The main purpose of this article is to focus on the key issues that concern the assumptions of ethical management especially involving human resources. Considering behavior as a key element in establishing a common business culture among members of an organization, this discussion shall be related to the actual case being handled by SOS Leadership Institute, the business in focus.
The key question that the author is addressing is “how does organizational behavior improve organizational culture and reputation”. The article considered herein would like to support the ideals of SOS Institute as an organization dedicated to developing competency of employees based on behavioral realignment. Organizational behavior is considered by the SOS Leadership Institute as a key source to organizational progress especially in relation to developing performance accuracy among women. Being an institute dedicated to improving the performance of the women in business organizations, this institute aims to empower the feminine force in particular business groups. Nevertheless, not all organizations believe that they do need such assistance especially in relation to changing the behavior of their people. Women, considered as regular members of the employment force, organizations feel that they do not have any extra responsibility to the feminine force in giving them the power nor the support to be able to give them the chance to work according to the expectations that are placed upon their shoulders. The dilemma of SOS Leadership Institute is then related to the desire of helping organizations understand their course of process and the role that they take in improving the function of women in business organizations at present. With business administrators understanding such value to be less important to the function of their organization, it would be very hard to convince higher authorities to consider the services offered by SOS.
The most important information in this article is that the ethics of managing change especially in the pattern of behavior of the employees who are considered as particular members of the group as it functions as a unified entity is a part of the major company responsibilities of administrators (Drenhardt, 2008). Perhaps it would help to impose that there were several studies in relation to the psychological behavior of employees specifically relating to the capacity of the entire organization to complete the tasks that are expected of them to give attention to. Understandably, it is essential for the administrators to understand that it is their ethical responsibility to their employees [regardless of their gender] to give them a sense of accomplishment thus allowing the people to learn from work and from the procedures of change that they undergo while working for the organization. Communicating about this matter specifically to their target clients could then be handled through providing administrators with the necessary information they need to understand in relation to summing up the responsibilities they have towards their employees especially relating to improved learning systems connected to developing the behavioral aspect of the individuals involved in the process.
The main inference in this article includes the fact that organizations at present do not actually realize the vital need of providing support to their employees especially to the feminine members of the force. Notably, it could be understood that somehow, the approach of SOS in giving information about the vitality of their function in the organization’s capacity to strengthen the backbone of their business through empowering the employees could help them get the attention of the modern business organizations at present.
The key idea we need to understand in this article is that according to McKendall (1993, as quoted by Denhardt, 2008, 407) change in organizations is a planned process that administrators specifically give attention to especially connected to the desire of improving or developing the function of the entire organization and its members. Considering that it is through this process that companies are able to respond to their role towards their employees as sources of self-development and self-learning, organizations would begin to recognize the actual need to accomplish development of organizational behavior through the services that SOS provides.
The main assumptions underlying the author’s thinking is that investing in the people is what makes organizational change and development worth it. Relatively, organizations intend to make a distinction on how to use the actual powers of their people. Considerably, it could be understood that there are instances that administrators should be reminded that the real power of their organization lies on the capacity of their people to perform well and according to the expectations of both the people and their colleagues in the business.
If we take this line of reasoning seriously, the implication on giving the administrators a notable reminder that it is only through this approach that they would be able to get the best out of their employees is expected to make the role of SOS more evident and important to most organizations at present. According to Denhardt (2008), the culture of the organization plays a great role on how the people are able to function as one (408). Making a distinctive impact on the process of thinking of the administrators is the key source of marketing and campaign that SOS needs to promote their name and their services at the same time.
Overall, the main point of view presented in this article is dependent on the words of Denhardt (2008) which implicates that the case of SOS Leadership Institute and their desire to affect organizations is dependent on changing the attitudes of the administrators on the matter of investing on their people. Overall, helping the administrators see their people as investments that could withstand challenges through time is a key source of confidence that the SOS needs to be able to gain the confidence of the organizations they are aiming to serve and the employees they are aiming to help. In relation to this case, it could then be realized that the article analyzed is strong especially in imposing that change is an important element of organizational development, hence should not be set aside by administrators.
In application, it could be realized that most often than not, organizational administrators forget that their people are their organization’s backbone. This is the reason why they do not want to spend so much on learning or improvement programs that would design a particular process for their people to follow to develop a good culture of performance at work. Understandably, through changing this general belief among administrators and helping them see the real function of good development programs for their employees would give SOS an edge in providing the best service that the organizations at present actually need to be able to accomplish both growth and progress through gaining more empowered employees. Both men and women ought to be given the chance to perform properly at work hence becoming assets rather than liabilities for the organizations they work for.
Denhardt. (2008). Managing Behavior in Public and Non: Public Organizations: Ethics on Managing Change. http://www.sagepub.com/upm-data/27196_406.pdf. (Retrieved on June 4, 2013).
SOS Leadership Institute Website. Developing Leaders that Make a Difference. http://www.sosleadership.com/. (Retrieved on June 4, 2013).