A Decent Job At Separating Religion From Morality

Although some may say religion relates to morals, apparently the philosophers we have covered thus far do not believe such a thing. For religious people, morality may be pushed by religion in their regards to the fear of the consequences god will bring if one disobeys his laws. Although this can be related to consequentialism, it is not the same kind of consequentialism Mills and Bentham use. Morals can be dependent of an individual’s preferences depending on the individual’s motives behind their actions. If one is religiously motivated to be moral, and fears the consequences if they are not moral, then they are not going off of their individual preferences. Those who decide what they want to do based off of their own pleasures, make†¦show more content†¦Although they separate religion from morality, Bentham and Mill do a poor job explaining how moral requirements are independent of our interests and preferences. A hedonist believes that pleasure and happiness are the most important outcomes out of any activity. As we talked about in class, Bentham is a hedonist and pushes for actions that bring the most pleasure and diminish pain. People in his view should do whatever it may be that brings them the most pleasure, which is acting within ones on self interests. Mill essentially believes the same thing, but with slight differences. Regardless people should be selfish their actions in order to increase pleasure and happiness of not only themselves, but also their community. Immanuel Kant has a different perspective from the others mentioned. He does a decent job at showing how morality is not dependent on religion. When morals are dependent of religion, one will act based on consequentialism. If your action is morally incorrect your consequences from that action will result in punishment from god (possibly damnation) and vice versa. Kant’s general idea is that morality is not simply about creating the best consequences. He believes i n principle of law, which means no religion or deity is involved in decision making. Laws are the source of morality in this theory. He also believes laws are universal and you should act in accordance of laws because of a moral obligation toShow MoreRelatedIs America A Christian Nation?2305 Words   |  10 Pagesthe American political system wanted no religious parties in national politics† (Kramnick and Moore, 23). Actually, the creation of a constitution without influence of religion was not an act of irreverence. The authors believe that the creation of the constitution was a support to the idea that religion can preserve the civil morality necessary for democracy, without an influence on any political party. The end of the chapter is the description of the following chapters and with a disguise warningRead MoreEssay about Analysis of the Discourse and Rhetoric since September 112732 Words   |  11 Pagesand beyond cure. Who can understand it?† He asked that qu estion, â€Å"Who can understand it?† And that’s one reason we each need God in our lives. Reverend Graham’s use of rhetoric is a tactic employed frequently by evangelists and those speaking from a Christian discourse. His citation of the Second Epistle to the Thessalonians is particularly interesting. In the second chapter of this Pauline letter, the author discusses the reaction of Christ to the evil and lawless one. This portends theRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pageslittle significance. But there is little agreement over when the twentieth century c.e. arrived, and there were several points both before the year 2000 (the collapse of the Soviet Union, the reunification of Germany, the surge of globalization from the mid-1990s) and afterward (9/11, or the global recession of 2008) when one could quite plausibly argue that a new era had begun. A compelling case can be made for viewing the decades of the global scramble for colonies after 1870 as a predictableRead MoreDeveloping Management Skills404131 Words   |  1617 PagesWeidemann-Book Credits and acknowledgments borrowed from other sources and reproduced, with permission, in this textbook appear on appropriate page within text. Copyright  © 2011, 2007, 2005, 2002, 1998 Pearson Education, Inc., publishing as Prentice Hall, One Lake Street, Upper Saddle River, New Jersey 07458. All rights reserved. Manufactured in the United States of America. This publication is protected by Copyright, and permission should be obtained from the publisher prior to any prohibited reproduction

Ethics Assignment Free Essays

Table of Contents 1. 0 Aims1 2. 0 Objectives3 3. We will write a custom essay sample on Ethics Assignment or any similar topic only for you Order Now 0 Introduction5 4. 0 Questions (a) and (b)13 5. 0 Conclusion14 6. 0 References15 1. 0 Aims To understand students understand the importance of work ethics in the work place. 2. 0 Objectives 1. Instill strong organizational values. 2. Build an integrity-based organization. 3. Develop ethical behavioral influences. 4. Implement plans and strategies to achieve ethical excellence. 3. 0 Introduction According to Chester Barnard, an organization is a system of consciously coordinated activities or efforts of two or more persons. His meaning of organization implies formal planning, division, of labor and leadership. On the other hand, Bedeian and Zamnuto see organizations as social entities that are goal directed, deliberately structured activity systems with a permeable boundary. Their meaning of â€Å"deliberately structured activity systems† basically means that organizations are structured in a proper way jobs are divided among people to achieve a common goal. According to www. dictionary. com, an organization a social unit of people that is structured and managed to meet a need or to pursue collective goals. Every organization has a management structure which will divide and break down the roles and tasks of different members. Organizations are also regarded as open systems which affects and also are affected by environment. (dictionary. com, n. d. ) In any organization, reputation is very important and ethics plays a vital role in the success of an organization. In short, ethics is the choices which individuals make both in their personal and professional lives which deal with morality such as right versus wrong. Charles D. Little, 2000) Business ethics also refers to ways in an organization carry out its business according to the accepted moral standards. It is actually a set of moral principles and code of conducts applicable to all businesses which not only relates to the customer itself but to the society as well. It also implies the ways of conducting business in a way which not only benefit oneself but to benefit everyone as a whole. According to Charles D. Little, organizational business ethics is the application of these morality related choices as influenced and guided by values, standards, rules, principles, and strategies which is related to an organization’s activities and business situations. Laura Nash with a Ph. D. from Harvard University further asserts that business ethics deals with choices about what laws should be and whether to follow them, about economics and social issues outside the law, and about the priority of self-interests over the company’s interests. (Laura Nash, 2000) . 0 Questions a) How can employers develop a better work ethics in the workstation? i) Employers should lead by example and practice what they preach. Employers should always lead by example by first doing what they want their employees to do. This is because if the manager itself practices what he preach, it shows how serious he is in leading by example. (Prema Jayabalan, 2013) ii) Reward and praise those who deserve. Simple things like a thank you note or a note of praise will go a long way in showing you appreciation towards the employee. It will show how the employers appreciate its employees and also that the employers are not those who will take all the credit by themselves. (Prema Jayabalan, 2013) iii) Reprimand those who go against work ethics. If there is anyone in the organization who breaks the rules of a company, action should be taken towards that employee to show how serious the organization is in dealing with ethical issues. It will also serve as a reminder to others to not go against any ethical code of conducts set by a company. (Prema Jayabalan, 2013) iv) Legal and regulatory compliance. One way to develop better work ethics in the workstation is through legal and regulatory compliance. Employers should conduct their businesses according to the law in order to hold fast to the values of integrity which will help contribute to a company’s good reputation. (John J. Kane, n. d. ) v) Be accountable. Employers should also be accountable to whatever they do. The Code of Ethics by the Society of Professional Journalists states that admitting their own mistakes will make employees know that one should owe up to their own mistakes instead of running away from them. By doing this, employees will know that they would have to owe up to whatever they do and it is not right for them to push the blame to someone else for their own deeds as it is unethical. This practice will greatly help avoid unethical practices in the workstation. (spj, n. d. ) vi) Maintain true and accurate records and also proper disposal of records. Employers should always maintain true and accurate records and also the proper disposal of records. Information should not be alter or falsify to mislead the public. When appropriate, business information should also be destroyed according to the legal requirements in a proper way to protect the privacy of stakeholders such as customers and employees of the company. (John J. Kane, n. d. ) vii) Should not practice favoritism. Employers should not practice favoritism in the workplace. They should always treat all employees equally. This to prevent any jealousy by any parties which could cause unethical work practices. A work environment where everyone is treated fair and just will reduce the chances of unethical behavior because employees will not feel less important or unappreciated. Code of Conduct, n. d. ) viii) Do not practice bribes and kickbacks. Bribes and kickbacks should not be practice in the company and should be strictly prohibited. Managers should never accept any bribes or favors from any parties for their own interest. Business arrangements with any outside parties should also be written out in a proper document and be approved by th e legal counsel or authority in charged to avoid unhealthy practices in an organization. (John J. Kane, n. d. ) ix) Penalties The company should also enforce penalties to those who engage in unethical practices. Those who engaged in unethical practices should be demoted, laid off or be made responsible for their acts such as paying a fine. This would help prevent others in the organization from engaging in unethical behavior. (John J. Kane, n. d. ) x) Establish whistleblower provisions. Employers should also establish whistleblower provisions to protect employees who in good faith report misconducts by any party. This is to avoid retaliation, threats, harassment and discrimination by other employees. The establishment of this kind of act will encourage more people to speak up and unethical practices in a company can be eliminated. (John J. Kayne, n. d. ) xi) Tighten electronic and security requirements. Companies should tighten electronic and security requirements. This is to commit to protecting all aspects of information systems and at the same time make sure that all the organization abides by the policies established. This will help protect private information from being leaked out or stealing of information from other parties. This could help reduce the number of hackers whose aim is to steal private information. A system to monitor electronic data used in the company should also be implemented so that employees and employers alike could not simply disclosed or misuse information for activities that are unlawful and inappropriate. (John J. Kane, n. d. ) b) How do we (employers and employees) ensure that positive shared values are practiced and promoted to create an ethics-driven culture in the organization? i) Respect and avoid criticizing your employer. Employees should communicate effectively with the boss and respect them as their superiors. As times have change and more employers are more open to suggestions and feedback from employees but it does not mean that the employee could lash out anything at the employer. The employee should always know where to draw the line and never go overboard to criticize them or talk behind their backs. (Prema Jayabalan, 2013) ii) Do not befriend your colleagues for the wrong reasons. Times have change and people nowadays are getting more busybody. There is always the office gossip where people want to know what is going on in other people’s lives. However, the best way is to always be honest in all your friendships and do not befriend others just to benefit from them. This is because people will always appreciate genuine friendship and befriending someone just to get something from him or her will not leave a good impression about you to others. (Prema Jayabalan, 2013) iii) Avoid comparison. Everyone is unique in their own way, have their own set of talents and skills which is why people are assigned to different roles and tasks. One should not compare one’s work to other people or complain whenever another gets promoted. This is because promotion will come when you deserved it. (Prema Jayabalan, 2013) iv) Do not interfere in other people’s affairs. Each and everyone in an organization should respect other’s privacy and should never try to interfere in people’s private affairs. Do not insist on knowing something if that colleague is reluctant to tell you and do not be too enthusiastic in giving your opinions. If someone confides in you about his or her problem, one should only listen and give them support which they need instead of tons and tons of advice. (Prema Jayabalan, 2013) v) Do not be a busy-body. One good attitude to be practiced in the workplace is to not stick into other people’s affairs. One should instead use the energy to do better in their own work instead of poking into other people’s business. By doing this it will create a pleasant environment to work into and people will feel comfortable working with you. (Prema Jayabalan, 2013) vi) Dress professionally. Both employers and employees should always dress up professionally as the attire will speaks for itself and it will reflect well about the company towards an external organization. Therefore, people should always the dress code set by a company. (Prema Jayabalan, 2013) vii) Leave personal matters at home. People should not bring their family to work as it may make other employees’ uncomfortable. Second, they should also not talk about family matters in the office as not everyone will be interested in their family matters. (Prema Jayabalan, 2013) viii) Respect the contribution by others. When a colleague is praise or rewarded for his or her good performance, one should not get jealous because it will help to improve the organization and you yourself will stand to benefit from his or her performance. (Prema Jayabalan, 2013) ix) Take credit only if it is yours and do not brag about it. If you had contributed to the success of something, then you should acknowledge it and should celebrate your achievements. However, if it is other’s work, then by all means direct credit to them. Besides, one should also not keep bragging their achievements in the workplace. Prema Jayabalan, 2013) x) Be informed. One should always themselves about everything which is happening around in an organization. It is not good to not know anything about your company as it will reflect how people look at you as a person. Besides, being updated in an organization will help generate a good impression about you to the employer as it shows that you are competent and relevant to the workplace. ( Prema Jayabalan, 2013) xi) Should not share or access any confidential information. Both employers and employees should not access or share any confidential information with anyone. It is very vital for both employers and employees to protect any information within their records so that each and every person’s privacy is respected. Private information should also never be sent over the Internet except through the use of secure methods to prevent the leakage of private information. This practice will ensure that every person’s private and personal space is respected. (John J. Kane, n. d. ) xii) Never let conflict of interest intersect with work problems. Employers and employees should never let conflict of interest intersect with work problems. They should always put the organization’s interest before their own interest. To prevent conflict of interest from affecting professional judgement, employees are also not encouraged to deal with customers or others who are their close friends or relatives. (John J. Kane, n. d. ) xiii) Maintain a professional work environment. Both employers and employees should always maintain a professional work environment. Everyone should be treated fairly with respect, courtesy and consideration and they should not be any biasness in the workplace. This is to maintain a workplace free of any harassment or discrimination to ensure that both employers and employees could work in a positive environment with an ethics-driven cukture. John J. Kane, n. d. ) xiv) Stay free of substances such as drugs and alcohol. Both employers and employees should stay free of substances such as drugs and alcohol. Everyone should report to work free from any abuse of substances to prevent the influence of any drugs or alcohol while working and also to prevent any discomfort to other colleagues. This is also because working under the influence of alcohol and drugs could cause one to not be able to think properly and may cause tantrums which may disturb the peacefulness in the workplace. xv) Give everyone equal treatment. Employers and employees alike should be given equal treatment meaning that everyone is given equal opportunity. The setting at the workplace should be such that cultural differences are celebrated and does not discriminate by gender, sex, race, colour, or creed. Employment should be based on a merit system related to competence and qualifications of the worker rather than based on a person’s gender, race, colour, or creed. (John J. Kane, n. d. ) xvi) Be honest and truthful. Employers and employees alike should always be honest and truthful in all their actions. When everyone in an organization is honest and truthful to each other, they will be a high level of trust among each other and this will lead to higher productivity as it is always easier to work with a trusted person. (Code of Conduct, n. d. ) xvii) Practice integrity. Employers and employees should practice integrity at all times. They should be fair and honest in all business dealings and also all other aspects of business so that outsiders such as suppliers, customers and the public will have faith in the organization. Thus, the reputation of the organization will be uplifted and everyone in the organization will be more motivated to practice ethical behaviour in the company. (Code of Conduct, n. d. ) xviii) Be responsible. Employers and employees should also be responsible at work. They should be committed to their work and develop a high sense of accountability as these would make working in an organization more pleasant. (Code of Conduct, n. d. ) xix) Practice high citizenship behaviour. Employers and employees should practice high citizenship behaviour meaning that they are patriotic, loyal and highly committed towards their company. They should always participate in all the matters relating to the progression of the company as this action will benefit and further motivate everyone in the company. (Code of Conduct, n. d. ) xx) Care for each other. Employers and employees should be caring towards each other. They should always show compassion and kindness to their colleagues and this must come from the heart. It will make people touch and people will be ready to open up to each other. This practice of openness will help discourage unethical behaviour and it will further stimulate a highly ethical work environment. Code of Conduct, n. d. ) 5. 0 Conclusion Ethics is a very important aspect which must be practice by all companies to ensure their survival and also its reputation. Lack of ethics in a company could easily cause a company’s downfall as it loses trust from other parties. Ethics is also important to ensure employees’ commitment as an employee will definitely not leave if he or she is treated appropriately. Long serving employees will also contribute to increase investor and customer loyalty and confidence as it is an undeniable fact that everyone loves and honest company who looks after its people well. Workplace ethics is very important because it enhances teamwork. With teamwork, it will enable employees to work together without any conflicts or prejudice. They will also be better to understand their employer’s expectations and could motivate and push each other to excel in a given task. This will also make working easier as they is a high level of trust, sincerity and partnership in the organization. (Prema Jayabalan, 2013) It is also important as every employee will want to feel secure in a job. This will make employees more motivated to go to work as they know that they will not lose their job if they were not given valid reasons. Thus, employee productivity will be higher as they will feel appreciated and will not be harassed by other workers. (Prema Jayabalan, 2013) Workplace ethics are also important as it helps protect the company’s privacy as well as property. Organizations where all employees strictly adhere to the code of ethics need not fear any leaking out of company’s information, truancy, taking false sick leave and other disciplinary and ethical issues. From then employer’s viewpoint, they should always treat their workers with respect and reward those who deserve. (Prema Jayabalan, 2013) Ethics is also very important in aintaining a company’s reputation because the society at large will always admire and look up to a company which is ethical. This is because it shows that the organization is sincere and genuine in conducting their business and this will help attract more people towards the organization. (Prema Jayabalan, 2013) 6. 0 References Prema Jayabalan (2013), Wor kplace ethics: Ensuring harmony in the office [online] Available from : http://mystarjob. com/articles/story. aspx? file=%2F2013%2F2%2F2%2Fmystarjob_careerguide%2F12606844sec=mystarjob_careerguide (Accessed on 27th February 2013) John J. Kane (2013), Code of Conducts and Ethics [online] Available from : http://codeofconduct. pdf (Accessed on 25th February 2013) Businessdictionary. com (n. d. ), What is an Organization? [online] Available from : http://www. businessdictionary. com/definition/organization. html#ixzz2LVVEI0Il (Accessed on 27th February 2013) Managementstudyguide. com (2008), Business Ethics – A Successful way of conducting business [online] Available from : http://www. managementstudyguide. com/business-ethics. htm (Accessed on 27th February 2013) Spj. org (2012), Society of Professional Journalists: SPJ Code of Ethics [online] Available from : http://www. pj. org/ethicscode. asp (Accessed on 27th February 2013) Don Knauss (n. d. ), The Role Of Business Ethics In Relationships With Customers [online] Available from : http://www. forbes. com/2010/01/19/knauss-clorox-ethics-leadership-citizenship-ethics. html (Accessed on 28th February 2013) Sumitama Mukherjee (n. d. ), What is an Organization? [on line] Available from : http://whatisanorganization. pdf (Accessed on 28th February 2013) Charles D. Little (n. d. ), Organizational/Business Ethics [online] Available from : http://wweb. uta. edu/management/Dr. Little/†¦ /Organizational%20Ethics. ppt (Accessed on 28th February 2013) How to cite Ethics Assignment, Essay examples

Change Management in Organizations Free-Samples for Students

Question: Write a Project Report on Change Management in Organizations. Answer: Introduction Change management has become one of the most debatable topics of the corporate world. The leaders of organizations have been struggling to explore and develop strategies to bring effective changes within the organization so that the organization can adapt itself to survive the economic and social changes of the country or region. Lewins model, McKinseys 7S model, Kotters change management theory, nudge theory, ADKAR model, Bridges Transition model and Kubler-Ross Five Stage model are few of the proposed theories of change management by various scholars and authors. There has been an ongoing debate whether change management should focus on strategies and tools or influencing people and their identity. The paper would thus, make an attempt to gain an insight of effective change management methods and approaches through analyzing the different literature works of various scholars and authors. The paper would present the ideas of few of the journal articles and books in the form of literature review to study the existing change management theories and models. Further, they would be demonstrated by connecting them to the existing organization to understand their efficiency in the current global scenario. Appropriate conclusions and recommendations would be drawn to drive inference. Literature Review According to Paton and McCalman (2008), change is an essential component of an organization to survive in the changing business context. The companies must develop new strategies to manage multiple future scenarios. Restructuring was stated by the authors as one of the strategies of change management that helps an organization to grow and prosper. Restructuring facilitates an organization to align its internal activities as per the social and economic conditions of the region. Further, the authors also stated that how a firm responds to the changing global environment including growth of European Union, growing economies of India and China and reducing costs of communication, transportation and information, reflects an organizations ability to handle change management. The authors also addressed the importance of people in an organization in terms of knowledge contribution. People are the most sustainable weapons of an organization and the real challenges lies how effectively a firm uses them in the changing global environment. Hayes (2014) presented his own views on change management in organization and strongly emphasized on change process by stating change as purposeful and meaningful process comprising of 7 core activities. According to the author, the first step is to identify the need for change in the organization followed by diagnosing the change to construct a vision for future. After developing a vision, the process of planning is initiated to implement the change. The change is then reviewed in order to analyze the whether the intended state has been achieved or not. The author further stated that change management is not only about attaining the desired goal, instead it is about sustaining the change as long as it is beneficial for the organization. The authors Cameron and Green (2015) stated that Lewins model is required for change management. The three stage model has proved to be a successful in bringing effective changes within organizations. The first stage is unfreezing that brings motivation for change through disconfirmation and removing the psychological barrier of learning anxiety. Stage of Lewins encourages learning of new concepts and evolving new meanings for the existing concepts. The stage three brings an internal change by incorporating the new concepts along with their meanings. According to Karp and Helgo (), chaotic change is an essential component for bringing effective changes in an organizations with high external and internal complexities and uncertainty. The change process focuses on people to influence their interaction, identity and relationship. The author stressed on the fact that a change that focuses on tools, strategy and structure instead of people is likely to have low efficiency. Thus, the author concluded that in order to bring successful change management, the leaders should focus on accountability, unpredictability, self governance and emergence and avoid design-oriented managerial interventions. According to the authors Nastase, Giuclea and Bold (2012), change is about influencing the people of an organization and the attitude of human resources could either lead to success or failure of an organization, therefore, human dimension is one of the critical success factors. Analysis and Discussion In the fast changing business environment, change has become an integral part of the organization. The leaders and managers consistently thrive to develop effective approaches to implement change within the organization successfully. A firm has to consider several factors in order to develop effective change management model. The practices have demonstrated that most of the managers fail to perceive industrial changes and if the changes have been perceived, they are unable to respond to those changes or delay the response or adopt inappropriate approach to implement change. The figure below demonstrates the relationship between firm and competitiveness of the industry. (Source: Jovanovic, 2015). Restructuring As discussed in the literature review, restructuring is one of the change management approaches that is being frequently used by the organizations to enhance the structure of the organization to achieve organizational effectiveness. The firms adopt restructuring approach in order to expand their businesses through mergers and acquisitions, joint venture or wholly owned subsidiary. The firms generally adopt this technique when they want to take their operations worldwide and become a global firm. There are several critical success factors that would define companys growth in other market. Firstly, the managers must be able to identify the need to restructure the organization along with the potential market. The managers must perform an external environment analysis of the region through PESTEL analysis and Porters Five Forces analysis. PESTEL analysis would help to evaluate political, economic, social, technological, environmental and legal factors of the country. The analysis provide s an insight of the countrys policies, structure, demand and availability of resources. Porters Five Forces analysis would help to evaluate the bargaining power of suppliers and customers and the existing competition in the country. Thus, with the help of these tools, the firm is able to develop effective strategies and planning to set up its operations in another country through one of the restructuring approaches. Therefore, it is suggested that an organization must invest into research and development before adopting any strategy or approach for change management and decision making ability of the managers play a significant role in bringing effective change management. Design, execution and marketing are the three important processes that managers must work out effectively. The design process helps to develop the strategy that would be suitable for the organization to deal with the problem or opportunity. The execution deals with the management of the strategy so as to yield bet ter results. Marketing process helps to communicate effectively to the investors so as to attain the most optimum stock price. Further, restructuring could also lead to continuous downsizing, job losses and redundancy among the employees of the organization (Idowu and Adegoke, 2014). During the recession, several firms fired their employees and downsized their operations in order to save the firms from bankruptcy. Millions of people lost their jobs in US and Europe and its impact was felt across the globe. Kurt Lewins Change Management Theory Kurt Lewins change management theory of three stages is one of the most effective theories for the businesses and is still found to build sustainable model for the organizations. The first phase is unfreeze that helps to employees understand the need for change and dismantle their current mind sets. The second phase is transition that build new approaches and strategies for the organization by identifying the need of change. The third and final stage is freeze that reinforces changes in the organization to dismantle the former ways and methods. The model is frequently used because of its simplicity and straightforwardness. The method deploys the top management to bring an effective change through effective decision making and problem solving skills. The senior management develops goals for organizational change and the most feasible and effective one is selected. A change agent is responsible for bringing an effective change within organization. The company may hire consultant as a change agent or appoint someone from the internal team or someone from organization who is not familiar among the employees, for instance a team member of headquarters may lead the team. It is the responsibility of the change agent to evaluate, measure and control the change. The agent works collaboratively with the senior management to assess the effect of changes on the organization. The change agent works with several individuals and groups and departments of the organization. An organizational is likely to face resistance to change from the employees and staff members. The employees resist change because they find it difficult to change their current approaches and thinking pattern to adopt some new methods. They perceive change as coming out of their comfort zone for something unknown. The employees are also concerned about their performance that could be affected by the change which is a threat for employees as it could risk their positions in the organization. In order to implement effective changes in an organization, the employees must have faith on the change agent or the change agent should be able to convince the employees with strong belief and conviction to drive them towards a common goal and achieve the desired change. The change agent should be able to make the employees comfortable by showing the results of change and how it could grow their career. Kurt Lewins model has been found to be effective for the non government organization by merging with the standard practices for instance strategic planning. The model has had a significant impact by redefining mission of the organization and bringing successful organizational change (Medley and Akan, 2008). Learning Organization Theory Learning organization is another concept of change management that helps an organization to develop sustainable model to survive in the changing business environment. The model integrated five dimensions including systems thinking, personal mastery, mental models, team learning and building shared vision. The worlds most successful organizations have integrated learning organization theory within their framework very effectively. Facebook, Apple, Google, Microsoft are the top most organizations demonstrating the importance of model in the current business scenario. Apple has successfully integrated shared vision and systems thinking under the leadership Steve Jobs. Facebook has also integrated personal mastery and shared vision under the leadership Mark Zuckerberg. Conclusion The paper has successfully discussed and analyzed the different theories of change management and their impact on current businesses. Lewins change management theory was found to be most frequently used model by merging with the standard practices such as strategic planning. The three phase model has demonstrated effective change within non government organization by defining appropriate goals and objectives to attain the desired change. Restructuring was another change management theory that considers PESTEL analysis and Porters Five Forces to analyze the external environmental factors of the country. The organizations have to consider the probable impact of social, economic, political, legal and environmental factors of a country in order to attain desirable results. Further, identifying the need of change was also an important concern for the managers. The practices have demonstrated that most of the managers fail to perceive industrial changes and if the changes have been perceiv ed, they are unable to respond to those changes or delay the response or adopt inappropriate approach to implement change. Learning organization was another theory that has given success to the worlds top notch companies including Apple and Facebook. Thus, in order to develop a successful organization, the management must identify the need of change within the organization at the appropriate time so as to grab the opportunity or handle the problem. Once they have recognized the need, proper model or approach must be identified to bring effective changes within organization. Restructuring is preferable for expansion or downsizing the company. Lewins model is preferable for developing strategies for the organization and the model has been proved to be very effective in non government organization. Learning organization theory requires effective leadership to ensure that learning is an integral part of the organization. References Cameron, E., and Green, M. 2015. Making Sense of Change Management:A Complete Guide to the Models, Tools and Techniques of Organizational Change.London: Kogan Page Publishers. Hayes, J. 2014. The Theory and Practice of Change Management. London: Palgrave Macmillan. Idowu, A. and Adegoke, K., 2014. Impact of Environmental Factors on Organizational Restructuring in the Banking Sub-Sector of Nigeria.technology,4. Jovanovic, Z., 2015. Management and changes in business environment.Ekonomika,61(2), p.143. Karp, T. and Helgo, T.I., 2008. From change management to change leadership: Embracing chaotic change in public service organizations.Journal of change management,8(1), pp.85-96. Medley, B. C. and Akan, O. H. 2008. Creating positive change in community organizations: A case for rediscovering Lewin. Nonprofit Management and Leadership, 18(4), 485496. Nastase, M., Giuclea, M. and Bold, O., 2012. The impact of change management in organizations-a survey of methods and techniques for a successful change.Revista de Management Comparat International,13(1), p.5. Paton, P.R.A., and McCalman, J. 2008. Change Management:A Guide to Effective Implementation. London: SAGE.