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Now, let me introduce its justifications. The reason to set up a workshop and give lectures is to invest time in the development of Doddai managers’ awareness of social responsibility. From this activity, there are two results we could get. One is improving the awareness of the social responsibility of managers, and the other is driving them proactively search for solutions. After finishing such lectures, the knowledge would drive the managers to consider social responsibility to make better decisions as well as find the approach to solve the existing problems. Without knowing social responsibility, the managers in Doddai may never gain an integrated perspective of the corporate situation and be talented enough to solve the problems such as the complaints on social media. Such opinions are also supported by Chatjuthamard, Jiraporn and Singh, they find that for executives ranked above the 75th percentile in terms of managerial talent, an increase in managerial ability leads to more CSR investments, suggesting that these strongly talented managers perceive CSR as enhancing firm performance. Also, according to Kim and Ferguson, these actions trying to satisfy the social responsibility would make the view of the company from stakeholders better, and that would lead to more support to the company. Therefore, we need a workshop to enhance the managers in Doddai to let them meet the standard of “talented managers”. In short, the activity helps to improve managers’ knowledge about social responsibility. It does not only teach them what they should do, but also how they should do. Eventually, focusing on the evaluation. It is made up of two parts, benefits and drawbacks. (Evaluation) The recommendation has three major benefits. The first one is it helps to improve the workers’ satisfaction. There was an issue about exploiting workers such as terrible working environment and high-pressure assignment. However, after the workshop where managers recognize that they should treat employees properly. As a consequence, employees will gain more job satisfaction and give better performance. Above can be supported by Kanten who believes that by ensuring the quality of work-life at the workplace, the employers can retain their talents and tends towards job satisfaction and organizational performance. These two positive outcomes along with the quality of work-life need to be treated positively to keep the employees motivated to provide their contributions to organizational effectiveness. The second benefit is it helps to increase the financial benefit. The managers can increase productivity through appropriate goal-setting and correcting inspired plans. The last one is it helps to save the company’s reputation and image. Because the factory discharges the chemical waste into local waterways, and low-quality products, both damage the reputation and image of the company. As a result, through the application of socio-economic view, the reputation and image would be gradually saved.