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Greyston Bakery: The Zen of Philanthropy
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Greyston Bakery: The Zen of Philanthropy
The new CEO appears to have much more corporate business experience than the previous CEO. Should this be a concern for the corporation?
William Mistretta who took over as CEO after Julius Walls resigned has more experience in diverse management roles in the corporate world. Mistretta had around 25 years’ experience in doing corporate business while Walls only experience came from working in a chocolate company and briefly as a Marketing Director in Greyston Bakery Board of management. According to the text, Julius Walls had established a task-oriented system that worked excellently for the company. Walls had a good understanding
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Why don’t many companies follow suit?
The Greyston bakery can be termed as a social experiment. While it is a profit-making corporation, the company’s mission and vision are tied to improving social welfare of its employees and the community. The corporation provides job to people shunned by other employers and the society in general. Its full profits are used to fund social activities that include teaching real-life skills to employees, creating housing for homeless people, conducting medical clinics for people living with HIV/AIDS and empowering people to become self-sufficient.
In most cases, profits and social welfare are at odds. In such a case, business executives being answerable to shareholders are likely to focus on the profit-making aspect of the business rather than going against the interest of their shareholders by promoting social welfare at the expense of profits. In addition, research shows that companies actively involved in Corporate Social Responsibility efforts are more likely to be targeted by activists (Kress, 2011). In fact, it has been established that many companies initiate corporate social welfare projects when they stand to gain from those projects. For example, automakers resulted to creating fuel-efficient vehicles when they became profitable; similarly, energy conservation became an important CSR activity when the cost of energy became very costly. As such, the companies are benefiting their society as they follow their own
After thirty years as Chief Executive Officer (CEO) at Fortuga Artisans, Peter Fortuga is retiring from the company he started to manufacture home decor. As a result, the company conducted an extensive search and found an ideal candidate Doug Jeffers. However, two years into his tenure as CEO Jeffers and Fortuga experienced a high turnover rate with numerous key resignations. During a resignation of his executive assistant, the employees and managers at Fortuga determined Jeffers is the cause of the organizational concerns. Consequently, Jeffers became introspective, and he questioned his ability to lead. In fact, Jeffers would be astute to conduct a personal assessment of his leadership style, capabilities,
CEO Johnston also has plans to bolster the company’s leadership with the best minds available and also use motivational techniques to invigorate his employees. These ideas show the character of the CEO in enhancing productivity from his work force.
The leadership styles present in the company is very important factor in order for the change to be successful. Chris Peterson exhibits the transformational leadership quality to tackle her new project. She is able to empower members on her cross functional team to collaborate and create a new product to launch to current and perspective clients. This type of leadership is effective as the group members were able to tackle challenging expectations considering the work environment and lack of support from other departments. DSS’s departments follow the team leadership structure. Each department vision is to work on their sole projects only. The department is committed to its work which tends to hinder other projects because of the lack of free flowing communication. The lack of communication between the teams shows poor leadership quality. The chief operating officer is ultimately the source of the lack of communication and direction. DSS Chief Operating Officer Meg Cooke has a laissez-faire leadership style. She gave Peterson authority to lead a project but provided no guidance or direction. She also was not responsive to the needs of the
Krispy Kreme Case Study Question 1. The chief element of Krispy Kreme's strategy is to deliver a better doughnut and to appeal to customers in new ways. They have taken great steps to insure customer satisfaction from the use of their proprietary flour recipe to their automated doughnut making machines. They have chosen to target mainly markets with 100,000 households. They also were exploring smaller-sized stores for secondary markets.
An organization’s Corporate Social Responsibility (CSR) drives them to look out for the different interests of society. Most business corporations undertake responsibility for the impact of their organizational pursuits and various activities on their customers, employees, shareholders, communities and the environment. With the high volume of general competition between different companies and organizations in varied fields, CSR has become a morally imperative commitment, more than one enforced by the law. Most organizations in the modern world willingly try to improve the general well-being of not only their employees, but also their families and the society as a whole.
Companies have presented investigations about their motivation towards voluntarily social and environmental as insolvent. This paper argues in agreement with Adam’s view that the goal of CSR reporting is to promote credibility and corporate image of stakeholders operating in a particular industry. Whereas companies must focus their efforts on enhancing their profitability, they should also ensure that the welfare of other stakeholders is protected.
The first step outlined by Kotter is creating a sense of urgency within the organization. This is also the fourth commandment for executing change. Igor and Ludmilla knew they had to institute some form of change and choice to grow the organization. By doing this they hired a COO; however, during the process they never instituted a since of urgency to him or to their workers. Their vision was different from the typically business, they choice they bread locations because they would not interfer...
...o the job as the other previous CEO’s of this company except he was someone who wanted to focus on employment development.
In 2014, JB Hi-Fi announced the retirement of their CEO Terry Smart. He had been with the company for more than 14 years. In an interview with Smart Company, Smart explained the process for hiring his successor. Smart (2014) stated that succession planning is not something that can be done overnight, it’s a long-term process and it’s part of the board’s role. When JB Hi-Fi promoted Richard Murray to CEO it was because of his extensive experience, knowledge, skills and contribution to the organisation over 11 years (Keating 2014). This example of JB Hi-Fi’s succession planning not only demonstrates their diligence in following their charter but also the emphasis placed on laying the right
Through the management of smart, social and engaging CEOs, the employees were treated as respectfully as they should and this made the company going and it met its customer’s needs. However, during the Wolf’s management he was not an engaging leader like the likes of Ed Colodny and did not know his worker’s needs that then prompted to a protest that somehow delayed the firm’s performance. Shortly later, the company recovered since the firm did not go through a major
The article “The Social Responsibility of Business is to Increase its Profits” is written by a famous economist Milton Friedman. Friedman in this article implies that shareholders are the main drivers of the corporations and he believes that it is to them corporations must be socially responsible to. The goal of any corporation is to maximize profits and return the portion of these profits to shareholders for investing in the corporation. The shareholders can themselves decide which social causes to take part in rather than assigning a corporate executive to decide on their behalf. Friedman argues that a corporation must have no social responsibility to society because its only concern is the increase profits for itself and its shareholders.
It seems obvious that large corporations have a tendency to ignore the negative effects of their actions in favor of profit. This example, although sensationalized, still says to me that with power comes responsibility. It affirmed my belief that a corporation’s goal cannot be just to provide profit to shareholders, but there must also be an element of social responsibility.
Corporations that place an importance on corporate social responsibility usually have an easier experience when dealing with politicians and government regulators. In compare, businesses that present an irresponsible disregard for social responsibility tend to find themselves fending off various reviews and probes, often brought on at the assertion of public service organizations. The more positive the public insight is that a corporation takes social responsibility seriously; the less likely it is that innovative groups will launch public campaigns and claim government inquiries against it.
In September 2011, Hewlett Packard’s CEO, Leo Apotheker was fired and replaced within a year of being hired. The quick involuntary separation from the company came as a shock to many people. Apotheker was an experienced business executive with much knowledge. Hewlett Packard’s Chairman, Ray Lane stated, “the problem with Apotheker wasn't lack of vision as much as a lack of execution and communication” (Goldman, 2011). Lack of communication was one thing that caused Apotheker to lose out what could have eventually turned into a successful career with Hewlett Packard.
Those days when I lived and worked at Sun Flower bakery community, I learned how to bake and understood the value and the spirit of working. My family members also became closer to each other while we gathered and worked together in the kitchen. I was thankful for being born and growing up as a part of the bakery community. It gave me the passion for baking and the opportunity to know how the value of work tasted when the customers enjoy the cookies I made. What matters to me is not whether or not our Sun Bakery would on business forever; it truly matters to me now is that the spirit of the community will never fade away, it will be passed to our next generations as well as to the outside communities – the customers that support us and savor our sweetness.