bmal 500 2 replies do

can you do this for me 2 replies 

  

Replies: Provide 2 thoughtful replies to the threads of classmates. Each reply must include an analysis of your classmates’ threads, based on any experience from your own professional career (if applicable) that might be relevant. All replies must be 200–250 words. Also, be sure to integrate the required reading in a logical and relevant manner.

You must cite:

• The textbook or at least      1 peer-reviewed journal article;
• 1 passage of Scripture;      and
• The audio lesson      presentation.

 your replies by 10:59 p.m. (csT) on Sunday of the same module/week 

 1st reply  

Malja Swann              
 

Swann M BMAL 500 DB1

Introduction

         The  gender wage gap has been a business issue that has made quite a fuss in  recent years, so much so that famous Americans have banded together in a  nationally syndicated campaign to combat and bring awareness to this  issue.

Problem

          Gender  inequality is a problem that is deeply rooted in our nation's history,  as women have struggled for years to attain equal rights. Today, one  could argue that we have progressed as a country, but the fact remains  that there is a considerable gap in wages paid to women and men across  all professions.

Diversity

            The  irony of this problem is the idea that diversity n the workplace is one  of the spearheads for a company's success (Kinicki, & Fugate 2016 )  Serving in the military as a woman has given me so much more insight on  this issue. In my mind, it boils down to who you know. The infamous  "old boys clubs" only stay that way because of the lack of female  representation in higher ranking positions. For whatever reason women do  not strive for success and power at the same intensity as their male  counterparts. Being one of those women, I can say that my reasoning for  not wanting to strive for power or success is the fear of the constant  battle and solitude being a powerful woman yields. Although, there are  some women with the courage to diversify the upper ranks of the  workforce. 

Ethics

               When  faced with determining whether or not the gender wage gap is morally  justifiable, the answer is a simple, no. One might suppose that the wage  gap is a small issue that can be swept under the rug, at to not affect  workplace climate and productivity but recent studies have shown that  the issue is far from small. " The gender wage gap and the limited  success of women in reaching top positions in management cause  continuous and emotional discussions in academia as well as in every-day  life" (Gunther, Ekinci, Shierwen & Strobel, 2010). 

Conclusion 

             "For  God shows no partiality" ( Romans 2:11, English Standard Version).  Similar to the popular phrase "ashes to ashes, dust to dust", Romans  2:11 is one of the many places in the Bible where God shows us that he  believes in the equal treatment of all people. Knowing this as  Christians in the business realm it is simple to see that unequal pay  based upon the color of someone's gender is not of God. Christian people  must do what they can to stand against ungodliness by practicing his  commandments and philosophy in every aspect of our daily lives.

References

Gunther, C., Ekinici, N., Schierwen, C., & Strobel, M.  (2010). Women can't jump?-An experiment on competitive attitudes and  stereotype threat. Journal of economic behavior & organization, 395-401.

Kinicki, A., & Fugate, M. (2016). Organizational Behavior: A practical, problem-solving approach plus. McGraw- Hill.

2nd reply

 Sarah Carter                 Sarah Carter - Organizational Attitude     Collapse         

Attitude  is a common problem that can be seen in the workplace. The attitude  that someone has in the workplace is influenced by the things that they  value (Smith, 2015). If the values that someone has are not consistent  with their work environment, this can lead to decreased motivation and a  negative attitude (Kinicki & Fugate, 2018). Negative attitudes and a  lack of motivation will produce employees who put minimal effort into  their jobs, which can weaken the reputation of a company. Employees with  a good attitude, who value the work that they are doing will produce  good work, which will show in the way that the company operates.  Managers also have a big role in influencing the attitude of their  employees by modeling good attitudes and pursing excellence in their  work (Smith, 2015). 

I  have seen how negative attitudes can affect an organization in my  personal work experience. Many people in the organization with whom I  work feel they are undercompensated for the amount of effort the job  demands, which creates added pressure on them. When they feel  overwhelmed it manifests in their behaviors, such as being easily  irritated and not putting quality effort into their work. The people  with whom I work certainly love and have a passion for teaching  children, but the value of security is not being met effectively in the  workplace.

According  to Mridula N. Murthy (2013), there are five dimensions that relate to  attitude on the job: job satisfaction, job involvement, job awareness,  organizational commitment, and perceived organizational support (p.331).  Similarly, Kinicki & Fugate state that there are four key workplace  attitudes to gauge how an organization is doing and employee commitment  to organizational goals: organizational commitment, employee  engagement, perceived organizational support, and job satisfaction  (Kinicki & Fugate, 2018). Job satisfaction and perceived  organizational support are two dimensions that are affecting the  workplace attitudes of the employees at the school for whom I work.

Our  overall attitude is also influenced by several components of attitude.  The affective component of attitude contains our feelings towards  different situations, the cognitive component corresponds to our beliefs  about a situation; additionally, behavioral component corresponds to  how we expect to act in a situation (Kinicki & Fugate, 2018). I have  seen how the affective and cognitive component of attitude have  manifested in my workplace. The people with whom I work feel overworked  and underpaid which corresponds with the affective component of  attitude. They believe they should be compensated for the effort of work  they put in, which corresponds to the cognitive component of attitude. 

Values  and attitudes are valuable things to consider in an organization, but  more importantly as believers is making sure that our individual values  are not misplaced motivators, and that our attitudes reflect Christ in  all that we do. As Christians, the importance of valuing things that fit  into an eternal framework is crucial. (Fischer, 2009). Living for  eternity is far more important than living for the things of this world,  and something that can set Christians apart in the workplace is a  positive attitude that emulates Christ. Recognition, control, and  promotion over others are not to be valued over an eternal perspective  (Fischer, 2009). Philippians 2:5 (English Standard Version) speaks of  having the mind of Christ Jesus through humility, recognition of others,  and denial of self. When an individual’s attitude reflects this, they  are living with an eternal perspective in mind. 

References 

Fischer, K. (2009). Motivation in the workplace [PowerPoint Slides]. Retrieved from https://learn.liberty.edu/bbcswebdav/courses/BMAL500_C01_201840/Presentations/Module%203/Reading%20%26%20Study/Lesson%203%20presentation/3-Motivation-in-the-Workplace/index.html

Kinicki, A. & Fugate, M. (2018). Organizational behavior: A practical, problem-solving approach. New York, NY: McGraw-Hill Education

Murthy, M. N. (2013). A study on employee attitude. Review of HRM, 2, 331-339.

Smith, J. L. (2015). Attitude is a barometer of success: Workplace culture has a lot to do with influencing attitudes. Quality, 54(3), 13.