I just need a separate response for the 2 Post below

Post 1

As with any change initiative, one with social/cultural implications requires a detailed and comprehensive plan. These types of initiatives typically highlight the companys core values and beliefs. Change managers/employers strategy must include strong communication skills to reiterate the rationale, address internal and external pressures, and use single or multiple rationales to support the change. Some internal pressures include a desire to increase revenue or to drive productivity/efficiency levels amongst employees. External pressures might involve keeping up with industry trends or updating safety metrics to meet industry standards or benchmarks. When analyzing the change initiative, single rationales do what the name implies focus on the specific challenge or area of improvement. However, multiple rationales take into consideration the impact of the main changes on various aspects within the company. Examples include employees, clientele, or shareholders.

An example of an organizational change initiative with social/cultural implications is Amazons recent minimum wage increase to $15 per hour. The change initiative was largely implemented after the mega-company constantly received public, employee, & even politicians criticism of their low wages. As a result of these low wages, Amazon admitted they struggled to retain good talent. This initiative was supported by multiple rationales. By increasing the minimum wage, they could provide better wages & benefits for employees, ultimately increasing productivity & customer satisfaction. It would also reduce turnover rates and improve the companys image in the publics eye

Post 2

One organizational change in my current company is the adoption of a new DEI council which has had several social/cultural implications. Some statements of the new DEI council are the following: "We are committed to providing a workplace that values diversity and promotes inclusion where different experiences, talents, and perspectives are key to empowerment, innovation, and the success of our organization. We believe that equity is fundamental to fostering a culture of trust and respect where everyone can thrive. We understand that self-assessment and continuous improvement are critical to ensuring that we maintain the highest standards of conduct."

The rational that my company gave for the new DEI council is to create a forum for dialogue through the DEI Council, employee resource groups and bargaining units.

The internal pressures that drove this change were some accidents and scandals (Palmer et al., 2022). The external pressures that drove this change included demographics and changing expectation. Demographics was an issue because the company has an aging workforce and there are multiple generations working together. Changing expectations are always a problem in any company and ours is no different.

The rational for this change is due to multiple rationales. I believe that all rationales individually would have led to this change, but together it made the change faster and more serious. The change to establish the new DEI council stemmed from more than just one rationale. The biggest contributor to the change in my opinion was the fact that there was a scandal and a few accidents that were brought up to an external company that in turn asked our company about them.