evolution of business report

CSR Brief

Jared Linscombe

MGT/426

December 6, 2017

Martin Pay

CSR Brief

Organizations can be responsible for the things that will affect the organization either internally or externally. Corporate Social Responsibility is a processed evaluation that initially aids the companies analyze and understand their responsibility to the society, customers, the surrounding as well as the staff of the organization. Walt Disney Company has grown to be the world largest entertainment and Information Company. In this “CSR Brief” summary, I will summarize Walt Disney Company culture. I will also display characteristics that have given Walt Disney Company the ability to be a learning organization as well as explain how Walt Disney Culture and learning organizational abilities support from a change initiative.

Review & Research

Culture is defined as the way people do things around here. It provides direction, whether intentional or in reality, on the things that should be done, how we should do them and as to why they are done that way. Culture pervades every firm, and it has the power to either sustain or wipe out even the most vital change strategies.

In the aftermath of the latest encounter regarding our organizational process, it was discovered that our organization was in fact utilizing the “Process” change model was it successful? In some ways I can say yes, and in others it was a communicational disaster. I can also truthfully state that having our delegation removed proved to be a lesson in not only humility but in Strategic Change, and once the decision was made the effects were swiftly and without recourse (Serrat, 2017).

Now that there are three other selected delegating agencies that will thoroughly review our departments’ decisions in the above three areas (personnel, contracting, technology). I then realized in that moment, our culture had changed.

My Company’s Ability as a Learning Organization

One may ask how you deal with such a drastic change. Was there a design model during this shift? And because we are all aware that creating a culture consist of various mindsets and attitude and behaviors (Serrat, 2017).

This change became not only a Power Culture but a Role Culture as well. Power cultures are known to be demanding of its leaders and its people within the organization. And the implementation of the Role Culture forced a non-existent collaboration among upper management and its leaders. And by doing so it did not allow a “processing time for staff and employees to process.

Did this Decision Support or Detract from a Change Initiative?

According to O’Connor (2017), “Firms need to change their structure in order for them to be able to accommodate internal expansions as well as have a chance to adjust and adapt to external factors,” I feel that this decision did indeed detract, meaning that everyone became so consumed with the “Power aspect” there was no clear though on the ethics role, regarding their decision and due to much negative press and not being able to “bounce back.” It was recently announced there will be an Organizational Separation, meaning to keep the integrity of its core values they will keep the original name as they break off various departments and units and a new name will be given the remaining departments that will only “assist” in its processes to ensure continued success.

It is important for organizations that are situated at a certain culture to change it to be friendly so that it can meet their needs. It is also important that all the involved parties in the firm be given some roles to play in ensuring that successful change takes place. “So as to attain sustainable and valuable change, those who endorse and take on particular techniques to leadership and change must provide greater ethical clarity...” (O’Connor 2012).

Conclusion

Organizational culture has an important function when it comes to deciding on either changing the organization’s initiative or leaving them the way they are so as to achieve the organizational goals. Having the knowledge about culture, it is mostly important as it helps us to understand what drives change as well as the skills required to attain the objectives of the organization. Understanding the culture also helps us implement change successfully.

Now it is also known that without proper notice, or proper process a major change can cause many negative reactions (O’Connor, 2017). How as a leader do you prepare a smooth and positive “transition” when it comes to cultural or organizational change? And what if in its change it causes more harm than good? At the long last, organizational culture is portrayed in the firm’s policies, values, beliefs, philosophies, ways of leadership and the organization’s attitude as well as the team member’s behaviors.

References

Jacoby, V. L., Subak, L., & Waetjen, L. E. (2016). The FDA and the vaginal mesh controversy—further impetus to change the 510 (k) pathway for medical device approval. JAMA internal medicine, 176(2), 277-278.

O’Connor, P. J., Jimmieson, N. L., & White, K. M. (2017). Too Busy to Change: High Job Demands Reduce the Beneficial Effects of Information and Participation on Employee Support. Journal of Business and Psychology, 1-15.

Serrat, O. (2017). A primer on organizational learning. In Knowledge Solutions (pp. 359-365). Springer Singapore.