Question

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. Express your view with theoretical explanation for the following:

a) Write a note on Larry Griener’s Model and explain how it is implemented for realigning and refocusing the people related objectives of an organization
b) Why organizations must consider CSR (Corporate Social Responsibility) as an strategic alternative? Apply the triple bottom line concept to an organization of your choice and analyze the strategic intent of the selected organization by using the CSR six stage process.
c) Explain with examples how pay variations and broad banding can we be effectively used as a total rewards external and internal key driver.

Answer 1

Organizations experience a few stages as conceived, developing, development and demise like each living creatures. Anyway association can be immortal in opposition to live living beings in the hypothesis. For immortalizing their lives, organizations need to oversee organizational development process successfully in the hyper rivalry period.

Larry Greiner Organizational Growth Model Organization scholars developed models attempting to explain organizational development stages. Larry Greiner's article named "Evolution and Revolution as Organizations Grow" is the most valuable one and is acknowledged as a classic. Moreover, also Kaplan and Johnston modeled organizational development from the evolutionary and revolutionary measurements . Greiner suggest that dissolution of each revolution time interval decides if association will show up to next evolution stage or not. Simultaneously, finalization of development stages cause to emerge of the executives emergencies belonging to each stage. Greiner analyzed organizations' development circumstances in five primary measurements.

Larry Greiner Organizational Growth Model comprises of five stages and each stage has two measurements. First measurement is evolutionary measurement in which organizational development is stable and calm, another measurement is revolutionary measurement in which each stage triggers other stage.

Association goes to the breakpoint while accumulations and strains in a single stage is calm, and revolution is made to cause radical changes in organizational structure. As indicated by this model, each structure is valid for a particular timeframe and organizational change triggers radical structure changes. Changing organizational structure solves the problems in that time, and gets ready framework fortification he problems may happen later on.

Organizational structures in organizational development procedure can adjust to new circumstances during passing new stages. These association structures; Informal Organization Structure, Centralized-Functional Organization Structure. We will attempt to analyze organizational development reflections on organizational structures which happens during development process.

The examination is a qualitative exploration. Semi organized meeting strategy and substance anaylsis were utilized in this qualitative exploration. In this investigation, as one of contextual analysis strategies, strategy was picked. Semi organized meeting strategy was applied to officials. Information proposed for association development applications, the subject of the examination, was attempted to be gotten. In content analysis, records, movement reports about periods of administrations' establishment to now, and information from the board continuing handbooks were analyzed.

Primary imperative in the examination is there is no empirical investigation on organizational development from the point of view of association life cycle in our literature. Moreover, officials didn't reply a few inquiries by tolerating them as an organization mystery.

Larry Greiner's Organizational Growth Model Applications has impact on association culture and association culture as per association life stages. As indicated by these stages an association structure in newly established association experiences stages arranged by; informal association structure, centralized-functional association structure,, network association structure. Simultaneously, association cultures in this stage are; business person power culture, role culture, professionalism-institutionalism-process culture, bolster culture and collaboration culture.

In the examination, by mentioning objective fact talk with archive analysis explores it was discovered that, sample has passed initial four stages and now in the fifth stage in organizational structure changes formed by stages at Greiner Organizational Gowth Model applications. In the wake of mentioning objective fact talk with archive analysis explores it was discovered that organizational structure in this stage has natural association structure qualifications comprising of framework organizations.

Answer b :

By and large the Corporate Social Responsibility is the voluntary efforts of businesses to incorporate social and environmental concerns into their overall activities and relations with stakeholders and its noble steps towards socio cultural, environmental upliftment.I think each and every organization must consider and working towards CSR.In current scenario how the companies manage their business processes towards positive impact and betterment society.Strategically organizations take steps towards CSR that in favour of larger interest social values and issues rather earning profits.Mainly organizations are the CSR activity in terms of philanthropic , environmental conservation, diversification and equality of labor practices and volunteerism.Now CSR embarked upon that keeping company's image high and building strong brand.Social reasonability is the power of empowering the employees to leverage the corporate resources to do good and noble one.By encouraging formal CSR that helping to boost employee morale and lead to deliver the better productivity. If strategically working towards CSR then organization gained many positive things like strong brand recognition, best business reputation, increasing customer loyalty and sales, better financial performance to save operating costs, attract best talents and retain.Yes I strongly believe that CSR is the strategic alternative to follow and maintain.In result fostering the voluntary efforts of businesses to incorporate social and environmental concerns into their overall activities and relations with stakeholders, stakeholders are could be anybody. So CSR is the primary a strategy of large corporations and interests.

So if we can see the triple bottom line concept to an organization that every organization aim for Profit, People and Planet.Every organization must look into these things.By virtue of CSR working for the three Ps, must go through some processes like :

• It starts from within(like charity begins at home) implies that empowering the staffs to volunteer and culture. Research has shown that volunteering is one of the best ways to improve employee engagement and job satisfaction which leads to increased productivity and reduced sick leave.
• Collaboration ration that indicates the greater reach of supply chain to the partners regionally and nationally.So the main reason which resonates with your supply chain and invite partners to collaborate to have a greater impact on society and tackle them to greater cause of poverty, deprivation, homelessness, loneliness and green initiatives can only be seriously helped if we work together.
• Motivation and Inspiration the impact of CSR that combined the actions towards the community through website, social media, videos, blogs and, if relevant, in-store messaging to share the story. Invite customers to volunteer side by side with the staffs.
• Find the fit that raise the awareness and help identify a good fit by inviting customers to vote for the project they would like to see supported the most, either online or in store.
• Celebration and Promotion,at the end after fully processed the CSR then the organization reached the goal and celebrate this among the staff and promote in larger interest of the society.

Answer c :

Pay variations or pay broad banding that reduce the awareness of external market salary rates or structure, leads to lack of promotion within the organization and it allows to increase pay structure and offering more and more opportunities for training and development without promotion.If we can analyze from other angle of disadvantage the it allows to reduce employee promotion, decrease pay rates, and reduce managerial flexibility of work assignment.The internal co-values of this to compare the pay between the people in same organization as well as outsider externally. In variable portion of sales compensation determined by employee performance. When employees hit their goals and achieved the target, variable pay is provided as a type of bonus, incentive or commission.

In conclusion that the pay variation and broad banding that have great impact on employee as well as the productivity of organization internally and externally.

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