BUSI 755

Instructions

The purpose of this forum is to research and write a 600–750-word rough draft for the Thematic Integration of Faith and Learning Paper: SIGNIFICANCE OF EXECUTIVE COACHING TO BUSINESS

1. Define Organizational and Executive Coaching

2. Synthesize the key concepts in organizational and executive coaching and formulate the strengths and weaknesses of the stated approaches to coaching.

3. You must relate course concepts to specific biblical examples of coaching in both the Old Testament and the New Testament.

a. Cohesive understanding of why organizational and executive coaching is significant for advancing God’s purposes for business on earth.

4. Cite sources, including the course texts and scholarly sources, and include a reference list in current APA format.

Concepts to begin guiding your thought in this area are taken from key course texts and supplemental sources.

Underhill, McAnally, & Koriath (2007) reflect:

Rather than offering solutions, the coach helps the leader dare to look at inner resistance, to understand consequences, to find new strategies, and to practice—thus stretching beyond current limitations for new behaviors. (p. 26)

Organizations that create leadership development approaches linked to company strategies have answered key questions, such as: What is our business strategy? and, How do we develop leaders capable of executing our strategy? (p. 30)

What is the purpose for coaching? (p. 37) (How is the organization’s leadership viewed by peers and employees?)

The managing of key relationships is also critical to the success of the program. (p. 39)

Hunt & Weintraub (2017) discuss:

We are acutely aware that the preceding paragraph might already scare off some folks who are interested in improving their ability to coach their people. Please don’t be frightened! You don’t have to be perfect at this stuff to be effective. You have to be OK. Intent does matter here, along with your ability to receive feedback from those you coach. In reality, the relationship, as perceived by both parties, is just important if not more important than the techniques of coaching. Recent research, which we’ll rely on later in this and in several subsequent chapters, has confirmed this (Gregory & Levy, 2011). If you are genuinely trying to help and you occasionally jump into too quickly, and you’ve let your people know that you need their help to help them, you’ll do just fine. Yes, practice does help. Perfection, though, is not what you’re trying to achieve. This is a very human process. (p.6)

As such, in addition to some basic skills, trust between the parties here is obviously a critically important enabling factor (Gregory & Levy, 2011). That’s why intent is so important. If you are really trying to help, not to punish, if you really do want to know what is happening with your people and their work, and if you behave accordingly (we’ll talk about this in great detail), sufficient trust will materialize in your relationships with your people for coaching to take place. (Of course, intent by itself will not be enough if you are inadvertently undermining your efforts to build trust by behaving in a fashion that contradicts your intent. This can happen without your awareness). (pp.6-7)

References

Egan, T., & Hamlin, R. G. (2014). Coaching, HRD, and relational richness: Putting the pieces together. Advances in Developing Human Resources, 16(2), 242-257. doi:10.1177/1523422313520475

Gilbert, C., De Winne, S., & Sels, L. (2015). Strong HRM processes and line managers’ effective HRM implementation: A balanced view. Human Resource Management Journal, 25(4), 600-616. doi:10.1111/1748-8583.12088

Hunt, J.M. & Weintraub, J.R. (2017). The coaching manager: Developing top talent in business. Thousand Oaks, CA: Sage. ISBN: 9781483391656.

Keller, T., & Alsdorf, K. L. (2012). Every good endeavor: Connecting your work to God’s work. New York, NY: Dutton. ISBN: 9780525952701.

Maltbia, T. E., Marsick, V. J., & Ghosh, R. (2014). Executive and organizational coaching: A review of insights drawn from literature to inform HRD practice. Advances in Developing Human Resources, 16(2), 161-183. doi:10.1177/1523422313520474

Underhill, B. O., McAnally, K., & Koriath, J. J. (2007). Executive coaching for results: The definitive guide to developing organizational leaders. San Francisco, CA: Berrett-Koehler Publishers. ISBN: 9781576754481.Zachary, L. J. (2006). Creating a mentoring culture: The Organization#s guide. Development and Learning in Organizations: An International Journal, 20(4) doi:10.1108/dlo.2006.08120dae.003

Do you believe that companies should avoid conflict? Why, or why not? Include an example from your experiences or observations as a part of your response.
ANSWER THE ABOVE QUESTION AND THEN REPLY TO MY CLASSMATE RESPONSE TO THE ABOVE QUESTIONS AND EXPLAIN WHY YOU AGREE? (A MINIMUM OF 150 WORDS EACH)

                                                                          CLASSMATE’S RESPONSE

I do not think that a company should avoid conflicts, but I do think they should be proactive to prevent the potential cause for the conflict, however, if there is a basis for a conflict, the company has to address it and resolve it. Conflicts will not heal themselves; they will not just go away and most of the time they will not take care of themselves. Conflicts can be very damaging to the success of the business and can be harmful to the employees. Management must identify the cause of the conflict and find a reasonable and agreeable way to end it and move on beyond it. Conflicts usually have a negative impact on the business, but a workable solution can turn that negative into a positive.

I once had two employees that were both good people. They were great employees and their productivity and accuracy were above average, but something about their personalities would not allow them to work together. It became obvious that if these two continued to be assigned to the same work area, there was going to be a major confrontation and soon. Neither employee deserved to be terminated. The clear solution to this situation was to keep both employees for the good of the company but reassign one of them to another department or another shift so they wouldn’t have to meet each other. They both got along well with all the other employees. As it turned out, one of them volunteered to move to different shift and the conflict was resolved and the company got to keep two excellent employees.

Discussion 1

As you have learned this week, four critical environmental factors affect seed germination (water, temperature, air, and light). Please conduct a scientific literature search and locate a peer-reviewed journal article that further describes the environmental impact on seed germination of a species of your choice. After finding a relevant article, compose a summary of the journal article and attach a copy of the article with your initial post. What was the most interesting fact/result you learned from the journal article you summarized?

Be sure to complete a minimum of two peer interaction posts.

For your participation in these optional discussion boards, you can earn up to 10 points per week

Discussion 2

Lab #4, regarding seed germination and viability testing, is one of my favorite activities in this course. I’d like you to share your experience and results from Lab #4 with your classmates. What seeds did you germinate? What were your conclusions? Post at least one picture you took during Lab #4 (i.e. your results, etc.).

Discussion 3

Please take a few minutes to review this course (CROP 420/520) and complete the following:

1. Describe whether you enjoyed the Seed Purity simulation from Lab #3. Did the activity seem to work for you? Were you able to match the ‘Seed Analyst Purity Results?’ Do you have any suggestions for how this simulation could be improved to help you comprehend seed physical purity testing?

2. What is one lecture, activity, etc. that you did NOT enjoy in CROP 420/520? How could this activity be improved?

3. Do you have any other comments or suggestions about how the CROP 420/520 course materials, design, or delivery could be enhanced to improve your learning experience?

Please NOTE that as long as you meet the requirements for the discussion board rubric (i.e. answering all parts of the question, turning your initial post and peer posts in by the deadline, and providing at least 2 peer interaction posts) you will receive the full extra credit for this discussion board. We guarantee that your comments will in NO way influence your grade in this course! If you still feel hesitant to complete this discussion board, please send your instructors an email requesting an alternative 10-point extra credit assignment.

For your participation in these optional discussion boards, you can earn up to 10 points per week

Project Description:

You have been hired as an AMERICAN Community Health Manager by a community health management board and asked to assess the community’s need for health requirements and develop a community health management plan. Your first job is to understand community health, community health issues and activities, regulatory agencies involved in community health, socioeconomic status and racial and ethnic disparities, health promotion programs, maternal, infant and child health issues, misuse and abuse of alcohol, tobacco and other drugs, and scope of injuries in US health and economy.

Discuss the following related to your new position:
1. What do you understand by American community health?
2. What are usual community health activities?
3. Which are the community health agencies in US?
4. Why community health managers should understand “epidemiology”.
5. What health promotion programs could be adopted in US communities?
6. Why is the need for “school health”? What is “coordinated school health program”? And, what are “foundations of school health program” and “Issues facing school health program”?
7. What issues need attention of community health manager for maternal, infant and child health?
8. Why is it important for community health manager to be aware of different health concerns of various age groups in US (adolescents, young adults, and adults) and what are the main health issues of these groups?
9. What are the health services provided to older adults in most communities

This document should be 10 pages long, double spaced in APA format excluding the cover and reference pages.