Universal Indicators of Organizational Safety, Essay Example

Introduction

Basically, organizational safety culture stands for the management discipline and practice that deals with the identification of risk factors of certain environment by means of assessing the potential impact and critical performance of the project followed by economical application of resources that are directed to monitor, control and minimize the probability or impact of unfortunate events. As for this paper, it is mainly aimed at emphasizing the five most important indicators of organizational safety, which, in view of many scholars, are as follows:

• Corporate social responsibility;
• Recruitment Strategy;
• Learning culture;
• Employee freedom;
• Organizational justice theory.

The paper argues that the abovementioned components are compulsory in order to make an organizational safety a successful mechanism in the framework of business.

Corporate Social Responsibility

Obviously, corporate social responsibility is a form of corporate self-regulation that is usually integrated into a business mode of the organization. In accordance with Carroll, the concepts of CSP are constantly evolving (497). In the United States it is frequently defined as the organizational involvement oriented at balancing its financial performance with numerous and stable contributions to the quality of life of employees, the local regional or national community and society in general. CSR is implemented on the internal level to take control over active compliance with ethical code, spirit of law and international standards. The effective business ethics allows developing strong and reliable leaders who are able to handle all moral and ethical problems in their business environment. By customizing leadership training programs, the company will definitely manage to improve fundamental communication and skills that are the integral part of solid leadership. Strong leaders always reflect their corporate social responsibility by their independent thinking. They are able to handle their problems and conflicts by means of their creative attitudes. In most cases, strong leaders are also intended to take full responsibility for their decisions and their consequences. Respectively, they need to be successful in decision-making and implementation.

The practice reveals that the majority of modern-day companies do not cut their CSR budget, and they continue to expand their CSR activities in the long run. Those minor businesses with informal structure lose their competitive advantage because of failure to implement and maintain CSR initiatives within their business management. Due to the rapid development of globalization process, most companies have increased their CSR awareness and are currently aimed at implementing their strategies in accordance with environmental, social and community-related issues. Each company has to understand that CSR is an investment, but not expenditure. And, respectively, the customer loyalty should be earned with the help of addressing the social and community issues. Here, it can also be effective in terms of employee retention. Attention from customers can be captured by means of promoting the use of efficient energy and resources, emphasizing the sound business principles, bringing new insights from CSR and eco-efficiency into profitable business opportunities. CSR occurs as one of the most important universal indicators of organizational safety culture. Obviously, the contemporary rules of business have “become entangled in its own logic” (Donaldson, Dunfee 252). Notwithstanding this fact, the importance of corporate social responsibility occurs to be vividly lined.

Recruitment Strategy

Such issue as recruiting strategy is importance for carrying a successful business; it indisputably emerges as one of the most important universal indicators of organizational safety culture. Managers need to pay a lot of attention to work with both – employees and clients in order to attract new and maintain available consumers; moreover, drawing attention to choosing an adequately designed recruitment strategy is likely to positively impact the company’s performance.

The term recruitment means the process of attracting, selecting, and engaging a well-qualified person for a job. This business process is one of the major duties of HR managers. Correct employee choice may assist in performance and income increase as well as staff loyalty magnification. However, improper selection usually leads to staff turnover or to incompetent personnel. There are a few ways of new employee’s search, such as mass recruiting, executive search for finding a rare specialist and headhunting for seeking or eenticing a specific person.

Human resources recruitment is a strategic activity of a company targeted to interest its employees in further work for the company despite some temporary difficulties or possible profitable job proposals from other firms. It is important to make mention that recruitment strategy enhances the staff’s flexibility, improves recruitment, cuts on the cost of labor and turnover, increases the visibility of experience and positively affects profitability by using different moral and material compensations. The company should provide its employees with competitive salaries concerning their experience and skill level. Its every reward fits the organizational and personal goal; therefore by careful analyzing recruitment strategy the employers can maximize the efficiency.

Learning culture

Learning culture is considered to be the term, characterizing the organization, which is targeted to facilitate the learning process of its employees by means of transforming itself. It tends to be clear that every particular organization has to be in dire need of appropriate leadership style, which can provide the effective internal management between all organizational divisions. The thing is that international diversification cannot but influence even the small business (Strike, Gao, Bansal).

Change in learning culture is also necessary in terms of adaptation of new ideas, analyzing the customer market and developing new marketing strategies. Due to the increased pace of change, which can be understood in the light of globalization, technological implementation and e-commerce, many learning organizations are searching for the possible ways to extend their business. In such a case, the transformational or charismatic leadership style is the only one to be effective.

One more reason for the necessity of applying the transformational style is because management is more effectively done if the employer and charismatic leader controls all the processes with his employees, rather than takes control over the work of his managers. This way the leader can facilitate the teamwork, initiate the processes linked to change and expand the capacity of the employees in terms of shaping the future management. All above mentioned can be effective in learning culture; it gives the adequate evidence to consider learning culture as one of the most influential indicators of organizational safety culture.

Employee Freedom

It is worth saying that employees need to be given the authority to make their routine decisions themselves and easily adapt to innovations and implementation of new decisions, using the advantage of new opportunities to enhance individual production output and organizational safety culture, respectively.

One should clearly understand that each employee needs to be independent; all in all, it is still worth paying attention to taking on more responsibility at work. A peculiar thing is that most of Americans do not want to be directly controlled. That is why they are often called investors, preferring to work in their social networks. They make personal choices about how much knowledge and experience should be invested in a company. It is clear that knowledge workers reflect discretionary behavior. Most of such employees are likely to be engaged in knowledge work due to their ability, motivation and individual opportunity. Obviously, modern-day employers “feel vexing reality” (Margolis & Walsh 296). The thing is that they lack of influence upon knowledge work. All in all, being provided with a personal freedom, the employees will feel free when making important decisions. In case the employee is influenced by the employer, he/she is devoid of the opportunity to follow his approach and he cannot perform his functions, using full potential. If the knowledge worker is aimed to represent the organization, he/she will know how to receive benefits for his contribution.

Organizational Justice Theory

Evidently, it is also necessary to take into consideration the need to apply organizational justice theory; the thing is that the given theory focuses on how the personnel socially build the cases of justice as well as injustice. Concerning justice, it is examined within organizational justice theory via the perception of the workers in the enterprises who provide judgments about the decisions of the leaders. It is worth saying that organizational justice is rather subjective, since different people perceive certain things differently in accordance with their own understanding. Anyway, justice appears as socially constructed concept. Consequently, coherent groups of people, including the employees, usually develop shared constructs of what justice consists of. Organizational justice theory is based on identifying particular dimensions of justice-oriented organizational culture. As a result, one should understand that these patterns give some instructions to the organizational leaders who are targeted on maintaining excellent performance. One should vividly see that organizational justice research aims to maintain the efficient operation of the enterprises; surveys on perception of justice occur as an integral element of running a successful business.

Moreover, it is worth mentioning that organizational justice research is likely to make it certain how the staff treats the issue of fairness as well as its shortage. Consequently, the leaders are given an opportunity to develop work environments through responding to the employees’ behaviour.

Conclusion

It is clear that the initial role of organizational safety culture within any type of enterprises is worth of a serious consideration, since skipping with its principles is likely to lead to a variety of different challenges. The thing is that even though the stakeholders may be interested in constructing, for instance, the innovative transportation lines aiding to boost businesses and foster the economic development, it will only result in jeopardizing their international relationships due to absence of concise regulatory provisions. Beyond any doubts, the five abovementioed indicators of organizational safety culture are inevitably the matter of great importance from the perspective of running successful business; disregarding the significance of these indicators is likely to result is serious organizational challenges.

Works Cited

Carroll, Archie. “A Three-Dimensional Model of Corporate Performance.” Academy of Management Review 4 (1979): 497–505. Print

Donaldson, Thomas, and Thomas Dunfee. “Toward a Unified Conception of Business Ethics: Integrative Social Contracts Theory.” Academy of Management Review 19 (1994): 252–84. Print.

Margolis, Joshua, and James Walsh. “Misery Loves Companies: Rethinking Social Initiatives by Business.” Administrative Science Quarterly 8 (2003): 268-305. Print.

Strike, Vanessa, Jijun Gao, and Pratima Bansal. “Being Good While Being Bad: Social Responsibility and the International Diversification of US Firms.” Journal of International Business Studies 37(2006): 850–62. Print.