Discussion on the Impact of Positive Social Change in Organizations

This discussion board post examines the challenges and strategies of promoting positive social change within organizations. The author explores the role of leadership in this process, using the example of a new manager, Mandy, who has an innovative idea to make a deeper impact on the community. The post also explores the risk, the advantages, and the disadvantages of implementing strategies for positive social change. It also includes a discussion of the importance of the manager's role in driving social change, highlighting the need to address the challenges of diversity within the workplace. The author also focuses on the importance of integrating strategies for positive social change. Finally, the author emphasizes the need for the manager to consider the organizational context to ensure the success of any initiative.

Running Head: Discussion: Promoting Positive Social Change Within Diverse Organization
DISCUSSION: PROMOTING POSITIVE SOCIAL CHANGE
WITHIN DIVERSE ORGANIZATION

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Discussion: Promoting Positive Social Change Within Diverse Organization
If I were in Mandy’s position, I could face risk of delay in promotion and management could
demote me if my idea caused loss to the company.
I would use funds and human resource of company to promote social change.
Benefit
Diverse organization consists of variety of perspectives and this aspect allows managers to
promote social change to engage people with different viewpoints in this agenda. Innovative
thoughts of diverse workforce help to take initiatives for social change within minimum
time.
Challenges
Managers like Mandy, who prefer to promote social change, may face challenges due to
different cultural backgrounds of employees of diverse workplace (Hunt, Layton & Prince,
2015). Different understanding of etiquette in employees is another challenge to promote
social change.
Steps for promoting social change
A manager can bring positive social change in a firm by following some steps that include
communicating, organizing and evaluating.
Communication is the first step that can help a manager to create a sense of tension in
between current state and desired objectives.
Organizing is the second step that needs coordinated and collective action for achieving the
change. As opined by Eesley, Decelles & Lenox (2016), organizing can be done by the
development of processes and systems.
Evaluating is the last step that needs to be done to analyze the change process. It is a
challenging task because there is no easy way to monitor and track the change.

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Discussion: Promoting Positive Social Change Within Diverse Organization
Reference list
Eesley, C., Decelles, K. A., & Lenox, M. (2016). Through the mud or in the boardroom:
Examining activist types and their strategies in targeting firms for social change.
Strategic Management Journal, 37(12), 2425-2440. Retrieved from:
http://www.academia.edu/download/41865514/Eesley_et_al-2016-
Strategic_Management_Journal.pdf
Hunt, V., Layton, D., & Prince, S. (2015). Diversity matters. McKinsey & Company, 1, 15-
29. Retrieved from:
https://www.britishland.com/~/media/Files/B/British-Land-V4/documents/
mckinsey-report.pdf