Reasons for CSR assignment - 2046 Words

This assignment will be based around Adidas, an argument will be contextualised regarding Adidas’s Social and Economic responsibility and why an organisation like Adidas chooses to deal with the externalities in the organisation, the drives of Adidas’s values and ethical approaches will also be assessed, including an overall conclusion based on my opinion of Adidas as a sustainable organisation. Corporate Social Responsibility (CSR) is defined by Carroll as being split into four possibilities,†it is economically profitable, law abiding, ethical and Philanthropic† (Visser. W, 2005). Economic responsibilities is defined as being for profit purposes, managers focus is purely on the outcome of the business and the shareholders, there is†¦show more content†¦Adidas mentions that; â€Å"Managing the organisations environmental impacts is a key focus of their work† (Adidas Group, 2012). On the other hand It has become more apparent that there are a large number of ethical issues connected with Adidas these issues relating to the supposed Corporate responsibility of the organisation, â€Å"The independent revealed that workers in some of the sportswear giant s contracted factories are paid as little as 34p an hour† (The Independent, 2012). however Adidas is portrayed as an ethical organisation, one that cares for their suppliers, this is seen in the Adidas group(2012) site under â€Å"working with suppliers†; whereby Adidas depicts a â€Å"fair, safe and healthy† working environment. This immediately paints a picture of an ethical organisation that cares for suppliers even the factories in the Asia Pacific region. It is questionable that an organisation as global as Adidas is compelled to take on a Corporate Social and ethical approach as a means to maintain an image even if it may be false. Milton Friedman suggests that when businessmen talk elo quently about their business they may not be aiming purely for social means, as â€Å"a corporation is an artificial person and in this sense may have artificial responsibilities, but a business as a whole cannot be said to haveShow MoreRelatedA Pragmatic Alternative for Creating a Corporate Social Responsibility Strategy1007 Words   |  5 Pagesresponsibility (CSR) is a corporate initiative to assess and take responsibility for the company s effects on the environment and impact on social welfare. CSR may also be referred to as corporate citizenship and can involve incurring short-term costs that do not provide an immediate  financial  benefit to the company, but instead promote positive social and environmental change.   This assignment summarizing good work done by Professor  Kash Rangan  and colleagues offer a pragmatic solution for CSR. FirstRead MoreBusiness Case of Csr1677 Words   |  7 Pages(course: Business in Sustainable society) assignment 2 Business case of CSR Abstract On the tracking thread toward understanding the concept and aspects of a sustainable business in this course, the inclusive wide concept of corporate social responsibility is an key approach which feeds sustainable development pattern. This paper aims to look at the CSR concept in relation to business case issue and argue the business case of CSR in different positive or negative perspectives. Read MoreEssay about Social marketing reflects corporate social responsibility1110 Words   |  5 PagesIntroduction This assignment will initially describe social marketing and then indicate how corporations affect stakeholders through companies’ social marketing and responsibility. Following that, the importance and functions of corporate social responsibility (CSR) and social marketing will be demonstrated. 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Introduction In April (ALDI) over took Waitrose at the UK’s sixth-biggest supermarket with 5.3% of the market share, and aiming to increase its UK workforce to 35,000 by 2022 (ALDI) is going from strength to strength, is excessive profit earning related to this business applying an ethical and socially responsible business

Health Communication Strategies And Health Information...

Introduction Health communication strategies and health information technology can be used to better population health outcomes, the quality of health care and to facilitate health equity. Health communication and health information technology are essential factors influencing health care, population health and how the society understands the medical care (In Nelson In Staggers, 2013). These aspects determine how people use health information and hence, they have a significant impact on the decisions made by individuals pertaining health care. Initiatives such as the Healthy people 2020 has recognized this opportunity being presented by health communication strategies and health information technology, to the extent that it has made this among its major objectives. That is improving health care quality and attaining health equity using health information technology and health communication strategies. For long people have raised concerns about health equity and health quality in the health sector. This paper is there relevant to important stakeholders in the health sectors and scholars in the field of medical care. Health communication strategies and health information technology serves a significant role in impacting health care positively. Here are the various ways the health communication strategies and information technology are being used to benefit transform health care quality and health equity. 1. Providing support for collaborative decision making betweenShow MoreRelatedDeveloping A Crisis Communication Strategy And Implementation Plan952 Words   |  4 PagesSteps in Developing a Crisis Communication Strategy and Implementation Plan Development of a tactical plan or implementation plan integrate several factors, including framework, social development, communication tools, channels, and approaches (Schiavo, 2007). 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Types of Aphasia Free Essays

Aphasia is a communication disorder. It’s a result of damage or injury to language parts of the brain. And it’s more common in older adults, particularly those who have had a stroke. We will write a custom essay sample on Types of Aphasia or any similar topic only for you Order Now Aphasia gets in the way of a person’s ability to use or understand words. Aphasia does not impair the person’s intelligence. People who have aphasia may have difficulty speaking and finding the â€Å"right† words to complete their thoughts. They may also have problems understanding conversation, reading and comprehending written words, writing words, and using numbers. What Causes Aphasia? Aphasia may also be caused by a brain tumor, brain infection, or dementia such as Alzheimer’s disease. In some cases, aphasia is a symptom of epilepsy or other neurological disorder. What Are the Types of Aphasia? Expressive aphasia (non-fluent): With expressive aphasia, the person knows what he or she wants to say yet has difficulty communicating it to others. It doesn’t matter whether the person is trying to say or write what he or she is trying to communicate. Receptive aphasia (fluent): With receptive aphasia, the person can hear a voice or read the print, but may not understand the meaning of the message. Oftentimes, someone with receptive aphasia takes language literally. Their own speech may be disturbed because they do not understand their own language. Anomic aphasia. With anomic aphasia, the person has word-finding difficulties. This is called anomia. Because of the difficulties, the person struggles to find the right words for speaking and writing. Global aphasia. This is the most severe type of aphasia. It is often seen right after someone has a stroke. With global aphasia, the person has difficulty speaking and understanding words. In addition, the person is unable to read or write. Primary progressive aphasia. Primary progressive aphasia is a rare disorder where people slowly lose their ability to talk, read, write, and comprehend what they hear in conversation over a period of time. With a stroke, aphasia may improve with proper therapy. There is no treatment to reverse primary progressive aphasia. People with primary progressive aphasia are able to communicate in ways other than speech. For instance, they might use gestures. And many benefit from a combination of speech therapy and medications. What Are the Symptoms of Aphasia? The main symptoms of aphasia include: Trouble speaking Struggling with finding the appropriate term or word Using strange or inappropriate words in conversation How to cite Types of Aphasia, Papers

Employment Growth and Equality Samples for Studetns-Myassignment

Question: Discuss about the Advocacy of Employer association in regards to Penalty Rates and their Implications in reduction of Penalty Rates for Employment Growth and Equality. Answer: Introduction Industrial success depends on strong positive mutual understanding between management and employees regarding collective bargaining by trade union. The dynamic domain of enterprise industrial relations incorporates various union and industrial relations concepts that can enhance worker employer relationships (Ferner, 2012). Before 19th century workers in Australia did not have legal term to fight against their rights in company regarding negotiation in wages increment, rights of decision power, working hours and regarding other disputes. Industrial workers of Melbourne, Australia have marked the history by introducing the system of working 8 hours a day in any industry. Trade Union Act later was commenced in 19th century (Gold Rush), legally by legislative to fights and negotiating for workers wages and working condition in industry with the higher management. The scope of this essay analyses employer association in connection to reduction of penalty rates as listed in Modern Awards. The Fair Work Commission proceeding for Penalty Rate case for employer association and their advocacies as well as their implications in reduction for employment growth and income equality is examined. This analysis is an important aspect of ways and means to manage people at work place and will help analyse the potential impacts in industrial systems. Penalty and Modern Reward The scope of introduction of Trade Union laws and other prominent aspects and systems within the industrial domain was to bring a standard for uniformity. Powerful trade unions had in mind that they need to reduce penalty rates and induce in a system that can commensurate wages paid to workers. Primary motive behind the introduction of law of trade union in Australia was to change the trend of low wages for all jobs and comparatively high working hours. They too wanted to bring in the system for workers to favor for overtime credit in terms of money(Mowbray, 2015). Trade union helped all standard workers to increment in wage rate along with fixed working hours as per Hawkes Accord (1970-80). As per Creighton report this law faced multi-complexity 1950. Australian companies generally make legal Enterprise bargaining agreement (EBA) between workers and management to avoid future disputes. As per Fair Work Act 2009, the fair commission at every four years interval conducts review in 3 s teps, dealing, issue and award stage. Later it had stated that Penalty should be dealt by separate legislative (17, March 2014) rather than as common issue(Barry, 2015). Jurisdiction submitted its final hearing of all cases 2015-2016 done on basis of evidences and submission of survey reports by eyewitnesses related to weekend and public holiday penalty and other issues in modern awards such as Restaurant Industry Award 2010, General Retail Award 2010 and so on. Thus, there was an option that was created to attend to penalty rates and create uniformity amongst workers. General public was given open invitation to participate in such cases to fight against or in favor of industry and workers penalty matter. The justice during hearing agreed to arguments in favor of workers regarding non penalty of wages for halting work during public holidays and others(Drahokoupil, 2014). This will affect the motivational part of employees toward their work. So full on Justice finally consider the of fer of awarding employees with extra overtime pay during extra effort and time put in for organisation during weekends and public holidays(Knox, 2009). From 1950 there has been much complexity for bargaining by Trade union for workers rights, due to high demanding from them. Employee Association and United voice was collecting cases with evidences to put before justice to assure during hearing that the modern award built is not favorable in working condition, but it has been finally denied by full on justice (Section 156). Court did not passes the proposal kept in front of justice by the Trade union to take some tests to confirm that the modern award does not fulfills modern awards Objectives as it takes to consider sec 156 which is not commission lookout to overcome circumstances(Craig, 2015). AI group from their point of view kept a proposal in court that has been taken for consideration that, we can extend the modern award it will be beneficial to fulfill its objective in a material form. The primary notion was to generate an effect for the workers at the industrial level who are paid daily wages systems. Additional remuneration should be appreciated to workers as per section 134(1) who performs their works with extra effort during weekends and public holidays. It has been passing taking into consideration that work done at this time, should be beneficial to the organisation and secondly it should be given extra remuneration at higher rate than that of daily fix during agreement(Ibrahim, 2016). Justice does not pass law in acceptance of extra work done during Saturday for few sectors, but sectors like Fast food, Retail, Pharmacy employees (Section 65 66) should be given extra pay for the time allotted to company during weekends to benefit them. Extra pay for the workers of fast food should increase and decrease as per their standard of work by the owner. Pubs and restaurant employees should be awarded to fulfill modern award objective during festive seasons late nights and extra duty hours(Wilkinson, 2010). Full on justice disagree to the proposal regarding Sunday overtime extra remuneration by stating justice that, maximum workers takes money of overtime on Sunday where there is less pressure for work compare to that of weekdays and Saturdays(Boxall, 2016). Full on justice finally decided to decrease the penalty rates in Hospitality and Retail rewards due to reasons discusses above in contest from 250 to 225 in case of full time and pass time and in casual 275 to 250. Full on justice particularly marked the reason of rate cut in pay due disutility hours spend in working on Sundays and other holidays. Saturday to be taken as general Working day and other changes were made for this(Fan, 2016). Common evidences collected from different groups and common people regarding penalty rates for working on Sundays and public holidays(Cooper, 2008). Productivity Commission Inquiry Report pinpointing specially for workplace relations framework also known as PC report, has differ totally to that of Full Benchs conclusion though it would have taken available with them reports as evidences like Rose and Sand report to that of employers and employees report which clearly shows and proves that reports submitted in any case is justifies for penalties to be levied for Sundays and Saturdays(Healy, 2016). Whereas on other side, Retail and hospitality management report states that, reduction in labor cost during weekends and other holidays is acceptable due to reduction in staff, lowering working hours and so on. Reduction in penalty rates can be seen as a positive initiative that can impact on productivity in employees. This can also promote income equality amongst employees leading to better performance and employee level satisfaction. Penalty rates should be reduced and more changes should be brought into being for effective and efficie nt management of workers unions and to avoid conflicts. The goal behind reduction and penalty rates was to create and generate a parity in income levels such that workers can benefit from them. Reasons and Conclusion Full on Justice after considering all the reports and evidences submitted by many groups to make changes in penalty rates for working on Sundays and other public holidays particularly favorable on Hospitability and Retail Awards. Full on Justice agreed to increase and decrease penalty rates on the basis of report submitted by PC as default approach for casual employees. As mentioned above casual employees should be awarded with 25 percentage extra money to that of full time and part time employees. These two industries Hospitality and retail differ in many ways in characteristics to that of other. Job openings for public are higher in sector like Hospitality, Entertainment, Retail, restaurants and cafes (HERRC). Workers of these companies tend to require working more on weekends and on holidays as it is opened for public entertainment more and extra profitable for companies. Chief justice showed extra concern and agreed to increase extra pay for those employees who work and earn day to day wages to earn bread for family. No extra pay been awarded to save money for future life. Therefore based on evidence report submitted by SDA and united voice to impose pay penalty for extra worked done on Sundays and public holiday days taking an individual point of view. Ordered by justice to straight away to rewarding workers of this level to give them bit relief from tough time. Workers who take away extra load of work home to mark as Sunday overtime to get overtime, was totally disagreed by judge. Finally it has been decided and finalized by Full on justice on based of all evidences that penalty changes on Sunday holidays will be in effect from 1 July 2017 and late night rewards reduction and increment started from March 2017. References Barry, M. 2015. Employer and employer association matters in Australia in 2015. . Journal of Industrial Relations, 0022185616634092. Boxall, P. a. 2016. Strategy and Human Resource Management, Third Edition. In Chapter 1 The Goals of Human Resource Management (pp. 1-33). Basingstoke and New York: Palgrave Macmillan. Cooper, R. . 2008. The neoliberal state, trade unions and collective bargaining in Australia. British Journal of Industrial Relations, 532-554. Craig, L. . 2015. Nonstandard employment and nonwork activities, time alone and with others: Can weekend workers make up lost time?. . Journal of Industrial Relations, 3-23. Drahokoupil, J. 2014. Decision-making in multinational corporations: key issues in international business strategy. Transfer: European Review of Labour and Research, 199-215. Fan, D. X. 2016. The paths of managing international human resources of emerging market multinationals: Reconciling strategic goal and control means. Human Resource Management Review, 298-310. Ferner, A. E. 2012. Power, institutions and the cross-national transfer of employment practices in multinationals. Human Relations, 163-187. Healy, J. 2016. The Australian labour market in 2015. . Journal of Industrial Relations, 308-323. Ibrahim, H. I. 2016. An empirical inquiry into the relationship between corporate governance and human resource management. Knox, A. 2009. Better the devil you know? An analysis of employers' bargaining preferences in the Australian hotel industry. Journal of Industrial Relations, 25-44. Mowbray, P. K. 2015. An integrative review of employee voice: Identifying a common conceptualization and research agenda. International Journal of Management Reviews, 382-400. Wilkinson, A. G. 2010. Conceptualizing employee participation in organizations.