Supportive model of organizational behavior

APPLIED SUMMARY PROJECT 13

Part 1: Revise Applied Summary Project Parts 1-3 after receiving instructor feedback and corrections.

Part 2: “Biblical Analysis of the Models of Organizational Behavior”
Craft a final section to be added to your Applied Summary Project. This section should be 4-6 pages in length. For each of the following questions, support your answer with Scripture, the course text, supplemental course material, and/or outside sources.

Creation: From a biblical perspective, what about each of the five models is good? Are there aspects that reflect something that can be affirmed biblically? Are there things that reflect God’s leadership in Scripture? God’s character?

Fall: From a biblical perspective, what about each of the five models is a result of the fall? Are there aspects that are a distortion of what is good? Are there attributes of each model that are in opposition to the leadership and characteristics of God?

Redemption: From a biblical perspective, which of the five models is the most desirable? Which could promote the most Christ-like work environment?

In total, the Final Applied Summary Project should be 11-16 pages in length and adhere to typical APA style and formatting (double spacing, proper APA citations, etc.).

Applied Summary Project

Shanequa Wilder

Liz Rhee

ORD460

Geneva College

March 4, 2017

APPLIED SUMMARY PROJECT

You need an introductory paragraph.

This week,* we learned about the five models of organizational behavior, autocratic, custodial, supportive, system and collegial. Organizations differ in the nature of the systems they develop and maintain and the results they achieve (Newstrom, 2015). Five years ago,* I worked for a company called MedExpress Urgent Care. MedExpress is a company that is a national leader in delivering high-quality, convenient, affordable health care in a patient-centric manner. They have developed a unique approach to health care, which is centered on delighting patients at every opportunity. There was always a full medical team, and they were also open 12 hours a day, every day. They provided a broad scope of services including urgent care, employer health services, and basic wellness and prevention services. There were no appointments needed, and they would collaborate and coordinate care with other local healthcare providers to ensure the best possible outcomes for patients and their families.

I think that I could probably use two out of the five models to describe this company. The model that fits best would be the collegial model. The collegial model is an extension of the supportive model. In the collegial model, the structure of an organization is developed in a way that there is no boss nor subordinates, but all are colleagues who have to work as a team (Citation?). Each one of the employees has to participate and work in coordination with each other to achieve the target goal. No one is worried about his status or a job title. The team requires adopting new approaches, research and development,*t and new technologies to better their performance. While working there,* everyone worked as a team and we achieved great success by doing so. Our manager there was always positive and motivating to all of her staff. This company was the first of its kind in our area. It was up to the employees to make it what it is today. With the success came good recognition when we scored well as a team.* We had good incentives to keep us motivated to do well.

The supportive model also applies to this job, because it had some characteristics of this model. Management created a favorable organizational climate in which the employees helped to grow to the greater capacities and achieve things of which they were capable in compliance with the goals of the organization. Supportive behavior helps in creating friendly interaction with a high degree of confidence and trust. I believe the collegial model was the one that was most prominent. It supported more characteristics of what I experienced while working there. As we also learned from the chapter, there is no one permanently “best” model, because what is best is contingent on what is known about human behavior in whatever environment exists at the time (Newstrom, 2015).

My supervisor at this job would represent the system model. This model reflects on the values of positive organizational behaviour. (Newstrom, 2015) She was the type of boss who cared about developing a relationship with her employees. She was always postive and showed positve energy at work. She always made us feel appreciated for what we did.

THE MOTIVATIONAL SYSTEM OF MEDEXPRESS URGENT CARE

The motivational system of MedExpress Urgent Care can best be explained as one that recognizes with a Two-Factor Theory. The theory labels factors causing dissatisfaction of workers as hygiene factor due to their influence on the manner in which the jobs were performed. Hygiene factors in this context are used to refer to the policies, supervision, working conditions, salary, safety, and job security (Herzberg, Mausner, & Snyderman, 2011).For example, an individual working in a too hot environment in summer and a too cold environment in winter will not be motivated to work. Motivators are the factors that are intrinsic to the job and include the things such as achievement, recognition, advancement, and growth responsibilities (Thomas, 2010). They do encourage employees to work harder. The theory is a valuable aid to the managers since it points out on improving job environment and the manner in which work is performed. It emphasizes the need for employers to motivate their employees for them to be productive. It is, however, important to state that there should not be sole focus on hygiene factors alone. Managers should give employees opportunities for challenging work. (Newstrom, 2015)

Incentives have been found to have a positive impact on improving the performance of employees. A productive company has an effective assessment and rewarding systems aimed at encouraging motivation. Money is considered one means of rewarding employees. Money as an economic value is a medium of exchange for an allocation of resources. Money as a social value is used to represent employer’s evaluation of employees and indicates an employee’s status relative to other employees (Mukherjee, 2005). Money is a measure of accomplishment with employees comparing it with others. It gives the power to influence others and employees respond to it as a reward. Money is an extrinsic reward rather and intrinsic. The amount always differs with the employee. Payment of extrinsic rewards decreases the intrinsic satisfaction received. (Newstrom, 2015) We would often have a contest with other MedExpress offices within our district. A reward was given to the person who sold the most prescriptions for the week or the office that had the most patients.

Performance appraisal is one way of evaluating employee’s performance, sharing of their information and finding ways to improve performance. The process involves, providing feedbacks and having good working relationships. The performance appraisal system is well defined and objectives are clearly communicated. It is based on careful job analysis and has adequate studies to support it. It involves setting goals and providing of extensive feedback systems. The management had extensive feedbacks systems. The managers were always there to motivate the employees. Outstanding teams were rewarded. Employees were given the incentive to motivate them to work harder. Positive and negative leadership styles are consistent with this OB model. The positive leadership style emphasizes on providing rewards and takes a supportive approach. It is characterized by constructive conversation approach in communication. The negative leadership emphasizes on threats, fear, and harshness. Workplace bullies often ridicule, insult, blame, harass, or make unreasonable demands (Newstrom, 2015).

I experienced the positive type of leadership at MedExpress Urgent Care. The environment was characterized by good communication approaches. The managers were supportive and rewards were awarded to individuals that performed well.

The organization behaviors and dynamics were consistent with the organizational behavior model. Employee’s performance was boosted due to the motivation and leadership style that have been adopted by the organization. Motivation, which was majorly brought about by offering incentives, led to employees working hard to improve performance. The employees were given personal credit for the good work they do. The employees get feedbacks on their past performance. They have complete control of their destiny and take responsibility for their actions. MedExpress Urgent Care did not exercise power motivation. The organization’s employees could be regarded as high-energy workers considering the fact that they were alert, spirited and enthusiastic. They ensure they provide quality service to the patients. Their strong desire to work is brought about by the good managerial style adopted by the facility. The staff is ready to receive patients at all times, and there is no need for appointments.

In MedExpress Urgent Care, the staff not the management, which exists to offer help in difficult situations, majorly do the decision-making. The decisions in the facility are arrived by consensus rather than division or conflict. The organization structure is flat or horizontal and not vertical. This means that all the individuals have equal right to determine the policy and influence decisions obeying the collegial model.

Collegial models depict the people’s needs wishes of professional colleagues. There is the creation of formal and informal opportunities in a means to elaborate policy initiatives. There is huge emphasize on expertise authority rather than official authority (Kashyap, 2016). The collegial model is strongly normative and does not seem to portray reality. The decision-making process is slow and cumbersome,*because decision-making is done by consensus. The decision-making may be difficult to sustain considering that the top management remains accountable to the governing body. Collegial processes success depends on the attitude of the staff.

As such, from my experience at the MedExpress Care organization, I realized that motivation is such a critical factor in managing organizational behavior.* As such; motivation is the primary key to quality performance and high levels of productivity in the organization. As such, it is critical that the management takes care of the needs the employees, more so the hygiene needs as well. Furthermore, it is also critical to note that people are motivated differently,* and that it is important to cater for the intrinsic motivation as well.

TYPES OF ORGANIZATION POWER

Power is the ability of an individual to influence other people. In any given organization, there are three types of power that are applicable. Such are quite useful to the efficient functioning of an organization. Moreover, abuse of power often causes conflict in organizations. For instance, if the individual in power is biased, then it most definitely kills the employees’ morale and also reduces their level of productivity. Such causes a decline in the overall organizational performance. The three types of organization power include:

Legitimate power

Legitimate power is otherwise known as positional power, As such, it is the form of power that comes with an individual’s position in the organization (Merchant, 2017). There are different levels of this type of power; For instance, the power of a department manager over the junior employees of that department. In this case, the junior employees are required to report to the department manager and thus, it follows that the manager has influence over the junior employees. On the other hand, the department managers are required to report to the organization CEO and as such, the CEO has influence over the managers.

Expert power

Expert power refers to the power held by individuals because of their possession of knowledge or expertise (Merchant, 2017). The knowledge possessed by these types of individuals helps the organization to solve complicated problems and therefore they are indispensable in the organization. The other employee’s hold these individuals with high regards owing to their expertise, and they, therefore, influence their actions in the organization. Expert power helps the possessor to clinch to other types of power in the organization, for example, legitimate power.

Referent power

This type of power is obtained from the various interpersonal relationships that an individual has with other people in the organization. Referent power comes as a result of the respect one is given by others in the organization. People with referent power are able to influence others in the organization through the admiration, respect, and trust from the others (Merchant, 2017). Referent power may also be derived from the interconnections that an individual has with prominent people in the organization. For instance, when you are friends with the CEO of the company, people will treat you with more respect and admiration than when you are not.

Coercive power

This type of power comes from a person’s ability to influence the others through punishment and threats. For example, when a junior employee works late so that he can meet the deadline in order to avoid being punished by his superior is thought to be coercive power. This type of power is important to make the employees adhere to the organization’s rules and policies.

Reward power

Reward power is obtained from the ability of an individual to influence how the rewards as well as the incentives in the organization are allocated. Most of the rewards may be under a manger’s control and these are not limited to material things (Merchant, 2017). Reward power serves as the basis for reinforcing desirable behavior.

I think that the one that most identifies with MedExpress would have to be, expert power. This is because MedExpress was a business that was started by three physicians. They use their expertise to put together a thriving business, and they made sure that they hire the best staff to fit their model. Reward power is also used with MedExpress, being a fast growing company; there were promotions or transfers that were offered to employees who performed well. I see that you did not change much of this section except for inserting citations. When you write a paper, you need to write in your own words to show that you understood the content. What you did here is copying and pasting, and then changed a few words around. There is a big deduction for this type of writing.

Organizational politics tactics

“Organizational politics constitutes to several intentional behaviors which are used to enhance the influence of a person as well as their self-interest while at the same time also inspiring trust by others” (Newstrom, 2015, Pg #?). One political tactic that I have witnessed in the organization is the developing of power contacts as well as relationships. In this case, the individual identifies the powerful individuals in the organization and then forms alliances with them.as such; cultivating such relationships will make it easier for the leaders to advance. For instance, they will have significant support for their ideas in meetings as well as other forums. As such, in the organization, the individuals would establish the relationships by being significantly social. For instance, some of them would throw parties. This section is not complete.

An Action Plan is missing.

BIBLICAL ANALYSIS OF THE MODELS OF ORGANIZATIONAL BEHAVIOR

Creation

From a biblical perspective, the collegial model is good. The collegial model is based on the perspective that individuals in an organization, forms a body of people with a unified goal, or purpose. The model is more of a partnership than individualism. It entails, the employees working in collaboration and in partnership with the management. In the model, the employees are much more motivated and productive since they are satisfied. The managers work together with the employees, such that it is not about a boss and a servant but rather collaborative partners (Kashyap, 2016). The respect is mutual between the employees and the managers.it is good because it depicts Jesus’ character.

The Bible introduces the notion of organizational behavior models with the perspective of stewardship. Stewardship is the central focus of all that concerns management and organizational behavior. In the bible, the steward is the focal point, the manager who is entrusted in administering the property of the master. The idea of effectiveness comes in mind.

According to Gen 1:26, Then God said, “Let us make mankind in our image, in our likeness, so that they may rule over the fish in the sea and the birds in the sky, over the livestock and all the wild animals, and over all the creatures that move along the ground.” (Translation?) It is clear that God granted man the power to rule over all the other creatures. According to the same verse, God assigns human beings the duty to cultivate as well as take good care of the earth. Thus despite the fact that human beings have authority, and the powers to make decisions, over the resources that are on earth, the man also has the duty of attaining the goal of improving, developing and also cultivating the earth harmoniously.

A steward is an individual who identifies with the interests of his master. The interests of his master become his as well. The biblical perspective avoids the adverse traps that come with both individualism as well as collectivism. The biblical vies declares that each person is unique and was created in God’s image. It, therefore, follows that the image of God is a communal one. It is unavoidable fact that humans are social beings (Citation?).
There are several narrations in the bible that talk of individuals such as David, Paul, Abraham, Jesus, among others.in the same bible, we obtain various instances where the Bible supports the issue of communal working (Citation?). 1 Peter 2:9 says, “But you are a chosen people, a royal priesthood, a holy nation, God’s special possession, that you may declare the praises of him who called you out of darkness into his wonderful light” (Translation?). From the scripture, it is clear that God’s image in not only expressed in the individual but also in the community. It takes into account the diversities in everyone.
It is imperative to note that God desires people to work together, just as Jesus worked together with His disciples. Everyone is created in God’s image making us communal beings. In this case, the collegial model is the most suitable since it is based, on the aspect of the community, where the employees as well as the managers, work together towards a common goal.
Fall

God granted man the power and freedom to make decisions and choices. By the power of choice, the man decided to disobey God and became a subject of sin (genesis 3). A man broke the principles that were governing, his responsibility as a steward. He chose to serve himself instead of his master (Citation?). Genesis 3:4 (NIV), they are convinced by serpent’s words that, “ You will not certainly die,” the serpent said to the woman. “For God knows that when you eat from it, your eyes will be opened, and you will be like God, knowing good and evil.” It is clear that selfishness prevails over man’s allegiance to God (Citation?). Most humans have yielded to the power of selfishness. The Bible depicts God as being selfless. The autocratic model relays some extent of selfishness. The characteristics of the autocratic model are not is synchrony with God’s image. The autocratic model gives significance to one person, and only their decisions are considered. It is selfish and not God-like.

Redemption

The most desirable model is the collegial model. After the fall of Man, God still considered him and sacrificed Jesus His son to free man from sin. At this point, humanity is viewed as significantly precious, since it was created and also bought back(Citation?). Everyone is a participant is God’s goal of restoring His image in man. The supportive model turns out to be the most desirable model. It’s true that the steward or in this case, the personnel in the organization could become tired but it is the duty of the management as well as the personnel in the organization to ensure that everyone is satisfied and that all their needs are considered.

Organizational behavior in the Biblical perspective is about working with individual, in a mechanism that meets their intellectual, spiritual, psychological, social as well as aesthetic needs. It does so by simultaneously addressing the economic, societal, environmental as well as technological concerns in a unified way that gives God the glory and benefits everyone.

You need a concluding paragraph.

Hi Shaniqua,

It is apparent to me that you still used another person’s work without properly citing it. The section on “Power and Politics” are still mostly in language that is not your own. I will have to give you a zero for this paper, since I need to submit the grades by tomorrow. I will talk to the Program Director again, and see how he wants to proceed. You used a lot of information from

http://christintheclassroom.org/vol_12/12cc_229-243.htm . However, you did not cite this source in your reference list. I will email the Program Director and the Kara Lee Mantinaos, The Director of Student Experience on Monday. The grade can be changed later on, if we decide to do so.

References

Newstrom, J. W. (2015). Organizational Behavior Human Behavior at Work. New York:: McGraw-Hill Education.

biblegateway.com. (2017). biblegateway.com. Retrieved from biblegateway.com: https://www.biblegateway.com/versions/New-International-Version-NIV-Bible/

Herzberg, F., Mausner, B., & Snyderman, B. B. (2011). The Motivation to Work. Transaction Publishers.

Kashyap, D. (2016). Top 5 Models of Organizational Behavior – Explained! Retrieved from YourArticleLibrary.com: http://www.yourarticlelibrary.com/organization/organizational-behaviour/top-5-models-of-organizational-behavior-explained/63749/

Merchant, P. (2017). 5 Sources of Power in Organizations. Retrieved from chron.com: http://smallbusiness.chron.com/5-sources-power-organizations-14467.html

Mukherjee, S. (2005). Organisation & Management And Business Communication. New Age International.

Thomas, K. W. (2010). Intrinsic Motivation at Work: What Really Drives Employee Engagement. ReadHowYouWant.com.