Together we can achieve anything

We often can't see the solution to a problem due to our attitude to that problem.  It's not the problem which causes the issues, but rather our attitude. We need to keep an open mind and explore all options. When we work as a team amazing things can happen. 

Tips for solving problems. 

• Utilize effective brain storming 
• Actively listen to all members of the team
• Don't reject any idea until these questions are seriously asked. "Why won't this idea work, why will this idea work?"
• Remember big things happen when everyone works together. 
• Keep everyone engaged. 

Corporate Social Responsibility

Cause-Related Marketing and Strategic Philanthropy

The main similarity between cause-related marketing and strategic philanthropy is they both benefit the public and the organization through corporate social responsibility (CSR). According to Saraf, V., Singhai, S., & Payasi, S. (2012), CSR benefits the organization in two ways; “reducing the negative effects…caused by the processes and product usage”, and “increasing the positive contributions” from within the organization. Rick and Williams, (2005) describe philanthropy as historically being an individual’s contributions to society rather than an organization. Companies primarily practiced cause-related marketing prior to the 1950’s. Since then companies have realized there are great benefits to involving others within the organization with their CSR activities.

According to Ferrell, O. Thorne, D. & Ferrell, L (2010), cause-related marketing and strategic philanthropy can be compared utilizing 5 different categories: focus, goals, time frame, organizational members involved, and cost. (p. 350).  Cause-related marketing generally involves one product, for example, MacDonald’s donating ten cents for every happy meal purchased; this primarily involves the marketing department. The main benefit to this approach is the advertising and increase in sales as consumers see a portion of their money going to a good cause. Strategic philanthropy is an organization-wide effort which involves the financial support and/or employee volunteer time. Employees tend to be involved and help out the cause, for example, Wal-Mart associates raising funds for the IWK which is then matched by Wal-Mart home office. As Rick and Williams reason “a company cannot survive in a sick community; therefore, companies that spend a portion of their resources to address social problems are helping secure their own long-term survival” (as cited in Spence & Thomson, 2009, p. 372). Both cause-related marketing and strategic philanthropy provide an organization with the CSR society demands of them.

References

Brill, B. (2009), Tis the season for strategic corporate philanthropy. Crain's Chicago Business,      32(50), 14.  

Ferrell, O. Thorne, D. & Ferrell, L (2010), Social Responsibility and Business, Chapter 9, pg. 350

Ricks, J. & Williams, J. (2005), Strategic corporate philanthropy: addressing the frontline talent needs through an educational giving program. Journal of Business Ethics, 60:2,   147–157

Saraf, V., Singhai, S. &  Payasi, S. (2012). Corporate Social Responsibility: Building Brand and Linking Corporate Strategy with Philanthropy. BVIMR Management Edge, 5(2), 88- 97.

Spence, C. & Thomson, I. (2009), Resonance tropes in corporate philanthropy discourse.          Business Ethics: A European Review, 18(4), 372-388. doi:10.1111/j.1467- 8608.2009.01570.x

What does it mean to be Sustainable?

Many organizations are starting to realize they need to do more than just go “green”. When someone talks about going green they are usually concerned with only the environment, and this determines the path they take while conducting their business. As Werbach (2009) pointed out after the effects of hurricane Katrina in the introduction of our text Strategy for Sustainability, we need to do more than fight for the environment. True sustainability needs to include not only environment but also;

·       Social

o   Anything which affects all levels of society

·       Culture

o   Embracing culture diversity

·       Economic

o   How will everyone (and corporations) obtain what they need, not just financially but food, water, and security

As werbach goes on to point out, Katrina would have probably not been as devastating if government, organizations, and individuals had addressed all of the above points. For example, wetlands had been drastically reduced over the past several decades which resulted in less water retention. A situation which could have been prevented if organization helped to address this as opposed to leaving it up to government and environmentalists.

In Saint John New Brunswick there is a plan to build a new sports complex in an area which has marshlands and the area tends to flood very easily. Part of the proposal needs to include an on-site reservoir which will have the capacity to retain all the rain water run off for a couple of days. This reservoir will slowly empty into the cities rainwater runoff. Their plan is to build a green space, a park with a lake. If all organizations did something like this, flooding could be reduced, which would help with environmental, social, culture and economic issues.

References:

Werbach, Adam. (2009). Strategy for Sustainability: A Business Manifesto. Boston: Harvard Business Press. ISBN: 978-1-4221-7770-9

Improving Employee Performance with Benifits

Do benefits impact performance? 

The main point of benefits is “to improve the quality of the work lives and personal lives of employees” (Belcourt, Singh, Bohlander, & Snell, 2014, p. 390). Benefits such as paid vacation, medical, dental, sick leave, etc. all play a part in contributing to people’s lives. These, of course, are the basics which allow employees to know how these types of expenses will be covered, this alone can remove a great deal of stress as items such as medical, prescriptions, dental are expenses often unexpected, especially medical if living in a country without universal healthcare. With so many companies looking for ways to cut expenses, benefits are often an easy target, and if the employees feel the benefits could be cut, or even linked to performance, this could push them to put in more effort on the job.

In an unionized environment, benefits often put everyone on an even playing field regardless of benefits. However, in an un-unionized workplace, benefits such as pay increases and time off are items which could be offered for performance, which would help definitely help drive employees to work harder.

In a survey showing “lifestyle/family care benefits impact employee performance” (Filangieri, 2015), one of the questions ask how family-related benefits affected performance, “35% think a lack of benefits related to family assistance has negatively impacted their work performance. This rises to 41% of those with children.” (Filangieri, 2015). The survey also lists the top benefits which would help improve performance, these five are;

·       Backup child care

·       Discounted care/reimbursement for care

·       Help hiring a housekeeper

·       Help finding reliable child care

·       Long-term or tailored senior-care planning

Why are companies moving away from defined benefit plans?

As mentioned above, benefits are an easy target when companies need to make cut backs. Benefits are becoming more expensive, whether its time off, childcare, medical, etc. and paying for the same benefits clear across the board for all employees regardless if they are used can not only cost but do very little to improve performance. By allowing employees to pick and choose their own benefits can be a win/win for everyone. The employee gets what they need and/or would use while the employer receives a reduction in the cost of insurance, as well as increased performance as the employee in receive the benefits catered to them.

References

Belcourt, M., Singh, P., Bohlander, G., and Snell, S. (2014). Managing Human Resources. Toronto, ON, Nelson education.

Filangieri, R. (2015, September 22). Survey shows lifestyle/family care benefits impact employee performance. Retrieved from BCG Advisors: http://www.bcgadvisors.com/survey-shows-lifestylefamily-care-benefits-impact-employee-performance/