Week 4
.docx
School
University of the Cumberlands**We aren't endorsed by this school
Course
BADM 652
Subject
Management
Date
Jan 14, 2025
Pages
5
Uploaded by JudgeMorning4659
Sandesh ChaliseStrategic ManagementUniversity of the CumberlandsBADM652: Strategic Organizational DesignDr. Christie OliverSeptember 19, 2024
Chapter 7: Designs for Social Impact: Dual-Purpose Organizations, Corporate Sustainability, and EthicsOne of the most significant concepts from Chapter 7 is the idea of dual-purpose organizations. These organizations seek to balance both profit and social missions, creating value for shareholders while also addressing societal challenges. This dual mission presents a complex balancing act between commercial logic—the drive to generate revenue—and social welfare logic—the commitment to addressing social and environmental issues. The challenge for such organizations is to avoid mission drift, where too much emphasis is placed on profit at the expense of social goals. One important mechanism for maintaining this balance is through legal structures, such as benefit corporationsand B corporations, which legally mandate a focus on social and environmental goals in addition to financial profitability.Another key concept is the triple bottom line, which encourages organizations to focus not just on financial performance but also on their social and environmental impact. This approach aligns with broader corporate social responsibility (CSR) strategies, which emphasize the importance of ethical behavior and sustainability. Organizations that embrace CSR initiatives, such as the green movementand conscious capitalism, recognize the importance of creating shared value for all stakeholders, including employees, customers, and the broader community. The chapter also highlights research suggesting that employees are more satisfied and loyal to companies that are committed to social responsibility. This indicates that organizational ethics and sustainability are becoming integral to attracting and retaining top talent (Daft, 2021).Chapter 8: Manufacturing and Service TechnologiesChapter 8 focuses on how technology shapes organizational design and processes. One of the most important frameworks in this chapter is Woodward's model, which classifies manufacturing
technologies into three categories: small-batch, mass production, and continuous process production. These categories represent varying levels of technical complexity, which significantly affect how an organization is structured. For example, small-batch production tends to require a more organic, flexible structure, while mass production, due to its repetitive and routine nature, is best supported by a mechanistic, hierarchical structure.The chapter also introduces the concept of smart factories, which represent the future of manufacturing. These factories leverage advanced technologies such as artificial intelligence (AI), robotics, computer-aided design (CAD), and computer-aided manufacturing (CAM)to create highly efficient, flexible production systems. Mass customization, enabled by these smart technologies, allows companies to meet individual customer needs at scale, providing a competitive advantage in today's market. Additionally, service technologies differ from manufacturing technologies, as service organizations rely heavily on high levels of interaction between employees and customers. Service firms often adopt more decentralized structures to respond quickly to customer needs and maintain flexibility. Understanding these technological distinctions is critical for organizational design and achieving operational excellence (Daft, 2021).Graduate-Level ResponseEmployees tend to be happier working for companies that offer opportunities to contribute to environmental sustainability for several reasons. First, aligning with sustainability initiatives provides employees with a sense of purpose. Many workers today, especially from younger generations such as Millennials and Generation Z, are highly motivated by the opportunity to make a positive difference in the world. By contributing to environmental sustainability, employees feel that they are part of something bigger than themselves, which enhances their
sense of personal fulfillment and engagement in their work. This connection between personal values and organizational goals fosters a stronger commitment to the company and its mission.Second, companies that prioritize sustainability often promote a culture of innovation, inclusivity, and collaboration. Sustainability requires creative problem-solving and a forward-thinking approach, which can lead to more dynamic and stimulating work environments. Employees in such environments are likely to experience greater job satisfaction because they are not only challenged intellectually but are also supported in their efforts to contribute to meaningful, long-term change. Moreover, companies with strong CSR programs tend to offer more opportunities for employee involvement in sustainability initiatives, whether through volunteer programs, green practices in the workplace, or roles that directly impact the company's sustainability goals. This fosters a greater sense of community and belonging among employees.Third, research shows that employees are increasingly looking for employers whose values align with their own. When a company demonstrates a strong commitment to sustainability, it signals to employees that it is an ethical and responsible organization. This, in turn, enhances employee trust and loyalty, as they are more likely to believe that the organization cares not only about profit but also about the welfare of its workers, society, and the planet. Such alignment between personal values and corporate ethics is a powerful motivator, leading to increased job satisfaction, reduced turnover, and higher levels of engagement.Finally, working for a socially responsible company can lead to positive psychological outcomes for employees. When employees know their work contributes to the greater good, they often experience higher levels of pride in their work and organization. This sense of purpose and pride translates into increased motivation, better performance, and an overall positive workplace
culture. In sum, by aligning organizational practices with environmental sustainability, companies can significantly enhance employee happiness, engagement, and retention.ReferencesDaft, R. L. (2021). Organization theory and design(13th ed.). Cengage.