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Company Q’s attitude towards social responsibility is strongly determined by the management’s perceived economic gains that the company accrues from the surrounding community, which represents their clientele. In as much as the management of company Q accepted to resume their operations, they appear to be still skeptical of the community. According to Goyal and Goyal (2010), “the general attitude, expectations and attitudes of the society regarding social responsibility of business also influence the social orientation of a company” (p.454). Consequently, the management of company Q has adopted a very reserved attitude towards the embracing corporate social responsibility.
First, company Q’s attitude appears to be arising from previous incidents associated with the affected neighborhoods. Somehow the management feels that they have done a big favor by reopening the stores in the affected neighbors. As a result, the decision to provide limited organic foods, which are in high demand in its food line, can be interpreted as a retaliatory action. This could also be the reason why the management does not see the benefit of donating day-old foods to the local food bank.
Secondly, the response that the company’s management gave to rising cases of insecurity by closing down the shops was not an appropriate one. Indeed, the action of residents requesting the company to open its stores once again could have been driven by good will from community members. Nevertheless, the company did very little to address the problem. This reveals how the company is less concerned about the welfare of the community it serves.
Thirdly, the company’s internal trust framework is weak because the management does not trust its employees. The lack of a functional internal trust framework seriously undermines the capability of attaining good results in the corporate social responsibility. In the case of company Q, the company refuses to donate day-old foods on the grounds that its employees are going to sell exploit the system by selling it illegally to unknowing consumers. In as much as this may appear as a positive concern regarding selling day-old foods to consumers, it still undermines the employee’s ethical standards.
First, the company needs to put the society’s needs into the fore front by addressing the health concerns its consumers. For instance, the decision to supply limited quantities of organic foods is a major setback towards achieving fruitful corporate social responsibility initiatives. The management needs to acknowledge that the needs of one society differ from another (Goyal & Goyal, 2010).
Secondly, the management needs to incorporate a functional welfare system for its employees. This welfare system should offer job security and job promotion schemes for its employees (Goyal & Goyal, 2010). The management should take advantage of the of welfare program to establish a better relationship with its employees. This will also encourage employees to portray ethically appropriate behavior.
Thirdly, the company needs to revise its current strategy of putting more value on the profitability of their products. This can be seen from the company’s action of deciding to throw away day-old foods instead of giving them for free. This implies that they view their actions more from an economic perspective than a social perspective. Thus, the company’s management needs to devise a program that will improve their association with the local community. The goals of the program should be structured such that they should focus on enhancing better cooperation between the management, employees, and the community.
Standards and Procedures
Authority and Responsibility
Association with other Stakeholders
Ethics Training Program
The company will have an effective ethics training program in place to reinforce the ethics profile, standards, and procedures of the company. The training program will take two weeks to be successfully accomplished. The program will focus on three main components of ethical training: opportunity, motivation, and rationalization. Additionally, the program will incorporate lecturers, review of case studies, presentations, and role plays. The program will be accomplished as follows:
System to Monitor, Audit, and Report Misconduct
In order to develop an adequate system that would be used monitor, audit, and report misconduct among employees. First, the workplace will be subjected to a stringent workplace monitoring mechanism that will entail employees monitoring each other’s actions. In the event any employee notices any major incident of non compliance to the company code of ethics, they should notify the party immediately. Secondly, the company will prepare a performance appraisal system, which will incorporate ethical elements. The performance appraisal mechanism used will require all employees to participate effectively in the program. This will be conducted on a quarterly basis. Employees will be required to provide meaningful and sincere views about their fellows. The ethical appraisal will entail employees belonging to a specific department assessing employees from another department. Thirdly, there will be collaborative participation among employees in ensuring that employees adhere to the stipulated rules. To make this operational, there needs to be a system of continuous surveillance, which will ensure that employees are making ethical decisions. Fourthly, employees will be free to submit confidential reports that specifically identify unethical practices
Review and Improvement of Ethics Program
Periodically, there will be need to institute improvements into the ethics program. Before this is done, an assessment will be conducted to establish specific performance indicators based on the ethical program. This mainly focus on key aspects such as the functionality of the ethical program and other entities associated with it, the effectiveness of the program as revealed through performance appraisal results, the establishment of clear communication guidelines, the degree of individual commitment among employees towards attainment of positive values, how the program impacts interpersonal communication, and other attributes that may affect the dynamism of the program. Reviews will be conducted twice per year so that important improvements can be made before commencement of the next training program. Furthermore, in order to add value to the program, a collaborative framework will be used in which other workshops will be organized in collaboration with other companies offering similar services. The aim will be to discover new trends in the industry with regard to ethics training.