Rethinking the new corporate philanthropy

More than ever, corporations are expected to practice “citizenship” by engaging in various community or social philanthropy programs. These corporate social responsibility (CSR) programs have broad appeal among business scholars, business executives, and the public. After first setting some theoretical boundaries for CSR as it relates to the legal and strategic management fields, the authors examine how CSR (both its implementation and expectations) can lead to unintended results, compromising the distinct roles business and government play in market-driven, democratic systems.     

Corporate and Individual Influences on Managers' Social Orientation

This paper reports research on the influence of corporate and individual characteristics on managers' social orientation in Germany. The results indicate that mid-level managers expressed a significantly lower social orientation than low-level managers, and that job activity did not impact social orientation. Female respondents expressed a higher social orientation than male respondents. No impact of the political system origin (former East Germany versus former West Germany) on social orientation was shown. Overall, corporate position had a significantly higher impact on social orientation than did the characteristics of the individuals surveyed.     

The Role of the Global Reporting Initiative's Sustainability Reporting Guidelines in the Social Screening of Investments

Social screening of investments calls not only for investment policy and criteria, but also for information about companies, their policies, practices and performance. The Global Reporting Initiative (GRI) and its June 2000 Sustainability Reporting Guidelines have the potential to significantly improve the usefulness and quality of information reported by companies about their environmental, social and economic impacts and performance. The GRI aims to develop a voluntary reporting framework that will elevate sustainability reporting practices to a level equivalent to that of financial reporting in rigour, comparability, auditability and general acceptance. This will be a welcome and efficient supplement to the questionnaires, interviews, press releases, media reports and other sources of information traditionally used for screening in investment decision making – social/ethical and mainstream. The Dow Jones Sustainability Group Index, the Jantzi Social Index and the Innovest EcoValue'21 analytical platform, together with the SRI community, are all likely to benefit from GRI-style sustainability reports. One of the GRI's key challenges is to accommodate the broad variety of disclosure needs and expectations of a wide range of report users and company stakeholders. To maximize the usefulness of the GRI Guidelines, report users, including the SRI community, need to be engaged in the process of developing and refining the Guidelines over time. The GRI Guidelines are emerging as an important instrument in enabling companies to communicate with their stakeholders about performance and accountability beyond just the financial bottom line.     

Masculinising domesticity: an investigation of men’s domestic foodwork

Abstract

This study examines how men configure their gendered identity in relation to a traditionally feminised domain. Hegemonic masculinity is said to structure men’s dominance over women. We use the lens of hegemonic masculinity along with social fields of cultural production to understand new allocations of status capital in relation to gendered identity work. Sweden, a country permeated by an ideology of egalitarianism and having a history of high economic and symbolic incentives for the domestic field, has seemingly legitimised the domestic consumption field in the search for higher status. By exploring the transforming meanings of masculinity when men enter a traditionally feminine consumption domain in this particular cultural context, we identify how feminised masculinities are shaped into hegemonic masculinity. This in turn suggests that the currently most honoured way of being a man includes forms of masculinities that incorporate egalitarian relationships between men and women.     

A Typology of Communicative Strategies in Online Privacy Policies: Ethics, Power and Informed Consent

The opaque use of data collection methods on the WWW has given rise to privacy concerns among Internet users. Privacy policies on websites may ease these concerns, if they communicate clearly and unequivocally when, how and for what purpose data are collected, used or shared. This paper examines privacy policies from a linguistic angle to determine whether the language of these documents is adequate for communicating data-handling practices in a manner that enables informed consent on the part of the user. The findings highlight that corporate privacy policies obfuscate, enhance and mitigate unethical data handling practices and use persuasive appeals to increase companies’ trustworthiness. The communicative strategies identified provide starting points for redesigning existing privacy statements with a view to communicating data handling practices in a more transparent and responsible manner, laying the groundwork for informed consent.     

美国房地产投资信托(REIT)的模式及其对我国的启示

房地产投资信托(REIT)在美国既是一种新兴的投资工具,也可视为一种良好的融资工具。它对保护中小投资者利益,促进房地产企业的发展均有深远意义。房地产信托组织的先进管理方法对我国建立相关模式可起到很好的借鉴和启示。     

Representational Approaches Matter

This paper raises the question of how ethical issues arising out of social inequities involving international business in developing countries can be represented, and articulates a conceptual framework that identifies and maps four different approaches to representing or making sense of such issues. A fieldwork-based case study on the child labor issue in Pakistan’s soccer ball industry illustrates the argument that representational practices do matter, and that when representational approaches go awry, they end up savaging the well-being of the poor in the developing world. Farzad Rafi Khan holds a Ph.D. in Management from McGill University. He is currently an Assistant Professor at the Suleman Dawood School of Business, Lahore University of Management Sciences, Pakistan.     

The Communication of Corporate Social Responsibility: United States and European Union Multinational Corporations

This study explores corporate social responsibility (CSR) by conducting a cross-cultural analysis of communication of CSR activities in a total of 16 U.S. and European corporations. Drawing on previous research contrasting two major approaches to CSR initiatives, it was proposed that U.S. companies would tend to communicate about and justify CSR using economic or bottom-line terms and arguments whereas European companies would rely more heavily on language or theories of citizenship, corporate accountability, or moral commitment. Results supported this expectation of difference, with some modification. Specifically, results indicated that EU companies do not value sustainability to the exclusion of financial elements, but instead project sustainability commitments in addition to financial commitments. Further, U.S.-based companies focused more heavily on financial justifications whereas EU-based companies incorporated both financial and sustainability elements in justifying their CSR activities. In addition, wide variance was found in both the prevalence and use of specific CSR-related terminology. Cross-cultural distinctions in this use create implications with regard to measurability and evidence of both strategic and bottom-line impact. Directions for further research are discussed. Laura P. Hartman is a Professor of Business Ethics and Legal Studies in the Management Department in the College of Commerce at DePaul University, as Associate Vice President for Academic Affairs of the University and as Research Director of DePaul’s Institute for Business and Professional Ethics. She is also an invited professor at INSEAD (France), HEC (France), the University of Melbourne, the Université Paul Cezanne Aix Marseille III and the Grenoble Graduate School of Business. She has been published in, among other journals, Business Ethics Quarterly, Business & Society Review, Business Ethics: A European Review, and the Journal of Business Ethics. Robert S. Rubin is an Assistant Professor in the Management Department at DePaul University’s Kellstadt Graduate School of Business. He received his PhD in organizational psychology from Saint Louis University. His current research interests include transformational leadership, leader cynicism, social and emotional individual differences, and management education and development. K. Kathy Dhanda is an Associate Professor at the Department of Management at DePaul University. Her areas of research include sustainable supply chains, environmental networks, marketable permit modeling, sustainable management, and public policy.     

Are Men Always Picked Over Women? The Effects of Employment Equity Directives on Selection Decisions

This study replicates and extends previous work by Oppenheimer and Wiesner [1990, Sex discrimination: Who is hired and do employment equity statements make a difference? Proceedings of the 11th Annual Conference of the Administrative Sciences Association of Canada, Personnel and Human Resources Division], and examined the effects of minority qualifications on hiring decisions, the effects of employment equity directives when minority candidates are less qualified and the effects of different types and strengths of employment equity directives on hiring decisions. The results indicate that when employment equity is in place, people are increasingly more likely to hire underrepresented group members, to the extent that they are more qualified. Men appear to be treated in a positively biased manner, and are more likely to be hired when they are less qualified. Women are less likely to be hired when they are under-qualified, and in the absence of employment equity directives or when there is a suggestion that women are underrepresented. Moreover, when␣employment equity directives are strengthened, there appears to be a subtle backlash for women but not for men. Eddy S. Ng is an assistant professor at Trent University. He was on faculty at California State Polytechnic University, Pomona in 2006–2007. Willi H. Wiesner is an associate professor at the DeGroote School of Business, McMaster University.     

Multiple Levels of Corporate Sustainability

According to Dr. Clare Graves, mankind has developed eight core value systems,1 as responses to prevailing circumstances. Given different contexts and value systems, a one-solution-fits-all concept of corporate sustainability is not reasonable. Therefore, this paper presents various definitions and forms of sustainability, each linked to specific (societal) circumstances and related value systems. A sustainability matrix– an essential element of the overall European Corporate Sustainability Framework – is described showing six types of organizations at different developmental stages, with different forms of corporate sustainability, each supported by specific institutional arrangements.