Human Resource Management 14 Edition Business Ethics and Corporate Social Responsibility
Human Resource Management 14 Edition Business Ethics and Corporate Social Responsibility
Management
14th Edition
Chapter 2
Business Ethics and Corporate
Social Responsibility
2-4
• Corporate Social Responsibility (CSR): CSR is the
implied, enforced, or felt obligation of managers acting in
their official capacity, to serve or protect the interests of
groups other than themselves.
2-5
• Ethics, CSR, and corporate sustainability are everyone’s
business. Human resource (HR) professionals
particularly concern themselves with establishing policies
to promote ethical behavior and unethical behavior.
In addition, the human resource management (HRM)
function’s leadership works with other executive
leadership to identify:
training opportunities for educating employees about
how they may make positive contributions to
objectives
and developing performance based pay programs
that align employee performance with CSR and social
responsibility goals.
2-19
• One way for a firm to create and sustain an ethical culture
is to audit ethics, much like a company audits its finances
each year.
• An ethics audit is simply a systematic, independent, and
documented process for obtaining evidence regarding the
status of an organization’s ethical culture.
• Many believe that information provided by whistleblowers
is much more effective in uncovering wrongdoings than
are external auditors.
• An ethical culture is made up of factors such as ethical
leadership, accountability, and values.
• Ethical leadership begins with the board of directors and
CEO and continues to middle managers, supervisors, and
employees.
• Building an ethical culture that lasts requires a foundation
of practices that continue even when leaders change. 2-20
6. Human resource ethics
• Human resource ethics is the application of ethical principles to
HR relationships and activities.
• It is vitally important that HR professionals know the practices that
are acceptable and unacceptable and work to ensure that
organizational members also have this awareness in dealing with
others.
• The HR professionals’ primary job is dealing with people, they
must help to impart ethical practices into the corporate culture.
• Those values must be clearly communicated to all employees,
early and often, beginning with the interview process, during
employee orientation, and regularly recognized during
performance reviews, public ceremonies, celebrations, and award.
• HR Professionals need to help establish an environment in which
employees throughout the organization work to reduce ethical
lapses towards establishing the credibility of the entire
organization.
2-21
• There are many topics through which HR
professionals can have a major impact on ethics
and therefore, on creating an ethical corporate
culture. Some ethical culture that might be
considered include:
Strive to create a diverse workforce.
Insist that job descriptions are developed to
accurately and describe jobs that are dangerous
or hazardous.
strive to recruit and select the best-qualified
applicant for the job.
2-26
• Ethics training should be part of a proactive, not
reactive, strategy. Regular training builds
awareness of common ethical issues which
provides a tool for effective problem solving.
2-29
Economic responsibilities: The first
responsibility of any organization is to deliver an
acceptable return for shareholders (while
contributing to local and global economies
through their core business).
Legal responsibilities: The second aspect of
responsibility requires that organizations operate
within the law at all locations in which they do
business.
Ethical responsibilities: The third layer of the
pyramid requires organizations to consider social
and environmental impacts of their operations
and, as far as possible, to do no harm while
pursuing business interests.
2-30
Discretionary responsibilities:
The fourth layer of responsibility is to proactively seek
opportunities to make a positive contribution to society
beyond profitability, compliance and business ethics.
At the discretionary, or voluntary level, organizations have
a responsibility to understand broad stakeholder needs
and to address societal concerns though their business
practices.
Example: During the Vietnam War, Dow Chemical gained a bad
reputation for not being socially responsible because it produced the
deadly chemical agent napalm. As a result Dow had difficulty recruiting
the best scientists and other professionals. To overcome this image, Dow
built a campaign that highlighted how Dow has benefitted agricultural
production. Once people saw the positive side of Dow, its ability to recruit
and retain the best chemists improved.
2-31
Corporate social responsibility in Bangladesh:
The issue of Corporate Social Responsibility (CSR) in
Bangladesh is often seen in terms of financial spending in a
particular area of socio-economic or development activity.
In Bangladesh, it is the state-owned enterprises and commercial
banks that are believed to be responsible to dish out funds for
CSR activities.
CSR Practices in the RMG sector of Bangladesh: In respect
of evaluating CSR practices in the RMG sector the focus remains
on addressing three issues of CSR: (a) labor rights and workplace
conditions; (b) environmental management, and (c) involvement in
social and community development and charitable activities.
Common CSR practices in Bangladesh by MNCs are
centered around namely poverty improvement, healthcare,
education, charity activities, cultural enrichment, youth
development, women empowerment, patronizing sports and music
etc. these activities are planned to be the partners in development
as responsible citizen.
2-32
These are the most common examples of corporate
social responsibility:
community.
2-35
Employee skills and knowledge:
Many organizations provide initial and ongoing
training and development on the knowledge and
skills needed to achieve their sustainability goals,
although the research on the impact of achieving
sustainability goals is still limited.