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Major Ethical Issues
When considering the issue of Mega Food employees’ relocation from the Orchard facility to Frostburg, one must mention the dilemma between the comfort of the staff members and the benefits that the firm will receive. First, the fact that the infrastructure has not been developed well enough in Frostburg yet means that the employees may face discomfort when going to work. Next, the staff may face a health threat since the local laws lack detail in safeguarding employees’ rights. Therefore, the choice between a better location and a possible drop in productivity needs to be brought up. Finally, the lack of regular inspections in Frostburg may cause a drop in quality rates. Thus, customers’ health may be jeopardized (DesJardins & McCall, 2014).
The process of relocating will also require shaping the staff’s concept of CSR. For example, people may be unwilling to move to the environment with underdeveloped infrastructure. Similarly, the lack of efficacy of the HRM regulations in the area may impede the enhancement of enthusiasm among the employees (Northouse, 2015).
As a result, motivation rates are inevitably going to drop. Furthermore, the staff’s unwillingness to relocate may be enhanced by the fact that the Frostburg HR regulations lack precision and expose the people working in organizations to an array of threats, including ones related to health. Finally, without any stimuli, the employees may be unwilling to participate in the training process as they might see it as a cheap ploy for the company to increase its profits (Northouse, 2015). Thus, the CSR strategy must be geared toward stressing the impact on professional growth that the training will provide (Mermod & Idowu, 2013).
Major Global Trends
The changes that Mega Food is currently experiencing are the effect of a wide range of extraneous factors. The significance of the globalization process is the primary one (Northouse, 2015). Since the company’s current location restricts it to a comparatively small number of customers, it is crucial for the firm to expand. The focus on quality rates is another reason. Because of the increasingly high standards, staff training is a crucial part of any organization’s operations. Eventually, the need to invest in employees must be mentioned. At present, global organizations tend to build strong teams of competent employees by investing in their personal and professional growth. Therefore, it is reasonable to suggest that Mega Food should take the same measures (Latest business globalization trends, 2016).
Major Challenges for Mega Food
As stressed above, Mega Food will have to come up with an elaborate strategy to motivate the employees to relocate. Another great challenge that the entrepreneurship will inevitably face concerns the financial issues. There is no need to stress that the transportation process, as well as investments in addressing the health and infrastructure issues, will require significant expenses. As a result, it will be needed to design a sustainable approach that will help introduce a cost-efficient framework for expenses management to the company. Third, the need to coordinate the actions of the people working in Orchard and the employees relocated to Frostburg will have to be addressed by shaping the leadership and the management approaches (Lavigna, 2013).
It is strongly suggested that the process of relocation should be postponed until an appropriate financial strategy is created. Thus, the challenges related to the infrastructure, the legal issues, and the health concerns, can be handled. Moreover, the essential principles of CSR will be enhanced in the company in the meantime. As soon as the approach that will keep all stakeholders satisfied is devised, the relocation may commence (Northouse, 2015).
If three more resources were accessed, their nature would be defined as legal, as well as related to stakeholders’ satisfaction increase. The data concerning the U.S. laws will be needed to address the problem concerning the lack of employee-oriented regulations in Frostburg. The information on meeting the stakeholders’ needs will be required as it will shed light on how to keep the staff motivated in the challenging environment.
DesJardins, J. R., & McCall, J. J. (2014). Contemporary issues in business ethics. Boston, MA: Cengage Learning.
Latest business globalization trends. (2016). Green Point. Web.
Lavigna, R. J. (2013). Engaging government employees: Motivate and inspire your people to achieve superior performance. New York, NY: AMACOM.
Mermod, A. Y., & Idowu, S. O. (2013). Corporate Social Responsibility in the global business world. New York, NY: Springer Science & Business Media.
Northouse, P. G. (2015). Leadership: Theory and practice (7th ed.). Thousand Oaks, CA: SAGE Publications.