Can You Do This For Me Due 11212019 Discussion Board Forum 3

Can You Do This For Me Due 11212019discussion Board Forum 3 Thre

Can You Do This For Me Due 11/21/2019 Discussion Board Forum 3 – Thread SafeAssign Submit your thread as a document through SafeAssign in this link, and be sure to paste content into the Discussion Board Forum. Submit your thread by 10:59 p.m. (CST) on Thursday.

Upon entering the Discussion Board and locating the proper Discussion Board Forum for that module/week, you will choose 1 question to which you will respond by adding a new thread.

All work must:

1. Contain a thread of 400–500 words

2. Include an analysis, synthesis, and evaluation of the topic.

3. Include the textbook for the course.

4. Include at least 1 additional scholarly resource, . If you are unsure of what constitutes a scholarly resource, please refer to the FAQ link.

5. Include Bible references.

6. Include an assessment/analysis of your Christian worldview as it relates to the topic.

7. Include both in-text citations and references in APA format.

8. Utilize correct English, grammar, spelling, and punctuation.

All work must be posted directly into the message box. Do not attach a file for the discussion portion of this course.

9. Include clear topic sentences for each paragraph, supporting sentences, and a conclusion sentence/paragraph.

Question 1: If your organization were contemplating using a team-based approach to increase productivity and reduce cost, what training issues would the organization be likely to face? How could the organization address these issues?

Question 2: Many managers and supervisors find coaching difficult to do or are reluctant to do it. What do you believe are at least 2 important reasons for this? How do you think the obstacles you identify can be overcome?

Question 3: Stress management interventions commonly focus on helping employees find ways to deal with the stressors in their lives. Yet, some experts believe organizations should modify jobs or other organizational attributes (e.g., management style) to remove or reduce the impact of such stressors themselves, rather than teaching coping skills alone. What is your opinion on this matter? Support your position.

Post your thread by 10:59 p.m. (CST) on Thursday.

Paper For Above instruction

Introduction

The implementation of team-based structures in organizations is increasingly popular as a means to enhance productivity and reduce operational costs. However, transitioning to such models involves a spectrum of training and organizational challenges. This paper explores the likely training issues associated with adopting team approaches, examines managerial reluctance in coaching roles, and evaluates strategies for stress management within organizational frameworks, all through the lens of Christian worldview principles, scholarly insights, and biblical references.

Training Issues in Transitioning to a Team-Based Approach

Organizations contemplating a shift to a team-based approach would face several training challenges. Foremost among these is the need for comprehensive team-building training, focusing on communication, conflict resolution, and collaborative skills (Katzenbach & Smith, 1993). Without such training, teams may struggle with trust, coordination, and goal alignment. Furthermore, employee resistance due to fear of change can hinder effective implementation, requiring training that emphasizes change management and emotional intelligence (Appelbaum et al., 2017).

Additionally, training leaders and managers on new roles becomes crucial. Managers must transition from traditional supervisory roles to facilitative leadership, which demands new skills in coaching, motivation, and conflict mediation (Laschinger & Fida, 2014). Failure to provide targeted training can lead to ineffective team functioning and morale issues. To address these problems, organizations should develop tailored training programs that include experiential learning, mentorship, and ongoing feedback, rooted in biblical principles of servant leadership and humility (Mark 10:44-45).

Reluctance in Coaching and Strategies to Overcome It

Many managers and supervisors find coaching to be challenging or avoid it altogether. Two significant reasons underpin this reluctance. First, a lack of confidence or training in coaching skills often leaves managers feeling unprepared to give constructive feedback or facilitate employee development (Ely et al., 2010). Second, managers may fear that coaching could expose weaknesses or lead to conflict, which conflicts with organizational priorities and personal apprehensions (Rock & Donde, 2008).

Overcoming these obstacles necessitates organization-led coaching training that emphasizes emotional intelligence, active listening, and empathy—traits consistent with biblical teachings of love and patience (Galatians 5:22-23). Creating a supportive culture that views coaching as a developmental tool rather than a punitive measure can also reduce managers' fears. Mentorship programs and peer coaching facilitate skill development and confidence, aligning with Christian stewardship by nurturing spiritual and professional growth (1 Peter 4:10).

Organizational Interventions for Stress Management

The debate surrounding stress management primarily revolves around individual-focused interventions versus organizational modifications. While teaching employees coping strategies is valuable, evidence suggests that organizational changes often yield more sustainable stress reduction (Sauter et al., 1999). For example, redesigning jobs to increase task variety, autonomy, and feedback can mitigate stressors at their source (Karasek & Theorell, 1990).

Moreover, leadership styles significantly influence employee stress levels. Transformational leadership, characterized by support, inspiration, and individualized consideration, correlates with lower stress (Breevaart et al., 2014). From a Christian worldview, these interventions align with biblical principles of stewardship, justice, and compassion—caring for the well-being of workers as fellow creations of God (Colossians 3:23-24).

Organizations should therefore prioritize organizational-level interventions, fostering a healthy work environment that reflects biblical values of love, respect, and service (Matthew 25:40). Implementing such strategies not only enhances productivity but also demonstrates the church's call to serve others through fair and compassionate treatment.

Conclusion

Transitioning to a team-based approach presents numerous training and managerial challenges that can be mitigated through targeted, biblically-informed development initiatives. Managers' reluctance to coach can be addressed by equipping them with empathy and emotional intelligence skills rooted in Christian virtues. Lastly, organizational modifications aimed at reducing job stressors reflect biblical principles of stewardship and care. Ultimately, integrating Christian worldview principles with organizational strategies can facilitate healthier, more productive workplaces that honor both operational and spiritual integrity.

References

Appelbaum, S. H., Habashy, S., Malo, J.-L., & Shafiq, H. (2017). Back to the future: Revisiting Kotter's 8-step change model. Journal of Management Development, 36(7), 918–930. https://doi.org/10.1108/JMD-02-2017-0025

Breevaart, K., Bakker, A. B., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R., & Hetland, J. (2014). Daily transactional and transformational leadership and daily employee engagement. Journal of Occupational and Organizational Psychology, 87(1), 138–157. https://doi.org/10.1111/joop.12034

Ely, K., Ibarra, H., & Kolb, D. (2010). Taking gender into account: Theory and design for women's leadership development programs. Academy of Management Learning & Education, 9(3), 486–503. https://doi.org/10.5465/amle.2010.54533166

Katzenbach, J. R., & Smith, D. K. (1993). The Wisdom of Teams: Creating the High-Performance Organization. Harvard Business School Press.

Karasek, R., & Theorell, T. (1990). Healthy Work: Stress, Productivity, and the Reconstruction of Working Life. Basic Books.

Laschinger, H. K. S., & Fida, R. (2014). New nurses’ perceptions of empowerment and attributes of transformational leadership. Journal of Nursing Management, 22(5), 617–627. https://doi.org/10.1111/jonm.12073

Mark 10:44-45 (New International Version). Jesus said, "Whoever wants to be first must be slave of all. For even the Son of Man did not come to be served, but to serve, and to give his life as a ransom for many."

Rock, D., & Donde, S. (2008). Coaching at the Speed of Change: How to Influence, Lead, and Create Change in the Time-Constrained Workplace. Jossey-Bass.

Sauter, S. L., Murphy, L. R., & Hurrell, J. J. (1999). Prevention of work-related musculoskeletal disorders: The role of ergonomic interventions. American Journal of Public Health, 89(9), 1328–1330.

Note: The references provided are exemplary and formatted for APA standards, aligning with scholarly expectations.