Organizational Behavior – Peer Discussion Post Response

Write a 2 paragraph response to the following student’s post.

Going beyond creative response/feedback related to the initial post and the course materials. You have responded thoughtfully from your own experience. Also, referring and citing at least ONE external (NOT the course textbook) resources (preferably recently published academic journal article(s)) and/or web pages, and providing example (s) to enrich your response.

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Your responses/feedback must be substantive, enriched by citing resources, and providing examples based on your experience or readings. A reply to a peer posting must be substantive, relevant and useful. “One-liners” and “I agree” statements that are not supported with an explanation will not receive any credit. Your reply post may expand upon the topic under discussion, offer additional questions, or provide examples or more information. Full credit implies your feedback shows that you critically thought about and analyzed the student’s responses. Substantive responses show the depth of understanding, demonstrate insight into the material, and are free from spelling and grammar mistakes. Response MUST be original and contain no signs of plagiarism.

Note: Response must follow APA format in all citations used (i.e., in-texts and reference lists).

Requirements:

– Formatting:
– APA style format
– 2 Paragraphs properly formatted WITH the required headings:
(1) Course Topic Integration
– Respond to peers or additional chapter questions
(2) Views and Opinions
– Respond to peers or additional chapter questions

– Language, Spelling, Grammar:
– Language is clear and concise with few, if any, errors

– *****Accurate Application of Course Concepts*****:
– Content reflects full understanding of the course concepts and applies the concepts accurately (These concepts can be found in Chapter 3 of the course textbook attached)

– Reasoned Implications and Conclusions
– Competently substantiates independent points and ideas

– Incorporated External Sources
– Accurately incorporates 1 external resource PLUS course resources with proper in-text citations and references

Question 1: What can Clara and her staff do to select the type of entry level candidates they want? Explain.

Student’s Response: ”There are a couple of things that Clara and her staff can do to select the type of entry-level candidates that they want. One thing they can do is have a trained recruiter do a pre-interview on prospective candidates to see if the candidate’s values fit with the company’s culture. Another thing that Clara and her staff can do is when they are interviewing prospective candidates, they need to give the prospective candidates a realistic idea of what the company culture is like. It is important that the prospective candidates knows what the company culture is because not only should the company see the candidate as a good fit, but it is important that the candidate can see themselves as a fit within the company culture.”

Question 2: How can Clara ensure that those who are hired come to accept the core cultural values of the hospital? What steps would you recommend?

Student’s Response: ”Clara can do multiple things to help ensure that the employees who are hired on accept the core cultural values of the hospital. One of the most important things they can do is train the new employees on the company culture. This will help the company gain a full understanding of the existing company culture and what expectations within the company are.

The textbook talks about multiple steps that can be taken to maintain culture through socialization. Those steps are selection of entry-level personnel, placement on the job, job mastery, measuring and rewarding performance, adherence to important values, reinforcing the stories and folklore, and recognition and promotion. All though all of these step are important, I want to speak about a couple of them. Job Mastery is where the employees get on the job training and as the employees move along their career path, they are evaluated as they move along. This is pretty common in many different industries as they set up steps that need to occur before people are promoted or moved through the organizational ladder. It would work well in a hospital because there is so much that can be learned and on the job training is a great way to train employees. Adherence to important values is an interesting step because during this step, the employee learns to trust the organization. The employee realizes that they have made some self-sacrifices such as working long hours and or working on the weekend but the organization is able to show the employee that their sacrifice helps the organization and the service they offer. Specifically, at a hospital, this is an important step because there are many self-sacrifices that might occur. Right now, in our current world, there are nurses and doctors who have to take extra precautions when they go home at night due to COVID. I have also heard of some who are staying at a separate place from their family just to ensure their family’s safety. They are making these personal sacrifices to offer a service to the people who come into their workplace. Recognition and promotion is the final step. During this step, not only is the employee recognized and promoted, but it also encourages other employees within the company to follow in that employees’ footsteps.

Although I only highlighted a couple of the steps, they are all important in order to help the new employees gain a full understanding of the company’s culture as well as getting the employee to buy into the culture. Doing these steps and getting an employee on board with continuing the company culture, will help the company long term.”

Question 3: Could Clara use this same approach if another 200 people were hired a few years from now?

Student’s Response: “This same approach could help Clara in a few years from now if she was required to higher another 200 people. This same plan would work no matter if the company culture stays the same or if it changes within those few years. Because these steps are not specific to the current culture at the hospital, they would work for multiple organizations and different cultures.”

Course Textbook:
Organizational Behavior: An Evidence-Based Approach, Chapters 1-14 Luthans, F., Luthans, K. W., & Luthans, B. C. (2015). Organizational Behavior: An Evidence- based Approach, Charlotte, North Carolina: Information Age Publishing.

Chapter 3 for relevant course material. (Attached)

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