Creating a Comprehensive Sustainability Practices

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Table of Contents

Introduction
Goals
Implementation
Measurement and Evaluation

Introduction

Human sustainability refers to the ability of an organization to align its business goals with direct and indirect interests of the employees. Therefore, sustainable practices are only achievable when human sustainability is aligned with organizational strategies.

Through understanding the organizational sustainability, organizations need to comprehend the dynamics that prevail, drive and support essential programs within its workforce to accomplish the strategic objectives, while ensuring that the employees are comfortable.

The physical structures in any organization interested in sustainability should promote positive relationships between favourable and effective job performance and work environment, as attributes of motivation and congenial conditions. This proposal presents ideas which the company may use to create a comprehensive sustainability practices through a proactive organizational communication plan.

Proposed organizational sustainability through a communication plan

When communication plan is not structured in the goal policy, as is the current case in the company, the outcome might be lethal since change will lack accorded seriousness. In order to understand the operations of these channels, it is essential to investigate the personal views and effects of the communication plan.

The organization should establish a stable culture in order to enjoy proactive formal communication. Mature information exchange is a product of a well-organized ad properly executed communication plan, which is inclusive of the various levels of communication from the top and bottom of the organizational administration pyramid.

Measuring factors such as interpersonal relations, working conditions, support and trust, welfare provisions, and work environment may greatly contribute to the organizational sustainability as well as employees’ satisfaction, especially when technology is secondary to human input.

For instance, technological modifications within an organization are sustained when the human factor is equipped with appropriate skills for ensuring its operational efficiency. Therefore, the company may introduce a comprehensive communication plan.

Stakeholders/ publics analysis

The communication plan is likely to affect various individuals in their interactions with the organisation. The main stakeholders involved include the organisation’s clients, the management, and the staff. The main effect the plan will have on the clients is that it will create better quality services and possible opportunities to earn an income as trainers, depending on the organisation’s needs.

The management would have to restructure the organisation in a way that allows for the implementation of the plan, including financial support. The staff would need to adapt to the new requirement of learning a new communication system in a bid to accomplish the organisation’s goals.

Goals

Improve the efficiency and effectiveness of the current mode of communication between the clients and the organisation through incorporation of multicultural training.
Ensure that the various available methods appeal to the financial health of the organisation.

Objectives

For goal I:

To ensure that the organisation improves the standard of services that clients receive (output objective).
To increase the number of clients that the organisation handles on a daily basis in a bid to accomplish the organisation’s objectives (impact objective).
To ensure smooth flow of information within and without the organisation (output objective).

For goal II:

To avoid expenditure that would jeopardise the running of the organisation’s basic activities (output objective).
To increase the number of staff available to attend to clients without creating undue pressure on the finances (impact objective).
To improve accountability towards the involved stakeholders (output objective).

Key messages

The plan does not aim to disseminate any particular message, as its core purpose is to improve communication between the organisation and its clients in the daily running of the organisation’s affairs.

Implementation

The strategies in this plan require the organisation to take a collaborative perspective in dealing with the subject matter. In essence, this aspect means that the plan requires the management of the organisation, the staff, and the clients to work together. The main requirement for the creation of such a set-up is an exchange of information and knowledge relevant to the project.

Actualisation of the tactics that this plan proposes requires the management of the organisation to work closely with the staff and allow the staff freedom to associate with clients and form networks with other organisations as they accomplish their duties. This aspect allows the staff to collect feedback from clients.

Budget-timeline

The financial requirements for the actualisation of this plan depend on various elements, including services available in the service-for-service program and communication training cost. As such, it is not yet possible to approximate the financial burden the plan will have on the organisation. A five-year period would be appropriate after initiation of the plan, for purposes of monitoring the plan’s progress and making alterations where necessary.

Measurement and Evaluation

It is difficult to establish the exact timeframe within which the organisation shall complete the communication training program due to the variation of learning capabilities among trainees. Most options available for incorporation in the training program are cost-effective and they work towards the sole purpose of furtherance of the organisation’s goals and objectives.

The solutions also cater for the main stakeholders, the organisation’s management, staff, and clientele. When properly implemented, the current production, human resource, and organizational culture will become more proactive and sustainable.

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