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According to Manager 3: “All the company’s actions are turned to social responsibility and sustainable regional development reflecting the values of the system of management of the Alcoa '.

In overall, the managers’ responses shows that Alcoa develops a series of programmes that encourage employees in voluntary actions. Manager 4 also cites the program Bravo! which Alcoa Pocos de Caldas was the unit that had the largest participation (73%). All this information is also in accordance to what the company current publishes in its website: “Some 3,300 employees of Alcoa in Brazil (53% of all staff) were involved with volunteer activities in 2008, via the Bravo! program. Around 167, 400 hours were dedicated to entities. The company has already donated R$ 1.9 million to more than 390 institutions in various states.”

Reinforcing the manager’s statement, Alcoa’s Corporate Social Responsibility volunteer actions were also subject of an entire television’s program at TV Cultura channel called Social Balance. The program shows Alcoa’s Social Responsibility action in a state school in Sao Paulo, including volunteer activities of Alcoa’s engineers, buyers and admiringly Alcoa’s ex-employees 

However, Manager 1 criticizes the company’s training programs in CSR in some cases. He says: “Alcoa is a great company, very respectful, but sometimes the company’s training programs occur so often that makes difficult the development of our work. We definitely learn, on the other hand, our sectors responsibilities sometimes are compromised.”

How much has Alcoa Inc. developed knowledge towards CSR? (Shahin and Zairi, 2007)

Manager 1 repeat himself saying that, in relation to the employees, whereas the company has a bunch of different training programs it can also compromise some sectors as not every employee needs to be trained in all aspects.

The company, though reinforces its commitment to social responsibility and sustainable development encouraging employees to interpret those meanings not only in a professional level but in a personal level too, which shows exactly the company’s corporate culture towards social responsibility and sustainable development; where norms, regulations and values are drawn along the years, guiding their employees and creating its culture, and where the founder has a crucial position, being the one who first underlie most of the organization’s ethics code.

As argued by Schneider and Barsoux, (2003; 292) “Many Western business schools preach profit maximization as the ultimate goals to be achieved. They promote the idea that firms exist in order to provide benefits to shareholders, or to reduce transaction costs. These notions reflect underlying assumptions of organizations as instrumental, and of managers as ‘rational economic’ actors, driven by self-interest (individualism).”

In contrast, to this idea, “… firms exist to promote the well-being of society (social responsibility) reflects assumptions of organizations as systems o本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。