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Managing social responsibility in business organizations:

The survival of the organization and its continued success depends on its ability to create sufficient wealth or satisfy stakeholders (consumers, suppliers, etc.) by adopting the concept of social responsibility. Otherwise, it is vulnerable to collapse and bankruptcy. All of this must not look at this concept as a mere voluntary work, but rather consider it a major challenge that requires good planning and a high ability to make decisions, as the administrative approaches to social responsibility can be classified into two approaches: the formal approach and the informal approach:
1- Official approaches: The organization can rely on approaches to achieve compatibility with its social environment. The most important of these approaches include: legal compatibility, ethical compatibility.

• Legal compatibility: represents the organization’s ability to achieve compliance with local and international laws and legislation.


• Ethical compatibility: Ethical compatibility reflects to us the extent to which the practices of the organization’s members are compatible with established or recognized ethical standards. The organization can achieve this by training its employees on ethical practices and setting controls and guidelines for desirable and undesirable patterns of behavior. In the same context, some organizations By establishing official committees, one of whose tasks is to evaluate employee behaviors that are seen as violating ethical controls and standards.

Unofficial entries:
In addition to using formal approaches to managing the contemporary organization’s social responsibilities, there are also some informal approaches, which are as follows:

• Leadership practice and organizational culture: The senior leadership is the one who can spread the philosophy of social responsibility throughout the organization. For example, the team of the well-known “Guston and Guston” organization succeeded in broadcasting messages to employees over a long period of time to the effect that consumers, then employees, then the groups with which they deal The organization and its shareholders are all of a high degree of importance, as the positive result of this arrangement was evident in the incident that occurred, where it became clear that there was a toxic substance in a product marketed by the organization, the workers did not wait for orders from management specifying what they should do, they took the initiative to This is to protect consumers by withdrawing all offered products before the consumer decides to purchase them.


• Warning systems or sounding whistles: This approach is to encourage employees to reveal any illegal or ethical practice carried out by others in the organization. Individuals who sound warning whistles must inform their direct supervisor first. If there is no response, resort to To the Supreme President before resorting to one of the specialized agencies or the press, otherwise they may be subject to dismissal from their jobs.

Managing ethical behavior in business organizations
In practice, managers in the organization are the ones responsible for managing the ethical behavior of employees, and they serve as role models for them, as they cannot expect ethical behavior from employees if they do not behave ethically themselves. As a manager refuses to accept bribery from contractors and implement unethical policies, they must also develop strategies. And procedures that encourage knowledge of internal reports on illegal and unethical practices, as internal reports facilitate early detection of misconduct and create an opportunity to investigate in a timely manner and take sound measures that benefit the organization and its employees. Accordingly, business ethics is affected by the philosophy of senior management as well as the accumulated experience of the organization, as with the expansion of the latter’s market shares and the complexity of its relationships with multiple parties, many of them have led to issuing ethical codes, which are a document issued by the organization, and include a set of values ​​and principles. Relevant to the desirable and undesirable behaviors of the organization and its employees, despite the content of ethical codes varying greatly between organizations due to the difference in their philosophy and vision of the nature of the ethical contract between them and other parties.