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To complete your replies:


  1. Read the below postings of your peers and the articles which are referenced (This is why it is imperative that the articles be accessible via working URL links). Expect to spend some time each day reviewing all threads and replies, even those in which you are not involved.
  2. Write at least 200 words to 3 or more classmates’ threads. You should expect to answer questions posed within each discussion thread. Student interaction is key to success in this course.


Adaptive Culture

Definition: Organizational Behavior states, “Adaptive culture is an organizational culture in which employees are receptive to change, including the ongoing alignment of the organization to its environment and continuous improvement of internal processes” (McShane & Von Glinow, 2008, p. 414).
Summary: The article entitled “Leading to an Adaptive Culture”, written by Dr. Eric Romero, both defines adaptive culture and confronts the issue of how it may affect an entire workplace. Dr. Romero explains how an adaptive culture values change as an opportunity for improvement. Throughout his article he confronts the issue of having an adaptive culture over a bureaucratic one. Bureaucratic cultures dictate what employees can do or think while an adaptive culture embraces change and creativity. Having an open-mind in business is crucial when the world around us is changing so rapidly. Applying an adaptive culture to the workplace is the only way a business can maintain its standing in today’s fast pace culture.
Discussion: The distinction of an adaptive culture is the willingness of employees too not only accept change but to take on the challenge of introducing new strategies. “An adaptive culture values change as an opportunity for improvement. Personnel view change as exciting and challenging. They are not afraid of uncertainties inherit with change” (Romero). McShane and Von Glinow’s text agrees with Dr. Romero’s standpoint on the definition of an adaptive culture in the corporate world. A company that has not only applied but also mastered the concept of an adaptive culture is Apple. Apple started out solely as a computer company. If Apple had just remained a computer company there is no telling if they would still be in business today let alone the household name that they are. It took a couple of years to develop the iPod, but its launch radically changed the entire nature of the company. Apple has been called one of the pioneer companies of personal computers, never being satisfied, they constantly are moving forward and adapting. Rather than fighting against change Apple has become one of the leading adaptive corporate cultures in the world. Apple hires employees that see things from an open-systems perspective. They see the company’s survival and success rate driven by their adaptive nature to the continuously changing environment. Employees of an adaptive corporate culture believe that the future of the company depends on monitoring the outward environment in order to better serve the stakeholder by fulfilling their every wants and needs. Romero believes that most change cannot be prepared for which is why employees should learn to embrace it. McShane and Von Glinow’s text agrees with Romero’s views when stating, “receptivity to change extends to internal processes and roles. Employees recognize that satisfying stakeholder needs calls for continuous improvement of internal work processes, as well as flexibility” (McShane & Von Glinow, 2011, p. 415). In order for a business to become an adaptive corporate culture the employees must be creative, flexible and willing. In order to work in an adaptive corporate culture what do you believe are the most important qualities or traits an employee should have? What are the advantages of changing a workplace from a bureaucratic culture to an adaptive culture? Would you rather work in a bureaucratic or an adaptive culture, and why?

McShane, S., & Von Glinow, M.A. (2013). Organizational behavior (6th ed.).New York: McGraw-Hill.
Romero, Eric. (2005). Leading to an Adaptive Culture. Retrieved from: http://competeoutsidethebox.com/wp-content/uploads/articles/Leading%20to%20an%20Adaptive%20Culture.pdf



Definition: Organizational Behavior notes that rituals are, “programmed routines of daily organizational life that dramatize the organization’s culture” (McShane & Von Glinow, 2013, p. 411).

Summary: Paolo Guenzi with Harvard Business Review studied rituals from the standpoint of the lessons that can be found for business leaders from the world of sport. Guenzi concludes that,
In all the high performing sports teams and companies we studied we found leaders making extensive use of ritual. … creating or reviving club rituals was almost the first thing that a new coach would do — especially in a team turnaround situation. … and if performance is struggling at your company, maybe a bit more ritual can deliver that sense of shared identity, stakeholder commitment, emotional energy, and productive behavior that you're looking for. (Guenzi, 2013).
Guenzi offers four ways areas that rituals can influence performance, and although his immediate context is sport teams that are applicable to other expression like the business world.

Discussion: Overall I think the article was insightful, as it pertained to rituals and their connection to sport teams and the lessons being applicable to business in general. I think one of the greatest goals of implementing a ritual is that it people centered. Sally Lever who is a life coach, writer, and educator; list her top ten sustainable business rituals, the first three are people centered. Lever’s rituals focus on other employees, the ability to receive feedback, and trust of self and other (Lever, 2013). As a manager, people are employ with and by us, people are our targeted revenue stream, people should matter to an organization.
Often organizations tend to establish rituals for the organization without thought to what they truly want to accomplish. I agree with Hans Bool, business consultant, when he states
What seems to be important at one stage could loose importance in another stage… The disciplinary drive of the ritual could become the enemy once the custom is found to be outdated. … rather than providing cohesion for the group it will produce an opposite effect. (Bool, 2013)
Are there any rituals in the organization you are apart of that are counter-productive? I think rather than simply trying to incorporate business rituals that are mandatory and in time becomes a burden to carry, organization should understand their purpose in doing so. I think in its simplicity allowing employees to establish their individualized daily rituals. Lisa Rickwood, small business coach, makes the following suggestion to improve life and business,
…create a ritual to start your day. This might include: having a coffee at your desk, checking your PDA for appointments, not answering phonecalls for 15 minutes while you read and respond to urgent emails. (Rickwood, 2012)
Teri Evans in his article, “Daily rituals of successful entrepreneurs” quotes Matt Lauzon, founder of Gemvara, an online custom design jewelry pertaining to a successful ritual with the purpose of never be too far removed from his team. Lauzon said,
Whether it's through Twitter or an internal e-mail to all employees, Lauzon makes a point of sharing at least one of the company's successes every day. "Most of our employees, go on my twitter page and read it several times a day, so it's been an unbelievable way to generate momentum," (Evans, 2010)
As we see Lauzon established a ritual with a desired goal in mind, and the result was increased momentum. The ritual is also people centered, on a personal level he achieves his goal of staying connected to his employees and in return they stay connected to him. What is a successful ritual in your organization? And is that ritual people centered?

Bool, H. (2006). Business rituals - some pitfalls. EzineArticles.com. Retrieved from: http://ezinearticles.com/?Business-Rituals---Some-Pitfalls&id=267582
Evans, T. (2010). Daily rituals of successful entrepreneurs. FOX Business. Retrieved from: http://smallbusiness.foxbusiness.com/sbc/2010/10/21/daily-rituals-successful-entrepreneurs/
Guenzi, P. (2013). How ritual delivers performance. Harvard Business Publishing. Retrieved from: http://blogs.hbr.org/cs/2013/02/how_ritual_delivers_performanc.html
Lever. S. (2009). Top 10 sustainable business rituals. Retrieved from: http://www.sallylever.co.uk/2009/03/06/top-10-sustainable-business-rituals/
McShane, S. L., Von Gilnow, M. A. (2013). Organizational behavior: emerging knowledge, global reality (6th ed.). New York, NY: McGraw-Hill Companies.
Rickwood, L. (2012). Seven rituals to improve life and business. SuccessConsciousness.com. Retrieved from: http://www.successconsciousness.com/blog/time-management/seven-rituals-to-improve-life-and-business/




In our text, McShane and Von Glinow (2013) define artifacts as “the observable symbols and signs of an organization’s culture, such as the way visitors are greeted, the organization’s physical layout, and how employees are rewarded” (p. 410).


The article, “Artifacts and creativity: The role of artifacts during the creative process in a product design firm” by Ileana Stigliani explores the magnitude of influence that artifacts have within an organization. Stigliani (2008) proposes that this area is under-explored in the organizational world, and that many companies do not realize the power that can be welded through systematically setting up the organization as it pertains to artifactual structure. The article concludes with the premise that artifacts will enhance an organization by inspiring its employees and providing internal excellence and positive external perceptions.


Any company that is memorable in society today uses artifacts within its organization to its advantage. The average person does not consciously think about all the things that make a company what it is. But, if asked to name things that are synonymous with a company, the things that are recalled will be the strategic artifacts that an organization has structured itself around. For example, Starbucks is one of the biggest coffee chains, and dare I say, businesses, in the world. When one thinks of Starbucks, they do not just think of coffee. Rather, they will envision the company’s iconic symbol, the modern décor, and the sophisticated corporate style ambiance. Starbucks has transformed the way coffee styles must be set up in order to be successful (Thompson & Arsel, 2004). Their interior design and physical layout is not an accident. It is a strategic effort by the planners and designers to raise their company above the level of other companies and make it the standard for consumers (Stigliani, 2008).

In today’s culture, if one is thinking of coffee shops, they will subconsciously size it up in comparison to the Starbuck’s standard, just as fast food restaurants are sized up by McDonald’s standards, and amusement park ultimately brings Disney World to mind (Thompson & Arsel, 2004). All of these companies are clear examples of the power of artifacts in an organization both to the employee and to outsiders looking in. What are some examples of good use of artifacts within an organization that you can think of? Do you agree that Starbucks, McDonalds, and Disney World hold a certain standard in the arena of utilizing cultural artifacts?

Offices also establish artifacts in the way they design the workspace. Walls, corridors, partitions, and entrance ways are used to strategically limit social interaction and unnecessary movement between employees, while simultaneously maximizing the potential of productivity (Davis, 1984).



Davis, T. (1984). The influence of the physical environment in offices. Academy of Management Review, 9(2), 271-283. Retrieved from: http://search.ebscohost.com.ezproxy.liberty.edu:2048/login.aspx?direct=true&db=bth&AN=4277654&site=ehost-live&scope=site

McShane, S. & Von Glinow, M. (2013). Organizational behavior (6th Ed.). New York, NY: McGraw Hill/Irwin.

Stigliani, I. (2008). Artifacts and creativity: The role of artifacts during the creative process in a product design firm. Academy of Management Annual Meeting Proceedings, 1-6. doi: 10.5465/AMBPP.2008.33622647. Retrieved from: http://search.ebscohost.com.ezproxy.liberty.edu:2048/login.aspx?direct=true&db=bth&AN=33622647&site=ehost-live&scope=site

Thompson, C. & Arsel, Z. (2004). The Starbucks brandscape and consumers’ (anticorporate) experiences of glocalization. Journal of Consumer Research, 31(3), 631-642. Retrieved from: http://search.ebscohost.com.ezproxy.liberty.edu:2048/login.aspx?direct=true&db=a9h&AN=15212938&site=ehost-live&scope=site


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To complete xxxxxxx replies:


  1. Read the xxxxxxx postings of xxxxxxx xxxxxxx and xxxxxxx articles which xxxxxxx referenced (This xxxxxxx why xxxxxxx xxxxxxx imperative that xxxxxxx articles be xxxxxxx via working xxxxxxx links). Expect xxxxxxx spend some xxxxxxx each day xxxxxxx xxxxxxx threads xxxxxxx replies, even xxxxxxx in which xxxxxxx are xxxxxxx xxxxxxx at least xxxxxxx words to xxxxxxx or more xxxxxxx threads. You xxxxxxx expect to xxxxxxx questions posed xxxxxxx xxxxxxx discussion xxxxxxx Student interaction xxxxxxx key to xxxxxxx in xxxxxxx xxxxxxx Culture

    Definition: Organizational xxxxxxx states, “Adaptive xxxxxxx is an xxxxxxx culture in xxxxxxx employees are xxxxxxx to change, xxxxxxx xxxxxxx ongoing xxxxxxx of the xxxxxxx to its xxxxxxx and xxxxxxx xxxxxxx of internal xxxxxxx (McShane & xxxxxxx Glinow, 2008, xxxxxxx 414).
    Summary: xxxxxxx article entitled xxxxxxx to an xxxxxxx xxxxxxx written xxxxxxx Dr. Eric xxxxxxx both defines xxxxxxx culture xxxxxxx xxxxxxx the issue xxxxxxx how it xxxxxxx affect an xxxxxxx workplace. Dr. xxxxxxx explains how xxxxxxx adaptive culture xxxxxxx xxxxxxx as xxxxxxx opportunity for xxxxxxx Throughout his xxxxxxx he xxxxxxx xxxxxxx issue of xxxxxxx an adaptive xxxxxxx over a xxxxxxx one. Bureaucratic xxxxxxx dictate what xxxxxxx can do xxxxxxx xxxxxxx while xxxxxxx adaptive culture xxxxxxx change and xxxxxxx Having xxxxxxx xxxxxxx in business xxxxxxx crucial when xxxxxxx world around xxxxxxx is changing xxxxxxx rapidly. Applying xxxxxxx adaptive culture xxxxxxx xxxxxxx workplace xxxxxxx the only xxxxxxx a business xxxxxxx maintain xxxxxxx xxxxxxx in today’s xxxxxxx pace culture.

    McShane, S., xxxxxxx Von Glinow, xxxxxxx (2013). Organizational xxxxxxx (6th ed.).New xxxxxxx McGraw-Hill.
    Romero, xxxxxxx xxxxxxx Leading xxxxxxx an Adaptive xxxxxxx Retrieved from: xxxxxxx href="http://competeoutsidethebox.com/wp-content/uploads/articles/Leading%20to%20an%20Adaptive%20Culture.pdf">http://competeoutsidethebox.com/wp-content/uploads/articles/Leading%20to%20an%20Adaptive%20Culture.pdf


    Summary: xxxxxxx Guenzi xxxxxxx xxxxxxx Business Review xxxxxxx rituals from xxxxxxx standpoint of xxxxxxx lessons that xxxxxxx be found xxxxxxx business leaders xxxxxxx xxxxxxx world xxxxxxx sport. Guenzi xxxxxxx that,
    In xxxxxxx the xxxxxxx xxxxxxx sports teams xxxxxxx companies we xxxxxxx we found xxxxxxx making extensive xxxxxxx of ritual. xxxxxxx creating or xxxxxxx xxxxxxx rituals xxxxxxx almost the xxxxxxx thing that xxxxxxx new xxxxxxx xxxxxxx do — xxxxxxx in a xxxxxxx turnaround situation. xxxxxxx and if xxxxxxx is struggling xxxxxxx your company, xxxxxxx xxxxxxx bit xxxxxxx ritual can xxxxxxx that sense xxxxxxx shared xxxxxxx xxxxxxx commitment, emotional xxxxxxx and productive xxxxxxx that you're xxxxxxx for. (Guenzi, xxxxxxx /> Guenzi offers xxxxxxx ways areas xxxxxxx xxxxxxx can xxxxxxx performance, and xxxxxxx his immediate xxxxxxx is xxxxxxx xxxxxxx that are xxxxxxx to other xxxxxxx like the xxxxxxx world.

    What xxxxxxx xxxxxxx be important xxxxxxx one stage xxxxxxx loose importance xxxxxxx another stage… xxxxxxx disciplinary drive xxxxxxx the ritual xxxxxxx xxxxxxx the xxxxxxx once the xxxxxxx is found xxxxxxx be xxxxxxx xxxxxxx rather than xxxxxxx cohesion for xxxxxxx group it xxxxxxx produce an xxxxxxx effect. (Bool, xxxxxxx /> Are there xxxxxxx xxxxxxx in xxxxxxx organization you xxxxxxx apart of xxxxxxx are xxxxxxx xxxxxxx think rather xxxxxxx simply trying xxxxxxx incorporate business xxxxxxx that are xxxxxxx and in xxxxxxx becomes a xxxxxxx xxxxxxx carry, xxxxxxx should understand xxxxxxx purpose in xxxxxxx so. xxxxxxx xxxxxxx in its xxxxxxx allowing employees xxxxxxx establish their xxxxxxx daily rituals. xxxxxxx Rickwood, small xxxxxxx coach, makes xxxxxxx xxxxxxx suggestion xxxxxxx improve life xxxxxxx business,
    …create xxxxxxx ritual xxxxxxx xxxxxxx your day. xxxxxxx might include: xxxxxxx a coffee xxxxxxx your desk, xxxxxxx your PDA xxxxxxx appointments, not xxxxxxx xxxxxxx for xxxxxxx minutes while xxxxxxx read and xxxxxxx to xxxxxxx xxxxxxx (Rickwood, 2012)
    Whether it's xxxxxxx Twitter or xxxxxxx xxxxxxx e-mail xxxxxxx all employees, xxxxxxx makes a xxxxxxx of xxxxxxx xxxxxxx least one xxxxxxx the company's xxxxxxx every day. xxxxxxx of our xxxxxxx go on xxxxxxx twitter page xxxxxxx xxxxxxx it xxxxxxx times a xxxxxxx so it's xxxxxxx an xxxxxxx xxxxxxx to generate xxxxxxx (Evans, 2010)

    Guenzi, P. xxxxxxx How ritual xxxxxxx performance. Harvard xxxxxxx Publishing. Retrieved xxxxxxx http://blogs.hbr.org/cs/2013/02/how_ritual_delivers_performanc.html
    Lever. xxxxxxx xxxxxxx Top xxxxxxx sustainable business xxxxxxx Retrieved from: xxxxxxx /> McShane, xxxxxxx xxxxxxx Von Gilnow, xxxxxxx A. (2013). xxxxxxx behavior: emerging xxxxxxx global reality xxxxxxx ed.). New xxxxxxx NY: McGraw-Hill xxxxxxx xxxxxxx L. xxxxxxx Seven rituals xxxxxxx improve life xxxxxxx business. xxxxxxx xxxxxxx from: http://www.successconsciousness.com/blog/time-management/seven-rituals-to-improve-life-and-business/


    Definition: xxxxxxx our text, xxxxxxx and Von xxxxxxx (2013) define xxxxxxx xxxxxxx “the xxxxxxx symbols and xxxxxxx of an xxxxxxx culture, xxxxxxx xxxxxxx the way xxxxxxx are greeted, xxxxxxx organization’s physical xxxxxxx and how xxxxxxx are rewarded” xxxxxxx 410).


    The article, xxxxxxx xxxxxxx creativity: xxxxxxx role of xxxxxxx during the xxxxxxx process xxxxxxx xxxxxxx product design xxxxxxx by Ileana xxxxxxx explores the xxxxxxx of influence xxxxxxx artifacts have xxxxxxx an organization. xxxxxxx xxxxxxx proposes xxxxxxx this area xxxxxxx under-explored in xxxxxxx organizational xxxxxxx xxxxxxx that many xxxxxxx do not xxxxxxx the power xxxxxxx can be xxxxxxx through systematically xxxxxxx up the xxxxxxx xxxxxxx it xxxxxxx to artifactual xxxxxxx The article xxxxxxx with xxxxxxx xxxxxxx that artifacts xxxxxxx enhance an xxxxxxx by inspiring xxxxxxx employees and xxxxxxx internal excellence xxxxxxx positive external xxxxxxx xxxxxxx company xxxxxxx is memorable xxxxxxx society today xxxxxxx artifacts xxxxxxx xxxxxxx organization to xxxxxxx advantage. The xxxxxxx person does xxxxxxx consciously think xxxxxxx all the xxxxxxx that make xxxxxxx xxxxxxx what xxxxxxx is. But, xxxxxxx asked to xxxxxxx things xxxxxxx xxxxxxx synonymous with xxxxxxx company, the xxxxxxx that are xxxxxxx will be xxxxxxx strategic artifacts xxxxxxx an organization xxxxxxx xxxxxxx itself xxxxxxx For example, xxxxxxx is one xxxxxxx the xxxxxxx xxxxxxx chains, and xxxxxxx I say, xxxxxxx in the xxxxxxx When one xxxxxxx of Starbucks, xxxxxxx do not xxxxxxx xxxxxxx of xxxxxxx Rather, they xxxxxxx envision the xxxxxxx iconic xxxxxxx xxxxxxx modern décor, xxxxxxx the sophisticated xxxxxxx style ambiance. xxxxxxx has transformed xxxxxxx way coffee xxxxxxx must be xxxxxxx xxxxxxx in xxxxxxx to be xxxxxxx (Thompson & xxxxxxx 2004). xxxxxxx xxxxxxx design and xxxxxxx layout is xxxxxxx an accident. xxxxxxx is a xxxxxxx effort by xxxxxxx planners and xxxxxxx xxxxxxx raise xxxxxxx company above xxxxxxx level of xxxxxxx companies xxxxxxx xxxxxxx it the xxxxxxx for consumers xxxxxxx 2008).

    In today’s xxxxxxx if one xxxxxxx thinking of xxxxxxx shops, they xxxxxxx xxxxxxx size xxxxxxx up in xxxxxxx to the xxxxxxx standard, xxxxxxx xxxxxxx fast food xxxxxxx are sized xxxxxxx by McDonald’s xxxxxxx and amusement xxxxxxx ultimately brings xxxxxxx World to xxxxxxx xxxxxxx & xxxxxxx 2004). All xxxxxxx these companies xxxxxxx clear xxxxxxx xxxxxxx the power xxxxxxx artifacts in xxxxxxx organization both xxxxxxx the employee xxxxxxx to outsiders xxxxxxx in. What xxxxxxx xxxxxxx examples xxxxxxx good use xxxxxxx artifacts within xxxxxxx organization xxxxxxx xxxxxxx can think xxxxxxx Do you xxxxxxx that Starbucks, xxxxxxx and Disney xxxxxxx hold a xxxxxxx standard in xxxxxxx xxxxxxx of xxxxxxx cultural artifacts?

    Offices xxxxxxx establish artifacts xxxxxxx the xxxxxxx xxxxxxx design the xxxxxxx Walls, corridors, xxxxxxx and entrance xxxxxxx are used xxxxxxx strategically limit xxxxxxx interaction and xxxxxxx xxxxxxx between xxxxxxx while simultaneously xxxxxxx the potential xxxxxxx productivity xxxxxxx xxxxxxx align="center">References

    Davis, T. xxxxxxx The influence xxxxxxx the physical xxxxxxx in offices. xxxxxxx of Management xxxxxxx 9(2), 271-283. xxxxxxx xxxxxxx Organizational xxxxxxx xxxxxxx Ed.). New xxxxxxx NY: McGraw xxxxxxx I. (2008). xxxxxxx and creativity: xxxxxxx role of xxxxxxx during the xxxxxxx xxxxxxx in xxxxxxx product design xxxxxxx Academy of xxxxxxx Annual xxxxxxx xxxxxxx 1-6. doi: xxxxxxx Retrieved from: xxxxxxx href="http://search.ebscohost.com.ezproxy.liberty.edu:2048/login.aspx?direct=true&db=bth&AN=33622647&site=ehost-live&scope=site">http://search.ebscohost.com.ezproxy.liberty.edu:2048/login.aspx?direct=true&db=bth&AN=33622647&site=ehost-live&scope=site

    Thompson, C. xxxxxxx Arsel, Z. xxxxxxx The Starbucks xxxxxxx and consumers’ xxxxxxx xxxxxxx of xxxxxxx Journal of xxxxxxx Research, 31(3), xxxxxxx Retrieved xxxxxxx xxxxxxx href="http://search.ebscohost.com.ezproxy.liberty.edu:2048/login.aspx?direct=true&db=a9h&AN=15212938&site=ehost-live&scope=site">http://search.ebscohost.com.ezproxy.liberty.edu:2048/login.aspx?direct=true&db=a9h&AN=15212938&site=ehost-live&scope=site


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