This document discusses organizational culture, defining it as shared assumptions, values and beliefs that influence how employees behave. It outlines seven primary features of culture, levels of culture, and how culture is transmitted through stories, rituals, symbols and language. The importance of culture in guiding employees and creating identity is described. Examples of Google's strong culture are provided, and the conclusion stresses the importance of an inclusive culture that makes all employees feel safe and welcome.
This document discusses business ethics, including definitions, key elements, importance, and how businesses can implement ethics. It defines business ethics as the study and examination of moral and social responsibility in business practices and decision-making. A proper ethics framework requires standards of right and wrong that prescribe obligations to stakeholders. Business ethics are important to protect consumer rights, ensure social responsibility, and maintain good relationships with society. Businesses should implement ethics through codes of conduct, separating ownership from management, and recognizing that ethical practices can be profitable in the long run.
Organizational culture is defined as the shared beliefs, customs, traditions, and values of an organization's members. It is shaped by an organization's founders, leaders, selection practices, and socialization of new employees. Maintaining culture involves selecting new members who share the existing values and socializing them to accept prevailing norms and customs through stories, rituals, symbols, and language used in the organization.
The document discusses organizational culture at Tata Motors and Ford Motors. It defines organizational culture and explains its importance. It provides overviews of Tata Motors and Ford Motors, discussing their missions, visions, and histories. The document also covers the cultures at both companies, how they approach innovation, ethics, customer service, and social responsibility. It discusses the roles of CEOs in transforming company culture.
This document defines organizational culture and describes its key elements. It discusses that culture is comprised of shared beliefs, assumptions, values and norms that shape group behavior. Culture is transmitted through socialization and exists when shared by most group members, passed between generations, and influences behavior. The core elements of culture include observable practices/symbols and deeper assumptions/values. The document then examines different types of organizational cultures like bureaucratic, clan, market, and entrepreneurial cultures and how they influence behaviors and performance. Finally, it discusses how strong, well-socialized cultures can enhance performance and satisfaction if a common style is developed and reinforced.
Organizational structure refers to how tasks and responsibilities are allocated within an organization. It is represented visually in an organizational chart. Organizational design is the process of coordinating these structural elements based on factors like the environment, technology, strategy, and human resources. Key design decisions include the division of labor, departmentalization approach, span of control, and level of authority. Organizations differentiate horizontally by specialization, vertically by hierarchy, and spatially by geographic dispersion. Integration coordinates the differentiated parts through vertical methods like rules and committees or horizontal methods like liaison roles and teams. Common organizational structures include machine bureaucracies, professional bureaucracies, divisional forms, and adhocracies.
The document discusses business environmental analysis and its importance for strategic decision making. It defines business environment and explains that businesses operate in a unique environment and cannot function in isolation. The business environment includes internal factors that are controllable by the business as well as external factors from the macro and micro environment that are beyond the business's control. Conducting an analysis of the business environment is important for identifying opportunities and threats to help guide the business's growth strategy.
The confrontation meeting is a one-day meeting developed by Richard Beckhard where an organization's entire management analyses problems, underlying causes, and develops action plans. In a series of activities, management generates information about major issues, prioritizes problems, and sets schedules for corrective actions. The confrontation meeting improves communication, morale, work culture, and problem solving through a structured seven step process including climate setting, information collecting, priority setting, and follow up review meetings.
This document discusses organizational culture, defining it as shared assumptions, values and beliefs that influence how employees behave. It outlines seven primary features of culture, levels of culture, and how culture is transmitted through stories, rituals, symbols and language. The importance of culture in guiding employees and creating identity is described. Examples of Google's strong culture are provided, and the conclusion stresses the importance of an inclusive culture that makes all employees feel safe and welcome.
This document discusses business ethics, including definitions, key elements, importance, and how businesses can implement ethics. It defines business ethics as the study and examination of moral and social responsibility in business practices and decision-making. A proper ethics framework requires standards of right and wrong that prescribe obligations to stakeholders. Business ethics are important to protect consumer rights, ensure social responsibility, and maintain good relationships with society. Businesses should implement ethics through codes of conduct, separating ownership from management, and recognizing that ethical practices can be profitable in the long run.
Organizational culture is defined as the shared beliefs, customs, traditions, and values of an organization's members. It is shaped by an organization's founders, leaders, selection practices, and socialization of new employees. Maintaining culture involves selecting new members who share the existing values and socializing them to accept prevailing norms and customs through stories, rituals, symbols, and language used in the organization.
The document discusses organizational culture at Tata Motors and Ford Motors. It defines organizational culture and explains its importance. It provides overviews of Tata Motors and Ford Motors, discussing their missions, visions, and histories. The document also covers the cultures at both companies, how they approach innovation, ethics, customer service, and social responsibility. It discusses the roles of CEOs in transforming company culture.
This document defines organizational culture and describes its key elements. It discusses that culture is comprised of shared beliefs, assumptions, values and norms that shape group behavior. Culture is transmitted through socialization and exists when shared by most group members, passed between generations, and influences behavior. The core elements of culture include observable practices/symbols and deeper assumptions/values. The document then examines different types of organizational cultures like bureaucratic, clan, market, and entrepreneurial cultures and how they influence behaviors and performance. Finally, it discusses how strong, well-socialized cultures can enhance performance and satisfaction if a common style is developed and reinforced.
Organizational structure refers to how tasks and responsibilities are allocated within an organization. It is represented visually in an organizational chart. Organizational design is the process of coordinating these structural elements based on factors like the environment, technology, strategy, and human resources. Key design decisions include the division of labor, departmentalization approach, span of control, and level of authority. Organizations differentiate horizontally by specialization, vertically by hierarchy, and spatially by geographic dispersion. Integration coordinates the differentiated parts through vertical methods like rules and committees or horizontal methods like liaison roles and teams. Common organizational structures include machine bureaucracies, professional bureaucracies, divisional forms, and adhocracies.
The document discusses business environmental analysis and its importance for strategic decision making. It defines business environment and explains that businesses operate in a unique environment and cannot function in isolation. The business environment includes internal factors that are controllable by the business as well as external factors from the macro and micro environment that are beyond the business's control. Conducting an analysis of the business environment is important for identifying opportunities and threats to help guide the business's growth strategy.
The confrontation meeting is a one-day meeting developed by Richard Beckhard where an organization's entire management analyses problems, underlying causes, and develops action plans. In a series of activities, management generates information about major issues, prioritizes problems, and sets schedules for corrective actions. The confrontation meeting improves communication, morale, work culture, and problem solving through a structured seven step process including climate setting, information collecting, priority setting, and follow up review meetings.
Organizational culture refers to the collective behaviors, beliefs, and values of people in an organization. It includes an organization's expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with others, and future expectations. It is communicated through the organization's language, traditions, stories, and norms, and impacts how people and groups interact and perform their work. A positive organizational culture that emphasizes employee strengths, rewards more than punishes, and focuses on vitality and growth can boost employee performance.
This document discusses the key functions of human resource management including planning, organizing, directing, and controlling personnel. It outlines the managerial functions of recruitment, training and development, remuneration, motivation, and maintaining employee records. Finally, it mentions the importance of industrial relations and ensuring proper separation from employees when they leave the organization.
Business ethics has been a concern since ancient times of "caveat emptor" or buyer beware. Modern interest arose in the 1960s with environmentalism and consumerism. Business ethics involves operating legally but also meeting societal values. However, there is no agreement on how far beyond legal requirements ethics requires businesses to go. Establishing a values statement and leading ethically can help businesses operate in an ethical manner and benefit through higher employee loyalty and lower misconduct.
Job evaluation is a systematic way to determine the relative worth of jobs within an organization. It aims to establish a rational pay structure by comparing jobs based on factors like skill, effort, and responsibility required. The main methods of job evaluation are ranking, classification, factor comparison, and point method. Ranking simply arranges jobs in order of value, while classification groups similar jobs into predefined grades. Factor comparison and point method assign scores to jobs based on how they rate on important compensable factors. While objective, job evaluation still involves some subjectivity and may require periodic review.
What is Organizational Behavior
The study and application of knowledge about how people, individuals, and groups act in organizations.
Its framework,history and importance to manager.
The document discusses corporate social responsibility (CSR) and provides definitions from various organizations. It outlines models of CSR including the classical economic model, socioeconomic model, Friedman model, Ackerman model, Carroll model, and others. The document discusses the CSR provisions in the Indian Companies Act of 2013, including applicability, requirements for CSR committees and expenditures. It lists eligible CSR activities and provides data on common CSR activities undertaken in India, with education and healthcare being major focuses.
This document discusses the concepts of business and society. It explains that businesses are organizations that produce goods/services for profit, and that they have a highly interdependent relationship with society. The document then outlines several forces that shape this relationship, including changing social expectations, government intervention, emphasis on ethics, globalization, regulation changes, technology advances, workforce diversity, and environmental issues. It stresses that businesses must understand how their decisions impact and are impacted by the social system.
This document provides an overview of various concepts related to environmental analysis and internal analysis for strategic management. It discusses the need for and process of environmental analysis, as well as limitations. Techniques for environmental scanning like SWOT, ETOP and PEST analyses are explained. The document also covers forecasting, including characteristics, processes and techniques. Finally, it discusses the dynamics, approaches and methods of internal analysis, including value chain analysis, functional analysis and the grid approach.
The document discusses various environmental factors that can affect organizations, including internal and external factors. It defines internal factors as those within the organization, such as its mission, leadership, communication, and organizational structure. External factors include political, economic, social, technological, environmental, and legal conditions outside the organization. The document also introduces PESTEL analysis as a framework for analyzing the political, economic, social, technological, environmental, and legal macroenvironmental factors relevant to organizational performance and strategy. Examples of how different companies apply PESTEL analysis are provided.
Porter's five forces framework analyzes competition within an industry by considering five competitive forces: the threat of new entrants, the threat of substitutes, the bargaining power of buyers, the bargaining power of suppliers, and rivalry among existing competitors. The five forces determine the profitability and attractiveness of an industry. An unattractive industry has forces that drive down overall profitability. Porter's five forces model originated from the work of Michael Porter at Harvard University.
Managerial ethics (types of managerial ethics)cidroypaes
This document discusses ethics and managerial ethics. It defines ethics as the code of moral principles that govern what is right and wrong for a person or group. Managerial ethics refers to making ethical decisions that consider what is right, proper, and just regarding relationships with customers, suppliers, stockholders, managers and subordinates. Having strong ethics improves the work environment, motivates employees, improves company image, and leads to cultural enrichment. There are three views of managerial ethics: utilitarian focuses on outcomes, rights respects individual liberties, and duties are based on responsibilities and obligations. The document also discusses three models of management ethics and approaches to forming ethical rules and relationships with stakeholders and coworkers.
This document summarizes an organizational culture workshop that discusses how organizational culture is formed and impacts organizations. It defines organizational culture and outlines Edgar Schein's three levels of culture - surface manifestations, espoused values, and basic assumptions. The workshop also discusses assessing and measuring culture using surveys, focus groups, and interviews. Finally, it presents examples of levers that can be used to change organizational culture, such as developing leadership, improving communication, and encouraging innovation.
Porras and robertson model - Organizational Change and Development - Manu Me...manumelwin
The document describes the Porras & Robertson model of organizational change. The model outlines four types of change based on whether the change is planned or unplanned, and whether it is first-order or second-order. Planned change is initiated by the organization itself to improve functioning, while unplanned change comes from outside factors. First-order change is linear and continuous, while second-order change involves a paradigmatic shift.
This document discusses organizational culture, defining it as shared values, beliefs, and assumptions that guide how members think and act. It identifies key aspects of culture like artifacts, espoused and enacted values, and deep assumptions. There are four main types of culture: clan, adhocracy, market, and hierarchy. Culture provides identity, commitment, sense-making, and stability for organizations. A strong, adaptive culture that fits an organization's strategy can provide benefits, but culture must also encourage innovation and risk-taking. Assessing an organization's culture is important for understanding career fit and potential for success within that organization.
Organizational behaviour is the study of human behaviour in organizational settings and how organizations manage their environments. It draws from contributing disciplines like psychology, sociology, anthropology, and political science. Psychology contributes to understanding human mind and behaviour. Sociology examines social relationships and culture. Political science analyzes behaviour in political environments and concepts like conflicts, power, and intra-organizational politics.
This document provides an introduction to organizational behavior. It defines organizational behavior as the systematic study and application of knowledge about how individuals and groups act within organizations. It discusses different levels of analysis (individual, group, organizational). It also outlines several models of organizational behavior including autocratic, custodial, supportive, collegial, and SOBC (stimulus-organism-behavior-consequences) models. Each model is defined by its basis, managerial orientation, employee orientation, psychological result, needs met, and performance result. The document emphasizes that managers should be flexible and use different models contingent on the situation to meet evolving employee needs and expectations over time.
Human resource accounting is the process of assigning, budgeting, and reporting the costs of human resources incurred by an organization, including wages, salaries, and training expenses. The objectives of human resource accounting are to help organizations with decision making, monitor the effective use of human resources by management, attract and retain qualified employees, analyze human assets, and profile the organization in financial terms. A human resource audit identifies and measures data about human resources and communicates this information to interested parties.
This document discusses key aspects of organizational culture including its definition, elements, types, how it is created and transmitted, its role in mergers and acquisitions, and the debate around whether cultures can be managed. It defines organizational culture as the shared assumptions, values, and beliefs that guide how an organization operates. It identifies elements that shape culture like risk tolerance, communication patterns, and reward systems. It also discusses how dominant and subcultures form and how strong versus weak cultures impact organizational effectiveness.
The document discusses the relationship between businesses and the communities in which they operate. It analyzes why it is in the interest of businesses to respond to community problems and needs, such as avoiding public backlash and maintaining a "license to operate." It also examines how businesses can build strong relationships with communities through various forms of corporate engagement like economic development initiatives, crime reduction programs, and disaster relief efforts. Finally, it evaluates how companies can direct their citizenship activities strategically to further their own business objectives.
A small presentation aiming at showing major problems that affect the clothing and textile industry everyday, since many should be more aware on the social impact of these issues.
Organizational culture refers to the collective behaviors, beliefs, and values of people in an organization. It includes an organization's expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with others, and future expectations. It is communicated through the organization's language, traditions, stories, and norms, and impacts how people and groups interact and perform their work. A positive organizational culture that emphasizes employee strengths, rewards more than punishes, and focuses on vitality and growth can boost employee performance.
This document discusses the key functions of human resource management including planning, organizing, directing, and controlling personnel. It outlines the managerial functions of recruitment, training and development, remuneration, motivation, and maintaining employee records. Finally, it mentions the importance of industrial relations and ensuring proper separation from employees when they leave the organization.
Business ethics has been a concern since ancient times of "caveat emptor" or buyer beware. Modern interest arose in the 1960s with environmentalism and consumerism. Business ethics involves operating legally but also meeting societal values. However, there is no agreement on how far beyond legal requirements ethics requires businesses to go. Establishing a values statement and leading ethically can help businesses operate in an ethical manner and benefit through higher employee loyalty and lower misconduct.
Job evaluation is a systematic way to determine the relative worth of jobs within an organization. It aims to establish a rational pay structure by comparing jobs based on factors like skill, effort, and responsibility required. The main methods of job evaluation are ranking, classification, factor comparison, and point method. Ranking simply arranges jobs in order of value, while classification groups similar jobs into predefined grades. Factor comparison and point method assign scores to jobs based on how they rate on important compensable factors. While objective, job evaluation still involves some subjectivity and may require periodic review.
What is Organizational Behavior
The study and application of knowledge about how people, individuals, and groups act in organizations.
Its framework,history and importance to manager.
The document discusses corporate social responsibility (CSR) and provides definitions from various organizations. It outlines models of CSR including the classical economic model, socioeconomic model, Friedman model, Ackerman model, Carroll model, and others. The document discusses the CSR provisions in the Indian Companies Act of 2013, including applicability, requirements for CSR committees and expenditures. It lists eligible CSR activities and provides data on common CSR activities undertaken in India, with education and healthcare being major focuses.
This document discusses the concepts of business and society. It explains that businesses are organizations that produce goods/services for profit, and that they have a highly interdependent relationship with society. The document then outlines several forces that shape this relationship, including changing social expectations, government intervention, emphasis on ethics, globalization, regulation changes, technology advances, workforce diversity, and environmental issues. It stresses that businesses must understand how their decisions impact and are impacted by the social system.
This document provides an overview of various concepts related to environmental analysis and internal analysis for strategic management. It discusses the need for and process of environmental analysis, as well as limitations. Techniques for environmental scanning like SWOT, ETOP and PEST analyses are explained. The document also covers forecasting, including characteristics, processes and techniques. Finally, it discusses the dynamics, approaches and methods of internal analysis, including value chain analysis, functional analysis and the grid approach.
The document discusses various environmental factors that can affect organizations, including internal and external factors. It defines internal factors as those within the organization, such as its mission, leadership, communication, and organizational structure. External factors include political, economic, social, technological, environmental, and legal conditions outside the organization. The document also introduces PESTEL analysis as a framework for analyzing the political, economic, social, technological, environmental, and legal macroenvironmental factors relevant to organizational performance and strategy. Examples of how different companies apply PESTEL analysis are provided.
Porter's five forces framework analyzes competition within an industry by considering five competitive forces: the threat of new entrants, the threat of substitutes, the bargaining power of buyers, the bargaining power of suppliers, and rivalry among existing competitors. The five forces determine the profitability and attractiveness of an industry. An unattractive industry has forces that drive down overall profitability. Porter's five forces model originated from the work of Michael Porter at Harvard University.
Managerial ethics (types of managerial ethics)cidroypaes
This document discusses ethics and managerial ethics. It defines ethics as the code of moral principles that govern what is right and wrong for a person or group. Managerial ethics refers to making ethical decisions that consider what is right, proper, and just regarding relationships with customers, suppliers, stockholders, managers and subordinates. Having strong ethics improves the work environment, motivates employees, improves company image, and leads to cultural enrichment. There are three views of managerial ethics: utilitarian focuses on outcomes, rights respects individual liberties, and duties are based on responsibilities and obligations. The document also discusses three models of management ethics and approaches to forming ethical rules and relationships with stakeholders and coworkers.
This document summarizes an organizational culture workshop that discusses how organizational culture is formed and impacts organizations. It defines organizational culture and outlines Edgar Schein's three levels of culture - surface manifestations, espoused values, and basic assumptions. The workshop also discusses assessing and measuring culture using surveys, focus groups, and interviews. Finally, it presents examples of levers that can be used to change organizational culture, such as developing leadership, improving communication, and encouraging innovation.
Porras and robertson model - Organizational Change and Development - Manu Me...manumelwin
The document describes the Porras & Robertson model of organizational change. The model outlines four types of change based on whether the change is planned or unplanned, and whether it is first-order or second-order. Planned change is initiated by the organization itself to improve functioning, while unplanned change comes from outside factors. First-order change is linear and continuous, while second-order change involves a paradigmatic shift.
This document discusses organizational culture, defining it as shared values, beliefs, and assumptions that guide how members think and act. It identifies key aspects of culture like artifacts, espoused and enacted values, and deep assumptions. There are four main types of culture: clan, adhocracy, market, and hierarchy. Culture provides identity, commitment, sense-making, and stability for organizations. A strong, adaptive culture that fits an organization's strategy can provide benefits, but culture must also encourage innovation and risk-taking. Assessing an organization's culture is important for understanding career fit and potential for success within that organization.
Organizational behaviour is the study of human behaviour in organizational settings and how organizations manage their environments. It draws from contributing disciplines like psychology, sociology, anthropology, and political science. Psychology contributes to understanding human mind and behaviour. Sociology examines social relationships and culture. Political science analyzes behaviour in political environments and concepts like conflicts, power, and intra-organizational politics.
This document provides an introduction to organizational behavior. It defines organizational behavior as the systematic study and application of knowledge about how individuals and groups act within organizations. It discusses different levels of analysis (individual, group, organizational). It also outlines several models of organizational behavior including autocratic, custodial, supportive, collegial, and SOBC (stimulus-organism-behavior-consequences) models. Each model is defined by its basis, managerial orientation, employee orientation, psychological result, needs met, and performance result. The document emphasizes that managers should be flexible and use different models contingent on the situation to meet evolving employee needs and expectations over time.
Human resource accounting is the process of assigning, budgeting, and reporting the costs of human resources incurred by an organization, including wages, salaries, and training expenses. The objectives of human resource accounting are to help organizations with decision making, monitor the effective use of human resources by management, attract and retain qualified employees, analyze human assets, and profile the organization in financial terms. A human resource audit identifies and measures data about human resources and communicates this information to interested parties.
This document discusses key aspects of organizational culture including its definition, elements, types, how it is created and transmitted, its role in mergers and acquisitions, and the debate around whether cultures can be managed. It defines organizational culture as the shared assumptions, values, and beliefs that guide how an organization operates. It identifies elements that shape culture like risk tolerance, communication patterns, and reward systems. It also discusses how dominant and subcultures form and how strong versus weak cultures impact organizational effectiveness.
The document discusses the relationship between businesses and the communities in which they operate. It analyzes why it is in the interest of businesses to respond to community problems and needs, such as avoiding public backlash and maintaining a "license to operate." It also examines how businesses can build strong relationships with communities through various forms of corporate engagement like economic development initiatives, crime reduction programs, and disaster relief efforts. Finally, it evaluates how companies can direct their citizenship activities strategically to further their own business objectives.
A small presentation aiming at showing major problems that affect the clothing and textile industry everyday, since many should be more aware on the social impact of these issues.
Anthropology 130 Extra Credit - Web Articles on Race 20 poi.docxRAHUL126667
Anthropology 130 Extra Credit - Web Articles on Race
20 points maximum
With the recent news stories showing differences in experience by members of different
races in the United States, new attempts to start the conversation on race and culture
have been published online. This assignment involves carefully exploration of one of the
recent media pieces on the topic and summarizing its main points.
Part One
Choose one of the following links for this assignment.
• Flam, F. (2016, October 3). Concept of race stands as science’s biggest blunder [Web
article]. The Kansas City Star. Retrieved from http://www.kansascity.com/opinion/opn-
columns-blogs/syndicated-columnists/article105647021.html
• Fuentes, A. (2015, June 22). Ignorance about race is killing us [Web article].
Psychology Today. Retrieved from https://www.psychologytoday.com/blog/busting-
myths-about-human-nature/201506/ignorance-about-race-is-killing-us
• Yodel, M., Roberts, D., DeSalle, R. & Tishkoff, S. (2016, February 5). Taking race out
of human genetics. Science. 351(6273), 564-565. Retrieved from http://
science.sciencemag.org/content/351/6273/564.full
Part Two
Answer both parts of the prompt:
a. What is the main point that the writer conveyed?
� of �1 2
http://www.kansascity.com/opinion/opn-columns-blogs/syndicated-columnists/article105647021.html
http://www.kansascity.com/opinion/opn-columns-blogs/syndicated-columnists/article105647021.html
http://www.kansascity.com/opinion/opn-columns-blogs/syndicated-columnists/article105647021.html
https://www.psychologytoday.com/blog/busting-myths-about-human-nature/201506/ignorance-about-race-is-killing-us
https://www.psychologytoday.com/blog/busting-myths-about-human-nature/201506/ignorance-about-race-is-killing-us
https://www.psychologytoday.com/blog/busting-myths-about-human-nature/201506/ignorance-about-race-is-killing-us
http://science.sciencemag.org/content/351/6273/564.full
http://science.sciencemag.org/content/351/6273/564.full
b. What are two quotes from the article that especially caught your attention? Why
were these passages effective in making their points?
Your reflection should be at least 300 words, and written as an organized paragraph.
Turn in your completed assignment on Canvas or in class by the due date.
Grading
A full score will be given to a reflection that addresses all of the required points. The
breakdown of the assigned score are:
• Accurately gives main point of the paper (6 points)
• Presents two quotes and explains why each is effective (8 points)
• College level writing: organized and free from spelling and grammatical problems (3
points)
• Low use of direct text from the article (except for the two quotes) (3 points)
� of �2 2
Business Ethics and
Social Responsibility
http://www.wileybusinessupdates.com
Chapter
2
1
Explain the concern for ethical and societal issues.
Describe the contemporary ethical environment.
Discuss how organizations shape ethical condu.
LIUB Movement for School Safety Case Discussion.docxstudywriters
This document provides an overview of the 16th edition of the textbook "Business and Society: Stakeholders, Ethics, Public Policy" by Anne T. Lawrence and James Weber. It discusses the increasingly complex relationship between business and society in a globalized world with greater public scrutiny and demands for ethical and socially responsible behavior from businesses. It highlights issues like changing regulations, new technologies, shifting employment practices, climate change, and economic inequality that businesses must navigate and addresses their obligations to various stakeholders.
LIUB Movement for School Safety Case Discussion.docxwrite4
This document provides an overview of the 16th edition of the textbook "Business and Society: Stakeholders, Ethics, Public Policy" by Anne T. Lawrence and James Weber. It discusses the increasingly complex relationship between business and society in a globalized world with greater public scrutiny and demands for ethical and socially responsible behavior from businesses. It highlights issues like changing regulations, new technologies, shifting employment practices, climate change, and economic inequality that businesses must navigate and addresses their obligations to various stakeholders.
Think associations can’t face PR problems? Think again. The mayor of the city hosting your association’s annual meeting is accused of a horrible crime and still wants to give the opening address at your conference. A program run by a member has put lives at risk and someone died. Your members openly ignore the best practices you recommend and now face a public drumming down, including a funding cut. How do you anticipate a public relations problem before it happens? What planning can you do in advance to make managing a PR crisis easier later? What materials should you have in a folder ready for use? How do you pivot when a real-life scenario surprises you? Review real-life case studies from associations and get tips on how to prepare for a crisis. Attendees for the Association Media & Publishing 2019 annual meeting walked out of this session knowing how to assess risk, put crisis plans in place, and be confident communicators.
The document describes the 5 steps involved in getting academic writing assistance from the website HelpWriting.net, including registering for an account, submitting a request and paper details, choosing a writer via their bids and qualifications, reviewing and authorizing payment for the completed paper, and having the option to request revisions. The website offers original, high-quality content and refunds for plagiarized work, aiming to fully meet student needs for academic writing help.
1-corporate social responsibility-good.pptxLourdesEyo1
This document discusses the social responsibility of businesses. It notes that businesses have come under pressure to behave ethically in response to recent accountability failures that have harmed stakeholders. One cause of these failures is a sole focus on profit maximization without consideration of other stakeholders. The document defines corporate social responsibility and explains that CSR refers to a business's obligations toward society, including contributing to economic development and improving life for various groups. It also outlines different types of social responsibilities businesses have toward society, government, shareholders, employees, and consumers.
Corporate social responsibility in sustainable environmental managementCosty Costantinos
This document summarizes a study on corporate social responsibility for sustainable environmental management in Ethiopia. The study examined the roles of multinational corporations, local companies, and social enterprises through surveys of 36 organizations. Key findings include that most companies have environmental policies and programs in place and are reducing their environmental impacts. Social enterprises contribute through innovative solutions to environmental issues and adopting sustainable practices. Both corporations and social enterprises are playing important roles in environmental education, community support, and helping Ethiopia achieve its sustainability goals.
Classroom Observation Free Essay Example. Writing a First-Class Observation Essay - FreshEssay.net. Observation and analysis essay. ️ Example of child observation paper. Observation and Child free essay .... observation summary Preschool Teachers. Dissertation observation Essay Example Topics and Well Written Essays .... Observation Analysis Essay Example StudyHippo.com. How to write an introduction for an observation essay - mfawriting811 .... Classroom Power Observation Essay Classroom Reading Comprehension. 003 Preschool Child Observation Examples 133947 Essay Example Thatsnotus. Well Written Essays Examples Best Professionally Designed Templates. Class Observation Report Classroom Teachers. Examples Of Student Observation Essays. Observation Essay - 10 Examples, Format, Pdf Examples. 006 Observational Essay Classroom Observation Preschool Paper Example .... How To Write A Formal Observation Essay For Childcare - Aiden
3. PPT Ethical Dimension of sustainable marketing.pdfssuser8e72bb1
The document discusses the challenges of marketing socially useful goods to the poor. It identifies 4 main challenges: 1) The poor's perceived values and lack of purchasing power, 2) Lack of awareness and education about product benefits, 3) Limitations of distribution channels, 4) Social and cultural differences. Case studies of P&G's PuR water purifier and Danone's yogurt products in developing markets demonstrate challenges of achieving mass scale and repeat purchases. Overcoming these challenges requires understanding the market through research, identifying important products, and facilitating partnerships along the supply chain to increase sustainable access and adoption among the poor.
This document outlines a case study examining the role of social entrepreneurship in empowering women in Ethiopia. It analyzes three social enterprises - Temsalet Kitchen, Timret Lehiwot, and Teki Paper Bags. These social enterprises provide innovative business models, unique services, and efforts to empower women through job creation, skills training, and access to resources. However, they face challenges like a lack of legal framework and understanding of social enterprises in Ethiopia. The document recommends improving policies and awareness to better support and incubate the growth of social entrepreneurship.
Corporate social responsibility (CSR) refers to companies taking responsibility for their impact on society beyond short-term profits. It includes voluntarily protecting stakeholders and the environment. Corporations have economic, social, and environmental responsibilities. While companies were traditionally only responsible for shareholders, they are now expected to contribute to society and sustainability. CSR helps companies harmonize their social responsibilities with economic goals.
This document summarizes a lecture about non-governmental organizations (NGOs) and their campaign activities. It discusses the rise of NGOs in the 1960s-1980s due to increased corporate impacts. It describes different types of NGOs like environmental, human rights, and anti-corruption groups. The document discusses several case studies of NGO campaigns targeting companies like Nestle, McDonald's, PepsiCo, and retailers. It also notes potential criticisms of NGOs but concludes they have been a major driver of positive change for companies by encouraging stakeholder engagement and broader perspectives.
Your Brand On the Social Web: A Key to Corporate Reputation Social Media Today
This document summarizes a webinar on using social media to build corporate reputation. The webinar featured speakers from Reputation Institute and Branderati discussing how corporate reputation now matters more than products. It also provided an overview of the Johnson & Johnson Credo and its role in guiding the company's response to crises. The document concludes by advertising next week's webinar on getting buy-in for social media strategies and an upcoming conference on social media.
Human relations involves the interactions between management and workers to achieve organizational goals. The evolution of human relations thinking progressed from industrialism, which viewed workers as commodities, to scientific management, which aimed to optimize productivity, to the current behavioral management approach, which sees the human element as important to organizational success. Modern human resources models view employees as having untapped potential rather than just as costs. Emerging challenges in human relations include managing knowledge workers, diversity, ethics, and adapting to globalization.
The document discusses the concept of corporate social responsibility (CSR). It defines CSR as a company's commitment to operate in an economically, socially, and environmentally sustainable manner. The document outlines different approaches to and categories of CSR. It also discusses factors that encourage CSR adoption, benefits of CSR, and principles of CSR such as sustainability, accountability, and transparency. Planning for CSR implementation involves determining issues to address, selecting response strategies, and implementing plans. The conclusion emphasizes that proper CSR participation is important for an organization's survival since it relies on communities for resources.
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RoHS stands for Restriction of Hazardous Substances, which is also known as t...vijaykumar292010
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2. Business
Importance of business environment
• Determining opportunities & threats.
• Giving Direction for Growth.
• Continuous Learning
• Image Building
• Meeting Competition
• Identifying Firm’s Strength & weakness
Business include everything from a small owner-operated company such
as a family restaurant, to a multinational conglomerate such as general
electric.
3. Business Influenced by…
Business decision are influenced by two set factors
• Internal Factor (The Internal Environment)
• External Factor (The External Environment)
Framework to Understand Environment Influences
Technological
Factor
Sociocultural
Factor
Economic
Factor
Political
Factors
5. Case Study 1
Starbucks Coffee Company, the largest coffee chain in the world generated billion
single-serve cups as waste each year that ended up in landfills or as litter. The
company had to work overtime to solve this problem as its customers and other
stakeholders wanted it to do something about the problem.
In 2008, Starbucks took up the target of serving 25% of the beverages in its
company-operated stores in reusable cups by 2015. It also committed itself to
making 100% of its paper cups in company-operated stores in North America
recyclable by 2015. However, tackling the problem was anything but easy and
straightforward.
6. Case Study 1 Conti…
Cup Summits
• To come up with a solution to the cup problem, Starbucks hosted a series of
Cup Summits. Starbucks hosted the first Cup Summit with representatives
from its paper and plastic cup value chain. The goal of the summit was to
prioritize and address the obstacles and opportunities of coming up with a
recyclable cup. The company through the summit strove to achieve its long-
term commitment to reduce the environmental impact of its cups......
• Low Cost Reusable cups
7. Case Study 1 Conti…
The case is structured to achieve the following teaching objectives:
• Understand issues related to corporate sustainability and in being a globally and
environmentally responsible company.
• Understand the importance and need for environmental sustainability for a
company like Starbucks.
• Approach toward environmental sustainability particularly its initiatives to address
the issue of waste generated by disposable coffee cups.
• Understand issues and challenges in convincing consumers to adopt reusable
cups and problems in recycling paper cups.
• Explore ways in which Starbucks can address these issues effectively.
8. Case Study 2
In November 2013, the managing editor of Indian weekly news magazine
Tehelka, Shoma Chaudhury was shocked when she received an e-mail from her
subordinate and woman journalist, Nina, accusing Tarun Tejpal, founder and
Editor-in-Chief of Tehelka, of sexually assaulting her on two occasions during
THiNK Fest 2013. In the e-mail, the victim provided a detailed and graphic
account of the alleged sexual assault and demanded an official written apology
from Tarun, an acknowledgement of the assault to be circulated among the
staff and bureau of Tehelka, and the setting up of an anti-sexual harassment
cell at Tehelka to probe the matter.
9. Case Study 2 Conti…
Though known for her feminist leanings, Soma's handling of the situation came
in for severe criticism from various quarters, with critics calling her response
legally questionable, inadequate, and flawed. She was criticized for her delay in
setting up an independent committee to look into the matter and for allegedly
trying to cover up the issue. In fact, she faced more criticism than Tarun, the
perpetrator of the assault. According to Shoma, her integrity was subsequently
repeatedly questioned by people from her fraternity and by the public at large.
Defending herself, she said her actions were based on solidarity and feminist
principles. Eventually, Shoma resigned 10 days into the crisis. The case allows
for the discussion of key questions, such as – Was Shoma made a scapegoat by
the media? What was at stake for her? Were her actions justified? What could
she have done differently?
10. Case Study 2 Conti…
The case is structured to achieve the following teaching objectives:
• Understand issues and challenges related to the issue of sexual misconduct
at the workplace that manifest as sexual harassment.
• Identify perpetrator resources and strategies used for sexual misconduct.
• Examine actions to be taken when an employee experiences any kind of
sexual harassment at the workplace; and
• Recognize the need to implement norms to prevent sexual harassment in
organizations.