DISCUSSION THREAD ONE 1
Organizations and Organizational Theory Discussion Thread
Kristy Conklin
BUSI 610: Organizational Design and Structure (B04)
Respectfully submitted to Dr. Murrell Jones
January 22, 2023
Author Note
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to Kristy Conklin.
Email: kconklin2@liberty.edu
DISCUSSION THREAD ONE 2
Organizations and Organizational Theory Discussion Thread
Why is shared information so important in a learning organization in comparison to
an efficient performance organization? Discuss how an organization’s approach to sharing
information may be related to other elements of organization design such as: structure, tasks,
strategy, and culture. A learning organization is organically designed and primarily concentrates
on “learning, adaptation” and is generally “looser, free-flowing, and adaptive, where decision-
making authority is distributed to lower organizational levels.” An efficient performance
organization is mechanistically designed and concentrates primarily on efficiency, is highly
formalized and most decisions are made at the top (Daft 2022, p. 30-31).
According to Ghasemzadeh, et al., (2022), learning should become an integral part of the
organization’s daily operations to keep a competitive advantage. An organization’s ability to use,
absorb, and share knowledge, facilitates efficient management of production and operational
activities and making the right decision when needed. Xie, (2019), maintains that organizations
that immerse employees in a learning culture will inspire and facilitate learning and information
sharing through “individual reflection, teamwork and collaboration.” (np). In today’s
unpredictable and rapidly changing environment, knowledge is considered a very important
resource that affects an organization’s ability to remain competitive. Information or knowledge
sharing as it is often referred to is one individual “distributing his or her knowledge to other
persons for solving the problems, improving new thoughts, or applying strategies or processes”
(Rezaei, et al., 2017, np). Arsawan et al., (2022) assert that knowledge sharing between
employees create new experiences that contribute and facilitate synergy, collective learning and
creativity while accelerating innovation, as well as the creation of shared values and standards.
DISCUSSION THREAD ONE 3
As a result, it also increases creativity, eliminates redundancy, reduces inefficiencies, and
accelerates innovation.
What are some differences that one might anticipate among the expectations of
stakeholder for a nonprofit organization versus a for-profit business? Do you believe
nonprofit managers have to pay more attention to stakeholders than business managers?
Non-profits are formed explicitly to benefit the public good by tackling challenges, dedicated
solving important issues, or promoting a social cause or advocating for a particular position.
Nonprofits do not distribute profit to anything other than furthering the advancement of the
organization. While not concerned as much with financial success, the leadership does have to
balance financial concerns alongside social and/or environmental issues. Non-profit stakeholders
generally expect a ‘social return’ on capital and often include a more diverse audience which can
include volunteers, donors, corporate sponsors, and the general public. Daft (2022), states that
the primary distinction between a nonprofit organization versus a for-profit business is that
managers in for-profit businesses direct their efforts toward earning money for the company and
its owners, whereas managers in non-profits direct much of their effort toward generating social
impact. Nonprofit managers must focus on keeping organizational costs low as possible, while
committed to serving clients with limited funds, and demonstrating a highly efficient use of
resources (Daft, 2020, p.15).
It appears that nonprofit managers must pay more attention to stakeholders as there are
many more aspects and requirements to become and remain a nonprofit besides focusing on
profits such as environmental and social impacts along with resource and financial aspects of the
organization.
DISCUSSION THREAD ONE 4
How might a company’s goals for employee development be related to its goals for
innovation and change? How might a company's goals for employee development be related
to its goals for productivity? Explain the ways that these types of goals may conflict in an
organization? Providing professional development opportunities to employees not only boosts
employee engagement but attracts and retains top talent. It is an essential key factor in
motivating employees, improving retention, encouraging innovation, and boosting productivity.
It ensures that employees stay up to date on industry trends and best practices and are well
equipped with new skills. According to organizations perform many activities and Daft, (2020),
pursue many goals simultaneously to accomplish an overall mission. When employee
development goals are crafted, they should carefully align and balance the employees' desires
and aspirations with business needs (p. 60). This can often create conflicts because pursuing
some goals means that others must be delayed or suspended because they conflict with the
organization’s overall goals and priorities.
Suppose you have been asked to evaluate the effectiveness of the police department in
a medium-sized community. Where would you begin? What effectiveness approach would you
prefer? The first step in my evaluation would be to examine and provide recommendations if
needed, to policies, procedures, protocols, goals, strategy, and objectives and make sure they
align with current case law and social justices. I would then pull and analyze the crime stats for
crimes against property and crimes against persons in the community. I would also pull and
analyze motor vehicle crash data along with traffic patterns and traffic citations associated with
this data to see if these problems have been addressed with local government leaders. I would
also meet with local community and business leaders and organizations to help identify and
DISCUSSION THREAD ONE 5
address community issues so the police department and government leaders would know what to
focus their attention on.
My husband just retired after being a police officer for 25 years, so I can say with some
confidence that many police officers would prefer a combination of the resource-based approach
and the internal process approaches. According to Daft, (2020), The internal process approach is
useful because of the efficient use of resources and harmonious internal functioning are good
ways to assess organizational effectiveness and the resource-based approach is useful in
obtaining and managing valued resources in order to be effective because strategically valuable
resources give an organization a competitive edge (p. 75-76).
What types of organizational activities do you believe are most likely to be outsourced? What
types are least likely? In today’s competitive environment many organizational activities are
outsourced due to financial opportunities or lack of resources to fulfill the duties in house. Many
activities such as human resources, customer service, call centers and manufacturing are being
outsourced. Depending on the type of business you have will determine what can be outsourced.
The types of activities that are least likely to be outsourced are final say on new hires and
terminations, sales and marketing, and core competencies and functions of the organization.
Biblical Worldview
Every organization has a framework that is built upon a foundation just like our
worldviews. Worldviews are important factors that lay a framework and foundation in relation to
leadership and business. They help determine the values and goals that will be practiced
throughout the organization. The Bible states “For we are God’s handiwork, created in Christ
Jesus to do good works, which God prepared in advance for us to do. (Ephesians 2:10, NIV). We
work unto the Lord for His glory, He accomplishes amazing things in us and through us. It is the
DISCUSSION THREAD ONE 6
intent of our heart that gives value to our work in the sight of God, not the fruit of our labors. To
be able to work is a privilege that is sometimes lost in the day to day grind we face. God is at
work every day too, building character in our hearts and observing if we will recognize the real
mission around us, those we work with.
DISCUSSION THREAD ONE 7
References
Arsawan, I. W. E., Koval, V., Rajiani, I., Rustiarini, N. W., Supartha, W. G., & Suryantini, N. P.
S. (2022). Leveraging knowledge sharing and innovation culture into SMEs sustainable
competitive advantage. International Journal of Productivity and Performance
Management, 71(2), 405-428. https://doi.org/10.1108/IJPPM-04-2020-0192
Daft, R. (2020). Organization Theory & Design. MBS Direct, (13th Edition). Cengage Learning
US.
Ghasemzadeh, P., Rezayat Sorkhabadi, S. M., Kebriaeezadeh, A., Nazari, J. A., Farzaneh, M., &
Mehralian, G. (2022). How Does Organizational Learning Contribute to Corporate Social
Responsibility and Innovation Performance? The Dynamic Capability View. Journal of
Knowledge Management, 26(10), 2579-2601. https://doi.org/10.1108/JKM-01-2021-0069
Rezaei, G., Gholami, H., Shaharou, A. B. M., Zameri Mat Saman, M., Sadeghi, L., & Zakuan, N.
(2017). Shared Knowledge Mediated Correlation Between Cultural Excellence and
Organizational Performance. Total Quality Management & Business Excellence, 28(3-4),
427-458. https://doi.org/10.1080/14783363.2015.1090292
The Holy Bible, New International Version, NIV, Copyright, 1973, 1978, 1984, 2011 by
Biblica, Inc. Used by permission. All rights reserved worldwide.
https://www.biblegateway.com/passage/?search=Ephesians%202%3A10&version=NIV
Xie, L. (2019). Leadership and Organizational Learning Culture: A Systematic Literature
Review. European Journal of Training and Development, 43(1/2), 76-104.
https://doi.org/10.1108/EJTD-06-2018-0056
