Example Of Essay On Managing Business Responsible

Managing Business Responsibly

Business management has been an aspect of great consideration in the field of business; the issue has been of concern for the employees and employers for an extended period. As a result, this has increased the involvement and participation of different business organizations, government, and the community. There is also an increased adherence of business organizations towards legal, ethical, and moral values.
Different companies have embarked on strategies to reduce the adverse impacts that result from the different activities that they carry out in the society. As a result, the companies have concentrated on activities that would improve the living standards of the people who benefits from their services in the community. Previously, the organizations were more focused on contributing more to charities while at the same time ignoring the impacts of their business activities in the society (Carroll, Buchholtz 2014). The main priority of many business organizations currently is to ensure the safety of their surrounding and the available natural resources. The environment surrounding business operations is significant to the ecological life. Thus, it is important for it to be protected. Wastes resulting from the human activities have been a problem to manage, they contribute to the depletion of the environment, and it has been a major issue to manage the resources.
The primary objective of this paper will be to discuss and evaluate the social practices that are involved in the business management in an efficient manner to facilitate attainment of all the goals and objectives of the organization. In addition, this paper shall evaluate the effects of the management decisions to the surroundings, which are the impacts to the environment and the natural resources. The article is comprised of five sections; the first section will discuss the personality clash and its relation to the different management activities. Secondly, this paper shall evaluate in details on the effects of the bleaching proceedings on the management of the organization. Organizational changes are also a major concern with the functioning of the business and interaction with the surroundings. In addition, the fourth section will focus on the complacency, cynicism and resignations as forms of conversations. Lastly, we shall evaluate different characteristics of change agents and their effects on the success of the organization management.

Personality Clash

Personality clash in an organization involves the misunderstanding between the workers in an organization. This involves the conflict between two individuals whose personalities are fundamentally incompatible. Personality conflict in the work-place leads to misunderstanding between the workers creating unattractive working relationship. Personality can be understood from quite different perspectives with the main one being a psychological clash. This is where the work-related personality of the individuals differ hence causing misunderstanding and conflict. Personality clash paralyzes the relationship in an organization, and the productivity of the organization is highly affected. Primarily, an organization is not able to work as a team and due to the personality incompatibility of the individuals.
The process of the personality clash or work conflict identification is an inherent challenge in an organization. Some instance of personality conflict mostly leads to the physical conflict that is observed through open arguments and misunderstanding. Other personality conflicts are not physically exposed but are rather noted in such situations when an employee withdraws from the work. In other instances, the ability to socialize with co-workers reduce significantly over time, and downward trends in motivation and job performance are observed.
There are various steps considered in dealing with personality change where the first step involves identifying the cause of the clash. Causes of the clash vary considerably. For example, there may be work-related issues such as undefined responsibilities and also the scope of job performance. This is where one party can act ultra-vies while another party may be too lazy and hence heaping a burden to another one. More so, there are other social and ideological causes of misunderstanding that are mainly psychological; differences, different recognition in the appraisal, femininity and family backgrounds. In other situations, there may be some misunderstanding concerned with the different ideologies of team management, appraisal and even different perceptions of the organization politics.
Managers have the responsibilities of controlling the personality clash that can be done through various established methods such as understanding the personalities and combining the pooling personalities who can work together in the same team. Senior managers should ensure there is effective personality relationship in an organization through creating continuous communication with the staffs. Such managers are expected to ensure there are proper methods of appraisal such as showing gratitude equitably in among the employees. They should also assess the level of satisfaction constantly to ensure that the emotional wellbeing of the employees is not affected. Understanding the kind of employees in the work place, and their motivation, as well as their personalities, will assist the employer in establishing effective governance policies. Eliminating personality clash increases the productivity of an organization.

Breaching experiment

This is a simple, yet a creative sociology and psychology practice that seeks to explore people's reaction to the violation of accepted social customs. Sociologist, Harold Garfunkel, established this experiment, and it is a standard tool used by managers at the workplace to breach the social norms and this enables them to observe the reactions from the employees (Boess 2009). Mostly, breaching experiments have a deliberate intention of violating the accepted social norms at the workstation.
After making the breach, the manager keenly observes and records the response of the employees. The different reaction by the junior employees is imperative to the manager, as this will help in the decision-making process and assigning of duties to different employees. As a result, this will have an impact in an increased productivity in any business organization. There will be also enhanced mutual understanding and better social interaction among the personnel. The manager will be in a position of being familiar with different personality at the workplace by using effective means of communication (Burr 2003).
Therefore, breaching experiments provides a building of a strong foundation of social interaction with the business and the society. Solving work related conflicts would also be easy to identify. For instance, in the case of work bullying, the manager will quickly assist the affected employee. The manager will be in a capacity to investigate the cause and take appropriate action to address the matter (Jabri 2012).

Organizational change

Change is a force that is constant within an organization environment. Change can be implemented in a firm or institution with the aim of down-sizing, restructuring or creation of an opportunity that is required for the success of the organization. In any organization, it is important for the employees to understand the need for a change in an organization since they will be the implementers of the change that has been introduced in the firm. The uncertainty nature of the change leads employees to resist it but in the long-run, most of the changes introduced are aimed at helping the employees undertake their mandate in the best way possible. In organizational change, the aspect of managing the change is vital in ensuring that the firm achieves the intended goals (Nudurupati, Chan 2011). The continuous changes in the functioning of business cultivate the element of change within the firm to meet with the required state of the environment. The primary challenge with the introduction of change is the requirement of training which the employees have to undertake to ensure they match with the introduced change. For example: in an institution like Hospital, the introduction of a new information system may be met with resistance but the primary objective of the management is to ensure that the work of the nurses is made easier. The change from the status quo strikes the employees as an introduction of new responsibilities, but this is not the case. Information systems help nurses to know more about a patient and hence help them to get the right medication or service.
Lewin’s Field Force theory can be used to demonstrate the two forces, driving and restraining forces, which are available in an organization if a change is to be introduced.
Management of information within the hospital institutions is changing from the medication and wireless- bending system to the clinical support structures. The introduction of new technology to the nursing profession comes with a primary responsibility to the management on how to convince the employees of the benefits that will be available (Nudurupati, Chan 2011). This is because the introduction of change comes with varied reactions from the nurses. Some of the nurses think that the introduction of change is sensational, and others fear of job security, new job descriptions, and this has led to the failure of the introduction of change within an organization. The management needs to take a drastic decision that will lead all the employees to embrace change that is introduced within the organization. The generation gap between the employees is one of the factors that lead to the mixed reaction within the institution. The young generation welcomes the change while the older generation wants to maintain the status quo. To ensure that all the employees embrace change, the management has to maintain constant communication that will ensure all nurses understand the proposed change (Jabri 2012). The nurses should be given a chance to provide their views, and these views should be considered by the management.

Resistance and types of conversations

Complacent is one of the conversations that come about as result of success archived in the previously implemented policies of an organization. Therefore, it gives rise to discussions that refer to what happened at the past. Nothing new is required. On the other hand, resignation conversation occurs where there is a bad reputation of past failure within the individuals. Therefore, resistance to change becomes high even if the current policies for change sound good. Cynical conversations concentrate more on previous failures, but, in this case, external forces influence the failures.
For example, as a manager working in a reputable organization, I have the mandate of initiating and implementing policies on a regular basis. The ultimate aim of changing policies in business organizations is for adaptability purposes. This is because of the continuous change of opportunities and entrance of new threats in the business environment. Sometimes when I introduce a change program, some of the junior staff keeps silent while others complain and resist. Others even mock the change effort. I have come to learn that resistance is a channel of communication between the staff and the management (Jabri 2012). Resistance to change forms a deeper understanding and knowledge about the organization’s daily operations. For instance, I proposed integrating the billing group with my call center to form a larger customer service function. While some opposed this organizational change, I handled their concerns very carefully. Therefore, I received valuable information for communication and used for initiating the change program. This means. Therefore, the success of implementing any organizational change largely depends on effective communication. One must learn to be a good listener.
As a manager, I was convergent with the effectiveness of conversational techniques. Therefore, change agents were able to take along the way different forms of conversations. They were able to understand the initiative clearly and introduce possible future outcomes. The background conversation was able to generate both the change program and its response.

Characteristics and competencies of change agents

Change agents are individuals whose presence in an organization causes a change from a traditional way of handling issues to current desired ones. A change agent must be an individual of good analytical skills. When the change agents want to win the proposal and overcome the resistance to change, they must critically be able to personally persuade individuals and assess them about the organizational change. Since change is a constructed reality, individuals respond to conversations based on the proposed initiatives.
Moreover, change agents ought to be trustworthy. They need to get the respect of their seniors so that their contribution in decisions making should not be for granted. One gains trustworthiness by being reliable, being always on time, and being insightful when necessary. A part from their seniors, change agents also need to get respect from other personnel. Such individuals have the capacity of identifying critical issues in organizations. They can come up with the proposals of achieving the intended organizational change (Jabri 2012).
It is difficult to make change happen. Therefore, a change agent needs to practice self-patience and control. The process of the organizational change comes moments of frustrating and annoying. A change agent should, therefore, be prepared all the time to get out of these ugly situations. He or she should practice faithfulness all the time during the process of organizational change. They should have the required knowledge and skills to enable them conduct the required stages in making change a success. Since resistance mainly comes from the top management of the organization, a change agent is required to make agreements with every individual in that organization. The change agent must act tactfully if the change is to be successful (Jabri 2012). A change agent is required political knowledge concerning the organization. This is important for the change agent: since, he or she will be equipped with better understanding of the ongoing circumstances surrounding the organization.
In my case, I proposed integrating the billing group with my call center to form a larger customer service function. In this initiative, I used the most effective mode of communication to persuading all the staff. I practiced to be patience and keen listening. I took information and additional ideas from other members, and the project was implemented successfully.

Reference list

Burr, V. (2003) Social Constructionism, 2nd Edn. London and New York: Routledge
Jabri, M. (2012) Managing Organizational Change. Basingstoke: Palgrave Macmillan
Carroll, & Buchholtz, A. (2014) Business and Society: Ethics, Sustainability, and Stakeholder's Management. Cengage Learning.
Boess, S. (2009) ‘Experiencing product use in product design’. In DS 58-9: Proceedings of ICED 09, the 17th International Conferences on Engineering Designs, Vol. 9, Human Behavior's in Designs, Palo Alto, CA, USA, 24.-27.08. 2009.