can you do this for me 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 pro

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.

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

reply 1

 Derrick Brown                 Leadership and Positive Organizational Behavior     Collapse         

Creating  a climate that fosters positive organizational behavior starts and  rolls from the head down.  One might say that organizational climate  rises and falls on the leadership.  Psalms 133:1-2 paint an image of  organizational climate.  Titled “ Blessed Unity of the People of God”.  Verses 1-2 state,  “ Behold, how good and how pleasant it is for  brethren to dwell together in unity!  It is like the precious oil upon  the head, Running down on the beard, The beard of Aaron, Running down on  the edge of his garments,” The organizational climate imagery is very  profound and while typically is thought of in a church setting can be  applied in most if not all organizations.

            According to the text,  “organizational climate reflects employees beliefs about what they see  going on at work and what is happening to them.  These perceptions can  range from positive and up lifting to negative and  debilitating,”(Fugate, et. al., p.279).  This can be seen in various  settings from massive corporations to community churches.  Dr. Fischer  suggests, “It’s the Leaders role to encourage groups to think past their  own little world and think in terms of the big picture.  To realize  they are all working together and establish a climate of trust,”  (Fisher, 2009).

            Organizational behavior in  some aspects can be likened to that of raising children.  The parenting  or in this case Leadership style has a great deal to do with the outcome  or climate of the children or organization.  Psychology has found that  positive reinforcement has a far better outcome than negative  reinforcement. Otoghsara & Hamzehzadeh assert, “ Work positivism  movement is a revolution in the area of business and organization

Management and leadership. It revealed the significant effect on many conventional and

or outdated organizational procedures,” (Otoghsara & Hamzehzadeh, 2017, p.1124

 According to the text Organizational  Values, Organizational Practices, and Virtuous Leadership are the three  core components of Organizational Climate that fosters positive  organizational behavior.

            When organization values  such as restorative just, compassion, and temperance align with  individual values, as viewed from the value attainment model of job  satisfaction, it fosters a positive climate.  Furthermore,  organizational practices that coincide with the met expectation model of  employee satisfaction help to foster a positive climate when aligned  with employee expectations.  Last but not least, virtuous leadership is  essential to fostering a climate of positive organizational behavior.

Fugate and Kinicki  suggest, “ The focus of virtuous leadership is to help individuals,  groups, and organizations to elevate, enrich, and flourish,” (p. 281).  A  virtuous leader must be focused on the greater good of the organization  rather than their own interests.  They must walk in integrity,  practicing what they preach and respect every individual, and in doing  so establish the critical component of trust.  Finally fostering an  environment of forgiveness to promote positive organizational behavior.   In a recent article Otoghsara & Hamzehzadeh discuss the components  of the “Virtuous Leader” According to them,  “ Authentic Leadership  theory concentrates on leader and followers’ self control and self  awareness, positive psychological capital, and the role of positive  organizational moderator.  Authentic leadership theory is explained as  the most comprehensive exclusive leadership theory,”(p.1129).

To conclude, Virtuous  Leadership is and essential component of organizational climate that  fosters positive organizational behavior.  Employees and customers alike  thereof can easily recognize a positive climate or lack. Fugate &  assert that research in this area is reveling that virtuous leadership  can be attributed to financial performance, customer satisfaction,  organizational climate, and subjective measures or organizational  effectiveness one to two years later.


Fischer, C. (2009). Group Behavior And Work Teams.  Information retrieved from:

Fugate, M. & Kinicki, A. (2018).  Organizational Behavior: A Practical, Problem Solving Approach.  McGraw Hill. New York, NY

Otaghsara,  S. M. T., & Hamzehzadeh, H. (2017). The Effect of Authentic  Leadership and Organizational Atmosphere on Positive Organizational  Behavior. International Journal of Management, Accounting & Economics, 4(11), 1122–1135. Retrieved from

reply 2

Sarah Carter

   Carter S BMAL 500 DB 2 – Positive OB     Collapse         

Positive  Organizational Behavior is something that I would really like to see  improve in my organization. I have seen how a framework of positivity is  lacking in our organization, and because of this the positive emotions  of those with whom I work is limited. Kinicki & Fugate proposed that  there are three process that produce positive outcomes: the amplifying  effect, the buffering effect, and the positivity effect. The amplifying  effect is a spur of positivity that develops when one individual  produces positivity which spirals to another, the buffering effect is  the process of reducing negative stressors by implementing positive  practice, and the positivity effect is when an organization focuses on  positive energy while moving away from negative energy (Kinicki &  Fugate, 2018, p.255). 

The  organization that I work for is lacking positivity, which manifests  itself in our team meetings, daily work days, and relationships with one  another. Just today I noticed how when our team was trying to come up  with a solution for a problem, we simply talked over one another and  never came to a helpful solution. Rather than validating ideas and  proposing possible alternatives, there was complaining about how the  events might be an inconvenience for personal schedules followed by a  negative attitude for the rest of the meeting. Ramlall, Al-Kahtani, and  Damanhouri (2014) stated that, “an organizations success depends on  employees’ creativity, innovation, and commitment” (p.150). Similarly,  the textbook states that the benefits of positive emotions include  things such as: creativity, organizational commitment, and decision  making (Kinicki & Fugate, 2018, p.261). I believe that if our  organization had more positivity in the workplace, we would see  increased commitment and creativity. 

One  of the main places that positivity starts is with the leadership.  Positive leaders can build positive organizational cultures (Ramlall et  al., 2014). However, it also takes committed employees who are willing  to take on a positive attitude in order to foster growth in the area of  positivity. I think that my organization would really benefit if we  could foster more positive emotions in others. Not everyone in the  organization is negative, but the few that are negative speak far louder  than the ones who are positive, making negativity seem prominent.    Kinicki & Fugate talk about upward spirals of positivity, which is  when positive behaviors in one person can spark positive behaviors in  others (Kinicki & Fugate, 2018, p.261). If we could create an  environment in which positivity was more prevalent, we could potentially  spark positivity in the ones who are more negative. Positive teams can  benefit a company by helping build social relationships, psychological  well-being, and physical well-being (Kinicki & Fugate, 2018,  p.261).  Dr. Fischer talked about some different factors that are  related to successful teams. One of the things that he mentioned is that  successful teams have successful team players that foster a positive  job attitude and have big picture thinking (Fischer, 2009). Our team  could be far more successful if we had positive job attitudes such as  joy, hope, gratitude, and inspiration (Kinicki & Fugate, 2018,  p.261).

We  live in a world plagued by negativity. There is always something to  complain about, and I know this from self-evaluation of my own life. The  importance of positivity in a world plagued by negativity speaks  volumes to our character as believers. Romans 12:2 says, “Do not be  conformed to this world, but be transformed by the renewal of your mind,  that by testing you may discern what is the will of God, what is good  and acceptable and perfect” (English Standard Version). As Christians in  our workplace, I pray that we can be the ones that model positivity,  encourage others, and be a light for Christ.


Fischer, K. (2009). Group behavior and work teams [PowerPoint Slides]. Retrieved from

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

Ramlall,  S. J., Al-Kahtani A., & Damanhouri H. (2014). Positive  organizational behavior in the workplace: A cross-cultural perspective. International Journal of Management & Information Systems, 18(3), 149-154.

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