Search results for: 'corporate social responsibility'
In Search of Purpose: Employee Engagement through Co … CO1-277-I
The case centers on Southlake Financial, a stylized company based on financial services in Canada. The case opens with a call to action from the company CEO, pledging the business will move toward a greater organization-wide focus on purpose (“purpose” meaning embedding more social and environmental intentionality in all aspects of the business). Traditionally, Corporate Social Responsibility (CSR) and Human Resources were managed separately at the company; however, the CEO’s announcement raises the question of whether greater integration of these functions will be needed. Specifically, the case examines how employee engagement can contribute to CSR objectives, while also questioning whether CSR initiatives have a positive and demonstrable benefit on employee engagement.Academic Area:Organisational Behaviour
Mondelez: The Harmony Commitment DE1-215-I
This case describes how Modelez Iberia launched a corporate social responsibility project called the Harmony Commitment program after good sales results were obtained when it was carried out in France. The essence of the initiative was very closely related to the basis of its competitive advantage: the purchase of local raw materials (they had to be traceable); proven quality; and an emphasis on how the product is associated with sustainability and with maintaining balance in local biodiversity. It obligated farmers to sow a certain variety of wheat under specific conditions.
Although a campaign that was carried out showed that the initiative had a strong impact and was widely known, the brand manager was not satisfied with the results since it was complicated to measure the program’s commercial impact. He wondered if the concept of "better wheat, better biscuits" was enough as a basis for his sales campaign, thinking perhaps that it was better not to insist on the Harmony Commitment, seeing how complex it was to communicate. On the other hand, the project had had a very favorable acceptance among suppliers and company employees. With the program ceasing to be a novelty and with competitive pressure continuing to grow, the director of communications, corporate responsibility and public affairs must analyze the project’s evolution and decide what the next step should be.Academic Area:Strategy
ABB & GALINDO: Stretching managerial responsibil … DE1-212-I
The case follows the implementation of ABB´s decision to restructure its operations in Spain and close the manufacturing line at its Galindo factory in the Basque Country. ABB was required to enter into formal negotiations with its workers towards a Labor Force Reduction Procedure (ERE). The workers at Galindo strongly objected to ABB´s restructuring proposals and were not placated by the company´s generous offers of compensation and employee retraining. The workers employed a number of strategies to derail the ERE including appealing to local politicians and engaging in public protests. After negotiations failed, a final decision was made to approve the ERE by the Ministry of Labor in Madrid.Academic Area:Strategy | Negotiation
PERI Spain Coaching in Construction (B) RH1-013-B-I
This case features an interview with Rafael Felices Huarte, the general manager of PERI Spain. First, Felices Huarte explains how the trust that management has in its employees has led to PERI’s extremely positive results, low turnover rate and low number of occupational accident rates. He also emphasizes that they focus on the best solution for the customer, not the lowest cost. The employees are highly motivated and an important part of the company’s growth. He also delves into the company’s values of self-discipline, responsibility, communication and learning. Next, he describes the company’s new diversification strategy of extending the range of services with the aim of earning a high market share. In order to carry out this strategy change, the company needed to hire construction foremen, which was a challenge due to difficulties in obtaining qualified personnel for on-site work. The company faced this challenge by setting up a professional training program which required the support of the director of logistics and civil engineering. Felices Huarte explains how he is not worried about hiring new staff endangering the company’s culture due to adaptation processes they have in place, other departments which influence conduct and leisure activities that help new staff to embrace the company’s culture. He wraps up the interview by talking about corporate social responsibility at the company and explains how basic principles such as rigorous administrative management of all staff on site (social security, medical check-ups, payroll, etc.), training courses on the tasks to be carried out, and strict compliance with occupational risk-prevention measures ensure they are able to survive in the long term.Academic Area:Human Resources