Hi all, I need some help with the attached file. More details are in the prompt below. To clarify, I need help with two responses, in the attached.
Thanks in advance, happy Friday!
Prompt–
Reply to at least two classmates outside of your own initial post thread. As you review other students’ posts, consider the following question:
How do your experiences differ as you explore the various contexts of fear within your different workplaces?
Support with 2 APA sources, each.
7-1Responses-Originals.docx
Posted by Jordan,
· What is the level of fear in the organization? How does that fear hinder your personal and professional growth?
My organization is called 1st Force Storage Battalion (1st FSB) for the Marines. A major fear within our organization is the fear of failure. Our motto is to support the needs of the warfighter (LOGCOM, 2024) so that they can serve our country successfully. If we do not perform at the highest level and we make mistakes, then men and women on the front lines pay the price unfortunately. That is our biggest fear, which is letting the warfighter down. This fear certainly hinders confidence, and without confidence we cannot operate at our fullest potential.
· How do fear and inspiration function in an organization?
The fear of failure in our situation does indeed ensure that our crew take the matter very seriously given that they are afraid of failure. However, just like many other things it needs to be in moderation and not control and/or consume us. This is where inspiration comes into play, I like to give my team positive reinforcement when permitted and appropriate. This reminds them that they are doing a good job.
· How can you move people from a fear-based mentality (management context) to an inspiration-based mentality (leadership context)?
Yes, absolutely this can be done through gaining confidence and validation that their efforts are meaningful and impactful and that they do more than adequate work. Prior to any upcoming inspection we always did a 10% sample audit at random. This was an opportunity for them to showcase their skills and proficiency and most of the time put their minds at lease that they were indeed ready. A warmup if you will. Then in turn once the real inspection would usually go our way and then the crew would really feel confident in their abilities.
Resources
LOGCOM (2024) 1st Force Storage Battalion Marine Corps Logistics Command, Marine Force Storage Command (marines.mil)
Posted by Cassie-
Happy Monday, everyone!
When looking at my organization, I can confidently say in the past five years there has been a significant decrease in fear present in the workplace. When trying to identify fear in the workplace there are a couple things that can be referenced. A couple of the most common are only focusing on daily goals and anxiety over missing a metric, management punishing for missed metrics or expectations regardless of the reason, and avoiding the truth for fear of upsetting someone (Fierce, 2021). Our company has traditionally been very siloed and unintentionally had tunnel vision between departments, but new management and a brand change has forced us to shift away from that.
Including individuals with different backgrounds and expertise in the business has allowed us to open up the discussion and steer away from the ‘we have always done it this way’ fall back. This is where the combination of fear and inspiration have come together. It is extremely nerve-wrecking to step outside of your comfort zone and to think broader than you have ever needed to before. However, that is exactly what TruStage has asked of employees, to ensure we avoid the same unintentional siloes. Leadership has needed to constantly remind the more fearful and hesitant employees of the benefits to this shift. Employees, like customers, want to see what is in it for them. By explaining why we want to avoid silo work areas and introduce new work concepts to help align the organization, even the most hesitant employees are willing to give it a shot. The biggest benefit to our company’s shift was the significant decrease in rework down he road and less risk of fines. We were finding that the product team was not communicating with our Compliance team, which was causing some financial issues once policies were implemented. Once we established the reasoning, we have been able to work on a new process that engages my Compliance team earlier in the discussion to listen and throw any red flags before it becomes a liability.
Some level of fear is healthy, it encourages people to step outside of their comfort zone. However, as a leader it is important to find a balance between fear and inspiration and explain to employees the rationale and the benefit to them to keep them engaged. I look forward to reading the classes examples this week! Thanks!
Cassie
References:
Fierce. (2021, October 7). 10 unmistakable signs of a fear-based workplace. https://www.fierceinc.com/10-unmistakable-signs-of-a-fear-based-workplace/
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