Socio-economics in the labor market has gone through numerous changes in the last few decades, which has reflected on the age range among the organizational employees. The age framework has undergone change due to the high rate of population growth, which has resulted in social impacts, especially in the organization’s management (Silva et al., 2014). Organizations have started to pay attention to retaining the workers to help transfer their knowledge to the young workers. On commitment, organization workers respond differently to human resources, making them feel engaged and committed to the organizational performance. A motivating and inspiring working environment influences workers' commitment. However, the working environment is impacted by organizational climate, which is developed by the continuing perception among the staff. The rapid change in the working environment due to the working environment, plans, and nature of the work. Managing a working environment is usually critical to an organization's competitiveness, but many organizations experience challenges to going through the changes. Organizations’ change initiatives only succeed with the workers' keenness and support. It is because employees are the main challenging factor that impacts organizational change. Also, the stakeholder's behavior and diversified roles help organizations generate impacts (Ghobadiaa et al., 2015). Different generations respond differently to organizational change, especially when it relates to technology.
Sustaining CSR business strategies is very vital to ensure a transformative and dynamic business. Employees perceive and decide how their organization enterprisingly takes part in the environmental pillar of CSR (Rank & Contreras, 2021) . Engaging leaders and workers should take part in managing the current business transformation. The external measures of CSR help society and enhances the employees' CSR perceptions. Also, CSR helps in improving and increasing the workers’ output and work commitments which helps in improving their performance. CSR is grounded on the stakeholders’ viewpoint to provide sustainable business. Also, the generational opportunity has led to digital platforms like Facebook while organizations are using to redistribute their content. They use digital platforms to voice their opinions, which helps make a difference in the community (Chong, 2017) . Additionally, CSR enhances the social reputations and workers’ appeal. The young generations expect the organization to be socially responsible, which is hindered by the CSR efforts. Moreover, generation Y is demanding, possessing, and predominant in terms of bargaining. In addition, the emergence of globalization has forced many corporations to connect, marking all workers to work as serve as intangible assets. The employees are more valuable in enabling them to provide and serve the competitive advantage of their organizations.
Delegate your assignment to our experts and they will do the rest.
Although CSR involves practicing social and environmental practices to satisfy stakeholders, it possesses challenges, especially to organizations that try to implement it. They lack adequate resources, such as finances, proficiency, and knowledge. Also, the strategy fails to provide a strategic vision to some organizations as some top managers within organizations lack commitments. Additionally, it provides short-term objectives, costs, and payouts in the long run. Moreover, many companies are usually unwilling to pay for CSR as they feel that it is not relevant, and they feel that they should focus on satisfying their customers. Additionally, the belief that paying much attention to CSR strategies hinders them from making important changes in the business. Moreover, the strategy poses a challenge as it does not assure transparency and declarations to investors and other stakeholders. It only focuses on the methods of collecting and classifying information for business activities. In addition to clarity, it has surged pressure on the investors as generation Z and the millennials move towards taking the investor platforms. The millennials are born in the digital age, whereby they are customary to the mass media that allows them to question organizations’ true intentions and legitimacy. Moreover, its activities generate a hard value by saving on costs due to the shift to paperless with the organization data being saved on the cloud and automated robotics to process information.
References
Chong, K. (2017). Millennials and the Rising Demand for Corporate Social Responsibility . California Management Review. https://cmr.berkeley.edu/2017/01/millennials-and-csr/
Ghobadiaa, A., Money, K., & Hillenbrand, C. (2015). Corporate responsibility research: Past—present—future. Group & Organization Management, 40 (3), 271-294.
Rank, S., & Contreras, F. (2021). Do Millennials pay attention to Corporate Social Responsibility in comparison to previous generations? Are they motivated to lead in times of transformation? A qualitative review of generations, CSR and work motivation. International Journal of Corporate Social Responsibility, 6 (4). https://doi.org/10.1186/s40991-020-00058-y
Silva, R. C., Dutra, J., Veloso, E. F., & Fischer, A. L. (2014). Generational perceptions and its influences on organizational commitment. The Journal of the Iberoamerican Academy of Management, 13 (1), 5-30. https://www.researchgate.net/publication/281065034_Generational_Perceptions_and_its_Influences_on_Organizational_Commitment
