Leading Inovation and Changes

Organizations that behave ethically are more apt to earn the trust of their customers, employees, and stockholders. Then there are companies that hide the true value of the company from possible investors, customers, employees, and the public at large showing a lack of ethically behavior. This does not all the time included just one company, but a group effort to hide, steal, and mislead everyone for personnel gains. Everyone that deals with any organization expects the upmost ethically behavior on all levels.

As already discussed in Section 1, business productivity and change cannot occur without effecting people’s psychology to effect change. I initially felt that supervision would be fundamental to addressing and identify issues to allow reflection to plan a way forward to address issues, such as, performance management, productivity, effectiveness and understanding the views of the individuals to effect and improve individuals and team goals, and linking this to the business plan. This approach I

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The environment of an individual including culture of the company, management style, level of stress at work, etc…are also very important factors.

When the new Southeast Polk High School opened they added many new energy saving products. This included installing geothermal heating under the high school cutting back on the cost of heating such a large building. Many new windows help save on energy used to light the building along with automatic lights that turn off after several minutes without movement. The new high school shows how easy it is to save money and help the environment. Renewable energy is good for all aspects of the U.S, providing jobs, economical growth, environmental cleanliness, and new research for improving energy efficiency. Therefore the United States should use renewable energy to benefit the economy and environment.

Analyze the manner in which Zappos’ leadership has fostered a culture of ethicalness in the company. Suggest two (2) actions that other companies can take in order to mimic this culture.

According to Robbins and Judge, organizational culture is, “a system of shared meaning held by members that distinguishes the organization from other organizations” (Robbins 249). A strong organizational culture is one whose organization’s core values are both intensely held and widely shared. After viewing Enron: The Smartest Guys in the Room, it is obvious that Enron had not only an organizational culture that was strong, but one that was extreme and aggressive. This aggressive and strong organizational culture discouraged both teamwork and ethical behavior and in the end it only plagued Enron until it eventually collapsed under its downfall.

Not only innovation lead to change inside organizations, but also some changes in side organizations can lead to innovation. Moreover, managing innovation and change is not an absolute easy process as it seems, as it requires lots of human interaction with different backgrounds, contexts, cultures that require aligning all your human resources to respond to new innovations, and related changes and this will only be done via good and efficient leadership. Generally, innovations and related changes may include change in organization structure workforce planning, marketing strategy, geographical distribution , culture, …ect which directly impact human resources in any organization , therefore the role of the leader is so crucial to manage tensions, conflicts, resistances, uneasiness and development areas that usually appear with new changes and innovations. Leading Innovation and change being part of managing human and organization behaviors is kind of a complex processes that include several factors, stages, models, perceptions and definitely outcomes. In this paper I will get a deep dive and close up view stating the various definitions, different related models, how they work in practical life and what kind of failures such models face in real life implementation; along with a self reflection to the applied experiences of such study and what will be the development plan leading to more successful practices in future.

In addition, as humans learn more about the planet, and how it is being affected by certain things, they are most likely to change their habits in order to save their home. Therefore, although this is the cheapest option, with global warming taking place, more people will turn to renewable energy sources. If a client

The case study detailing the dilemma faced by the organization known as Box, Inc., is one concerned with the challenge of maintaining organizational culture in the face of rapid growth. The organization began as a classic start-up company that evolved out of a garage by a few friends. Beginning as a simple organization with few team members paved the way for the successful culture that would permeate the company for years to come. The challenge facing Box, Inc. in the study is not one of loss, but, rather, one of gain. The organization has rapidly expanded in the last few years, now hosting multiple sites around the globe and over a thousand employees. This rapid change presents the top executives, such as CEO Aaron Levie with the difficult task of preserving their start-up culture that breeds ingenuity and success. One managerial solution the top executives implemented was their institution of a rigorous and highly selective hiring process. This solution was highly effective in maintaining the organizational culture within Box, Inc., in light of the multiple organizational behavior theories that describe the strong correlation between selective hiring and cultural sustainability within a company.

Companies are supposed to be able to achieve and demonstrate an ever increasing performance showing improvement on leading in their industries to acquire competitive advantages. Having a high level of performance could be greatest achieved with competent and motivated employees. The conduct of business in an organization with an ethical manner is of great importance to secure an increasing performance as well. Organizations functioning towards ethical standards should ensure unbiased applications of business and recall a sense of justice to stimulate motivation among their employees. Employees that are motivated through a positive ethical organizational climate and leadership do much better than a less motivated employee. This promotes the organizational achievement that causes

The four functions of management across every organization include organizing, planning, controlling, and leading. In order for an organization to be effective and successful in the ever-changing business world, these four functions of management are necessary. However, the performance of these functions in any organization is usually affected by both internal and external factors. While examples of internal factors include diversity, ethics, and innovation, external factors include technological advancements and globalization. An analysis of the internal factors shows that ethics impacts leadership and controlling functions of management as diversity and creativity affect leading and organizing functions.

Goggin and Mitchell (2010) states that “Comparing the various definitions of innovation, it can be seen that there are several common elements what is changed (such as product or process changes); how much is changed (whether it is completely new or only perceived as such); the source of the change (sometimes technology); the influence of the change (for example, its social or commercial value)”

The purpose or aim of every organization is to establish such an organizational culture and behavior among its employees that helps in achievement of ideal ethical standards. There are certain determinants that play a critical role in helping achieve the right organizational culture. Some of these include personal moral intensity, social ties, codes of ethics, locus of control and Machiavellianism. These

Organizational culture has been described as shared values and beliefs that underline a company’s identity. A strong culture that encourages employees from the top to the bottom in adaptation and change can increase organizational performance by energizing and motivating employees, shape behaviors, unify personnel in the goals / objectives and align employee’s actions with the priorities of the company (Daft, R., 2013). Creating a constructive culture should be a manager’s top priority because the right culture will propel a company into a top performer in its industry.