Leadership and Business Process Change

This assignment delves into the crucial role of leadership in driving effective business process change. It examines various leadership theories and their application in organizational transformation contexts. Students will analyze the challenges leaders face during process redesign and explore best practices for navigating these complexities. The assignment encourages critical thinking about the influence of ethical considerations, emotional intelligence, and global perspectives on leadership in facilitating successful business process change.

Running head: LEADERSHIP IN BUSINESS
Leadership in Business
Name of the Student
Name of the University
Author Note

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Table of Contents
PART-A...........................................................................................................................................2
Introduction..................................................................................................................................2
Reasons behind the need for organizational changes in business enterprises.............................3
Organizational Changes...............................................................................................................5
Types of Organizational Changes................................................................................................6
Incremental Change.....................................................................................................................7
Technical Change....................................................................................................................8
Common Areas where changes can be brought by the managers...............................................9
Conclusion.................................................................................................................................11
PART-B.........................................................................................................................................12
Introduction................................................................................................................................12
Causes of failure of leadership in commercial organizations....................................................13
Case Studies:..............................................................................................................................18
Satyam Computers:................................................................................................................18
Leadership Failure:................................................................................................................19
Alibaba:..................................................................................................................................19
Leadership success:...............................................................................................................20
References......................................................................................................................................21

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PART-A
Introduction
The contemporary business environment in the global scenario has been becoming
increasingly diverse, competitive and complicated across the world. The contemporary
commercial scenario has been experiencing a huge dynamics both in terms of their structure as
well as in terms of the operational base and clientele (Qaisar & Khawaja, 2012). The
phenomenon of Globalization, which is an integration of the economic, cultural and social
aspects of the different parts of the world, also contributed significantly in changing the business
structure in the global scenario. With a more interconnected global forum, the number of players
in each of the industry has increased significantly, as now the consumers have access to both
domestic and internationally produced goods and services. Thus, the business world has become
hugely competitive (Baylis, 2016).
The technological innovations and continuous progress has added to the dynamics in the
organizational structure of the business considerably as the firms go on adapting new
technologies in order to improve their productive efficiency as well as to reach out to different
genres of clientele across the world. This, in its turn, increases the competition in the
contemporary commercial situations (Popescu, 2013). Given this scenario, it becomes absolutely
necessary for the business institutions to make their organizational management dynamic by
implementing appropriate organizational changes to make the business organizations more
competitive and adaptive to the new business environment prevailing in the global scenario
(Craig & Campbell, 2012).

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The assignment takes into account the aspect of the need for organizational changes,
especially by the small or the traditional business organizations to adapt and survive in the
fiercely competitive global commercial scenario. The changes are required to cater to the
increasingly changing clientele, diverse demand structures, dynamism, and specialism in the
market. The assignment tries to analyze the causes behind the need for such changes and also
discusses the ways in which the business organizations can implement the changes in their
organizations so as to make their organizations fit to compete in the industry in the international
scenario (Sekaran & Bougie, 2016).
Reasons behind the need for organizational changes in business enterprises
With the global economic scenario constantly undergoing changes in structure,
demography and methods of operations, there arises several reasons for which changes are
needed to be implemented in terms of the organizational structures of the commercial
enterprises. The primary ones are discussed as follows:
Change for the sake of change- The main reason behind the implementation of any kind of
organizational changes in the business institutions can be the changes in the overall commercial
framework in the international scenario, with time, which makes it a continuous challenge on
part of the institutions to maintain their profitability and long run prospects (Benn, Dunphy &
Griffiths, 2014).
Identification of new opportunities- With the change and constant variations in the demand of
the consumers and the innovations in every aspect of the commercial scenarios, there arise new
types of opportunities in the organizations to expand their area of operations by modifying

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according to the need of the situations. This may help them by improving their long-term
adaptability and prospects in commercial aspects (Fortune.com, 2017).
Technological innovations-The world is continually undergoing technological innovations,
which has considerable implications in every sector of the countries, including the industrial and
commercial sector of the global economy. Therefore, it becomes increasingly essential on part of
the commercial enterprises, to incorporate this aspect in their operational framework (Halkos &
Bousinakis, 2012). To stay in the competition and to earn an edge over their rivals, the business
organizations need to be aware of the changes and improvements in the technological aspects
relevant to their operational requirements. If an organization fails to adopt the new technological
changes, it may result in loss of opportunities for the organization and may in the long run have
negative impacts on the same in terms of efficiency, competitiveness and long term profitability
(Carlsson, 2012).
Internal and External Pressure- With the changes in the overall business environment, the
management and employees in the workplace often exerts pressure for change in the concerned
organization, which are of internal in nature. On the other hand, pressures also come from
external sources, which include the demands of the customers, the changes in the clientele,
changes in the regulations of the governments, dynamics in the financial markets and others.
These internal as well as external pressures collectively result in the changes in the
organizational behavior in those commercial enterprises (Stacey, 2016).
Planned Abandonment- Change being the only constant in the business environment in the
global scenario, with respect to time and requirements of the then situations, the enterprises often
need to replace their traditional processes, production methods and even goods and services that

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they offer to their customers (Cameron & Green, 2015). This is required to keep the company
surviving in the continually increasing competitive commercial environment. For the purpose of
this planned abandonment, organizational changes are extremely important and for that, proper
strategies are to be taken by the commercial enterprises.
Keeping the above requirements in mind, it becomes evident that with the constantly
changing and modifying environment in the commercial scenario, it becomes necessary for the
business organizations to implement changes in the organizations to increase their long term
effectiveness and efficiency. However, these changes are not simple or easy to design or
implement and requires more than just planning for the same.
Organizational Changes
Organizational changes, in the contemporary periods, require significant emphasis on the
humane factors present in these aspects. Organizational changes, by the term itself, refers to the
reviewing and modifications of the management and business structure of a commercial
organization, including the changes which are required in the production process of the company
such that the company can adapt to survive against the continually increasing competition and
gain an edge before the bigger competitors (Sikdar & Payyazhi, 2014). However, changes in the
organizational structures are not stagnant or one time as complacency in the business
organizations may lead to withering out of the successes achieved from one time organizational
change. Thus, it is evident that organizational change in the business institutions is a continuous
process, which can be of different types, which are discussed in the following sections.

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Types of Organizational Changes
A business organization can undertake changes, to adapt to the changing commercial
scenario in the global framework, to increase its long term productivity and prospects and these
changes can be broadly classified into three categories depending upon the nature of the changes
and the domain under which these changes are undertaken (Burke, 2017). These categories of
organizational changes are discussed as follows:
Re-engineering of the business processes- One of the major organizational change types
which are most commonly implemented in the business enterprises is the re-engineering the
process of businesses. The business re-engineering process, as a concept, first came into
existence in the 1990s and it fundamentally emphasizes on the fundamental aspects of the
workflows and the mechanisms, which exists within the business organization (Harmon, 2014).
This type of changes help in facilitating the fundamental changes in the company, regarding their
basic work structure, which targets the improvement of the customer services, cost efficiency
and competitiveness keeping in consideration the international competitions, which keeps on
increasing with the changes in the global business structures (Cummings & Worley, 2014).
This type of organizational change helps in radical restructuring of the business
organizations by emphasizing on the core business procedures of the companies. Generally, a
business comprises of a set of logically linked operations, which cumulatively work towards the
maximization of the profit of the organization itself. In case of such situations, where the
external as well as the internal environment of the business requires remodeling, the managers or
the leaders in any business opt business process re-engineering. This is mainly done ensure a
holistic recreation of the commercial operations in place of random iterative changes, such that

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the entire commercial operational scenario becomes fit for survival in the changes environment
(Morgan, 2013).
This process has been till now implemented by many of the global commercial organizations, as
can be seen in the 1990s’ Fortune 500 companies, where nearly 60% of the member companies
either already initiated the process or were planning to do so in near future.
Incremental Change
The former type of organizational change refers to a wholesome planned method of
changes, which are cumulatively introduced in the business scenario in a pre-planned way.
However, often situations arise in the business world, which are completely unanticipated by the
managers of the commercial organizations. In such cases, the managers of the organizations can
introduce another type of change, known as the incremental change (Gillon et al., 2012). This
type of organizational change includes a combination of many small and gradual changes, which
are often unplanned and designed abruptly to combat unanticipated situations to the project. The
incremental change is mainly applied in the commercial organizations, which needs to constantly
go on updating themselves to be at par with the rapidly changing economy in the global
framework (Eccles, Perkins & Serafeim, 2012).
One of the most appropriate examples of incremental change in business organizations is
the global knowledge giant, Wikipedia, the online encyclopedia, which constantly keeps on
updating itself bit by bit, with new information in every aspect flowing in from different parts of
the world every day. For this purpose the site always need to implement small changes gradually,
which fall under the domain of the incremental changes. This is also applicable in those
organizations, which make many varied products, like the manufacturing companies which make

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thousands of small parts of a car. In such cases, the managers of the company can implement
incremental changes in their organizations in order to stay in the constantly changing dynamics
of global competition by decreasing the cost effectiveness and increasing their efficiency
(Kuipers et al., 2014).
Technical Change
One of the primary factors in which there are constant dynamics, which in turn affects the
operations and profitability of the commercial organizations is the technological innovations,
which keeps on happening continuously and which also, have significant implications on the
operations, productivity and profitability (both short run as well as long run) of the firms. Thus,
another type of organizational change, which is often implemented in general in the business
organizations by the managers is the technological change (Brown & Osborne, 2012).
The technological change in a business organization, refers to the changes in the process
in which the business operates, by implementing inventions, innovations and diffusion of
technologies which are relevant the industry itself and which helps in increasing the cost
effectiveness and competitiveness of the concerned firms. The term “technological change” with
respect to the commercial enterprises all over the world, can be said to be similar to the concept
of the technological development or up gradation, which makes operating on part of the
commercial organizations easier or cheaper. This is based on better technology or more
technology being integrated in the existing framework of the operational methods of the
commercial enterprises (Frame & White, 2014).
Thus, it can be said with reference to the above-discussed types of changes that a
business organization is always subjected to some sort of change or other, in their operational

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framework. This has to be done by them, to stay in the competition and to get a competitive edge
over the rivals in the same industry, both in the domestic as well as in the international domain of
business.
Common Areas where changes can be brought by the managers
The organizational changes in the business enterprises depend on the nature of the
organizations, their clientele, the goods and services the organizations offer and the domain of
industry under which they fall. There are in general several common areas in almost all the
business organizations, in which they can implemented changes so as to improve their
effectiveness with the continually increasing dynamics in the commercial world (Forbes.com,
2017). These include the following areas:
 Mission- The mission of a company shows the basic objective with which the company
starts operating in the market. With time, the objectives of the companies also change in
order to adapt with the changing business atmosphere, which in turn leads to implement
organizational change in the mission of the company itself.
 Strategy- The managers of the commercial organizations often implement changes in the
strategic framework of their organizations in order to respond to the dynamics in the
market in which they operate as well as to stay ahead of the competitors who also
constantly keeps on innovating and adapting to the new dynamics in the economic
scenario (Carayannis, Sindakis & Walter, 2015).
 Operational Changes- The structure and hierarchies in the business organizations have a
huge implication on how the organization operates in the commercial environment.
Therefore, this area remains a common arena to implement changes and the managers of
different commercial enterprises keep on changing the structure of hierarchy in the

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enterprises, depending upon the need of the situation. Often new posts are created and
existing posts are modified or nullified depending upon the need for the particular post
and the responsibilities bestowed upon them.
 Technology- As discussed above, this is one aspect in the commercial organizations,
especially in the commercial enterprises, which has to be always monitored constantly
due to the constantly changing technological framework in the global scenario, which can
be highly attributed to the innovations which constantly keep on coming. Many managers
give immense to technological organizational changes in order to increase the
effectiveness of their organizations (Davenport, 2012).
 Employees and Management- With time and continuous dynamics in the world of
commerce, it is of utmost importance for any commercial organization to keep on
improving and augmenting the skills and productivity of the employees who are working
in these organizations. This, if not done, from time to time, may lead to stagnancy of the
employees, which in turn leads to decrease in the productivity and long term prospects of
the companies, thereby decreasing their sustainability in the face of the fierce
competitions. The management of the companies are also subjected to change, in terms of
structure and mode of operations. This is primarily because management of any
organization have the responsibility to run the organization effectively and if the
management becomes stagnant and outdated in terms of operations, then that can have
immense negative implications on the health of the company itself in the long run and
thus changes are mandatory (Jeston & Nelis, 2014).
 Culture- Work culture in any organization, especially in business enterprises contribute
to the productivity of the employees and thus in the productivity of the organization

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themselves. With time and an ensuing change in the cultural patterns globally, it becomes
essential for the managers of the organizations to modify the culture in their respective
work places in order to increase their effectiveness.
 Work flows- This particularly is relevant for the manufacturing industries where it is
important to upgrade and modify the supply chain as well the set of productive operations
in the organizations itself, according to the changes in the global patterns in the
industries, to stay efficient and productive in the long run (Jacobs, van Witteloostuijn &
Christe-Zeyse, 2013).
Conclusion
The above discussion strongly asserts the fact that for staying active and productive in the
fiercely competitive contemporary business world, it is essential for the commercial
organizations, especially the small ones, to be aware of the changes, which constantly keep on
occurring in their domain of operations. In this context, to increase the effectiveness of the
organizations and their future prospects the managers need to implement the organizational
changes, as discussed above, appropriately and keeping parity to the needs of their respective
organizations, which may in the long run help them to stay ahead in the competition in the global
framework.

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PART-B
Introduction
Contemporary business situations in the global commercial framework have been
becoming more and more competitive with each passing day. In such a context, it becomes
important for the existing commercial organizations to constantly modify and remodel
themselves in order to survive and stay ahead of their competitors. There are many factors,
which have significant influence on the effectiveness and performance of these companies.
These factors maybe internal as well as external and their role in determining the welfare and
long run sustainability and efficiency of the firms depend on the nature of the firms, the goods
and services they offer, the clientele they deal with and the mode of operations of the concerned
industries. One of primary internal factors, which have immense implications on the performance
of any commercial organization, especially in the contemporary business world, is the leadership
structure in the concerned organization (Mendenhall, 2012).
Leadership, in terms of business organization, can be defined as the way in which the
management of any commercial enterprise sets and achieves the goals of the enterprises, by
taking appropriate and timely decisions, maintaining smooth running of every aspects of the
organization and by modifying the operational procedures as and when required. This has to be
done by the management in order to stay ahead in the competitors (Northouse, 2015).
This part of the assignment, keeping into consideration the context of leadership aspects
in the commercial organizational framework, tries to analyze the factors which affects the
leadership in any organization in general and the causes of leadership failures which are common
in almost all parts of the world. The assignment, takes reference of two examples of Asian

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companies in order to elaborate the implications of leadership (both positive as well as negative).
These two companies include one in which the poor leadership abilities and corrupted attitudes
of the leaders led to a complete failure of the company and the other in which huge profitability
and prospects were observed in a company, the same being attributed to efficient leadership
abilities of the management of the concerned company (Nahavandi, 2016).
Causes of failure of leadership in commercial organizations
Leadership in business enterprises, as discussed above, is necessary for the better
performance of the company as a whole. A good leadership structure in the company does not
only ensure higher productivity and efficiency in the operations of the company, but also inspire
the employees working under the management, such that they feel motivated to work more and
also set examples for other commercial organizations to follow. However, just as a good
leadership motivates the employees and increases the productivity of the company, bad and
inefficient leadership has immense negative implications on the operational framework as well as
the profitability of the companies. This is due to the fact that in presence of bad leadership, they
tend to suffer huge losses in terms of efficiency, productivity, loss of consumers and losing out in
face of competitions from the rival companies (Gallos, 2014).
There may be different causes which results in leadership failure in the commercial
organizations. These causes depend on the nature of the firms and the environment in which it
operates. However, there are several causal factors which are always common in this aspect and
which if occur, causes failure in the leadership structure of the management of the company,
thereby hampering the prospects of the company to considerable extent. Some of these key
causes are as follows:

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a) Lack of passion and love:
One of the primary causes of failure in leadership in any kind of commercial organization
is the lack of love and passion in the mind of the leaders, for their co-workers, subordinates and
for the company itself. A leader who does not love the job he is doing, may tend to work
mechanically by manipulating the employees working under them or by leading by instilling fear
among the employees or by force. Leadership by fear may create profitability for the
organizations in the short run as the workers may tend to work more in a pressurized
environment due to the fear of negative repercussions from the management, which may hamper
their career (Furnham, 2016). However, this also leads to creation of immense negative feelings
in the mind of the workers for the management and for the company itself. Workers may feel de-
motivated, pressurized and deprived, which in turn may lead to higher turnover in the company.
This may in turn decrease the productivity of the same, which may in turn cause the company to
perform miserably in the long run.
b) Failure to serve:
A good leadership means that the leader is ready to respond to any kind of emergency
and is up for taking any kind of task, which is required for the betterment of their organization. a
good leader does not undermine any task thinking that they are overqualified to do that. When
necessity arises, a good leader takes prompt actions and motivates others to work as a team,
thereby setting an ultimate example of leadership in front of their employees as well as rivals,
thereby earning their respect. However, the leadership structure of the company is such that it
fails to serve the company in times of emergencies then it may have immense negative

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implications on the company as a whole as well as the workers working for the concerned
company (Nixon, Harrington & Parker, 2012).
c) Attitude problems:
The management of any company has the primary responsibility of working with all the
factors of production and coordinating them efficiently. Apart from this responsibility, it is also a
part of the duties of the management of the concerned company to act as a bridge between the
demand and supply side players as well as between the different aspects in the company itself.
For doing the same, a good, friendly and positive attitude is required for the leaders. If a leader
carries an air of negative attitude, this in turn creates a condition of fear as well as seclusion in
the minds of his subordinates and the employees suffer from a lack of encouragement (Schyns &
Schilling, 2013).
d) Self-centered leadership: Misuse of power:
Often most of the leadership related problems arise in the commercial enterprises due to
the vested interests of the leaders of those organizations. To deal with the problems and manage
the entire operational process in a well-planned and coordinated manner, the leaders of an
organizational are bestowed with immense power and control. However, the problems arise
when the leaders unethically use the powers they have to manipulate the operations in the
commercial organizations in such a way so as to fulfill their own vested interests. This type of
behavior often includes improper ways of laundering company’s resources, influencing and
intimidating workers to abide by unethical means of operations and safeguarding self interests by
compromising the welfare of the company and the workers in the same. This is an example of
one of the most significant form of leadership failure in the corporate world.

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e) Fear of creating competition:
One of the main fears of many leaders working in the managerial aspects of the
companies is the fear of creating competition and replacement. This type of thinking is an
example of scarcity mindedness, which causes the leaders in a commercial organization to lose
farsightedness and the incentive to look for the betterment of the overall company as they
continue to focus on strengthening their own position in the company. This in its turn, leads to
discouragement of the actually potential employees with the capability to lead the organizations
in the long run, as they are often deliberately de-motivated by the existing leaders. This, though
helps those in the leadership positions of the company, leads to turnovers and loss of useful
resources from the company, which has negative implications on the same and thus this can also
be treated as a primary kind of leadership failure in the business world.
f) Lack of transparency and misleading attitude:
The leaders or the management of business organizations often try to keep several
important operation, production and accounts related facts classified and do not feel the need to
share the same with the employees of the company. In many instances, these habits lead to
misleading attitudes on part of the leaders. The leaders often try to manipulate the employees by
portraying either an overtly positive situation or an overtly negative situation, depending upon
the need of the situation and the works, which they want the workers to do (Higgs & Dulewicz,
2016). This, though effective to some extent, can create issues of disagreement and
disappointment on parts of the workers when they come to know about the original situations.
The workers may feel deceived and this may in turn lead to negative repercussions on the
company.

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g) Lack of mental toughness and vision:
A leader needs to have a strong vision, an objective and a strong mindset to work towards
achieving the goals that he sets for the company he is leading. The mental toughness of a good
leader plays important role in motivating the employees, coordinating the process of production
and looking for newer opportunities for the betterment of his company. A leader with a lack of
vision and lacking the mental firmness to implement the measures to work for the vision fails
miserably to lead his employees and subordinates towards the path of progress and sustainability,
which in turn leads to inefficient performance of the company itself (Johnson, 2017).
Apart from the above-discussed traits, there may be other causes too, which may lead to
leadership failure in a business organization. Some of these features are common while others
depend on the nature of the organization, the structure of the management and the personal traits
of those who are in the leadership roles for the concerned organizations.
From the above discussion, it is evident that leadership is one of the most important
factor which contributed to the prospects of any business and depending upon the quality and
efficiency of the leaders, a business can prosper or fail. While a good leader takes his or her
organization on the path sustainability and prosperity, an inefficient and incapable leader may be
the cause of poor performance or complete failure of his or her organization. There are many
instances in the real business scenario where the impact of leadership on the welfare of the
business enterprises (both in the positive as well as in the negative sense) can be observed. The
following section of the assignment discusses the scenario of two Asian companies, one in which
poor leadership structure led to the failure of the organization and one in which a good and
efficient leader took his organization on the path of sustained and consistent growth.

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Case Studies:
Satyam Computers:
One of the most prominent examples of how a faulty and unethical leadership can
adversely affect a business company, thereby leading to immense loss, monetary as well as non-
monetary is the scandal of the Satyam Computers, India, which is till now listed as one of the
most shocking and biggest corporate scandals in the world. Founded in 1987, by B. Ramalingam
Raju, the company with the name of Satyam (meaning “truth” in Sanskrit) mainly dealt with the
information technology related services and had its expanse in various industrial sectors of the
country as well as in the international business scenario. It was regarded as the fourth largest of
the software service firms in India at that time (Bhasin, 2015).
However, the steadily rising company suffered from an immense backlash and went
almost on the verge of complete shutdown, in 2009, following a huge scandal, which was due to
falsification of the accounts of the company. The primary person accused of the crime was the
Chairman of the then Satyam Computers, Ramalingam Raju, who himself confessed of
manipulating the accounts of the company by a whopping amount of nearly USD 1.47 billion.
Ramalingam Raju, before the scandal was exposed, was considered to be one of the most
successful leaders in the business scenario of India as well as in the world, owing to his huge
success in making the company one of the rising players in the information technology sector.
His leadership capabilities fetched him many prestigious awards like that of the Goldman
Peacock award from the Institute of Directors and many others. He was also a part of different
software lobby bodies including Nasscom and others (Niazi & Ali, 2015). However, when the
scandal was exposed it was seen that Raju had been involved in an accounting fraud of worth of

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more than a billion USD. To draw more investments for the company, he had manipulated the
actual earnings of the company and nearly 94% of all the accounts that was claimed by him to be
with the Satyam computers were fictitious. This led to an immense negative repercussion on the
company’s reputation, on the clients and the shareholders of the company as well as on the
personal reputation of Ramalingam Raju himself, as he was sentenced to seven years of jail and
was shed off of all the accolades and appreciations which he previously received (Abid &
Ahmed, 2014).
Leadership Failure:
The above instance can be used as an example of failure in leadership. Raju, who was
once considered to be a good leader, failed miserably in keeping up the reputation of his
company. He got involved in unethical and illegal activities, jeopardizing the welfare of the
employees and the shareholders of the company. His short sightedness clubbed with immense
desire to achieve personal targets were a sign that the leadership in the company has been faulty.
Raju, as a leader, lost the faith of his employees, the investors, the clientele and also led his
company to almost at the verge of shutdown as the company lost all the trust in the information
technology market. It was the acquisition of the company by Mahindra, which saved Satyam
computers (Craig, Mortensen & Iyer, 2013).
Alibaba:
While Satyam Computers shows the case of leadership failure in business, one of the
primary examples of success in leadership in Asian companies is the case of Alibaba, the leading
e-commerce giant, which originated in China and gained immense popularity under the

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leadership of Jack Ma. He is considered as one of the most successful leaders in the
contemporary business world (Jung, Ugboma & Liow, 2015).
Leadership success:
The leadership qualities of Jack Ma, which have contributed to the growth of Alibaba, in
a very short span of time, can be listed as follows:
 Ma, as a leader, has a strong character and follows some strict principles, which in turn
helped in building the foundation for the company and earn the trust and respect of his
employees.
 Jack Ma gives immense importance to the satisfaction of his customers and designs his
strategies keeping customers’ point of view in consideration, which contributes
immensely in the company’s well being.
 Jack Ma believes in a vision of regenerating the culture of China and he has the capability
to unite his employees under a common goal of welfare for all. He also gives lucrative
shares of equity to his workers to motivate them and make them feel a part of the
company, which results in increase in their productivities (Fortune.com, 2017).
 Ma treats failure as giving up and he does not ever give up. He also believes in
empowering others, which is one of the superior qualities of a good leader.
Thus, it can be seen that leadership is one of the key aspects in the contemporary business
organizations and much of the company’s success or failure depends on the quality of the leaders
of the concerned companies. In other words, it depends on their abilities to work for the purpose
of achievement of the common targets of the welfare of the organizations as well as those who
are associated with the organizations.

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