Essay about PWC Corporate Social Responsibility - 1469 Words

There is a debate about the level of social responsibility of multinational and national companies there days. Various books have been written detailing the right approach to the problem covering different perspectives. The ideology is well developed, however, there is a lack of current case studies analyzing what is really happening in the corporate executive level to support the society. There are many mission statements written about social responsibility, however, it is essential to examine how companies approach the projects and how they educate their employees to involve them in their plans. Social responsibility can be determined different ways, just as goals can be set for different causes. There are various motivations behind†¦show more content†¦Since the start of the program, 597.000 young people were educated and over 115.000 volunteers were trained by the program. PWC also works together with the Communities in Schools Chicago charity, providing financial suppor t for maintaining and improving the program. Providing a healthy environment and surroundings, the Chicago Parkways Foundation has also received contributions from the company. The First Giving Junior Achievement website features three teammates from the company, who seek donors for different charities. The team has raised over 1.7 million dollars for the organization. The fact that teams start up and join different voluntary organizations and charities show that giving back is truly a company philosophy, and the words are backed up by acts. Another important aspect of PWCs charity and voluntary work is the resources they put into research. As one of the largest international consulting companies, they are concerned about the efficiency and availability of public services. A comprehensive report about charity care issue in the United States has been published by the company to provide recommendations to new strategies in order to make these organizations more effective. It is import ant that that company focuses on giving back to the society, and through their reputation they are able to become the voice of theShow MoreRelatedOrganizational Culture And The Passive Resistance986 Words   |  4 Pagesthem from its competitors. Much of the challenge involved the organizational culture and the passive resistance from some of the executives. A strategy needed to be implemented in an effort to make a difference in PwC and to ensure sustainability and increase corporate social responsibility. They recognized the importance of having the community share the same values and vision of the organization. In line with Satterlee (2013), vision is best accepted and promoted by leaders who can help followersRead MorePractices Of Human Resource Management1544 Words   |  7 PagesPractices of Human Resource Management contribute to managing sustainability (corporate social responsibility) in the post bureaucratic era The emergence of Corporate Social Responsibility (CSR) has been a new movement within the past fifty years, created in order to assign greater corporate responsibilities to businesses (Carroll, 1993). From business models making the switch between bureaucratic to post-bureaucratic constructs, the perception of a business organization is the ‘creation of society’Read MoreAustralia s Automotive Industry Overview1783 Words   |  8 PagesGermany and Japan. The labour market in Australia is quite unstable; many workers lose their jobs in a one year period and many people with no job are hired. From February 2012-2013, about 355.000 people were fired across Australia. 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Therefore as a self directed and self motivated person, Shaw kept himself engaged with the organization, and spent time on networking within the firm and making suggestions where he felt improvement were necessary. On the other hand, Amy Middelburg who works on three major areas, supporting the international partnership between PWC and AIESEC, supporting the UKRead MoreQuestions On Human Resource Management2878 Words   |  12 PagesThompson and Dunn both had hospitality industry background before joining ARISE; their perspective towards corporate development was based primarily on increasing revenue. Thompson and Dunn were also the designer and advocator of the All-Star Team plan. ARISE emphasized on health benefits of spa treatments. One of their most important differentiating strategies involved the policy of PWCs (personal wellness coaches; chart 1), who were asked to provide specialty treatments and maintain an ongoing

Blabla Free Essays

Background Sony Corporation is one of the best-known names in consumer electronics andranks second worldwide in electronics behind Matsushita Electric Corporation. Since itwas  established  shortly  after  World  War  II,  Sony  has  introduced  a  stream  of  revolutionary  products,  including  the  transistor  radio,  the  Trinitron  television,  theBetamax  VCR,  the  CD  player,  the  Walkman  portable  cassette  player,  and  thePlayStation game console. The company’s electronics segment–which includes audioand video products, televisions, personal computers, monitors, computer peripherals,telecommunications devices, and electronic components (such as semiconductors). We will write a custom essay sample on Blabla or any similar topic only for you Order Now When Dr. Toshi T. Doi took charge of the project to develop a new computer in 1984, herecruited  11  top-flight  engineers  to  form  the  team. Doi  established  three  basicguidelines for the development: †¢ (1) the computer should be 32 bit; †¢ (2) it should be multipurpose; and †¢ (3) the project should be completed as soon as possible. The engineers, however, decided that they wanted to design a machine (an engineeringworkstation)  that  would  help  them  in  their  own  engineering  work  rather  than  amultipurpose machine. Doi approved their plan, but  he required that it be  finished in sixmonths. SAPADAPA ANALYSIS:I. Situational  Analysis Dr. Toshi T. Doi was the general manager of Sony’s workstation division(WD) and was not keen on changing Sony’s product development process,which was efficient and successful. The WD’s workstation â€Å"NEWS† launchedin October 1986 at the Tokyo Data Show had generated over 1000 inquiries;they  recovered  investments  in  few  months  and  saw  a  double  in  salesannually. Its new product development (NPD) process for the 1550 series workstationhad three stages: basic architecture specification †¢ product design †¢ first lot production One side effect of Sony’s preoccupation with the video business was that itscomputer business. Although Sony had  some success in the  computer gamemarket, its first entrants in the computer market were 8-bit machines. TheSMC-70 and SMC-777 are 8-bit machines were introduced in 1982 and 1984,respectively, which failed quickly in competition with 16-bit MS-DOS systems(e. g. , the IBM  PC). Sony considered developing a  16-bit microcomputer but itsoon abandoned the idea. II. Problem Analysis The development required too much effort from hardware design engineers. Engineers in small teams were required to handle all issues from logic design tomanufacturability, requiring a breadth of knowledge, which many did not have. These engineers had to put-in 60 to 70 hours a week and much more during acrisis, rendering them overworked. With  all these extra  efforts put in,  the designswere still not optimized to be manufactured Man/Engineers ? Too  much  was  required  from  thehardware design engineers. Small teams were more efficient but they requiredthat each engineer be able to handle the completerange of  design  tasks, from  high-level architecturedown to minor details. Thus the engineer’s skills andknowledge had to be both broad and  deep. Method ? With the current procedure, the designswere not  optimized for  manufacturability. Because hardware design engineers were unfamiliarwith  all  of  the  manufacturing  concerns,  they  oftenmissed  simple  redesigns  that  could  makemanufacturing far more efficient. Inthe current process, it is very difficult to separatetechnology  into  neat  steps  and  for  this  reason  ittakes time  to  transfer technology. The workstationmarket is so competitive that there is no time to dothis transfer. SpecializationDesign engineering does ot have  enough expertiseto support manufacturing properly, especially as theproduct line and the number of development projectscontinue to growWorking  TimeHardware  engineers  typically  work  60-70  hours  aweek And even more during a  crises. SWOT ANALYSIS A. Strengths †¢ Recovered Investments an d doubled the  annual sales since the  launch of  Ã¢â‚¬Å"NEWS† †¢ Project Manager often a Senior Engineer  B. Weaknesses †¢ Small project teams †¢ Very limited design engineers †¢ Lack of traditional management tasks †¢ Marketing power is insufficientC. Opportunities †¢ Reorganization of engineers †¢ Hiring of Highly expertise/skilled design engineersD. Threats †¢ Marketing power of competitors during this time IV. Potential Problem Analysis †¢ Additional cost in hiring highly expertise or skilled design engineers. †¢ Possible loss of market if  other competitors will  win the competition duringthat time when the marketing power is still insufficient. †¢ Small project teams that may require them to add manpower and its costs. †¢ Engineers will continue to work too much time that could result to burn-out. †¢ Possible decrease in the annual sales of the Sony Company. †¢ Loss of precisions in the product lines if the needed expertise will not How to cite Blabla, Essay examples

Develop and Emotional Intelligence Challenges

Question: Discuss about the Develop and Emotional Intelligence Challenges. Answer: Introduction The business owners encounter the potential challenges of keeping the employees engaged and motivated within the organization. This particular discourse will discuss the process of performance improvement of Pat with the help of emotional intelligence. The particular individual plays the role the new General Operations Manager of Australian Hardware in the Wollongong, NSW. This individual has found a serious performance issue with Pat, who can be considered as a star employee of the sales team of the mentioned organization. This selected individual will ask Pat for describing self-performance, personal situation and any critical obstacles to performance, job satisfaction and feelings. GROW model will be used in this study as an essential tool for enhancing the performance, empathy and listening skill of Pat. According to Caruso and Salovey (2004), emotional intelligence plays a pivotal role in order to ensure excellent communication and to avoid serious conflicts that may influence t he entire business operations of the company. Building Pats Awareness of emotional intelligence weaknesses and strengths Cherniss and Goleman (2001) have mentioned that emotional intelligence provides an adequate ability to understand, recognize and manage own emotions and emotions of other employees of the organization. Although Pat consistently achieves the established sales targets with perfect customer service ratings, still thus particular individual encounters some problems in the team performances. Even the team members of Pat cannot rely on this individual as this person fails to communicate with the customers in recent days. However, the major strengths of Pat can be considered the capability of leadership and an excellent communication skill while dealing with the team members. Another important strength of Pat involves the ability to understand own and team members emotional state during the performance of allocated tasks to them. This strength helps Pat to relate and manage the team members in order to achieve a great and predetermined success of the organization. Goleman (2000) has depicte d that emotional intelligence of an employee usually consists of self-awareness, social awareness, self-management and relationship management. On the other hand, the weaknesses of Pat include the failure to promote a great teamwork within the organization, empathy, and self-awareness. Establishing Pats goals and performance gaps using GROW model As Pat can be concerned as a model employee for the other existing employees of Australian Hardware, therefore all of the mentioned weaknesses of this particular individual can be resolved with a proper implication of the GROW model. Goleman (2001) has referred that the GROW model is considered as a performance consultant and it solely deals with the impish link in between the behavior and the coaching skills of the employees for enhancing the performance. As Pat is committed to the responsibility and is goal-driven, therefore, the GROW model will help this individual to be a potential future leader of the organization. The new General Operations Manager of Australian Hardware has a thorough discussion with Pat regarding the performance shortcomings. Goals: To identify and clarify the type of goal Pat intends to achieve To improve performances for increasing the sales revenue and customer retention To provide an understanding of principal aspirations and aims of the organisation Performance gaps: As opined by Druskat et al., (2013), performance gap of an employee suggests the link in between the required performance from the employees and the actual performance of an employee within an organization. Figure 1: Performance gap (Source: Zeidneret al., 2012) The performance gap of Pat may influence the improvement of customer services and loyalty. The balanced scorecard system of Australian Hardware clearly denotes the performance gaps of Pat. From Pats balanced scorecard, it can be seen that this individual fails to reach to the desired target of the organization. Pat fails to meet the target in every aspects of the organization, such as the financial, customer focus, internal processes and managing employees. The identified performance gap of Pat involves the real gap in between the expectation from the person and the performance of Pat to reach the organizational success and goals. The performance gap of this individual can affect the sales revenue of Australian Hardware as Pat fails to communicate with the clients in proper manner; therefore, it has great impact on the customer retention policies of the concerned company. Only after identifying the personal obstacles, the GROW model will help Pat to achieve the desired goals and impr ove the peer relationships with the cooperation of every team member. Discussion of the reasonable options The new General Operations Manager of Australia Hardware should provide various options to Pat in order to reach the professional, team and personal goals. According to Goleman et al., (2013), GROW model plays an important role in assessing the present situation in order to take effective actions. The particular manager will clarify both the results and effects of the previous activities completed by Pat for getting a comprehensive overview of his level of performance. Pat should understand the internal blocks and obstacles in order to prevent or limit the gradual process of progression. The options include a precise identification of the alternatives and possibilities to complete the allocated tasks. Parmenter (2015) has suggested that various strategies, such as implication of modern technology in performance improvement plan and effective leadership skills are required for further progression of the employees. Pat only fulfills the internal process targets in perfect manner and fa ils to meet the financial, employee retention and customer evaluation. All of the possible options can be suggested to Pat only after a thorough analyzing and assessing the Key Performance Indicator (KPI) of the individual. The General Operations Manager of the concerned company helps Pat to understand the learning process for achieving the established initial goals. After that, there should be a systematic step for planning the actions and implementing the steps. Establishing Pats willingness to improve performance It requires a firm commitment from Pat in order to improve the performance and to help to build a perfect team environment. Murphy (2014) has mentioned that emotional intelligence provides adequate importance of maintain perfect emotional relationships, to create respects and rusts for aligning the team members. Emotional intelligence will improve the soft skills, such as the active listening skills of Pat. This will also help to maintain a fair relationship both with the senior management and with the team members. Pat reveals his willingness to join the emotional intelligence program for improving performance. As Pat possess a great capability of being a potential future leader, therefore, emotional intelligence will motivate this particular individual to motivate and engage for achieving the predetermined goals. Ryback (2012) has determined that emotional intelligence clearly leads to the personal achievement, professional success and happiness. Even emotional intelligence deepens the empathy of the employees, as it possesses a perfect capacity for sensing the feelings of the other employees. The ability of using the soft skills determines the level of emotional intelligence of Pat. Pat requires a relevant coaching session on emotional intelligence in order to learn the process of improvement of the tasks. The GROW model plays an essential role of coaching planner for Pat. Conclusion The General Operations Manager of Australian Hardware asks relevant questions to help Pat for generating opportunities and options. Those identified options should be achievable for fulfilling the performance gaps and both personal and organizational goals. Emotional intelligence will help Pat to improve performance within a concrete and time-bound measurement. With the proper emotional intelligence, Pat can build effective team collaboration and trusts, which are essential factors for being a potential leader. Therefore, this study truly reflects the importance of emotional intelligence on enhancing the employee performance. Reference Caruso, D. R. Salovey, P., (2004). The emotionally intelligent manager: how to develop and use the four key emotional skills of leadership, Jossey-Bass, San Francisco. Cherniss, C. Goleman, D. (Eds), (2001). The emotionally intelligent workplace: how to select for, measure and improve emotional intelligence in individuals, groups and organisations, Jossey-Bass, San Francisco. Goleman, D., (2000). Working with emotional intelligence, Bantam Books, New York. Goleman, D., (2001). An EI-based theory of performance, in C. Cherniss and D. Goleman (Eds), The emotionally Intelligent workplace: how to select for, measure and improve emotional intelligence in individuals, groups and organisations, Jossey-Bass, San Francisco. Goleman, D., Boyatzis, R., McKee, A. (2013).Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Druskat, V. U., Mount, G., Sala, F. (2013).Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Psychology Press. Zeidner, M., Matthews, G., Roberts, R. D. (2012).What we know about emotional intelligence: How it affects learning, work, relationships, and our mental health. MIT press. Ryback, D. (2012).Putting emotional intelligence to work. Routledge. Murphy, K. R. (2014).A critique of emotional intelligence: what are the problems and how can they be fixed?. Psychology Press. Parmenter, D. (2015).Key performance indicators: developing, implementing, and using winning KPIs. John Wiley Sons.