Social and labor relations. Social and labor relations Types of social and labor relations

PLAN

CSR and social protection of the employed population

CSR and social and labor relations

CSR is in many ways social protection of the employed population, that is, part of social and labor relations. Before defining the place and role of CSR in the system of social and labor relations, let us present our vision of the category itself “ social and labor relations».

Concept of labor relations

The concept of social and labor relations is logically connected with the definition of “labor relations”. According to Article 15 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation), labor relations are “relations based on an agreement between the employee and the employer on the personal performance by the employee for payment of a labor function (work according to the position in accordance with the staffing table, profession, specialty with indicating the qualifications; the specific type of work entrusted to the employee), the employee’s subordination to the internal labor regulations while the employer provides working conditions provided for by labor legislation and other regulatory legal acts containing labor law norms, a collective agreement, agreements, local regulations, and an employment contract.” Thus, the main features of labor relations are the employee’s performance of a certain labor function, submission to internal labor regulations, the paid nature of the work performed, and the employer’s provision of working conditions. The parties to the labor relationship are the employee and the employer.

Labor relations or labor relations are regulated not only by labor legislation, which is also clear from the definition. Issues of remuneration, provision by the employer of safe working conditions, the content of the employment contract, and many other aspects of labor activity are regulated not only by the Labor Code of the Russian Federation, but also by other federal laws. “In the market, the relationship between employee and employer is just beginning, manifesting itself further in the labor process and touching on such important issues for the subjects of labor relations as the organization and regulation of labor, the wage system, etc.”1.

As labor relations between an employee and an employer develop in the process of transition to social and labor relations, a third subject is added to the two subjects of labor relations, the employer and the employee, who acts as a guarantor, coordinator and arbiter of events occurring in the labor sphere. We are talking about government bodies. This idea is confirmed by B.G. Zbyshko - “the state is considered not only as a full third partner, actively participating in the process of reproduction of the workforce and his family, but also in ensuring the social protection of people in society as a whole.” With the emergence of the state in labor relations, the category “labor relations” is closely intertwined with the category “social-labor relations”.

The essence of social and labor relations

If labor relations express relations in the sphere of labor, then social and labor relations mean “objectively existing interconnections and interactions of the subjects of these relations in the labor process, aimed at regulating the quality of working life.” The economic essence of social and labor relations is manifested in maintaining and improving the standard of living of workers, measured by a system of economic and social parameters, primarily by indicators of the distribution of the results of social production among workers.

To date, a unified approach to defining the category “social-labor relations” has not been defined, which is proven by different interpretations of this category. Table 1.1 shows a number of category formulations indicating the authors and sources where these definitions were published.

Table 1.1 Some interpretations of the category “social and labor relations”

Definition	Source
Social-labor relations are the objectively existing interdependence and interaction of the subjects of these relations in the labor process, aimed at regulating the quality of working life	Labor economics and social and labor relations. Ed. Melikyana G.G., Kolosova R.P. M., 1996. P.10.
Social and labor relations are a variety of economic, psychological and legal relationships between individuals and social groups that arise in the processes of labor (production) activity, provision of jobs and in connection with the distribution and consumption of the produced national product	Social partnership. Brief dictionary-reference book. Second edition, corrected and expanded. M., 2002. P.239.
Social and labor relations are a set of relationships between employees and employers aimed at ensuring a high level and quality of life for individuals, teams and society as a whole.	Zolotarev V.G. Economics: Encyclopedic Dictionary. Mn., 2003, P.511.
Social-labor is the sphere of socio-economic processes and relations in which relations regarding social and production conditions of work, its implementation, organization, payment, discipline, work ethics, the formation and functioning of labor communities, etc. dominate. .	Labor Economics: Social and Labor Relations. Ed. Volgina N.A., Odegova Yu.G. M., 2003. P.246.

What is common in the presented definitions is the organized interaction of workers and employers in the process of improving working conditions and raising the standard of living of those employed at enterprises.

Social partnership

For the effective functioning and development of social and labor relations, it is necessary to choose a form of interaction between all partners of these relations: the employee and the employer as parties to labor relations, and the state. This form, in accordance with the logic of historical development, is called social partnership.

Let's take a look at the historical retrospective. Many Russian economists and public figures have said that social partnership is the optimal form of interaction between labor and capital. For example, V.V. Bervi-Flerovsky, in 1869 in his study “The Situation of the Working Class in Russia” formulated the conceptual foundations of social and labor relations, called for solidarity between labor and capital, saying that “there must be equality between labor and economy , between workers and the capitalist - partnership." Subsequently, V.V. Bervi-Flerovsky was declared crazy for criticizing the then prevailing social order, put in a mental hospital, and then exiled to Astrakhan.

Another prominent representative of the Russian economic school, M.I. Tugan-Baranovsky, analyzing the role of the state in the formation of new social and labor relations, wrote that “it was factory legislation that largely changed the situation of workers for the better”2, and therefore highly appreciated the policy of state paternalism in sphere of social and labor relations.

Another Russian economist, Chairman of the Russian Cabinet of Ministers in 1897-1895. N.H. Bunge emphasized that it is necessary, in principle, to change the relationship between employers and employees: “It is necessary for the former to be convinced that they will not create a strong future for their descendants through easy money... It is necessary for the latter to be imbued with the consciousness that only relying on capital, and not by being at odds with it, they can achieve improvement not from the state, but from their labor and friendly activity with entrepreneurs who give them a hand for joint activities.”

Nowadays, the theory of social partnership, as a civilized form of resolving contradictions between labor and capital, has become a real prerequisite for the development of existing legislative documents in the field of regulation of social and labor relations.

The definition of social partnership given in Article 23 of the Labor Code of the Russian Federation is as follows: social partnership is “a system of relationships between employees (employee representatives), employers (employers’ representatives), government bodies, local governments, aimed at ensuring coordination of the interests of workers and employers on issues of regulation of labor relations and other directly related relations.” Article 25 of the Labor Code of the Russian Federation notes that state authorities and local self-government are parties to social partnership when they act as employers or their authorized representatives, as well as in other cases provided for by labor legislation.

The parties to social partnership, as in labor relations, are primarily employees and employers. State and local government bodies do not undertake any obligations when concluding agreements or other program documents (except when they act as employers or their representatives). At the same time, the participation of authorities as a third partner in the social partnership system is explained by the need to take into account the interests of society as a whole, regulate and coordinate the development of social and labor relations, and correlate legislative and contractual aspects of agreements.

The definition of social partnership given in the Labor Code of the Russian Federation, although it is legislative, is not the only one in the scientific literature devoted to issues of social and labor relations. For example, V.A. Mikheev gives the following interpretation of social partnership: “Social partnership is a civilized form of social relations in the social and labor sphere, ensuring the coordination and protection of the interests of workers, employers (entrepreneurs), government bodies, local government through the conclusion of agreements, agreements and the desire to achieve consensus and compromise on the most important areas of socio-economic and political development.” In further research, V.A. Mikheev noted that “social partnership is one of the forms of interaction between state institutions and civil society, namely, government structures, trade unions and associations of employers and entrepreneurs. Social partnership is a system of relations between its main subjects and institutions regarding the position, conditions, content and forms of activity of various social and professional groups, communities, layers.”

Article 26 of the Labor Code of the Russian Federation specifies the levels of social partnership:

ü federal level - the basis for regulating relations in the sphere of labor in the Russian Federation;

ü interregional level - the basics of regulating relations in the sphere of labor in two or more constituent entities of the Russian Federation;

ü regional level - the basis for regulating labor relations in a constituent entity of the Russian Federation;

ü industry level - the basics of regulating labor relations in an industry or industries;

ü territorial level - the basis for regulating labor relations in a municipality;

ü local level - obligations of employees and employers in the labor sphere.

Article 27 of the Labor Code of the Russian Federation discloses forms social partnership:

· collective negotiations for the preparation of draft collective agreements, agreements and the conclusion of collective agreements, agreements;

· mutual consultations (negotiations) on issues of regulating labor relations and other relations directly related to them, ensuring guarantees of labor rights of workers and improving labor legislation and other regulatory legal acts containing labor law norms;

· participation of employees and their representatives in the management of the organization;

· participation of representatives of workers and employers in resolving labor disputes.

The mechanism of social partnership is presented in Fig. 1.1.

Figure 1.1. Social partnership mechanism

Speaking about social partnership, one cannot help but say that in a number of Russian regions (Altai Territory, Bashkortostan, Moscow, Samara, Tatarstan and others) special municipal Laws on social partnership have been adopted, which describe in detail the mechanism of social partnership at the regional level.

The distinctive features of regional laws include the fact that they present their own definitions of social partnership. For example, in the Moscow City Law “On Social Partnership,” social partnership is presented as “the basis of relationships between employees (trade unions, their unions, associations), employers (their unions, associations), authorities, local governments for the purpose of discussing, developing and adopting decisions on social, labor and related economic issues, ensuring social peace, social development, based on international norms, laws of the Russian Federation and Moscow and expressed in mutual consultations, negotiations, in the parties reaching and concluding agreements, collective agreements and making joint decisions "

The definition of social partnership presented in the Law of the Altai Territory “On Social Partnership in the Altai Territory” is more concise and based on the designation of goals: “social partnership is a system of relations that ensures compliance with constitutional rights, achieving a balance of social and economic interests of workers, employers and the state” .

All regional laws enshrine the system of regional social partnership, the specifics of concluding agreements and collective agreements, and present the rights, obligations and responsibilities of the parties to the social partnership. Let us note that the regional laws indicate that the parties to the agreements are employees, employers, as well as executive authorities and local governments of a given region represented by their authorized representatives. In other words, in regional legislative acts, state authorities and local self-government are represented by a third party in social partnership, which generally corresponds to the paradigm of social development.

Social and labor relations are part of socio-economic relations, therefore the standards and norms of socio-economic relations inevitably leave their mark on social and labor relations. The evolution of socio-economic relations, which at a certain time prevailed in society, involves two ways of transforming social and labor relations: development within the same socio-economic relations and a radical change in social and labor relations, due to fundamental changes in national socio-economic relations .

Globalization

The term “globalization” arose in 1983 and in its original form denoted the process of merging markets for individual products produced by large and transnational corporations. In 1997, the International Monetary Fund's annual economic survey described globalization as "the growing interconnectedness of countries around the world, resulting from the increased volume and variety of transactions in cross-border goods and services, the movement of capital around the world, and the faster diffusion of technology." The defining phenomenon accompanying globalization should be the emergence of intra-industry competition beyond the borders of individual countries. Globalization contributes to the process of transformation of national production systems with the simultaneous destruction of country production complexes, which, in relation to social and labor relations, gives rise to the elimination of jobs and a violation of general stability in society. The driving forces of globalization "are spinning out of control, humiliating government, weakening trade unions and other civil society groups, and creating a sense of extreme vulnerability for individuals confronted with forces and decision-making processes over which government has no influence."

Taking into account global trends, when considering modern social and labor relations, the concept of CSR is given much more attention. A turning point in resolving the problem of balancing the aspirations of business and wider public interests, of which social and labor relations are part, was the Earth Summit of 1992, where the main issue was the search for ways to combine trends in globalization and the expanding influence of transnational corporations with the ever-increasing demands for increased standard of living on the part of workers of individual enterprises and the whole society.

The concept of social partnership has begun to fade into the background due to the fact that often the same employer owns production facilities and acts as one of the parties in labor relations in different countries and different industries. Under these conditions, a new concept of interaction between employers and employees and society was required. New social realities associated with the recognition of the priority of the human factor, the need to take into account the living and working conditions of all members of society, and not just employees of a certain enterprise, and the increasing value of the intellectual potential of citizens have become prerequisites for further improvement of the CSR concept.

The fact that CSR covers not only socio-economic and socio-labor relations is confirmed by the inclusion of environmental values among its priorities, and this indicates the growing role of society in the formation, coordination and regulation of relations between the economy and society.

Place of CSR in the system of modern social, labor and socio-economic relations lies in the form of one of the main elements of the mechanism of social protection of the employed population. The role of CSR in the regulation of social and labor relations consists of personnel development, health protection, creation of safe working conditions, implementation of social programs for enterprise employees and members of their families.

However, to say that CSR is becoming a new form of social and labor relations would be incorrect. CSR is a concept of the relationship between business and society, and business and society are two interdependent institutions. Rather, CSR and social-labor relations complement each other, enriching themselves through the development of each system of relations. Neither the concept of CSR nor the manifestation of new qualities of social and labor relations are possible separately. CSR and modern social and labor relations form a new system of socio-economic relations in society, in tune with the changes taking place in the world.

Social protection of the population

In modern economic literature there is no generally accepted definition of the category “social protection”, according to which one could provide an interpretation of the socio-economic content of the category “social protection of the employed population”. For example, in the Economic Encyclopedia edited by academician L.I. Abalkin, social protection is defined as “an important function of the state to ensure basic social human rights on the basis of international and national norms”2.

An overly general definition logically pushes us to consider the content of the definition of “social human rights”, as well as to clarify “international and national norms”, while the main role in ensuring social protection is assigned to the state, which, taking into account the size of the economically active population, is not entirely correct . The state, together with workers and employers, must take an equal part in the creation and development of a social protection system, especially for the employed population.

A too general definition of social protection is presented in the educational and methodological manual by V.P. Yudin “Social protection: concept, essence, boundaries”: “the activities of the state to ensure the development of the individual”3. Let us add that in this definition we are talking more about the development of the entire social sphere of society, including education, culture and art, physical education and sports, rather than about minimizing the negative impact of certain social factors, in case of which a social protection system is being developed.

Some leading experts in the field of social security provide their definitions of the category “social protection”, filling them with their own detailed view. Thus, N.M. Rimashevskaya believes that “social protection systems are actually mechanisms by which income from some “financing” groups of society (as a rule, especially active ones) is usually redistributed in favor of “receiving” subgroups, i.e. the sick, the elderly, the disabled, the unemployed, the poor.”

When considering this interpretation, in addition to the lack of specification of “donor groups,” the composition of “needy” subgroups may raise questions, which does not include able-bodied parents or guardians receiving child benefits, enterprise employees using preferential loans to improve housing conditions, various categories of government employees in whose performance of duties the state is no less interested than in ensuring full employment of the able-bodied population.

Let us present the definition of another leading specialist in the field of social protection of the population, V.D. Roica: “Social protection is a system of economic, social, legal, organizational, medical and technical measures to protect workers from unfavorable factors (social and professional risks) that worsen the quality of their working life, in order to protect the health, ability of workers, and their financial situation through the creation at enterprises, regions and the state of special mechanisms, funds, including insurance, and social protection institutions, in cases and on the conditions established by law and labor agreements.” In the definition of V.D. Roic we are talking about the social protection of the working population, that is, children, students, refugees, migrants who have suffered from natural or man-made disasters fall out of it. In addition, the “quality of working life of workers” is only one side of the social protection system, the other side is the social life of a person. The final part of the definition is positive, in which the mechanism of social protection of the working population is revealed.

The emphasis on the consequences of the implementation of social risks, traced in V.D. Roic, is also found in S.M. Berezin, who defines the socio-economic content of the category “social protection” as “a set of institutions and mechanisms designed to support and ensure an acceptable (established) ) standard of living of the population in the event of social risks.”

Let's consider the interpretations of the category “social protection” given by authoritative international organizations. Thus, the United Nations (UN) interprets social protection as follows: “Social protection in general refers to a set of public and private sector policies and programs implemented by society in connection with various unforeseen circumstances in order to compensate for the absence or significant reduction of income from work, providing assistance to families with children, as well as providing people with medical care and housing.” The ILO definition states that social protection is “the protection that a society provides to its members through a set of public measures against economic and social ills that result from the cessation or reduction of earnings as a result of illness, childbirth, industrial accidents, unemployment, disability, old age and death, providing medical care and providing subsidies to families with children.”

The UN interpretation includes a complex of social programs of both the state and the private sector, while in the ILO definition, the source of the development and implementation of social protection measures is named more broadly - society. The goals for which the social protection system is designed to function are of interest.

According to the UN, this is compensation for the absence or significant reduction in labor income, assistance to families with children, and provision of people with medical care and housing. The ILO believes that social protection, in addition to the purposes defined by the UN, is aimed at stopping or reducing earnings as a result of illness, childbirth, industrial accidents, unemployment, disability, old age and death. However, the ILO provides a list of social risks that can be insured, and the UN considers the goals of social protection more broadly, since, for example, the occurrence of housing problems cannot be insured.

Table 1.2 Classification of forms and types of social protection of the employed population by sources of financing

As can be seen from Table 1.2, the least studied and at the same time the most expensive area of social protection of the employed population are social programs of enterprises, consisting of corporate social insurance, corporate social programs, free corporate financing of activities in support of the surrounding community. In one form or another, enterprises also participate in the implementation of compulsory social insurance and individual social programs for employees. The special role inherent in economic systems in the implementation of social protection of workers served as the starting point for the formation of a new direction in the social protection system - corporate social responsibility.

Lecture No. 2. CSR, social and labor relations and social protection of the employed population

Submitting your good work to the knowledge base is easy. Use the form below

Students, graduate students, young scientists who use the knowledge base in their studies and work will be very grateful to you.

Posted on http://www.allbest.ru/

Introduction
3. Foreign concepts of CSR
Conclusion

Introduction

In the last few years, the concept of “corporate social responsibility” (hereinafter referred to as CSR) has been actively used among politicians and in the business environment; the business community has been developing CSR strategies, creating departments for its implementation, and entire research institutes have been opened in European countries to study this phenomenon. But, despite this, in the academic environment there is still no common understanding of what corporate social responsibility is, what its sources are, how and by whom the relations arising in connection with the new sphere of human relations are regulated.

It should be noted that the complexity in defining CSR stems from the multi-level nature of the basic component of the term - responsibility. The general meaning of the word “responsibility” is the obligation to answer for actions and actions, as well as their consequences. Liability also refers to the consequences for the subject in case of violation of established requirements. Based on the latter approach, according to the nature of the sanctions, responsibility is divided into legal, material, moral, etc. In most modern approaches, CSR is classified as an ethical category and is considered as a moral responsibility, which in turn implies a conscious and voluntary choice of the subject of this responsibility. Despite many differences in the definitions of the concept of CSR, these principles are embedded in most of them.

1. Concept and main characteristics of corporate social responsibility

All types of responsibility are manifested not only in the internal organization of management, but also in the relationship between the organization and society, which are of great importance in the development of both.

In modern conditions, the social responsibility of a corporation plays a decisive role. With the development of production, the scientific and technical process, and the urbanization of life, new, extremely complex problems arise and become aggravated: environmental, socio-economic, technical, information, etc. The future of civilization depends on a comprehensive solution to these problems. But their solution is largely determined by the activities of modern corporations, their responsibility to society and the future. This is why the issue of corporate social responsibility is becoming a central management issue today.

Corporate social responsibility (CSR) is the implementation of the interests of a company (corporation) by ensuring the social development of its staff and the company’s active participation in the development of society.

The concept of CSR includes:

responsibility of the organization to partners;

social aspects of interaction with suppliers and buyers of products and services;

corporate development - carrying out restructuring and organizational changes with the participation of representatives of the company's top management, personnel and public organizations;

health and safety of personnel in the workplace;

responsible policy towards employees, personnel development management;

environmental responsibility, environmental policy and use of natural resources;

interaction with local authorities, government agencies and public organizations to solve common social problems;

the organization's responsibility to society as a whole.

Corporate social responsibility, unlike legal responsibility, implies a certain level of voluntary desire to allocate financial and material resources to solve social problems on the part of the organization's management.

In Russian management there is an increasing number of participants who believe that social responsibility to their own staff and to society is not something exceptional, generated only by special circumstances, but a norm arising from the very essence of the organization’s activities.

The objects of CSR are: ecology, demography, safety, health, education, culture, science, information, recreation. These areas of human development need support from business, primarily economic support, as well as political and organizational support.

To build a system of responsibility, taking into account its diversity, it is necessary to know the characteristics of responsibility in their entirety and scope.

Responsibility has the following characteristics:

1. Typological belonging responsibility - manifests itself in a combination of different types, and not just one of the above.

2. Measure responsibility - reflects the degree of censure, reward, force of punishment or approval of work results. Here it is necessary to keep in mind that responsibility in management acts not only as a deterrent or limitation factor, but also as a motivating factor. The effectiveness of these facts is determined by both the type and degree of responsibility.

3. Targeting - who is responsible and who should take it into account.

4. Organizational form implementation- is enshrined in regulations, instructions, agreements, contracts, etc.

5. Conditional character - can operate under certain conditions established in advance.

6. Source implementation. For the internal organization of activities, this is the level of the management system, in accordance with the distribution of powers. For external relations - organizations specified in the contract or agreement, as well as government regulatory authorities.

7. Temporary characteristics. There is always a time for its onset and implementation. Moreover, responsibility can change over time - weaken or worsen. This can happen when the situation, conditions, needs, and organizational provisions change.

2. External and internal sources of corporate social responsibility

Sources of CSR - those forces that dictate to corporations and managers the corresponding duties of responsible behavior.

External sources CSR- these are the forces that dictate responsible business behavior, which are caused by an unspoken agreement existing in society that harmonizes business behavior with the goals and values of the entire society.

External CSR is a responsibility arising from the activities of an organization that have consequences for the surrounding external environment. Mandatory external responsibility includes the need for an organization to answer to society for the quality of the goods and services it supplies; harm caused to the natural environment by the action/inaction of the organization; results of influence on the political, economic, social spheres (in this case we mean attempts to create monopolies, corporate collusion, the creation of laws lobbying the interests of the minority), etc. Voluntary external responsibility should include responsibilities undertaken by the organization to participate in charitable activities, sponsorship, and actions to protect the natural environment that are not directly related to the activities of the organization, supporting the population in crisis and emergency situations.

Domestic sources CSR- responsibility caused by the existing real power of the businessman.

Internal CSR includes the responsibility of an organization in the field of labor and social-labor relations. Labor relations are relations between an employer and an employee that arose as a result of an agreement between them to perform certain work by the latter, fixed in an employment contract. Social and labor relations are relations between an employee and an employer aimed at ensuring a high quality of working life. Based on these definitions, mandatory internal responsibility is associated with compliance with labor laws, development of the organization’s human potential through personnel training, health insurance, etc. Voluntary internal responsibility includes concern for the psychophysiological health of employees, expressed in building harmonious relationships in the team, assistance in resolving internal conflicts, providing additional opportunities for employees to maintain good physical shape, etc.

Developing the ideas of social responsibility of business, various economists give different interpretations of the sources of CSR, dictating the obligations of responsible behavior:

1. market forces;

2. political processes;

3. complex - external (dictated by the business institution) and internal (dictated by the real social power of the businessman).

3. Foreign concepts of CSR

The concept of CSR in terms of social protection of workers is based on several models of social and labor relations or interaction between government bodies, employers and trade unions as representatives of workers. In different countries, the concept of social partnership varies in the degree of participation of trade unions in labor relations at specific enterprises, in the characteristics of the representation of employees in negotiation processes, and in the political orientation of social partnership systems. The three most widely known models of social partnership have had a significant impact on the formation of the CSR system.

First model, characteristic For countries Northern Europe ( Belgium, the Netherlands, Norway, Finland, Sweden), involves the active participation of the state in the regulation of social and labor relations, which occurs at three levels: national, sectoral and at the level of an individual enterprise.

Second model, used mainly in the USA, Canada, Japan, Latin American countries, as well as English-speaking African countries, it is characterized by the regulation of social and labor relations at the enterprise level, and to a much lesser extent at the industry or regional level. The influence of the state is carried out through the adoption of legislative and regulatory acts, recommendations and requirements. In the countries of North America, associations of entrepreneurs prefer not to interfere in the process of social and labor relations at the enterprise, but actively participate in legislative and political activities.

corporate social responsibility

Third model, widespread in Central European countries ( Austria, Germany, France) and, partly in Great Britain, is a combination of the two previous models, which are, as it were, extremes for the Central European design. For example, according to the German concept of social market economy, the founder of which was L. Erhard, the state intervenes in social and labor relations, but at the same time entrepreneurs and trade unions retain autonomy.

Based on the results of examining CSR concepts in different countries, the following can be noted.

IN Europe CSR is regulated by law, and significant attention is paid to the ethical responsibility of corporations to society. The dominant area of CSR in the field of social protection of the employed population is the fight against unemployment: reducing staff turnover, creating new jobs, and implementing regional social business projects. State authorities and local governments play an active role in the process of CSR development.

IN USA social protection of the employed population is interpreted more broadly, as part of the overall system of social protection of the country's population. However, leading American corporations - unlike Europe, initiators of CSR activities - prefer targeted social support to philanthropic participation in charitable foundations. In a number of cases, CSR is implemented through charitable foundations, which are now increasingly influencing the social programs of large corporations.

IN Canada, where the concept of CSR is in many ways similar to the American one, in addition to general measures for social protection of the population, programs for quality excellence and a healthy workplace are being implemented. The list of measures covers the areas of combating industrial injuries and occupational diseases, protecting the health of the working population, combating unemployment by reducing staff turnover at a particular enterprise.

Conclusion

The use of corporate social responsibility in the activities of organizations contributes to sustainable development and makes it possible to strengthen competitive positions in the market through the formation of an internal and external favorable business reputation.

Generalization of the theoretical background of CSR and clarification of the fundamentals of social protection for workers led to the following conclusions.

Corporate social responsibility - This is a system of voluntary relationships between employees, employers and society, aimed at improving social and labor relations, maintaining social stability in the workforce and the surrounding community, and developing social and environmental activities at the national and international levels.

CSR And modern social and labor relationship form a new system of socio-economic relations in society, in tune with the changes taking place in the world.

Necessity implementation CSR in Russian economic practice is due to a decrease in the economic activity of the population of working age, the aging of the economically active population, the stagnant nature of unemployment, and a decrease in social guarantees declared by the state.

List of used literature

1. Corporate social responsibility: managerial aspect / edited by. Ed.D. e. Sc., Prof. I.Yu. Belyaeva, D.E. Sc., prof. M.A. Eskindarova. M.: KNORUS, 2014.

2. Krichevsky N.A. Corporate social responsibility / N.A. Krichevsky, S.F. Goncharov. M.: Dashkov and K., 2012.

3. Turkin S.V. Social investments of business. A manual for managers. M., 2013.

4. N.V. Baksha, A.A. Danilyuk Corporate social responsibility: a textbook. Tyumen: Tyumen State University Publishing House, 2012.

5. Vnesheconombank Corporate social responsibility (New business philosophy): textbook, Moscow, 2011.

6. Corporate management: textbook, I.I. Mazur et al. M.: Omega-L, 2012.

7. Society and politics, 2015.

8. Social responsibility of the company: practical benefits for business. M., 2015.

9. Tulchinsky G.L. Business in Russia. The problem of social recognition and respect, 2016.

10. Yakimets V.N. Social investments of Russian business: mechanisms, examples, problems, prospects. M., 2014.

Posted on Allbest.ru

...

Socially responsible behavior of employees

It is not the place that makes the man, but the man the place! – said the man, arriving in the desert region. And he built a temple. And from then on the place began to paint a person.

And to be more precise – his soul .

The responsibility imposed on the employee by group, corporate, local official duties is presented as accountability, or “the need, the obligation to give someone an account of one’s actions and actions.” Such liability is limited by regulatory systems. However, the employee may be held accountable above these systems. For example, when he is selflessly proactive, approaches his work creatively, voluntarily takes on the role of a leader, does charity work, etc. In these cases, they talk about the social responsibility of the employee. This is understood as “the moral and behavioral attitude of an individual, group or social layer, based on awareness and consideration of the possibility of negative consequences of one’s actions for other people and groups (both the immediate environment and the wider environment), the desire and willingness to avoid such consequences.”

The main characteristic of social responsibility is its voluntariness. The employee accepts it independently as a personal and universal duty. Realizing his own obligation, he makes additional demands on himself and/or imposes additional restrictions on himself in the absence of obvious external coercion. However, the absence of this coercion does not mean its absence at all. Moral coercion always operates in society, for example, in the form of affirming virtue in spite of fear, pleasure, benefit, glory.

Workers perceive the value of social responsibility in different ways. They can realize this value as an individual or as representatives of a profession, company, community, etc. Therefore, in analytical assessments of their behavior, it is important to be able to recognize the types of social responsibility (Table 22.1).

Table 22.1

Main types of social responsibility of employees

Sign of difference	Types of social responsibility
Subject of the report	Before your conscience, society, country, company, work colleagues, product consumers, family, yourself, future generations
	Consequences of the company’s activities, labor results, relationships, ecology, people in need of help, state of one’s own soul
	Political activity, organizational citizenship, social partnership, professional excellence, leadership, creativity, volunteering, material and moral support for loved ones, charity, sympathy for the suffering, participation in social programs, repentance, prayer
Manifestation	Faith, hard work, discipline, initiative, creativity, integrity, morality, justice, honesty, restraint of character, loyalty to the corporation, love for people, mercy, moderation in consumption of goods
Meaning	Civil, moral, spiritual, professional qualities
Carrying method	Additional requirements and self-limitations

Some workers perceive social responsibility as conscious self-sacrifice, while others perceive it as self-presentation in society through involvement in social discipline. In the first case, the motivation for voluntary responsibility is to obtain the harvest of the fruits of spiritual growth, and in the second - in the autonomy of the personality of a disciplined person, his independence from “harsh” norms, rules, and sanctions. In both cases, the actions of socially responsible workers have moral meaning, however, provided that the person is confident in the correctness of his behavior.

The content and forms of social responsibility often change with a person’s age as he becomes aware of the values and meaning of life. Employees can realize their sense of social responsibility in various subject areas. They are responsible for planning personal development, the formation and implementation of leadership qualities, emotional and social intelligence, a creative attitude to work, etc.

An employee’s social responsibility can have not only qualitative, specific, characteristics, but also quantitative ones. For example, its importance as a professional quality is greater, the wider the circle of people whose physical and moral well-being depends on the quality of the employee’s work activity.

The need for responsibility is generated by awareness of action and free will (choice). Therefore, responsibility, awareness and freedom are related concepts. Consciousness manifests itself in a person’s assessment of himself and his actions, and freedom indicates the opportunity to act in a conscious direction. The interrelations of the three categories follow from the following relationship: the measure of a person’s responsibility is determined by the measure of his freedom and the degree of awareness of his behavior (Fig. 22.1).

With a high degree of consciousness and a wide framework of human freedom, his social responsibility increases. With a low degree of consciousness and a wide framework of human freedom, his social responsibility decreases. When freedom is limited, consciousness can fade or protest, and social responsibility can decrease or grow exaggeratedly to the level of the struggle for the liberation of humanity. At a low level of consciousness, restriction of freedom is ethically justified.

The level of correlation between consciousness, freedom and social responsibility of an employee affects the quality of his life, which is manifested in the awakening of his interests in a new way of life and changes in behavior, attitude towards work and people around him. A satisfactory quality of life is characterized by harmony in social and labor relations and employee behavior. Such harmony occurs with a certain balance in the specified ratio, which can be achieved at different levels of personality development. The highest quality of life, characterized by the priority of ethical and spiritual needs, is available

a spiritually free and responsible person, whose consciousness is inspired by the acquisition of higher values and virtues. Improving the quality of life of employees and implementing its wise philosophy are facilitated by systems for regulating their socially responsible behavior.

Independent work

Construct logical constructions of judgments about the influence of the factors indicated in Fig. 22.1, on the level of the ratio of consciousness, freedom and social responsibility of workers, as well as on their quality of life.

Book of Solomon's Proverbs // Bible. Books of the Holy Scriptures of the Old and New Testaments. M.: Biblical Societies, 1995. Pr. 16. Art. 15. P. 606.
Monk Barnabas (Sanin). Retribution. Decree. Op. P. 172.
Personnel management. Encyclopedia / ed. prof. A. Ya. Kibanova. M.: INFRA-M, 2009. P. 290.
Right there. P. 414.
Guseinov A. A., Apresyan R. G. Ethics: textbook. M.: Gardariki, 2000. P. 259, 278.
The classification of types of social responsibility of employees was proposed by N.V. Rodionova.
Emotional intelligence is a person's knowledge of what he feels and his ability to manage these feelings without letting them overwhelm [the soul]; the ability to motivate oneself to perform creative work at the highest level; understanding how others feel and managing relationships effectively. Social intelligence is the ability to understand the emotional nature of other people and the ability to take into account their emotional reactions. These abilities and skills include competencies such as empathy, the ability to cultivate and support talented people, the ability to embrace other cultures, appreciate diversity, and be customer-focused. (

Labor practices include an organization's responsibility for work performed on its behalf by others, including subcontracted work.

Labor practices include:

Issues of hiring and promoting workers [in positions];

Disciplinary and dispute resolution procedures;

Transfer or relocation of workers to other places;

Termination of an employment contract;

Training and skills development;

Occupational safety, workplace safety and occupational health;

As well as any policies or practices that affect working conditions, such as working hours and pay.

Labor practices also include the recognition of workers' associations and their representation and the participation of both workers and employing organizations in collective bargaining, social dialogue and tripartite consultation to resolve social problems related to employment.

Labor Practices Issue 1: Hiring and Labor Relations

Purpose of the work: know international recruitment requirements and standards

labor relations

Description of the problem

The importance of employment for personal development is recognized throughout the world. As an employer, the organization contributes to one of the most widely recognized goals of society, namely improving living standards through full and secure employment and decent work.

Each country has developed legislation regulating the relationship between employer and employee. Although the specific tests and criteria for determining whether an employment relationship exists or not varies from country to country, the fact that the powers of the parties to an [employment] contract are not the same and that workers therefore require additional protection is universally accepted and forms the basis of labor law.

The employment relationship gives rights and imposes responsibilities on both the employer and the employee in the interests of both the organization and society.

Not all work is performed within the framework of an employment relationship. Work and services are also performed by men and women who are self-employed; in such situations the parties are treated as independent and have a rather equal commercial relationship.

The distinction between employment and commercial relationships is not always clear and is sometimes misinterpreted, with the result that workers do not always receive the protections and rights that they are properly entitled to receive. It is important for both society and those carrying out the work that an adequate legislative and institutional framework is recognized and applied.

Whether work is performed under an employment contract or a commercial contract, all parties to the contract have the right to know and understand their rights and responsibilities, and to have adequate means to resolve situations where the terms of the contract are not met.

In this context, work is understood as work performed for remuneration and does not take into account voluntary unpaid work. However, the policies and measures that all organizations should take to ensure and meet their obligations on issues such as legal responsibility and proper conduct must also be considered when voluntary unpaid labor is used.

The organization should:

Ensure that work is performed by men and women who have official status as workers or individual entrepreneurs;

Do not seek to avoid the obligations imposed by law on the employer by disguising a relationship that would otherwise be recognized by law as an employment relationship;

Recognize the importance of job security for both individual workers and society as a whole. Use active workforce planning to avoid irregular provision of work or overuse of temporary work, unless the nature of the work is short-term or seasonal;

Provide advance notice, inform promptly and discuss with workers' representatives, if any, how the negative impact of changes to its operations, such as closures affecting employment, can be mitigated to the maximum extent possible.

Ensure equal opportunity for all workers and not discriminate, directly or indirectly, in any of its labor practices, including on the basis of race, color, sex, age, nationality or nationality, ethnic or social origin, caste, marital status, sexual orientation, disability, health conditions such as HIV/AIDS status, or political preferences;

Eliminate the [practice] of dismissing workers without reason or on discriminatory grounds, if any.

Protect personal data and confidentiality of employees;

Take steps to ensure that work is contracted or subcontracted only to organizations that are officially recognized or otherwise have the ability and willingness to accept the responsibilities of an employer and provide decent working conditions. An organization should only use labor market intermediaries that are officially recognized and in cases where the legal rights of the performers of the work are assigned to them as part of other agreements on the performance of the work.

Do not take advantage of unfair, exploitative or abusive labor practices of their partners, suppliers or subcontractors. An organization should make reasonable efforts to assist organizations within its sphere of influence in pursuing responsible labor practices, recognizing that a high level of influence is likely to correspond to a high level of responsibility for exercising that influence. Depending on the situation and impact, reasonable efforts may include imposing contractual obligations on suppliers and subcontractors; carrying out unannounced visits and inspections; and applying due diligence in the supervision of contractors and intermediaries.

If suppliers and subcontractors are required to comply with a code of labor practices, such code must be consistent with the Universal Declaration of Human Rights and

principles underlying relevant ILO labor standards

When operating internationally, strive to increase the level of employment, professional development and career advancement of citizens of the country where the activity is carried out. This also includes, where appropriate, the use of local businesses as suppliers and distributors.

Literature and materials based on which

work being done (problem 1)

1. ISO 10002 "Quality management. Customer satisfaction. Guidelines for handling complaints in organizations"

2. International Labor Organization (ILO): ILO Declaration on Social Justice for a Fair Globalization, 2008.

3. International Labor Organization (ILO): Private Employment Agencies Recommendation, 1997 (No. 188)

4. International Labor Organization (ILO): ILO Constitution (including the Declaration of Philadelphia), 1944.

5. International Labor Organization (ILO): ILO Declaration on Fundamental Principles and Rights at Work and its Implementation, 1998.

6. International Labor Organization (ILO): Tripartite Declaration of Principles Concerning Multinational Enterprises and Social Policy. Third edition, 2001

7. International Labor Organization (ILO): Indigenous Peoples Convention, 1989.

8. International Labor Organization (ILO): Security of Wages Convention, 1949

9. International Labor Organization (ILO): Termination of Employment Convention, 1982 (No. 158)

10. International Labor Organization (ILO): Termination of Employment Relations Recommendation, 1982 (No. 166)

1. Make a table

reflecting the content of international employment requirements and labor relations standards