Professional Documents
Culture Documents
Characteristics Responses
• Company faced with unexpected • Responses designed and
criticism by media and civil activists implemented by legal and
communications teams
• Sometimes from direct stakeholders
such as employees, customers and • Tend to involve either outright
investors rejections of allegations or denial of
any links
Characteristics Implications
• Corporate policy must be established • Creates value by protecting the
and observed company’s reputation and reducing
the risk of litigation
• Usually done in ways such that it can
be made visible to the critics of the • Aim is to just be compliant while
company stakeholders need a far greater
commitment from the company
Characteristics Solutions
• Realization by company that it’s • Need to empower managers more
facing a long term problem
• Managers need to be identified
• Cannot be swatted away with according to their core business
attempts at compliance or a public responsibilities and solutions given
relations strategy to them
Characteristics Implications
• Realization that to go ahead in the • Need to address and promote
industry, radical changes are required responsible business practices
• Rather than setting targets, entire • Can give the company a leg up on the
strategies need to be realigned competition and contribute to it’s
towards CSR long-term success
Characteristics Implications
• Companies promote collective action • Promotes an overall attitude towards
to address society’s concerns CSR in the industry
• For eg: The belief that pharma companies should sell life saving drugs to
the poor at reduced prices, since the company can afford to do so
• Helps organizations figure out how to develop and position their future
Positives business strategies in ways society will embrace
Defensive
2 Nike’s Reaction: “We’ve got the best corporate values, so why aren’t you yelling at others”
Compliance
3 Eventually, Nike responded to activists demand for labour codes and for external audits
Managerial
In 1996, they went professional in creating their first department specifically for managing supply
4
chain partners’ compliance with labor standards
Strategic
By 2000, they had made their labour compliance team stronger. They hired costly external
5
professionals to audit their 900 odd suppliers. Still, others doubted their labour codes.
Civil
Nike realized the need to manage CSR as a core part of its business. They changed procurement
6 methods, supply chains and labour codes. They adjusted their business model to effectively build
tomorrow’s success without compromising today’s bottom line
Implications for Businesses Today