Discuss about the Multinational Corporations and Global Responsibility.
The chosen organisation for this particular project is “UNICEF Australia”. “UNICEF Is the United Nations Children’s Fund which is responsible for working in 190 countries which need to uphold the basic rights as well as the well being of every child with a focus on the lives of those children who have faced several disadvantages and have also dealt with exclusion”. In the country of Australia, specifically, “UNICEF works for the survival protection and development of children all over the world through the concepts of fundraising, advocacy, education as also international development programs”. The concept of managerialism has grown to be immensely important as in the past two decades this particular ideology has risen to a specific position of intellectual and social prominence.
The concept of managerialism refers to “the culture of managing organisations and institutions which developed as a result of the idea that management is a distinct discipline which is operative according to universal principles which are applicable to all types of organisations”. In case of human service organisations the concept of managerialism is bound to be different in comparison to that of other types of organisations.
In case of UNICEF Australia, there is a growing enthusiasm for the purpose of education which assists children and young people in the development of psychological competence in addition to other noteworthy skills which are essential in any individual. There are several forms of education which are provided to the students and help them cope with the nuances of life. Education is something which helps children develop critical thinking and problem solving skills which is responsible for building a sense of personal worth and agency. It also helps in teaching a method of interaction with others in a constructive and an effective manner. The concept of benefits to the underprivileged children also possesses a sense of duty towards the organisation. Be it in the form of individuals or teams it has been seen that the success of the UNICEF Organisation has been due to the effortless service which they have been proving to the children of different developed as well as underdeveloped countries only focussing on the concepts which have the greatest amount of significance and importance in this situation. Therefore it can be said that there is the existence of managerialism to a certain extent in this organisation. Rather than focussing on managerial responsibilities, it majorly focuses on the level or the degree to which a person is responsible for the work which he or she has been allotted (Anheier, 2014).
The list of organisational theories which help in the understanding of the functioning within an organisation comprise of the “classical organisational theory”, the “neo-classical organisational theory” and “modern organisation theory”. The “classical organisational theory” focuses on the concept of organisation being a machine and people being different components of the particular machine. The neo-classical organisational theory has been responsible for the human relations approach in the classical organisational theory. In this particular theory, the organisation is viewed as a combination of formal as well as informal forms of organisation. This theory focuses on the work related as well as other important needs of the workers. This theory helps in the interaction of the social tensions between the professionals and their clients (Austin, 2012).
The modern organisational theory focuses on the organisation as a system and it is considered to be a complex system of the human interrelationships. This also helps in understanding the importance of the human service professionals in a specific aspect. The UNICEF Australia focuses on the human rights and a proper understanding of the possible scenarios which might arise in any situation that the human service professionals might face. Therefore it is possible for organisations to focus on the importance of solutions of tensions between the human service professionals. The noteworthy factor in this case is that the organisation focuses on the rights of all the underprivileged children. There might be tensions relating to the culture and the diverse backgrounds of the children, this might also correspond to the ethical dilemmas which the professionals might face in such circumstances. It needs to be ensured that the needs of the children are maintained at all levels (Wright, Moynihan & Pandey, 2012).
Human service organisations are those where the work process not only includes interactions with the persons from different fields but also influences them in a certain way. Client-orientation is considered to be one of the main characteristics of human service organisations. The clients are considered to be the co-producers of the work done. There are several challenges in the workplace which challenge human service organisations in dealing with a shortage of manpower and also maintain a stable and healthy workforce. The organisational and structural changes aimed at improving cost efficiency in the human services. It has been seen that the most important relationships for the success of human service organisations is the relationship between the executive director and the board of directors. There needs to be an understanding of the human services. All organisations require effective managers who require effective managers capable of inspiring staff, setting of general directions and also being accountable for the achievements of the organisations (Briscoe, Tarique & Schuler, 2012).
It is a fact that organisations are bound to perform better in case their leadership is of the best quality. This is also true in case of human service organisations. It has also been seen that a human service organisation is capable of taking an organisation into suitable heights. There is often the innate capability in the human service professionals to take an organisation into great heights. In order to acquire a great balance between the level of work which is being done in a particular organisation, it is to be ensured that the human service leaders are focussing on all the particular aspects which make a human service organisation noteworthy (Kennedy, Welch & Monshipouri, 2017).
Effective managers show an outstanding capability of getting things done in a stipulated time frame. Effective leaders have things in common or have certain competencies which they share and enable their companies to perform at levels of productivity. The managers who are effective constantly seek out trends, change in demographics, funding and so on. There might be ways in which the trends impact organisations. Every person needs to be involved in the ways the organisation can be influenced strategically. The primary aim of the organisation is to give importance to the needs of the children and also give rise to a sense of accountability which is inherent in the needs of all the members.
It is possible for a worker in the corporate world to engage in such a profession in the sense that the focus is not on the background of the human service professional or the place where he or she is coming from but rather from the actual interests which they have in the organisation. There are needs of UNICEF which professionals from any genre can take part in. The organisation has been seen to focus on the capabilities of the professionals to manage challenges and risks, maximize opportunities and also solve problems in a way which is not only cooperative but also non violent. Life skills are defined in such a way, that the cognitive, personal and inter-personal skills for such work are enhanced.
Therefore as an international child rights organisation including the mission of expansion of the opportunities for children to help children reach his or her potential, UNICEF helps in the growing enthusiasm and support for the development of potential life skills. The education of life skills however, cannot take place in vacuum, the ultimate expression of life skills and learning is immensely influenced by the environment in which individuals live, learn and act accordingly. The main concept which defines the education, the programmes for the development of life skills and also the people who are responsible for such programmes are taken into consideration. UNICEF has become responsible for making a global transformation in the mobilization of its staff and making their partners responsible for the promotion of innovation and thereafter the methods of doing international business (Briscoe, Tarique & Schuler, 2012).
There have been definitions of the way in which leaders can enable the proper performance of the professionals who engage in certain leadership roles. The organisation has stated that the leaders need to make sure that the policies, regulations and procedures are not responsible for killing the innovation. The leaders need to start with the human resources area to ensure that the regulations, procedures and policies are not responsible for killing the possible innovation within the organisation. The leaders need to enable a safe environment for taking a calculated risk and promote a culture of documentation and failure retrospection. There is the need for the leaders to create staff opportunities for the capacitive development in the concept of innovation. The global innovation leaders also need to constantly analyse the resource mobilisation landscape for the facilitation of equitable discussion and opportunities across different countries and regions (Austin et al., 2013).
The views of leadership in organisational context promote the concept of innovation within the UNICEF. There is the need of two core capabilities for the purpose of innovation in any particular organisation and also for leaders to provide newer and better ideas for reflection and adjustment. The UNICEF aims at structuring newer and better innovative strategies for the promotion of innovation. Therefore it can be said that the organisation focuses on several leadership roles in order to prove their worth for the organisation.
Ethics are basically defined as the principles of human conduct or human actions. These actions need to serve a purpose which is a constituent of the part of or a whole of the intention of the moral agent in performing what he or she needs to do. Ethics are primarily about the way in which an individual behaves and thee values which he or she holds. The concept of ethical decision making is basically as human activity which defines the capability to listen, rationalise and also analyse the way in which the individuals perform a particular task. Ethics are not only concerned with the way in which an individual perceives something, but the way in which any decision is analysed or rationalised. Ethics are not only the emotions or the sensitivities about a particular process but it is the way in which any individual feels about a certain process. The procedure of the application of ethical practices, becomes intuitive in nature in case there are a set of values which can be applied in a consistent manner (Monette, Sullivan & DeJong, 2013).
The concept of ethics is an extremely important issue which needs to be maintained in certain organisations. There has been a lot of debate on the fact whether ethics is a way which actually induces individuals to behave in a certain way along with their peers. There can also be a complex interplay of law as well as morality. It is usually believed that the concept of law is insufficient in an ethical system. Therefore it can be said that in a human service organisation there is the need for the professionals to maintain a standard code of ethics which helps in the overall way in which a person can go about in a particular field of work (Belsky & Pluess, 2013).
It is basically seen that the aim of the UNICEF Australia is to focus on the welfare and activation of child rights. In this connection it can be said that it has often been seen that the professionals who are in charge of taking care of the children are often faced with issues which are regarding the fact whether the aspects which they need to take care of comprise ethical responsibilities or ethical dilemmas. There are certain codes of conduct which are to be maintained by the human service, specifically by childcare professionals under all circumstances in order to take care of the children.
In the concept of ethical dilemma it can be said that the at times when the human service professionals feel that there are situations which involve ethics but it is not likely to be a responsibility as described by a code of conduct it is referred to as an ethical dilemma. Therefore it can be said that the most important ethical dilemmas are the conflicts of interest regarding the multiple aspects of the organisation. It will also involve the economic aspects of the requirements and the member’s interests of the board. It can therefore be said that there are ethics need the listening to the moral compass and irrespective of whether it is convenient for the organisation or not. It might be that individuals are faced with certain ethical dilemmas which might not be apparent at the first instant. However it is the responsibility of the professionals to maintain the ethical standards of interaction with the clients, namely the children at all stages.
References:
Anheier, H. K. (2014). Nonprofit organizations: Theory, management, policy. Routledge.
Austin, D. (2012). Human services management: Organizational leadership in social work practice. Columbia University Press.
Austin, M. J., Regan, K., Gothard, S., & Carnochan, S. (2013). Becoming a manager in nonprofit human service organizations: Making the transition from specialist to generalist. Administration in Social Work, 37(4), 372-385.
Belsky, J., & Pluess, M. (2013). Genetic moderation of early child?care effects on social functioning across childhood: A developmental analysis. Child Development, 84(4), 1209-1225.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management: Policies and practices for multinational enterprises. Routledge.
Kennedy, E. T., Welch, C. E., & Monshipouri, M. (2017). Multinational corporations and the ethics of global responsibility: Problems and possibilities. In Human Rights and Corporations (pp. 123-147). Routledge.
McNiff, J. (2013). Action research: Principles and practice. Routledge.
Monette, D. R., Sullivan, T. J., & DeJong, C. R. (2013). Applied social research: A tool for the human services. Cengage Learning.
Wright, B. E., Moynihan, D. P., & Pandey, S. K. (2012). Pulling the levers: Transformational leadership, public service motivation, and mission valence. Public Administration Review, 72(2), 206-215.
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