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Organizational Development
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Organizational Development
Workplace is one of the important sources of workers’ outstanding performance. Across a team with different cultures, people possess different backgrounds, perspectives, and capabilities. In fact, international firm prefers the heterogeneity in organization. Although it has potential of pulling conflict due to difference of language, culture, and ethnicity, the global leaders have high belief in considering it as beneficial as it challenges the usual trend in the labor market (Raewf & Mahmood, 2021). Similar to any kind of business, competition plays a bigger role in a workplace. It empowers and drives people to commit in the leadership and exercise extra efforts to reach maximum capacity. The global competition and the need for efficient use of such key success factors as innovativeness, expenses, product quality, require all organizations to increase the organizational flexibility and adaptive capacities (Kuzior, Kwilinski, & Tkachenko, 2019). The organizational development feature is mainly provided at the expense of the tools of artificial intelligence, organizational changes, and development. At the same time, in many similar studies the methods of organizational changes based on artificial intelligence are considered without regard for their integrated impact and relationship with the organization’s strategy.
Management methods differ in approach and implementation. Significantly, it requires deep thought and understanding of the key points of differences, such as language barrier, cultural perspective, and level of education. In examining the implications of such differences, the team arrives at managing wage levels and output to attain the equilibrium. First, the management mixes people with same level of education or skills, cultural background, and language proficiency. Second, the management classified the wage levels of people based on their classification. People with status concerns appear to have high value of powered incentives. They prefer to work in extended hours as long as their productivity generated equal return. Third, the mentoring and training program allows the team to acquire more knowledge and skills to gain higher productivity and return on investment in organization. These experiences are useful mechanisms and dynamic assets to effectively manage the diversity of organization. Managing diverse organization requires leaders to equip with complete knowledge about the organization, how to run the people and other resources, and most importantly know why the organization needs to continue in the next years.
In addition, the Environmental, Social and Governance (ESG) metrics, also known as the corporate social responsibility (CSR), measures the corporate performance based on environmental, social, and governance aspect. The firm’s activities, plans, and programs mirror the role of its organization to the society, particularly the management’s recognition of its responsibility to the social and environmental issues. Corporate social responsibility emphasizes that in a free-enterprise system, business is not merely concerned with profit but more with the enviable social ends. This is why most successful business leaders talk not just about their business and how it works, they stressed the point on why people have to continue purchasing, consuming, and patronizing the products and services they offered in the market.
Business community plays a big role in addressing social, environmental, and governance issues. Even the government recognized their vital role in nation-building and promoting the general welfare of the people. Corporations have great impact in addressing environmental issues like climate change. In this age of public consumerism, the environmental performance measures of corporations in terms of “energy efficiency, waste management, and resource use initiatives (Huang, 2021, p.16)” created a strong relationship in community engagement. The social issues like equity, diversity, and inclusion are key components for organizational assessment. Nowadays, many corporations admitted that culture and behavior affect how their company are viewed by their people, consumers, and stakeholders. The effective management and consideration of leadership to its people mirrors on how their people behaves and interacts with their stakeholders and consumers. Moreover, this indicates corporation’s culture that is a significant indicator of institutional mechanism as regards to social responsiveness.
References
Huang, D. Z. (2021). Environmental, social and governance (ESG) activity and firm performance: a review and consolidation. Accounting & finance, 61(1), 335-360.
Kuzior, A., Kwilinski, A., & Tkachenko, V. (2019). Sustainable development of organizations based on the combinatorial model of artificial intelligence. Entrepreneurship and Sustainability Issues, 7(2), 1353.
Raewf, M. B., & Mahmood, Y. N. (2021). The Cultural Diversity in the Workplace. Cihan University-Erbil Journal of Humanities and Social Sciences, 5(1), 1-6.
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