Large companies very high profile and in turn attract more media attention and believe greatly in protecting and enhancing their reputations with the broader public as well as key stakeholders. They are also often better-resourced and more able to invest in CSR. Donnelly Fruit and Veg: Those who practice corporate social responsibility (CSR) believe that it pays off for their business along with the stakeholders and society. Donnelly Fruit and Veg have and will continue to benefit from corporate social responsibility in the following ways: • Employees stay longer; this reduces the cost of recruitment and retraining. • Employees become more motivated and more productive with their work when they see that their work is benefiting others.
It’s essential to create a company environment where compensation rewards employees for company loyalty. Strategic plans that reward and correctly compensates employees who have dedicated themselves to the company for many years will result in a positive work environment with low turnover rates. In addition, it further helps recruitment when the company can retain employees for a long time because it shows new employees that the company values workers who choose to remain with the company long term. Therefore, showing happiness with the company and further dedication to the organization. By correctly compensating employees and offering further pay incentives such as bonuses or paid time off, the company will suffer less from employee turnover, which will benefit their success in the long run.
This high corporate social responsibility adds value to this brand and makes it more unique among similar high street retailer brands. With those collaboration, H&M has accumulated abundant relational capital in all walks of life, which means some stereotypes from public are changing with its improved branding. In a long term, positive brand image can help H&M develop its career in a sustainable way and provides more possibility in upgrading its brand structure. In turn, good brand image will bring more collaboration opportunities, developing in a virtuous
This leads to high levels of job satisfaction from implementing OCB giving them more responsibility and freedom and present constantly new opportunities for them. It is important to note that benefits of the OCB are mutual to company and its workers as well as third parties such as customers, suppliers etc. OCB works as an incentive for employees as they know that they will be not only well rewarded for their hard-work done which consequently encourages positive behaviour and turn professional success for the individual. It is a win-win situation. A meta-analysis by Borman revealed that conscientiousness was the most powerful trait
This is because it aids in keeping and improving productivity of employees. Through enhancing organizational culture, the whole idea of belonging is enhanced. This I believe raises the level of stability of the organization. As employees acquire jobs of higher levels; their levels of satisfaction tend to increase. On the contrary, Kline &Boyd (1994) opine that managers of higher ranks tend to be satisfied with the salary more than they are with acquiring promotions.
Ethics and integrity is essential and played an important role in helping the growth of the business. Behave ethically could contribute to good performance and customers’ satisfaction. This lead maintains and expands the relationship between both parties and indirectly would increase company reputation (Bandsuch, M 2009). According to the Trevino & Nelson (2010), behave in ethics and integrity not only could stronger the relationship with the customers, but also the relationship with the stakeholders. Apart from that, ethics and high integrity could also increase the confidence of customers towards the organization (Trevino & Nelson, 2010).
Because they care more, they are more productive, give better service, and even stay in their jobs longer. All of that leads to happier customers, who buy more and refer more often, which drives sales and profits higher, finally resulting in an increase in stock price. A high-performance organization depends upon an engaged workforce where employees are highly motivated, more productive, and less likely to look for a job elsewhere. Improving the engagement efforts by simplifying the process with an automated solution that delivers bottom-line
Boehm and Sonja Lyubomirsky : They have stated that happy employees are successful in their work when compared to unhappy employees. The happy employees earn more money and satisfied since they are successful. In this research the authors have observed that happiness is the main source of the success of an employee. • Lyubomirsky, Sonja; King, Laura; Diener and Ed : They have discussed that the happiness of the employee not only include workplace happiness but also marriage, health, friendship and income of the employee. They argue that success not only make an employee happy in the workplace but also has certain positive impacts to the company.
It has helped business professionals in such a gigantic manner that its importance cannot be ignored. It has not only made decision making faster but also easier, it has not only saved money but now groups are able to interact in a much better manner. The decision makers are more satisfied as they have got evidence to back up their decisions and have provided the individuals with so many alternatives that decision making is not only better but more effective as the best option can easily be