Csr Activities of Sony, Dell and Apple

The existence of CSR performances guarantee the interest of stakeholders, which involving investors, sponsors, employees, consumers and suppliers. More specifically, for inner management, the workers can be treated respectfully and received well treatment. For example, the workers should be ethically treated when they make a contribution to the performance of organization. Which means the workers not only will improve the enthusiasm to the work, but also will hold the same attitude to handle their works and customers when they receive and be treated equally and ethically in the working environment. Consequently, the employees will make more profits by working in a comfortable workplace. Moreover, the performance of organization will be promoted dramatically by workers’ support.

Once a business realizes that it has gotten wrapped up in maximizing profit that it neglect ethics of care, the next step is to readjust and realign its core values internally and be more responsible to the environment in which they operate by showing societal care. Therefore, the aim of this report is to address the importance of realigning the business with ethics of care through involving in CSR activities, and as well as showing how these actions can impact on a company’s performance even if it may be demoralized in the society.

Corporate Social Responsibility (CSR) is something that affects all companies and should be an active factor in the company’s decision making. It is something all corporations need to care about. CSR is when business’ or corporations take part in an initiative or campaign for a cause that will benefit society and/or in some way make the world a better place (Taylor, 2015). Initially, Corporate Social Responsibility started to take shape around the 1950’s, but some say that it dates all the way back to the 1800s, the idea of CSR was seen (Carroll, 2007). One may think that because it is dated so long ago, it doesn’t have an important impact today nevertheless, it is proven that Corporate Social Responsibility is a pathway for entities to self benefit as they are in the process of benefitting society.

Rangan, K., Chase, L., & Karim, S. (2015, January 1). The Truth About CSR. Harvard Business Review, 40-49.

First of all, employees account for the majority of the population in Gap’s factories; further, these employees are the blood in the whole enterprise body, the very thing that is keeping the whole business engine going (Henkle, 200). Hence, the employees are also the major force to implement the CSR plans and initiatives proposed by the management. By strategically allying with the employees on the CSR issues, they management could expect the employees to cooperate more willingly and heartedly (Urip, 2010). Gap’s CSR goals are also part of its strategic goals, which are closely related to efficiency, productivity, profitability and long-term prosperity (Vogl, 2006). Attaching greater importance to the employee participation could promote more desirable implementation of Gap’s CSR plans.

CSR should reflect individual corporations’ values and goals, and therefore CSR fit is an important factor in a company’s socially responsible choices. From the consumers’ perspective, CSR must “fit” with the company’s culture and purpose. Coombs and Holladay (2012) indicate that fit exists “when the CSR effort is consistent with what the business does” (p. 42). To be a good fit, CSR should evolve organically from a business’s goals, its products or even from its impact on society or the environment. A CSR initiative that is specifically born from a business’s mission or goals will have the greatest compatibility or fit. For example, a company that offers paper products and goods made from recycled materials can naturally incorporate CSR strategies that emphasize recycling and sustainable practices. This scenario is considered a good fit in the eyes of stakeholders because there is no disconnect between the business values and its CSR values, resulting in a higher level of

In addition this research investigates endeavors to propose diverse ways in which companies can treat their employees ethically, while in the meantime stay financially profitable and maintain their competitiveness by being good corporate global citizens.

Over the years, Human Resource Management (HRM) and Corporate Social Responsibility (CSR) have been seen as separate variables in both practice-oriented as well as academic discourses. (Schoemaker, Nijhof and Jonker, 2006) Hence, there is serious skepticism regarding the ability of HRM to significantly contribute towards CSR within organizations. However, with priorities of a business

The researcher also had discussions with the interviewees regarding the benefits that these CSR activities have brought to the organization. It was established that many organizations have a CSR Policy, which defines areas of concern and initiatives to improve relations with the people and environments affected by business operations (Bell, 2016). The interviewees agreed however that CSR is about more than environmental responsibility or having a recycling policy. Its initiatives take organizations beyond compliance with legislation and leads them to honor ethical values, respect people, communities and the natural environment. But most of all CSR is sustainable - involving activities that their organization can maintain without adversely affecting the business goals. Few benefits mentioned were;

The switch between bureaucratic and post-bureaucratic organizational models has seen the rise in need for internal CSR initiatives for new workplace issues. This is where Human Resource Management is debated to help achieve embedding CSR initiatives into HRM practices to ensure the ongoing success and sustainability of a firm (IIona Buciuniene, 2012).

CSR plays vital role in today business organizations.CSR is stands for corporate social responsibility. Corporate social responsibility also referred to as "corporate citizenship. The main motive of CSR is that the company makes profit not only for themselves while it also profitable for society. we can say that also Corporate Social Responsibility business behave ethically and contribute to economic progress while improving the quality of life of the workforce and their families as well as of the local community and society at large. There are many ways business to incorporate CSR into business models. In this essay I will describe how businesses can incorporate CSR into their business models by providing good working conditions for

The purpose of this literature review will be to examine the definition of CSR and the role of HRD in organisations. In considering the function of HRD in response to CSR, there is much inconsistency and debate in defining what exactly constitutes socially responsible practice. The reason for this is corporate social responsibility (CSR) practice occurs in different contexts and is dependent on perceptions to the individual. Ultimately there are gaps in literature, which occur as a result of key problems in defining what CSR is to organisations and the role of HRD professionals. There is much inconsistency and debate in defining what exactly constitutes socially responsible practice. The issue of HRD and it’s impact in relation to CSR has been brought to light by the emergence of increased awareness both of the power of corporations in the global economy, and of some of the negative repercussions of global economic activity (Wilcox 2006).

Inyang, Awa and Enuoh (2011) observed that traditionally CSR has been a top-management driven initiative nurtured from policy conception to implementation mainly by the organisations executives. Sharma, Sharma and Devi (2009) also noted that from the very beginning the key player in undertaking CSR activities in business organisations has been top management; other stakeholders who include employees have been rarely covered under the ambit of CSR. It will be argued in this study that the exclusion of other stakeholders, especially employees, and their non-involvement in CSR initiatives tend to affect successful implementation of CSR programmes. As Battacharya, Sen and Koschun (2008) have argued, this top-down approach to CSR creates a gap between top management and employees concerning appropriate sources and ownership of CSR initiatives. Perhaps a more strategic approach would be

CSR research has spent many years to promote company benefits in the regard of social responsibilities, so the CSR strategy consideration gained much importance in a firm working . Although CSR categories the responsibilities of a company but in real world it is not good due to three reasons, first the CSR categories are not differentiable, second CSR can be used as a moral substitute to hide the other

The purpose of this literature review will be to examine the definition of CSR and the role of HRD in organisations. In considering the function of HRD in response to CSR, there is much inconsistency and debate in defining what exactly constitutes socially responsible practice. The reason for this is corporate social responsibility (CSR) practice occurs in different contexts and is dependent on perceptions to the individual. Ultimately there are gaps in literature, which occur as a result of key problems in defining what CSR is to organisations and the role of HRD professionals. There is much inconsistency and debate in defining what exactly constitutes socially responsible practice. The issue of HRD and it’s impact in relation to CSR has been brought to light by the emergence of increased awareness both of the power of corporations in the global economy, and of some of the negative repercussions of global economic activity (Wilcox 2006).