FIT

FIT Order Description RESPOND TO THE TWO CLASSMATES SEPARATELY, JUSTIN AND JOHN, WITH MINIMUM OF 200 WORDS EACH AND 3 REFERENCES EACH. I WILL PROVIDE EXAMPLES OF HOW TO RESPOND TO THEM. DO NOT USE ANY UK OR BRITISH REFERENCES, ONLY USE UNITED STATES REFERENCES. THE QUESTION THAT THE CLASSMATES ARE ANSWERING IS: Discuss how a leader with a Christian biblical worldview selects followers and shapes organizational culture to in" rel="nofollow">influence how in" rel="nofollow">individuals fit in" rel="nofollow">into their jobs and the organization. What implications does this have for team-buildin" rel="nofollow">ing in" rel="nofollow">in an organization? Justin" rel="nofollow">in’s Answer to the Question: Simply put, worldview is the way a person sees the realm around them while biblical means of the bible, like God. So the simplest defin" rel="nofollow">inition of biblical worldview is when a person looks at the world around them lookin" rel="nofollow">ing through God’s word. When selectin" rel="nofollow">ing organizational members, a leader with a biblical worldview must keep in" rel="nofollow">in min" rel="nofollow">ind that all humans contain" rel="nofollow">in within" rel="nofollow">in themselves the image of God and are capable of reasonin" rel="nofollow">ing, love, and morality (Nash, 1992). There are three types of personal environment (PE) fits that need to be evaluated by a leader. Person-job (PJ) fit, person- organization (PO) fit, and person-group (PG) fit all have to be taken in" rel="nofollow">into account when shapin" rel="nofollow">ing organizational culture and selectin" rel="nofollow">ing followers (Werbel & Demarie, 2001). Lookin" rel="nofollow">ing specifically at person-organization (PO) fit, we can see exactly where a biblical worldview comes in" rel="nofollow">into play. “The concept of PO fit highlights matchin" rel="nofollow">ing employees’ in" rel="nofollow">interests, values, and needs to the organizational culture” (Werbel & Demarie, 2001, p. G2). A leader that follows a biblical worldview will seek followers that have the same values and in" rel="nofollow">interests that not only fit within" rel="nofollow">in the organization but within" rel="nofollow">in the leader as well. A servant leader will see pursue followers that have high moral value and ethics. This will allow the leader to in" rel="nofollow">inspire a shared vision by enlistin" rel="nofollow">ing “others in" rel="nofollow">in a common vision by appealin" rel="nofollow">ing to shared aspirations” (Kouzes & Posner, 2012, p. 18). References Kouzes, J. M., & Posner, B. Z. (2012). The leadership challenge: How to make extraordin" rel="nofollow">inary thin" rel="nofollow">ings happen in" rel="nofollow">in organizations (5th ed.). San Francisco, CA: The Leadership Challenge. Nash, R. H. (1992). Worldviews in" rel="nofollow">in Conflict. Grand Rapids, MI: Zondervan Publishin" rel="nofollow">ing House. Werbel, J., & Demarie, S. M. (2001). Alignin" rel="nofollow">ing strategic human resource management and person-environment fit: A strategic contin" rel="nofollow">ingency perspective. Academy of Management Proceedin" rel="nofollow">ings, G1-G6. Retrieved from https://nreilly.asp.radford.edu/kristof-brown%20et%20al.pdf EXAMPLE OF HOW TO RESPOND TO JUSTIN: Justin" rel="nofollow">in, The worldviews we all have, can either be clearly evident to us or still remain" rel="nofollow">in unknown, but will still be evident to others regardless of our understandin" rel="nofollow">ing. So, our personal understandin" rel="nofollow">ing of our worldview, “should be relevant to what we know about the world and ourselves” (Nash, 2010, p. 57). The person-organization fit is one of those areas a leader can truly struggle to fin" rel="nofollow">ind that perfect in" rel="nofollow">individual who will be able to be compatible with the organization. So, understandin" rel="nofollow">ing one’s own worldview and bein" rel="nofollow">ing able to articulate that is truly important. Bein" rel="nofollow">ing a part of an organization one is not compatible with, can be a miserable experience because, “in" rel="nofollow">individuals will be most successful in" rel="nofollow">in organizations that share their personalities” (Kristof- Brown, Zimmerman, & Johnson, 2005, p. 285). As leaders, it is important to share with prospective candidates in" rel="nofollow">in the in" rel="nofollow">interview process, the essence of the organization and to determin" rel="nofollow">ine the in" rel="nofollow">interviewees compatibility with the company. A good mix between the two is important for growth and development for both the employee and the organization. You mention in" rel="nofollow">in your post about how the leader in" rel="nofollow">inspires a shared vision with in" rel="nofollow">individuals and how important this is to the organization. Kouzes & Posner suggest that, “in" rel="nofollow">in order to make extraordin" rel="nofollow">inary thin" rel="nofollow">ings happen, everyone had to fervently believe in" rel="nofollow">in and commit to a common purpose” (Kouzes & Posner, 2012, p. 128). Knowin" rel="nofollow">ing our worldviews can help to assure a perfect person-organization fit. References Kouzes, J. M., & Posner, B. Z. (2012). The Leadership Challenge: How to Make Extraordin" rel="nofollow">inary Thin" rel="nofollow">ings Happen in" rel="nofollow">in Organizations (Fifth Edition ed.). San Francisco, CA: Jossey-Bass. Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of Individuals' Fit at Work: A Metta-Analysis of Person-Job, Person-Organization, Person-Group, and Person-Supervisor Fit. University of Iowa. Iowa City: Blackwell Publishin" rel="nofollow">ing, Inc. Nash, R. H. (2010). World-Views in" rel="nofollow">in Conflict: Choosin" rel="nofollow">ing Christianity in" rel="nofollow">in A World of Ideas. Grand Rapids, MI: Zondervan. JOHN’S RESPONSE TO THE QUESTION: While we know that a person’s worldview is a “set of beliefs about the most important issues in" rel="nofollow">in life” (Nash, 2010, p. 16), a Christian biblical worldview is no different. For a Christian leader lookin" rel="nofollow">ing to advance their mission, they would want to seek out in" rel="nofollow">individuals who are like-min" rel="nofollow">inded and passionate about the same ideals and goals to build a cohesive team. Kristof-Brown, Zimmerman and Johnson discuss the dynamics of Complementary fit sayin" rel="nofollow">ing, “the basis for a good fit is the mutually offsettin" rel="nofollow">ing pattern of relevant characteristics between the person and the environment” (Kristof- Brown, Zimmerman, & Johnson, 2005, p. 288). This type of fit is important when seekin" rel="nofollow">ing to advance the mission of the organization. Before the selection process, a leader needs to determin" rel="nofollow">ine the vital positions their organization requires in" rel="nofollow">in order to help advance the goals and objectives for the organization. In writin" rel="nofollow">ing job descriptions for those positions, the leader would need to in" rel="nofollow">incorporate specific tasks and responsibilities in" rel="nofollow">in order to obtain" rel="nofollow">in their desired outcome. Kouzes & Posner discuss aspects of enlistment, which can be in" rel="nofollow">incorporated in" rel="nofollow">into the in" rel="nofollow">interview process by sayin" rel="nofollow">ing, “enlistin" rel="nofollow">ing others is all about ignitin" rel="nofollow">ing passion for a purpose and movin" rel="nofollow">ing people to persist again" rel="nofollow">inst great odds” (Kouzes & Posner, 2012, p. 128). Incorporatin" rel="nofollow">ing these aspects will allow for determin" rel="nofollow">inin" rel="nofollow">ing the Person-Organization fit that Kristoff-Brown, et. all discuss in" rel="nofollow">in their paper. Christ recruited His disciples the same way by ‘ignitin" rel="nofollow">ing a passion’ in" rel="nofollow">in the hearts of those men who persevered under great odds to advance to gospel of Jesus Christ. In my own organization, we have found that key leadership positions require in" rel="nofollow">individuals who are ‘sold out’ to our mission and can in" rel="nofollow">inspire others to do the same. We know that many people are truly passionate about our min" rel="nofollow">inistry because they stay engaged in" rel="nofollow">in our mission despite our lowered salaries, long hours and sometimes thankless in" rel="nofollow">involvement. They view their job as part of the overall mission and truly feel they are able to make a difference in" rel="nofollow">in the lives of those less fortunate. They have bought in" rel="nofollow">into our min" rel="nofollow">inistry because the leadership team has emphasized greater good bein" rel="nofollow">ing accomplished by their in" rel="nofollow">involvement. Additionally, when leaders are fully engaged in" rel="nofollow">in their mission, they create a synergy and passion for the min" rel="nofollow">inistry. Kouzes & Posner say, “Leaders have to be wildly enthusiastic for constituents to give it their all” (Kouzes & Posner, 2012, p. 128). This type of commitment to the mission, encourages a deeper level of in" rel="nofollow">involvement and collaboration from the team. References Kouzes, J. M., & Posner, B. Z. (2012). The Leadership Challenge: How to Make Extraordin" rel="nofollow">inary Thin" rel="nofollow">ings Happen in" rel="nofollow">in Organizations (Fifth Edition ed.). San Francisco, CA: Jossey-Bass. Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of Individuals' Fit at Work: A Metta-Analysis of Person-Job, Person-Organization, Person-Group, and Person-Supervisor Fit. University of Iowa. Iowa City: Blackwell Publishin" rel="nofollow">ing, Inc. Nash, R. H. (2010). World-Views in" rel="nofollow">in Conflict: Choosin" rel="nofollow">ing Christianity in" rel="nofollow">in A World of Ideas. Grand Rapids, MI: Zondervan.