Introduction
The involvement of employees in corporate responsibility is vital in that it helps achieve the overall goal of placing the organization in the market more poignantly. Many companies have sought different ways of approaching the workers to contribute. Some consider asking for mandatory contribution which may be welcomed positively or negatively depending on the workers perception and preconceived beliefs. It is paramount to develop methods that incorporate the workers views and plight to avoid conflict of interest. When workers are forced to part with their income which is meager, this may lead to opposition and dissatisfaction. They may contribute for fear of reprimands that may involve loosing their job, demotion or other penalties but not out of self will. This is detrimental to the organization as the workers will be de-motivated leading to poor performance coupled with redundancies that affect the organization’s aspirations. Equally, this shows a sense of irresponsibility of the firm which is a failure in satisfying employees who are a major segment and contributors to the company endeavors as explained by Morden (2004).
What the team manager should do
The team manager is the overall leader and should seek dialogue with the management to bring some sanity. This should involve deliberations on the problems faced by the employees as well as their salary range; it will show the need for the Company to seek other possible means that can be used in involving the employees positively as they contribute to the societal needs. Robbins and Coulter (2009) describes that the firm should engage workers in acceptable activities that will not take away their income against their will. This can be achieved by creating an environment that will encourage voluntary involvement. It is possible to know the workers views by conducting surveys to gauge their opinions. The team leader should endeavor in providing a platform that will utilize open forums between management and workers either by having meetings or online forums. He should request the company leadership to ensure workers are represented in decision making where they are expected to contribute there by encouraging their participation. Further, the workers should be updated on the recent developments to gauge their response as a tool of corporate responsibility to the workers.
Ethical guidelines for individual and organizational contributions
If a company is faced by a scenario that demands employees’ contribution to the welfare of the firm, it is important to consider their voluntary input without coercing or pushing them. This means that the methods employed should consider the workers interest. This would help get maximum benefits from the workers. However, the participation of workers and the organization should be governed by a number of ethical guidelines that will provide leadership in responsible business operations that leads to sustainable business success according to Robbins and Coulter (2009). These guidelines are a vision of the future that motivate and orient the goals of the firm while coordinating the business activities in a legitimate manner. Any responsible organization should integrate a voluntary framework that incorporates social and environmental endeavors that will interpret the relationship of the company with the stakeholders in a sustainable and economic way. The firm should integrate the economic, social and ecological aspects when arriving on the approach to use in social responsibility.
It is the Company responsibility to be profitable. However the public and consumer insight demand more transparency of the firm. The organizations of today thrive in a global society that requires proactive involvement besides profit making as a tool of gauging their trustworthiness in engaging in business in the society. There should be fair competition, good corporate leadership and excellent supply chain. The product costs should be fair while using legal methods of production and means. The law should not be broken to lower costs, the health standards and security of workers should be emphasized Morden (2004).
Each company should have a tailored method of transforming the company by treating the staff fairly and with consideration. The company should develop policies that promote staff education, family ideals, provision of jobs to less fortunate in the society, advocate and provide health and security for workers. This should involve good pay and a superior reward system. The company should be in the frontline in respecting the society cultural diversity while paying attention to international human rights. This will help in making decisions that are in line with the accepted norms. Therefore, workers salary should not go below the recommended minimum for all categories.
As Robbins and Coulter (2009) explains, the company should use the factors of production economically and more efficiently to realize maximum profit while providing the best to the consumers. The firm should be cautious and responsible in using the available resources for future generations. They should ensure that the natural resources are preserved for a stable society and the future success of the economy. The environmental efficiency is only achieved in the long run and requires long term commitment. The company should devise methods of saving the environment by developing responsible climate policy for sustainability.
Conclusion
Therefore, a good company considers the value of the stakeholders as part and parcel of the Company responsibilities. It should develop transforming policies that are whole rounded. The involvement of workers should be voluntary. Various methods can be used to create room for participation. The workers can donate money if they wish, personal items, foodstuffs, time and expertise to promote the society aspirations. The workers can be involved in community campaigns that help create awareness or raise funds for the community. It is feasible to identify the areas most acceptable to the employees in advancing the social responsibility to the society.
References
- Morden, T. (2nd ed). (2004). Principles of Management. Burlington: Ashgate publishing Company.
- Robbins, P.S. & Coulter, M. (10th ed). (2009). Management. London: Prentice Hall.