Organizational Change And Development Essay Paper.
Sustainability theme and its main ideas.
According to Molnar and Mulvihill (2010), the need of sustainability has emerged as an explicit worry of many businesses including small enterprises and major corporations. Indeed, the business sector generates a far-reaching range of social, environmental plus economic effects and has a responsibility to express leadership in pursuit of sustainability.Organizational Change And Development Essay Paper.
ORDER A CUSTOM-WRITTEN, PLAGIARISM-FREE PAPER HERE
Sustainable businesses
possess the capacity to bear and simultaneously meet a triple bottom line of environmental, economic and human performance (Spreitzer et al 2012). In essence, human sustainability involves enabling individuals to thrive -grow, develop and energized- rather than make them feel
depleted. It is indicted through a combination of experiences including vitality plus learning at work. This illustrates underlines its significance in facilitating organizational change. Organizational Change And Development Essay Paper.
Nonetheless, sustainability relates to the efforts to conserve natural resources plus avoid waste in
operations. Organizational functions involve processes and more often than not require an
abundance of resources (Pfeffer 2010). Thus, conservation of such resources becomes a critical
point because the increased efficient utilization of resources routinely lessens the burden of economic activity on the environment. In addition, it helps to ensure that an activity with the organization can be sustained for a long duration because the resources required will not be exhausted. There is Human factor as a resource is undoubtedly crucial in enabling and ensuring
sustainability in an organization. This is because human factor contributes to processes of an
organization. As a result, organizations can play a critical part in creating sustainable economies. Organizational Change And Development Essay Paper.
They become more efficient at transforming inputs, throughputs as well as outputs to minimize
the negative impact on resources (Griffiths and Petrick 2001). In essence, organizations can
emphasize the significance of employee in creating adaptive plus responsive organizations.
Molnar and Mulvihill (2010) contend that sustainability can be fostered via the development of the organizational learning culture. Ultimately, sustainable development cannot occur without
innovation. On the other hand, innovation can only be successful in a culture that embraces plus
fosters learning and change. It can be said that innovation represents the engine of change. Organizational Change And Development Essay Paper.
How sustainability relates to organizational change and sustainability.
According to Causon (2004), every organization must deal with change by responding to the ever-quickening tempo of modern life and the rising demands of consumers, customers and
employees. This involves embarking on a rebranding activity or programme which constitutes a
long-term commitment. In essence, creating change is an ongoing process that necessitates
continual reinforcement plus tenacity. Organizational culture has been demonstrated to have
significant influence on attitudes toward organizational change. In addition, the possession of
constructive cultural characteristics offers an organization with necessary elements to innovate
(Rashid et al 2003, p 161-179). Organizational Change And Development Essay Paper. Thus, it is evident that the process of organizational change
requires various resources for sustainability. People or employees are the most significant
resource to initiate and implement change. However, they remain the most challenging element
to deal with and an organization is required to handle change process by considering values,
preferences as well as attitudes toward a given activity. Rashid et al (2003) notes that attitudes
are challenging to change because humans are generally more at ease with what they knew or
learnt due to stereotyping, intolerance to ambiguity as well as the possibility of maintaining a
tradition. All in all, for any change to be successful, it becomes vital to address human
sustainability by challenging plus clarifying people’s assumptions, beliefs and attitudes. The
most powerful leverage for considerable plus sustainable change rests within the human structure
at the centre of every organizational system.
According to Daily and Huang (2001), many organizations are implementing a proactive,
strategic model of ensuring organizational change plus sustainability. A model referred to as
environmental management system (EMS) is being used to provide a competitive edge by
ensuring that firms no longer just utilize compliance plans in dealing with environmental
concerns. Organizational Change And Development Essay Paper.Rather, the model integrates consumer demands for sustainability and oversee that
operational efficiencies meet long-term strategic and sustainable methods for resources
management. Thus, this model provides a structure that gives management the capacity to better
control the organization’s environmental impacts. It includes commitment plus policy, planning,
implementation as well as evaluation and improvement. In essence, it helps an organization in its
efforts to create a culture which fosters change. Any organization needs to design a model that
provides available plus qualified resources to aid effective resource management. In fact, such
architectures need to incorporate employee knowledge for such strategic purposes as change and
innovation (Grifiths and Petrick 2001). For instance, training needs to be provided to employees
so they may acquire the knowledge plus skills to accomplish the objectives and targets of an
environmental management system. This means that top management support is crucial and
affects the success of such a model through: promoting employee empowerment to impact
changes, impacting organizational culture to sustain changes, establishing systems to enhance
desired behaviors including incentive programs and availability of training. All in all, the
organization should consider its structure to raise the probability of success. Culture relates to a
set of assumptions and or beliefs that guide individual’s work behaviors. Organizational Change And Development Essay Paper. Worth noting is that
organizations with rigid and bureaucratic structures find it challenging to implement changes.
EMS model presents the opportunity to understand and alter human culture for the organization
to become more flexible as well as responsive to changes (Daily and Huang 2001).
An integrated approach to employee participation is particularly helpful to changing
organization’s sustainability. This is because such an approach can contribute to improved levels
of performance (Gollan 2005). In addition, studies indicate that comprehensive employee
involvement plus participation in employee relations practices and policies have the capacity to
make a significant contribution to organizational competitiveness and sustainability. For
instance, one study showed the significance and connection of good people management
exercises to productivity plus profits –key factors for sustainability (Gretchen 2012, p 157).
Employee involvement was found to represent the core of successful organizational change and
sustainability. Interestingly, it has also been established that increased employee participation
plus involvement approach leads to greater cooperation as well as better communication. Organizational Change And Development Essay Paper. These
are some of the prerequisites for organizational change plus sustainability. Through this
approach, the employees feel involved in the decision making process and thus likely to
cooperate and contribute toward the course. In conclusion, research suggests that the
implementation of an integrated approach can be linked to effective organizational change and
sustainability. Organization performance will usually profit from human resource management,
increased understanding of employees and better application of their skill. Models designed to
achieve a more wide-ranging use of employee’s human potential, flexibility plus desire to learn
and personal responsibility appear capable of delivering high levels of performance.
ORDER A CUSTOM-WRITTEN, PLAGIARISM-FREE PAPER HERE
References
Wormer, vK & Besthorn, FH 2010, Human behavior and the social environment, macro level,
Oxford University Press, USA.
Spreitzer, G et al 2012, ‘Toward human sustainability. Organizational Dynamics (2012) 41, pp. Organizational Change And Development Essay Paper.
155—162
Stone, LJ 2005, ‘Limitations of cleaner production programmes as organizational change agents.
I. Achieving commitment and on-going improvement’, Journal of Cleaner Production
,14 (2006) ,1e14.
Pfeffer, J, 2010, ‘Building sustainable organizations’, viewed 09 April 2104,
<https://gsbapps.stanford.edu/researchpapers/library/RP2017R.pdf>
Griffiths, A & Petrick, J 2001, ‘Corporate architecture for sustainability’, International Journal
of Operations & Production management, Vol. 21 no.12, 20001, pp. 1573-1585.
Causon, J 2004, 'The internal brand: successful cultural change and employee empowerment',
Journal of Change Management, 4: 4, pp. 297 — 307
Rashid, Z et al. 2003, ‘The influence of organizational culture on attitudes toward organizational
change’, The Leadership & Organization development Journal, vol. 25 no.2 2004, pp
161-179.
Gretchen, S et al 2012. Toward human sustainability: How to enable more thriving at work’,
Elseiver: Organizational Dynamics (2012) 41, pp. 155—162.Daily, B & Huang, S 2001, ‘Achieving sustainability through attention to human resource factors
in environmental management’, International Journal of Operationa & Production
Management, vol 21, no. 12, 2001, pp. 1539-1552. Organizational Change And Development Essay Paper.
Gollan, P 2005, ‘High involvement management and human resource sustainablity’, Asia Pacific
Journal of Human Resources, 2005, 43: 18 Sage, DOI: 10.1177/1038411105050305.
Molnar, E & Mulvihill, PR 2010, ‘Sustainability-focused organizational learning: recent
experiences and new challenges’, Routledge, Journal of Environmental Planning and
Management, 46(2), pp.167–176, 2003.