Corporate Social Responsibility Plans and Communications Strategy Literature review

Corporate Social Responsibility Plans and Communications Strategy - Literature review Example A CSR communications strategy provides the potential to generate stakeholder participation, which can yield the discussion, production, and dissemination of meaningful ethical norms and practices. Sensemaking enables different stakeholder groups to openly and comprehensively discuss CSR issues and problems. Stakeholders refer to anyone who will be/are affected by the organization’s goals and actions. Sensemaking allows stakeholders to â€Å"make sense of things in organizations while in conversation with others while reading communications from others while exchanging ideas with others†. Sensemaking expands ways of thinking and doing through collaboration and questioning groupthink processes. Moreover, despite apprehension for CSR intentions, Ihlen, Bartlett, and May (2011) asserted that companies must exert full effort in expressing CSR intentions because it can engender stakeholder participation. They noted that communication theory offers models for stakeholder invol vement and collaboration, including those that deal with conflict and yet build consensus (Ihlen et al, 2011, p.12). Recognizing that companies have self-interests and finding ways to balance that with stakeholder interests are integral to the communication process. Aside from sensemaking, stakeholder theory can improve stakeholder participation. CSR communications treat stakeholders as value-producing in the long run, where value includes financial and social aspects (Morsing & Schultz, 2006, p.324). CSR concerns the critical balance between financial and non-financial goals of organizations.

What is useful in Freuds theory of dreams? Essay -- Psychology Psycho

 « The interpretation of dreams is the royal road to a knowledge of the unconscious activities of the mind  ».1 While Freud already used hypnosis and free association with his patients, he soon felt the need to include the interpretation of dreams in psychoanalysis as well. Freud decided he would developped his 'theory of dreams' to go further in his analysis. According to Freud, dreams allow unconscious desires, fears or emotions to express themselves in a disguised way. Dreams are an expression of wish fulfilment communicating through symbols. Throughout this essay, we will ask ourselves how dreams and their interpretation can be useful to psychoanalysis. Why pay attention to night unconsciousness to go deeper in the analysis? How and why do we dream? What relationship is there between sleeping, dreaming and stimuli? How far can the interpretation of dream lead? Are there limits to Freud's theory of dreams? Freud's theory of dreams completes the method of psychoanalysis : free association and interpretation when studying the meaning of dreams allow a deeper understanding of the patient. Through his theory's 'dream-work' process, Freud explores the mechanisms of unconsciousness to analyse the process of imaginary wish fulfilment. ** * Dreams and their interpretation appear to be a controversial issue never reaching consensus. Before focusing on the elaboration of his theory of dreams, Freud noticed there were three different appreciations commonly made of dreams : (1) dreams are the expression of a superior state where repressed fantasies reappear ; (2) medical experts believe dreams respond to sensorial and stomatic stimuli ; (3) the public consider dreams have a meaning.2 On those premises, Freud has developped and strenghten... ...or the understanding of dreams and the psychoanalysis research, it seems to have its limits and uncertainties. The arbitrary involved in the interpretation and the generalization relevant to Freud's seduction theory can be easily criticized. Works Cited FREUD, Sigmund, Sur le Rà ªve, (Gallimard Paris : 1998) FREUD, Sigmund, 1. Introductory Lectures on Psychoanalysis, translated by James Strachey, (Penguin Books : 1991) FREUD, Sigmund, Beyond the Pleasure Principle, The Standard Edition, (W.W. Northon and Company : 1989) FREUD, Sigmund, The Interpretation of Dreams, translated by A.A. Brill in 1911, Plain Label Books, (Chumley P. Grumley:1913) LACAN, Jacques, The Four Fundamental Concepts of Psychoanalysis, The Seminar of Jacques Lacan, Book XI, (W.W.Northon and Company : 1998) LAPLANCHE, PONTALIS, Vocabulaire de la Psychanalyse, 4e à ©dition (Quadrige : 2004)

Globalization and Its Impact Essay

Globalization has a major impact on the management of human resources in developing countries like India. The roles and responsibilities of Human Resource Departments are transforming as the modern business faces pressures of globalization. With accelerating globalization, organizations have had to change and new trends have set in even in the management of human resources. Globalization has forced organizations and their human resources to redefine their strategies. It is necessary for the management to invest considerable time and amount, to learn the changing scenario of the Human Resource Department in the 21st century. Now organizations need to place greater emphasis on attracting human capital rather than financial capital. In order to survive the competition and be in the race, HR Department should continuously update itself with the transformation in HR. Suitable HR Policies that would lead to the achievement of the organization as well as the individual’s goals should be formulated. The prime objective of the paper is to identify issues related with Globalization and its impact on Human Resource Development. The paper focuses on a number of outcomes of globalization, which promotes human resource development. It also states about several factors that inhibit the human resource development. Finally, the paper provides few strategy recommendations to develop human resources of developing countries in a changed situation of political economy of trade liberalization. Several articles of the renowned thinkers and practitioners are consulted to get a clear concept of the topic in respect to objectives mentioned above. Besides, different other publications were also consulted to make the paper informative and objective oriented. Keywords: Globalization, Human Resource Development, Management of Human Resources, HR Challenges, HR Policies ; Strategies. INTRODUCTION: Globalization is the closer integration of the countries and peoples of the world brought about by the enormous reduction of costs of transportation and communication, and the braking down of artificial barriers to the flows of goods, services, capital, knowledge, and human resource across borders. Globalization as an effective instrument of international exchange of goods and services has to have a human face, based on ethical consideration rather than on cut throat competition. It should play a positive role in reducing economic and social disparities within and among, the nations. It should be also effective tool for improving sustainable development. In the era of globalization, with the increasing competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function with a thorough understanding of the organization dig picture and be able to influence key decision and policies. In general, the focus of today’s HR mangers is on strategic personnel retention and talents development. In today’s aggressive global market it has become necessary for organization to expand internationally to gain competitive advantage. Globalization has forced organization and their human resources functions to redefine their strategies. It is necessary for the management to invest considerable time and amount, to learn the changing scenario of the Human Resource Department in the 21st century. In order to survive the competition and be in the race, HR Department should continuously update itself with the transformation in HR. Suitable HR Policies that would lead to the achievement of the organization as well as the individual’s goals should be formulated. HR Practitioners of every organization and also for those who have significant interest in the area of Human Resource Management should realize the growing importance of human resource and understand the need to build up effective HR strategies. Peoples are important assets. Placing this value on employees, requires the organization to emphasize on human resource practice, including reward for superior performance, measures of employee atisfaction, careful selection of employees, promotion from within, and investment in employee development. Just taking care of employees would not be enough; new HR initiatives should also focus on the quality needs, customer-orientation, productivity and stress, team work and leadership building. The researcher has thrown light on the emerging HR trends and discusses HR issues in various industries like Financial Services, IT, Power, Healthcare etc. It is valuable for practicing HR managers of every organization and also for those who have a significant interest in the area of Human Resource Management, to realize the growing importance of human resource and understand the need to build up effective HR strategies to combat HR issues arising in the 21st century. INCREASING IMPORTANCE OF HRM The human resources management approach which has been gaining the attention of management professionals during the last decade has become the need of the hour due to various reasons. Widespread industrial unrest, growing trade union influence on work force, strained worker management relationship, increasing gulf between management and their people, emergence of militancy in trade unionism, and the growing conflict in the industrial relations scene have resulted in the workers getting out of gear of the management in many organizations in India. This has made the managements to think in terms of carrying their workers with them. Convincing the workers of the management’s concern for them may, perhaps, go a long way in getting along with them and ensuring their better performance. This has naturally resulted in the present human resources movement. Humanization of work environment in countries like Japan, quality of work life movement in countries like United States, and the quality circles approach in India itself have initiated action to attain better organizational commitment among the work force. The human resources approach is in consistency with these movements. Changes in business environment have substantially affected the approach to manpower. Technological changes are prominent among them, computer revo1ution, introduction of microprocessor, CNC machines in manufacturing operations, mechanization and automation of office operations, quick communication systems like satellite communication and facsimile introduction or robots, electronic revolution, and such other new developments have revolutionized the vital areas of business. Operational efficiency or manpower must cope with such a revolutionary change in the technology which necessitated a new approach to manpower. Globalization of business is another important aspect of change which takes place in the business environment of today necessitating a human resources approach to manpower. It is not only those Indian firms operate and compete abroad, but they have to compete with multinationals and foreign firms in India itself. Business philosophy, skills, expertise, efficiency and particularly global corporate citizenship philosophy fostered by internationally successful firms necessitate Indian firms to deliberately update their perspective to suit the internationally emerging trends. In conformity with the human resources approach emerging globally, Indian managers must also foster a human resources philosophy to guide their management practices. A widespread feeling now influences at least some management practitioners that the technological development has gone to the extent of machines taking over the human jobs. For example: highly skilled milling, grinding and lathe machines are replaced by CNC machine tools which can take over, not only manual functions but even the intelligent human functions and Robots can lake up human functions in place of real human beings. Increasing influence of illusions tend to reduce the importance of human role. In fact no machine can replace man. The more the technological development, the greater would be the dependence on man. One simple error a computer makes can lead to havoc, where skill and intelligence of man are indispensable. Greater the technological development, greater skill and technical capability are required of people who operate. Obviously greater human approach to people would be required. Moreover installation, monitoring of machines, production, operation, maintenance and controlling the operations need large number of trained and skillful people. Technicians, repairers and service people are also necessary. The more the technical development and automation, the more would be the dependence on human beings. There would, therefore, be greater need for humane approach to manpower. Similarly use of more capital intensive methods would result in greater productivity of men necessitating greater motivating and greater human resources approach of management. Large scale production, increasing effects of recession, technical and technological developments and so on have opened up new training needs for the people at work. Human resources development programmes have therefore; become the need of the hour. Government policy of importing technology has also necessitated introducing new facilities and avenues for training and development. Fresh initiatives and emphasis on research and development in the realm of industry also led to a new policy of human resources development to cope with the increasing demand for technically capable people. Resultantly a need arose for a new approach to human resources.

The Supreme Court s Support For Segregation - 1886 Words

The Supreme Court’s support for segregation in public transportation, decided in Plessy v. Ferguson, surged the implementation of the â€Å"separate but equal† doctrine into an array of facilities affecting everyday lives, including schools. The facilities and schools reserved for Blacks were strikingly separate but not equal to the services available for Whites. Blacks received out-dated, hand-me-down textbooks, school buildings lacked stability and comfort and Black students overall, were not given the same opportunities as White students. Whether the tangible inequalities such as the textbooks or desks were significant or not, â€Å"the comfortable assumption of the biological, cultural, and social superiority of the white race† proved to not†¦show more content†¦Alfred H. Kelly, author of â€Å"The School Desegregation Case,† begins his account of the journey the NAACP lawyers took to succeed in Brown v. Board of Education of the City of Topek a, with the minor but evident improvement of the political and economic status acquired by Blacks since the passing of the 14th and 15th Amendments. Blacks increasingly became more influential; fighting to escape the â€Å"inferior status† of a stranded â€Å"ex-slave† and progressing towards the â€Å"genuine integration of the Negro into the social, economic, and political fabric of American life† (Kelly 245-6). Such improvements between the Plessy and Brown cases enabled the victory of desegregation for the revolutionary NAACP lawyers. Political influence expanded for Blacks who made up an â€Å"elite† of professional individuals in large cities in the North. The power to vote and their â€Å"alliances with local urban political machines† gave them some input on local decisions and later on a more national scale under FDR’s New Deal. A wave of â€Å"jobs, pay ratings, union memberships† and intensified acknowledgements of â€Å"th e cold realities of American racial segregation,† extended the economic power available to Blacks during WWII (Kelly 247). The â€Å"altered position of the Negro in America;† from neglected and helpless individuals, to influential â€Å"lawyers, doctors, schoolteachers, social workers, [and] ministers,† was necessary for the social, economic and political power earned