Running Head: DISCUSSION FORUM 2
Discussion Forum 2 Part 1
Important Concepts Learned Chapters 1-4
Odalys Perez
BMAL 501 – B05 – LUO
Liberty University - Fall 2020
Professor Roxanne Stevens
DISCUSSION FORUM 2 2
Important/ Concepts Learned Chapters 1-4
“A management concept is not only a toolkit for identifying and correcting organizational
failures and improving organizational efficiency, but it is also a symbol that can give legitimacy
and credibility to organizations” (Pors, Niels Ole, 2008, pg 139). After reading Chapters 1-4 of
our text, I have identified the three concepts I believe to be important in Organizational
Management. The first although briefly mentioned in our readings, is establishing and maintain
an organizational culture Next, is the need for management and leadership, including the
awareness of the role each plays in the organization. Finally, incorporating clear procedures and
rules. In my department we have a “rule of thumb” regarding our policies (rules) and procedures,
“If we say we do something, then we need to make it a point to do it.” These concepts are key to
the organization’s performance and effectiveness.
Concept 1 - Organizational Culture
Every organization should have a quality focused culture. In reading a journal article by
Niels Ole Pors, he defines a quality culture in an organization is one “that intends to enhance
quality permanently and is characterized by two distinct elements: On the one hand, a
cultural/psychological element of shared values, beliefs, expectations and commitment towards
quality and on the other hand, a structural/managerial element with defined processes that
enhance quality and aim at coordinating individual efforts” (Pors, Neils Ole, 2008 pg. 139) . To
create an effective culture, all organizations must create a framework to use as a guide for
decision making this way all team members will know what the organization stands for and
express what is important to the organization. The goal is to attract and retain team members
who reflect the desired culture. A main part of creating a desired culture, is identifying desired
behaviors. These are those you want demonstration within the organization as the proper
DISCUSSION FORUM 2 3
behaviors. When all of the good behaviors you want your employees to exhibit are combined, a
culture is created. The more time an organization spends on designing, incorporating and
maintaining their culture, the more results they will have.
While researching for this post, I read a journal that states “The results showed that there
is a significant misalignment between organizational and personal values and an organizational
culture based on values that aim at the self-interest of the or organization and not the common
good” (Van-Eerven Ludolf, Carmo Silva, Simões Gomes, & Martins Oliveira , 2017, pg. 272).
Establishing organization values will set the tone of the desired culture. Making employees
aware of the organization’s values from their first interaction, will allow them to determine if the
organizational values aligns with their own. If they do not intentionally establish which value and
behave in the alignment of those values, then their employees will decide for themselves what
the organization values. A huge mistake that organizations make is not monitoring their cultures
which causes failure later on. “Value management can be used to support continuous
improvements in organizational performance and to develop long-term sustainability” (Van-
Eerven et al., 2017, pg. 273). As Christians, having the organizational values aligned with each
employee’s personal values will set a culture of meeting the organizations purpose and that
which god has set for us. “And we know that for those who love God all things work together for
good, for those who are called according to his purpose” (Romans 8:28, ESV).
Concept 2: Leadership and Management
Recently, I saw a post on LinkedIn which stated the following quote “Leaders become
great, not because of their power, but because of their ability to empower others” ~ John
Maxwell. As our text describes, management and leadership are not exactly the same thing,
however they are both need to run an organization (Satterlee, Anita, 2009, pg. 2) . Additionally,
DISCUSSION FORUM 2 4
it explains management concentrates on planning, organizing, leading and controlling human
resources and other areas to reach the organization’s goals in an efficient and effective manner;
leadership “is a separate function of management in which a manager must also address coping
with change” (Satterlee, 2009, p. 2). Chapter 1 also speaks about transactional leadership which
is when leadership is accomplished by influencing others and depends on having qualities that
others are looking for; “transactional leaders define the purpose of the organization’s existence to
followers and then provide them with the plans and means to attain goals” (Satterlee, 2009, p. 2).
Transformational leadership guides the work employees do by making them know about issues,
listening to employee concerns and motivating them to meet the organizations goals (Satterlee,
2009, p. 2). Anyone who has responsibility for the work of others understands the unique
challenges that come with managing people.
The good news is, our coach, God, has provided us with a playbook to help us – the
Bible. “When the righteous are in authority, the people rejoice; But when a wicked man rules,
the people groan” (Proverbs 29:2). In order for management to be successful, meaningful and
make a difference, leaders must possess certain qualities. As Christians, we know the qualities
God demands of us; faith, honesty, understanding, putting others first and so many more. Our
text explains Trait Theories which believe a person is born with certain characteristics making
them fit to lead and when there is a good mix of those traits, there is a good leader (Satterlee,
2009, p. 92). These traits are “Drive-a high desire for accomplishment, desire to lead, honesty
and integrity, self-confidence, intelligence, and job-relevant knowledge” (Satterlee, 2009, p. 92).
One can say these are very similar to the traits God demands of us. “It is generally argued that
the behaviors of those top executives determine the way in which they establish direction, align
people, and motivate as well as inspire organizational members. The fulfillment of these sub-
DISCUSSION FORUM 2 5
processes of leadership is subsequently expected to be related to an increased level of
organizational commitment. In other words, the expression of appropriate leader behaviors is
considered an important element in fostering a high-commitment environment and thus effective
leadership” (WeiBenberger & Kleine, 2013, pg. 241).
Concept 3: Procedures and Rules
“An organization’s procedures and rules set fourth specific guidelines for employees to
follow” (Satterlee, 2009, p. 61). Basically speaking, procedures outline how things are done. Our
text also explains that procedures should be written and detailed for all to understand and follow,
which one can then call rules or in the case of my department, policies. The text goes on to
provide a description of a policy created properly. A policy should be clear and concise,
complete, objective, and coherent (Satterlee, 2009, p. 61). However, when developing policies,
leaders should keep in mind that said policies should be “realistic”. For example, as an HR
Liaison, I am responsible for departmental travel arrangements. In creating our travel policy, it
would have been unrealistic for me to say, “An airline ticket must be less or exactly $200”. It is
common knowledge that airfare fluctuates according to flight time, type of ticket, location, etc.
Therefore, the policy requires members to submit three preferred flight dates and times for their
destination, and I choose the one that fits most with our organization travel allowances.
Another point to remember is organizational policies and procedures dictate the rules of
conduct within an organization, outlining the responsibilities of both employees and leaders.
These policies and procedures are in place to protect the rights of workers as well as the business
interests of employers. Based on operational needs, various policies and procedures establish
rules regarding employee conduct, attendance, dress code, privacy and other areas related to the
terms and conditions of employment. Some organizations may have a policy for all areas to
DISCUSSION FORUM 2 6
follow such as my university’s compliance policies related to HIPAA and FERPA. Other policies
may be specific to a particular department, such as my department which is Student Health
Services in which we have set policies for clinical operations. Employees are the first point of
contact between the organization and customers (internal or external); they provide the first
impression. As the saying goes “First impressions mean everything” (author unknown). Author
Chitra Reddy explains “The employees need to follow the rules and policies while working for
the organization. By implying such rules at the workplace, there will be some kind of discipline
and seriousness among employees which can result in greater productivity. This indirectly helps
in the growth of the business” (Reddy, Chitra, n.d.). Reddy goes on to explain broken rules have
a bad influence on the success of the organization. It can deteriorate or even break the culture
and overall morals of the company (Reddy, n.d.). The Lord provided us with his most important
rules when he demanded Moses to carve the Ten Commandments on a tablet of stone; a well
written policy. “Therefore, my beloved brothers, be steadfast, immovable, always abounding in
the work of the Lord, knowing that in the Lord your labor is not in vain” 1 Corinthians 15:58,
ESV).
Works Cited
Van-Eerven Ludolf, Carmo Silva, Simões Gomes, & Martins Oliveira, (2017). The Organizational Culture
and Values Alignment Management Importance for Successful Business. Brazilian Journal of
Operations & Production Management, 14(2), 272-280. Retrieved September 2, 2020, from
https://bjopm.emnuvens.com.br/bjopm/article/view/363
Pors, Niels Ole. (2008, July 4). Management tools, organisational culture and leadership: an explorative
study. Performance Measurements and Metrics, 9(2), 139. Retrieved September 2, 2020, from
DISCUSSION FORUM 2 7
emerald insight -liberty.edu: https://www-emerald-
com.ezproxy.liberty.edu/insight/content/doi/10.1108/14678040810906844/full/html
Reddy, Chitra (n.d.). Why is it Important to Follow Rules and Procedures at Work? Retrieved from
wisestep: https://content.wisestep.com/important-follow-rules-procedures-work/
Satterlee, Anita. (2009). Organizational Management and Leadership - A Christian Perspective. Raeleigh:
Synergistics International Inc. .
Weibenberger & Kleine. (2013, November 6). Leadership Impact on Organizational Commitment: the
Mediating Role of Management Control Systems Choice. Journal of Management Control, 24,
241-266. Retrieved September 4, 2020, from
http://liberty.summon.serialssolutions.com/search?type=articles&q=libraries#!/search?ho=t&fv
f=ContentType,Newspaper%20Article,t%7CIsScholarly,true,f&l=en&q=leadership%20in%20orga
nizational%20management
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