle
River, NJ: Pearson.
Kimbell, L. (2011). Rethinking design thinking: Part I. Design and Culture, 3(3), 285-306.
Kibert, C. J., Monroe, M. C., Peterson, A. L., Plate, R. R., & Thiele, L. P. (2011). Working
toward sustainability: Ethical decision-making in a technological world (Vol. 35). John
Wiley & Sons.
Schieman, S. (2011). Education and the importance of religion in decision making: Do other
dimensions of religiousness matter?. Journal for the Scientific Study of Religion, 50(3),
570-587.
Tushman, M., Smith, W. K., Wood, R. C., Westerman, G., & O’Reilly, C. (2010).
Organizational designs and innovation streams. Industrial and corporate change, 19(5),
1331-1366.

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Zheng, W., Yang, B., & McLean, G. N. (2010). Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge
management. Journal of Business research, 63(7), 763-771.