Why Sustainability is Now Vital to the Success of Business

This was a first year Business Administration academic essay on sustainability. Feel free to cite me but please don’t plagiarise.

 

Discuss and analyse the importance of sustainability in business, using case study examples to illustrate and support your arguments.

“There is one and only one social responsibility of business–to use it resources and engage in activities designed to increase its profits so long as it stays within the rules of the game, which is to say, engages in open and free competition without deception or fraud.” (Friedman, 1970)

This essay will briefly look at the history of sustainability, it shall outline sustainability’s relationship to corporate social responsibility, and some of the benefits to a firm of being socially responsible, in addition it will consider and analyse three prominent views that express the importance of sustainability in business: Carroll’s four-part model of CSR, Milton Friedman’s shareholder view and Edward Freeman’s stakeholder theory, whilst relating these views to case studies.

In order to comprehend the concept of sustainability in relation to a business, one must understand the management concept; corporate social responsibility, abbreviated to CSR. Sustainability is almost synonymous with CSR, though specifically, it places a focus on the future of the business (Salt Communications, 2012). The whole concept is about being responsible for more than the business is legally obliged to, either propelled by the intention of increasing the performance of the business or because of a profound moral duty felt by decision-makers in the company. The concept exists because businesses do not operate on their own, their operations will affect their many stakeholders; Continue reading

Why is change management necessary in contemporary organisations?

change_management

This is an essay on change management that I wrote for my degree in my managing people module. read, comment, quote, but please don’t plagiarise.

Why is change management necessary in contemporary organisations? With the help of a case study (detailed organisational example) analyse and discuss a planned approach to change management.

 

“There is resistance to change in organisations, brought about largely by the fear of the unknown by people. Handled correctly, using known and tested change management techniques, change can be brought about successfully, achieving set goals and objectives and to budget.” (Edmonds, 2011)

This essay seeks to evaluate why change management is necessary in contemporary organisations. This essay will start by discussing what change is, how it emerges and the concept of change management, briefly looking at the history and development of the subject area. Secondly, this essay will present a balanced argument for the importance of change management in contemporary organisations. Lastly, with the use of a case study, this essay will analyse and discuss the usage of a planned approach to change management.

In order to understand change management it is necessary to know what change is. Change can be defined as when a function, practice or thing becomes different from what it was previously (BusinessDictionary, n.d.). Change is considered to originate from what are called triggers or drivers, Tichy considered significant strategic change to be triggered, or driven by a significant degree of uncertainty in the future of the organisation, in either the form of a threat, or opportunity (1983). Lewin considered the status quo as being a balance between the forces for change and the forces for stability, change would arise when the balance was lost and forces for change overcame the forces for stability (Hughes, 2006). Forces for change can commonly be due to competition, political or legislative changes, new senior management or technological development. Whereas, the forces for stability commonly consist of historical inertia, which is a resistance to change in general, where people want to do things the way they are accustomed to. Additionally, drivers for stability can come from trade unions, and from the organisational culture (Hughes, 2006). Continue reading