Personnel training project impacts on organizational performance and corporate responsibility

¶ … consultant project linked to personnel training. It will address project impacts on corporate performance, asset and fund allocation for the project, ethical and transformational leadership, and leader response to suggestions by team members.

My aim for the proposed project would be: guiding team members in their role choices. I would focus on capitalizing on people's strengths and on the roles they're interested in playing (Writer Thoughts). In doing so, I would aid them in choosing assignments that are capable of meeting their individual goals as well as project goals. Synergy is what I would ultimately aim for.

Impact of Proposed Teamwork Project on Organizational Performance

Coaching or training the entire team simultaneously enables members to understand team dynamics and the importance of teamwork, and choose a role for themselves. In that way, they acquire valuable knowledge on both their area of work and the overall process. Further development ensues, and focus can be maintained on the vision established (Writer Thoughts). Therefore, the purpose of training is reinforced as this chosen team activity, on the whole, concentrates on coaching and training. Moreover, the workforce can understand the power of teamwork and the many approaches possible via teamwork. Team members can learn from the training program and apply the lessons learnt in real life. Lastly, such collaboration simplifies work.

Recommendation for Spending Limits and Using Assets for Socially Responsible Projects

A budget is typically an in-depth analysis of where an organization's funds are expected to be spent in future. A number of firms develop yearly budgets to comprehensively outline their individual departments' expected needs. Further, the employment of a yearly budgeting process limits the time corporations devote to the creation and management of capital resources. While larger firms employ professionals (e.g. accountants) for developing their annual corporate budget, small companies normally complete this task themselves (Vitez). In our case, a ceiling will be placed on the amount devoted to particular operations. Additionally, we will review the budgets of past years for assessing how closely guidelines were adhered to and the reasons for budget variances.

Effective corporate social responsibility (CSR) initiatives are heavily reliant on informed HR practices. The HR department may be considered the CSR activities coordinator, in charge of establishing sound relationships between the company and its external and internal stakeholders; therefore, it is able to orient the company and its workforce towards adopting socially responsible practices. The business sector is exhibiting a growing trend of leveraging on management and the workforce to demonstrate its commitment to the CSR ideology (Sharma, et.al, 2009). Equipped with a committed and powerful corporate culture strengthened by responsible HRM practices, a company can reach its zenith in terms of success, through improved profitability, client satisfaction, community approval, personnel morale, and legal compliance. However, practical delivery, rather than rhetoric, forms the key to earning external stakeholders' trust. For achieving this end, charity should begin at home. A firm must embed CSR in its culture for changing attitudes and actions wherein HR can be a central contributor. Otherwise, CSR risks being classified as mere 'window-dressing'. Numerous factors exist, which render a single solution to tackling the CSR and corporate accountability issue (especially with respect to management duties), unfeasible. These include (i) Nations' sovereignty, (ii) Diversity of rules, laws, business practices and culture in organizations' many jurisdictions and (iii) A significant uncertainty with regard to regulation of organizations' conduct within foreign jurisdictions. No straightforward solution exists, but one can, with some effort, find one that is workable. Increasing private sector power and globalization have brought issues like multinational enterprise regulation and CSR to light. Although we have appreciably progressed in increasing business accountability with respect to environmental performance, more limited headway has been witnessed in social problems like corruption, human rights, labor standards, and corporate transparency. Despite endeavors towards widening stakeholder scope, for most organizations, CSR comprises of voluntary plans aimed at enhancing their practices' social impact. Governments actively support some such initiatives (Kercher, 2007). CSR has been incorporated into numerous companies' conduct codes. Corporations have strived to collaborate with NGOs for formulating company policy for undeveloped nations, subscribed to UN initiatives such as Global Compact, and integrated GRI (Global Reporting Initiative) guidelines into organizational financial reporting. In spite of such efforts, a gap remains with regard to CSR and legal accountability, especially in connection with multinational corporations' operations in external jurisdictions. Thus, a company may be immensely impacted by socially responsible ventures.

Changing into a Transformational Leader

An efficient leader can easily lose his/her team's respect if they have no clue as to what he/she is doing. Typically, a majority of team members will not think at the managerial level, as they are occupied with the processes and tasks assigned to them. A leader should ensure they are not overly occupied with these small things and fail to look at the overall perspective of the situation. Challenging the team to make members demonstrate their complete potential is necessary (Hendricks, 2014). One may, for instance, observe that one's sales representative is overly reliant on email communication. Getting them to interact face-to-face or over the phone with clients would be one way to challenge them. A leader should also note individual employees' talents and interests. For instance, if an employee enjoys aiding the team with work processes, the leader can invite him/her to head a workshop where he/she can hone his/her presentation skills as well as forge stronger bonds with customers. Likewise, a bilingual employee's talents could be utilized with international clients. It is a good idea to meet with individual team members and ask them about what experiences they feel would facilitate their professional growth.

Reaction to Team Members' Suggestions

Teamwork is rewarding, but sometimes challenges and even outright exasperates the leader. Poor communication leaves people feeling confused, misunderstood, or left unaware. Effective communication is crucial to team success. Even if a person knows he/she lacks in communication skills, he/she may not know how they can be improved. Team leaders should be highly attentive to team members (cues that one is paying attention include probing, nodding, looking the speaker in the eye, etc.) and clarify any confusion that arises in communication before proceeding (Teams, how to Be an Effective Team Member). Sound communication forms a central element in team success, and a leader shouldn't underestimate the importance of effective listening skills. Paying heed to others' ideas is also imperative. Irrespective of how sound (or silly) the idea is, every team member's suggestions must be taken into account. This shows that the leader is actually interested in what others have to say, and is not there only to promote his/her own ideas. Everybody dislikes "know-it-alls." Hence, if a team member suggests on some irrelevant theme, I would still stop and lend an ear to him/her. Listening never hurts. It is that possible the idea could work better than my own and actually prove beneficial to our organization. Further, a combination of ideas could also work better than two standalone ones.