Peer Review Comments

I need peer review on these post discussion:

Discussion 1:Organization selected: Home Depot For Home Depot, the iceberg metaphor manifested itself in many ways. One in particular was conflict across departments. When particular tasks were not openly assigned, departments would argue about who's responsibility it was to complete said task in an attempt to avoid the effort. One example is helping customers in the garden department. When customers would buy large bulks of mulch or stone, it was often up in the air for who's responsibility it was to assist them in loading the product. At times, garden associated would be required to assist, and other times it was lot associates who were called to help. Due to this, when both were in the vicinity of a customer in need of loading assistance, it was often a struggle for who could get out of having to lift the heavy product in the summer heat. It is important to create a sense of competitiveness in the workplace, but also a sense of comradery and community among departments. "...when individuals tacit knowledge is collectively shared, it can be transformed into a sustainable competitive advantage (Haider, 75). It is important that we remain unique in our duties and knowledge particular to our departments, but that under the surface we recognize the overlapping responsibilities, teamwork, and shared company ideals that make us the Home Depot, not just separate departments all located at the Home Depot. Many of the older employees at the store have bought into this idea to help and assist across departments and responsibilities to give the customers the best experience they can have while within our store.APA Citation:Haider, S. (2009, April). The Organizational Knowledge Iceberg: An Empirical Investigation. Research Gate. Retrieved June 9, 2022, from https://www.researchgate.net/publication/229621027_The_organizational_knowledge_iceberg_An_empirical_investigation

 DISCUSSION 2:Selected organization: Publix SupermarketsPublix, like all retail organizations, fit into the iceberg metaphor very well. In retail, the hidden part of the iceberg is represented by the internal attitudes, perceptions, and informal interactions that define the retail industry. At Publix, this iceberg often manifested itself through inter-department conflict, as well as conflict between store-level and corporate-level employees. Department-level conflict and competition occurred in a variety of ways. Employees disagreed on which tasks were the responsibility of one department or another. As another example, the deli or bakery might feel like they were not getting enough support from customer service. In my experience, these conflicts were very limited and rare. More common were conflicts between store-level employees and corporate-level employees. Often, compote employees would come to ensure the store was running correctly, and make corrections when necessary. Often, store employees disliked these interactions as they felt like the corporate workers were making these recommendations and changes in a perfect environment, without the experience of how a store really runs day-to-day. In my research, I found that the most effective organizations practice behavior that fosters trust and community, and encourage a culture of innovation. One study found a significant correlation between organizational development and personal development. In other words, organizations that allow their employees to grow, learn on their own, and gain an individual identity at the company will find success (Source (Links to an external site.)). The study found that give key behaviors that meet theses goals are: open behavior, encouraging diversity, recognizing performance, ethical behavior, and employee empowerment. 

References

https://mpra.ub.uni-muenchen.de/72393/1/MPRA_paper_72393.pdf

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