This paper is an essay about literature review on the topic of change and sustainability in organizations relating to technology, innovation, leadership and human sustainability. The basis of my review is through the use of various journal articles. INTRODUCTION Change is one of the aspects that organizations are faced with almost on a daily basis. Organizations are forced to adapt to it for them to be successful in the industry this is because there are constant changes in the environment.

Changes that organizations and companies adopt include downsizing, flattening structures, upgrading their technology, re-engineering or even choose to go global. Although change is a never ending process, many organizations are faced with the challenge of developing a management style that will enable them to cope with the changes. This leads to us asking so many questions such as whether there is one best way of making changes in an organization to improve its production. And to answer such a question, we can say that there is no one best way of making changes in an organization that can lead to its sustainability.

This is evident from the complexity of an organization. Many people of an organization are affected with this change and so we must consider them. Most scholars argue that there are various ways of making changes in any organization and also other area. There is one argument that change effort must focus on cultural change for sustainability. By first understanding, the nature of an organization and its cultures, change can be easily implemented. This is because nature of cultures tends to be rooted deeply in an organization and is not easy to discern them.

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Organizations here are considered as social system as the performance of the organization is considered to be made up by the way people, and structures interact. The article on this also says that by simply improving management systems or changing technologies are not the way to go about because culture of organization will not change. By transforming the norms and values related to the socioeconomic welfare and environment, successful change towards sustainability will be achieved.

Managers and employees should change their perspective and begin to value new things an example is that of caring for the environment, the community and the employees. True change according to this argument is responsible for producing changed values and norms that result in choices about organizational aspects that are different from the previous status quo. It discourages the change of simply shifting in intention of the organization, adoption of better recycling or pollution controls, or by an organization creating websites which display sustainability programs, and the goals to be achieved.

Although resistance of the change in the culture is normal in many organizations, there are many ways to overcome the resistance and transform organizational cultures. Such ways are identification of key leverage points in a system where big changes are brought by small shifts in things by the leaders of sustainability change. In other words, changes in governance of the organization will provide the greatest overall leverage for transformation toward sustainability. Form the article of Asia Pacific Journal of Human Resources 2005 43: 18 by Paul J.

Gollan on High involvement management and human resource sustainability: The challenges and opportunities, one gets an understanding of the human sustainability to change. It focuses on the application of management strategies for increase in the production and efficiency at the organization’s work place. It also advocates for the importance of organizations to take into account employees’ fears and anxiety through the development of policies and procedures to manage the change in the organization.

Therefore as part of the change process, all companies and organizations need to adopt more flexible forms of organizational response to changes in their environmental conditions. Form the research that was carried out; results showed that organizations should formally involve their employees in all the change stages rather than later when the management has already established new initiatives that will be implemented. This will ensure that the risk of the process of change and culture being misunderstood is eliminated before the implementation of the new changes. An example of a strategy to be adopted is where there is an integrated consultation with the employees and an approach that would require the participation of the employee from the beginning of the organizational changes and not during the implementation stage only this strategy will enable employees to view the change as an enhancement of their skills and also their experience of working rather than view it as a processes that simply intensifies their workload (Gollan 2000; Millward, Bryson and Forth 2000;Terry 1999).

Therefore organizations should realize the great importance of employee satisfaction and commitment in the achievement of better efficiency and production. To do this they need to develop integrated employee consultation in career development programs for their employees, organizational change, life and work policies. Change also occurs in the form of new governance and leadership which is emerging to facilitate the sustainability of organizations and corporate.

This is as a result of the increased interdependencies between the organizations, governance and adaptable systems that are complex. (Cummings and Christopher, 2004) which pose as a challenge to the leadership of an organization as they must ensure there is full collaboration between the many ranges of organizational systems. New processes of governance need to be implemented. The article suggests that if an organization uses governance by rule, it should be backed up by a process for the achievement of sustainability.

Adequate processes like communication and information should applied so as to conquer the perceptions of inequity in the accessibility to the various types of resources, or even to dismiss the preconceptions of various stakeholders and their relations to one another of their fixed understanding. Every organization can develop competent leaders who maintain the company sustainability. Apart from the traditional method of learning and further development, there is need for newer approaches to be adopted in every organization.

Recommended approaches include practicing more action and experimental learning this can be done through sending managers to do challenging but guided assignments in and outside the company, encouraging more longitudinal learning by bringing different managers together so as to reflect and consult each other. Other methods to be undertaken for learning are search conferences and workshops, more reflective learning and data feedback . hey enable one to be in a better place to undergo complexity and ambiguity which they might face and make them to be responsible leaders especially during organizational change. One change model organizations usually use is the System’s Approach Model which assumes that organizations do not change but rather their environments around them leading them to change in order for them to be in a balanced position. In the end, we can conclude that there are various approaches of organizational change towards greater sustainability.

Leadership and governance being the pioneers of change should take the various steps for organizational sustainability, technology and information should be used in such a way that they enhance human sustainability. Employees should also not be left behind when an organization is planning on changing some of its aspects as they are the major contributors for the organizations success and finally organizations need to always come up with ways that they can manage change.

Through extensive research, information can be gathered on coming up with a improved way to cope with changes that are never ending and incorporating the change into their organizations in a way that will make the organizations sustain it. References Cummings, Thomas G. , and Christopher G. Worley. Organization development & change. 9th ed. Australia: South-Western/Cengage Learning, 2009. Print.

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