Suncor Energy Company is a significant player in the energy sector and is regarded for its leadership in sustainability and inventiveness. However, like other organizations, Suncor comes up against obstacles in taming its organizational behavior systems to stimulate a climate of faithfulness and aspiration. In this analysis, we will critically examine three key topics in organizational behavior: making a business case for technology-based organizational change, improving performance through people, and the roles of trust and commitment in the business of Suncor Energy Company. Using secondary data sources such as peer-reviewed journals, published case studies, and company websites, we can further identify strengths and weaknesses and recommend changes to boost leadership and identity performance at Suncor.
Technology-based Organizational Change
Suncor Energy’s technology-based approach to organizational change indicates that the company is dedicated to enhanced productivity and sustainability because of its operational systems in the Energy sector. The company aims to achieve its goals by adopting digital technologies like automation, artificial intelligence, and data analysis, which will lead to improved processes and reduced environmental impact. Suncor has numerous stories demonstrating the practical application of advanced techniques, including innovative drilling technologies (Scott, 1996). The developments have not only improved the rates of extraction but also even led to a decline in carbon emissions; thus, they are also in alignment with Suncor’s sustainability goals and environmental responsibilities.
Even though there are a lot of positive aspects, a digital transformation in its path has a lot to do as well. This aspect is related to the development and professionalism of employees to facilitate the smooth adoption of technology in business processes. Through the development of comprehensive training programs, Suncor’s workforce can be adequately equipped with the necessary skills required to effectively apply and adapt the use of new digital tools and systems. As a result, the company can fully reap the benefits of modern digital systems.
Performance Improvements through People
Suncor understands that its workforce is the critical component in achieving productivity goals. The organization has established multiple interventions to enable workers and create a culture of continuous improvement. To illustrate, one of Suncor’s employee recognition programs highlights exceptional performance and promotion of innovative ideas across the organization’s hierarchy. Additionally, the organization stresses teamwork and knowledge sharing through cross-functional teams and employee development programs. Although these strategies work well, Suncor employees can be more productive by improving efficiency. The company needs to work on its talent management approach to create a pool of top talent in a highly competitive energy market. Suncor could also utilize leadership development programs to promote a strong pipeline of future leaders who will foster creativity and lead the company into the future.
Role of Trust and Commitment in Organizations
Trust and commitment are the key elements determining organizational behavior and must be developed to achieve employee engagement, satisfaction, and retention (Bringi, 2023). Suncor Energy has demonstrated a precise determination to nurture trust and commitment within its workforce, fostering several strategies that promote transparency and ethical leadership and strengthen a corporate culture. The company’s focus on safety, environmental conservation, and community engagement has enabled employees to feel a sense of purpose and pride within the organization, thus strengthening trust and loyalty. By giving preference to these values, Suncor has created a workplace where employees feel they are treated with respect and are aligned with the company’s general objectives and principles.
Sustaining trust and commitment means that the effort and improvement should be continuous. Suncor can improve in these aspects with the help of open discussions and acceptance of feedback that allows employees to express their issues and participate in organizational decision-making (Rowledge et al., 2017). This way, Suncor will maintain an environment of transparent communication where any problem or challenge can be identified and solved rapidly, enhancing the trust and involvement of employees. Suncor could strengthen its diversity and inclusion actions to ensure a more inclusive environment that provides a sense of belonging, recognition, and empowerment for everyone to contribute their qualities. By embracing diversity and cultivating an inclusive culture, Suncor can advance employee engagement and foster innovations, thus contributing to a successful organization.
Suncor Energy Company is recognized for its exemplary services and innovative operations in the energy industry. However, the organization needs to enhance its procedures for managing its human resource systems to be complete. Suncor can advance itself on all fronts of leadership and identity through careful evaluation of technology-based organizational change, people-based performance improvement, and the critical role of trust and commitment. In investing Suncor in people training and development, talent management, leadership development, communication, and inclusion, they will further develop organizational behavior systems to meet future sustainable growth and success.
References
Bringi, E. N. (2023). Indigenous African-Centred Organizational Change: Building Capacity at a Grassroots B3 Organization.https://ir.lib.uwo.ca/oip/318/
Rowledge, L. R., Barton, R., Brady, K., Fava, J., Figge, C., Saur, K., & Young, S. (2017). Mapping the journey: Case studies in strategy and action toward sustainable development. Routledge.https://doi.org/10.4324/9781351282802
Scott, J. (1996). Software review: a toolkit for social network analysis. Acta sociologica, 39(2), 211-216.https://doi.org/10.1177/000169939603900205
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