In the 21st century, there are a number of advantages with respect to ensuring that organizational change and analysis is effective and brings about improvements with respect to better employee and client relations. As such, the use of such tools as innovation, better federal regulations and increased competition and scrutiny over organizations allows them to improve their internal structures and to also confront major organizational concerns head on. No doubt, there are numerous organizational concerns currently as businesses vie for more profits and higher levels of revenue (GS, 2016). One area that will be addressed and is of a major concern in the 21st century across multi-national corporations is employee complacency and the replacement of employees with essentially, more effective technology overall.

It seems that employees are becoming more complacent and work standards are becoming relaxed to a point where the amount of money that corporations invest in employees is simply not worth it and would rather be invested in clients and subsequent improvements in the structure of organizations worldwide. Furthermore, the productivity of employees is of a major concern to corporations and needs to be constantly monitored. Particularly those employees who are poorly paid and work longer hours then others – there is a continued emphasis on trying to make these employees more productive without having to pay them more. Hence, the main focus of this paper is improving employee conditions to increase employee productivity and ensure that corporations are provided with a continuous level of employee dedication and work efforts overall without any complacency.

In addressing the main focus or concern of this paper, a number of areas or requirements will be addressed by introducing new contexts and change including firstly, better leadership and management as well as improved ethical standards across corporations that are streamlined, better business practices and finally, improved training to provide employees with opportunistic careers and potential for development and success currently and in the future.

In firstly addressing leadership and management, new contexts can be established to inspire change. Leaders and managers need to be privy to the requirements of their employees along with their respective motivation and dedication levels. This requires that leaders and managers actively observe employee behaviors and intervene when they differ or productivity levels become lower (Weiss, 2014). In many corporations, this is not evident and instead, leaders and managers tend to ignore these signs of poor employee commitment and instead, focus on the higher level and trying to achieve more for their own respective careers. Perhaps this requires better structures and opportunities for employees but for the most part, better leadership and management will alleviate these employee problems. Additionally, leaders and managers need to be able to notice signs of complacency in their workplace and improved and enhanced leadership and management skills will ensure that complacency is appropriately dealt with. In many instances such as within the banking sector, positions and roles are selected for people based on who they know and their respective experiences.

There are certain expectations with leadership and management roles without any sort of testing to ensure that the person that fills that role has good leadership and management skills and experience (Weiss, 2014). For example, promoting an employee to a management position because of the number of years that they spent at the particular corporation or firm is not the best way of promoting better leadership and management. Regardless of experience and time spent at a corporation, the person with the better leadership and management skills should be selected or else, suitable courses and experience in certain circumstances should be conducted to prepare people and employees for future positions. Complacency can be invariably addressed by providing managers and leaders with better people skills and conflict resolution techniques instead of allowing leaders and managers to simply ignore these behaviors overall (Aguilar, 1994). Alternatively, selecting people with suitable leadership and management skills is another way of addressing complacency and issues concerning productivity levels. For example, the military is effective in achieving this and prides itself on a global basis from country to country on ensuring that its leaders and managers are well prepared and have had years of leadership experience and training, which provides them with the right skills and leadership and management qualities overall.

Private corporations in many instances need to also follow a more structured leadership and management plan where their managers are put through a number of obstacles and training to ensure that they are more than capable of ridding organizations of complacency and lower productivity levels. Different leadership models can also be considered, which are ultimately designed to cater towards certain situations such as complacency and lower productivity levels. Corporations can focus on such models as the situational leadership model where leaders and managers are taught to vary their style dependent on the situation rather than follow one style restrictively such as assertiveness or passiveness (Weiss, 2014).

In addition to the proposal of a number of more effective leadership styles in corporations, better ethical standards can help them to address lapses in employee motivation levels and productivity. Ethics focuses on the development of standards and regulations that promote better behaviors and in turn, result in more positive work outputs amongst employees. As previously mentioned in this paper, employees who aren’t paid very well have a hard time remaining motivated and committed to a certain task and this remains a large problem for corporations worldwide (considering that there will always be underpaid employees regardless of the industry and nature of work).

The best new context or change that corporations can introduce on an ethical basis is a set of standards that reassures employees that they are being looked after and that the corporation has an obligation to provide them with suitable career opportunities. Part of the problem is that employees are not being treated ethically and their leaders and managers need to provide them with some ethical incentives (GS, 2014). For example, an organization that tolerates certain inappropriate behaviors particularly amongst its lower ranks will come across to employees as not being firstly, ethical, but also not likely to provide suitable candidates with appropriate career opportunities. Employees start to question how their managers and leaders achieved their high positions and level of pay when the practices that they do employ are unethical in nature. Furthermore, it must be questioned how those managers and leaders achieved those positions when their qualities are obviously not suitable with respect to their perspectives and approach on ethics, leadership and management (GS, 2014).

By implementing a number of rather firm and restrictive ethical policies in organizations, employees can be treated more appropriately and provided with suitable career opportunities. Furthermore, ethical lessons and training sessions should be provided by organizations to ensure that their employees conduct ethical behaviors despite what restrictions or guidelines are currently in place. For example, there is a large difference between developing theoretical guidelines and standards and actually performing these recommended behaviors in the workplace. Every organization can admit that their practices are ethical because they have these standards written in an official sense but are they really ethical in the practices that they conduct on a daily basis? Are they really following these guidelines in their respective behaviors or simply trying to hide ongoing unethical behaviors and a culture of mistreating employees who are not high senior management or leadership positions? The employment of ethical workshops can convince employees and their managers to start incorporating a number of ethical practices in their own daily work schedules (Aguilar, 1994).

If they are shown how to be more ethical, then perhaps they might try to emulate these behaviors in real life rather than read the guidelines and ignore what is recommended. Organizations can also reinforce the negative consequences of unethical behaviors such as lower productivity levels and the potential for the organization lose money that it would ordinarily use to pay more to their employees overall. Another recommended approach for corporations is the establishment of a department that deals directly with employee relations and instances of unethical behavior amongst employees and managers overall (Weiss, 2014). The majority of these departments are considered to be human resource sections as perceived by corporations worldwide, however in the sense of this paper, they are actually primarily focused on improving the behaviors of employees and not just the benefits that they are provided with.

Another area that this paper will also address in an attempt to change organizational structures and analysis is the implementation of better business practices overall. Better business practices can focus on ensuring that the corporation looks after its employees and that there is a fine balance between the corporation managing its business activities and also providing suitable benefits and working conditions for its employees. For example, a better business practice might be to implement a more relaxed working day on Fridays such as relaxed clothing or a slightly shorter working day (GS, 2016). This can suitably inspire employees to become more motivated and most significantly, more dedicated to the organization. Managers, leaders and their employees can generate better professional relationships with one another through improved business practices and also better decision-making. Another example would be for corporations to reward their employees with bonuses and salary rises when it makes more revenue in a particular year or if something positive happens to the organization overall. Better business practices may also focus on the implementation of better programs for employees that will improve their productivity levels and dedication to the organization overall. Better business practices also inspire higher levels of loyalty needed to make the corporation more productive and successful currently and in the future (Weiss, 2014).

Changing the organizational context and also inspiring better change can be achieved through the initiation of improved training techniques within corporations worldwide. Training is always pertinent to organizations regardless of how successful the organization is and the effectiveness of its employees. Training can be used as an essential tool to inspire higher levels of employee productivity and to also prevent complacency. Training will firstly provide essential skills to employees that can broaden their job roles and allow them to try something new rather than resorting to repetitive business activities on a daily basis and for many years. Training will also reiterate to the employee that the corporation cares about their work output and wants to build and develop their skills and career potential (Weiss, 2014). In instances where there is no training, the level of fulfillment amongst employees significantly lowers. Furthermore, training courses can be conducted on an annual basis and can avoid periods where complacency starts and there is little development with respect to the skills and proficiencies of employees overall.

In conclusion, this paper has addressed the problem and focus area of employee complacency and lower productivity levels by proposing a number of context change initiatives such as better training methods, improved standards for leadership and management as well as better ethical initiatives overall. It is now on the selected corporations to implement these recommendations and provide a different yet more rewarding work culture for all employees across different industries and also worldwide.