WHAT IS CORPORATE SOCIAL RESPONSIBILITY?

Figure 1: Corporate Social Responsibility (Yasin, 2019)

Corporate social responsibility is a management concept whereby companies integrate social and environmental concerns in their business operations and interactions with their stakeholders.

The following definitions of CSR have been proposed by different authors:

• “How companies manage the business processes to produce an overall positive impact on society” (Baker, 2004)
• “Continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families, as well as of the local community and society at large” (World Business Council for Sustainable Development in Hopkins, 2007)
• Additional responsibilities of businesses to local and wider communities apart from its core responsibility of profit maximization (Simpson and Taylor, 2013)

Let’s take a look at the key elements of effective CSR programs:

1. Environmental concerns

A majority of companies have large carbon footprints, so any effort to reduce them is good for the environment. These efforts include minimizing packaging to reduce waste, prioritizing recycling or using products of local origin. These practices not only save money, but they also save the planet.

2. Philanthropy

CSR and corporate philanthropy are often confused, but there is an important distinction between the two. Corporate philanthropy refers to the general practice of a business that gives back to others, usually through charitable donations. CSR is a broader strategy in which philanthropic efforts align and are integrated into the overall mission and business practices of a company.

3. Ethical labour practices

This is quite simple: CSR programs favor fair and ethical treatment of employees. Ethical treatment includes ensuring employee safety, promoting a healthy workplace and other practices that contribute to the well-being of employees.

4. Economic responsibility

Economic responsibility is a term used to describe ethical financial practices in business. Of course, while all companies are legally required to pay taxes in one way or another, companies with an established CSR program pay close attention to how the money they pay in taxes is used for the benefit of their surrounding communities.

It is important to note that all economic responsibility does not occur outside the walls of your company, as you wish. An essential aspect of economic responsibility is to provide employees with fair and competitive wages to ensure their well-being and their ability to support themselves and their families.

Reference

Baker, M. (2004) “Corporate Social Responsibility – What does it mean?” Available at: http://www.mallenbaker.net/csr/definition.php

Corporate Social Responsibility (2013) Investopedia, Available at: http://www.investopedia.com/terms/c/corp-social-responsibility.asp#axzz2A54oj5IY

Simpson, J. & Taylor, J.R. (2013) “Corporate Governance Ethics and CSR” Kogan Page

Yasin, E., 2019. CORPORATE SOCIAL RESPONSIBILITY (CSR)? IS THAT WHAT IT’S CALLED. [Online] Available at: http://ripplezoo.com/2019/09/13/corporate-social-responsibility-csr-is-that-what-its-called/ [Accessed 9 January 2020].

ORGANIZATIONAL POLITICS IN THE WORKPLACE

Figure 1: Office politics and the work environment (Pond, 2019)

Workplace politics is the process and behavior in human interactions involving power and authority. It is also a tool to assess operational capacity and to balance the diverse views of interested parties. It is also known by other names like office politics and organizational politics. It is the use of power and social networks within an organization to effect changes that benefit the organization or the individuals within it. The influence of individuals can serve personal interests regardless of their effect on the organization itself. Some of the personal benefits may include access to tangible assets or intangible benefits such as status or pseudo-authority which influence the behavior of others. On the other hand, organizational policy can increase efficiency, build interpersonal relationships, accelerate change and simultaneously benefit the organization and its members.

Individuals and groups can engage in office politics which can be very destructive, as people focus on personal gain at the expense of the organization. "Selfish political actions can negatively influence our social groupings, cooperation, information sharing and many other organizational functions." Thus, it is essential to pay attention to organizational policy and create the appropriate political landscape. "Politics is the lubricant that lubricates the internal gears of your organization." Office politics has also been described as "just the way power is developed on a practical and daily basis".

Organizational politics are informal, unofficial, and sometimes behind-the-scenes efforts to sell ideas, influence an organization, increase power, or achieve other targeted objectives (Brandon and Seldman, 2004)

Political Tactics

• Attacking or blaming others
• Creating a favorable image
• Developing a base of support
• Consultation
• Exchange
• Coalition
• Pressure

Limiting the effects of political behavior

• Open communication
• Provide sufficient resources
• Introduce clear rules
• Free flowing information
• Measure performance, not personalities
• Remove political Norms
• Hire-Low Politics employee
• Increase opportunity for Dialogue
• Peer Pressure against Politics

In conclusion, organizational politics are a normal part of the workplace. However, it is important that organizations create an environment whereby politics don’t become destructive. This can be achieved through implementing key objectives that create standards within the organization. (Towler, 2019)

Reference

Anon., n.d. Organizational Politics. [Online] Available at: https://saylordotorg.github.io/text_organizational-behavior-v1.1/s17-04-organizational-politics.html [Accessed 9 January 2020].

Brandon, R., & Seldman, M. (2004). Survival of the savvy: High-integrity political tactics for career and company success. New York: Free Press.

Pond, W., 2019. Ignore “Office Politics” at Your Own Peril. [Online] Available at: https://wallacekpond.com/2019/01/11/ignore-office-politics-at-your-own-peril/ [Accessed 9 January 2020].

Towler, A., 2019. Organizational politics: Curse or blessing? [Online] Available at: https://www.ckju.net/en/blog/organizational-politics-curse-or-blessing/20912 [Accessed 9 January 2020].

HOW TO FIRE AN EMPLOYEE

      Figure 1: The Best Way to Fire an Employee (HADEN, 2011)  

      

1. Give Them Time to Change

Understandably, employees who feel blindsided by a firing and like they weren’t even given a chance to make things better will be angry and frustrated. So the first step in dismissing someone as politely as possible is to make sure that you don't jump to conclusions and give them adequate time to change.

           

2. Find the Right Time and Place

The important thing is that there is no right answer here - and, really, there is no right time to fire someone. Feel your team, your employees' Schedule and your company culture, and you will probably identify a moment that will work best.

3. Make Your Point Explicitly Clear

You need to make the point of that conversation almost painfully clear: Their employment is ending and they need to move on.

4. Avoid Pet Peeve Phrases

According to (Grote, 2016)

“I understand how you feel.”

“You should’ve known.”

“I know that this hurts right now but later on you’ll realize that this is the best thing that could have happened.”

5. Ask Questions about the Transition

Ask him what he needs, what would make this easier, and what kinds of support you can give him in the exiting process. Some companies, depending on the circumstances, allow employees to choose their own exit timeline and how the news is shared with peers. This has pros and cons and is a leadership call; you’ll have to decide what works best for you (Cavanaugh, 2016)

6. Resist an Argument

In some cases, no matter how smoothly you try to make this conversation, the employee will become angry and defensive.

7. Stand Firm in Your Decision

Another possible response from this employee? A request for one more chance to get it right.

As tempting as it may be to give in, you must remain firm in your initial decision.

Going back will cause toxicity in this relationship (how committed and positive will an employee be after knowing that they are almost laid off?) While making you look like a weak leader.

So while it can be difficult to defend your position - especially if that employee becomes emotional or begs - you have to.

Reference

Cavanaugh, A., 2016. How to Fire Someone Without Destroying Them. [Online] Available at: https://hbr.org/2016/01/how-to-fire-someone-without-destroying-them [Accessed 09 January 2020].

Grote, D., 2016. A Step-by-Step Guide to Firing Someone. [Online] Available at: https://hbr.org/2016/02/a-step-by-step-guide-to-firing-someone [Accessed 09 January 2020].

HADEN, J., 2011. The Best Way to Fire an Employee. [Online] Available at: https://www.cbsnews.com/news/the-best-way-to-fire-an-employee/ [Accessed 09 January 2020].

WHAT IS EMPLOYEE ENGAGEMENT?

The term Employee Engagement generally seems simpler than it really is, engagement is not just satisfaction; it is a more holistic approach that includes a number of factors and drivers behind it. According to Khan (1990) defined employee engagement as ‘the harnessing of organization members ‘selves to their work roles; in engagement ,people employ and express themselves physically ,cognitively ,and emotionally during role performances’.

The basic components of employee engagement are more or less the same in all organizations: trust, fairness, respect, communication, etc. are universal. However, the most important specific elements differ from one company to another.

Building a highly engaged workforce requires a combination of several elements; each of them has a different impact on people. Employee engagement could be grouped into several factors….

Engagement with your manager; what you think of your boss, whether you are treated fairly or not, receive feedback, coaching and in general, mutual respect and the relationship between both of you.

This is a very important factor for being fully committed to work; however, it is not the only factor, contrary to the old saying "people leave managers, not organizations". Research has shown that this is no longer true when people leave; it's usually a combination of different things that causes the turnover. A bad manager can force someone to leave, but generally there are many other factors that create poor performance or a departure.

Engagement with the organization; is another drive for being engaged, but how is it measured? It is usually measured by; how the employees are satisfied with the organization’s values, the upper management, the strategy, and the organizational leadership as a whole.

Benefits of engagement

When employee engaged in their work,

• Higher level of productivity
• A boost to your bottom line
• Better retention rate of your top talent
• An increased sense of health and well-being
• And surprisingly decreased healthcare cost

With the right knowledge, the right tools and, most importantly, the right mindset, this can be a powerful way to transform an organization and improve the organization's results

                                                                                   

                 Figure 1: Employee engagement is driving real business value (Weber, 2012)

Reference

Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at

work. Academy of management journal

Weber, J., 2012. How Employee Engagement is Driving Real Business Value. [Online] Available at: https://taigacompany.com/how-employee-engagement-is-driving-real-business-value/ [Accessed 8 January 2020].

HOW TO REDUCE ABSENTEEISM IN THE WORKPLACE

What is employee absenteeism?

Absenteeism is the intentional or habitual absence of an employee from work. While employers expect workers to miss a certain number of work days each year, excessive absences can lead to lower productivity and can have a major effect on company finances, morale and other factors. (investopedia, 2013)

Figure 1: Understand the reasons behind Employee Absenteeism and uncover remedies to reduce absteeism (Circle, n.d.)

Solution for Absenteeism in the Workplace

•       Improve Office Atmosphere

Employees who have good relationships with supervisors and feel appreciated are less likely to take time off. Employers can foster positive interaction by recognizing and appreciating employees when they do something well,Creating a healthy work environment with well-lit work space and inviting break and lunch areas also help employees feel comfortable at work

•         Elicit and Respond to Feedback

Employees can be a resource of information on how to improve business and office morale. Employers should create an atmosphere in which employees feel safe in asking questions or expressing concerns by listening to what they have to share. You don't have to respond to every bit of information provided, but by listening to and acknowledging your employees; you let them know you value them. You can take it a step further by asking for feedback or conducting surveys.

•     Offer Rewards (LOTICH, 2017)

Some organizations reward good participation by granting employees a bonus for the absence of unplanned absences during a 12-month period.

And, when attendance is built into the annual performance appraisal process, employees can also see rewards in terms of increased merit.

Another tactic is to provide adequate paid time off so that employees have the flexibility to schedule absences using a pre-determined bank of hours.

•     Establish Flexible Work Options

All workers have family responsibilities, and taking care of elderly parents, prompting the need for flexible work options, because of a flexible work schedule reduces tardiness, absenteeism and turnover, and improves productivity and morale. For employers, flexible work options can result in lower overhead costs. Flexible work options vary greatly and can include a reduced schedule, flex-time, job share and telecommuting.

Reference

 Circle, V., n.d. www.pinterest.com-Employee Absenteeism. [Online] Available at: https://www.pinterest.com/pin/617767273865800164/?lp=true.

investopedia, 2013. Forbes. [Online] Available at: https://www.forbes.com/sites/investopedia/2013/07/10/the-causes-and-costs-of-absenteeism-in-the-workplace/ [Accessed 1 January 2019].

LOTICH, P., 2017. the thriving smallbusiness.com. [Online] Available at: https://thethrivingsmallbusiness.com/4-ways-to-reduce-employee-absenteeism/ [Accessed 1 January 2019].

HOW TO MANAGE MILLENIALS EFFECTIVELY

Millennials or Generation Y represents those born between the early 1980s as birth years and the mid-1990s to early 2000s as birth years, the definition being generally accepted from 1981 to 1996. These ones are currently in the job market and will start to dominate the global workforce over the next few years.

                                     

                                                             

Figure 1: The Common Characteristics of Millenial Professionals (KANE, 2019)

Following HR related initiatives/actions will help in organizations for effective management of millennials. (JENSEN, 2017)

1. Create a strong corporate culture

The Millennials want their work to have meaning and purpose. When they see the relevance of their work, they will dedicate their blood, their sweat and their tears to the growth of the company.

2. Provide a work-life balance environment

Millennials need flexibility in the workplace to allow them to experience the world, spend time with their families and friends, and achieve many goals. Offer flexible hours and remote work opportunities to appeal to this generation

3. Provide leadership and guidance

Be mentors, not bosses! As a results-oriented generation, you do not need to micromanage millennials. Show them what needs to be done and let them get the results in their own way.

4. Take advantage of their technological know-how

Instead of forbidding them to use their smart phones and personal devices at work, let them use it at work. This will not only help them improve their performance, but will also show them that you trust them.

5. Recognize their work

Millennials don’t want trophies - they need validation, recognition and reinforcement. A simple "thank you" or "great job today" will suffice.

6. Craft a future that excites them

Present their future in the company and talk more often about their career path. Make them enthusiastic about what they can achieve within the organization, but do not make promises in the air. Being transparent

    

Figure 2: Career Path Progression  

7. Encourage collaboration

Organize weekly team meetings or brainstorming sessions to encourage collaboration. You can even guide and frame millennials in a team

8. Allow them to be leaders

Trust their abilities and allow them to take on larger, more meaningful projects. Do not crush or hold them back. Give them the reigns and they will do more demanding work.

Reference

Anon., n.d. Career Path Progression Bar Graph Ppt Template. [Online] Available at: https://www.slideteam.net/career-path-progression-bar-graph-ppt-template.html [Accessed 30 November 2019].

Anon., n.d. Millennials. [Online] Available at: https://en.wikipedia.org/wiki/Millennials [Accessed 30 November 2019].

JENSEN, G., 2017. How to Manage Millennials. [Online] Available at: https://guthriejensen.com/blog/8-steps-to-manage-millennials/ [Accessed 30 November 2019].

KANE, S., 2019. The Common Characteristics of Millenial Professionals. [Online] Available at: https://www.thebalancecareers.com/common-characteristics-of-generation-y-professionals-2164683 [Accessed 30 November 2019].

EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE

    Figure 1: Impact of training in your career

The main goal of organisational training is to provide employees with the skills necessary to improve your business as a whole. Essentially, trained employees can help obtain high quality products and services in a shorter period of time. Highly skilled workers can offer better customer service experiences and engage more customers for longer periods.

Training is one way of increasing an individual’s productivity. In the training process, employees acquire technical skills, interpersonal skills and solid knowledge in order to perform their jobs efficiently and effectively at the workplace and lack of ongoing training programs leads to lower performance of employees (Nawaz, Masoodul, & Saad, 2014). 

Advantages

When you invest money in training your employees, they feel worthy. With a higher sense of value, employees often feel more loyal to your business. When employees feel more loyal, they are more willing to work hard and longer to make the business a success. Training can also give employees a sense of empowerment. Empowerment is accompanied by a willingness to do everything in their power to get the job done. Overall, trained employees tend to benefit from both their own career and the company they work for.

Disadvantages

Training can also have disadvantages. The main disadvantage is the learning curve that employees may encounter during training or because of the introduction of a new system or technology. For example, if you implement a new software system that employees must use to perform their daily tasks, the time they take to learn the new system can result in a decline in the company's production. Some employees are reluctant to change and may therefore develop a negative attitude towards the new process, which also makes them reluctant to train.

Conclusion

How training is delivered can also affect how employees respond to or use the training. Online training, hands-on training or formal courses or training courses are all options for training employees. Since each employee learns at a different pace and in different ways, it is usually best to offer different training formats so that employees can choose the format that allows them to learn the most. If the employee feels an obstacle to learning, he may not commit to learning at all, which may be contrary to the purpose of the training.

Reference

Armstrong, M. & Taylor, S., 2014. Armstrong's handbook of human resource management practice. 13th ed. London: Kogan Page.

Freshskills, 2017. Impact of training in your career. [Online] Available at: https://freshskills.net/impact-of-training-in-your-career/ [Accessed 21 November 2019].

Training employee engagement and employee performance: Evidence from Uganda’s health sector. [Online] Available at: https://www.tandfonline.com/doi/full/10.1080/23311975.2018.1470891.

UKEssays, 2016. UKEssays. [Online] Available at: https://www.ukessays.com/essays/management/impact-of-training-and-development-on-employees-management-essay.php [Accessed 22 November 2019].