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Employees Motivation in CSR Projects: Case Study of WrOpenUp: Strategies, Opportunities and Challenges
Abstract
As a result of the political and economic transition in Poland since 1989, international corporations have opened their subsidiaries in the country. Over the last couple of decades these developments have enabled international corporations to not only invest in the Polish economy but also in CSR Projects. These corporations have a culturally diverse workforce, composed of the local and international employees who also participate in their own CSR Projects. This article will analyse the employees’ points of view and their personal incentives for participating in CSR Projects of community volunteering by a case study of the WrOpenUp project. The study is based upon the psychological theory of intrinsic and extrinsic motivation of human behaviour. It is the purpose of this paper to investigate the different kinds of motivation of volunteering in order to discover the main trigger for volunteers to commit themselves to a CSR Project. The main objective is to examine whether there is a significant difference in motivation among the volunteers of different nationalities, gender and religion. The core argument is to find a substantial difference of motivation between the Polish and the international employees to join a CSR Project.
With the political and economic transformation in Central and Eastern Europe since 1989 and the increasing participation of this region into the processes of Globalisation, Poland became an emerging market. This process of economic development still continues today and as a major result of this, the concept of Corporate Social Responsibility (CSR) in Poland was and still is involved in a constant and dynamic process. This paper will focus on these changes in the field of CSR under the light of these economic and social processes by providing historical overview and an analysis of the status quo. Furthermore, the paper will examine some of the well-known case studies that will take into account Small and Medium Sized Enterprises (SMEs), Multinational Enterprises (MNEs), Civil Societies and Non-Governmental Organisations (NGO).
Zarządzanie różnorodnością polega na dostrzeganiu i akceptowaniu
różnorodności pracowników oraz budowaniu
na jej podstawie przewagi konkurencyjnej przedsiębiorstwa.
Zarządzanie różnorodnością służy budowaniu pozytywnych
relacji przede wszystkim z interesariuszami wewnętrznymi,
co jest kluczowe z punktu widzenia koncepcji
społecznej odpowiedzialności biznesu. Celem opracowania
jest analiza i ocena działań z zakresu zarządzania różnorodnością
podejmowanych przez duże firmy będące sygnatariuszami
Karty Różnorodności w Polsce, ukazana na
tle — z jednej strony — genezy i definicji koncepcji zarządzania
różnorodnością, a z drugiej — korzyści płynących
z prowadzenia takiego sposobu zarządzania. Tak sformułowany
cel i struktura opracowania przełożyły się na przyjęte
metody badawcze (krytyczna analiza literatury przedmiotu
i web research).
Diversity management has been defined as a management
philosophy of recognising and valuing heterogeneity in
organisations with a view to improve organisational
performance. Diversity management strategies can help to
build trusting and lasting relationships with primarily
internal stakeholders, which is crucial from the point of
view of the concept of corporate social responsibility (CSR).
The purpose of this article is to analyse and evaluate the
diversity management activities undertaken by large
companies that are signatories to the Diversity Charter in
Poland. This analysis was shown on the background of the
origins, the definition of the concept of diversity
management as well as the benefits of this approach. It was
conducted based on a critical analysis of literature on this
subject and web research.
Corporate Social Responsibility (CSR) has become a popular research stream across scientific disciplines as indicated by the number of publications increasing worldwide. At the same time, this is a very much country-specific notion. In Poland, as in other CEE countries, the development of CSR has been influenced by the communist past and the economic situation. The paper presents an overview of Polish literature on CSR and accounting themes. Our findings result from quantitative (2000-2015) and longitudinal qualitative (1984-2016) analyses of Polish publications. An analysis of the content of BazEkon and EBSCO databases, as well as the search performed using the Google Scholar have demonstrated a growing interest of Polish academia in CSR issues since 2001. However, a significant increase in the number of publications on the topic has been observed only since 2005. In order to present the key debates in the area of CSR disclosures, we have analyzed 67 papers. We discovered that most papers published by Polish researchers concentrated on the content of CSR reports and on the integrated reporting concept. The most frequently used methods were literature review and content analysis. Only a few researchers applied statistical tools or conducted interviews or surveys. The interests of Polish researchers in the area of CSR reporting focus on factors influencing CSR reporting and the quality of CSR reports. Because CSR and reporting on CSR are in the early stages of development in Poland, it would be valuable to repeat the performed literature analysis in a few years' time. It can be expected that the CSR concept will gain in popularity and more research sources (like CSR or integrated reports) will be available to Polish academics, which will be reflected in the topics of their studies and the methods used.
This article covers an issue or the phenomenon of volunteering. The introduction is a recall of a definition of volunteering. Then it shows the distribution of voluntary activity in different countries of the European Union in order to look at some aspects of the phenomenon in the microscale of one country - Poland. It shows the percentage of involvement of Polish women and men in volunteering, their age, their motives to work for others. It makes the reader to think about an innovative definition of volunteering.
The paper explores the level of CSR development in Poland and focuses on the roles of stakeholders actively involved in fostering the CSR concept in the country. The stakeholders include: (1) regulators (Ministry of Finance, Ministry of Economy, the Warsaw Stock Exchange and Polish Accounting Standards Committee); (2) NGOs (Responsible Business Forum and CSR Info); (3) media (Gazeta Prawna, Forbes, Manager magazine and Polityka journals); (4) business organizations (mainly subsidiaries of multinational companies and large enterprises partially state-owned) and (5) the Big 4 audit firms (Deloitte, KPMG, PwC). In order to delineate their efforts as regards promotion of CSR activities we use institutional-stakeholder approach. In the paper we characterize the social and political legacy of Poland – the country that has been changing its socioeconomic system for the last 25 years. We also scrutinize Polish accounting regulations and guidelines, which have built a legal framework for CSR disclosures. Our study also draws attention to the role of the Stock Exchange, the Ministry of Economy, and the Polish Agency of Entrepreneurship Development in promoting CSR-related actions. In order to explain media involvement we analyze the criteria of CSR rankings and awards and results of the companies. Finally, we outline the activities undertaken by NGOs in Poland and summarize research projects conducted by audit firms. The results of our study suggest that Polish business organizations still face many challenges in terms of CSR implementation. The main problems derive from misperception of CSR concept and unclear impacts 1 Corresponding author (1): CSR in Poland: Institutional context, legal framework and voluntary initiatives Vol. 15, No. 2 207 of CSR adoption on business. A notable finding which emerged is that CSR evolution in Poland is in progress which calls for a need for further educational and promotional initiatives directed particularly at SMEs.
Artykul jest raportem z badania prowadzonego wśrod Latarnikow – wolontariuszy projektu Polska Cyfrowa Rownych Szans, osob odpowiedzialnych za wprowadzenie osob w wieku 50+ w cyfrowy świat. Wyniki badan pokazują ogolny rys cech spoleczno-demograficznych Latarnikow, ich wcześniejsze doświadczenia z wolontariatem, specyfike pracy w projekcie PCRS oraz odbior spoleczny wolontariuszy. Poszczegolne dane prezentowane są na tle wynikow badan ogolnopolskich, a takze europejskiego i polskiego kontekstu funkcjonowania wolontariatu. Wyniki pokazują dośc duze zroznicowanie definiowania samego wolontariatu, a co za tym idzie ‒ rozne motywacje wlączania sie w tego typu dzialania, a takze rozne poziomy satysfakcji z bycia wolontariuszem. Porownanie odpowiedzi Latarnikow z wynikami ogolnopolskich badan wolontariuszy wskazuje na mozliwe podobienstwa i roznice miedzy nimi, a zaprezentowane typologie wskazują kluczowe punkty podzialu tej heterogenicznej grupy, jaką są wolontariusze.
This is the first book providing a comprehensive and systematic empirical assessment of the post-communist welfare states in Central and Eastern Europe in the context of their Western European counterparts. Based on the classical typologies of welfare regimes, the study systematically compares 26 European welfare states across three empirical dimensions. This way, the book sheds light on the hybrid patterns of welfare policies in post-communist countries, as they have emerged after the period of transformation, and discusses their future challenges.
Purpose. Right now, the issue of Corporate Social Responsibility (CSR) lies within the scope of interest of various fields of social science and practice, including the science and practice of accounting. Numerous research works stress how accounting, particularly in terms of corporate reporting, is closely connected to the concept of CSR. The number of studies concerning especially CSR reporting has increased in recent years all over the world, but in Poland CSR reporting is a new field not yet covered by many current research papers. The main purpose of this work is to present the concept of CSR in the theory and practice of accounting. Design/methodology/approach. The research paper comprises a literature review and a content analysis. The literature review was conducted in the first part of the work, which was devoted to the presentation of the idea of corporate social responsibility in the context of accounting and corporate reporting, and also in the second part, which contains an overview of the most well-known and comprehensive global standards related to CSR reporting. The content analysis was used in the final part of the work to examine the disclosures of CSR in annual reports and separate reports (Management commentary, communications) on a population of Polish stock exchange companies listed on the Warsaw Stock Exchange (WSE) Main Market as of 31 October 2013, which are also listed in the WIG-Poland index and the RESPECT Index –the first Polish, and one of the few European indexes of socially responsible companies. Findings. It has been determined that among Polish public companies listed on the WSE, which are also listed in the WIG-Poland index, only 6% operate in a socially responsible manner according to the RESPECT criteria, and less than 4.6% of all companies listed in the WIG-Poland and 70% of RESPECT index companies prepare separate CSR reports. Out of all the companies that prepare separate CSR reports, 93% prepare ESG reports (Environment, Social, Governance), but to a different scope. Out of all the companies preparing separate CSR reports, 70% followed the GRI Guidelines. The percentage share of companies whose CSR reports were verified by an independent external auditor is not very high –18%. Among the companies that prepared separate CSR reports and are listed in the RESPECT Index, only one prepared an integrated annual report for the year 2012.Research limitations/implications. The authors are aware of the limited subjective scope which might lead to some restrictions when extrapolating the results onto all the companies operating in Poland. Moreover, it cannot be excluded that companies not listed on the WSE also prepare CSR reports. This is why any attempt to apply the conclusions from this study to the general population may lead to erroneous results.
The purpose of this paper is to determine the current state of the development of the CSR concept in Poland. In order to determine whether the development of the CSR concept in Poland is in the phase of progress or stagnation, a suitable baseline is needed – preferably one that would give an opportunity to observe changes or their lack over a certain period of time. For this purpose the research results from the project implemented by the UNDP in 2007 can be used. Based on four areas proposed in the UNDP project: legal and political environment, civil society context, reporting, standards, which together formed a comprehensive representation of the CSR concept, the current state of the development of the CSR concept in Poland was done. After seven years from the publication of the results of the research carried out by UNDP, it can be concluded that the development of the CSR concept in Poland is still at an early stage. Some of the areas are developing slightly more dynamically than others and some are characterized by stagnation. The ratings obtained by Poland in the four analyzed areas allow making conclusion that in 2014 Poland has become closer to the C level – attentive and emerging – in the development of the CSR concept.
Traditionally, literature and researches on cross-cultural interactions in Multinational Companies (MNCs) and their foreign subsidiaries emphasize typically negative aspects of such relationships. Researchers widely discuss problems faced in a cross-cultural setting and how they affect overseas operations. Less effort has been made so far to study the positive aspects of human interactions in MNCs. Generally, cross-cultural interactions are a peculiar type of social interactions that may contribute to building of social capital of MNCs as well as creativity and innovations, among other positives, which all have a beneficial influence on MNCs’ functioning. Thus, there is a need for a deeper understanding of mutually oriented human behaviors when the borders are crossed. Since the author wants to present a more balanced approach for analysis of human relationship in multicultural settings, the aim of the paper is to identify negative and positive aspects of cross-cultural interactions. The author’s main research was focused on the barriers to cross-cultural interactions while the pilot study also reflects the evidence of positive aspects of such an interaction. The data were collected via a qualitative study in foreign subsidiaries of MNCs in Poland. The analysis provided in the article may contribute to a better understanding of the genuine nature of cross-cultural interactions. There is also emphasized that creativity and innovation may be enhanced in MNCs due to cultural diversity.
There has been considerable interest in identifying the motives that spur people to volunteer. We
used a person-centered approach – latent profile analysis – to examine the relationship between
intrinsic and extrinsic volunteer motivation and frequency of volunteering in American (N = 589)
and Italian (N = 993) college students. Six latent motivation classes were distinguished: Low Intrinsic-
Low Extrinsic, Medium Intrinsic-Low Extrinsic, High Intrinsic-Low Extrinsic, High Intrinsic-
High Extrinsic, High Amotivation, and a Response Set class. Students in the High Intrinsic-High
Extrinsic class volunteered less frequently than students in the High Intrinsic-Low Extrinsic class,
suggesting that external incentives may undermine an individual’s intrinsic motivation to volunteer.
Although males were more prevalent in the High Amotivation class, gender differences in selfreported
volunteering frequency were not found. Italian students reported volunteering less frequently
overall and were more prevalent in the High Amotivation class.
This article examines cognitive, affective, and behavioral measures of motivation and reviews their use throughout the discipline of experimental social psychology. We distinguish between two dimensions of motivation (outcome-focused motivation and process-focused motivation). We discuss circumstances under which measures may help distinguish between different dimensions of motivation, as well as circumstances under which measures may capture different dimensions of motivation in similar ways. Furthermore, we examine situations in which various measures may capture fluctuations in non-motivational factors, such as learning or physiological depletion. This analysis seeks to advance research in experimental social psychology by highlighting the need for caution when selecting measures of motivation and when interpreting fluctuations captured by these measures.
Purpose
By focusing on the intra‐organization dimension of corporate social responsibility (CSR), this paper aims to offer an ethnographic analysis of the way Coca‐Cola integrates its re‐branding and marketing strategies with CSR and the processes through which this strategic agenda is diffused into the company's national franchise in Israel.
Design/methodology/approach
The research is based on a combined qualitative methodology of interviews with managers and employees on all levels of the organization; participant observations of formal meetings, company events and informal gatherings; and document evaluation.
Findings
This paper shows how the CSR program is purposefully and rationally designed to meet the standards of a business case approach to CSR and that, accordingly, company managers integrate it into the activities of departments and divisions such as sales, marketing, and human resources (HR). The paper further shows that the cause‐marketing and product‐branding goals underlying the global re‐branding strategy of Coca‐Cola have been mediated through employee volunteering projects that are based on the recruitment and mobilization of the physical bodies of employees not only as “bodily‐corporate‐producers”, but also as “bodily‐corporate‐ambassadors”.
Research limitations/implications
The in‐depth empirical research that focused on a single corporation enabled the author to reach a better understanding of the intricate organizational processes involved in the implementation of CSR programs and their effects. At the same time, the research plan lacks a comparative examination of similar processes in other corporations. In this regard, this paper delineates the theoretical and empirical contours for future studies on the actual effects of implementation processes of the business case model for CSR.
Originality/value
The paper enriches a missing part in the literature regarding empirical examination of the impact of CSR at close range and at the level of individual firms.
This exploratory survey study investigated the alleged benefits associated with corporate volunteer programs. The results demonstrated that employees viewed volunteerism as an effective means of developing or enhancing several types of job-related skills. This was particularly true for female employees and employees participating in a formal volunteer program. The results also demonstrated that organizational commitment was higher for volunteers from companies with a corporate volunteer program than for non-volunteers with organizations without a corporate volunteer program. Finally, the results indicated that job satisfaction was related to volunteerism among female employees, but not for male employees.
Conducted 2 laboratory and 1 field experiment with 24, 24, and 8 undergraduates to investigate the effects of external rewards on intrinsic motivation to perform an activity. In each experiment, Ss performed an activity during 3 different periods, and observations relevant to their motivation were made. External rewards were given to the experimental Ss during the 2nd period only, while the control Ss received no rewards. Results indicate that (a) when money was used as an external reward, intrinsic motivation tended to decrease; whereas (b) when verbal reinforcement and positive feedback were used, intrinsic motivation tended to increase. Discrepant findings in the literature are reconciled using a new theoretical framework which employs a cognitive approach and concentrates on the nature of the external reward. (26 ref.) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Corporate volunteering (CV) has become an important issue in Germany in recent years. Especially larger and multinational enterprises demonstrate their community involvement with the help of their personnel resources. However, apart from individual documentation of good practice examples, empirical studies of CV in Germany are still rare. This paper presents the results of a survey on public awareness, and the extent and nature of CV among the 120 largest German companies and draws conclusions on how to enhance further development and dissemination of this kind of partnership between companies, their employees and the community in Germany.
The purpose of the present research was to develop and validate a situational (or state) measure of motivation, the Situational Motivation Scale (SIMS). The SIMS is designed to assess the constructs of intrinsic motivation, identified regulation, external regulation, and amotivation (E. L. Deci & R. M. Ryan, 1985, 1991) in field and laboratory settings. Five studies were conducted to develop and validate the SIMS. Overall, results show that the SIMS is composed of 4 internally consistent factors. The construct validity of the scale is also supported by correlations with other constructs as postulated by current theories. Moreover, the SIMS is responsive to experimental induction as evidenced by data gathered through a laboratory study. In sum, the SIMS represents a brief and versatile self-report measure of situational intrinsic motivation, identified regulation, external regulation, and amotivation.
Perhaps due to the numerous community and company benefits associated with corporate volunteer programs, an increasing number of national and international firms are adopting such programs. A major issue in organizing corporate volunteer programs concerns the strategies that are most effective for recruiting employee participation. The results of this study suggest that the most effective strategies for initiating participation in volunteer programs may not be the same as the strategies that are most effective in terms of maximizing the number of volunteer hours contributed by employees. More importantly, the results suggest that the most effective recruitment strategies depend on the age of the employee. The results were discussed in terms of matching the recruitment strategies with the characteristics of the potential volunteers and the nature of the volunteer project.
Zugl.: Bamberg, Universität, Dissertation, 2005
Warum übernehmen multinationale Unternehmen freiwillig gesellschaftliche Verantwortung? "Marktlogische" Ansätze beantworten diese Frage damit, es sei der Rentabilität von Unternehmen förderlich, andere unterstellen den Unternehmen eine generelle ethische Verpflichtung. Stefanie Hiß sieht die Ursache dagegen in einem durch den gesellschaftlichen Erwartungsdruck erzeugten Zwang, den sie am Beispiel eines Projekts aus dem deutschen Einzelhandel verdeutlicht.
When it comes to perceptions of what is a sustainable economy and how it may be realised, companies expanding into Central and Eastern European markets face the challenge of diverse people, attitudes and history. Corporate Social Performance in Emerging Markets provides an effective tool for companies to help them engage in CSR activities and become a responsible company in CEE countries such as Poland, Hungary, the Czech Republic, Slovakia, Croatia and Slovenia. It does this by enabling them to focus on the difference of stakeholders and their attitudes to those of Western Europe. The author, Zsafia Lakatos, provides a review of the major differences between the various CEE countries, supported by interview research from leading executives in some of the blue-chip companies already operating in the region.
Motivation and cognition were treated as separate concepts throughout most of twentieth-century psychology. However, in recent years researchers have begun viewing the two as inextricably intertwined: not only does what we want affect how we think, but how we think affects what we want. In this innovative study, Beswick presents a new general theory of cognitive motivation, synthesizing decades of existing research in social, cognitive and personality psychology. New basic concepts are applied to a wide range of purposive behaviour. Part I of the volume reviews different forms of cognitive motivation, such as curiosity, cognitive dissonance, achievement motivation, and the search for purpose and meaning, while Part II examines the basic processes that underlie it, such as working memory, attention and emotion. The central concept is the incomplete gestalt, in which motivation is generated by a universal striving to integrate information and make sense at all levels of cognitive organization.
In diesem Beitrag geht es um einen systematischen, empirisch unterlegten Konzeptvergleich zwischen Diversity Management und Corporate Social Responsibility. Anhand von mehreren Kernfragen werden zunächst die historischen Ursprünge, gesellschaftlichen Treiber, zentralen Zielsetzungen, Wege der Implementierung, eingesetzten Instrumente und die Möglichkeiten der Erfolgsmessung beider Managementkonzepte miteinander verglichen. Anschließend geht es um die Darstellung der Themen in Unternehmensberichten sowie die Synergien und Konflikte zwischen CSR und DiM. Die Beantwortung der Frage, wie sich aus Sicht der Autoren eine Win-Win-Situation zwischen den beiden Konzepten herstellen lässt, rundet die Ausführungen ab.
I: Background.- 1. An Introduction.- 2. Conceptualizations of Intrinsic Motivation and Self-Determination.- II: Self-Determination Theory.- 3. Cognitive Evaluation Theory: Perceived Causality and Perceived Competence.- 4. Cognitive Evaluation Theory: Interpersonal Communication and Intrapersonal Regulation.- 5. Toward an Organismic Integration Theory: Motivation and Development.- 6. Causality Orientations Theory: Personality Influences on Motivation.- III: Alternative Approaches.- 7. Operant and Attributional Theories.- 8. Information-Processing Theories.- IV: Applications and Implications.- 9. Education.- 10. Psychotherapy.- 11. Work.- 12. Sports.- References.- Author Index.
Stefan Michels untersucht, inwieweit sich die Teilnahme an verschiedenen Employee Volunteering Projekten auf die intrinsische Motivation, Arbeitszufriedenheit, Bindung und Identifikation der Mitarbeiter in Unternehmen auswirkt. Gleichzeitig wird der Effekt, den die ehrenamtliche Tätigkeit auf das Organizational Citizenship Behavior und das wahrgenommene externe Prestige ausübt, betrachtet. Die zuvor aufgeführten Zusammenhänge werden konzeptionell herausgearbeitet und im Rahmen von Quasi-Experimenten empirisch getestet. Es wird gezeigt, dass die organisationsrelevanten Einstellungen, Wahrnehmungen und Verhaltensweisen aufseiten der ehrenamtlichen Helfer besonders positiv ausgeprägt sind.
Der Inhalt
• Corporate Social Responsibility und Corporate Citizenship
• Organisationsrelevante Einstellungen, Wahrnehmungen und Verhaltensweisen
• Wirkungen eines Social Day auf die organisationsrelevanten Einstellungen, Wahrnehmungen und Verhaltensweisen (Studie 1)
• Wirkungen eines Social Mentoring Programms auf die organisationsrelevanten Einstellungen, Wahrnehmungen und Verhaltensweisen (Studie 2)
Die Zielgruppen
• Dozenten und Studenten der Betriebswirtschaftslehre mit den Schwerpunkten Personalmanagement, Corporate Social Responsibility und (Non-Profit-)Organisation
• Fach- und Führungskräfte, die in diesen Bereichen tätig sind
Dr. Stefan Michels promovierte extern bei Prof. Dr. Michael J. Fallgatter an der Schumpeter School of Business and Economics an der Bergischen Universität Wuppertal.
Considering the corporate social responsibility as a significant research and education topic for university staff, students, graduates and the whole society, has become a sign of our times. Universities and other education institutions, including the third sector, play an important role, incorporating CSR as a crosscutting issue, in particular into the curricula of future managers and graduate students, no matter the country we focus on. This process is very important in countries under the transition process, but also for countries that just finished this process but still feel the burden of the previous centrally controlled economic system on their backs, and also for the well developed world economies. Poland has successfully managed to reach quite satisfactory economic parameters during the last 25 years of constant transformation but there are a lot of critics regarding the social aspects, which seem still to be inferior to the Western work and life conditions. This paper aims to present the Polish national background regarding the CSR implementation as well as the responsible education in the last 10 years. It provides also an educational and organizational picture of Gdansk University of Technology (GUT) and in particular, of its Faculty of Management and Economics, as an example of non-pioneering but at the same time quite dynamic Polish state university. Empirical data, provided by a survey conducted on 200 students of that Faculty, enrich the analysis, offering new elements for further researches.
The concept of CSR is implemented into business practice with the use of different operational and strategic schemes such as environmental protection actions, education and information initiatives, social dialogue programs. The interest in CSR and employees’ engagement in management pictures the shift in the role of companies in society and economy. It also represents significant changes in perception of companies’ dedication to their social performance, stakeholder policy and social dialogue. Employee volunteering is an essential important component of CSR and an important theme in management studies as well as in corporate activities. The paper delivers the review of the literature on employee volunteering and discusses its programs in companies as a component of CSR pointing out standards and recommendations for their implementation. The paper also provides results of the qualitative research on employee volunteering activities undertaken by the 30 largest public listed companies in Poland addressing the issues of employee participation in management and governance. It discusses the employee volunteering policy and programs adopted by listed companies referring them to the post-socialist and post transition reality of Poland.
Both corporate social responsibility (CSR) and workforce diversity and, further, the question how to manage diversity have become increasingly important areas for organisations, businesses, countries and researchers worldwide over the last decades. A wide range of CSR and diversity management (DM) initiatives and practices has been initiated and introduced at different levels stretching from organisational to national and international level. Despite the increased global focus, the understanding and approaches vary both between and within countries. In response, this book sets out to explore the current international understandings and approaches of CSR and DM. In particular, this book investigates the relationship between CSR, diversity and DM.
In our introduction, we will first present a brief discussion of the development of CSR as well as diversity and DM. Next, we will present three perspectives we consider applicable to potential intersections between CSR and DM, which might help build bridges between the two concepts/approaches/fields/strategies. In particular, we discuss how a process model of organisational sensemaking can be important for both CSR and DM and the interweaving of the fields. Moreover, we argue for the importance of considering both CSR and DM as multi-level constructs in a holistic approach that acknowledges macro-, meso- and micro-level linkages. We also present specific practical cornerstones for the implementation of both CSR and DM strategies introducing possible relations of the concepts. Finally, we will draw some conclusions and outline the structure of the edited volume.
Ob Diversity Management (DiM) eher Fluch oder Segen ist, wird im kritischen Diskurs unterschiedlicher Perspektiven erörtert. Befürworter von DiM betonen dessen unternehmerische Chancen, während die Kritiker personelle und organisationale Widerstände für dessen Scheitern herausstellen. Letztlich wird der Erfolg von DiM durch die Diversity-Kompetenz bestimmt. Das Lernpotenzial-Assessment Center als lernförderlicher, reflexiver Ansatz ermöglicht die Diversity-Kompetenz der Organisationsmitglieder zu stärken und ein Diversity Mainstreaming nachhaltig am Arbeitsplatz zu verankern.
The growing interest in corporate social responsibility (CSR) noted both the academic research and company practice is driven by its crucial and fundamental assumptions on the role of companies in society and economy. The theoretical studies on CSR and its implementation by companies which have been carried out for over 30 years contributed to conceptual and methodological development. The studies enabled to confront the theory with the company practice. Although the corporate practice revealed both successful examples and severe shortcomings or even misuse of CSR, it undoubtedly helped direct the development of the concept bringing it close to company level challenges and operations. The way CSR is perceived and implemented in companies determines its importance in academia and business making it a living framework which can make a difference.
Many companies recognize the importance of corporate social responsibility, but seek to understand how this can be harmonized with current profitability. This new approach draws upon many contemporary examples to show how to balance short term profitability with long term sustainability.
Purpose
This paper aims to examine the performance of corporate social responsibility (CSR) portfolio at the Warsaw Stock Exchange.
Design/methodology/approach
This paper uses the CSR portfolio of public companies that was selected in a three-step procedure. In total, 23 companies were selected and formed a CSR portfolio that is traded on the Warsaw Stock Exchange under the Respect Index. The Capital Asset Pricing Model (CAPM) is used to compare returns of CSR companies with respect to the market. The performance of this portfolio is measured in the period from 2010 to 2012.
Findings
This paper finds that the CSR portfolio measured under the Respect Index outperformed market in all time periods from 2010 to 2012. In addition, in 2010, the CSR portfolio exceptionally outperformed the market by almost 80 per cent. In 2011, even though the market was down, the CSR portfolio reported lesser losses: −0.93 vs −1.73 per cent. In the following year, the market regained and the CSR portfolio again outperformed the market by 14 per cent. This paper also finds that the CSR portfolio is more sensitive to systematic risk than to specific risk. In addition, the CSR securities move according to the market trend.
Research limitations/implications
The limitation of this paper is attributed to a cause-and-effect relationship. In other words, it did not answer whether adopting CSR led to higher profitability or profitability reflected an awareness of market conditions that favored the adoption of CSR. The future research should focus on this issue and indicate whether investors prioritize CSR over profits or vice versa.
Practical implications
The results indicate that investments in CSR portfolio companies bring abnormal returns to investors. In addition, the CSR portfolio may resist market downturns and even bring exceptional profits to investors.
Originality/value
This study explains the CSR portfolio’s performance on the Warsaw Stock Exchange by using the CAPM.
Much of the current literature on Central and Eastern Europe (CEE) focuses on macroeconomic issues, including macroeconomic reforms and the development of the transition process. However, one needs also to question the ‘micro’ side and see, for example, the contribution foreign direct investment made to the transition process and the activity of foreign multinational enterprises. This chapter will first define what is meant by the transition process and outline current trends in FDI activity in Poland. It will then set out to analyse the impact of local sourcing activities on the transitional economy of Poland. Based on the theoretical literature of Dunning (1993) and others, a set of criteria have been developed for evaluating the effects of multinational enterprise supplier linkages to national economic competitiveness. These include linkages introducing complementary assets — for example, technology — raising standards of product quality and stimulating local entrepreneurship. These effects are analysed by drawing on empirical evidence from foreign-owned manufacturing multinational firms operating in Poland. The findings define the impact of these firms by comparing their sources of supply when entering the Polish market with the present-day situation. The findings indicate that foreign multinationals are starting to make a more favourable impact on the Polish economy through the use of increased supplier linkages, though at a very slow pace.
The Anthropology of Corporate Social Responsibility explores the meanings, practices, and impact of corporate social and environmental responsibility across a range of transnational corporations and geographical locations (Bangladesh, Cameroon, Chile, the Democratic Republic of the Congo, Ghana, India, Peru, South Africa, the UK, and the USA). The contributors examine the expectations, frictions and contradictions the CSR movement is generating and addressing key issues such as the introduction of new forms of management, control, and discipline through ethical and environmental governance or the extent to which corporate responsibility challenges existing patterns of inequality rather than generating new geographies of inclusion and exclusion.
The following chapter focuses on theoretical and practical aspects of Corporate Responsibility in Poland. It describes the influence of systemic transformation on the definition and perception of CR, the role of social capital in CR’s creation and also main trends in developing the ethical infrastructure in Poland. What is important, the article reviews not only the Polish literature treating on CR in Poland, but also international papers treating on this subject. The practical dimension of the paper takes the form of implications presented in the end.
Corporate social responsibility is defined as a concept “whereby companies integrate social and environmental concerns on their business operations and in their interaction with their stakeholders on a voluntary basis” (European Commission Green Paper. Promoting a European framework for Corporate Social Responsibility, COM 366, final, http:// eur-lex. europa. eu/ LexUriServ/ site/ en/ com/ 2001/ com2001_ 0366en01. pdf, 2001; Neal Comparative Labor Law and Policy Journal 29:459–474, 2008) to achieve long term sustainable growth and development. Its practical dimensions range from the regulatory framework and stakeholders activity to corporate programs and initiatives. As the CSR fundamental assumptions are addressing the practice of companies, the response of the business appears to be crucial for the successful implementation and effectiveness of this concept. The paper presents the results of the qualitative research on the CSR practice implemented in Polish companies listed on the Warsaw Stock Exchange. The analysis is based on the case studies of policies and programs adopted by companies included the CSR rating known as RESPECT Index and compared to their peers operating in the same industries not covered by the benchmark. The goals of the research are to identify main differences in the two sample groups of companies (if there are any) with respect to CSR initiatives, reporting and stakeholder dialogue as well as to trace the changes in the CSR policies observed within the 5 years of 2007–2011. The paper presenting the Polish experience attempts to address the issues of CSR in emerging/transition economy where the state is weaker and its interventions appear to be rare suppressed by the corporate activities.
„Diversity” means dissimilarity, variety, and individuality that emerges from various differences between people. Diversity of individual abilities, experiences, competencies, and qualifications of human resources builds a success factor in organisations, which enables entrepreneurial strategies of increasing flexibility and continuous learning. „Managing Diversity” is a strategic approach. It is more than a program. It is an attitude and a new understanding of how enterprises function. The authors use a theoretical frame of reference that was developed on the base of the „Theory of General Action Systems” and specified or the analysis of organisations. By this model the known concepts of diversity can be integrated and their partiality can be outgrown.
Twenty five years after the fall of the Berlin Wall and 10 years after their accession to the European Union (EU), Central and Eastern Europe Countries (CEECs) still show marked differences with the rest of Europe in the fields of labour, work and industrial relations. This book presents a detailed and original analysis of labour and social transformations in the CEECs, which illustrate and apply the theoretical concept of "dependent capitalism(s)" in the sphere of labour, employment and industrial relations, regulations and practices. The book examines a wide range of countries in Central Europe, rather than just the most well-documented ones, and in doing so is able to offer a comprehensive and contrasting view of labour developments in Central and Eastern Europe.
http://www.taylorandfrancis.com/books/details/9781138927995/
In diesem Beitrag geht es um einen systematischen, empirisch unterlegten Konzeptvergleich zwischen Diversity Management und Corporate Social Responsibility. Anhand von mehreren Kernfragen werden zunächst die historischen Ursprünge, gesellschaftlichen Treiber, zentralen Zielsetzungen, Wege der Implementierung, eingesetzten Instrumente und die Möglichkeiten der Erfolgsmessung beider Managementkonzepte miteinander verglichen. Anschließend geht es um die Darstellung der Themen in Unternehmensberichten sowie die Synergien und Konflikte zwischen CSR und DiM. Die Beantwortung der Frage, wie sich aus Sicht der Autoren eine Win-Win-Situation zwischen den beiden Konzepten herstellen lässt, rundet die Ausführungen ab.
The focus of this paper is institutional change and the changing role of business in Germany. Back in the 1980s, the German institutional framework was characterized by implicit mandatory and obligatory regulations that set a clear context for responsible corporate behavior. Today, this framework has eroded and given way to a situation in which corporations explicitly and voluntarily take responsibility for social issues. This shift from implicit to explicit corporate social responsibility is an indication of a major institutional change epitomized by the deconstruction of 'old' and the reconstruction of 'new' institutions. In the course of this change, corporations, state actors, and civil society organizations compete for their ideas and interests in what we call a fight for myths. The paper traces this fight for myths and the changing understanding of corporate responsibility in Germany.
This important handbook provides a comprehensive, authoritative review of achievement motivation and establishes the concept of competence as an organizing framework for the field. The editors synthesize diverse perspectives on why and how individuals are motivated in school, work, sports, and other settings. Written by leading investigators, chapters reexamine central constructs in achievement motivation; explore the impact of developmental, contextual, and sociocultural factors; and analyze the role of self-regulatory processes. Focusing on the ways in which achievement is motivated by the desire to experience competence and avoid experiencing incompetence, the volume integrates disparate theories and findings and sets forth a coherent agenda for future research.
One of the new ways used by companies to demonstrate their social responsibility is to encourage employee volunteering, whereby
employees engage in socially beneficial activities on company time, while being paid by the company. The reasoning is that
it is good for employee motivation (internal effects) and good for the company reputation (external effects). This article
reports an empirical investigation of the internal effects of employee volunteering conducted amongst employees of the Dutch
ABN-AMRO bank. The study showed that (a) socio-demographic characteristics from employee volunteers markedly differ from those
of non-volunteers and community volunteers and (b) employee volunteering seems to have positive effects on attitudes and behavior
towards the organization.
This study identifies predictors of retention and turnover among volunteers in three Israeli community centers. The entire service volunteer population was examined at two points in time with an interval of 6 months. At T2 a distinction was made between “stayers ”, “leavers for objective reasons ” (uncontrollable turnover), and “leavers by choice ” (controllable turnover). On the basis of their responses at T1discriminant analysis was used to identify the specific personal, organizational and attitudinal variables which could distinguish the “stayers ” (41) from the “leavers by choice ” (35). In the combined analysis of all three categories of independent variables, one organizational (preparation for task) and three attitudinal variables (task achievement, relationship with the other volunteers, and the work itself) were identified as best discriminatingbetween the two groups. The classification analysis found that these variables could better predict retention than turnover. The findings are compared to studies of paid workers and the implications for future research and the management of volunteer workers are discussed.
The present study incorporated the constructs of intrinsic and extrinsic motivation into an investigation of dispositional factors that contribute to volunteering. Recent research has conceptualized motivational tendencies as akin to personality variables, stable across time and situations. Volunteer motives, volunteer role identity, and prosocial personality were assessed, along with motivational orientation and time devoted to volunteering. Intrinsic motivation was positively associated with a volunteer self-concept, prosocial personality, volunteer time, and motive strength. This was particularly true for “internal” motives, those that are satisfied by the volunteer activity itself. Extrinsic orientation was most closely associated with “external” motives (specifically career aspirations), which require an outcome separate from the volunteer work in order to be fulfilled. The study was the first to consider constructs from the prevailing conceptual view of the volunteer process in the context of motivational orientation. The wider theoretical perspective offers insight into human behavior beyond volunteerism.
Volunteer service accounts for a substantial percentage of America’s workforce and GDP. Numerous organizations such as Habitat for Humanity and the American Red Cross have come to rely heavily on volunteer service. Due to the recent economic downturn and resulting budgetary cuts in the government sector, non-profit organizations have had to assume greater responsibility for providing services such as health care and education. Considering the importance of volunteer service to society, this literature review seeks to identify the key functional motives for volunteers. With a particular focus on the functional motivation theory and the six most prominent motives – values, enhancement, understanding, career, social, and protective – this paper explores the general trends, gender difference, and age differences in volunteer motivation. In addition, it discusses the practical implications of knowledge about volunteer motivation on recruiting and retaining volunteers.
http://deepblue.lib.umich.edu/bitstream/2027.42/35514/2/b1707061.0001.001.pdf http://deepblue.lib.umich.edu/bitstream/2027.42/35514/1/b1707061.0001.001.txt