WEEK 7 POST 2 RESPONSES

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By Day 7

Read a selection of your colleagues’ posts.

Respond to at least two colleagues in one or more of the following ways:

  • Expand on a colleague’s post by discussing the roles that “learning” and “change” play in sustainable organization.
  • Share an insight you gained about a management practice described in a colleague’s post. Share how this insight expanded your perspective of contributing to a sustainable organizational culture.
  • Suggest ways a management practice selected by your colleague might have to be adjusted or altered when working in different contexts. For example, suggest ways the practice would need to adapt to a small versus a large company; or ways it would need to adapt in different cultures or industries. Support your perspective with your experiences, observations, and/or resources from the course.

 

 

 

4 days ago

 

Jontay Blatcher-Pierce

RE: Week 7 – Discussion 2

COLLAPSE

Shared Practice 2:Creating a Sustainable Organization

Companies globally are competing to remain on the top-notch. Managers today are working round the clock to establish a sustainable organizational culture that will help them have a competitive advantage over other companies. These efforts could be either indirect or direct. Organizational culture is the beliefs and values that guide the company towards achieving its mission, goals, vision, objectives, and expectations.  The indirect factors are those that help a company attain a competitive advantage henceits sustainability. On the other hand, direct factors are those that affect the internal relationship of the company.

The direct factors include economics, corporate social and environmental performance. These factors are achieved by ensuring that thereis a conducive working environment in the workplace. Through this, workers performance and productivity increase hence improving the company’s economics. Indirect factors include innovation (Kim & Park, 2017). This will help the company gain a competitiveadvantage, and its performance will also improve. Human Resource Management is another indirect factor that will help the company gain a competitive advantage hence creating sustainability (Chowhan et al. 2017). This is achieved by adopting excellent leadership skills.

These indirect and direct factors are achieved when proper management practices are incorporated. These management practices include self-sacrifice. This is where the managers should, for instance, not let their ego to get into their way inconducting any business operations. The second practice is motivation. The managers should motivate the employees through rewards for a well-done job. Therefore employees will work extra hard to improve the performance of the company hence gaining a competitive advantage. The third practice is ambition. The managers should remain ambitious to ensure that the goals and objectives of the company are achieved (Carmeli et al. 2017). This is achieved by working round the clock, implementing strategies that willhelp the company gain a competitive advantage. Inconclusion, the employees and other staff should work jointly with the managers to achieve a sustainable organization.

 

References

Carmeli, A., Brammer, S., Gomes, E., & Tarba, S. Y. (2017).An organizational ethic of care and employee involvement in sustainability‐related behaviours: A social identity perspective. Journal of Organizational Behavior38(9), 1380-1395.

Chowhan, J., Pries, F., & Mann, S. (2017). Persistent innovation and the role of human resource management practices, work organization, and strategy. Journal of Management & Organization23(3), 456-471.

Kim, W., & Park, J. (2017). Examining structural relationships between work engagement, organizational, procedural justice, knowledge sharing, and innovative work behaviour for sustainable organizations. Sustainability9(2), 205.

 

 

22 hours ago

 

Jalen Wheat

RE: Week 7 – Discussion 2

COLLAPSE

Creating sustainable organizational culture can be very difficult when you are dealing with company turnover, through some retiring and others moving on to other opportunities. The direct contributions that a manager can use to create this culture is building trust and full communication between them and their employees. The indirect contributions that a manager can do to create sustainable organizational culture is making sure they hire employees that fit the culture that they are trying to sustain. Both of these steps at some point are key tactics that managers can use to create sustainable organizational culture. 

 

Building trust and communication is one of the most important direct contributions a manager can make for his company. Trust, relationships and dialogue are the foundation for building organizational knowledge sharing (HR Magazine, 2009). Having these direct relationships with your staff can create the urgency that you care about your employees while gaining their trust as you help them through their journey for the career path that they are choosing. Creating dialogue with your employees can create the culture that you’re able to minimize mistakes when it comes to projects or tasks if your team knows that they can come to you with questions at any given time. Your staff will also become closer as they will be able to talk out solutions or any problems that they would come upon during the work week. If your employees see that their manager is very open and generates positivity throughout their communication, then you are creating a culture where individuals aren’t scared to open up to their coworkers. 

 

An indirect contribution that a manager can have to create sustainable organizational culture is hiring the right employees that can fit into the culture you created, while enhancing it. The worst thing you can do as a manager is hire someone who won’t fit into the culture that you and your employees work hard to create each day. That one individual can cause that culture to change based upon the employee’s experience with that person. If you do the essential research and properly bring someone into your culture that meets company standards while getting along with everyone in your office it makes everyone’s jobs easier. This will also keep strong ties between your employees as they will want to work for your company and can by word of mouth allow others to explore opportunities to work for you.

References: 

BAGLEY, C. E. (2008). Winning Legally: The Value of Legal Astuteness. Academy of Management Review, 33(2), 378–390. https://doi-org.ezp.waldenulibrary.org/10.5465/AMR.2008.31193254

Leveraging HR and Knowledge Management in a Challenging Economy. (2009). HR Magazine, 54(6), 1–9.

 

 

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WEEK 7 POST 2 RESPONSES was first posted on April 17, 2020 at 7:28 pm.
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