Apart from men and animals, a lot is affected as is the case with forests most of which has so far been depleted. Without adequate forest cover, the amount of rainfall recorded isn’t able to avail much as expected. It only forces man to consider other means and ways aimed at ensuring water security. Some are encouraged to consider educating the society on the dangers posed by such a state thus needs to change their approach to life. This is achievable through a social centered kind of initiatives such as tree planting so as to replenish the once rich diversity as initiated by Mother Nature (Houghton 7).
Apart from the wellbeing of men; wild animals have also been affected by human encroachment on their habitat. This likely to make many wild animals shift from their habitat. In order to survive, some could even change their migration patterns. Part of the reason why this comes about is because their migration patterns have been encroached by uncontrolled human settlement. In future it might be hard for most countries to maintain such treasures as seen by there being a decrease in the number of wild animals than it was in the past. Some may as well be affected by toxin which could on the other hand be disposed in the open only poisoning the animal habitat. This ought to be discouraged to safeguard the gains made.
According to Rose et al(2008) organizational culture is viewed as a means through which the problems experienced by workers can be brought to light, an principles are set, as are the expectations and behavior patterns and traditions that facilitate increased achievement. In this regard, organizational culture is seen as a tool to enhance achievement, and a means for the discovery of various human issues such as employee problems. Alternatively, Shahzad et al. (2012) argue that organizational culture can be conceptualized using two main approaches; the process oriented approach, and the classification approach. The process oriented approach assumes that organizational culture is a permanent response to certain problems (Shahzad et al, 2012). In this approach, organizational culture is perceived as an outline of hypothesis invented concerning a specific problem, and after testing is considered suitable (Shahzad et al., 2012). Three levels of culture are discussed in this approach, and these are behaviors which constitute the social and physical environment, values which entail the underlying meaning used to interpret the outline, and basic assumptions or norms which entail those behaviors which are difficult to learn or change (Shahzad et al., 2012).
A good example is the link provided between corporate culture and innovation. According to Holbeche (xi), strategic planning of an organization should be targeted towards building capabilities and organizational culture which is conducive of sustainable performance. Holbeche (2006) proceeds to note that the focus of a business should not solely be geared towards an organization’s future business, but rather on the growth of an organization’s revenue as well. As such, change management becomes a very critical aspect of organizational survival, which greatly requires increased focus for better management in order for the organization to grow, as opposed to destroying the various business capabilities that present an opportunity for innovation and new business activities (Holbeche, 2006). A high performing organization is identified as that which is flexible and innovative, thus allowing for the attraction and retention of employees (Holbeche, 2006). A high performing organization is also defined as that which possesses a culture that facilitates or is conducive to innovation and knowledge based creation (Holbeche, 2006). Thus, organizational culture in this context is not merely perceived as a tool for changing employee behavior, but a tool for facilitating desired employee behavior through the creation of a conducive environment for innovation and creation of new products and services.