Assignment Information :

Find below the write up by your classmates on this week thread discussion on Craft Originalities Case Study. However, read your classmate write up on this issue and reply with a minimum of 600 words constructively. Identify areas you agree, disagree as well as area that needed more clarity and respond constructively. Endeavor to use peer reviewed articles written within the past five years to back up your information. Moreover, you might check areas that might appear similar to your ideology. Please include all in text citations and minimum of three references in your writing.

Find below classmates writes up and respond accordingly:

Topic : Craft Originalities Case Study from (Strategic Organization Design and Theory by Richard L. Daft)

Craft Originalities Case Study

The Craft Originalities case study shows that factors like organizational culture, employee satisfaction, and contextual issues can shape the decisions managers make. By examining survey results along with research on organizational culture, leadership, and rural business dynamics, we can better understand Craft Originalities' culture and how its rural setting and potential shift to mass production might affect it. Those findings may also be translated into terms that apply according to biblical principles underlying stewardship, diligence, and community and are able to provide leaders with culturally and ethically sound decision-making recommendations.

Assuming the survey scores are accurate, what conclusions can you draw about Craft Originalities' culture? What is your evidence?

Survey data show that Craft Originalities have a strong organizational culture that values teamwork, creativity, and empowering employees. As Daft (2022) notes, adaptive cultures tend to focus on people and innovation rather than rigid formal structures. Dextras-Gauthier et al. (2023) further add that organizational culture and leadership behaviors have a significant influence on employee well-being and motivation, such that the high survey scores of Craft Originalities indicate that the company has a culture that empowers employees. Ding and Hong (2025) also note that organizations that cultivate loyalty and creativities form cultures where employees are valued, which is quite consistent with the high morale, low turn-over intention, and love for work of Craft Originalities. Roy et al. (2023) believe values and ethics-based cultures promote trust, cooperation, and responsibility. These are variables that are embedded in the company's working and social life.

The culture at Craft Originalities aligns with the Bible verse "and whatsoever ye do, do it heartily, as to the Lord, and not unto men" (King James Bible, 1769/2017, Colossians 3:23). It shows the value of hard work as it shows a society that motivates people to achieve their best while celebrating their accomplishments. The intrinsic values of Craft Originality workers indicate their commitment goes beyond minimum requirements because they genuinely believe in the company's mission.

If Craft Originalities adopted a mass production manufacturing process similar to its competitor, Saint Crafters, how do you think that would affect the attitude scores of the workers? Explain.

Should Craft Originalities adopt a mass production system such as that of Saint Crafters, the firm would experience diminishing employee satisfaction and interest. Mass production results in decreased autonomy because workers must perform repetitive tasks which makes efficiency more important than creativity and craftsmanship. Morin et al. (2023) elaborate using the job demands-resources (JD-R) model that an increase in demands with a reduction in resources such as autonomy and meaningful work can lead to employee burnout, disengagement, and decreased well-being. Qamar et al. (2023) further indicate that practices in human resource management must aim to bring organizational demands into balance with employee care to enable long-term sustainable performance and to escape negative impacts.

Moving to mass production could threaten Craft Originalities' unique identity, as it would undermine their dedication to originality and handcrafted quality. Employees who value originality and are proud of their capability may feel suppressed and demotivated, reducing motivation and commitment. This reflects the biblical ethic that "a false balance is abomination to the Lord: but a just weight is his delight" (King James Bible, 1769/2017, Proverbs 11:1). Managers who place efficiency above the welfare of employees will create a gap between getting the work done and caring for the people who do it. A culture that values skill, creativity, and employee well-being reflect integrity, fairness, and a strong commitment to ethical values.

How do you think the rural environment might have influenced the lack of formalization and the casual work environment at Craft Originalities? Discuss.

Craft Originalities' rural setting explains its informal structure and relaxed work environment. As Malekinezhad et al. (2024) point out, rural small and medium businesses often rely more on resourcefulness, resilience, and local social ties than on strict formal procedures. Smaller labor markets, dense social networks, and intensive levels of interpersonal relationships reduce the need for close control and promote nimble, trust-based practices. Daft (2022) also points out that factors like geography can shape how organizations are structured and how they operate.

Roy et al. (2023) also suggest that ethical, relationship-focused cultures thrive in environments where community norms encourage accountability and teamwork. At Craft Originalities, employees may well enjoy good relationships and supportive networks, with informal systems ensuring performance and reliability. This aligns with the verse "two are better than one; because they have a good reward for their labor. For if they shall fall, the one will lift up his fellow: but badly will the man fare who falls alone, because he has none to raise him up" (King James Bible, 1769/2017, Ecclesiastes 4:9-10). Such is also reiterated in the close relationship and interdependence that runs through Craft Originalities' personnel, as the latter only emphasizes that collaboration and assistance towards each other are the cornerstones of both cultural and functional effectiveness.

Conclusion

Overall, Craft Originalities reflect a collaborative, flexible, and employee-centered culture, substantiated by surveys and in accordance with current research on adaptive organizations. To shift to mass production will most probably reduce autonomy, involvement, and joy, in turn reducing alignment with the firm's identity and values. The rural context makes informality, trusting relationships, and a robust workforce more pronounced, highlighting the significance of environments in shaping organizational culture. Biblical principles also outline the role of stewardship, diligence, and interdependence in making organizational decisions. 1 Peter 4:10 reminds leaders that "as every man hath received the gift, even so minister the same one to another, as good stewards of the manifold grace of God" (King James Bible, 1769/2017). This emphasizes the point that resources, including human resources, must be managed responsibly. Through these values, Craft Originalities can keep an effective, ethical, and engaged workforce despite challenges in strategy, so that business success and cultural integrity are kept aligned.

References

Daft, R. L. (2022). Organization theory and design (13th ed.). Cengage.

Dextras-Gauthier, J., Gilbert, M.-H., Dima, J., & Adou, L. B. (2023). Organizational culture and leadership behaviors: Is manager's psychological health the missing piece? Frontiers in Psychology, 14. https://doi.org/10.3389/fpsyg.2023.1237775

Links to an external site.

Ding, J., & Hong, G. (2025). Fostering loyalty and creativity: How organizational culture shapes employee commitment and innovation in South Korean firms. Behavioral Sciences, 15(4), 529. https://doi.org/10.3390/bs15040529

Links to an external site.

King James Bible.(2017).King James Bible Online.https://www.kingjamesbibleonline.org/

Links to an external site.(Original work published 1769)

Malekinezhad, F., Micha, E., & Maye, D. (2024). Examining the connection between resourcefulness and resilience: Analysis of UK rural SME firm-level enterprise characteristics. Journal of Rural Studies, 112, 103450. https://doi.org/10.1016/j.jrurstud.2024.103450

Links to an external site.

Morin, A. J. S., Gillet, N., Blais, A.-R., Comeau, C., & Houle, S. A. (2023). A multilevel perspective on the role of job demands, job resources, and need satisfaction for employees' outcomes. Journal of Vocational Behavior, 141, 103846. https://doi.org/10.1016/j.jvb.2023.103846

Links to an external site.

Qamar, F., Afshan, G., & Rana, S. A. (2023). Sustainable HRM and well-being: Systematic review and future research agenda. Management Review Quarterly, 74(4), 2289-2339. https://doi.org/10.1007/s11301-023-00360-6

Links to an external site.

Roy, A., Newman, A., Round, H., & Bhattacharya, S. (2023). Ethical culture in organizations: A review and agenda for future research. Business Ethics Quarterly, 34(1), 97-138. https://doi.org/10.1017/beq.2022.44