Management And Administration Coursework Example

Management and Administration in Organizations
Name
Institutional Affiliation
Management and Administration in Organizations
-14605318135Lewin’s Change Model
Lewin’s Change Model
Question 1
People resist change for various reasons with the important ones being the loss of control in a situation in addition to the uncertainty of the change prospects. Other concerns include past experiences with change and the surprising impact when they are not prepared for the change. Besides, change causes everything to be different thus pushing the individuals out of their zones of comfort. The author concludes that change may also be feared because of the perceived ripple effect that includes an increase in the workloads.
Kurt Lewin introduced the three-step change model in 1951 with the steps of un-freezing, changing and re-freezing (Kritsonis, 2005). I have had experience with the change model in which the management employed the process of unfreezing to prepare the employees for change while communicating the need for the change. After unfreezing, the change process involved developing new routines and processes through implementing the change and stabilizing the outcome. The final re-freeze process was a follow-up to assess the outcomes.
-15875281305Corporate Social Responsibility
Corporate Social Responsibility
Question 2
The initiatives employers integrate towards community building constitute corporate social responsibility. The measures often include improving the health and welfare of the society, particularly the marginalized individuals.

Some measures I have witnessed by my past employers towards corporate social responsibility include the production of safe and affordable commodities for the society (Werner, 2009). Also, the organizations participate in creating public awareness through public education on health and nutrition, in addition to supporting the development of physical as well as institutional infrastructure for the community.
-17780285115Pay for Performance
Pay for Performance
Question 3
Performance-based compensation operates on the assumption that the primary motivation for work is monetary rewards. While the system is successful in the organization with clearly defined measures of performance, it presents a challenge in the public sector that includes aspects of education, crime, and welfare, that are often qualitative rather than quantitative (Solomon, & Podgursky, 2001).
Other issues that arise in the pay for performance system include the outcomes such as competition among the workers in place of collaboration for improved productivity. Also, the workers develop a bias in their attention to organizational duties as their preference shifts towards the highly productive ventures in the organization that also have immediate, measurable outputs.
-22860325755Unionization
Unionization
Question 4
Unionization has both positive and negative implication to the public and private sector employees as well as their productivity. The effect is palpable in the public sector which has a high representation of members of various unions (Soylu, & Singh, 2017). Therefore, the advantages and disadvantages of unions towards productivity are highly evident in the public sector.
Conversely, the positive outcomes of unions for the productivity of the organizations include the impact of unions on organizational aspects such as Apprenticeship in addition to the training methods and promotion policies of the workers. All these aspects together with the contribution of unions towards payment systems and work organization improve the motivation of the workers, which is a crucial aspect of productivity.
However, while unions infringe on organizational aspects such as promotion which in unionized organizations is on seniority rather than merit, the outcome is dissatisfaction in the workforce. Further, monopolization of unions has the outcome of driving up the wages in the organization and hampering the introduction of high-performance work practices by the organization with the outcome of low productivity.
References
Kritsonis, A., (2005), Comparison of Change Theories, International Journal of Management, Business, And Administration Volume 8, Number 1, 2005
Solomon, L. C. & Podgursky, M., (2001), The pros and cons of performance-based compensation, Milken Family Foundation, Columbia
Soylu, A. & Singh, P., (2017). Union Effects on Employee Performance and HRM Policies. Ergonomics International Journal 1(1): 000105, Cameron University Lawton, OK, USA.
Werner, W. J., (2009). Corporate Social Responsibility Initiatives Addressing Social Exclusion in Bangladesh. Journal List J Health Popul Nutrv. 27 (4); PMC2928098: pages 545–562.