CSR - corporate social responsibility Assignment

CSR - corporate social responsibility - Assignment Example While critics indicate that CSR is mostly a self-interest and PR practice with no benefits to the society (Margolis and Walsh, 2003), supporters of the concept believe that it provides value for businesses, societies and ecosystems (Porter and Crammer, 2006). According to Haigh and Jones (2006), CSR has great potential as a strategy for value addition both business and the environment if two important conditions are achieved. The first condition is that CSR has to be integrated in the company’s core strategy while the second condition is that the company should be able to monitor the additional values resulting from the CSR. Manufacturing companies, like all other businesses, have embraced the concept of CSR for its benefits. CSR is particularly important for manufacturing firms because of the impact of their activities on the environment which have been associated with pollution and climate change. Over the past two decades, CSR strategy for environmental sustainability has been made a legal requirement for manufacturing companies in most countries (Smith, 2010). One of the companies that have been affected by this is Nokia Siemens Corporation. The company has had to come up with CSR strategies both for meeting legal requirements and for its own benefits, this paper examines the CSR strategy of Nokia Siemens Corporation, benefits of the strategy, one environmental concern it has to cope with and strategies for dealing with it. Nokia Siemens Corporation has one of the most detailed and globally recognized CSR strategies for the environment which basically touches on two important areas, products and services. Every year, the company continues to search for various possibilities for reduction of the environmental impact of its devices ad operations at each and every stage of their product life cycles (Nokia Siemens Corporation, 2012). The company largely focuses on material usage, energy efficiency, manufacturing processes, and recycling. According

Organizational learning and development report Essay

Organizational learning and development report - Essay Example Organization learning and development has been viewed in different perspective by different individuals and organizations. Organizational development is concerned with improve a business’s performance and personal development of its workers. Each business should be perceived as a coherent system made up of different parts. Organizational development as a procedure comprises of methodologies and gains in tactical arrangement, organizational plan, headship development, training, variety and balance between employment and life (Kozlowski & Salas 2009, p. 48). Learning is gained either from the individual level or team level. Organization learning and development can be summarized by figure one and two. In reference to Kozlowski and Salas (2009, p. 28) work, an organization may learn formally or informally: Informal Learning is the learning that the organization sets its targets, goals, and objectives to be achieved by itself while in formal learning, the organizations departments sets their targets, goals, and objectives and how to achieve them within the given time frame. However, both formal and informal learning is not involved with the learning but rather the person who directs the organization towards the achievement of the set goals and objectives. Informal learning relies on four main organization’s principles, which include context, cognizance, experimental, and relationship. Relationship learning occurs from interaction of individual or organization during their production. Cognizance learning occurs when an organization intents to learn about an aspect or a situation occurrence has forced the organization to learn. Context learning occurs outside the formal learning setting that is from either observing how differently thing are done by other organizations. Lastly experimental learning happen when an organization experiments a procedure/process then draws conclusion from the results achieved (Kozlowski & Salas, 2009, p. 30). Figure one belo w summarizes formal and informal learning activities. Figure 1 Factors Facilitating Learning in Organizations Learning can be described and expressed in different ways, individuals and organization can use different approaches in learning. Learning is a combination of cognitive and a behavioral procedure whereby new ideas end up to new behaviors and/or new actions lead to new ideas. Cognitive and behavioral change may happen simultaneously to improve concepts or may be separated by a time lag. The difference between a mere undirected action and learning is that cognitive development is either a pre-action incident or a result of innovated actions or capabilities. Learning is progressively seen as an active, public, and dynamic procedure, passed through individuals reflecting and acting together. The quality of learning socialization between people and societies is a major resource that needs to be grown and sustained. Learning has a close connection with knowledge; it is the procedu re that brings on a change in cognition and/or behavioral actions. Know how is dynamic; it happens to be useful, and picks on significance as an employee applies it to the organizational challenges. The concept of knowing refers to employees’ capability to advance, combine, and exchange their thoughts and expertise