Discussion assignments will be graded based upon the criteria and rubric specified in the Syllabus. For this Discussion Question, complete the following. ******1. Review the two articles about bank failures and bank diversification that are found below this. Economic history assures us that the health of the banking industry is directly related to the health of the economy. Moreover, recessions, when combined with banking crisis, will result in longer and deeper recessions versus recessions that do occur with a healthy banking industry.  *****2. Locate two JOURNAL articles which discuss this topic further. You need to focus on the Abstract, Introduction, Results, and Conclusion. For our purposes, you are not expected to fully understand the Data and Methodology.   *******3. Summarize these journal articles. Please use your own words. No copy-and-paste. Cite your sources. 4. word count 350 and more would we consider highest grade. 5. Your replies must focus on increasing knowledge of the class and must advance the discussion further. Simply affirming your peers does not count as a substantive reply.  Need replay for this below 2 discussion Discussion-1 According to the journal article published by Musdholifah, Hartono and Wulandari (2020), several attempts have been made over time to determine the actual causes of banking crisis. But researchers are unable to bring about a full proof list of causes that lead to the downfall of the banks as a whole. Using the crisis and default index, the authors of the article have tried to formalize a series of causes of banking failures and how these can be avoided in the future. The case of the Indonesian banks and their problems is taken to know about the main causes that are leading to their troubles in today’s business environment. The analysis of the case studies of these banks reveals that the internal bank processes and actions are the primary source of the troubles. It is highly essential for banks to use probability factors and predictions to determine the outcomes of their actions in the short term and long-term both. According to the second journal article written by Ramirez and Shively (2012), a time series model can be used to evaluate the causes of the bank failures and their contribution towards economic crisis. The scales of 1920s crisis were taken to review the banking and economic conditions. Other variables were also accounted to know the main reasons for the failure and how it could have been avoided. Bank Failure Channel is the main agenda used by the authors to distribute causes, analyze them and emphasize on the things that could have been done right to achieve stability. Since banks hold the money of the customers and use them to derive economic profit, they tend to be highly responsible for the same. Every effort should be made to keep liquidity and offer stability to the customers and the economy both. Overall, the banking system is the economic foothold of an econom.

1. Discussion assignments will be graded based upon the criteria
and rubric specified in the Syllabus.
For this Discussion Question, complete the following.
******1. Review the two articles about bank failures and bank
diversification that are found below this. Economic history
assures us that the health of the banking industry is directly
related to the health of the economy. Moreover, recessions,
when combined with banking crisis, will result in longer and
deeper recessions versus recessions that do occur with a healthy
banking industry.
*****2. Locate two JOURNAL articles which discuss this topic
further. You need to focus on the Abstract, Introduction,
Results, and Conclusion. For our purposes, you are not expected
to fully understand the Data and Methodology.
*******3. Summarize these journal articles. Please use your
own words. No copy-and-paste. Cite your sources.
4. word count 350 and more would we consider highest grade.
5. Your replies must focus on increasing knowledge of the class
and must advance the discussion further. Simply affirming your
peers does not count as a substantive reply.

2. Need replay for this below 2 discussion
Discussion-1
According to the journal article published by Musdholifah,
Hartono and Wulandari (2020), several attempts have been made
over time to determine the actual causes of banking crisis. But
researchers are unable to bring about a full proof list of causes
that lead to the downfall of the banks as a whole. Using the
crisis and default index, the authors of the article have tried to
formalize a series of causes of banking failures and how these
can be avoided in the future. The case of the Indonesian banks
and their problems is taken to know about the main causes that
are leading to their troubles in today’s business environment.
The analysis of the case studies of these banks reveals that the
internal bank processes and actions are the primary source of
the troubles. It is highly essential for banks to use probability
factors and predictions to determine the outcomes of their
actions in the short term and long-term both.
According to the second journal article written by Ramirez and
Shively (2012), a time series model can be used to evaluate the
causes of the bank failures and their contribution towards
economic crisis. The scales of 1920s crisis were taken to review
the banking and economic conditions. Other variables were also
accounted to know the main reasons for the failure and how it
could have been avoided. Bank Failure Channel is the main
agenda used by the authors to distribute causes, analyze them
and emphasize on the things that could have been done right to
achieve stability. Since banks hold the money of the customers
and use them to derive economic profit, they tend to be highly
responsible for the same. Every effort should be made to keep
liquidity and offer stability to the customers and the economy
both. Overall, the banking system is the economic foothold of
an economy within this globalized world.
References:
Musdholifah, M., Hartono, U. and Wulandari, Y. (2020).
Banking Crisis Prediction: Emerging Crisis Determinants in

3. Indonesian Banks. International Journal of Economics and
Financial Issues, 10, 124-131.
Ramirez, C. D. and Shively, P. A. (2012). The Effect of Bank
Failures on Economic Activity: Evidence from U.S. States in
the Early 20th Century. Journal of Money, Credit and Banking,
44(3), 433-455.
Discussion-2
When the banks are short of liquidity then the bank will be
unable to lend the money to the customers or consumers. Then,
as a result, there will below investment and fewer employees so
that the employees may face many problems due to
unemployment. If there is a decrease in the level of investment
then it will lead to lower economic growth. When the economic
growth is low then it leads to many real-life challenges and
problems. By the fall of a bank or bank failure then it will
create a large amount of unemployment (Brownbridge, 2002).
So the employees have a greater impact on the failure of a bank.
Because if a bank fails then the employees could not work and
they don’t get any salaries or benefits without salary they can’t
survive of they can survive the level of economic growth will be
decreased. As a result of the economic growth is lowered then
we may face a number of problems. If a bank fails then the
FDIC bank will collect and sell the assets of the bank which is
failed. And also the FDIC bank will settle all the debt of the
failed bank. The banks play a crucial role in society and also
plays a role in the development of the economy. Because they
serve many people or customers to provide loans and allows the

4. greater investment and increase the supply of money. Lending
money is the most important activity which helps in the
development of the economy (Doumpos, Gaganis & Pasiouras,
2016).
References
Brownbridge, M. (2002). Resolving Bank Failures in Uganda:
Policy Lessons from Recent Bank Failures. Development Policy
Review, 20(3), 279-291. doi: 10.1111/1467-7679.00171
Doumpos, M., Gaganis, C., & Pasiouras, F. (2016). Bank
Diversification and Overall Financial Strength: International
Evidence. Financial Markets, Institutions & Instruments, 25(3),
169-213. doi: 10.1111/fmii.12069
Chapter 8:
Organization Leadership
Introduction
Great leaders exist in business, politics, the military, and even
sports
Leadership can be used for good and for evil
Communication is a tool used to activate messages to followers
Leadership is a socially constructed phenomenon
Case Study: Charismatic Preacher
Reverend Jim Jones was a charismatic, influential preacher who
led rapidly growing congregations throughout California
People were so inspired, that they donated their entire worldly
possessions, traveled to South America, and built a community
Several years later, the Reverend leads a mass suicide of 909
people in his town of Jonestown, Guyana
Why would people be so committed to him that they would

5. participate in a mass suicide?
What does this say about leadership?
Trait Approach to Leadership
If a person has certain traits, they will be a more effective
leader
Big Five personality traits with leadership potential include:
Extraversion
Conscientiousness
Openness to experience
Ambition
Energy
The trait approach to leadership seems to be best able to predict
leader emergence rather than leader effectiveness
There is a difference between possessing a trait and being
perceived to possess a trait
4
Leadership Behaviors
The behavioral approach to leadership examines what leaders
actually do and the behaviors leaders use to achieve their goals
It’s a matter of what you do (behavior theory), rather than who
you are (trait theory) as a leader
Critical Thinking Questions – Traits and Behaviors
How does the perspective that leadership is something you do
versus something you are change the responsibilities of a
leader?

6. The University of Michigan and Ohio State Studies
Initiating Structure
Extent to which a leader defines and structures the roles of
employees in the goal attainment effort
Production-oriented leaders have behavior similar to initiating
structure
Consideration
Leader respects employees’ thoughts, ideas, and feelings,
expresses appreciation and support, and develops an
environment of mutual trust
Employee-oriented leaders also value consideration
Managerial Grid
Contingent Approaches to Leadership
Questions examined by contingency theorists include:
What are the situational factors that actually matter in
leadership?
To what leadership styles do they best connect?
Least Preferred Co-Worker
Fiedler (1967) developed Least preferred co-worker (LPC)
questionnaire
Rating “least” preferred coworker harshly = task-oriented leader

7. Rating “least” preferred coworker benevolently = relationship-
oriented
Once individual leadership style is assessed, the situation is
determined through three dimensions: 1) Leader-member
relations 2) Task structure 3) Position power
Critical Thinking Questions – Least Preferred
Why does the way a person treats the least preferred co-worker
likely say the most about their style of leadership?
Think about your experiences working in groups. How did you
feel about the least-preferred group member? What kind of
leader are you likely to be based on this?
Leader-Member Exchange
Leader-Member Exchange Theory demonstrates how leaders can
create their own context, by creating in-groups and out-groups
amongst their own employees
In-Group members receive trust, openness in communication,
and high levels of interactions with the leader
Out-Group members receive less leader attention, more
formalistic relations, and are generally not provided the same
resources and encouragement in their skill development
12
Situational Leadership
Style of leadership should consider the maturity of one’s
subordinates
Model includes four leadership quadrants:
Telling (low maturity employees) to
Selling (low to moderate maturity employees) to

8. Participating (moderate to high maturity employees) to
Delegating (high maturity employees)
Continuum of Leadership Behavior
Continuum of Leadership Behavior
A successful manager or leader must be able to match his or her
behavior to the specific situation in which they find themselves
From managers making and announcing decisions to…
Subordinates allowed to do so within the limits defined by their
superior
Charismatic Leadership and Transformational Approaches
Attempt to blend three questions into a more unified and
integrated approach:
Is leadership who we are?
Is leadership what we do?
Is leadership the relationship between the leader and situation?
Charismatic Leadership Theory
Asserts that followers attribute extraordinary (even heroic)
leadership abilities to leaders when they observe a certain
combination of leader behaviors, including:
They articulate a vision discrepant from the status quo

9. They take personal risks to achieve that vision
They demonstrate a sensitivity to followers’ needs
And they exhibit unconventional behavior to galvanize the
attention of employees and demonstrate the leader’s goals and
values
Transformation Leadership Theory
Transactional leaders guide their followers by clarifying role
and task requirements by using:
Laissez Fair leadership
Management by exception leadership
Contingent reward leadership
Transformational leadership builds on this, and inspires
follower effort to transcend their self-interest for the good of
the organization
Individualized consideration, Intellectual stimulation,
Inspirational motivation, Idealized influence
Authentic Leadership
Authentic leadership focuses on the moral aspects of being a
leader, and addresses downfalls of charismatic leadership, that
leaders can be self-interested
Authentic behaviors produce trust, encouraging people have
faith in the leaders who use them
Enhanced trust enhances information sharing, effectiveness, and
productivity
Challenges to the Leadership Construct – Attributions,
Substitutes and Neutralizers

10. Attribution theory of leadership suggests that leadership is
simply an attribution that people make about other individuals
Further, leader behaviors may not be as relevant in all
organizational situations
There are substitutes and neutralizers that can limit the effects
of leader behavior
For example, leadership may be less effective or needed if
employees are extremely experienced in their jobs, with high
levels of training and ability, are cohesive, and intrinsically
motivated with strong levels of professional orientation. If
employees exhibit individual indifference toward organizational
rewards, or their jobs are highly structured or routinized and
provide their own feedback, the effects of leadership may also
be less significant. Finally, the physical separation of the
leader may have muting effects on leadership.
19
Case Study: Lead with LUV
Colleen Barrett, President of Southwest Airlines, described
leadership in the following way:
“LUV is our symbol on the New York Stock Exchange. We first
started flying out of Love Field in Dallas, and our first
advertising slogan in 1972 was “Southwest Airlines, the
Someone Else Up There Who LUVs You.” We also had a heart
on our first signature line and letterhead. And today, forty years
later, we still have our hearts on our aircraft. So, frankly, if you
have a need to put a label on what I do, I would prefer that you
call me a LUVing Leader.”
Leading Change
A constant in life is that things change, and many people do not
like it

11. People are uncomfortable with change because of the unknown
Good leaders must be willing to adapt and adjust to change
Good leaders must also try to avoid disasters while managing
change
Vital Aspects of Leading
Being a visionary is one way to be a leader, especially during
times of change
Translating vision into reality requires anchoring,
implementing, and executing a vision
Good leaders also empower others, especially during times of
change
Leadership is about translating intention and vision into reality
Strong communication skills are necessary to be a good leader
Listening, Leadership, and Change
Listening is vital if any leader is going to be truly effective
Especially important during times of change when there is fear
of the unknown
Good leaders understand that listening, even if it means hearing
about our weaknesses, is vital to effective and meaningful
interaction
Leaders should help followers develop into leaders themselves
The Distinction Between Leadership and Management
Leadership and management are not the same
Leadership is the ability to influence a group toward the
achievement of a vision or set of goals
Management is a broader concept that focuses on planning,
organizing, and controlling functions within organizations

12. Context Matters
For Profit Organizations
Larger corporations tend to have many levels and dimensions of
leadership
Small Businesses
Leadership may be shared and decisions made more quickly
because there are fewer levels
Non-Profit Organizations
Specific values tend to guide and limit leadership
Government Sector
Guided by unique rules that impact leadership decisions
Chapter 12:
Celebrating Diversity
Introduction
The landscape of the workplace has changed
As the United States becomes more diverse, markets, customers,
and employees become more diverse
Changes in the racial and ethnic makeups of the work
environment are significant
By 2060 white Americans will only make up 43% of the U.S.
population
Women are expected to represent the majority of the U.S.
workforce by 2020
Case Study: Bass Pro Shop

13. In the mid-2000s, managers at various Bass Pro Shops stores
using discriminatory language and hiring practices were
reported
A lawsuit was filed against the corporation and is still being
litigated today
What terms make you feel uncomfortable?
Does it surprise you that there are still situations like this
today?
Is this an isolated case?
Major Diversity Categories in Organizations
Race: Percentage of traditional racial minorities in the U.S.
workforce is increasing
National origin: Growing proportion of today’s workers are
immigrants, and English is not their first language
Age: Increasing number of employees expect to work past the
traditional retirement age
Disability: Firms need to provide reasonable accommodation so
workplaces are accessible
Religion: Inclusion of diverse religious faiths and customs
Sex: Ensure equal access and opportunities in hiring
Engaging a Diverse Environment
The number of women and people of color in the American
workforce is increasing
The average age of the American workforce is increasing
Diversity encompasses how we think, act, conduct business;
more than just what we “look like”
The Aging Workforce
Between 1977 and 2007, employment of workers 65+ increased
101%, compared to a much smaller increase of 59% for total
employment

14. With the aging of the baby-boom generation, the older age
cohorts are expected to make up a larger proportion of the labor
force in the next two decades
This aging workforce impacts the organizational environment in
many ways, including stereotypes
Organizations are stronger when workers embrace the
differences in understandings, experiences, attitudes, and
expectations that each generation has to offer
Sex and Gender Issues
Number of men in the workforce increased by about 53% from
1967-2009
During the same timespan, the number of women in the
workforce increased by over 190%
Incomes for women in the workforce are rising, but there is still
a significant gap between earnings of men and women
Institutionalization of masculine male and feminine female
complicates understanding
It is important to distinguish between sex and gender
Critical Thinking Questions – Sex and Gender
Why do sex and gender matter in organizational
communication?
In what ways is masculinity celebrated and/or dismissed in our
culture? In the workplace?
In what ways is femininity celebrated and/or dismissed in our
culture? In the workplace?
Racial and Ethnic Issues
Higher population growth and increasing participation rates
mean minorities in the workforce will increase significantly
Discrimination still remains a problem

15. A healthy work environment will develop an understanding and
climate that sees all individuals as people of equal worth
Disabled Workers
American with Disabilities Act (ADA) passed into law in 1990,
prohibiting discrimination against individuals with disabilities
in all areas of public life
Employers must provide reasonable accommodation for disabled
employees
If a disability is not job-related or can be accommodated,
organizations should not discriminate
Communication technology is providing additional
opportunities that influence the ability of the disabled worker
Intercultural Issues
Culture: system of shared values, beliefs, and meaning
Ethnocentrism: evaluating others’ culture against our own
Perception: influences our worldview
Stereotyping: judging a person based on the group to which we
perceive them as belonging
Nonverbal differences: meaning of a symbol in one country may
differ in another; a potential barrier
Language difference: can even vary between regions
Cultural intelligence: adapting, selecting, shaping cultural
aspects of environment
Critical Thinking Questions - Diversity
In what ways have you been discriminated against because of
your:
Age?
Race?
Sex or gender?
Abilities?

16. What are some of the issues or barriers that prevent us from
communicating effectively in intercultural environments?
Dealing with Emotion
Emotions are intense feelings directed at someone or something
Both energy and stability are needed in the workplace
Just like personality, a range (or diversity) of emotional
response when balanced can help keep an organizational team
focused and effective
Emotions can help us gauge the effectiveness of potential
changes, response to decisions, or buy-in to future projects
Understanding Personality
Personality describes the sum total of ways in which an
individual reacts to and interacts with others
One personality type is not better than another – they are just
different
We must be aware of our own personality and the impact it has
on our environment – and make adjustments when necessary
Discrimination
Stereotypes often lead to workplace discrimination
Whether an individual is a person of color or white, male or
female, gay or straight, disabled or otherly abled are often
extraneous factors not relevant to the organizational or job-
related decision at hand
When we place individuals or groups of people in categories,
we rob them of their uniqueness and individuality

17. Sexual Harassment
Sexual harassment is a special abuse of power that we discuss
briefly here because it becomes a hindrance to diversity
Unwanted sexual advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature that create a
hostile or offensive work environment
Organizations must train and educate their employees on what
sexual harassment is, and what policies and practices exist
within the organization and the law to guard against sexual
harassment
Technology and Diversity
Technology can both encourage and hinder diversity
Technology can also provide more tools to manage the process
to improve communication and a different method of dealing
with cross-cultural communication issues and stereotypes
A text-only (email or texting)
Voice-only (traditional phone)
Using a more rich channel of verbal and non-verbal information
(voice and physical)
Face-to-face or video-conference
Organizational Culture and Diversity
Organizational Values
Organizational values should primarily align with personal
values if one is to feel comfortable participating in the
organizational environment
An appreciation for diversity is vital for organizational success
A diversity of ideas and values in regards to the direction and
movement of the organization helps leaders make better
decisions

18. Leadership and Management Styles
Different organizational environments require different types of
leadership
Even in the same organization, different styles and approaches
are necessary with different employees or in different situations
Diversity in leadership and management styles is important for
organizational success
Climate Issues
Organizational climate is the shared perception of employees of
the properties of the work environment that guide expected
behavior
Safety, justice, clarity of rules and regulations, as well as clear
goals and expectations, help employees understand how they
and others fit into the organization
It is important for a diverse organization to emphasize the need
for a variety of ideas, with standards of performance and
expectations of teamwork and encouraging a variety of inputs
from diverse sources
Working with Difficult People
In a diverse work environment, there’s an enhanced likelihood
that we are going to work with someone who sees things from a
different point of view
This is a core benefit of diversity; it is also a personal
challenge, as you may have to accomplish tasks with people
who you do not understand or agree with
Practice the art of active listening, whereby you truly listen to

19. another’s point of view
Effective Organizational Diversity Programs
Firms can focus on attracting diverse applicants by targeting
recruiting messages to specific demographic groups currently
underrepresented in one’s workforce
An effective diversity program will also educate managers about
the legal framework of equal employment opportunity,
encourage equitable treatment of all employees regardless of
diversity characteristics
Firms can foster practices that focus on bringing out the full
potential of the diversity in their organizations
Context Matters
For-Profit Organization
Good-ole-boy networks can make it difficult for large
organizations to embrace diversity
Entrepreneurship
Families and small businesses often do not have enough
employees to truly encourage diversity
Nonprofit Organization
Focus of the company may influence consideration of diversity
Government Sector
Differing political views influence government policies