Wednesday, December 11, 2019

Management and Organizations CSR

Question: Discuss about theManagement and Organizationsfor CSR. Answer: Introduction The business of today is challenged by certain factors; however, some of the factors have become extremely crucial for the management and for the organizations to take into consideration. Of all the challenges and pressures, which the modern business is facing, CSR and change management are the two most challengeable factors for the organizations. Different organizations are putting different aspects and thinking behind maintaining and attaining the pressures with the utmost solutions; however, they are not capable of finding a robust solution against the identified problem (Miles 2012). The main purpose of the assignment is to analyze the potentiality the two identified pressures and its counter solutions from the mangers and the organizations. The pressure of CSR can be identified with the stakeholder theory, which governs the necessity of ethical behaviours towards all the stakeholders. The stakeholder theory did govern that all the stakeholders are needed to be treated ethically in order to prevent any criticism from them. This is indeed is happening at higher rates in most of the companies. Company like Unilever could not sustain a uniform performance towards its stakeholders. Different companies have different definitions for its stakeholders (Rice 2013). Unilever has put customers at the top position in the list of stakeholders followed by employees. However, the Company has been criticised for their below than standard level in maintaining the CSR by attaining the highest operation of stakeholder management. Some of the incidents are such that in Pakistan when the Company was blamed for underpaying the minimum wages to the labours. The Company did pay the partial of the actual amount of the minimum wages to the labou rs. In addition to this, they also hired part timers in place of some permanent employees. The move was to reduce the expenditures on employees as part timers used to work hard for less payment. The above-mentioned incident does really prove that Unilever did not maintain a CSR approach towards its labours. This is one of those problems, which states the toughness of maintaining the CSR successfully in the organizational practices. Indeed, Unilever is a giant Company. Despite of the fact, the Company could not prevent it from being criticised from the employees. The common people are more aware of the CSR, which is making this a necessity for the organization to consider the CSR approaches to the utter possibilities (Cummings and Worley, 2014). Change management is perhaps the biggest pressure, which the organizations have on their head. The present world of business, their requirement to be competitive in the market and the globalization are some of the factors, which are encouraging the changes to be made. The requirement of change in the organization can also be understand from the theoretical perspectives of the Lewins change model, which facilitate the process of change in three stages. The three stages, which the Lewin had spoken about contains unfreeze, change and refreeze (Mintzberg 2012). The mentioned three stages are very important for bringing up and realizing the requirement of changes in the organization. The Unfreeze stage did cover the understanding of the requirement of the change in the organization. This also governs a fact that change is inevitable from organizational perspectives. Once the stage has been prepared for the change by identifying the required changes in the organization, it is now time to b ring the changes into effect. This is the second stage in the Lewins model, which governs the required change process in the organization. The implementation of the required changes is then followed by the refreeze stage, which governs the solidification of the changes made into the organizational practices (Drori, Hllerer and Walgenbach 2013). The requirement of change in the organization is because of the competitiveness in the market, which indeed is the production of globalization. Globalization has brought enormous competition in the market. The companies influenced by the globalization are entering into different new markets, which are posing enormous competition in the local market. The competition in between the organizations have found a new definition, which is importantly been done by the globalization activities (Alvesson and Willmott 2012). The desire to change is influenced by several factors such as globalization. The enhanced competition in the market has produced an enormous urgency for irrespective of the companies especially to the multinational companies to bring some organizational changes to be in the competition. Companies can never afford to be stagnant with their operations; they rather need flexibility with the requirement of the time. This is one such point, which facilitates the relation of the c urrent organizational practices with the Lewins Change model (Hatch and Cunliffe 2013). The managers need to follow some necessary guidelines to bear the pressure of CSR related requirements of stakeholders. The adherence to legal and ethical guidelines is necessary to earn the acclamation on CSR from the stakeholders. The adherence would help the organizations in biding and sticking to their fundamentals. An action governed ethically can never produce negative consequences on the stakeholders. The agreement with the different kinds of stakeholders, which the Company sign with irrespective kinds of stakeholders at the time of selection, needs to be scrutinised under a strict governance of ethical guidelines. This is helpful in operating the actions in accordance to the set organizational objectives (Hill, Jones and Schilling 2014). The change management can well be guided to the right direction if it is done in the governance of Lewins change model. Lewins model governs a solid way to approach towards the change process. In the present scenarios of growing competition in the market, companies are needed to be careful while planning the changes. The measurement of benefit, which the required changes can bring, is essential prior to the change process. This is because of the fact that the requited changes might not be feasible with the organizational management for several reasons such as financial reasons (Fayol 2016). This is indeed is much important to measure the feasibility and the resultant success from the steps. This is advisable to prevent the management from experiencing any big losses. After identifying and measuring the probable success of the change process, it then becomes important for the organization to plan for its execution. This is helpful in minimizing the risks of application. This is much i mportant that an organization takes a controlled approach rather than a haphazard approach. After implementing the actions needed for the execution of changes in the organization, it now becomes necessary to adapt to the created changes in the organization. This is necessary for harmonizing the changes in the organizational practices. Sustainability is the one key factor behind the reasons, which are deploying the feelings of changes in the organization. It is important to achieve success but it is more important to preserve the success (Jeston and Nelis 2014). CSR and need to change are perhaps the two most important factors, which are influencing the behaviours of managers and the respective organizations across the globe. It is hard to find a single multinational company, which is not concerned for the required pressures. The globalization age has brought about rapid changes in the organizational practices. It has forced organizations for considering the required changes in their existing practices. Nevertheless, organizations are going for CSR related approaches just to mould more customers towards their favour. Moreover, organizations are considering rapid changes in numerous of its departments such as production management, supply chain and technological advancement. These are some of the factors, which have forced the organizations in selecting the change management process in the organizations. Reference Alvesson, M. and Willmott, H., 2012.Making sense of management: A critical introduction. Sage. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Drori, G.S., Hllerer, M.A. and Walgenbach, P. eds., 2013.Global themes and local variations in organization and management: Perspectives on glocalization. Routledge. Fayol, H., 2016.General and industrial management. Ravenio Books. Hatch, M.J. and Cunliffe, A.L., 2013.Organization theory: modern, symbolic and postmodern perspectives. Oxford university press. Hill, C.W., Jones, G.R. and Schilling, M.A., 2014.Strategic management: theory: an integrated approach. Cengage Learning. Jeston, J. and Nelis, J., 2014.Business process management. Routledge. Miles, J.A., 2012.Management and organization theory: A Jossey-Bass reader(Vol. 9). John Wiley Sons. Mintzberg, H., 2012. Developing naturally: From management to organization to society to selves.The handbook for teaching leadership. Thousand Oaks, CA: Sage. Rice, A.L., 2013.The enterprise and its environment: A system theory of management organization(Vol. 10). Routledge.

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