Essay On Theme Exposition Essay: Organization Change
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Sustainability is the manner in which the biological systems remain productive and diverse. In other explanations, it means the endurance of processes and systems. The major organizing principle of sustainability is the sustainable development that includes the interconnected domains; economics, politics, ecology and culture (Aras & Crowther, 2008). Sustainability has four pillars that is; social development, economic development, finance and environmental protection. The four pillars are can mutually reinforce but cannot be mutually exclusive. Over the recent years, these four pillars have had a common ground for various certification and sustainability standards systems especially with the food industry. Sustainable development therefore involves balancing global and local efforts to attain the basic human need without degrading or destroying the natural environment (Borland, 2009). The major question that begs is how the relationship between the environment and those needs be represented. Just the same, way that corporate governance has been gaining vast interest; sustainability has also been gaining the same interest. This has created a debate on the accountability of the firms to a greater audience more than just the shareholders since its activities impact on the society.
Corporate sustainability is an approach taken by businesses, which creates long-term employee and consumer value through establishment of “green” strategy whose main purpose is focused on the natural environment and considering each dimension of the business operations in the economic, cultural, and social environment. It also formulates plans and strategies to create a company, which fosters longevity by transparency and good employee development (Todnem, 2005). Corporate sustainability is a fruition of the traditional phrases, which elaborated on the ethical corporate practices. This include phrases such as corporate Social responsibility abbreviated as CSR which are still being used though are slowly being compressed by corporate sustainability. Sustainability has become ubiquitous within the discourse of corporate performance and the discourse of globalization.
Strategic sustainability is the integration of sustainability’s principles with the corporate strategic management, systems, structures, Cultures, and technologies, enhancing both functional and competitive level strategies. Strategic sustainability acknowledges that the central point in the definition of sustainability is the natural systems of the environment, homeostasis, and integration. That living beyond the natural systems balance cannot be sustainable; that all resources, nonrenewable and renewable, are finite and precious; that all the living organisms need to be included or else the ecosystem would eventually collapse (Harris & Crane, 2002).
Corporate governance refers to the processes, mechanisms, and relations through which corporations are directed and controlled. The Governance structures identify the distribution responsibilities and rights among various participants in the corporation and entails the procedures and rules for making decisions in the corporate affairs (Doppelt, 2009). Corporate governance is highly influential in company’s performance. It has four principles which include; accountability, transparency, responsibility and fairness. All of these principles are connected to the organization’s corporate social responsibility. Corporate governance is mainly concerned with establishing and maintaining a balance between the social and economic goals and objectives of the organization including such aspects as accountability in power usage, efficient use of the available resources and the corporation behavior in regard to its social environment (Benn, Dunphy, & Griffiths, 2014).
This paper therefore purposes to elaborate on human sustainability in relation to the organizational change and sustainability. The paper first analyses the literature to explain these theme; that is its main idea. Further, it would explain the theme using at least one change model and one change approach to explain how human sustainability can be applicable in changing organizations sustainability.
Kurt Lewin's Change Model is a model that was developed by Kurt Lewin as –the name accentuates. Based on the explanations offered by Lewin, this model is apparently one of the most effective, simple and practical (Goodland, 2014). According to Lewin, this model entails attesting the fact that a change is necessary, then working to implement the necessary change, aligning the desired change to the behavior and norms of the organization and finally solidifying the new behaviors in line with the change adopted (Golan, 2005). Apparently, this model is effective and efficient to an extent where many models have been developed with it being regarded as the basis of these unearthing’s. In essence, this model is based on the freeze and refreeze conception of ice; based on this concept Lewin developed three phases mandatory in executing change in an organization. These phases include; unfreeze, change, refreeze.
At the unfreeze level, an organization ought to determine what needs to be changed in an organization. Before unfreezing or rather disintegrating the current state of the organization, it is of utmost benefit for the company to undertake some steps to avoid making a decision that may affect the organization negatively in the end (Leith, et al. 2014). At the unfreezing stage, the management should survey the organization for the main objective being to establish the current state of the organization. Subsequent to surveying and establishing the current state of the organization, the next thing will be to establish the reason as to why change is mandatory. Decision should be made with a close consideration to the employees concerns and preferences. In making the decision whether to adopt the change or not, the management should align the change options at their disposal to the objectives of the company to avoid discrepancies (Borland, 2009). Subsequent to determining what need to be altered in the organization for a better future, the next step will be to execute the change. For the organization to execute the change in regards to the theme in question, it will be of utmost significance for the management to ascertain that it communicates the change, dispel rumors that may dissipate the change, empower actions, and finally involve the stakeholders in the process. At the refreeze level, the management’s imperative objective is to solidify the change by aligning it with the culture and norms of the company. At this phase, ways of sustaining the change ought to be established, appropriate training designed, and more ways of anchoring the change to the organization culture revolutionized.
In line with the aforementioned model, Incremental Change Approach is one among many effective and operational approach to organizational change. This approach is often used and adopted by an organization when the organization has clearly defined the requirements of the new system to be adopted, in regards to the change yet to take course. Apparently, this approach normally focus on reinforcing the work redesign operational processes of the organization. Subsequent to adopting this design, culture and values of the company change overtime depending on the desired change defined prior to employing the use of this approach. To ascertain that this approach accomplish the intended objectives of the organization, this approach recommend the implementation of small marginal changes. In essence, incremental approach entails making small adjustments towards the result (Leith, et al. 2014). By making small incremental steps, in accordance to this step, one us almost assured that no significant threat is posed to the existing methods and the power structures. Cooperative efforts are often mandatory in ensuring that the small incremental changes adopted are effectively executed in due time. While some treatments of executing this approach may be easy, some treatments necessitate the need to adopt dispute-handling skills and the need to seek professional assistance from experts outside the organization. This is necessary because each incremental step should be perfect and effective enough not to tamper with the power structures and the current methods (Pfeffer, 2010).
Apparently, the theme, approach and the model explained herein well concurs with each other when applied fittingly to the organization’s operations. Considering that, Kurt Lewin's Change Model entails undertaking three critical changes towards adopting a credible change in an organization, while the Incremental Change Approach entails taking small incremental changes when working for a particular result in a company it is of utmost significance to denote that these two harmonize when applied concurrently. When the Refreeze, Change and Freeze phases of the Kurt Lewin's Change Model are applied, the Incremental Change Approach can be of utmost significance can be of significant impact in ensuring that the current methods and power structures are not tampered (Pfeffer, 2010). In regards to the theme explained earlier in this easy, the incremental steps and the steps incorporated in the Kurt Lewin's Change Model can be aligned concurrently together to achieve exemplary results in regards to the desired change. The theme of sustainability in regards to organizational change and development when related to the aforementioned model and approach means ensuring that the steps adopted adheres with environmental concerns and human rights on the other hand. As much as much emphasis should be given to the environment, it is important to also focus on employee wellbeing and sustainability achieved through the aforementioned model and approach.
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Relationship between corporate governance and corporate sustainability. Management Decision, 46(3), 433-448.
Benn, S., Dunphy, D., & Griffiths, A. (2014). Organizational change for corporate
Borland, H. 2009. Conceptualising global strategic sustainability and corporate transformational
Change. International marketing review, 26(4/5), 554-572.
Doppelt, B. (2009). Leading Change toward Sustainability-: A Change-Management Guide for
Business, Government and Civil Society. Greenleaf Publishing.
Golan, P.J. 2005, High involvement management, and human resource sustainability: the
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Goodland, R 2014, ‘Sustainability: Human, Social, Economic and Environmental’, in T Munn
(ed.), Encyclopedia of Global Environmental Change, John Wiley & Sons, Washington, DC.
Harris, L. C., & Crane, A. 2002. The greening of organizational culture: Management views on
The depth, degree, and diffusion of change. Journal of organizational change management, 15(3), 214-234.
Leith, S, Ward, C, Giacomin, M, Landau, E, Ehrlinger, J, & Wilson, A 2014, 'Changing Theories
Of Change: Strategic Shifting in Implicit Theory Endorsement', Journal of Personality & Social Psychology, 107, 4, pp. 597-620
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2017. Stanford Graduate School of business
Todnem By, R. 2005. Organisational change management: A critical review. Journal of Change
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