Corporate Social Responsibility And Accountability

Corporate Social Sesponsibility is a form of corporate self-regulation integrated into a business model. CSR policy functions as a built-in, self-regulating mechanism whereby a business monitors and ensures its active compliance with the spirit of the law, ethical standards, and international norms. The goal of CSR is to embrace responsibility for the company’s actions and encourage a positive impact through its activities on the environment, consumers, employees, communities, stakeholders and all other members of the public sphere who may also be considered as stakeholders.

“Knowledge becomes obsolete incredibly fast. The continuing professional education of adults is the No.1 industry in the next 30 years.”
—Peter Drucker

The term “corporate social responsibility” came into common use in the late 1960s and early 1970s after many multinational corporations formed the term stakeholder, meaning those on whom an organization’s activities have an impact. It was used to describe corporate owners beyond shareholders as a result of an influential book by R. Edward Freeman, Strategic management: a stakeholder approach in 1984. Proponents argue that corporations make more long-term profits by operating with a perspective, while critics argue that CSR distracts from the economic role of businesses. Others argue CSR is merely window-dressing,

It’s always been our contention that corporate social responsibility begins with profitability; like charity it begins at home; with profitability. If you want to be socially responsible, you first must be profitable. : If you want to serve the customer with uniform Excellence, then you must FIRST effectively and faithfully serve those who serve the customer—i.e., our employees, via maximizing tools and professional development. Corporate social responsibility” starts at home—i.e., inside the enterprise! MAXIMIZING GDD/Gross Domestic Development of the workforce is the primary source of mid-term and beyond growth and profitability—and maximizes national productivity and wealth.

Do we need a little straight talk and transparency? It’s easy to be a trusting when things are going well; the real measure of each of us is our behavior when challenged.

Accountability and integrity are some of the most important values people can exercise in the workplace. Accountability is being responsible or answerable for an action. Integrity describes an individual who makes the choice to commit to honesty before they are faced with choosing between right and wrong. Without either value in the workplace, the culture within the company is at risk for poor organizational development.

Employers and employees are mutually accountable to each other; employees can trust that their work will be rewarded appropriately. Accountability between both parties — along with leadership integrity — can help provide employees with a sense of empowerment and belonging. Integrity allows employees to not fear retribution for their honest opinions and ideas. Accountability allows employees to exercise autonomy with the expectation that they will feel more invested in the company and, therefore, will perform better, more efficiently and more creatively.

Performance and accountability are linked. The two areas where we should hold each other accountable, performance and behavior. Performance covers all the quality and quantity issues. Performance is not always a “gold Medal” situation. Performance is routine, it’s a regular accomplishment, occurrence.

Behavior is the actions or mannerisms accepted in the environment. It all begins with Trust.

Thanks for holding yourself accountable.

(VIDEO) Dean Guthrie recently gave keynote remarks at George P. Shultz National Foreign Affairs Training Center for an event entitled “Promoting a Comprehensive Approach to Corporate Social Responsibility (CSR)”. Dean Guthrie’s remarks specifically addressed the role of corporations in society and the consequences of the corporate veil.