Social Responsibilities Ignored by Organizations

Social Responsibilities Organizations

Social Responsibilities Ignored by Organizations

It’s a commonly debated issue whether and what social responsibilities a business holds. Society and social advocates these days believe that businesses are as much responsible for the society and environment as much as for its own profits. Social and ethical responsibility of a firm is its obligation to reduce its negative effect on the society and increase the positive ones. Even though, most basic social responsibilities of a firm are often stated as laws, a lot of others which are legal but unethical in society’s view have to be taken care of personally by the individuals involved.  A lot of legal issues, internal conflicts and societal issues can be solved if firms fulfil these simple responsibilities and follow these basic Business Laws. These organisations need not only work in a sociable manner to impress the consumers or society in general, but also because of profitable reasons. Companies with ethical approach often earn more profit due to satisfied employees and consumers. Taking legal and responsible decisions leads to simpler and less stressful lives for the employees involved. Ethical behaviour enhances leadership; whereas its alternative is generally demanding and costly.

The basic issue about complying with social responsibilities is ignorance among the people concerned. Either employee don’t find it useful enough to follow the basic rules or have hard time deciding what decision would be ethical and sociable and which won’t be. Such situations often involve comparing monetary profits against social or appropriate conduct. The easiest way to take such decisions is to view the decisions from the view point of consumers. The culture of locality of operation must also be considered. There are a lot of basic social issues which are often ignored by firms but are easy to work on. Situations involving employees to make a decision about choosing either personal interests or those of others are the most common ones. At the lowest, every employee should at least follow the legal laws and regulations which restrict them from harming the consumers, employees or client by deception. If unethical actions are considered, monopolistic practices and gaining control over the market are often assumed unfair. These not only rule out the chances of competitors but also lower the company’s own urge and motivation to improve itself.

Exaggerated and false advertisement of it’s’ products also leads to defaming of the company and dissatisfied consumers. This not only is deceptive, but also leads to loss. A company should be truthful and honest about the quality and features of its products if it wants to operate in the long run.

Also creating an ethical environment within the organization is necessary. It is a well known that a firm with unhappy employees, not only end up being of no advantage to the organization, but become a disadvantage as well. Employees should not only behave appropriately with the clients, but also be honest and sincere with fellow employees and even subordinates. Also the employees should feel obligated to keep firm’s secrets and make firm’s overall profit their primary objective. Employees should avoid misbehaving and manipulating others or putting undue pressure over them. It is the responsibility of higher level officials to create a non hostile and friendly and yet productive and sincere environment for the work force.  Disregard for fellows may lead to misconduct by them in the form of deception. Also a very common and still social issue is that of Plagiarism. Taking credit for others’ work and gaining the respect or reward others’ deserve may again lead to hostile feelings in the actual owner of the credit. Each employee should be treated equally and should be paid as much as they deserve, avoiding any kind of gender, class or background inequalities.

A business that works for the welfare of environment and society as much as it works for profit often runs better in long term period, gaining better reputation and better investments. On the other hand, irresponsible companies might earn a lot right away, but lose their momentum in the long run with dissatisfied customers and employees. Also, once a consumer gets involved in a firm, it becomes the responsibility of the firm to protect his rights with satisfactory and safe products, and take their feedbacks and complains seriously.

With changing times, welfare of environment and sustainable development, have also acquired an important role in a firm’s responsibility. Today, society demands the firm to take responsibility for the environmental harm done by them and work on its betterment. These include basic hazards of pollution, or even animal extinction. In economics, the concept of sustainable development is gaining a lot of attention, advising firms’ to exploit resources in a manner that leaves the future generations with enough resources.

Also a significant issue for a firm involves considering the welfare of community and society, making its locality of operation a better place. A firm which earns millions has a social responsibility to make fair payments to not only their labours, but also the raw product producers as well. It is also considered their moral responsibility to work for charity and providing employment opportunities for the sake of general public. Companies which let everybody take a share of their profit, often end up profiting enough for everybody. Conclusively, even though it is hard to decide what can be considered a sociable decision, it is easy to understand it every time we feel the need to hide the decision from co-workers or consumers. According to a survey, one fourth of employees of a firm get an opportunity to engage in unethical activities and 41% take it.

Simple traits like honesty, generosity, and sincerity are the ones at play in these circumstances. A five step framework by Markkula Center for Applied Ethics involve the following steps which might help firms take ethical decisions: Recognize a moral issue, Get the facts, Evaluate the alternative actions from various moral perspectives, Make a decision, Act, then reflect on the decision later.

Ethical decisions are influenced by moral standards, influence of managers and opportunities of misconduct. Understanding what motivates a person to make ethical choices and what forces them to participate in the alternative is the best way to plan strategies for ethical approach and environment.


As per the evaluation done above, it can be noted that organizations generally overlook the ethics and only concentrate on following laws and regulations, paying taxes as their sole responsibility. However, this attitude does not make them socially responsible and it does not determine whether they are influencing the growth of the society or not. There have been many economists who have performed studies in the past in order to realise the responsibilities of firms as part of the social surrounding and the most common debate in this regard has always been the issue of Social and Ethical Responsibility of a corporate firm. Also, it is critical for the organisations to maintain an ethical relationship and transparency within an organization. For instance, the low level employees of a firm should be treated with as much respect and dignity as the higher level officials, with fair wages and security. The issue of gender equality should be enforced with deserved treatment to each employee. The organisation that focuses on generating only profits than its employees end up losing employees’ motivation which leads to loss in the long run. Hence, the organisation need to focus towards being corporate socially responsible instead of just considering laws as the criteria to be responsible. There are several efforts that should be made by an organization in the interest of its several stakeholders. The stakeholder of an organization who get benefited by Corporate Social Responsibility activities are customers, shareholders, employees, suppliers and communities. This is one of its kinds of obligation as there is no statutory binding over the organizations it’s just that the organizations need to voluntarily work about these concerns which affect the society. Hence, companies should not only focus towards achieving their financial objectives and making profits but also on the social implications of their activities. The laws and regulations are just basic ethics encouraging a business to adhere to the standards of society and adopting ethical values. However, managers are expected to adhere to laws and regulations during work.


A.B. Carrol , A three dimensional conceptual model of corporate social performance . Academy of management Review , 4 pp. 497-505.

A.B. Carrol , The pyramid of corporate social responsibility : toward the moral management of organizational stakeholder . Business  Horizons, pp 39-48.

A.Dahlsurd,  How corporate social responsibility is defined :an analysis of 37 definitions. Corporate Social Responsibilty and Environmental Management.

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[2] Epstein, Edwin M. “The corporate social policy process: Beyond business ethics, corporate social responsibility, and corporate social responsiveness.”California management review 29, no. 3 (1987): 99-114.

[3] Fukukawa, Kyoko, John MT Balmer, and Edmund R. Gray. “Mapping the interface between corporate identity, ethics and corporate social responsibility.”Journal of Business Ethics 76, no. 1 (2007): 1-5.

[4] Trevino, Linda Klebe. “Ethical decision making in organizations: A person-situation interactionist model.” Academy of management Review 11, no. 3 (1986): 601-617.

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[6] Thomas, Terry, John R. Schermerhorn, and John W. Dienhart. “Strategic leadership of ethical behavior in business.” The Academy of Management Executive 18, no. 2 (2004): 56-66.

[7] Fritzsche, David J., and Helmut Becker. “Linking management behavior to ethical philosophy—An empirical investigation.” Academy of Management journal 27, no. 1 (1984): 166-175.

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Course Syllabus

Social Responsibilities Organizations

  • Learning And Developing Strategy

    Learning And Developing Strategy

    The role of the learning and developmental strategies in the organization is to manage the talent pool in the organization while at the same time it helps in development of a culture towards the development in the organization. Also this helps to drive the commitments of the people working in the organizations as they feel valued through satisfaction of the developmental needs and career advancements. Thus various strategies that are used by Star Industries are:

    Assessment of learning needs: the focus is placed on understanding of the learning and development needs of the organization including the individual and group needs. This helps the Star Industries to allow for educational programs and better designing of the training programs in accordance with the learning needs of the employees. Also this helps in identification of current skills in the organization and the desired skills and thus bridging the gap.

    Development programs drive: The organization is dedicated to planning for the development of its employees and thus initiates the internal and external training and development initiatives through commitment of sufficient resources in the organization.

    Learning groups: This strategy helps the organization to allow for sharing of knowledge and skills amongst the group members and through the generation of self learned kind of groups in the organization

    Mentoring and Buddy learning: This helps in encouraging and improving of the performance of the individual employees while working with the fellow employees and the mentoring allows the senior or reporting officer or manager to be in the role of a mentor and thus providing training and development of employees while performing the routine activities at workplace.

    On the job learning: This helps in providing challenging task to the workforce and thus promoting the learning of the new skills in order to accomplish these tasks thus promoting a culture towards learning on the job. Job rotation had been used by Star Industries in order to allow learning of multiple skills and abstain from the monotonous nature of jobs.

    STRATEGIC PURPOSE: the purpose of the deployment of various strategies in learning and development in the organization involves improvement in the knowledge, skills and attitude (KSA) framework of the organization. Thus the strategy aims to promote a development and learning culture in the whole organization.

    TARGET GROUPS: In this learning and development strategy at Star Industries, the target groups involve the people whose improvement in various avenues at work would help in improvement of the overall performance of the organization. Here the target groups involve the Team leader and Supervisors whose contribution is important in handling the human resources of the organization and thus managing the people in the organization. Thus improvement in their performance will improve the overall performance of the employees and thus the organization.

    PERFORMANCE GAPS: The Star Industries had been keen in assessing its performance including the performance of the key managers and all the individuals involved in the organization. Thus the learning and development strategy is the key to identification of the actual and desired performance and thus bridging the gap between the actual level of performance of the individuals, groups and the whole organization.

    Star Industries had identified the key areas where the improvement will lead to bridging of the gaps to reach the marked performance standards and they are

    • Managing teamwork- the Star Industries is a large group and thus consists of various teams and groups performing in it. Thus through promoting the team working skills in the employees and development of managerial skills in the various employees like the Plants manager, Human Resources Manager, Supervisors, etc. This will help in better use of resources along with skills present in the human resources organization.
    • Participative decision making- This will help in coordination of work functions amongst the employees and drive their level of commitment towards the organization through better involvement with the organization and promotion of industrial democracy.
    • Collaborative Goal Setting- the setting up of goals and targets through collaboration with the employees who are actually supposed to perform it helps in improving their level of confidence and they are performing better towards their attainment and thus the organizational performance is impacted in a positive manner.
    • Interpersonal and organizational communications- the communication are an inseparable part of any business functioning and thus Star industries is committed towards the betterment of communication between the employees and maintenance of good interpersonal relations to avoid any negative impact on the working of the organization and minimizing of the conflicts through structure and systems in place.
    • Self management- This is a technique that helps the individual employee to gain an insight in to his own performance over the job and understand the various aspects including attitudes and behavior at workplace. Time management is a key skill required in the employees at Star industries and thus the company is directed towards the promotion of self managing practices in its employees. Self reflection is a practice where the employee understands his own learning and development during the course of job performance and thus plans for improvement in own performance. Thus Star Industries is committed to instill reflective practices in its employees and managers.
    • Giving and receiving feedbacks- through instilling an effective feedback mechanism the Star Industries aims to identify the improvement in the performance of the individual employees through gaining feedback from the clients and the managers and making corrective actions. Thus it will help the betterment of the employee performance through feedbacks.
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