Developing Workplace Critical Thinking

This article discusses the importance of values, attitudes, and behaviors in the workplace culture and how to develop critical thinking skills. It also covers relevant theoretical models and the role of a sustainability manager in implementing sustainable strategies. The article emphasizes the need for a collective decision-making process and provides examples of sustainability strategies implemented in a food processing company. Course code, course name, and college/university are not mentioned.

Assignment Title: Developing workplace critical thinking
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Student name-
Student No-
Module Name-
Module Tutor-
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Executive Summary:
Values, attitudes, and behaviors are the most important things in any business organization.
These are also very essential in determining the workplace culture. Values are present within
the individuals' right from their childhood. However, these values can be something inherited
or some aspects of the religious teachings as well. It is these values that often determining the
attitude and behavior of the employees. It is the duty of sustainability manager and the other
managing boards to make sure that they are implementing strategies that would recognize the
positive and the negative values, attitude and behaviors among employees and change them
as per the ethics of the business.
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Table of Contents
Introduction:...............................................................................................................................4
Behavior, Values, and attitudes.................................................................................................4
Behavior, Values, and attitudes in workplace...........................................................................5
My job role and relevant theoretical models..............................................................................5
Conclusion................................................................................................................................10
References:...............................................................................................................................11
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Introduction:
This modern day society is an era of overpopulation and limited natural resources. It
is for this reason that all the people must be sensible and responsible enough to live by
sharing the limited natural resources like the fossil fuels. However, the term sustainability
study in an umbrella term that is not only applicable to the resources of nature but also to the
sustainability of the social, economic and cultural aspects (Schaltegger et al. 2015). This is
the responsibility that has to be taken up by the young generation of the modern era. It is they
who will have to pass it on to the future generations. ESD or the education for sustainable
development will help people to change their thinking styles and take a good and responsible
step towards having a sustainable future.
Behavior, Values, and attitudes
Sustainability will be obtained only when people can have a changed and rational
thinking style. It can be properly achieved only when there is a change in the values,
thinking style, behave and attitudes of people. Sustainability is an overall concept that must
be brought in terms of social, environmental, political, and economic and many other such
socio-economic and cultural fronts. One of the good places for starting this sustainability is
the workplace.
A sustainability within a workplace can be successful only when the concept is instilled
within the organizational culture. This can be done by bringing a change in the values,
attitudes, beliefs of the employees.
Attitude is the way one reacts on seeing a person, or a thing or even a new approach. It is
developed over many years. So, starting a sustainability approach will require assessing the
backgrounds and the mindset of the employees. Attitude is often shaped over the experiences
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that they have gained through their lives. Some people might have the wrong and the
irrational attitude towards that what is rational. Values are the senses or some strict principles
that are present within the individuals and how they use the same for judging different things.
Beliefs are something that is instilled in individuals from their childhood. It depends on many
religious and cultural norms as well. They might not be logical enough and might be
inculcated within any individual from some religious preaching or some past experiences that
they suffered through.
It is evident that while implementing some new changes in any workplace is no easy job.
This is because not every employee will accept it in a proper way. There will naturally be,
many differences and conflicts within the approaches of the employees. These differences are
mainly created due to the behavior, values and the attitudes of the employees. All these three
principles are different for different employees and this, in turn, makes different employees
have the varied opinion about the new changes that might be introduced in the organization.
There are also different theories and models that can be used in this aspect (H and
Handelsman 2018).
The first is the theory of reasoned action. The reasoning sense of the employees is
developed by their action. One of the major forces that act behind their action or their sense
of reasoning is their intent. The intent of the employees matter a lot towards accepting any
new rule that affects the take or the move of an employee’s towards the sustainability
approaches. For an instance, if one of the ways of creating workplace sustainability it is to
hire general employees rather than employing the specialized employees, then it might turn
out to be very good news for all. They might think that this will be a fair competition among
all and all of them will work and learn simultaneously. This is because the attitude of this
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group of employees is positive and they have a good intention. They have the intention of
living and working with each other in peace and harmony. This will also increase the number
of vacancies within an organization. However, the rest of the employees might feel that this is
a very wrong approach and they might not support this sustainability approach. They might
feel that this will bring into the picture, many incompetent employees and there will be a
huge impact on the overall welfare and the productivity of the company. It can be said that in
this case, the intent of the employees is not very positive. They might not see a good intention
behind this.
Ryan and Deci (2017) have stated that the other theory that can be talked about in this
aspect is that of the theory of self-regulation (Vohs and Baumeister 2016). This theory is
evident of the fact that there has to be a motivation for creating any intent or any desire
within the individuals. However the desire has to be present within the employees for
accepting and working as per the sustainability strategy that is implemented within the
organization. O the other hand Wang and Hou (2015) is of the opinion that, motivation is one
of the major things that are to be talked about in this aspect because the desire is often created
due to motivation. Employees will be able to regulate themselves in a different way only after
they have received some impetus or some motivations. It will be helpful in bringing some
changes in the ways in which they regulate themselves.
Behavior, Values, and attitudes in the workplace
One of the sustainability strategies that the workplace might develop is daily health
sessions by the health experts. Some employees might be interested in this as they will have a
good attitude towards exercising and it will keep them healthy. However, the past
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experiences might also influence this decision. There can be some employees who might
have been sick or paralyzed and have grown better with due exercise and physical activities.
So for those employees, this particular strategy will be more of a positive attitude or value.
Some employees might be exercising every day in the morning or in the evening as an
offering to the nature of God. In such cases, this will be a belief for them. So the past
experiences matter a lot in shaping the minds or the movement of the individuals.
So, this might create a desire within them and they might agree to join in those
campaigns. However, if they do not have that desire then they will not think about
accepting or being part of these sustainable strategies. So, the motivations or the self-
regulation have to be instilled within the employees by motivating them to take up the
sustainable strategies.
For an instance imbibing religious freedom is also one of the sustainability that the
sustainable managers are taking nowadays. They might give this freedom to the Muslim
women to come in the office without their burkas or hijabs. Some female employees might
take this as a good intent and might accept it. They might have a good attitude towards
accepting any new changes within the company. On the other hand, some employees may
feel that they cannot come to work without their hijabs as it is a part of their religion. So it is
their belief that has been installed within them right from their childhood through their
religious preaching. In such cases, the sustainability manager must be liberal enough to allow
the Muslim female employees to take this decision as per their choice. Religious freedom will
help in imbibing a good cultural strategy and will also increase the overall productivity of the
organization (Laschinger and Fida 2014)
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My job role and relevant theoretical models
I am working as the sustainability manager in an organization and my role s to look
after the sustainable strategies of the organization. I am aware of the fact that the first thought
that usually comes to the minds of people after hearing this term sustainability manager is
usually that of an employee who is to look after the conservation of the environment through
the various green approaches that can be taken by the company. However it is the fact that
taking green approaches falls under my jurisdiction but I also make sure that I am making
strategies that will look after the social, cultural and the economic well being of the
employees as well.
I have the following roles to satisfy the obligations of being a sustainability manager-
I make the strategies that would help in keeping the organization cleaner and greener.
However, apart from this, I also have to make many strategies for making the communication
easy and comfortable. This will help me in communicating with the employees in a better
manner. I make sure that apart implementing the green strategies, I am being able to pass on
the information and make them available to all the employees both internal and external. I
make a close connection with all of the stakeholders in my organization both within and
without. I make sure that I am keeping a close contact with all the colleagues that I will be
working with. I believe that unless and until I am in a close association a connection with all
my colleagues and even the customers I will not be able to understand their choices or
implement the strategies.
I also keep a regular track of the current practices that are being done by the company. I
know that I will have to keep a constant follow up with all the current green practices that the
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company is following. I also look after the changing trend in their thinking pattern and the
behavior of the stakeholders.
In this context, I will also talk about some of the management theories that are useful in
my job role. I believe that there has to be a proper association and cooperation among all the
employees and then customers. As I work in the food producing company I have to take into
consideration the changing patterns of needs and demands of the employees. There are
actually man different theories of management that are applicable as per my job role. One
among them is the chaos theory. I feel that this theory is important because there are many
situations and circumstances that arise within the company that is not within the control of
anyone (Sharma et al. 2014).
However, some of the aspects can be controlled like the quality of the product supplied,
the storage facilities, the customer and the after sale services. On the other hand, Ferrell and
Fraedrich (2015) are of the opinion that there are also some aspects that often arise in the
company that cannot be controlled. Often there are many situations that are out of the control
like some financial contingency, the increased demand of customers for a certain product. So,
in such cases the manager has to make new strategies that will help in dealing with the
current complicated situation. The other theory that is applicable to my position is the system
theory. I feel that this is very important because often there is the need for introducing some
very new systems and these systems can be implemented properly only if there are some
cooperation and understanding among the employees. I often have to form proper
collaboration among the employees to make them understand the new approach and the
benefits of the same.
For an instance, being a sustainability manager in a food processing company, we have to
offer them the bills. Many of the other works of the company are also carried on with paper.
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So, I thought of starting this new strategy that would help in reducing the number of papers
that are used in the company.
So, once I realized that the total number of paper works we undertake on a daily basis is
huge. This harms the environment a great deal. Paper is often made from trees and this large
usage of papers leads to the indiscriminate felling of the trees and leads to deforestation. As a
result of this, the amount of greenhouse gas in the environment is increasing day by day.
Apart from this paper that is used in the day to day work of the company for billing purposes
or other writing jobs, a huge amount of paper is also used for packaging the food that the
customers ask for taking to their houses in the form of parcels or even the raw materials that
we have to take from the customers (Rayner and Morgan 2018).
So, I developed a sustainability strategy for reducing the usage of paper by digitalizing
the use of papers. In other words, I said that all the transactions will be done online. The
billing information will be seen to the customers through the Smartphone apps and the other
online modes and not through the papers. This decision was supported by half of the
employees but not the rest. I saw that the ones who supported this decision and the young
employees who are very well versed in the handling of the modern technological devices and
the internet. However, the ones that did not like this strategy were the ones who were bitten
aged and are not very well versed in the art of handling the digital objects. However, I felt
that this is not the right time to impose this strategy because though it will be applied towards
the promotion of environmental sustainability but it will not be a collective decision. I
always feel that the management within any organization has to be a collective decision else
it will be a failure.
So, I made sure that this strategy will be imposed after a certain time when each and
every employee within the organization is well versed in the skill of hailing the digitalized
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paper works. So, I arranged for training sessions and campaign session and I made sure that
all the employees are getting proper training from it.
I saw that this decision was really very well accepted by all the employees working
within my organization. Douglas McGregor’s theory of X and Y has been very influential for
me in my work organization. This theory is very natural and is applicable to almost all the
manager who is working in different management positions and in different organizations as
well. Theory Y believes that the employees are very responsible and they are ambitious
(Gurbuz et al. 2014). So, they do not insult the employees rather try to motivate them at each
and every instance. However, the believers of theory X are of the belief that the employees
are irresponsible and so they take the undue advantage of their power and try to dominate
them. However, I have seen that most of the employees resent the managers who follow the
theory X. They are always in favor of someone who believes in them and gives them time to
learn and to improve. I also developed the strategy of starting then usage of
telecommunication so that there can be a huge reduction in the carbon footprint produced by
the organization. I knew that it was a very new approach and it will surely need some time to
make all the employees get used to it. It might also require them to take part in some of the
other training campaigns and might likely hamper their production.
I saw many of them were worried. However, I encouraged them and said that I know
they are all capable of working very hard and learn the new and the innovative things. I made
it a point to cheer them up constantly. I saw that they were really very happy to see that their
management has a huge belief in them. So, they took this as an opportunity and worked hard
for improving their regular production on one hand and to learn this new sustainable strategy
on the other.
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So, I have selected Douglas McGregor as the theorist for this discussion because I feel
that I have been largely influenced by the idea developed by him. By following the y theory I
have been able to make the strategies very easily understood by all the employees and I have
also been able to see the desired results.
I believe that sustainability is an all-pervasive concept and it is not just the process of
keeping the environment clean by reducing the carbon footprint. I always make sure that I
am looking after the social, cultural and the economic well being as well.
Being a sustainability manager in this modem day scenario is not an easy job. I feel this
because sustainability is an all-around concept and it has to be done in terms of environment.,
society, economy, culture and many other such platforms of the society. I have seen that the
purchasing behavior of the customers varies greatly as per the values, attitudes and the
behavior that is inculcated within the customers.
One of the biggest work culture practices is to take care of the customers and to work as
per their choices. This will help in creating the customer loyalty and the customers will keep
on coming back rather than switching to other alternatives. However, the values, attitudes,
and behaviors are some of the most essential things that are to be taken into account in this
aspect.
Being a sustainability manager in a food producing company I have seen that much of
customer choices in buying the food are determined by their values, customs, and beliefs. I
feel that customer relationship is one of the important workplace activities. Taking the views
of the customers is one of the most important strategies that have to be taken for
implementing the social and the cultural sustainability. However, these choices also vary as
per the geographical locations of the customers.
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I have seen that many of the food choices vary because of the value that had been
instilled within the customers from their childhood, They have got these values from their
fairly, religious preaching or any other such platforms. So, these values lie deep within them
and are often hard to give up. A good example can be the consumption of beef among the
Hindus. As there are many Hindus in living in the UK and they often visit the outlets of our
food chains like then restaurants and the supermarkets, I have seen that the amount of beef
consumption varies.
There are a certain group of customers who do not like to consume beef as they believe it
to be some sort of holy sin. It is as per their religious values, that they cannot consume beef.
However as had been discussed earlier in the easy values are something that is deeply rooted
within any individuals right from their childhood wither by their parents, their families or
even from any religious preaching. So, they often prefer the other meats over beef. However,
values often undergo many changes as well. Particularly the young people and the teenagers
have an urge to consume the different kinds of food. After having stayed in the UK for so
many years their food habits have changed and they are now trying to consume a wide variety
of foods. So there is a change in their values and in turn over their attitudes and their buying
behaviors as well. So, it is evident that the values might also undergo a sharp change with the
change in behavior and attitude and also because of the change in the geographical locations
as well. So, taking this into consideration an organization must produce varieties of food and
must use proper labeling over the meat items so that all the customers are well informed
(Johnson et al. 2018).
Another example that can be cited in this context is the concept of e purchasing or the
electro in purchasing. The method of purchasing on the internet or by using the electronic
gadgets was not really very used to the concept in the earlier days. People often preferred
going out to the physical stores and continue shopping. They had this belief (values) that the
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products available at the physical store will be more authentic and it will also give them a
chance to try out those clothes. They were not really very sure about the product true or the
quality that will be available on the online sites. In the present context in see that many of the
employees in my organization are getting used to the e purchases and they also favor this
electronic means of communication for interacting with the customers (Johnson et al. 2018).
Being a sustainability manager; one has to often analyze the changing trends in the
buying behavior of the customers. I have done the same for my organization. I have seen that
in the modern times a large number of people are placing the orders online and they are
comfortable enough in buying food products from the online sites and not only from the brick
and mortar stores. The attitudes of the consumers are also changing in the modern days. It is
because they have been able to enjoy the facilities that they are enjoying through the
electronic purchases. So, there is a change in the attitudes of both the buyers and the sellers. I
have seen that most of the employees in my office are getting more and more comfortable in
accepting the orders online and also in engaging with the customers. However, some of the
aged employees might find it tough to manage the entire process online but they are also
equally interested I learning the same. So, there is sharp change on the attitude and the
behavior of people with the time and their surroundings and the buyer behavior can change
easily after being influenced by factors like the age, geography, government policies and
others.
As a part of the sustainability measures, I have also tried to implement the zero gender
discrimination in my organization. I felt that girls from all the religious sects are to be
included in the workplace. Many of the employs had a good intent towards this. They thought
that this will help in reducing the gender biases (Cundiff and Vescio 2016). Women will
surely get a better chance of getting good income opportunities. So, this group of employees
had a good and fair attitude in accepting this strategy.
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On the other hand, some of the employees, particularly from the Islamic background and
the orthodox Hindus, were of the belief that women must not be allowed to take up the
maximum number of seats in the organization. On the other hand, Stokes et al. Lichy (2016)
are of the opinion that these employees are not to be blamed in this scenario because it is the
value that they have instilled in themselves from their family backgrounds and their
childhood. However when they were told about the gender discrimination aspects and how
their one step or one change in attitude will be successful in solving the problem, there was a
change in their behavior. I remember that when I joined the organization a fresher I saw
many of the seniors were coming to office late. They were actually very reluctant in
maintaining the office decorum or the rules. However, I was a bit shocked after seeing this.
Right from my childhood I always have been taught to maintain n the office decorum and to
be punctual in the office. So, I made sure no matter whatever the situation is.
I am always coming to the office on time. This was the value instilled within me.
However, as days passed by, I thought that there are people who are coming late to the office
and there is no such harm that is being caused to them. So, I thought that I would be doing the
same. So, I realized that in this case, my values were actually undergoing a change due to the
surroundings. However, I could not really
adapt to this malpractice as I felt that this is going beyond the office ethics and I could
not do this at any cost. I was always driven by the intent that I have to set a good example for
my colleagues and my future subordinates or my teammates. So, I always had the good
intent.
However, I saw many of my colleagues getting influenced by the change that they
were seeing around them. This change was not positive all the time. Many of the employees
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who were punctual on time were having a change in their behavior as they were getting
influenced by the culture and the people around them (Hennes et al. 2018).
The other strategy that was introduced in the organization was equal pay to all the
employees' irrespective of their gender. Many of the employees were very delighted after
hearing this strategy as they had a good intention. They intended to work in an unbiased
situation where there will be no discrimination. On the other hand, some of the employees
resented this strategy. As per their opinion, they never faced any rule like this in their
previous workplaces. So, this is the situation where the attitude of people was varying due to
the past experiences. However, this attitude can be changed by giving them proper
knowledge and training regarding the gender inequality. They are to be motivated in order to
understand the gravity of the situation. Motivation is one of the means that can be
instrumental in changing the behavior or the attitudes of people.
Conclusion
So, it can be concluded that the values, attitude, and behavior vary from person to
person. They play a major role in the workplace culture of any organization. Values are
already instilled within the individuals from their children from any religious teachings, or
from any family members or any other such things. They play a major role in determining the
attitude of an employee. At the same time, it affects the behavior of an employee as well.
However, all these are subjected to changes. The value and the behaviors often change after
the employees meet with people of other couture or are working within a dynamic
geographical and cultural scenario. It is the duty of a sustainability manager or a manager, in
general, to make sure that they are implementing strategies for bringing about positive
changes in the attitude or the behavior of employees. There are some values that often go
beyond the office ethics or are not good enough for the office. For an instance unequal pay of
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the male and female employees. So, employees having a favorable or a supportive attitude
towards this must be trained and taught about the evils of gender discrimination. They must
be taught about the principles of women empowerment and the aspects of working in a just
unbiased ambiance. It is through these training and discussion sessions that there can be sea
changes within the already existing normative values or belief of the employees and thus,
they will have a positive attitude and a changed behavior.
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pay. Green Left Weekly, (1090), p.21.
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Appendix
24

25