Organisational behaviour of ‘Breadtalk’ Essay

Question 1 What is corporate Social Responsibility and how could this bewitch the organisational demeanor of Breadtalk? Corporate Social Responsibility (CSR) is where corporations or organisations are cause to inter-relate their callinges with behaving in ethical and moral ways. It is where such corporations have notions towards having responsibility to the rules of order that upholds them. Examples of ethical and moral ways varies from giving back to needy groups in terms of monetary funding and healthcare, to integrating CSR strategies directly into the business play of an organisation. By means of integrating is having employee-friendly human resource policy where golosh in workplace, social security benefit, flexible office hour, recreation and different benefits are included (cited in The Financial Express, 2010).Breadtalk, well-k straightwayn for its commitment in providing the best for its customers in different countries, have given back to the baseball club and prov iding internal support throughout its company. Breadtalk continuously provides on-the-job training and charge for its employees, awarding opportunities for head departments to hold higher positions abroad such as overseeing business processes. Having close human relations have forged steadfast ties into branching out its brand even more till Breadtalk outright operates across 17 countries and all of which are carefully chosen locations. overseas operations are guarded by key players who are chosen with good qualifications and competent ones that work well with other key players in the company.In commemorating its 10th birthday, Breadtalk donated $50,000 to needy school children of The Straits clock School Pocket Money Fund in Singapore from 5 cents from the sale of each Floss bun. Organisational behaviour is the study of intellectual the behaviour of individuals and to see them so that organisations back tooth relate to such behaviours that come in a variety and find solut ions for them. For Breadtalk, there are many dictatorial reviews about the company and none is seen to lead to any pitfall that power occur. On the other hand, having an uncertain future does not mean that continuous learning is stopped upgrading oneself is key for future success.Organisational behaviour for Breadtalk have go from traditional to re-engineered values of which have cause a more globalised learning ability for the company, changing nature of work due to upgrading technology, improved knowledge management, understanding different civilizations, improving employee-employer relations, having work-life balance, and all these due to an ethical managerial behaviour called Corporate Social Responsibility (CSR). The efforts to find solutions for a good Organisational deportment have allowed proper group dynamics and a sense of motive within the company, a few examples of such solutions, which have been evaluated from CSR. (412 words)Questions 2 why is an understanding o f ethnical differences important to the descent Managers at Breadtalk? To assist the Managers of Breadtalk to conclude if they should expand to Australia, briefly describe the Australian culture? Understanding pagan differences can help avoid acts of ethnocentrism, being aware of a earths elements of culture language, religion, values and attributes, customs and manners, material goods, aesthetics, education complying to cultural dimensions power distance, uncertainty avoidance, individualism, masculinity and preserving social structure. Understanding the elements of culture can avoid ethnocentrism. These elements help the understanding of cultural differences by relating to the countrys way of life. Cultural dimensions help the understanding of how people from various cultures answer and its uniqueness. In business, managers must understand the culture of other countries and learn to tackle them. In this process, managers have to fight against ethnocentrism and understand t he social structure of the horde countries.The Aussie culture is a fast-paced, self-absorbed society, typical in the urbanized world. The influences of aborigines culture give the outlook of Australia as casual and friendly. Its a reasonably country allowing its people to make their own decisions at a childly age. Both men and women gain equal rights in education and work. At young ages of 18 can one enter into a full- duration profession of their choice. Retirement has no obligatory age. In terms of time and punctuality for business engagements, Aussies are deemed acceptable. In business, its generally pass judgment that production and service deadlines will be met whilst long delays are considered unimaginable (cited in Australia edict and Culture Complete Report, 2010). Social engagements are as important to be on time.The pros of enlargement will be tapping on a wider consumer experience, increasing benefits in many areas, change magnitude popularity, increased chances of joint-ventures and opportunities. The cons of magnification will be on-going competition if unresolved at lower stages of expansion, increased capital costs, reduced performance from foreign agents, conflicts of interests and objectives. Thoughts of expansion can be pondered on. From an interview with BreadTalks management personnel, the brand would not branch abroad to a country unqualified in meeting the standards and demands required.Looking at the consumer size, it is rewarding if outlets branch into Australia. Although, looking at the needs and demands of the Australian association for food sources, specifically bread, competition is highly foreseeable. Breadtalk having its many successes as of now is seen sufficient for the company. Its culture of branching out in Asia is seen a lot. many a(prenominal) hope to see the companys success diverts into that direction. If it is for the best of Breadtalk, expansion into Australia can be a future food for thought. (410 words)(To tal 822 words)ReferencesTan, Mindy. (2011) Active in talent management BreadTalk Group CFO Catherine Lee tells MINDY TAN why CFOs are most suited to take on this important task. The blood Times, (accessed may 10, 2012) http//www.proquest.com.libproxy.nlb.gov.sg/ Bayoud, N., M. Kavanagh, and G. Slaughter. (2012) Corporate Social Responsibility Disclosure and Employee Commitment tell from Libya. International Journal of Economics and Finance 4, no. 5, (accessed may 10, 2012) http//www.proquest.com.libproxy.nlb.gov.sg/ Tan, Benjamin. (2012) happy dough-maker. The Business Times, (accessed May 10, 2012) http//www.proquest.com.libproxy.nlb.gov.sg/ BreadTalk Group Limited Our Company. http//www.breadtalk.com/business-overview.html Peck Ming, Chuang. 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