Organisational Change Management Essay Example | Topics and Well Written Essays - 1250 words

Organisational Change Management - Essay Example Moreover, this paper will explore the available literature and theories that explain the issues in change and corporate sustainability. Basically, the issue of change management and sustainability is comprehensive and largely a contested concept. The review of academic research on organizational change and sustainability will provide an overview of the strategies and role of the management, as well as individuals in ensuring smooth transition. Notably, change as a process is very complex and depending on the way it is managed, it can produce either positive or negative results. Therefore, it is vital that adequate and relevant literature on change and sustainability is made available to managers. Organizational change and sustainability are global and touches on ecological sustainability, human capital development and management, corporate citizenship, as well as corporate social responsibility. Organisational sustainability is the long-term goal of organisational change and thus, it is highly crucial to determine the most viable change process. In covering literature on organisational change and sustainability, some important issues come up that includes among others human resource management, and strategic and environmental issues. Furthermore, organisational change can be explained as incremental and transformational at the same time. This paper has applied a diversified global perspective with general focus on areas such as organisational values exhibited by both managers and subordinates, organisational social and environmental relation, and finally theories that relate to change and organisational sustainability. Organisational Change and Sustainability Dunphy et al. (2007) studied the theme of change in corporations and how they could be managed as sustainable entities. The paper replicated the comprehensive knowledge in organisational change, corporate social responsibility (CSR), and corporate sustainability. The authors also studied the ways in which corporations can align economic culture with the welfare of the whole society. The paper indicated the power of communication based on the internet to open up societies and therefore facilitate the formation of a corporate community. Furthermore, Dunphy et al. (2007) established that it is through transformational or incremental change process that corporate sustainability is realized. The paper suggests that the size of an organisation has a profound effect on its change and sustainability. They made extensive use of case studies and critical vignettes in order to have a practical perspective of corporate sustainability as a result of change management. Basically, change is inevitable and thus the biggest challenge is how to manage the process in the future. Advanced and rapid technological growth coupled with a growing number of educated labor force and changing political environment contributed much in the increased organisational change needs. According to Guler and David (2008) , the theme of change has become an inseparable feature of the modern organisation. It is also evident that the global social-economic environment is ever changing, and thus organisations are forced to follow suit and keep pace, otherwise there is a greater risk of becoming obsolete in short period of time. However, although many organisations are joining the change ‘bandwagon’, only about 30 percent is attaining the targeted objectives

Literature Review on Group Creativity Theory Essay

Literature Review on Group Creativity Theory - Essay Example rt in their field and have strong knowledge to properly guide the design team and create an environment that is conducive to creativity, innovation and stimulation of new ideas (Paulus & Nijstad, 2003). In other words, the art director serves as a project manager, designer and coordinator of all design activities in order to achieve the best possible end-product for the customer. Without a strong art director, a design team may not have clear direction or have the tools necessary to instill creativity and innovation for all projects. Perhaps the most difficult challenge for the art director is to implement a creative environment while balancing the challenges of group creativity theory and all of the variables associated with group dynamics. There are many external, social and psychological factors that can impact a design team’s ability to think creatively. Furthermore, the politics of a creative team can impact the group creativity because individuals begin to compete over whose ideas are more creative. One issue that can arise is an over-abundance of ideas that can actually reduce the positive creativity that is desired within a group collectivity situation (Goncalo & Staw, 2006). In this situation, it is highly important for the art director to utilize the control and organizational power awarded by the position to continue to harbor good ideas while reducing the opportunity for too many ideas to have a negative impact on group creativity. In the end, a choice must be made and the group must push forw ard to produce a strong website that is both creative and to the customer’s approval. Due to socio-psychological issues stemming from criticism in the workplace, there is often a serious issue that confronts group creativity. Many employees shut down their creativity when their own work has been criticized, in which case, directors often avoid criticizing work which negatively impacts the quality and abundance of creativity (De Dren et al., n.d.).

CASE 3 W4 OIS Essay Example | Topics and Well Written Essays - 500 words

CASE 3 W4 OIS - Essay Example In the same direction, the effects of manual ordering bring about inefficiency because not much is done within a short time frame. Once all these effects happen, effectiveness becomes undermined. Currently, there is an unintended effect with the CPOE, which has to do with the continuation of orders that are not explicitly discontinued by the doctor for a patient moving to a new part of the hospital. At Mount Auburn, adverse drug events (ADEs) are the largest injury category, as they account for up to 20% of total injuries (Mount Auburn Case, p. 1). The study at the hospital continues to show that there exists two major form or types of ADEs namely preventable and potential ADEs. Whereas preventable ADEs were noted to be have been resulted from correctable errors, potential ADEs were those that did not result in any injuries. Between these two types, it is expected that the implementation of the information system can lead to a reduction in both. This is because both cases of ADEs are directly attributable to human mistakes, which leads to medical errors. Since the information system will be eliminating most of the human phase of interaction with the ordering system, it is expected that all two forms of ADEs will be reduced drastically with the CPOE. At both Mount Auburn and Emory, it was noted that the CPOE system helped in bringing about standardization of care by reducing the variation of treatments and standardized care whenever possible (Emory Case, p. 7). The evidence of this major change is very glaring when the implementation of the information system is compared to moments before the implementation. For example, before the implementation, patients received preferential treatments based on the discretions of care givers. What is more, patients who were attended to at times that care givers were less tired were sure to receive the best of service than those who

Internet and the Issues It Gave Birth to Assignment

Internet and the Issues It Gave Birth to - Assignment Example The present paper has identified that  the internet has a profound impact on culture, both good and bad. A culture can be defined in the simplest possible terms as the sum total of the ideologies, customs, rituals, language, and lifestyle of a people that sets them apart from other people. In fact, the world is filled with diverse cultures which have their roots reaching even the Stone Age. The first impact the internet has in this field is the assimilation of these cultures resulting in the creation of a world uniform culture. To elaborate, the coming of the internet hugely helped the spread of western culture throughout the world. As most Asian and African countries look westward for technology and development, they inadvertently take up the lifestyle of western civilization that is highly liberal in nature. Yet another terrible blow is the disappearance of regional languages and the dominance of English. As English is the language that is mostly used in higher researches and as it is the main language in use on the net, it becomes necessary for other people to adopt English as a means of communication, thus leading to the erosion and gradual demise of their regional languages. As stated in Forbes and Mahan, (Eds.) (135), since the primary language of the internet is English, it would transmit the elements of Western values including an emphasis on material goods, entertainment, sex, and romance. The way the dressing sense of the modern youth has changed is the most effective example of this influence. If one can see young people wearing jeans and t-shirts in all countries and cultures and if they are seen eating pizza and hotdogs forgetting their traditional food items, as everybody knows, it is the internet to be blamed. However, the other side of the argument, though quite feeble, is that the internet does not necessarily eliminate the values of indigenous cultures. As Nakamura (88-89) states, the internet has the potential for challenging western influe nce; and moreover, it can turn to be an effective device for non-western users. The author points out the example of New Media Center Sarai New Delhi which has developed software for indigenous non-literates. According to Lessig (10), people around the world have the opportunity to build and cultivate a culture; perhaps a cyber-culture that would reach beyond the local boundaries. Unfortunately, the internet offers people the opportunity to destruct their cultures too. Ethical issues associated with the use of internet Though the accurate meaning of ethics vary from culture to culture and people to people, there are certain universally accepted norms of ethics that distinguish humans from other animate and inanimate beings. One can undoubtedly say that the security and freedom provided by internet lure many people into forgetting their ethics and morality to enjoy the unlimited chances of enjoyment available on the net. The first one in this row is the adoption of pseudo-identity on the internet to cheat people. As everybody knows, it is possible to hide one's real identity and this provides people immeasurable chances of carnal pleasure, monetary frauds, and other innumerable ways of cheating. To be precise, the availability of porn sites which often impart biased views on sex is responsible for the increasing sexual atrocities or crimes against females throughout the world.

Gharar in Islamic Law Assignment Example | Topics and Well Written Essays - 2250 words

Gharar in Islamic Law - Assignment Example Another major contribution of the Islamic banks is that being under supervision of their Shariah Boards they presented a wide range of questions concerning modern business to Shariah Scholars, hence, providing them an opportunity to understand the contemporary business practice and trade but also to evaluate it in the light of Shariah and to find out other alternatives which may be acceptable according to the Islamic principles (Vogel and Samuel, 1998). Islamic Laws Islam is a complete code of life and encompasses everything in life. It influences families as much as international relations and certainly includes all financial matters. It sources are the Quran and the Sunnah and the consensus of the opinion of the great jurists and interpreters of Islamic Law. If none of cited provide guidance on a particular matter then there is qiyas or analogy by which jurists and scholars compare an issue of today with a similar one described in the Quran or Sunnah and draw conclusions from the p rinciples involved (Usmani, 2001). In all mattes of finance, the essence of Islamic law is perhaps based on a verse from the Quran that says â€Å"Do not usurp one another’ possessions†. The object of Islamic finance is to eliminate injustice and exploitation in financial dealings and to create an equitable distribution of wealth by encouraging effort and mutual co operation. It is believed that this, in turn, will increase productivity and goodwill, alleviate economic hostility and inspire all the members of a society with a feeling of having common economic goals (Al-Qardawi, 2001). However, because the law is derived from writings that predate modern life, the interpretations can be difficult. In the finance sector, banks appoint Shariah boards to consider transactions that the bank wishes to engage in and decide whether they meet the Shariah requirements. However, boards in different banks may often come to different conclusions (Obaidullah, 2005). Almost all trans actions entered into by banks are based on legal contracts that conform to local law (or in many cases, English Law) and often add Shariah compliance as an additional requirement. This has not proven to be an easy legal basis for business, although only a few cases have come to the courts, the courts have ruled that only one law can be applied (Ghafoor, 1995). London Rulings Two cases are worth studying a) Islamic Investment Company of Gulf Ltd v Symphony Gems & others (London High Court 13.02.02) b) Beximco Pharmaceuticals Ltd & others v Shamil Bank of Bahrain EC (Royal Courts of Justice, London 11 & 12 December, 2003) In the later case, the banking expert on Islamic Law and former director, Center of Islamic and Middle Eastern Law on the invitation of the court gave following observations (Usmani, 2001): The precise scope and content of Islamic Law in general, and Islamic banking in particular are marked by a degree of controversy within Islamic world, best exemplified by the fact that the actual practice of Islamic banking differs widely within the Islamic world (Usmani, 2001). In the absence of any agreement on the boundaries of Islamic Banking or indeed on what ought to be the precise ingredients of a Morabaha agreement, it is in practice up to the individual banks to determine the issue. In the absence of any legal prescription as to what does and what does not constitute Islamic banking or finance, most Islamic banks, including those in Bahrain, seek the advice of Islamic Scholars who examine and approve

Answer the question to 2 page essay Example | Topics and Well Written Essays - 500 words

Answer the question to 2 page - Essay Example Interaction between the general public and disabled should not be a taboo based on false perceptions. The first perception for a person with a disability is these people need extra help or assistance from the public. Many in the general public will help a disabled person when asked, but feel pity or disgust. Disabled individuals will ask for help, but generally have a plan for the day. People with disabilities do not wake up and go out in public to depend on assistance from random people. For example, an individual in a wheelchair will have a van that is wheelchair accessible, or even a car that can be driven with hand controls. These people can get in and out of their cars and into their chairs with or without help. If help is needed a paid caregiver, or family member might help. It is rare that a person in a wheelchair will wait in their car to approach the public for assistance. Normally people with disabilities have canes, wheelchairs, service dogs, and other means to help them navigate in public. For an individual that is disabled, they are used to their disability. For example , if a person without a disability does not have a car, but need a ride to work, they plan that ride with family or friends. Disabled people do the same when help is needed. They plan around their disability. The perception of a person can be cured of their disability in order to fix them is a popular one. This can be a helpful approach, but can overlook the needs of the disabled at the moment. For example, a deaf person might benefit from new surgeries. That is a good goal for doctors, but the general public should not wait for this to happen. In order to interact with the deaf individual, the public needs to accept the situation in the here and now. If the disabled person does not feel valued unless being ‘fixed’, then the disability can be depressing and debilitating. Hearing individuals can learn to sign, or learn to look at a deaf

Role of the Human Resources manager in an organization Essay Example for Free

Role of the Human Resources manager in an organization Essay Executive Summary This report is the result from an informational interview with a professional of Human resources management with a minimum of five years experience in the field. An informational interview is an interview which allows a student or career changer to ask questions to someone working in the field he/she is interested in. The purpose of this informational interview was to gather more information regarding Human Resources Management, the experience of the interviewee and the company under which the interviewee is working for. Jennifer Horne is HR manager generalist, and the interviewee. She is the HR manager of Krug Inc and she has been doing the HR job for six years already. This informational interview was an opportunity for me to improve my communication skills with a professional; to know how people in this field are doing and gain knowledge that I will help in my resume. It was also an opportunity to know some of the challenges encountered by the HR department within an organization example keeping the employee engaged and motivated. Moreover, the informational interview helped me to have a better understanding of the future of the HR; and also know more about Krug Inc which is one of the Canada’s largest manufacturing company. Introduction An Informational Interview is a meeting in which a job seeker asks for career and industry advice rather than employment. The job seeker uses the interview to gather information on the field, and to find employment leads and expand their professional network. The informational interview was held on March 27, 2014 at Krug Inc Manitou drive Kitchener. It was a face to face interview. The interview lasted for 15 minutes. This is because the interviewee was so busy. However these few minutes were useful because I succeeded to have some important information concerning the HR and the ways to get experience in the HR field. During this interview the interviewee answered all the questions that I asked her in a professional manner. Her answers were reflecting her experience in the job. She was feeling very comfortable and confident. I learned more about the contribution of the HR department in the achievement of the company’s mission and goals. Opening paragraph Jennifer Horne is the HR manager of Krug Inc. She is HR manager generalist. She has a HR certificate. From the time she was doing her certification the degree was not required. The degree was required from 2011. Jennifer’s first job was in 2005 as administrator of human resources; then she got a couple of contracts in small companies and then she got this one. Through these jobs she developed a good personality and experience. The experience she had with small companies helped her to get this job at Krug. According to Jennifer Horne, there are some aspects of HR that are not taught in school but she learned through experience for example how to counsel the employee. When an employee comes to her, she shuts down everything and hears about the employee’s concerns because employees are her priority. As advice for the new comers in the HR field, Jennifer says that we should not look only for high positions because we do not have experience. She suggested to newcomers to start with short work opportunities (3-6 months). Additionally, she said that we, new comers, should consider jobs which are proportional to our skills but not above because if we want jobs which are above our skills we won’t get them. In others words, we should start by the entry level position. Hartman Krug was a cabinetmaker of Germany heritage. He founded Krug Inc in 1880. He started his business in Berlin and Kitchener. He was producing upholstered office chairs and carved residential furniture. Krug‘s attention to detail and quality was the force behind its popularity within Canada. Krug goal is to create an elegant and lasting product. In 1930’s, krug was producing office and contract chairs and tables exclusively, and in the war years of 1939 to 1945, virtually all the company’s production was for the Canadian government’s war effort. In the post-war boom period, Krug’s output grew rapidly to supply a market in during which office furniture was in high demand. The implementation of new equipment and procedures were required for Krug‘s entrance into the U.S market mid 1970’s. As a result Krug entered into the desk market, and purchased imperial furniture of Stratford, Ontario in 1980. Krug immediately moved its large lumber and kiln-drying line there, while continuing production at the Ahrens street plant. In 1984, Krug purchased a large building on Manitou Drive in Kitchener and immediately relocated its warehousing and distribution operations to the new facility. A large veneer operation was put in place, and over the next few years the Manitou plant became one of the premier  manufacturing facilities of desks in North America. Today Krug is one of the fastest growing companies in the office furniture industry. Fueled by product development and plant expansions, Krug has enjoyed double- digit growth each of the past four years. Additionally, Krug’s showrooms and outstanding team sales representatives across the United States and Canada have achieved sales of almost 100 million dollars. â€Å"This is a very exciting time for Krug,† says Len Ruby, Krug president. With 125 years of rich heritage we continue to grow by leveraging today’s technology, with Hartman Krug’s vision for detailed craftsmanship.† . Located in the heartland of southern Ontario, Canada, we employ over 500 non-unionized staff members . The human resources department of Krug Inc does not have the entry level position. The branch of Kitchener Manitou has one HR manager generalist and one HR manager specialist who controls the generalist. Krug is a vertically-integrated manufacturer, taking raw materials through state-of-the-art processes to finished products, and delivering them directly to its customers. The customers of Krug include many of North America’s growing companies and its products are specified by designers, architects and major distributors across the continent and beyond. The different products of Krug include private office casegoods, conference tables and meeting room furnishings, and a wide range of office and hospitality seating and tables. Krug encounters many challenges. First of all, the rapid appreciation in the value of the Canadian dollar is the first challenge. Krug and other companies of the same sector are highly exposed to the international trade; and the export prices are fixed in US. The second challenge is the increasing of energy costs. Energy intensive manufacturing industries make up approximately 29% of Canada’s manufacturing gross domestic product and the companies of the energy sector have considerably increased the price of the energy cost. The third challenge is the competition from emerging economies. The Canadian manufacturing sector is impacted by the global competition especially the one from china. The manufacturing sector is facing low cost and high value competition from other emerging economies like India. These emerging economies have a great labor force that is qualified and not expensive. The fourth challenge is the availability of skilled labor. There is a lack of skilled and experience  workforce in Canada. This is because the major part of the Canadian population is baby boomers: The populations is aging and close to the retirement. However, there is a high demand of skills labor in the face of advanced technologies and the â€Å"knowledge based economy. The last challenge is the regulatory environment. The Canadian government wants Canada to become one of the best countries with a small pollution footprint. For this reason, all companies in Canada have to follow the regulations. The protection of the environment is one of Krug’s missions, but the regulations from the government are a little bit difficult and are considered a burden to the company. The HR at Krug has a great influence on the organization because it contributes to the company development by hiring potential employees who can fit to the organization culture. The HR train and develop the new and current employees. The HR department also assists employees through counseling. The HR department coordinates the health and safety program and the workplace safety and insurance board (WSIB). The HR department and the safety staff strive to have a zero lost accidents and continually train the employees to the health and safety purposes. To ensure this, the senior management and the HR department constantly review performance, ensuring that both joint health and safety committees are operating effectively. They promote employees in order to motivate them and make them more engaged. The HR helps the payroll department to calculate the employees’ compensation. They make sure the employees are paid proportionally to their performance and productivity. They also ensure that the work force is diverse and contains all the four designated groups: women, people with disability, minority group and aboriginal. The HR department maintains the pay equity in accordance to the regulations. The HR department is facing a lot of challenges; the biggest challenge encountered by the HR department of Krug Inc is keeping the employees engaged in order to always be productive. The economical situation had an impact on the company and the benefits package of the employees have reduced. This economical situation has made the situation worse for the department. Another challenge is finding the right fit for the organization. The right fit is the candidate who is able to identify himself/herself as a member of the organization and accept the culture of  the organization. Furthermore, the HR manager handles employees’ conflicts. Such conflicts make the employee less productive and encourage job dissatisfaction. To keep the employees engaged the organization has to motivate through rewards and by involving them in the decision making process. The reward is a way for the organization to show their recognition of the employees’ performance and contribution to the succe ss of the company. The reward is a kind of feedback given by the organization which pushes the employees to put in more effort. Get the employees involved in the decision making may be a good way for the organization to always take the right decision because the managers may not have all the information they need to make the decision. Moreover, the involvement of the employees makes them more committed to the decision taken and engaged to carry out the decision. The implication of the employees in the decision making process increases the employee motivation and performance and by the way the productivity of the organization also increases. This informational interview has been a great experience for me because it helps me to know more about the duties of HR and now I actually know what is expected of me in the HR. Primarily, I learned that the HR generalist job required a lot of emotional intelligence (EI) because the manager has to deal with emotions and feelings of employees. The EI helps the manager to understand the needs and feelings of the employees and it also leads to a stronger and more fulfilling t he employees’ satisfaction. The EI helps the manager to resolve workplace conflicts. With EI helps the manager understands what motivate (drivers) the employees. The EI gives the manager the potential to use the diversity of the team to increase the productivity of the each employee in the team. The second major point that I have learned is that the job of HR generalist requires the manager to be more flexible. The flexibility here refers to the ability of the manager to respond to the needs of employees anytime that is necessary and to move easily from one task to another. The generalist does all the responsibilities of the HR department by herself. Therefore, the manager has to be available to hear about the concerns of the employees anytime. The third major point that I learned is that the HR generalist has to be able to work under pressure. The pressure here is caused by the fact that the manager has a lot of responsibilities that are time framed. The HR generalist does all the responsibilities of HR  department for example are hire, train and develop employees , assist the payroll department, responsible for the WSIB and health safety and all others responsibilities. Thus, the manager has to be able to work under the high pressure. These three elements mentioned above are considered as the major points that I have learned because they reflect the real role of the HR manager within an organization, they help me to better understand the HR field. These majors points help me to know where I have to work more if I want to become a good HR manager. The interviewee was a generalist and I do not really appreciate the role of generalist because they touch everything concerning HR but they do not do it deeply. The HR generalist job is more stressful especially in a company like Krug that do not hire for an entry level position. This makes the situation more stressful. I want to know deeply everything concerning the HR field because if I know a lot about the HR job it will not be stressful anymore. I want to be a HR specialist not a generalist. Moreover, the other thing I would like to do differently is the interview process. This was my first time and I was not really acting like a professional. The next time I will ask more questions to the interviewee and act like a professional. However, what I hope to do the same concerning the HR job is to develop an emotional intelligence so that I will be able to manage effectively the emotions and feelings of employees. Conclusion To sum up, the informational interview was a great experience for me because I learned a lot about the HR job, the interviewee and Krug Inc. this interview was an opportunity for me to start building my network and make my resume more interesting. It was a little bit stressful but I succeeded to collect the most important information I needed this is how to get experience in the HR field. For my next informational interview, I think I will be more professional than this first one. Few days after the interview, I sent a thank you carte to the interviewee to thank her for her time and all the information she gave to me. This was a step forward experience.