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 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  s ...

1. 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 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

2. 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

3. 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

4. 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.
References
Fischer, C. (2009). Group Behavior And Work Teams.
Information retrieved from:
https://learn.liberty.edu/bbcswebdav/courses/BMAL500_C01_2
01840/Presentations/Module%204/Reading%20%26%20Study/L
esson%204%20presentation/4-Group_Behavior/index.html
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
http://ezproxy.liberty.edu/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=127683538&site=ehost-
live&scope=site
reply 2
Sarah Carter
Carter S BMAL 500 DB 2 - Positive OB

5. 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

6. 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.
References

7. Fischer, K. (2009).
Group behavior and work teams
[PowerPoint Slides]. Retrieved from
https://learn.liberty.edu/bbcswebdav/courses/BMAL500_C01_2
01840/Presentations/Module%204/Reading%20%26%20Study/L
esson%204%20presentation/4-Group_Behavior/index.html
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.