Socially Innovation Commerce - Coursework Example

Name: Professor: Title: Date: SOCIALLY INNOVATION COMMERCE. INTRODUCTION In the assessment and analysis of the performance of an organization, key among the critical factors that have to be put into due consideration is the social innovativeness of the organization. Organizations thrive in highly competitive environments and striking the required balanced between performances and sticking to the right code of conduct requires prudence and high discipline from each member of the organization (Kinder et al., 26). It is interesting to note that the performance of workers is invariably directly linked to several underlying factors which, if not carefully met, may lead to dissatisfaction among workers and ultimately, a low performance. This assessment will look at the intricate study of the performance, importance, and the approaches that can be applied in enhancing wellbeing across organizations. While this analysis may be rather broad considering that the whole coverage of socially innovative commerce is a diverse concept, this term paper shall focus on areas that are well brought out in the paper. Essentially, as shall be observed, these distinct areas such as theoretical issues and theories of global commerce among others do highly interlink in ideologies and approaches to standard organizational conduct. Moreover, as companies become more sensitive to the rising awareness in the external business environment regarding corporate social responsibility, organizations are under pressure to create a favorable internal business environment as well as extending the same high standard in providing service to the community and acting to the highest ethical standards (Perrewe et al., 43). However, in analyzing the issues in this article of “Studying Business Wellbeing in Vogue”, the focus shall lean majorly on the following two theoretical principles: 1. THEORIES AND GLOBAL COMMERCE. The study of global commerce primarily takes a detailed view of the processes and the dynamics through which an organization conforms to the changes in market, consumer satisfaction, as well as the changes within the organizational structure (Sterman, 51).. As can be seen from the article, there is an undeniable link between the performance of the organization and the changing trends in the global arena. In essence, the majority of changes that do occur within the organizations require that the employees are braced for this change in a respectful and well thought out manner. Instituting changes within the organization without due considerations of the wellbeing of the employees could lead to coercion which is a greater demotivation to the employees. In developing a better understanding of the theories and concepts applied in the study of global commerce, this article emphasizes on the need for organizations to concentrate on the individual wellbeing of each worker (Cameron&Robert, 32). While this concept is not new, it draws its moral and ethical backing on the fundamental principles of global commerce. Employees certainly are entitled to treatment that is line to the standards required at international levels. In the study of traditional and modern economic models, we cannot ignore the changes in the business environment, there are constant changes in the micro and macro business environments (Beinhocker, 97). The research undertaken at the Australian Institute of Business Wellbeing is reflective of the changes taking place at the global level. Organizations need to address issues such as globalization. This is the process whereby organization have operations at the multinational level across the continents. With globalization, organizations have to address other key issues such as prudence in relating with the community around, equitable employment opportunities in these new regions, and gaining an understanding of the unique needs of each niche market within a given market segment. According to the article, from a report given by the co-director of Curtin’s wellbeing research, we analyze from his perspective that playing competitively at a global scale requires that organizations embark on striking the delicate balance between creating satisfaction of employees as the organization also embraces new changes. Ultimately, organizations need to develop a very high level of caution in ensuring that the pertinent issues that arise in the organization are well communicated (Gazendam et al., 65). In today’s business environment, an organization seeking to make major changes, innovations, or penetration into new markets at a global level need to clearly articulate these goals and visions to the employees. Communication creates a sense of shared responsibility in the goals of the organizations. Employees will be more cooperative, and will enjoy a greater sense of belonging and loyalty to the business if there’s well-structured mechanism of communication right from the top management to the rest of the employees (Gazendam et al., 103). Moreover, it has been observed from the various researches carried out from Griffith University Centre that there indeed lies a connection between wellbeing of employees at the work place and the degree of freedom to be innovative and utilize their potential. It is a good sign that the executive management in organizations are beginning to embrace this critical approach when dealing with their employees. In the analysis of real world economics, it is imperative for organization to operate according to hierarchical domains. From this concept, organizations need to demonstrate a concise flow of information, authority, and responsibility across various levels (Gazendam et al., 79). In light of this, the survival and perpetuity of businesses in the competitive business world requires that organizations develop well-structured hierarchies through which it is possible to identify which areas require to be addressed in an amicable manner. We therefore find that for there to be meaningful engagement among members in an organization, it is crucial for there to be a proper communication channel and well-structured hierarchy through which such communications are handled. A worrying observation in the field of global commerce has been the approach of organizations towards financial downturns and the handling of employees. Undeniably, performance of businesses goes hand in hand with the performance of the international business world (Cameron & Robert, 56). Therefore, in looking out for the wellbeing of these employees, it is also important to take note of the changes in financial markets. As such, instead of laying off workers very many workers in such financial crisis, the organization can embark on cuts in the salary package of employees with the aim of trying to retain those that the organization can. It is the responsibility of the organizations to foster optimism and hope to the employees in spite of what could be a rather difficult undertaking for the organization. A look at complexity economics reinforces the ideas in this article as it showcases the blending that globalization has brought out by successfully merging the micro and macroeconomic concepts in organization interactions and behavior (Beinhocker, 96). Further, it explains the core changes in the interactions among organizations and maintain that there should be proper mechanism through which an organization should handle behavior changes and interactions in the business. 2. DYNAMICS OF SYSTEMS. The structure in the study of organization refers to the flow of organizational processes and rank. Moreover, organization structure also include other fundamental concepts such as the decision making, the quality of the organizations goods and products, and also the attitude that the employees have towards the business in general. According to research done with regards to the company structures, it has been evidently clear that organizations are bent towards looking out for the wellbeing of their employees. Organizations, therefore, take care of several crucial factors that relate to wellbeing of their employee. These include areas such as developing positive psychology. According to the research that was carried out by the Australian Institute of Wellbeing, positive psychology will involve developing a right attitude to the employees. Development of employees’ attitude is a process that requires support of employees throughout the organization. Encouraging initiative and innovation is a factor that works to bring out positive mental attitude and the correct mindset of employees in their day to day activities (Perrewe et al., 57). Further, the management of organizations also need to look out for the proper environment for employees to work. Employee need to be encouraged and motivated. Employee motivation plays a key role in ensuring wellbeing and consistently high output for the organization. Setting up a reward system is one of the ways in which an organization can embark on motivating their employees (Sterman, 94). This can be done through giving bonuses to the highly performing employees. Moreover, other incentive systems can be adopted to enhance employee loyalty and improve their sense of wellbeing. While incentive s provide a social innovation to the employees, it is important to note that the whole system of offering these services to the employees forms part of the organization structure (Kinder et al., 83). Organization structure immensely affects the way in which an organization is run by laying down the standard procedure, the set code of conduct as well as setting in place a group of individuals who are supposed to be involved in the decision making process. The study of system dynamics reveals that every action carries with it a certain amount of risk. The analysis of whether a decision has a low leverage or high leverage outcome with reference to risk is one that, interestingly, defines the complex question of the decision making process in the organization (Senge, 91). In as much as employees are given the liberty of choice and decision making in the organization, it is important that caution is taken in ensuring that the decisions made are backed up by well thought out facts and are a reflection of the business environment. In implementing a workable and effective system, other crucial aspect of the organization such as team work have to be incorporated into the organization framework. Creating strong teams in the organization requires guidance and focus on members to participate actively in providing cross functional and amicable solutions to any arising problems (Reilly et al., 85). Team work plays a very important role in promoting employee’s wellbeing as it is an all-inclusive organizational approach that seeks to bring out maximum productivity in every member in the organization. As pointed out by the article, another weighty area in developing an understanding of the dynamics of systems is the area of integrating changes within the organization. Standard organization practice requires that for any individual to gain an understanding of the organization structure and systems, one must engage in changing it (Sterman, 49). This rings true in all organizations as the arduous process of foreseeing changes in the structure and initiating a more decorous way of doing things in the organization requires that individuals involved must let go of their prejudices and seek to solve any issue that arises with open mindedness. There are four major steps that are a guide in practice of a reliable and sustainable system dynamics. The first step involves defining the problem. In organizations, problem definition brings on board the real issue facing the organization. Ideally, the problem of choice should be an accepted problem that covers a specific area and whose origin can be well traced. The team involve in this process should the come up with suggested hypothesis of the possible causes of the problems in the system (Senge, 105). While this may be true, it is required that the problem be subjected to a model that should engage the members in a set of possibilities. Members solving the problem should further narrow down by considering several factors that come into play by implementing each of the possible solutions. Regard should be given to the management, the shareholders, and the long term benefit of the organization. Finally, these outputs are finalized by drawing graphs indicating changes and relationships between variables in the decision making process. It is important that check and balance be put in the system to ensure that as business progresses, there is minimum resistance from the internal environment (Senge, 117). Improving output in the organization ultimately requires that members of the organization identify the need for change and work together towards implementing these changes. CONCLUSION. Ensuring that the wellbeing of employees is given high priority in the organization requires a multidimensional approach that inculcates an understanding of the organization structure, values, proper corporate governance and the underlying economic policies and rights of employees. While every employee will agree that they would prefer an organization that performs well and cares for their needs, it is equally the responsibility of the employees to create a favorable working environment by ensuring that among other things, they uphold strong, appropriate and positive work ethics. REFERENCES Beinhocker, Eric D. The Origin of Wealth: The Radical Remaking of Economics and What It Means for Business and Society. Boston, Mass: Harvard Business School Press, 2007. Print. Cameron, Kim S, and Robert E. Quinn. Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. San Francisco, CA: Jossey-Bass, 2011. Internet resource. Gazendam, H W. M, René J. Jorna, and Ruben S. Cijsouw. Dynamics and Change in Organizations. Boston: Kluwer Academic, 2003. Print. Kinder, Andrew, Rick Hughes, and Cary L. Cooper. Employee Well-Being Support: A Workplace Resource. Chichester: John Wiley & Sons, 2008. Internet resource. Perrewe, Pamela L, Jonathon R. B. Halbesleben, and Christopher C. Rosen. The Role of the Economic Crisis on Occupational Stress and Well Being. Bingley: Emerald, 2012. Print. Reilly, Nora P, M J. Sirgy, and C A. Gorman. Work and Quality of Life: Ethical Practices in Organizations. Dordrecht: Springer Netherlands, 2012. Internet resource. Senge, Peter M. The Fifth Discipline Fieldbook. S.I.: Crown Publishing Group, 2014. Internet resource. Sterman, John D. Business Dynamics: Systems Thinking and Modeling for a Complex World. Boston [u.a.: Irwin/McGraw-Hill, 2000. Print. Read More