lOMoARcPSD|255728 27
Discussion Forum 4: Part 2 Reply to Rachel
Liberty University
lOMoARcPSD|255728 27
Rachel, I enjoyed reading your answers to this set of questions. I like your reference from
Daft regarding visible aspects reflect deeper values. And we agree that an outsider (in some
instances) can make an accurate assumption of another’s cultural values based on their
appearance, symbols, ceremonies, dress and mannerisms. And yes, it might be easier for an
outsider that is “trained” in observing people, to pick out the culture that person or organization
belongs to. However, I believe even an average person, with a good eye, could discern something
about the person’s cultural values. And insider would definitely have the advantage in discerning
cultural values, if those cultural values were character traits or emotions. According to
Schumann, Wangenheim, Stringfellow, Zhilin Yang, Praxmarer, Jiménez, and Komor (2010), for
U.S. respondents, honesty is more important than it is for a Japanese respondent, which suggests
differences in the relevance of integrity across cultures (p. 455). Therefore, I agree with the 70%,
that you applied to an insider being able to accurately discern the cultural values of an
organization.
Regarding chapter 11 question, I agree that if companies ignore small threats, they might
not survive. This goes back to the beginning of our class and the example Daft (2016) gave of
Xerox and Kodak. Had either company continued to ignore the small or not so small threats, of
technology and new innovation, these age old organizations would not be around today.
We agree, that managers should try and use all available resources when making decision,
however this may not always be possible. I appreciate your introduction of the management
science approach. According to Daft (2016), “management science is an excellent device for
organizational decision making when problems are analyzable and when variables can be
identified and measured (p. 480). And as you mentioned with an ongoing increase in the
lOMoARcPSD|255728 27
advancement of technology, the management science approach might help fill in the gaps, when
evidence based management cannot.
We are in agreement, with the chapter 13 question. In a constantly changing world, the
political model of organization would be the correct approach. And yes, while using one or the
other fully, is not ideal, a mix of the two could be beneficial. However, not using the political
model effectively according to Daft (2016) could escalate conflict and prevent the organization
from achieving important outcomes (p. 519). I truly appreciate the Bible verse from Ephesians
6:10-18, it is a perfect reflection on empowerment and so relevant that all companies should use
it.
Reference
lOMoARcPSD|255728 27
Daft, R.L. (2016). Organization theory & design (12th ed.). Boston, MA: Cengage Learning.
Schumann, J. H., Wangenheim, F. v., Stringfellow, A., Zhilin Yang, Praxmarer, S., Jiménez, F. R.,
& Komor, M. (2010). Drivers of Trust in Relational Service Exchange: Understanding the
Importance of Cross-Cultural Differences. Journal of Service Research, 13(4), 453–468.
https://doi.org/10.1177/1094670510368425
