HRD – Peer Analysis

Analyze peer posts and provide a response with a new academic peer reviewed article. This is the feedback instructor provided so please adhere to their feedback as well:
  The discussion board should be a “conversation” between you and your colleagues.  I know you are sticking to third-person voice, but for the discussion board only, its OK to create a friendlier tone for this class.  For example, instead try:

“Hi Lois,

I see how you reflected upon certain aspects of….”

Instead of

“In the post, Jackson reflects…..”

First Post – Author: Lois
A key area of responsibility for human resource personnel is the focus on ensuring a positive cultural diversity climate is cultivated in the organization.  According to Desai and Jayakrishnan (2014), positive climates result in higher productivity and lower desire to leave the position instead of negative climates, which result in decreased productivity, large amounts of leave from work, and potential cases.  Organizations should consider the use of a common business culture operation found in India called OCTAPACE culture, which includes openness, confrontation, trust, authenticity, proaction, autonomy, collaboration and experimentation (Sanaria & Singh, 2019).  Two of the key ones which will help an organization are confrontation and trust approaches.  Confrontation is being willing to stand up to issues that are negatively affecting culture and not hide from the problems (Sanaria & Singh, 2019).  Organizational leaders should be the ones leading the way in confrontation as they are the front line to address issues as they arise.  If they know someone is creating problems for personnel based on gender, race, or bullying, leadership and human resources must get involved.  By setting the example that the behavior will not be tolerated, they encourage a workforce culture that is ready to take a stand when issues arise.  This ties into trust as the employees and leaders must know the organization will support them when they stand up to injustice.  According to Sanaria and Singh (2019),  trust is when the organization members know they are supported and will be helped by any stakeholder when necessary.  By ensuring all organizational members are trained in the ethics, culture, and applicable laws the organization follows as well as be living examples of this training, organizations will realize a positive cultural climate.

Post 2- Author Chad
Positive culture is the hallmark of any HR professional and is the key to higher productivity, lower turnover rates and higher employee satisfaction. (Sahito & Vaisanen, 2017).  It is clearly been shown that a negative climate has decreased productivity, higher turnover, and low job satisfaction which reduces the quality and demeanor of the employees (Bakkal, Serener, & Myrvang, 2019).  Not only is a negative climate contagious, but in recent study it showed it was contagious which is more deadly as it spreads throughout and organization uncontrollably (Bakkal, Serener, & Myrvang, 2019).  Many people label this negative disposition of a culture as a toxic environment.  The definition of toxic is a substance that is poisonous and can be harmful to the point of fatal (Cech & O’Connor, 2017).

            OCTAPACE culture is the exact opposite of toxic where the environment supports an openness, authenticity, pro-action, collaboration, experimentation and confrontation that is positive, healthy and placed in the best interest of the organization and the stakeholders (Sanaria & Singh, 2019).  In OCTAPACE, confrontation is not seen as negative but as a way to achieve the best solution.  It is actually a way of collaborating.  The basis of OCTAPACE is to build a model of trust where members of an organization know and feel that leaders have all stakeholders best interest at heart.  Through this type of trust culture, stakeholders are less fearful to speak up and introduce ideas that might be considered as conflict.  It should be noted that a trust environment is only achieve by disciplining and correcting unwanted behavior.  Through positive reinforcement for corrected behavior, a trust environment will emerge.  This type of environment comes only by way of  strong and descriptive organizational leadership goals, defined and enforced culture, and business rules.  This training on an OCTAPACE culture is essential to ensure all leaders uphold the standards, and all stakeholders embrace the culture.  (Sanaria & Singh, 2019).

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