The Dynamics of Social Responsibility

The various stakeholders of a firm can be divided into inside stakeholders and outside stakeholders. The insiders are the individuals or groups that are stakeholders or employees of the firm. The outsiders are all the other individuals or groups that the firm’s actions affect. The extremely large and often amorphous set of outsiders makes the general claim that the firm be socially responsible.

Perhaps the thorniest issues faced in defining a company mission are those that pertain to responsibility. The stakeholder approach offers the clearest perspective on such issues. Broadly stated, outsiders often demand that insider’s claims be subordinated to the greater good of the society; that is, to the greater good of the outrsiders. They believe that such issues as pollution, the disposal of solid and liquid wastes, and the conservation of natural resources should be principal consideration in strategic decision making. Also broadly stated, insiders tend to believe that the competing claims of outsiders should be balanced against one another in a way that protects the company mission. For example, they tend to believe that the need of consumers for a product should be balanced against the water pollution resulting from its production if the firm cannot eliminate that pollution entirely and still remain profitable. Some insiders also argue that the claims of society, as expressed in government regulation, provide tax money that can be used to eliminate water pollution and the like if the general public wants this to be done.

The issues are numerous, complex, and contingent on specific situations. Thus, rigid rules of business conduct cannot deal with them. Each firm regardless of size must decide how to meet its perceived social responsibility. While large, well-capitalized companies may have easy access to environmental consultants, this is not an affordable strategy for smaller companies. However, the experience of many small businesses demonstrates that it is feasible to accomplish significant pollution prevention and waste reduction without big expenditures and without hiring consultants. Once a problem area has been identified, a company’s line employees frequently can develop a solution. Other important pollution prevention strategies include changing the materials used or redesigning how operations are bid out. Making pollution prevention a social responsibility can be beneficial to smaller companies. Publicly traded firms also can benefit directly from socially responsible strategies.

Different approaches adopted by different firms reflect differences in competitive position, industry, country, environmental and ecological pressures, and a host of other factors. In other words, they will reflect both situational factors and differing priorities in the acknowledgement of claims. Obviously, winning the loyalty of the growing legions of consumers will require new marketing strategies and new alliances in the 21st Century. Many marketers already have discovered these new marketing realities by adopting strategies called the “4 Es.” 1) make it easy for the consumer to be green, 2) empower consumers with solutions, 3) enlist the support of the consumer, and 4) establish credibility with all publics and help to avoid a backlash.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit, Line of Sight

Conducting an Interview

You may not have the time or inclination to create structured situational interviews. However, there are several things you can do to increase the standardization of the interview or otherwise assist the interviewer to ask more consistent and job relevant questions. They include:

  1. Base questions on actual job duties. This will minimize irrelevant questions based on beliefs about the job’s requirements. It may also reduce the likelihood of bias, because there’s less opportunity to ‘read’ things into the answer.
  2. Use job knowledge, situational, or behaviorally oriented questions and objective criteria to evaluate the interviewee’s responses. Questions that simply ask for opinions and attitudes, goals and aspirations, and self-descriptions and self-evaluations allow candidates to present themselves in an overly favorable manner or avoid revealing weaknesses. Structured interview questions can reduce subjectivity and therefore the chance for inacurate conclusions, and bias. Examples of structured questions include: (a) situational questions like, “Suppose you were giving a sales presentation and a difficult technical question arose that you could not answer. What would you do?”; (b) past behavior questions like, “Can you provide an example of a specific instance where you developed a sales presentation that was highly effective?”; (c) background questions like, “What work experiences, training, or other qualifications do you have for working in a teamwork environment?”; (d) job knowledge questions like, “What factors should you consider when developing a TV advertising campaign?”
  3. Train interviewers. For example, review laws with prospective interviewers and train them to avoid irrelevant or potentially discriminatory questions and to avoid stereotyping minority candidates. Also train them to base their questions on job-related information.
  4. Use the same questions with all candidates. When it comes to asking questions, the prescription seems to be “the more standardized, the better.” Using the same questions with all candidates can also reduce bias “because of the obvious fairness of giving all the candidates the exact same opportunity.”
  5. Use rating scales to rate answers. For each question, provide a range of possible ideal answers and quantative score for each. Then you can rate each candidate’s answers against this scale. This ensures that all interviewers are using the same standards.
  6. Use multiple interviewers or panel interviews. Doing so can reduce bias, by diminishing the importance of one interviewer’s idiosyncratic opinions, and by bringing in more points of view.
  7. If possible, use structured interview form. Interviews based on structured guides usually result in the best interviews. At the very least, list your questions before the interview.
  8. Control the interview. Limiting the interviewers’ follow-up questions (to ensure all interviewees get the same questions), using a larger number of querstions, and prohibiting questions from candidates until after the interview are other “structuring” techniques.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit, Line of Sight

Behavior of Committees

Committees are formally constituted bodies characterized by periodic, intermittent, or temporary rather than continuous functioning. Purposes for conducting a committee meeting almost always include an objective of gaining or maintaining inter-group coordination and/or cooperation. Staff or subgroup meetings have analogous purposes on the group level of analysis.


Committees integrate organizational behavior vertically in the authority hierarchy and/or horizontally across group boundaries. Committees may function primarily as a formal communications medium for one-way dissemination of information from above at one extreme all the way to omni-directional informational sharing (e.g., new projects, problems, etc.) at the other. Two other common committee functions are problem solving (e.g., performing a technical design, cost and schedule feasibility assessment) or decision making (e.g., adjusting and approving departmental overhead budgets for the upcoming three months).


There are both advantages and disadvantages to employing committees for any, or any combination, of these functions. The net effectiveness is emergent and is no doubt influenced by the nature of the tasks to be performed, the time available, the people involved, and primary task groups represented as well as other situational factors.


My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact, Line of Sight