Team Members and Leader Research Paper

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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.

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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,….....

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