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 ...

1. 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

2. 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

3. 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

4. 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

5. 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.

6. References
Fischer, K. (2009).
Motivation in the workplace
[PowerPoint Slides]. Retrieved from
https://learn.liberty.edu/bbcswebdav/courses/BMAL500_C01_2
01840/Presentations/Module%203/Reading%20%26%20Study/L
esson%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.