MINISTRY OF EDUCATION AND SCIENCE OF RUSSIAN FEDERATION
Federal state autonomous educational institution of higher education
Far Eastern Federal University
(FEFU)
SCHOOL OF ECONOMICS AND MANAGEMENT
Department of Management
Sabir Ali
INCLUENCE OF CSR ON HUMAN RESOURCE PERFORMANCE
GRADUATION QUALIFICATION THESIS
Educational Master program
38.04.02. “Management”
“International Business and Project Management”
Vladivostok city
2018
TABLE OF CONTENTS
I
I N T R O D U CT I O N T O T H E S T U D Y … … … … … … … … 5
1.1 I n t r o d u c t i o n t o t h e P r o b l e m … … … … … … … … . . . . 5
1.2 Backgroun d of the Problem……………………………………… 6
1.3 Statement of the Problem………………………………………… 8
1.4 S t a t e m e n t o f t h e P u r p o s e … … … … … … … … … … … … … . . . 8
1.5 Rationale............................................................................................10
II
LITERATIRE REVIEW…………………………………11
2.1 Brief histor y of literature………………………………………. 11
2.2 Corporate Social Responsibility (CSR)……………...................27
2.3 Employees motivations performance……………………………...30
2.4 Employees as a stakeholder……………………………………..3 3
III
METHODOLOGY……………………...............………… 35
3.1 I n t r o d u c t i o n … … … … … … … … … … … … … … … … … … … … … 3 5
3.2 R es ea rch design… ……… …… …… ……… …… …… ……… .….3 5
3.3 Data Collection Methods………………………............................36
3.4 S a m p l i n g D e s i g n … … … … … … … … … … … … … … … … … … 3 6
3.5 Research Instrument……………………………...........................37
3.6 D a t a An a l ys i s … … … … … … … … … … … … … … … … … … … … . 3 8
IV
FINDING AND ANALYSIS…………………………39
4 .1 Int roductio n…… ………… ……… ………… ……… ………… …... 39
4 .2 F in d ing … …… … … …… … …… … … …… … …… … … …… … … ...4 0
4 .3 An a l ys i s … … … … … … … … … … … … … … … … … … … … … … … .4 0
4 . 4 C o mp a r a t i v e ma t r i x … … … … … … … … … … … … … … … … … … 6 0
V
COMCLUSIONAND RECOMMENDATIONS ……...74
5 .1 C on c lu si o n …… … … … … … …… … … … … … …… … … … … … … .74
5 .2 R e co mme n d at ions …… …… …… … …… …… …… … …… …… … .87
5.3 Research limitations …………………………………………. 78
VI
END SECTION………………………………………….80
List of References………………………… …………..........................80
Appendix.................................................................................................92
Abstract
This is the most competitive and advance world, everything is more advance
in the business field. But all these things are possible if and only if the employees
that are working in the organizations are happy and satisfied.Negligence of
employees can lead organizations to spoil the reputation of the organizations.
Employees are the backbone of the firm, mostly of organizations cannot more
responsible in this side they are not focusing on employees side the important for
these are customers, because they are thinking that customers are the real peoples
that like or dislike of the company product or services. When customers are
satisfied company productivity and profitability will be high. Its true because
company are providing product and services to customers and when customers
satisfactions are high this indicates that profitability will be high. But the main
problem and question is that who is behind this satisfaction of the customers. Who
know customers’ needs and wantsand to whom customers are providing their
precious feedback and suggestions? To whom customers are more related and
close? These are the questions which are more important and company owners or
manager is avoiding these questions. If companies think on these specific questions
definitely they will understand that all of daily routine work is done by employees
and employees are the main factor and actual assets of the company.
The study shows that CSR is the business responsibilities which take interest
on greater employee’s satisfactions. CSR is described employees are essential inhouse stakeholder group and a variety of CSR activities fulfills employees
expectations and requirements [21].CSR employee-related activities are divided
into four categories, named “value classes” which generate the worth for the firm’s
stakeholders and resultantly, satisfy their variety of hopes [60]. These values
classes are close to improve employee’s skills, security in jobs and health, fair and
justice in society and organizations and contentment in the environment and jobs
for excellence performance. Actually CSR is the key factor for greater employee’s
satisfactions which the most important every company should need to implement
CSR in organizations. CSR keep an eye on every direction which are related to
company and try it to solve it. In CSR activities employees are the prominent
factor and internal CSR is the engagement of employees in CSR activities.
I.
INTRODUCTION TO THE STUDY
1.1 Introduction to the Problem
Employees are the main and the major factor of the organization. Its
encouragement is very important in the organization. CSR initiatives are one factor
that encourages employees. Employees are a key to business success because it
performs all business activities and also known as key driver. Employees know
customers need and wants because customers are more close and related to
employees and provided useful feedback to employees which they like and which
they dislike, which things they need and which thing they don’t need. Employees
also know the actual and effective execution of an organization. They have also
information’s about marketing which product are more valuable for customers
because we discussed it already that customers are more close to employees and
provide useful feedback to employees.
The main aim of the business to create values and make satisfied customer and
increase profitability to getting all these we need satisfied employees, satisfied
employees can promote corporate business and increase efficiency. Satisfied
employees comes when the organization take care of employees, treat them in a
fair and polite way and fulfill employee’s needs. Most of organizations are failed
in this job only CSR activities can perform this job efficiently. CSR is a link
between employees and organization, CSR takes care of business, employees, and
environment and as well customers. This is a business responsibility which has
three, four and five dimensions in which every side is discussed. So performing
CSR it maximizesemployee’s satisfaction, motivate them to their current job.
Employees become loyal and committed to the company which we observe in
higher employee’s performance. Higher employee’s performance enhances
profitability and productivity. In this paper we shall the relation between CSR and
human resource performance. CSR activities influence on employee’s performance
and how they get considerable attention.
1.2 Background to the Problem
The scholars worked in this field and provided some result; they got it that
environmental factor which is positively affect employees’ commitment and
performance in an organization. Environmental factor enhances organizational
performance. They concluded that there is a high and significant positive relation
between CSR and employee’s organizational commitment. Environment is a key
factor for employee’s motivations and organizational commitment [5].
There is a strong relation between employees and CSR. Employees feel happy
and get motivated to their jobs when social and ethical responsibilities are
performing efficiently. These values maximize motivation level and also enhance
organizational commitment level. Employees are not only effected by paycheck
they also looks positive attitude and behavior because through positive attitude you
can gain greater job satisfaction, a higher organizational commitment, greater
engagement in the job and organization and higher level of organizational
citizenship behavior [106].
CSR has similar effect by providing opportunities to people to express their
values, contribution to the community and society large. When the organizations
satisfy their need, then employees work hard and enjoy greater job satisfaction
[116]. If the company wants to attract their employees and greater employees
satisfactions then company must have to provide best workplace by creating and
promoting internal environment best for employees and developing internal
marketing strategies which will create better productivity and higher employee’s
satisfaction [102].
we can get higher employee’s satisfactions with job if we increase practicing
legal and ethical responsibilities are most [45]. Five factors which affect
employee’s performance. These factors are leadership, organizational culture,
working environment, motivation, and training. The working environment
(including office space/ infrastructure, working tools, co-worker’s relationship and
department working interaction) is not related to employee performance [57].
For higher employee’s performance and satisfactions and for quality of work
reward system is essential. Salary is also one of the most important factors to
motivation and it also related to dissatisfaction. In the study they provided that
pay, promotion, work, supervision and fellow worker is the main determinants of
job satisfaction [81]. There is a significant and positive relationship between
extrinsic rewards and employee motivation [7]. Managers thought that intrinsic
rewards were more important in regards to employee motivation than extrinsic
rewards. For employee’s motivation intrinsic reward are more valuable and play a
great role in employee’s performance and satisfaction [4].
Many scholars worked on this topic and used different types of theories and
methods but unfortunately the result is still not clarified and satisfied that which
side is more important for employee’s performance and how CSR will fill this gap?
We study these papers which related to our topic and we found some gap in which
the scholars have different result.
1.3 Statement of the Problem
Employees are the main part of organization and most of the studies which
is related to CSR in those studies they did not focus on employees but majority
targeted customers and suppliers side. The employees, who are also known as
stakeholder because they judge, evaluate and react and work in the organization as
an owner they perform all the daily activities and work for the organization
success.
Employees we also called internal customers and when internal
customers are not satisfied then how it possible that external customers
(Customers) will be satisfied because external customers are more related to
internal customers and external customers provides feedback to internal customers
(Employees) which things they like and which things they dislike.
Employees are the essential part of organization therefore it is necessary
that we show the influence of CSR on employees because we already discussed it
that less value has given to employees in CSR. Previous study is clearly
questionable in this area CSR and employee’s performance. Some papers we found
which are related to this topic but in all the papers we also found some
contradiction. There is some contradiction in some factors in which all the scholars
are not agree every article result is different. The factors in which contradiction
was found these factors are working environment, Salary, Promotion,
Discrimination and extrinsic and intrinsic rewards.
1.3 Statement of Purpose
Every task or work when a person are doing they have some specific aim or
purpose. Whether he/she will be interested in the topic or field or they there will be
a goal which that person wants to achieve. In the same way we are interested in the
topic and want to work on this topic and find out all those factors which are mostly
related and close to employee’s satisfactions, motivation and high performance.
The first purpose is to understand employee’s psychology which factors make
employees happy and motivated to their jobs? Which things they dislike? In which
conditions employees work betterly? Which factors are more productive and
important for personal development? What organizations are doing for employees
for their satisfaction? Afterward we want that how we will implement these things
and factors in the organization we also checking CSR role on employees that is
CSR work for employee’s betterment or not? The most and important purpose is to
enhance employee’s satisfaction, improve the employee performance in the
organization, increased level of work motivation, to develop strong relation
between employees and owners/stakeholders and desire to work as a HR manager.
On the other hand, we want to provide some useful and precious
recommendations to the companies. In those suggestions we explain the roles of
employees that how employees are crucial for the firm. The main objective of this
paper is to illustrate the impact of corporate social responsibility (CSR) on
employee motivation, job satisfaction and understand the perception of how
different CSR activities impact their employees’ satisfaction. In addition; our study
fulfils the purpose of investigating whether or not employees agree with the
different effect of CSR initiatives.
Investigating that is there is a significant relationship between CSR and
employee’s satisfaction?
Is CSR effect employee’s performance in organizations?
Correlation between CSR and employee’s performance that which types of
correlation are between employee’s performance and CSR, correlation is positive
or negative
II.
LITERATURE REVIEW
2.1 Brief history of literature
In this chapter we will discuss about secondary data that we collected from
different sources such as Books, magazines, e-Journals and online sources. This
is the main and important chapter because in this we will study who and when
someone worked by this topic and what they got in the ending. This
information will lead us to start our research problem.
The most important and motivational factor is salary the thing which
motivate employees and make them loyal to their job is salary competitive
salary are most important for employees. salary is also a factor of
dissatisfaction it also make employees dissatisfied if the salary are not
according to his needs and not fulfil his needs. So it is a source which related to
both satisfaction and dissatisfaction [81].
The work shows that the factor which made employees attractive and satisfied
is mostly salary and opportunities for advancement. These both factors are
extremely close to employee’s satisfaction and performance. If the salary is
high and there is a choice for promotion then employees will work efficiently
and increase productivity and profitability of the company [122].
fair wages is the basic rights of the employees if the wages are fair and
according to the needs of the employees then employees will able to work hard
but if the wages are not met to her/his needs then they will think about their
needs and will not focus on the work which decrease productivity of the
company. For high productivity employees satisfaction is necessary which
comes from high wages [102].
Paycheck not only concerned to employees satisfaction they also look for the
meaning of their jobs. A positive attitude is also important for treating
employees. Employees are the assets of the company and want respect from
company [106].
The study and analysis clearly shows that working environment is highly
influential factor for high employee’s satisfaction. If the working environment
is fair and good then it motivates employees to become loyal and responsible.
It’s also making able to achieve company goal easily [37]. They discussed that
fair wages and safe working environment is the first and prevalent dimension
for happy and satisfied employees and the first and important responsibility of a
responsible employer [102]. Healthy environment encourage employees to best
work and protect employees from any types diseases or danger. In the study he
suggested that working environment including office space/ infrastructure,
working tools, co-worker’s relationship and department working interaction is
not related to employees performance level it has no negative effect on
employees satisfaction and performance [57].
Intrinsic reward is more important than extrinsic reward for employee’s
motivation. Employees feel happy and peaceful when some intrinsic reward is
existing in the organization. Intrinsic reward has a significant effect on
employee’s performance. CSR activities provide this reward system to
employees which encourage employees to their oriented goal, [4]. The study is
quite different from this they found that there is significantly positive
relationship between extrinsic reward and employees level of satisfaction and
motivation. Employee’s satisfaction and motivation will high when
organizations provide extrinsic rewards towards employees. High employee’s
satisfaction and motivation are directly related to intrinsic rewards system [7].
The effect of CSR on society and customers are not significant, CSR effect
on employees are highly significant, [123].In the paper they point out that
discrimination has the strongest and most significant impact on satisfaction
[25]. The employees satisfaction with job can be increased through practicing
legal and ethical responsibilities most [45].
We found contradition in some factors, the contradition include in these
factors salary, promotion, working environment, extrinsic and intrinsic rewards
system and discrimination. All these factors are the gap of our research and our
resaerch porpose will to fill this gap.
Summary
In the above debate most of studies shows us the relation between CSR and
employees performance. Different methodologies and theories were applied to
solve the required problem. Different concepts and ideologies were used a lot of
philosopher worked on this topic. The topic is the same but according to different
concepts, theories, ideology and methodologies the result is not the same and some
of the factors result is similar and correct to the others articles result. But there was
also found flaw in some articles the result is not same and some contradiction were
found. The factors that contradictions were found are safe working environment,
salary, promotion and discrimination, extrinsic and intrinsic rewards.
The main objectives of this paper is to investigate these factors and analyzed
and find out that which factor is the most crucial and efficient in the progress of the
employee’s performance.
2.3 CORPORATE SOCIAL RESPONSIBILITY (CSR)
It is mostly accepted that existing of business to make money for investors. The
concept and definition of Corporate Social Responsibility (CSR) “The social
responsibility of business encompasses the economic, legal, ethical, and
discretionary expectations that society has on organizations at a given point in time
[16]. At the top the pyramid come the philanthropic responsibility of being a good
corporate citizen by contributing recourses to the community and improving
quality of life [16]. Corporate social responsibility should also enhance firms’
ability to attract and keep top talent [3] and [38].
While some believe that the only responsibility of a company in front of a
society is to make a profit in order to contribute to the economic development [29],
others claim that CSR includes social responsibilities that go beyond economic and
legal obligations of a company [69]. There is numerous definitions of CSR
developed one is five-dimensional model of the CSR according to the author, the
definition of CSR should include such components as environmental which refers
to a company`s involvement in environmental concerns; social which refers to a
company`s involvement in social concerns; stakeholders` dimension which defines
how a company treats its stakeholders; economic which refers to a company`s
responsibilities in terms of financial and economic performance; voluntariness
dimension which covers an extent to which a company acts beyond its legal and
economic obligations [24]. The phenomenon of CSR is defined as "a concept
whereby companies integrate social and environmental concerns in their business
operations and in their interaction with their stakeholders on a voluntary basis"
[21].
Corporate social responsibility (CSR): CSR pinpoints responsibility to
firm’s stakeholders who depict comprehensive business superiority of management
having responsibilities that range from completion of their duties towards owners
and all the firm's stakeholders [94]. The internal and external CSR approach is
developed by [1], [74]; [104]; and [38] found that the factors motivating people to
choose that company as the employer are CSR activities in which a particular
company is involved.Internal CSR: Internal CSR activities are associated to all the
in-house operational activities of a firm [11]. CSR of this type is more described in
Green
Paper
“Promoting
a
European
framework
for corporate
social
responsibility” [21]. Employees are essential in-house stakeholder group and a
variety of CSR activities fulfills employees‟ expectations and requirements.
CSR employee-related activities are divided into four categories, named
“value classes” which generate the worth for the firm’s stakeholders and
resultantly, satisfy their variety of hopes [60]. Employee “value classes” relate to
improvement of employee’s skills, societal justice, health and security at job, and
contentment of the workers, and excellence of job. CSR favors employees to fulfill
their psychosomatic need of ownership as it promotes the societal interaction both
within the organization and among the organizations and socially accountable
organizations are typically supposed as good organizations [1]. As a result,
employees preferably rely upon to behave in a similar approach which is valuable
for the firms.
According to [75], [59] and [77] the results of the former research verified a
positive impact of CSR activities on employee satisfaction, self-worth, group work,
trustworthiness, maintenance, psychosomatic need of interacting, employee drive
and loyalty and these ideas are linked with employee motivation.Understanding of
CSR, even if it still remains an “essentially contested concept” [34]. While CSR is
often broadly understood as “actions that appear to further some social good,
beyond the interest of the firm and that which is required by law” [69].
Positive perceptions of CSR have a positive relationship with employee
commitment [83], [50] CSR is the management of an institution by its executives
or partners so that due attention is paid to society’s expectations, needs and
requests, thereby acting in accordance with individual and social benefits [36].It
has an obligation undertaken for improving social welfare through the support of
corporate resources [53].
CSR can be defined as “context-specific organizational actions and policies
that take into account stakeholders’ expectations and the triple bottom line of
economic, social, and environmental performance” [2]. The triple bottom line is
the balance of social, environmental, and financial performance which can lead to
sustainability in the long run for a given organization [46]. Corporate social
responsibility (CSR) has become a prominent area of study in organizational
research and has assumed importance as organizations engage in socially
responsible initiatives beyond those required by law [69] and organizations tend to
align their charitable donations to the interests of their consumers and employees
[55].
CSR is the listening and responding to the needs of a company’s
stakeholder. This includes the environments of sustainable development we believe
that building good relationships with employees, suppliers and wider society is the
best guarantee of long term success. This is the backbone our approach to CSR
[119]. CSR is the business contribution to our sustainable development goals.
Essentially it is about how business takes account of its economic, social and
environmental impacts in the way it operates maximizing the benefits and
minimizing the downsides. Especially we see CSR as the voluntary actions that
business can take over and above compliance with minimum legal requirements to
address both its own competitive interest and the interest of wider society (UK
Government). CSR is the continuing commitment by business to behave ethically
and contribute to economic development while improving the quality of life of the
workplace and their families as well as of the local community and society at large
(Unilever). However, no universally accepted definition of the CSR has yet been
found.
2.3 Employees motivations performance
One of the key success of a company is its employees when employees are
satisfied they become more motivated and increasing the success of the company
they are working there are some rights which the employer must be satisfied.
Motivation is an ‘‘energizing force that induces action’’ [59]. Two basic
questions are which is the base of motivation “Why am I doing this?’’ and ‘‘what
do I hope to achieve?’’ [59]. ‘‘Psychologists propose that work effort reflects
motivation and theories of motivation can be viewed as theories of efforts [33].
Moreover, motivated employees are driven more strongly to achieve outstanding
results in their assignments, even if fueled by factors such as compensation and
fear of unemployment [97] and [121]. Compensation may be expressed in terms of
financial factors, such as pay and bonuses, or in emotional ways, in the form of
compliments, personal feelings of belonging or positive affect following prosocial
behavior. CSR activities motivate the employees for organizational goal.
Employees are resources in organizations, and as such they need to be
trained and developed properly in order to achieve an organization’s goals and
expectations [13]. HRM contributes to create high performance work systems by
linking various employees in different departments in the same organization [13].
Performance is associated with quantity of output, quality of output,
timeliness of output, presence/ attendance on the job, efficiency of the work
completed and effectiveness of work completed” [65].
Factors that affect performance are:
Leadership is a process whereby an individual influences a group of
individuals to achieve common goals [79]. The leadership style within an
organization has a bearing on encouraging or inhibiting employee’s performance
[6] and [22]. Three main factors for leaderships: Coaching, empowerment and
participation. Organizational Culture is common values and behaviors of the
people that considered as a tool leads to the successful achievement of organization
goals [96].This includes values, beliefs, and behaviors of the employee’s difference
from the other organization [42]. Three things are most important for
organizational cultural: Share values, Creativity and Innovation and Customer’s
orientations.
The influence degree of working environment is the counterpart requirement
of a creative job. Higher job satisfaction and lower intentions to leave were found
for those individuals whose work environment accompanied the creative
requirements of jobs. Working tools, Infrastructure, Interpersonal relations and
Office space. Motivation is the word derived from the word ’motive’ which means
needs, desires, wants or drives within the individuals. It is the process of
stimulating people to actions to accomplish the goals. In the work goal context, the
psychological factors stimulating the people’s behavior can be -desire for money,
success, recognition, job-satisfaction or team work, etc. One of the most important
functions of management is to create willingness amongst the employees to
perform in the best of their abilities. Therefore the role of a leader is to arouse
interest in performance of employees in their jobs.
Motivation is a key determinant of job performance and a poorly motivated
force will be costly in terms of excessive staff turnover, higher expenses, negative
morale and increased use of managements’ time [47]. Therefore, management
must know what exactly stimulates their staff so resources are not misallocated and
dissatisfaction develops among employees [47]. A motivated workforce is essential
because the complete participation of employees will certainly drive the
profitability of the organization [17]. When we are talking motivation there also
become a thing which is more related and close to motivation and employee’s
performance and satisfaction. Reward which we divide to two parts:
The developing process of employees’ skill in order to improve the performance is
called training [105]. Training is a type of activity which is planned, systematic
and it results in enhanced level of skill, knowledge and competency that are
necessary to perform work effectively [35]. Employee competencies change
through effective training programs? [120]. three most important types of training
are: Training Needs Assessment (TNA), Training contents and methods and On the
Job Training (OJT)
2.4 Employees as a stakeholder’s
Employee’s works as stakeholders by three reasons first reason employees
can act as agents for social change when they push corporations to adopt socially
responsible behavior [1]. Second environmental policy demonstrates that
employees ‘support is necessary to secure effective CSR programs and policies
[86]. Third, reason employees as a stakeholder group perceive, evaluate, judge and
react to CSR programs and actions [92], [93] and [117]
Research question
How CSR activities influence the employee’s performance in the organization?
Research Objectives
Evaluating if employees’ performance of CSR has a significant relationship
towards their satisfaction
To study the relationship between CSR and employees’ performance
2.9.3 Find the correlation between CSR and employees performance
Hypotheses Development
Hypothesis 1: Employees Job Satisfaction is significantly influenced by working
environment.
Hypothesis 2: Extrinsic rewards have a significant positive effect on employees
Job satisfaction.
Hypothesis 3: Employees higher CSR involvement is directly correlated to an
increase level of motivation.
III.
RESEARCH METHODOLOGY
3.1 Introduction
The methods section is the most important interpretation of a research paper
because it delivers the information by which the validity of a study is finally
concluded. Therefore, the author must provide a clear and precise description of
how a research was done. The methods section should summarize what was done
to answer the research question, describe how it was done, justify the research
design, and explain how the results were analyzed. Scientific writing is direct and
orderly. Therefore, the methods section structure should: describe the materials
used in the study, explain how the materials were prepared for the study, describe
the research protocol, explain how measurements were made and what calculations
were performed, and state which statistical tests were done to analyze the data.
3.2 Research Design
Actually we collected secondary data from different analysis of literatures
and found some gap. Afterwards making research questions, hypothesis of the
research and analyzing the hypothesis and writing a report on the base of finding is
the important part of the research it is known as the general plan or outline which
is used for guiding the process. Two research approaches is used widely qualitative
and quantitative approach.
Our research is qualitative and quantitative both interviews and
questionnaires were included in the survey. Our research is deeper understanding
about employee’s performance and CSR. We want to investigate employees and
corporate social responsibility in a firm that how corporate social responsibility
effects on employee’s performance and we also want to investigate that it’s
positive or negative. In fact, mixed-method studies are far more than simply
collecting and analyzing both quantitative and qualitative data, thus it increases the
overall strength of a study to be greater than just conducting either a qualitative or
quantitative research [29].
Triangulation is a term that describes a research design that uses more than one
method or data source in the study of social phenomena (Bryman, 2008, p. 354).
Triangulation is used extensively to control the results of a study and can be
applied in different types of research designs [14]. We motioned that we are using
mixed- method to explain differences and similarities our aim is that this research
design will enhance both theoretical and practical contributions of our research and
these things will be increase the research value. We believe that this particular
research will helpful for the company. It will provide awareness to the manager
and organizations that how to treat employees and how to increase company and
employee’s performance level. This might also help us that how improve CSR
initiatives in the organizations.
3.3 Data Collection Method
Data collection focuses on the research validity the conclusions richness of the
data set as well as the quality of the research design. So it is essential to decide
thatwhich type of method you will be used. In the research the primary data will be
answer you for hypothesis and research question. Primary data is the specific
information which researcher collected for the current problem. Primary data is
directly related to the issue or problem and current data. Primary data is the data
which researcher collected through different methods like interviews, surveys,
questionnaires etc. Primary data are data that are collected for the specific research
problem at hand, using procedures that fit the research problem best 44].
3.4 Sampling Design
Analyzing the relation between CSR and employee’s performance among the
Pakistani company’s is the aim of the research. Therefore, the target population of
this research wasorganizations in Pakistan. The data were collected from those
employees who know CSR activities and from those organizations that is using
CSR. The survey was conducted in Pakistan and the data was collected from large,
medium and small companies in Pakistan. Questionnaires were prepared in English
and were in two sections. The first section was related to employee’s satisfaction.
In this section questions were asked from employees such as experience,
leadership, personal development, increased performance, most productive
working condition, company benefits, discrimination or harassment, salary and
reward system. Questions included in the second section all belong to CSR like
undertaken CSR initiatives in the company, target groups covered CSR initiatives,
more significant area of social responsibility, reasons of company CSR interest,
main benefits that company’s gets from CSR and problems related to the
development of CSR initiatives. We selected 220 companies in the Pakistan and
sent them questionnaires by email. We got only respondents from 34 companies in
which 18 are large companies, 9 are medium companies and 7 are small companies
sample size was 130. Those employees filled the survey which has some relevant
experience in the company.
3.5 Research Instrument
The research instrument is very important for self-completed survey. Self completed is that type of survey whereby the respondents completes the survey
questions without the presence of interviewer. Research questions open question,
multiple choice, rating and demographic questions were used whereby respondents
are required to choose from options provided on the survey questions. One
question was mention for employee’s suggestion in which employees provide
his/her suggestion. Total 21 questions were included in the first section seven
questions were mentioned which related to employee’s performance like gender,
experience, leadership, important personal development, increase performance,
discrimination and harassment and salary. The in second section questions were
related to CSR such as CSR initiatives, target groups covered by CSR initiatives,
main benefits that company gets from CSR, reasons of company for CSR interest
and problem related to CSR development. In the third section we put different
types of questions related to company environment, company benefits, company
rewards system and some suggestions questions like ideal working conditions that
are most productive, employee’s satisfactions and provide some useful suggestions
about the survey. All these questionnaires then we sent to companies to get the
final result. All kinds of employees take part in the survey top management and
lower management. And all those employees who have some experience and
knowledge of CSR mean well known CSR. This was the full research instrument.
3.6 Data Analysis
Analysis involves breaking up the data into manageable themes, patterns,
trends and relationships. This is done for understanding the different elements of
data through a review of the relationships between concepts, constructs or
variables. We used to excel for the analysis of the data and then verified our
research hypothesis to the obtain result of our problem.
IV.
FINDING AND ANALYSIS
4.1 Introduction
In this chapter we will discuss all collected information that we got from
survey. We will be analyzed and solve our research question and problem. This
chapter will provide our main objective of our research. But our questionnaire is in
two sections therefore the first section is related to employee’s performance and in
the first sections we will be analyzing questions related to employee’s
performance. This section will provide information that what employees wants and
what’s employee’s needs. This is the basic section which we specially prepared for
employees, the aim of this section that we identify employee’s desires, wishes,
needs and those things which employees makes happy. After analyzation of this
section we will get some useful result which will help and make our research easy.
This section will also clarify that which things are more related to employee’s
satisfaction and performance. Which factors are crucial that company adopt it for
greater employee’s satisfaction to get better productivity and profitability?
4.2 Finding
Our finding is to know that which factors are more important to make
employees happy. For this purpose we found some factors from previous literature
and we wants to analyze it. The survey was conducted in Pakistan and the data was
collected from large, medium and small companies in Pakistan. Questionnaires
were prepared in English and were in two sections. The first section was related to
employee’s satisfaction. Questions that we mentioned in this section were related
to experience, leadership, personal development, increased performance, most
productive working condition, company benefits, discrimination or harassment,
salary and reward system. Questions included in the second section all belong to
CSR like undertaken CSR initiatives in the company, target groups covered CSR
initiatives, more significant area of social responsibility, reasons of company CSR
interest, main benefits that company’s gets from CSR and problems related to the
development of CSR initiatives. We selected 220 companies in the Pakistan and
sent them questionnaireby email. We got only respondents from 34 companies in
which 18 are large companies, 9 are medium companies and 7 are small
companies.
4.3 Analysis
Those employees filled the survey which has some relevant experience in
the company. Approximately, 63% of the respondents were males and 37%
females. (Figure1)
Female
37%
Male
63%
Proportion of male and female respondents (Figure 1)
According to experience 9% respondents had less than a year, 18% between
6 months to year, 39% between 1-3 years, 24% 3-5 years and 10% more than 5
years. (Figure 2) The majority of the respondents had between 1-3 years’
experience.
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Less than 6
months
Percentage
9%
6 months 1Year
18%
1-3 years
3-5 years
39%
24%
More than 5
years
10%
Employees experience comparison (Figure 2)
When the employees were asked if their leader communicates goals and
strategies of the company 83% answered that yes leader communicates the goal
and strategy of the company and only 17% said no. (Figure 3)
Yes
No
108
83
22
1
17
2
Influence of leadership (Figure 3)
Regarding personal development most employees focused on promotion 47%, additional responsibility - 8%,many peoples are motivated by the chance of
greater responsibility in their jobs, Employees who are motivated by increased
responsibility may feel more accountable or as though they are an important part of
the bigger picture. Increased responsibility helps employees rise to and meet the
challenges of their new position or role within the company [30], leading a team 37% and salary increases - 8%.
This information clearly shows that employees want promotion or leading a
team. Salary is not the most important factor for employees (Figure 4). Employees
like these two factors and think they are very important for their personal
development.
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Additional
responsibilit
y
Percentage
8%
Leading a
team
Promotion
Increase
Salary
37%
47%
8%
Personal development proportion (Figure 4)
Employee’s performance is crucial for increased performance. If the
performance of an employee is not good then it impossible for the firm that
increases efficiency, therefore the manager needs to identify which things will
increase the employee’s performance. Actually increasing employee’s performance
means increasing firm production and promotes the image of the firm in the market
and among its competitors. From information in (Figure 5)we see that employees
need best technology (44%), best equipment (4%), no workload (12%) and suitable
working hours (22%). From analysis of this result it is clear that for increased
performance employees need best technology and also suitable working hours is an
important factor.
50%
40%
30%
20%
10%
0%
Best
Better
technology equipment
Percent
44%
4%
Fair
relation
with
manager
18%
No
workload
Suitable
working
hours
Others
12%
22%
0%
Factors and tools for Increase Performance (Figure 5)
Discrimination and harassment (Figure 6) can spoil the reputation of the
company it is also more harmful factor. If there is discrimination between
employees and justice and equality is not company policy, then it is a leading point
to the down side because the rights are not provided to employees according to
their qualifications, experience and efforts.
When an employee observes this
situation then he/she has less interest in their duty. Discrimination were found in
the company’s 4% ethnic discrimination, gender discrimination 21%, sexual
harassment 17% and 58% employees reported that there is no discrimination in the
organizations all the duties and policies are fair and clear.
60%
50%
40%
30%
20%
10%
0%
Racial/ ethnic
discrimination
Percent
4%
Gender
discrimination
21%
Sexual
harassment
17%
None
observed
58%
Ratio Discrimination and harassment in the organizations (Figure 6)
Salary is a motivational and satisfaction factor for employees (Figure 7).
Majority of the salaries is above the average as from the graph. Above average
salaries were reported by 22%, below the average by 14%, enough for employees
by 46% and “wish to more” by 18% of employees. From the information we
identified that the employees don’t care about the salary because 46% answer is
enough for me which is the high level response. Average salary in Pakistan of an
employee is 150$ and most of the salaries are above the average. 46% employees
replying that the salary level is enough for them.
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Percentage
Above the
average
22%
Below average Enough for me
14%
46%
Wish to have
more
18%
Different categories of Salary (Figure 7)
Most employees are well aware of their company’s Corporate Social
Responsibility (CSR) (Figure 8). 90% employees know CSR very well while 8%
has don’t know so well and 2% has no idea about CSR.
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Know very well
Percent
90%
I don’t know so
well
8%
No idea about
that
2%
Knowledge about CSR (Figure 8)
CSR is the bond between society, employees and customers. It increases the
firm’s efficiency, image, customers and employee’s satisfaction but if and only if it
is managed well. The companies are engaged in CSR activities (Figure 9)the
attractive initiatives for companies is health side companies provide health
facilities to the peoples and spend is 33% amount on this sectors. On education
sectors 25%, water 10%, child care/ development 8%, women empowerment 8%,
disaster management 3%, agricultural 9% and charity events 4% amount the
companies spend.
CSR initiatives are undertaken Company
35%
30%
25%
20%
15%
10%
5%
0%
Different Initiatives of CSR (Figure 9)
These are the sectors in which CSR initiatives are undertaken and companies
targeted these particular sectors which not only increase the efficiency but also
create strong bonds among the employees (Figure 10) For executing CSR
initiatives few companies targeted people living nearby your industry, some of
companies take interest helping the poor people living in rural areas and tribal
people in any part of country. A few selected in consultation with NGOs but wide
range that the companies are using is random selection of area or community55%
companies are using these initiatives. Large company selected random areas and
undertaken the CSR initiatives. Which affect positive the company activities?
60%
55%
50%
40%
30%
22%
19%
20%
10%
2%
2%
0%
0%
People living Random Poor people Selected in Tribal people
nearby your selection of living in
consultation in any part of
industry
area or
rural areas with NGOs
country
community
Other
Company Targeted Sectors in CSR Initiatives (Figure 10)
From the survey we investigated that CSR affect the employee’s
performance in the company 88% employees responded that CSR affect the
employee’s performance while 12% rejected this statement. (Figure 11)
100%
80%
60%
40%
20%
0%
Percentage
YES
88%
NO
12%
Affect of CSR onEmployees Performance (Figure 11)
Main benefits of the companies from CSR are development of relation with
customers, suppliers, community and others. 35% responded that development of
relations was most important, 28% answered that company’s main benefit from
CSR is to attract, retain and maintain a happy workplace and long term employees;
14% employees said that companies manage CSR to Increase Consumer trust and
retention and 13% said that companies want to improve company image and
reputation (Figure 12). We observe from the percentage of employee’s responses
that in most companies the implementation of CSR is for their business reputation
not for employees. The business owner or manager does not focus on employees
but adopt CSR for their personal profit.
35%
30%
25%
20%
15%
10%
5%
0%
Company Benefits from CSR (Figure 12)
Environment is an important factor in the business field because you
perform daily activities of the business in the environment. If business activities
affect the environment, then it is impossible that business can be sustained for long
term. For long term sustainability the owner needs to execute regular activities in
such a way that the environment is not affected badly because this environment is
not limited to this company but a huge amount of living things is part of this
environment. As for environment safety, the employee’s suggested that companies
need “waste recycling”; 36% employees recommended this option while 24% said
that the company needed to “Develop of environmental friendly products” (Figure
13). According to this information and collected data the companies need to take
care of these factors related to environmental impact reduction.
36%
24%
18%
9%
8%
4%
1%
Environment Reduction Impact (Figure 13)
Working condition play the best role in the organization as it motivates the
employees to their jobs. The most productive working condition for employees is
“Health and safety”. 33% of employees responded that in working condition, the
most important thing is health and safety, that without health and safety it is
impossible that the employees perform excellently. The first thing is care of
employee’s health and safety. The next second significant factor is “Opportunity
for Promotion”. 24% of employee’s want promotion(Figure 14). When employees
are working in efficient way then they want appreciation in the form of promotion.
The company needs to provide the opportunity for promotion for those employees
that have good reputation and good ranking in the employees. This encourages
employees and after this, he/she become more responsible and hard working.
Working in groups and fair treatment are also useful factors forproductive work.
Fair treatment, job security and suitable working hour are also the part of
productive working conditions but the respondent’s rate was not so high. Fair
treatment respondent’s rate was 12% and for job security it was 10% while the
employees also provided some respondents about suitable working hours which
percent rate was 8%which is not higher. Respondent’s rate for others was 0%.
Group work
13%
others
0%
Job security
10%
Health and safety
33%
Fair treatment
12%
Opportunity for
promotion
24%
Suitable working
hours
8%
Comparison of Productive Working Condition (Figure 14)
Company benefits for employees is a lot but the employees are mostly not
satisfied (Figure 15) For over time, 21% employees are satisfied but not in
excellent way; they answered that overtime is “good”. Health and life insurance is
the same; 17% are satisfied but not fully. For medical care and retirement plans,
16% responded only “good” not “excellent”. Other factors such as paid holidays,
disability insurance, maternity/paternity leave, dental plan and workers
compensation percentages are very low. (Figure 15).
Workers
compensation
8%
Others
0%
Paid holidays
5%
Medical care plan
16%
Overtime
21%
Disability
Insurance
2%
Health and life
insurance
17%
Retirement plan
16%
Dental plan
8%
Maternity,
Paternity leave
7%
Employees satisfaction from company benefits (Figure 15)
Employees are satisfied from the given factors. Majority of employees are
satisfied from “working hours” which is the maximum percentage 25% (Figure
16). Employees has excellent and proper hours for working by which employees
feel it self-peaceful in the organizations average working hours in the companies
are 8 hours per day. Afterwards the factors which coworkers are satisfied are
vacations in the company. Vacations percent rate is 22% (Figure 16). Employees
are provided good opportunities for vacations. On the third it is communications
which is an important factor for employee’s satisfactions and percent rate is only
17% which is not satisfied situations for employees. (Figure 16)
The companies are ignoring the most significant and important which is the
key way for employee’s success, motivation and satisfactions. It is also known as
motivation and satisfactions factors observing the percent rate of these factors
which is equal to nothing which is negligence of the companies and it spoil the
reputation and image of the company. 15% employees are satisfied from salary
which is a little bit good. But working environment and health and safety which
percentage is equal to nothing the respondent’s percent rate is 10% and 4%
respectively? (Figure 16)
Working environment, the working environment specify health and safety
issues in the work. The study in which it is stated that internal CSR practices refer
to CSR practices which are directly related with the physical and psychological
working environment of employees. It is expressed in concern for the health and
well-being of employees [8].
These are the factors which are much valuable for employee’s motivations
and satisfactions and the companies don’t focus on this side as a result the
employees compelled on abandon or reduce the efficiency of work performance.
Least amount of employees is satisfied from “insurance policy” about 6%, while
1% is satisfied from nothing. The most important factors which are directly related
to employee’s higher performance are not fulfilling to employee’s satisfaction
criteria. Health and safety which is the top and first priority for better jobs, because
if employees are not in good health then the expectations for better work will be
only imagination. The other factor is working environment which also effect
overall performance of the employees. Providing best working environment to
employees is the first and necessary part of the responsible stakeholder. Working
environment should be fair and neat from any type of stress and depression; it
should be like friends and family, but in the analysis owners are failed to provide
good working environment to employees.
25%
20%
15%
10%
5%
0%
Percentage
Salary
15%
Commu Working Working
nication environ hours
ment
17%
10%
25%
Health
and
safety
4%
Insuranc Vactions Nothing
e policy
6%
22%
1%
Employees Satisfaction (Figure 16)
The Reward system (Figure 17) is the best way to motivate employees in
their current jobs. Rewards can be in the form of bonus, promotion or increase in
salary but it has the best impression on the employees. It makes workers loyal,
committed and dedicated to their jobs. In reward system majority respondents
responded that companies only appreciated employees which respondents replied
rate is 47% which is the highest answer. On the second they take care of
employee’s health around 26% were agree with this statement. Other type of
rewarding systems is so weak equal to nothings. Profit sharing 10%, taking care of
family 9% and big money incentives 8%, observing these rates which is so lower
and less which is equal to nothings.
Taking Care Of The
Family
9%
Others
0%
Take care of
Employees Health
26%
Profit-Sharing Plan
10%
Big Money
Incentives
8%
Employee
Appreciation
47%
Comparison Reward System (Figure 17)
Most significant area for company is relationship with clients and suppliers;
approximately 40% respondents agree to this while 23% think the significant area
is policy towards the employees. Environment and governance and dialogue with
stakeholder are also important areas for the company: respondent rate was 14%
and 13% respectively (Figure 18). Relationship with the community is not an
important factor for the companies which have minimum percentage of
respondents of 10%. It is clear that for company that the most significant CRS area
is relationship with clients and suppliers. The company should target the clients
and suppliers for the business development if it wants to create a better image in
the market.
Governance and
dialogue with
stakeholder
13%
Environment
protection
14%
Relationship with
the community
10%
Policy toward
employees
23%
Relationship with
clients and
suppliers
40%
Comparative analysis of Social Area (Figure 18)
Every company uses CSR but each company has different a purpose for
using CSR. CSR is the best thing for improvement of the business reputation and
image. Most companies’main objective is to increase efficiency of the corporation.
So in top priority is increase efficiency 28% (Figure 19).The second position is
promoting corporate image and the third reason is commercial advantages for new
markets. The company engages in CSR for these three factors which are more
important for the company. They have no value from the company side onlythe
main three factors which we discussed are not top priority.
Benefit in
relationship with
institution finance
and community
2%
Public Incentives
4%
Commercial
advantages to
new markets
21%
Greater employee
satisfaction
17%
Ethical
motivation of
TOP
Management
3%
Pressure from
consumer
association and
media
0%
Promote
corporate image
25%
Increase
efficiency
28%
Reason of Company in CSR engagement (Figure 19)
CSR is useful for the business and it can enhance the companies over all
activities but there are also some problems related to CSR development and
implementation. Many employees (38%) (Figure 20) suggest that “High Cost” is
the main and huge problem related to CSR development. It needs a large amount of
capital to run CSR initiatives, therefore most companies don’t want to perform
CSR initiatives because it is costlier. Lake of knowledge and lack of skill is
another problem in the development of CSR initiatives: respondent’s rate was 21%
and 22% respectively. The manager has no knowledge about CSR they don’t know
that what is CSR and other problem is skill manager has no skillful employees or
manager is not an expert that adopts CSR initiatives in best way. Excess of
information related to the business and skill both are crucial for the developing of
the business it play. If the manager has no information about his firm and the
competitors, then it is very difficult to progress in business and compete with
competitors and create the best value in the market. Lack of corporate skill is also
related to developing and promoting strategy. If employees are not aware in the
business era, they have less skill and will be not able to overcome a problem.
Few interest of
the company
11%
Little impact on
social and
environmental
business
Lack of corporate
2%
skill
22%
Lack of
knowledge
21%
Lack of
institution
assistance
3%
High cost
38%
Business benefits
not immediate
3%
Comparison of Problems Related to CSR Development (Figure 20)
There should be an effectual reward system to preserve the high performers
in the organization and reward should be related to their yield [18]. Reward system
is a key employees motivator, when reward system is exist in the company then
employees will more attractive to their job. External rewards encourage employees
to carry out valuable tasks for the organization. Efficient reward system can be a
good motivator but an inefficient reward system can lead to de motivation of the
employees [12], [83]. Both intrinsic and extrinsic rewards motivate the employee
resulted in higher productivity [87]. When employees perform well and company
provide some additional things which make employees loyal committed and more
responsible towords companys. It will be in the form of appreciation, recoginition,
bonus, promotion, health and life insurance or in the form of profit sharing. But
according to analysis we divided rewards system into two categories extrinsic and
intrinsic. Extrinsic reward were include pay, bonus/comission, promotion,free
life/health insurance, employees discount scheme and pension plan. 64%
employees responded that for greater employees satisfaction and for high
employees performance extrinsic reward is most important, if companies provide
extrinsic reward to employees there will be happy employees and happy employees
means greater customers satisfaction which indicated better productivity and
profitability. While 36% reported that intrinsic is best for employees motivation
and satisfaction. Check (Figure, 21)
Rewards System
70%
60%
50%
40%
30%
20%
10%
0%
Percent
Extrinsic Reward
64%
Intrinsic Reward
36%
Comparative analysis between Extrinsic and Intrinsic Rewards (Figure 21)
The correlation between CSR and employee’s performance
During the analysis we found two types of companies First those types of
companies which using CSR in effective way we noticed that employees of these
companies are satisfied and well-motivated to their specific duty. The performance
level of these employees are high they are loyal to the company and to their work.
Second type of companies are those type of companies which using CSR policy
but only for their personal reputation and image they don’t care of the employees
their target groups are customer, relation to the suppliers, increase efficiency,
improve corporate image and advantages provided to new commercial
markets.Henceforth their employee’s level satisfaction is low and they are not
satisfied and not motivated to their specific duty their efficiency is low. They are
not committed to their jobs and company goal. The first type of companies they
mostly targetemployees in CSR policy and their aim is to Attract, retain and
maintain a happy workplace and long term employees. Employees are the internal
customers and if the internal customers are not satisfied then how it is possible that
the company create the good product or service and deliver it on the right time
because the team members are not satisfied and happy therefore they are not
performing their duties in a good way. When the employee gets satisfactory
services from the company initially, he tends to believe that same treatment would
be offered in long run.
When employees are satisfied with their job they deal with customers in a
better manner and thus customer satisfaction is achieved to great extent.He deals
with customers in a better way and builds strong relations with them. When the
company gives value to the employees the employee starts feeling a sense of
responsibility towards the organization.When employees are satisfied with their
job they deal with customers in a better manner and thus customer satisfaction is
achieved to great extent. Employees are valuable assets they are working for the
company to increase the company efficiency, build better reputation of the
company in the market and between the competitors.The overall productivity of
the company is increased and it assists in achieving the goals of the company. Only
14.70% approximately 15% companies know the best using of CSR and employees
are happy and wants to work in the same company not searching alternative nor
want to abandon. For this company’s employees are valuable assets and they
respect and treat them in excellent way.
In these companies the employees feel him/herself peaceful and valuable
that’s why they working for the best of the companies working hard and
responsible to achieve the company goal and objectives. They say that for us
company is most precious capital and we only focus for the company goal and
success. Because the company takes care and treat in fair way. The relation is fair
to employees are happy to work in the same company. The remaining 85% they are
using CSR but not in efficient way and mostly not take care of the employees by
these employees wants to abandon the organization.
4.4 Comparative Analysis of Higher and lower CSR
70%
60%
50%
40%
30%
20%
10%
0%
High
low
Below average
7%
33%
Above the
average
18%
15%
Enough for me
Wish to more
65%
10%
10%
42%
Comparison of salary level in companies with high and low level of CSR, (Figure
22)
In (figure 22) the result is clear salary below average is only 7% in high CSR
companies while on low CSR the percentage of below average salaries is 33%
much more compare to high CSR. Above salary is a little bit difference 18% in
high CSR and 15% in low CSR but a huge difference were found in salary enough
for employees higher CSR emough for them the employees percentage ratio is
65% and in lower CSR these employees percentage ratio are only 10% there is a
big difference. Next when the question asked from employees that they have desire
to more salary in this scenario only 10% respondents wanted more salary in higher
CSR companies when we compare the result to lower CSR companies again the
situation is more critical because 42% employees desire to more salary which
again a big gap between higher and lower CSR. After this analysis we got the point
the higher CSR companies are more responsible and provide compatative salaries
to co workers.Salary is also the best motivative factor that attract excellent and
expert employees towords organizations. Comparision shows that the organizations
which are more social responsible is also provide competitive compensation
packages to employees, which makes employees more loyal, responsible and more
hardworking. When employees needs are fulfill then employees react towards the
company friends and family like a responsible stakeholder.
60%
50%
40%
30%
20%
10%
0%
Additional
responsibility
High
42%
Low
8%
Leading a
team
33%
6%
Promotion
Increase salary
17%
51%
8%
35%
Comparison of personal development level in companies with high and low level
of CSR , (Figure 23)
In figure, 23 this table is related to employees personal development. It is a detail
comparison between two types of companies lower and higher CSR. In higher CSR
employees wanted additional responsibility which about 42% employees wanted
this option and accepted additional responsibility. In lower CSR only 8% have the
desire for additional responsibility minimum percentage. 33% wish to leading a
team in higher level of CSR and in lower CSR only and only 6% wanted to lead a
team which is again bad scenrio for the company. When we asked question about
promotion only 17% respondents replied that they have desire to promotion its
mean that less amount of employees wants promotion in higher CSR when we
asked the reason they replied that every things is fine and fair therefore we didn’t
need to promotion.
In lower level of CSR the result were most different round about 51%
employees wants promotion when the same question were asked from these
employees they replied that nothigs is good and fair. We wanted more salary and in
the same position it is impossible therefore we wants promotion to increase salary.
Insrease salary 8% wish for more salary in higher CSR and 35% have desire to
increase salary in lower CSR this things also explain the same question which we
asked from employees in promotion option.
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
High
Low
Health and
safety
45%
19%
Suitable
working
hours
8%
20%
Fair
treatment
26%
17%
Opportunit
y for
promotion
21%
13%
Overtime
0%
31%
Observation of higher and lower CSR companies working conditions (Figure 24)
Comparison in productive working conditions (Figure 24). It illasturate in
detail after analysis of productive working conditions when we compare it we
found these points which I am going to discuss. Health and safety is the most
cruical and in first priority in higher level of CSR companies. These companies
mostly focus on this thing because they are saying that when employees are in
good health then he/she will be able to work, so health and safety are more
important for the companies and 45% employees are happy from health and safety
program of the company. But if we compare it to lower CSR the result is quite
minimum which show less interest in health and safety. In a result it spoil
employees performance level. Suitable working hours 8% are and 20% which
show that higher CSR pay less attention to suitable working hours while lower
CSR show a bit interest in this field. In this question we should not able to found
best answer from employees.
Fair treatment is also important for employees productive working because if
the manager or supervisor attitude are rude then employees not wanted to work in
the same company. Manager attitude encourage employees to targeted goals. 26%
employees are satisfied from manager attitude in higher CSR and only 17% are
satisfied in lower CSR. In higher CSR companies they provide more oppertunities
to employees which percentage is 21%. In lower CSR companies this ratio is less.
These companies less oppertunities for promotion. Lower CSR also provide
overtime for employees 31% respondents verify this answer. In the whole higher
CSR more take care of employees and works for employees betterment not only
works for company profit.
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
High
Low
Appreciate
employees
43%
39%
Taking Care
Of The
Family
21%
13%
Paid big
money
incentives
25%
11%
ProfitSharing
Plan
11%
8%
Giving Free
Vacations
29%
Comparison of reward system in companies with higher and lower level of CSR,
(Figure 25)
Rewards system is an important factor for employees satisfaction and
motivation. In figure, 25 it explain the comparison between lower CSR and higher
CSR rewards system. In higher CSR when employees perform a good jobs the
manager appreciated him/her. In this case the appreciation percentage is 43% in
higher CSR and 39% in lower CSR not huge difference. Both companies
appreciation ratio is quite good. Higher level of CSR are more responsible
companies therefore they also take care of employees family. The percentage rate
of taking care of the family in higher CSR companies is 21%, but In lower CSR
companies it is 13% which show less interset in this field. In reward system when
an employees show best performance in his duty, then higher CSR companies
provide big money incentives for that employee. 25% employees got this
opportunity from company, 11% employees got this opportunity from the company
in lower CSR company. This show that in higher CSR this type of oppertunites is
more as compare to lower level of CSR. Again profit sharing plan percentage is
higher than lower level of CSR, 11% in higher and 8% in lower.
40%
35%
30%
25%
20%
15%
10%
5%
0%
High
Low
Promote
corporate
image
Increase
efficiency
15%
20%
23%
23%
Greater
Commercia
employee
l
satisfaction advantages
to new
markets
40%
20%
16%
39%
Public
Incentives
2%
2%
Comparison of reasons for CSR interest level in companies with higher and lower
level of CSR, (Figure 26)
Figure, 26 show reasons of the company in CSR interest. After observation of this
table we concluded that higher level of CSR companies target employees in CSR
initiatives. Which show that employees are prominent factor for these companies.
Greater employees satisfaction is 40% in higher CSR quite higher than lower level
of CSR which is 16% in lower level of CSR. Lower level of CSR companies
mostly focus on commercial advantages to new markets which the figure, 26
clearly show its ratio is 39% which is higher percentage in the CSR interest. Lower
level of CSR companies also focus to promote corporate image 20% respondents
replied that they wanted to best corporate image.
In the above debate we got the point that employees are not important to
lower level of CSR companies. These companies provide less value to employees,
but for higher level of CSR companies employees are valuable assets of the
company. Whithout employees how the company will be achieve their goal. When
the level of satisfaction of employees is promoted then overall company will be
promoted. And for the company then it not difficult to achive the required goal.
Employees are internal customers and when internal customers are not satisfied
then it impossible to the company to satisfied external customers, because external
customers are more related to internal customers. Therefore should satisfy the
needs and wants of the employees as a result the employees will be take care of
your business.
Performance Differences
70%
60%
50%
40%
30%
20%
10%
0%
Salary Workin
Big Employ Employ
Health
(Enoug
g
Promot
Money
ees
ees
and
h for Enviro
ion
incenti appreci Satiofa
Safety
me)
nment
ves
ation ctions
High CSR 65%
48%
17%
45%
25%
43%
40%
Low CSR 10%
32%
51%
19%
11%
39%
16%
60%
50%
40%
30%
20%
10%
0%
Comparative analysis of Performance Differences, (Figure 27)
According to the figure, 27 it clearly show the result of both kinds of
companies low and high CSR companies with higher CSR more employees are
satisfied from his/her salary, 65% employees are satisfied from salary and replied
that current salary is enough for me, 65% employees it’s a high percentage of
employees satisfaction. In lower CSR companies only 10% employees are satisfied
from salary, monimum ratio of satisfaction. Working environment are another
crucial factors for employees and company both because employees perform their
daily jobs which is ralated to their working environmet and its employees daily
routine. It effect employees performance in the company. Employees satisfaction
from working enviroment in higher CSR companies is 48% while in low CSR
companies it is 32%. Which clarify that more employees are satisfied from
working environment in higher CSR companies. In promotion the situation is
completely different and opposite. Maximum employees wanted promotion in low
CSR companies which is about 51% employees, while in high CSR companies this
ratio is only 17%. When we asked for more clarifaction and asked the reason that
why you don’t want promotion? The answer was satisfaction from their current
position and not burden of work.
Health and safety play a great role in employees perfromance it has a huge
effect on employees satisfaction. Higher CSR companies says that health and
safety is the first thing must be provided to employees because if employees are
not in good health how it will be able to work. Another thing safety in the working
environment where employees perform their daily work. It should be clear from all
harmful things which effect employees health in bad way. In higher CSR
compaines employees are more satisfied from health and safety, 45% employees
responded that we are satisfied from company health and safety. In lower CSR
companies 19% employees are satisfied from health and safety that’s mean that
higher CSR companies more responsible and take care of employees health and
safety than lower CSR companies.
Big money incentives motivate employees for their current work and jobs, it
has a positive impact on employees job performance. Lower CSR companies
provides this opportunity to employees but not so high level, chances for big
money incentives is only 11% in lower CSR while 25% in higher CSR companies
which show that high CSR companies also provides the good opportunity to their
employees for the best performance. Employees appreciation it is not cosety nor it
need money it depend on owner or manager attitude and behavior how they deal
individual employees. It has also great positive effect on employees satisfaction.
When some one perform well job just appreciate them it motivate employees.
Differences are not much high but differences is differences still there is a little bit
difference.
Employees appreciation in lower CSR companies are 39% and in higher it is
43%. All these factors that we studied in the above related to employees
motivation, satisfaction and higher employees performance, when a company focus
on all these factors then that company employees level will be high. Because all
these things that we are discussing are actually measure employees performance.
Now in the last we shall talk about emplyees level of satisfaction, which is an
essential part of our resaerch and are more important for us. In low CSR the
employees ratio of satisfaction is very low compare to high CSR. Only 16%
employees are satisfied in low CSR companies which is next to nothing such
worse situation that employees satisfaction is approximately equal to nothing. In
high CSR companies employees ratio are higher than lower CSR companies.
Employees satisfaction percentage is 40% in higher CSR companies which also not
so high but still excellent than lower CSR companies.
CSR is surely enhancing the employee’s performance in the organization
and CSR works on happy, satisfied and motivated employees.
Hypothesis Testing:
In the hypothesis development we reject alternative hypothesis and accept null
hypothesis.
Hypothesis 1: Employees Job Satisfaction is significantly influenced by working
environment.
As from the survey analysis and collected information from different sources
we concluded that working environment is an important factor to enhance the level
of performance of employees. Because if you have talented staff but working
environment is not good then it is impossible that you achieve you goal. Because
working environment is the company internal environment in which employees
perform daily activities. See (Figure, 28)
60%
50%
40%
30%
20%
10%
0%
Discriminatio
n( None
observed)
Percent
58%
Salary
(Enough for
me)
46%
Working
environment
Appreciation
Employees
satisfaction
10%
47%
28%
As a whole Comparison for hypothesis 1, (Figure 28)
Hypothesis 2: Extrinsic rewards have a significant positive effect on employees
Job satisfaction.
The result show that reward system enables to increase employee
satisfaction and motivation. It motivates employees to perform their job with
greater responsibility and higher productivity.From employee’s respondents rate it
is clear that employee’s satisfaction is more related to extrinsic reward system,
because employees replied that when owner presented us some bonuses,
promotion, fringe benefits or profit sharing so it’s a type of appreciation, so both
extrinsic and intrinsic rewards are including in this. If owner gives reward its mean
that he/she is satisfied from our jobs and he/she appreciate us that why they
presented us some reward. Employees responded that extrinsic reward is extremely
important to enhance employee’s level of satisfaction and level of performance.
There is a significant and positive relationship between extrinsic rewards and
employee motivation. Extrinsic reward is significant element to employee’s
motivations and employee’s satisfaction as well as higher organization profitability
and productivity. See (Figure, 29)
70%
60%
50%
40%
30%
20%
10%
0%
Percent
Extrinsic Reward
64%
Intrinsic Reward
36%
Rewards analysis for hypothesis 2, (Figure 29)
Hypothesis 3: Employees higher CSR involvement is directly correlated to an
increase level of motivation.
We supported null hypothesis “Higher employee CSR involvement is
directly correlated to an increase level of motivation” strong correlation was found
in CSR and motivation level of the employees.Higher CSR involvement higher
will be level of motivation and higher will be the job satisfaction.
Employee’s job satisfaction is significantly affected by CSR initiatives of
the organization because when the companies using CSR in concrete way the
employee’s efficiency and performance is high as compare to those which are
using CSR not in concrete way. Either they have lack of knowledge or lack of
corporate skills. They don’t have enough knowledge that how CSR will be used
and how we will be implemented it to achieve great employee’s satisfaction and
excellent corporate image in the market. it is essential to underline one of the
critical factors influencing the relationship between a company`s CSR programs
and performance of employees. The positive influence is only possible if the
company actually “walks the talk”, which means that there is no disclosureperformance gap between what the company announces to be its CSR programs
and what is really done in practice. Check (Figure, 30)
70%
60%
50%
40%
30%
20%
10%
0%
Workin
Big
Employ Employ
Salary
Health
g
Promoti
Money
ees
ees
(Enough
and
Environ
on
incentiv apprecia Satiofac
for me)
Safety
ment
es
tion
tions
Low CSR 10%
32%
51%
19%
11%
39%
16%
High CSR 65%
48%
17%
45%
25%
43%
40%
Higher and lower CSR Performance analysis for hypothesis 3, (Figure 30)
It is clear from the figure, 30 that if a firm take care and focus on these
factors and use CSR not only for promoting corporate image, increase efficiency,
commercial to advantages to new markets and relations with customers and
suppliers because these are the factors mostly related to employee’s greater
satisfactions and motivations. An organizations performance level is depends on
employees performance if the employees are not happy and they are not feel
herself/himself safe, peaceful and respectful then performance of the employees
goes to decline this means weak performance and as a result it spoil company
image and reputation because employees are like a pamphlet’s, and advertiser of
the company it is the leader of the company in a society if they are happy and the
company treat them in respected way then it represent best and positive side of the
company otherwise they come forth the opposite side which means losing
customers and bad reputation in the market.
Other side Specialist says that maintain concept means satisfying customer
needs that affect company’s activities [29].
The employer should understand that the relationship between the external
customers and internal customers is symbiotic. An organization cannot provide
good service and needs of the clients/customers properly when they fail to satisfy
the needs of the internal customers because employees are close to the customer,
they can give useful feedback about what customers really value, help you identify
metrics that truly evaluate performance, and tell you where there is disconnect
between strategy and everyday reality. Without one, they wouldn't have the other.
There is strong relationships between customers and employees if employees are
not satisfied then it not possible that there customers will be satisfied because we
have already discussed it that customers are more related to employees. Greater
employee’s satisfaction means greater customers satisfaction.
If employees are satisfied and attach the company, they will recommend to
friends and family as a good employer [10]
V.
CONCLUSION AND RECOMMENDATIONS
5.1 CONCLUSION
In our research we discuss four factors which are related to employee’s job
performance, motivation and satisfactions. If employees are satisfied, then they
will be motivated and will work in smooth way. It depends on the company that
how they treat employees because attitude and relation of supervisor/manager with
team members with their employee’s play a key role. Prejudicing and suppressing
the growth of an individual leads the employee to search for an alternative. If
you're losing competent people, look at their supervisors. The primary factor that
holds an employee within an organization is the supervisor [67].
In the analysis we found that working environment and extrinsic reward is
mostly close to employee’s performance level and employees mostly focus on
these factors. And these factors enhance employee’s satisfaction and level of
performance. It’s like a key to success because it is closer to employees and as well
as to the company. Working environment shows personality of the company. These
are prominent factors which increase the level of performance of employees and
also increase productivity of the company; it extremely closes to employee’s job
satisfaction and motivation. Majority of employees are not satisfied from working
environment the percentage show the result and level of performance. Figure 27
that how many percent employees are satisfied from working environment the
respendents rate is very low approximately next to nothing, 10% employees are
happy from companies environment.
In overall 10% is minimum percent ratio which means that working
environment is not good. If we explain it in real words so the condition of working
enviroment is worse, this provide a clue that in the working environmet no health
and safety and no proper infrastructure of the office. We also observed the
performance level of employees that in this scenario employees level of
performance is 28% which means that employees level of performance is not good.
If working environment is not good it directly affected by employees performance
level. Employees don’t want to work such type of environment and increase
company profitability, they need better environmet in wich they perform and show
efficency and promote company profitability.
Second factor that we found during analysis is extrinsic reward which is
more important than intrinsic reward. Employees feel themselves when company
provide oppertunities of extrinsic, extrinsic reward is more valuable towards
employees. Extrinsic reward make them more loyal, committed, responsible and
more motivated to company and their jobs. Employees responded that when
company present us extrinsic reward we become more excited and feel themselves
comfortable that companies takecare of us and we are also a part of company and
are valueable assets of the company. This excitement make us to work hard and
show excellent performance in the job and achieve goal of the company. Other
factors like salary; discrimination is also key motivator’s factors but not more like
the two factors. Because according to analysis it is clear that employees want these
factors and manager or companies need to work on this direction for better image
and reputation.
In this paper we also provided that CSR is the major part to develop strong
relation between employees and company, it working on the satisfaction of both
employees and company. The first interest group is society, environment, the
present generations and the second interest group is employees for whom CSR
policy is bright line in such cases corporate fairness and transparency for that
decision which directly affect them. In the result we got that only CSR policy is the
best for greater employee’s satisfaction and motivation. In the analysis figure, 29 it
is clearly identified that companies using higher level of CSR has greater level of
satisfaction and higher level of performance as compare to those companies that
involved low level of CSR. Employee’s level of satisfaction in higher CSR is 40%
while in lower CSR is 16% which is a clear result that CSR is crucial for company
if they want higher level of employee’s motivation, satisfaction and performance,
this thing lead higher productivity and profitability. Happy employees are more
creative and have good ideas which are beneficial for the companies, and CSR
working on employee’s satisfaction.
In real CSR enhances employee’s performance, company reputation and
greater customer’s satisfaction. CSR is an important and compulsory part of the
company, which is not an investment but investment for better future. According to
stakeholder theory [29], a firm interact withprimary stakeholders which is most
important for the execution of the business (e.g consumers, employees and
investors). CSR activities that effect employees are the first thing good reputation
by corporation by which CSR activities maximize its attractiveness and for current
workers who consequently exhibit high levels of employee satisfaction [31].
5.2 RECOMMENDATIONS
Working environment included infrastructure of the office and attitude of the
manager or supervisors. A positive work environment makes employees feel good
about coming to work, and this provides the motivation to sustain them throughout
the day.A hostile work environment with rude or unpleasant coworkers is one that
usually has lower job satisfaction. Avoid the harmful things which sabotage the
reputation of the company and provide the positive working environment for
employees which are more productive some hints are below:
First and important factor is attitude and behavior of the supervisor or
manager thesupervisor relationship with their employee’s plays a key role. If
you're losing competent people, look at their supervisors. The primary factor that
holds
an
employee
within
an
organization
is
the
supervisor
[67].
Supervisor/manager should be persuasive personality. So, it depends on
supervisor/manager that how they treat employees.
Secondly employee’s relationships with each other’s, if employees
communicate well with each other, and managers communicate well with
employees, the workplace will be more productive. A work environment with
good communication is one where everybody knows each other’s’ names,
employees from all tiers are approachable and friendly, and there is a welcoming
familiarity and openness that allows interpersonal relationships beyond the realm
of the business’s mission.
Thirdly health and safety and hygiene, a clean work environment without
much clutter allows employees to focus on their goals. The most important pieces
are; maintaining friendly relationships with colleagues, providing support, avoid
giving blame, inspiring others, providing meaningful work, and respect. This kind
of environment allows employees to feel safe and at home when they are with the
organization. This allows for better social connections, empathy, collaboration, and
encouragement among team members, which will ultimately lead to the growth of
your team and business as a whole. Negative working environment can lead to
increased team-conflict, hostility, fears of dismissal, stress, and unhappiness.More
seriously, negative work environments can also lead to insomnia, anxiety, and even
depression. And when even one employee is unhappy at work, it affects everyone
else in the office. Working tools that are using employees it should be advanced
and hygiene because it is an advanced and technological world every company are
more advanced in technology. Therefore, provide best equipment and latest
technology to co-workers for better performance.
Extrinsic rewards it’s not necessary that you provide mostly opportunities to
employees or give big money incentives. You can also present them some others
rewards such as best performance award, distribute best performance certificates
among best employees. Provide gifts as a reward that he/she perform well. Social
gathering is also the best way that you appreciate their performance. These things
are not more expensive but motivate employees to company goal and to their jobs.
Try to adopt CSR practice in the organizations it will be better and result
oriented. CSR is like a nucleus as an atom nucleus is important and all the electron,
neutron and positron are circulating around the nucleus and nucleus bonded all
these particles then it’s called atom. Such work performs CSR that it controls all
economic, ethical, legal, social and discretionary responsibility in the organization.
CSR is not an investment but it is plan for better future.
5.3 Limitations of research
The main problem that we observed during in research was time limitation.
The time was so short to collect and get data from many resources. This was the
first problem. And it became more critical and difficult when the survey that you
conducted and then are waiting for employee’s respondents. This thingtakes a lot
of time in this sense the time was much short. Second problem was selecting
companies because all companies and managers are not aware from CSR. We were
searching those companies that they have some practice on CSR field and they
have knowledge about CSR means the companies are full aware from CSR
strategy and policy. Third limitation that we faced was contacting companies for
collecting data in this sense majority of the companies are not agree to provide
company personal information. Some companies provide information not fully or
wrong for this purpose we used personal approach to collect full and real data.
V. END SECTION
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Appendix
Table 3
Comparative Analysis Table
Company with high CSR
Company with low CSR
Most of them are happy from their
Most of them are unhappy from their
position and not want to promotion
position and want to promotion because
because everything is fair in the
everything is not fair in the company
company
less salary and overloaded work
Few of them wants
Few
Additional responsibility 42%
responsibility, leading
Leading a team 33%
majority wants promotion
Promotion 17%
Additional responsibility 8%
Salary increase 8%
Leading a team 6%
of
them
wants
additional
a team but
Promotion 51%
Increase salary 35%
All of the employees are satisfied from Mostly
not
satisfied
from
salary
the salary not want to more they feel majority have less salary and a huge
relax in the company
amount of work burden of work
Below average 7%
Below average 33%
Above the average 18%
Above the average 15%
Enough for me 65%
Enough for me 10%
Wish to have more 10%
Wish to more 42%
For these companies employees are They don’t care for employees only
valuable assets and the target employees focus
on
business
and
and satisfied employees needs and employees satisfaction is less
wants
customers
For increase performance they use best Not care that employees need some
technology, treat employees with fair relaxation they provide best technology
means relation is fair to employees and but maltreat to employees which spoil
also care of suitable working hours not employees and in response employees
want to tease or harass employees by not focus on company goal
workload
In these group of companies, they say In these companies
that health is the first priority of the Health and safety 19%,
company provide best facilities of
Suitable working hours 20%
Health and safety 45%,
Fair treatment 17%
Suitable working hours 8%
Opportunity for promotion 13%
Fair treatment 26%
Overtime 31%
Opportunity for promotion 21%
Overtime 0%
reward system
reward
system
appreciate
is
also
employees
performance
and
paid
excellent Appreciate employees 39%
for
better Taking Care of the Family 13%
big
money Paid big money incentives 11%
incentives
Profit-Sharing Plan 8%
Appreciate employees 43%
Giving Free Vacations 29%
Taking Care of the Family 21%
Paid big money incentives 25%
Profit-Sharing Plan 11%
Giving Free Vacations 0%
In
these
company’s
employees
is Employees are not essential for this so
important and they give value to that’s why they not target employees in
employees therefore more significant CSR initiatives there most significant
social area for these companies are area is relationship with clients and
policy towards employees and company suppliers and CSR interest is increase
interest in CSR is greater employees efficiency
satisfaction
Promote corporate image 20%
Promote corporate image 15%
Increase efficiency 23%
Increase efficiency 23%
Greater employee satisfaction 16%
Greater employee satisfaction 40%
Commercial advantages to new markets
Commercial advantages to new markets 39%
20%
Public Incentives 2%
Public Incentives 2%
Table: Profile of the Respondents
Q.No Important Headings
No of
Percentage
Responses
01
02
03
Gender
Male
82
63%
Female
48
37%
Less than 6 months
12
9%
6 months – 1 year
23
18%
1-3 years
51
39%
3-5 years
31
24%
More than 5 year
13
10%
Yes
108
83%
No
22
17%
Additional responsibility
10
8%
Leading a team
48
37%
Promotion
61
47%
Experience
Leadership Communicate goals and
strategies
04
Important Personal Development
05
06
07
08
09
Salary increase
11
8%
Others
00
0%
Best technology
57
44%
Better equipment
05
4%
Fair relation with your manager
25
18%
No workload
15
12%
Suitable working hours
28
22%
Others
00
0%
Racial/ ethnic discrimination
02
4%
Gender discrimination
13
21%
Sexual harassment
10
17%
None observed
36
58%
Above the average
28
22%
Below average
18
14%
Enough for me
60
46%
Wish to have more
24
18%
I know it very well
117
90%
I don’t know so well
10
8%
I have no idea about that
03
2%
Health
43
33%
Water
13
10%
Child care/ Development
10
8%
Rehabilitation
00
0%
Education
32
25%
For Increase Performance
Discriminationorharassment
Yours’s Salary
Doyouknow CSR
CSR initiatives
10
Sanitation
01
0%
Woman Empowerment
10
8%
Disaster Management
04
3%
Agriculture
12
9%
HIV/AIDS
00
0%
Charity Events
05
4%
Other
00
0%
People living nearby your industry
29
22%
Random selection of area or community
70
55%
Poor people living in rural areas
25
19%
Selected in consultation with NGOs
03
2%
Tribal people in any part of country
03
2%
Other
00
0%
Yes
114
88%
No
16
12%
Increase Consumer trust and retention
18
14%
Save money on energy and operating cost
05
4%
05
4%
37
28%
17
13%
Target groups covered in your CSR
initiatives
11
CSR affects your company’s employee’s
performance
12
Main benefits that company gets from
CSR
and manage risk
Generate positive publicity and media
opportunities
Develop relation with costumers, supplier,
community and others
Improve company image and reputation
Attract, retain and maintain a happy
46
35%
02
2%
00
0%
Energy saving Sustainable packaging
23
18%
Management environmental system
12
9%
Waste recycling
47
36%
Develop of environmental friendly products
31
24%
Use of renewable resources
05
4%
Mobility management (carpooling, car
02
1%
10
8%
Healthandsafety
84
65%
Suitableworkinghours
21
16%
Opportunityforpromotion
62
48%
Fairtreatment
31
24%
Jobsecurity
26
20%
Groupwork
32
25%
Others
00
0%
Medicalcareplan
31
24%
Paidholidays
10
8%
DisabilityInsurance
4
3%
workplace and long term employees
Provide access to investment and funding
opportunities
Other
13
What Company adopted to reduce
Environmental impact
sharing)
Life cycle assessment processes
14
Ideal working conditions that be most
productive
15
Benefits package of the company from
which you satisfied
16
17
Healthandlifeinsurance
33
25%
Maternity, Paternityleave
14
11%
Dentalplan
15
12%
Retirementplan
31
24%
Overtime
40
31%
Workerscompensation
15
12%
Others
00
0%
Salary
20
15%
Communication
22
17%
Workingenvironment
13
10%
Workinghours
33
25%
Healthandsafety
5
4%
Vacations
29
22%
Insurancepolicy
8
6%
Nothing
1
1%
Taking Care Of The Family
12
9%
BigMoneyIncentives
10
8%
EmployeeAppreciation
62
47%
Profit-SharingPlan
13
10%
Take care of Employees Health
35
26%
Others
0
0%
Policytowardemployees
13
25%
Relationship with clients and suppliers
57
44%
Relationshipwiththecommunity
14
11%
From what are you satisfied
Rewarding system in the company and
how you satisfied
18
Area of social responsibility more
significant for your company
19
Environmentprotection
21
16%
Governance and dialogue with stakeholder
19
15%
Ethical motivation of TOP Management
06
5%
Promotecorporateimage
57
44%
Increaseefficiency
65
50%
Greateremployeesatisfaction
40
31%
Commercial advantages to new markets
50
38%
Benefit in relationship with institution
04
3%
PublicIncentives
11
8%
Pressure from consumer association and
00
0%
Lackofknowledge
30
23%
Lackofinstitutionassistance
4
3%
Businessbenefitsnotimmediate
4
3%
Highcost
55
42%
Lackofcorporateskill
32
25%
Little impact on social and environmental
3
2%
15
12%
Extrinsic Reward
83
64%
Intrinsic Reward
47
36%
Yes
36
28%
No
94
72%
Reasons of company CSR interest?
finance and community
media
20
Problem related to the development of
CSR initiatives
business
Few interest of the company
21
22
Extrinsic and intrinsic Rewards
Satisfaction from your current position
Survey Questionnaire
1. What’s your gender?
Male
Female
2. How long have you worked at (company)?
Less than 6 months
6 months – 1 year
1-3 years
3-5 years
More than 5 year
3. Do you feel that leadership team clearly communicates company goals, and strategies?
Yes
No
Explain
4. What type of personal development is most important for you?
Additional responsibility
leading a team
Promotion
Salary increase
Others
5. What do you need to increase your performance?
Best technology
Better equipment
Fair relation with your manager
No workload
Suitable working hours
others please explain your answer
6. Have you ever observed or experienced any of the following forms of discrimination or
harassment at this company?
Racial/ ethnic discrimination
Sexual orientation discrimination
None observed
7.
Your salary...............?
Gender discrimination
Sexual harassment
Above the average
Enough for me
Below average
Wish to have more
8. Do you know CSR (Corporate Social Responsibility)?
I know it very well
I have no idea about that
I don’t know so well
9. What CSR initiatives are undertaken in your organization?
Health
Child care/ Development
Water
Rehabilitation
Education
Woman Empowerment
Sanitation
Disaster Management
Agriculture
Charity Events
HIV/AIDS
Other (Please Specify)
10. Which are the target groups covered in your CSR initiatives?
People living nearby your industry
Random selection of area or community
Poor people living in rural areas
Selected in consultation with NGOs
Tribal people in any part of country
Other (Please Specify)
11. Do you think that CSR affects your company’s employee’s performance?
Yes
No
12. What do you think the main benefits that company gets from CSR?
Increase Consumer trust and retention
Save money on energy and operating cost and manage risk
Generate positive publicity and media opportunities
Develop relation with costumers, supplier, community and others
Improve company image and reputation
Attract, retain and maintain a happy workplace and long term employees
Provide access to investment and funding opportunities
Other (Please Specify)
13. Which of the following measures has company adopted to reduce environmental impact?
Energy saving Sustainable packaging
Management environmental system
Waste recycling
Develop of environmental friendly products
Use of renewable resources
Mobility management (carpooling, car sharing)
Life cycle assessment processes
14. Which reward system is more important for greater employee’s satisfaction and higher
performance?
Intrinsic reward (Appreciation, recognition,Work freedom or autonomy, Sense of achievement)
Extrinsic Reward (Pay, Bonus or commission,improved working condition, Promotion, Profit sharing, Fringe benefits)
15. What are the ideal working conditions for you to be most productive please grade it?
1 = Not at all important
4 = Very important
2 = Not very important
5 = Extremely important
Working conditions
1
2
3 = Somewhat important
Grades
3
4
5
Health and safety
Suitable working hours
Opportunity for promotion
Fair treatment
Job security
Group work
others
16. What is the benefits package of the companyfrom which you satisfied please grade it?
Packages/ Benefits
1(Very Poor)
2 (Poor)
Grades
3 (Fair)
4(Good)
Grades
3 (Fair)
4 (Good)
5(Excellent)
Medical care plan
Paid holidays
Disability Insurance
Health and life insurance
Maternity, Paternity leave
Dental plan
Retirement plan
Overtime
Workers compensation
Others
17. From what are you satisfied? Please mark and grade?
Areas
Salary
Communication
Working environment
Working hours
1(Very Poor)
2 (Poor)
5(Excellent)
Health and safety
Vacations
Insurance policy
Nothing
18. What is the rewarding system in the company and how you satisfied from it please grade it?
Areas
1(Very Poor)
Grades
3 (Fair)
2 (Poor)
4 (Good)
5(Excellent)
Taking Care Of The Family
Rewarding Safety
Big Money Incentives
Employee Appreciation
Profit-Sharing Plan
Giving Free Vacations
Take care of Employees Health
Immediate Vacation
Others
19. Which is the area of social responsibility more significant for your company?
1 = Not at all important
4 = Very important
2 = Not very important
5 = Extremely important
3 = Somewhat important
Level of Importance
Area of Social Responsibility
1
2
3
4
5
Policy toward employees
Relationship with clients and suppliers
Relationship with the community
Environment protection
Governance and dialogue with
stakeholder
20. What are the reasons of company CSR interest?
1 = Not at all important
4 = Very important
2 = Not very important
5 = Extremely important
3 = Somewhat important
Reason
Level of Importance
1
2
3
4
5
Ethical motivation of TOP Management
Promote corporate image
Increase efficiency
Greater employee satisfaction
Commercial advantages to new markets
Benefit in relationship with institution finance and
community
Public Incentives
Pressure from consumer association and media
21. Which are in your opinion problem related to the development of CSR initiatives in your company?
1 = Not at all important
4 = Very important
2 = Not very important
5 = Extremely important
3 = Somewhat important
Problems
Level of Importance
1
Lack of knowledge
Lack of institution assistance
Business benefits not immediate
High cost
Lack of corporate skill
Little impact on social and environmental business
Few interest of the company
22. Are you satisfied from your current position/post?
Yes
No
2
3
4
5
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