Different organizations manage workforce in different ways. Some value workforce indefinitely while others do not. According to Ford, it is very difficult for top management to treat employees as commodities.
He observed how workers were punished when they committed simple mistakes and performed tasks like a machine while they kept silent. This made him comment that “A great business is really too big to be human”. Though Ford was not pleased by how the employees were working, Green (2008) points that a business as an entity cannot exist without workforce
The main feature of personnel management involves coordination within a department as well as collaboration with other units in the organization. Human resource management is a challenging function.
Different personnel have different personalities, and they all have to be catered for by the human resource management. It is up to the human resource management to note the difference between the different employees and make use of those abilities for the personal development of the employees and for the development of the organization as well (Willard & Hitchcock, 2006).
Corporate organizations have different structures that are suited for the management styles of the particular organizations. It is up to management of the organization to determine the organizational structure that would lead to achievement of the mission and vision of the organization, while at the same time ensuring that the human resources are efficiently utilized.
The employees of a company should be made to feel that they are appreciated and valued so as to increase their productivity. One of the ways of ensuring this happens is through establishing of clear roles through an effective and well defined organizational structure (Fisher, 2009).
Nowadays, businesses face more challenging tasks since many of them have been set up and are always coming up with new competitive ways so that they can try and stay afloat of the competition in the market. One of the best ways that has been repeatedly used by businesses is the employee retention strategies by human resource departments.
Once the best of employees have been selected from a pool of applicants, organizations must put effort to ensure that they retain those employees and that the employees remain as highly productive as possible (Florence, Henderson & D’Amato, 2009).
Establishing the best possible organizational structure, hiring and retaining the best employees should be accompanied by the constant renewal of the values, mission and objective of the organization.
Leaders in corporate organizations should make use of management styles such as management by walking around (MBWA) to ensure that the employees on the ground feel valued and to make them feel that leaders are aware of the progress of work and are informed in time of any problems in the organization so that solutions can be found in good time so that focus remains on achievement of the goals and objectives of the organization (Florence, Henderson & D’Amato, 2009).
Development and training helps employees to perform their tasks in an effective manner in translating ideas into products. Business Corporations provides a base for provision of essential human quests. Corporate organizations have been providing a better way of acquiring skills and experiences that can be competitively rewarded in the market.
Thus, it provides a means through which employees can achieve prosperity beyond their expectations, a role which was majorly played by churches and cultures. Overall, creating a corporation structure that is built on capital and talent increases the individual’s ability to create wealth (Fisher, 2009).
Directing and controlling human resources is one of the major tactical tasks in an organization. Human resources in an organization are responsible for making their own congruent decision on all that they see as best for their life. Directing human personnel in an organization should be done in a skillful manner to ensure that the personnel are satisfied to perform their tasks in effective and efficient manner (Galea, 2004).
Poor treatment of employees is one of the major reasons that cause some organizations to develop poor reputations. Corporate organizations should strive to achieve high reputation in their line of business so that they can be able to attract the best and highly qualified employees in an organization. The human resource policies that are established in an organization should clearly indicate and be proof of the commitment of the corporate organization to the quality performance of the employees (Fisher, 2009).
Nowadays, business sustainability is a prime factor in the longevity of business organizations. Consumers are more aware and demanding of responsibility and accountability of organizations to the environment. Most scientists have emphasized about the importance of treating the environment in a manner that will not deplete the available natural resources.
Corporate organizations are encouraged to promote good use, cleaning up and conversation of the environment. Those organizations that are involved in environmental conversation are able to use the same concept in attracting of consumers (Galea, 2004).
Managers should always understand that humans are not machines; hence, they should be handled with a lot of care. Control and directing of the work force should always be accompanied by good communication relationship in an organization. The gap between managers and the workforce should always be minimal to enhance better relationship between managers and employees (Florence, Henderson & D’Amato, 2009).
Managers should handle employee grievances in an effective manner to ensure that employees are satisfied with the managers’ decision. Any action directed to the employees should be put forth in a proper way to avoid complaints and dissatisfaction by employees.
Some managers treat employees as liabilities instead of treating them as valuable assets as they really are. When employees are treated in a humane way, they feel more confident when they approach employers. Such an environment can inspire motivation and creativity which is critical in the organizations (Galea, 2004).
The long term success of organizations is dependent on decisions that managers make in regard to the organizational structure, the mission of the company, the human resources of the organization and the management style used by the manager. A lot of time should be spent on the organization and the relevant tools that are needed in running the organization so that it survives in the long run and not just in the short term (Florence, Henderson & D’Amato, 2009).
Different leadership models affect the organizations success in different ways. Managers should always use different leadership styles which could enhance organization success. Human effort to control institutions should be made through decision making and giving room for challenges. Employees do not fixed thoughts and emotions that guide them, but they should be treated in different ways because that is one of the ways of increasing their productivity at the workplace and increasing their morale (Holden, 2007).
Large numbers of leading organizations in Japan, China, US and Europe have had an increasing commitment to the future growth and sustainability. They have been launching different programs to enhance social and environmental performance of their products facilities, processes and services (Holden, 2007).
One of the greatest challenges facing the companies is the way of tracking their progress and communicating it to the employees and other business stakeholders. Opportunities for growth are coming up indefinitely. Future business sustainability depends on how business leaders will use the necessary information available to them in anticipating for the future growth and sustainability (Galea, 2004).
For businesses to remain competitive in the global market, they should come up with strategies that put them on top or afloat of the existing competition in the market.
Businesses should also ensure that the strategies that they come up with are solid so that they are sustainable in the long run and they lead to long term success and presence in the market. Successful businesses recognize that the strategies or tact that they come up with reflects on their integrity and therefore, determines the kind of consumers that they attract and or retain (Holden, 2007).
Organizations should acquire the skills and tact of experienced managers who are ready to work hands on to ensure long term goals are achieved and that the missions and objectives of the organization are implemented in a manner that promotes long term sustainability of the organization (Holden, 2007).
Most business leaders lack the foresight to anticipate the future making it difficult for them to develop future organizational strategy to solve the adverse changes in market demand. Addressing the future market demand has been a great challenge to the business leaders in developing their strategies for the long term business sustainability and future growth due to the increased emergence of new entrants in the market which could pose a threat to the business (Galea, 2004).
Customers have also become more rational than before, thus, sustaining the market share in the market becomes a great challenge to the business. New entrants compete extensively with market leaders by offering products at reduced prices to attract potential customers. This action has resulted in unpredictable changing profits for businesses. Some companies have had their post tax profits decrease below an average estimated rate.
Environmental pressure and global change in population has posed threat to the business leader’s success in sustainability. These pose organizational challenges that leaders should tackle for organizational success to be achieved (Willard & Hitchcock, 2006).
Leaders require clarity in articulating the vision and making a clear picture for the future. The right amount of capital should also be made available to leaders so that they can carry out the necessary organizational objectives that are necessary for the organization to run and achieve long term sustainability (Willard & Hitchcock, 2006).
Business leaders are therefore, required to lead their business with confidence and have courage in taking a stand. Different environment variables should be expected and prepared for. For example, Motorola Company has been experiencing global changes challenge. The company has however been trying to remain competitive in the industry through provision of new innovative equipment as a technology company.
Good business leadership is one of the most important factors that are necessary for an organization to remain in the market even when the competition gets very stiff. An effective leader in an organization should ensure that he or she motivates the employees to raise their morale and positively impact their productivity (Philip, 2010).
Future growth and sustainable growth depends on organizational leaders’ ability to anticipate changes, embrace social responsibility, demonstrate leadership and exercising and use of their talent power to the maximum. In terms of corporate social responsibility, corporate organizations’ leaders should organize events that portray the organizations as being responsible and accountable of the contribution of the environment to their performance (Willard & Hitchcock, 2006).
For example, companies could organize to have tree planting events in areas that have been identified as prime for tree planting by the government. The organization could also pay company participation fees for employees to take part in marathons that have a theme that helps members of the community such as heart and eye surgeries for those that can afford the surgeries in the community (Nurdin, 2008).
Business environments have changed to being global. More networking and cross culture leaders and employees are present in markets. Leaders in corporate organizations should indeed look for the best ways of encouraging the workforce in a collaborative and creative manner. An environmental impact makes it difficult for the business market demand to be sustained, hence, the organization should ensure that it uses the correct skills and talent to help translate new demand forces to skills requirement.
If the talent becomes more competitive, it becomes difficult for the business to retain the potential people in the organization. Therefore, organizations should maintain high levels and standards of performance so that they remain competitive to employees (Tittel, 2000).
Funds are needed in organizations for many functions including the financing of initiatives and projects training of employees. This requires transferring investment funds to construct a road for knowledge and management skills. An increase in the rate of baby boomers exiting the workforce impacts the business talent pool. The business leaders should ensure that they maintain the organizational talent to enhance business growth and sustainability in future (Willard & Hitchcock, 2006).
Business leaders have been cited as not working extra mile in sustaining the top performing employees thus, having difficult in building the competitive strategy which would enhance the organizations existence in the market.
Raymond, (2010) argued that innovation is very crucial in an organization as it equips employees with new ideas which are very crucial for successful business growth. To some leaders measuring sustainability performance in relation to the business process has been a big issue in determining the path that should be taken for the success of their organizations.
It is necessary for business leaders to have sustainability performance measurement methods which could help them determine their business performance and level of sustainability. Business leaders and mangers can use performance results to make changes to the organization strategic plans to ensure sustainable performance is achieved in an organization (Raymond, 2010).
Corporate organizations’ leaders have the challenging task of being on the lead in promoting sustainable use of resources in the environment by reducing waste and pollution to the environment. Employees that are hired should be aware of sustainability not just in environmental perspective but also in economic and social fields.
If and when employees understand and appreciate the vision of an organization, they are more likely to be committed to the achievement of that organizational objective. Organizational structures that are established and implemented should reflect the need and objective of the organization to stay in the market in the long run.
References
Fisher, D. (2009). Corporate sustainability planning assessment guide: a comprehensive organizational assessment. Washington DC: American Society for quality press.
Florence, S, Henderson, S & D’Amato, A. (2009). Corporate Social Responsibility and Sustainable Business: A Guide to Their Leadership Tasks and Functions. New York, NY: Center for Creative Leadership
Galea, C. (2004).Teaching Business Sustainability: From theory to practice. London: Greenleaf publishing.
Green, C. (2008).Entrepreneurship: Ideas in Action. London: Cengage learning.
Holden, E. (2007). Achieving sustainable mobility: everyday and leisure-time travel in the EU. Canada: Ashgate publishing.
Nurdin, G. (2008). International business control, reporting and corporate governance. Oxford: Elsevier.
Philip, S. (2010). Sustainable Growth in a Post-Scarcity World: Consumption, Demand, and the.Canada: Gower publishing ltd.
Raymond, W, Y (2010). Sustainable economy: corporate, social and environmental responsibility. London: World scientific publishing company.
Tittel, P. (2000). Ethical issues in business: inquiries, cases, and readings. Canada: Broadview press.
Willard, L & Hitchcock, D. (2006).The business guide to sustainability: practical strategies and tools for Organizations. London: Earthscan publishers.