DB replies

BUSI 310

Discussion Board Instructions

Discussion Board Forum Threads are due in Modules/Weeks 1, 3, 5 and 7. Discussion Board Forum Replies are due in Modules/Weeks 2, 4, 6, and 8. The learning theories upon which this class is based are actualized in the threads.

To gain the most from this class, you must:

· Read both the threads of your classmates and the articles which are used to write the thread.

· Draw classmates into discussion of the topic by asking questions.

· Expect to spend some time each day reviewing all threads and replies (even those in which you are not involved).

· The research and writing done for each forum is to prepare you to research and write upper-level research papers in current APA format. Each posting, whether threads or replies, must be written without grammar or spelling errors and must utilize proper APA in-text and reference citations.

· This is a formal writing assignment, so use 3rd person throughout the forum threads and replies.

Discussion Board Forum Replies:

In Modules/Weeks 2, 4, 6, and 8 you will be required to post a substantive reply of at least 250 words each to a minimum of 3 classmates’ threads. Expect to enter on-going dialogues with your classmates and be prepared to answer questions about your own selected topics. Student interaction on the Discussion Board is the key to success in this course.

· You must use at least 1 peer-reviewed reference (not used in the original posting) in your response.

· Use 3rd person.

· Do not simply revisit what was discussed in the thread.

· Only the substantive part of the response will be counted toward the word count.

Submit your replies by 11:59 p.m. (ET) on Monday of the assigned module/week.

Submit your replies for Discussion Board Forum 4 by 11:59 p.m. (ET) on Friday of Module/Week 8.

Tony

Discussion Board 1

Organizational Management

Definition: “the art of applying general principles of systematic planning and problem solving to skillfully direct and supervise united efforts to meet the organization’s goals.”

Satterlee, A. (2013). Organizational Management and Leadership: A Christian Perspective (Second ed.). Raleigh, NC: Synergistics International Inc.

Summary:

In Strategic Management of the Benefits and Challenges of HR Outsourcing in Effective Organizational Management, the two authors, Edwin Agwu (Associate Professor of Strategic Management and Marketing) and Ohaegbu, V Awele (PhD, MSc, and BSc), discuss the challenges organizational managers have to face because of how quickly this industry is changing and also because of the amount of competition they face. They thoroughly consult about outsourcing which, according to the authors is “the use of domestic resources mainly for the core competencies of the company” (Agwu and Awele 2015), and how it has become a very important tool within the industry, but is also notorious for Organizational Managers use because they have reduced the need of expertise. However the tool also saves time and money by basically getting someone else to do the work for you.

Discussion:

One article stated “In the past, low performing organizations could survive because they were protected by national boundaries and governments. These may not be possible any more” suggesting that it would be a bad thing for the smaller companies to be at head with the bigger companies, which is arguable.

Organizational Management could be applied by planning ways to make the product better or how to get sales up therefore creating at the very least boost, if not a lead over the opposing business, at which they may see that they are able to compete with that organization. For example, the manager(s) could come up with a game plan that states the employee that gets the highest amount of sales could get a dollar raise or any other goal that employees would like to work toward, thus getting all employees to compete boosting the sale of the product. This would also settle as the problem solving aspect of organizational management. Satterlee states “managers also need to understand the roles and duties of individual employees, which are dependent upon the organizational level in which the manager operates.” With that in mind, this same idea could be demonstrated within different departments to also develop social media platforms to get exposure for the company in so doing take customers from other businesses. Insuring that the small business would not be run over by the bigger business, while also making more money for the business.

Outsourcing is not just for the overall business. Each department is able to outsource whichever program that they need at the time the same way organizational management can be applied in every department. A good example of this demonstrated in the journal article was “outsourcing all or part of the HR function continues to be an important trend in the USA” (Agwu and Awele 2015). With this tactic they can reduce the amount of people that they need to lead, and gain more productivity by being able to manage more efficiently. Organizational Management by definition is, by applying general principals, to supervise untied efforts. Out sourcing does just that.

To conclude some could easily believe that outsourcing could be a dangerous topic in respect to their job, and that may be true, but overall, to the company, outsourcing is a wonderful option seeing as though it incites change through meeting an opposing company’s sales and/or productivity, and cuts back on spending for entire departments.

Biblical Integration:

The Bible says in Habakkuk 2:2 “And the Lord answered me and said, ‘Write the vision, and make it plain upon tables, that he may run that readeth it.’” Which can be said to mean write out your plans and make them known so that you can be prepared. Preparation is very important when it comes to any form of management, but to Organizational management it is key. Alongside problem solving, preparation could be the difference between a controlled situation and an unconstrained one. Problem solving is also spoken of in the Bible where it is written to believe on him through times of trouble, however you should always have a backup plan.

Agheorghiesei (Corodeanu, D. T., Copoeru, I., & Horia, N. (2016). THE ROLE OF RELIGION IN BUSINESSES FROM A THREE-DIMENSIONAL PERSPECTIVE - ENTREPRENEURSHIP, MARKETING AND ORGANIZATIONAL MANAGEMENT. Journal for the Study of Religions and Ideologies, 15(45), 283-309. Retrieved from http://ezproxy.liberty.edu/login?url=http://search.proquest.com.ezproxy.liberty.edu/docview/1855297833?accountid=12085

Edwin, Agwu, PhD, MSc, MBA, B.Sc, N.C.E., and V. A. Ohaegbu. "Strategic Management of the Benefits and Challenges of HR Outsourcing in Effective Organizational Management." Journal of Business Studies Quarterly 7.2 (2015): 85-108. ProQuest. Web. 27 Mar. 2017.

Janssens, M., & Zanoni, P. (2014). Alternative diversity management: Organizational practices fostering ethnic equality at work. Scandinavian Journal of Management, 30(3), 317-331. Retrieved March 26, 2017, from http://www.sciencedirect.com/science/article/pii/S0956522113001255

Satterlee, A. (2013). Organizational Management and Leadership: A Christian Perspective (Second ed.). Raleigh, NC: Synergistics International Inc.

Elizabeth DeSIlva

Discussion Board Thread - Module 1

Re: Emotional Intelligence

Definition:

businessdictionary.com defines emotional intelligence as “The ability to identify, assess and influence one’s own feelings and those of others.”

What is emotional intelligence? definition and meaning. (n.d.). Retrieved March 27, 2017, from http://www.businessdictionary.com/definition/emotional-intelligence.html

Summary:

In their paper, Mathew and Gupta highlight the importance of emotional intelligence in a leader. They talk about how emotional intelligence is a highly important trait for a leader to have if they want to be successful and if they want to have an impact on the team that they are leading. They state that The ability to be aware of our and others emotions, manage them intelligently, be sufficiently self-motivated and empathetic contribute to a transformational leadership style (Mathew & Gupta, 2015). Being an emotionally intelligent leader can help you become a more transformational leader, which is a major area of concentration in their paper. They also state that the implications of their finding's are that it is possible to create emotional intelligence road maps for guided intervention to enhance transformational leaders.

Discussion:

Emotional intelligence is an extremely important characteristic for leaders to have. While being able to control a group, manage a company, create a plan, etc. are all very important, if you don't know how to connect to your team on a different level, you are setting yourself up for failure. Being able to connect to your team through emotional intelligence will help you read them better. If you are able to take non-verbal cues from your team, you can determine how they are thinking or feeling towards a decision you made, a change in the company, or a project they are working on. Having this ability to read their non-verbal cues will help you reach them on a whole new level. You may have an employee who does not like asking for help. While observing your team you may notice that this employee seems a little frustrated and struggling with whatever task they are dealing with. This will be a great way to identify that there needs to be an intervention here even if it is just in the way of asking them if they need help.

Another way that emotional intelligence will aid a leader is by showing their own emotion and knowing how that will effect the rest of the team. If you as a leader are extremely stressed out all the time and you show it, your team will be effected by it. If your tone of voice, actions, and demeanor are one of being uptight and stressed your team will be less likely to approach you about certain things. Even if you don't mean for the stress that you are dealing with to come down on the rest of the team, if you are not careful it will effect them. Your team may not know what is going on, but seeing you stressed may cause them to be concerned or scared. If you have a happy demeanor when dealing with your team, they will find you more approachable. While being happy and joyful is not always what needs to be done, it is a good attitude to practice. There are times, especially in the business world, where you need to be serious to convey a message whether it is about a disciplinary matter or if the company's numbers are down, etc. There is a time and place for it, but in your daily day-to-day interactions with your employees you should maintain a pleasant demeanor in order for them to be more productive employees.

I definitely agree with the authors when they state that it is possible to create emotional intelligence road maps for guided intervention to enhance transformational leadership (Mathew and Gupta, 2015). I think that emotional intelligence is definitely something that can be taught and learned. Emotional intelligence may not be everyone's strong suit. Those who are well-versed in emotional intelligence and are knowledgeable in the subject should take their knowledge and impart it on those who may be struggling. If we all as leaders focus and work hard, we can use our emotional intelligence to aid our team and employees to be the best they can be.

Biblical Integration:

Galatians 5:22-23 (ESV) states "But the fruit of the Spirit is love, joy, peace, patience, kindness, goodness, faithfulness, gentleness, self-control; against such things there is no law." As Christians, these characteristics should already be in our every-day lives. God calls us to have these characteristics ("fruits") and to have them visible to the world. As Christians and as leaders, making a conscious effort every day to practice these nine characteristics will help us be a better person and leader. Being an emotionally intelligent leader means not rushing through and ignoring the non-verbal cues (among other things) that are going on in our office. Practicing the fruits of the Spirit will help us be better emotionally intelligent leaders.

References:

-What is emotional intelligence? definition and meaning. (n.d.). Retrieved March 27, 2017, from http://www.businessdictionary.com/definition/emotional-intelligence.html

-Mathew, M., & Gupta, K. S. (2015). Transformational leadership : Emotional intelligence. SCMS Journal of Indian Management, 12(2), 75-89. Retrieved from http://ezproxy.liberty.edu/login?url=http://search.proquest.com.ezproxy.liberty.edu/docview/1695027575?accountid=12085

-Emotional Intelligence is Biblical Wisdom. (2014, April 01). Retrieved March 27, 2017, from https://andyjohnson2013.wordpress.com/2013/04/10/emotional-intelligence-is-biblical-wisdom/comment-page-1/

-Bird, Stephen. Emotional intelligence [online]. Journal of Australian Ceramics, The, Vol. 53, No. 2, Jul 2014: 24-27. Availability: <http://search.informit.com.au.ezproxy.liberty.edu/documentSummary;dn=474367998897121;res=IELHSS> ISSN: 1449-275X. [cited 28 Mar 17]

-Ljungholm, D. P. (2014). EMOTIONAL INTELLIGENCE IN ORGANIZATIONAL BEHAVIOR. Economics, Management and Financial Markets, 9(3), 128-133. Retrieved from http://ezproxy.liberty.edu/login?url=http://search.proquest.com.ezproxy.liberty.edu/docview/1619303151?accountid=12085

(did not use last two references)

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