WEEK 5 Peer Responses: Reference and cite the textbook in your original post. Respond to at least two of your classmates’ posts. Carefully review the Discussion Forum Grading Rubric for the criteria that will be used to evaluate this Discussion Thread. Week 5 - Discussion 1 PEER #1: Wk 5- Coaching Vs. Mentoring Elizabeth Staub Email this Author 12/6/2016 10:42:35 AM The differences between mentoring and coaching are as follows: mentoring consists of employee growth, learner engrossed, broad, judicious, and enduring; whereas coaching is calculated, exact, instruction concentrated, educating, temporary, and task-oriented (Kopp, 2014). Chakravarty (2011) explained the purpose of coaching and mentoring as the development of employee’s knowledge, skills and abilities to assist them in the raise the level of function to task. A mentor is not someone who is assigned to an individual; it is a person who takes another under their wing. A mentor will ensure that the individual’s needs are met by being available and providing guidance, sharing experiences, echoing and remaining positive in the face of challenges. A coach has builds a blueprint that will tell the employee exactly how they will get from point A to point B. A coach reviews various techniques to help employees learn valuable skills (Chakravarthy, 2011). An example of mentoring that comes to mind is when an employee is being developed for a leadership role. A mentor will be available to answer questions, provide guidance, and vent if needed. For instance one of my mentors in the military cultivated my abilities to lead through open communication, showing me balance, getting me to look internally before reacting, and by encouraging me. When someone changes careers the method of coaching would be appropriate, since they may or may not have any experience to build off of. For instance when I left Security Forces to become a First Sergeant I had a coach assigned to me that offered similar experiences when I had Airmen who made huge mistakes. They were able to provide teach me knowledge that afforded me the opportunity to use the skills I possessed as a cop while also instructing me on new ways to get to a desired end state. References Chakravarthy, P. (2011, December 20). The difference between coaching and mentoring. Forbes. Retrieved from http://www.forbes.com/sites/infosys/2011/12/20/business-leadership-for-smarter-org-2/ Kopp, D. M. (2014). Human Resource Development: Performance through Learning. San Diego: Bridgepoint Education, Inc. Peer#2: Week 5 Discussion 1 Candyse Cunningham Email this Author 12/7/2016 10:12:03 PM Coaching and mentoring are similar with nuanced differences. The function of coaching is to help the team member learn the behaviors and attitudes needed, in order to complete their job successfully (Chakravarthy, 2011). This would be for the coach to give the explicit direction for the team member to become a functioning member of the team.

1. WEEK 5 Peer Responses: Reference and cite the textbook in
your original post. Respond to at least two of your classmates’
posts.
Carefully review the Discussion Forum Grading Rubric for the
criteria that will be used to evaluate this Discussion Thread.
Week 5 - Discussion 1
PEER #1:
Wk 5- Coaching Vs. Mentoring Elizabeth Staub Email this
Author 12/6/2016 10:42:35 AM
The differences between mentoring and coaching are as follows:
mentoring consists of employee growth, learner engrossed,
broad, judicious, and enduring; whereas coaching is calculated,
exact, instruction concentrated, educating, temporary, and task-
oriented (Kopp, 2014). Chakravarty (2011) explained the
purpose of coaching and mentoring as the development of
employee’s knowledge, skills and abilities to assist them in the
raise the level of function to task. A mentor is not someone
who is assigned to an individual; it is a person who takes
another under their wing. A mentor will ensure that the
individual’s needs are met by being available and providing
guidance, sharing experiences, echoing and remaining positive
in the face of challenges. A coach has builds a blueprint that
will tell the employee exactly how they will get from point A to
point B. A coach reviews various techniques to help employees
learn valuable skills (Chakravarthy, 2011).
An example of mentoring that comes to mind is when an
employee is being developed for a leadership role. A mentor
will be available to answer questions, provide guidance, and
vent if needed. For instance one of my mentors in the military
cultivated my abilities to lead through open communication,

2. showing me balance, getting me to look internally before
reacting, and by encouraging me.
When someone changes careers the method of coaching would
be appropriate, since they may or may not have any experience
to build off of. For instance when I left Security Forces to
become a First Sergeant I had a coach assigned to me that
offered similar experiences when I had Airmen who made huge
mistakes. They were able to provide teach me knowledge that
afforded me the opportunity to use the skills I possessed as a
cop while also instructing me on new ways to get to a desired
end state.
References
Chakravarthy, P. (2011, December 20). The difference between
coaching and mentoring. Forbes. Retrieved from
http://www.forbes.com/sites/infosys/2011/12/20/business-
leadership-for-smarter-org-2/
Kopp, D. M. (2014). Human Resource Development:
Performance through Learning. San Diego: Bridgepoint
Education, Inc.
Peer#2:
Week 5 Discussion 1 Candyse Cunningham Email this
Author 12/7/2016 10:12:03 PM
Coaching and mentoring are similar with nuanced
differences. The function of coaching is to help the team
member learn the behaviors and attitudes needed, in order to
complete their job successfully (Chakravarthy, 2011). This
would be for the coach to give the explicit direction for the
team member to become a functioning member of the team and
meet the expectations. Whereas, mentoring focuses on training
behaviors and attitudes (Chakaravarthy, 2011).

3. A scenario where coaching would be more applicable is
when you are onboarding a new team member. The time needs
to be taken to show them exactly what is to be done, when and
how. This is also the time to level set the expectation on both
sides.
A scenario where mentoring would be applicable is
during development to prepare for a new position. The skills
and expectations are already learned, but the behaviors and
attitudes or approaches need to be taught when looking at
moving to an upward position.
Reference:
Chakravarthy, P. 2011, December 20. The Difference Between
Coaching And Mentoring. Retrieved from
http://www.forbes.com/sites/infosys/2011/12/20/business-
leadership-for-smarter-org-2/#412d24b2406f
Week 5 - Discussion 2
Peer #1:
These two companies are not doing things to sell more clothes,
they feel that it is the one thing they live for and the future of
our world. Patagonia owner he feels that it is his duty to help
solve things but he uses his company to help the change in our
country. He believes that we have to change corporate America
and showing that if one company start doing this for the wrong
reasons maybe later on the will do it because it is the right thing
to do. The owner firmly believes the they must change the
government but the government is just a pawn for corporate
America. These two companies want to be role models for

4. corporate America.
Espirit upper management are all out in the public and the
communities helping because they want people to know who's
behind the scene of the clothes in which the buy. Not only does
upper management show up, but they encourage their employees
to get out and help in the community by giving them time off to
go out and serve which is an admirable thing. Espirit believes
that while they are out in the community it will trickle down to
the next company. Espirit believes if you create an environment
that shows your committed to the community buy offering
volunteer days and they also have labor days but also people
will understand that they have a vested interest in the
community. the thing that these two companies do, they will
allow over 300 of there employess to go out and help in
marathons, feed the hungry and help young kids get treatment
for drug addictions.
Their belief is that when corporate America starts to help
people without there being other motives behind their help then
and only then will there be harmony in corporate America.
Kopp states it like this, corporate responsibility includes
organizations who choose to assess and take the initiative and
responsibility for how organizations affects the environment as
well as social justice and welfare. HR are beginning to create
social responsibility by, aligning social responsibility strategies
and goals with organizational objectives, using hiring and
creating partnerships to build CRS experts, but most of all
communication between the public and corporate America will
have a lasting impact between stakeholders, shareholders, the
people that they employ.
References:
Kopp, D. M. (2014). Human resource development: Performance

5. improvement through learning. San Diego, CA: Bridgepoint
Education.
Espirit and Patagonia video
Week 5
Two Separate discussion post to be completed separately and
due on the same document, if you are willing to do the
assignment you must also be willing to do the peer responses
that will be posted later within the week.
Discussions due on Thursdays
Peer responses due on Saturdays:- WILL POST PEER
RESPONSES ON WEDNESDAY 12/07
Discussion 1:Coaching versus Mentoring
Read the Forbes article “The Difference between Coaching and
Mentoring.” Coaching and mentoring are both functions of
HRM. Many of the characteristics are similar. However, the
two techniques are best used for different situations. Describe
the main differences between coaching and mentoring. Give an
example of a scenario in which coaching is the better method.
Give an example in which mentoring is the better method.
Reference and cite the textbook in your original post. Respond
to at least two of your classmates’ posts.
Carefully review the Discussion Forum Grading Rubric for the
criteria that will be used to evaluate this Discussion Thread.
Discussion 2:Is It a Learning Organization?
Corporate social responsibility is not only a function of HR.
However, HR must ensure that employees understand the
importance of corporate social responsibility and how they are
affected. Watch the video clip on Esprit and Patagonia. After

6. viewing the clip, answer the following questions. How do these
two organizations demonstrate corporate social responsibility?
What role can HR take in creating a culture of corporate social
responsibility?
Use this week’s lecture as a basis for your post. Reference and
cite the textbook in your original post. Respond to at least two
of your classmates’ posts.
Carefully review the Discussion Forum Grading Rubric for the
criteria that will be used to evaluate this Discussion Thread.
Respond
WEEK 5 - CORPORATE SOCIAL RESPONSIBILITY AND
HUMAN RESOURCE MANAGEMENT
Onete, Dina, and Vlad (2013) defined corporate social
responsibility (CSR) as a business model that incorporates self-
policing. The business model of the organization meets laws,
ethical standards, and international norms (Onete, Dina, &
Vlad, 2013). Schoemaker, Nijhof, and Jonker (2006) further
defined CSR as going beyond the required laws and by being
good corporate citizens. Onete, Dina, and Vlad (2013) stated
that by exhibiting these characteristics in the business model,
the organization will increase the likelihood of long-term
profitability. Demonstrating social responsibility can advance
economic growth because social actions can lead to profit that
will cover economic costs. Also, demonstrating responsibility
toward employees can make them more efficient, be more
responsible toward investors, and be willing to invest
themselves into the organization (Onete, Dina, & Vlad, 2013).
Pless, Maak, and Stahl (2012) stated that human resource
management has a critical role in establishing social
responsibility and sustainability in the organization. Pless,
Maak, and Stahl (2012) stated that
successful pursuance of social and environmental objectives is

7. heavily dependent on corporate values, organizations must
design HR processes that increase employee value awareness
and recognition of stakeholder concerns. These include hiring
for attitudes and values, performance management systems that
assess employees on how much they contribute to the social
performance of the organization, training and development
activities that develop skills in receptive stakeholder
engagement. (p. 875)
Based on this theory, HRM can affect ethical culture and social
performance of the organization (Pless, Maak, & Stahl, 2012).
Schoemaker, Nijhof, and Jonker (2006) posited that three
strategies for CSR exist: risk orientation (outside-in), identity
orientation (inside-out), and world view orientation
(integrated). Risk oriented CSR is focused on working with the
external environment. The organization has high visibility.
Environmental and medical organizations often use this
strategy. Focuses of risk orientation include examining the
stakeholders to determine their needs and expectations
(Schoemaker, Nijhof, & Jonker, 2006). In identity orientation,
the strategies to relate strengthening organizational identity and
communicating with the external environment are detailed.
Organizations with this orientation are not controversial like
medical or environmental organizations could be. These
organizations are interested in transparency (Schoemaker,
Nijhof, & Jonker, 2006). In a world view orientation, the
organization is concerned with not only its own CSR but also
with the CSR of stakeholders like suppliers, governments, and
consumers. Schoemaker, Nijhof, and Jonker, (2006) stated that
organisations adopting a world-view orientation on CSR make
their own organisation subservient to contributing to the gradual
solution of an important societal issue. These companies are
also called double goal companies because they explicitly
acknowledge issues like animal rights or employee equality as
company goals next to an economic objective. (p. 455)

8. Understanding the types of CSR and the role of HRM in CSR is
important for individuals developing training for an
organization. This week, one of your discussions is on CSR.
Ask yourself how your organization handles CSR and what
improvements could be made.
References
Onete, C. B., Dina, R. & Vlad, E. D. (2013). Social
entrepreneurship versus corporate social responsibility in e-
learning. eLearning & Software for Education, 1, 567-572. doi:
10.12753/2066-026X-13-092
Pless, N. M., Maak, T., & Stahl, G. K. (2012). Promoting social
corporate responsibility and sustainable development through
management development: What can be learned from
international learning programs? Human Resource Management,
51(6), 873 -904. doi: 10.1002/hrm.21506
Schoemaker, M., Nijhof, A., & Jonker, J. (2006). Human value
management: The influence of contemporary developments of
corporate social responsibility and social capital on
HRM.Management Revenue, 17(4), 448-465. Retrieved from
EBSCOhost database.