Corporate Social Responsibility and Human Rights Essay

This brings me to the system theory. A system has incorporate p wile that depend on each other to develop the mutual goal, which is a successful aggregate. The interrelated parts atomic number 18 the surround, the processes, and the outcomes. Each component needs the support of the other to keep the common goal. accord to Bloom the system theory is, A set of interrelated parts that is characterized by the interdependence of its parts and it differentiation from its environment, a complex net effect of social relationships, and its own unique culture. (Bloom, 2005, p. ) The environment is a emerge where input is implemented. When I think of a childcare center environment I think of children and how they develop. I think of the atmosphere, the setting, and the conditions that butt joint spark the chil ds analytical thinking abilities. But that is just the intrinsic environment. The external environments consist of the parents, sponsoring agencies, local communities, legislati ve bodies, and the professional communities / teachers. The external environment places constraints and demands on the center. (Bloom, 2005) The external environment is the input and processing stage.This is a collaboration of people and agencies that come up with strategies to support the development of the center. The centers that impart sponsors fork out money and agencies that develop supportive programs such as art, literacy, and technology. Columbia College sponsors the center that I work for. The center used the money Columbia gave them to developed a program for the teachers to learn the importance of art and how a person grass utilize art throughout the day. Parents, sponsoring agencies, local communities, legislative bodies, and the professional communities / teachers are big factors on the input and processing stage.Parents may demand that the students have more free chat up and outdoor play. The sponsoring agencies might require more outcome data. The local communi ties may ask the center to wear the students from writing on the ground with chalk. The Legislative bodies may require the students to take shorter naps for more gross push back activities. The professional communities may ask for better wages for their degrees. (Bloom, 2005, p. 6) After the inputs of complaints or suggestions the pick offr needs to expression and process how to develop a plan of march.Getting feedback from the sources that asked for the changes is essential. After developing a plan of action the director can stand back and observe if the changes are working or not. This system allows the director to process the changes, implement the changes, and revise the changes if needed to prefect the change. The outcome process is very important because it could either recidivate or sail a center. If the changes in the program are not supported by staff, and parents this may become a problem that causes low enrollment, and staff turnovers. I am experiencing these proble matic issues at the center I work for.Four years ago the center hired a new director. During the foursome years she has made lots of changes. She changed classroom teacher aggroups. She closed classrooms that were bringing in the students. She put teachers in infant classrooms when they did not want to work with babies. Recently she enforced closed campus lunch. No one can go out for lunch. You have to order your lunch or bring your lunch from home. She stated that it was mandated by the state. She gave all the teachers the head-start licensing standards that stated the teacher child ratio.It said nothing about our lunch hour. We also have low enrollment. Parents are complaining about teachers morale and the directors attitude. How you implement change can affect the outcome and cause staff and parents to be disgruntle. As Bloom stated, Problems can arise when directors and boards neediness adequate data and bas decisions about outcomes on inference. (Bloom, 2005, p. 16) My direc tor did not collaborate with her environment. She is an autocratic leader. She is a dictator. She does not give anyone an opportunity to be involved with the decision making process.As it stated in the term Leadership Styles, autocratic leaders are extremely controlling and paternalistic, where leaders have complete billet over their staff. Staff and team members have little opportunities to make suggestions, even if these would be in the teams or the organizations best interest. (Tools) If my director managed the center in a mountain oriented/relation oriented approach I believe the center would not be I such a crisis. People oriented/relation oriented approach leaders are exclusively focused on organizing, supporting, and developing the people on their teams.They treat everyone on the team equally. Theyre warm and approachable. They pay attention to the welfare of everyone in the group, and they make themselves available whenever team members need help or advice. (Tools) Dire ctors need to be mindful of how they lead. A director needs s to know how to coach, mentor and manage the staff. Dictating is not he way to lead. If my director collaborated with the staff, parents, and the community I believe the outcome would be different. coaching job and mentoring is not telling a person what to do.