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).


– 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: ”Clara and her staff can maintain the organizational culture through steps of socialization. She and her staff must first carefully select entry level candidates using established standardized procedures to find personal styles and values that align with the hospital’s culture. Clara and her staff should especially focus on determining the specific traits that tie to effective performance within the hospital. It would also be helpful to provide entry level candidates a realistic job preview of the culture so candidates will understand the current culture. This will ensure that the institution doesn’t become large and uncaring as Clara fears. Clara’s hospital will need to be a learning organization, specifically a single-loop. The single-loop learning approach will involve the organization’s capacity to achieve known goals and objectives. Clara has already established an efficient organization, so there is no reason to incorporate a double-loop approach which changes the organization’s 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 should identify the firm’s most important values to help employees reconcile personal sacrifices brought about by their participation in the organization. The employees can then learn to accept these values and to trust the organization not to do anything to hurt them. Clara should realize that these newly hired employees are working long hours, working weekends, receiving criticism, and are working undesirable shifts. The organization needs to overcome these challenges by connecting the sacrifices to higher human values such as providing the general public with the best quality care. Clara is striving to maintain a dominant culture with set core values. Clara should also recognize the subculture within the organization. There is always a subculture made up of a small minority of the culture’s members in an organization. The subculture is often overlooked, but Clara should make sure she values and includes this group when she is getting the new employees to accept the core cultural values of the hospital.”

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

Student’s Response: “Clara could use the same basic framework. Depending on how the hospital evolves in the next few years, she may be required to update the hospital’s standardized procedures. As organizations are constantly evolving, there will be a need to update some policies and procedures. This will require Clara and her staff to update this framework of hiring and integrating candidates. Since there will be three times more employees than the current workforce if another 200 people are hired, the culture should be even more effective and strong since there will be even more influence and core values within the organization.”

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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