Yritysten sosiaalisen vastuun tarkastelua vuosina 2000 ja 2006/Corporate Social Responsibility year 2000 and 2006

Tutkimuksen tarkoitus on selvittää, miten yritysten ajattelutapa sosiaalisesta vastuusta on muuttunut vuodesta 2000 vuoteen 2006. Lisäksi vastataan kysymyksiin, mistä osa-alueista sosiaalinen vastuu muodostuu, miten kirjoittelu sosiaalisesta vastuusta on muuttunut määrällisesti ja sisällöllisesti. Tutkimus on luonteeltaan laadullinen ja analyysimenetelmänä on käytetty diskurssianalyysiä. Tutkimusaineisto koostuu johtavien talousalan lehtien Talouselämä ja Kauppalehden artikkeleista vuosilta 2000 ja 2006. Artikkeleista saatua tietoa peilataan teoriatietoon ja näin pyritään hahmottamaan tutkimuksen tulokset. Tutkimuksen tulokset osoittavat, että vuonna 2000 lehdet ovat kirjoittaneet jonkin verran enemmän sosiaalisesta vastuusta kuin vuonna 2006. Molempina vuosina sijoittavat arvostavat vastuullista toimintaa. Yrityksen arvot ovat usein määritelty ”ylhäältä-alas”. Työntekijöiden pahoinvointi on lisääntynyt entisestään vuodesta 2000 vuoteen 2006. Syynä tähän kirjoitusten mukaan ovat esimerkiksi huono johtaminen ja työtehtävien organisointi. Sosiaalisen vastuun mittaaminen on hankalaa ja ikääntyviä työntekijöitä yritetään pitää yrityksissä mahdollisimman pitkään. Tulospalkkausjärjestelmät ovat käytössä muutamassa yrityksessä. Työn, perheen ja vapaa-ajan sovittaminen yhteen on vuodesta 2000 muuttunut entistäkin tärkeämmäksi vuonna 2006. Lopputulos on, että sosiaalisen vastuun kanto on huonontunut vuodesta 2000 vuoteen 2006.

Corporate governancen raportointi, case Osuuskauppa Hämeenmaa

Tämän tutkielman tarkoitus oli tutkia corporate governancen raportointia suomalaisen normiston mukaan. Suositus listayhtiöiden hallinnointi- ja ohjausjärjestelmästä (corporate governance) tuli voimaan vuonna 2004, ja se on tarkoitettu Helsingin Pörssissä listattujen yhtiöiden noudatettavaksi. Listaamattomien yhtiöiden hallinnoinnin kehittämisestä (corporate governance) Keskuskauppakamari julkaisi vuonna 2006 asialuettelon. Laajasti omistetut osuuskunnat Keskuskauppakamari huomioi vuonna 2006 erillisessä kannanotossa, jonka mukaan laajasti omistettujen osuuskuntien tulisi noudattaa nykyistä listayhtiöille annettua suositusta siltä osin, kuin se on mahdollista. Tutkielman teoreettinen viitekehys käsittelee corporate governancen ja sen raportoinnin taustateorioita sekä corporate governancen suomalaista normistoa. Corporate governanen ja sen raportoinnin taustateorioita ovat tässä tutkimuksessa agenttiteoria, stewardship - teoria, stakeholder -teoria, legitimacy -teoria ja transaktiokustannusteoria. Corporate governancen raportointia käytännössä on tutkittu benchmarking-tutkimuksen avulla. Tutkielman empiirisen osan case-tutkimus on tehty Osuuskauppa Hämeenmaassa. Case-tutkimuksen tavoitteena oli löytää kohdeyrityksen corporate governancen raportoinnista kehityskohteita. Tutkimuksen tuloksissa näkyy corporate governancen raportoinnin vapaaehtoisuus sekä osuuskuntamuotoisen yrityksen erityispiirteet.

Cross-Cultural Communication in Oncology: Challenges and Training Interests.

PURPOSE/OBJECTIVES: To survey oncology nurses and oncologists about difficulties in taking care of culturally and linguistically diverse patients and about interests in cross-cultural training.
. DESIGN: Descriptive, cross-sectional.
. SETTING: Web-based survey.
. SAMPLE: 108 oncology nurses and 44 oncologists. 
. METHODS: 31-item questionnaire derived from preexisting surveys in the United States and Switzerland.
. MAIN RESEARCH VARIABLES: Self-rated difficulties in taking care of culturally and linguistically diverse patients and self-rated interests in cross-cultural training.
. FINDINGS: All respondents reported communication difficulties in encounters with culturally and linguistically diverse patients. Respondents considered the absence of written materials in other languages, absence of a shared common language with patients, and sensitive subjects (e.g., end of life, sexuality) to be particularly problematic. Respondents also expressed a high level of interest in all aspects of cross-cultural training (task-oriented skills, background knowledge, reflexivity, and attitudes). Nurses perceived several difficulties related to care of migrants as more problematic than physicians did and were more interested in all aspects of cross-cultural training. 
. CONCLUSIONS: The need for cross-cultural training is high among oncology clinicians, particularly among nurses.
. IMPLICATIONS FOR NURSING: The results reported in the current study may help nurses in decision-making positions and educators in introducing elements of cross-cultural education into oncology curricula for nurses. Cross-cultural training should be offered to oncology nurses.

Corporate Social and Regional Responsibility - The View of Small and Medium-sized Enterprises

The objective of this research was to understand and describe what corpo-rate social and regional responsibility is in SMEs and define the meaning of these concepts to the community and region. Corporate social respon-sibility (CSR) creates a basis for regional responsibility. Regional respon-sibility is a new concept and this research examines it from SMEs’ view-point. This is a theoretical research and the aim is to create a theoretical framework of SMEs’ corporate social and regional responsibility. This framework supports the future research on the subject. The research results show that CSR of SMEs is practical, informal and dependent on the scarce resources of SMEs. CSR is a complex and deep concept and SMEs have their own way of interpreting it. It can be stated that CSR-practises in SMEs are closely connected to employment, envi-ronment, community and supply chain. The challenge is to find motivation to socially and regionally responsible behaviour in SMEs. Benefiting from responsible behaviour and the attitude of SME’s owner-manager are the key reasons for SMEs to involve in CSR and regional responsibility. The benefits of this involvement are for example improved image, reputation and market position. CSR can also be used in SMEs as risk management tool and in cost reduction. This study indicates also that creation of strate-gic partnerships, local government participation, a proper legal system and financial support are the basic issues which support CSR of SMEs. This research showed that regional responsibility of SMEs includes active participation in regional strategy processes, L&RED initiatives and regional philanthropy. For SMEs regional responsibility means good relationships with the community and other related stakeholders, involvement in L&RED initiatives and acting responsibly towards the operating environment. In SMEs’ case this means that they need to understand the benefits of this kind of involvement in order to take action and participate. As regional responsibility includes the relationships between firm and the community, it can be stated that regional responsibility extends CSR’s view of stakeholders and emphasises both, the regional stakeholders and public-private partnerships. Community engagement and responsible be-haviour towards community can be seen as a part of SMEs’ social and regional responsibility. This study indicates that social and regional re-sponsibility of SMEs have a significant influence on the community and region where they are located. Better local and regional relationships with regional and community actors are the positive impacts of social and re-gional responsibility of SMEs. Socially and regionally responsible behav-iour creates a more positive environment and deepens the involvement of SMEs to community and L&RED initiatives.

Customer-Related Internal Communication in a Global Matrix Organization

The objective of the thesis was to explore the nature and characteristics of customer-related internal communication in a global industrial matrix organization during a specific customer relationship, and how it could be improved. The theoretical part of the study views the field of the concepts of intra-organizational information and knowledge sharing. The theoretical part also views the internal communications influences to customer relationships, its problematic, and the suggestions to improve internal communication in literature. The empirical part of the study was conducted with the Content Analysis and the Social Network Analysis as research methods. The data was collected by interviews and a questionnaire. Internal communication was observed first generally within the organization from the point of view of a certain business, and secondly, during a specific customer relationship at personal level and at departmental level. The results of the study describe the nature and characteristics of internal communication in the organization. The results give 13 suggestions for improving internal communication in the organization. Although the study has been done in one specific organization, it also offers insights for other organizations as well as managers to improve their internal communication.

Stratégies de communication au service de la formation: quelques outils pratiques [Effective communication strategies to frame the trainer-trainee dialogue in the clinical setting].

Communication between trainer and trainee plays a central role in teaching and learning in the clinical environment. There are various strategies to frame the dialogue between trainee and trainer. These strategies allow trainers to be more effective in their supervision, which is important in our busy clinical environment. Communication strategies are well adapted to both in- and out-patient settings, to both under- and postgraduate contexts. This article presents three strategies that we think are particularly useful. They are meant to give feedback, to ask questions and to present a case.

Gestion et communication de l'information en surveillance biologique. Une approche éthique et interdisciplinaire [Biomonitoring information management and communication: an ethical and interdisciplinary perspective]

This study explores biomonitoring communication with workers exposed to risks. Using a qualitative approach, semi-directive interviews were performed. Results show that occupational physicians and workers share some perceptions, but also point out communication gaps. Consequently, informed consent is not guaranteed. This article proposes some recommendations for occupational physicians' practices.

Communication skills in diagnostic pathology.

Communication is an essential element of good medical practice also in pathology. In contrast to technical or diagnostic skills, communication skills are not easy to define, teach, or assess. Rules almost do not exist. In this paper, which has a rather personal character and cannot be taken as a set of guidelines, important aspects of communication in pathology are explored. This includes what should be communicated to the pathologist on the pathology request form, communication between pathologists during internal (interpathologist) consultation, communication around frozen section diagnoses, modalities of communication of a final diagnosis, with whom and how critical and unexpected findings should be communicated, (in-)adequate routes of communication for pathology diagnoses, who will (or might) receive pathology reports, and what should be communicated and how in case of an error or a technical problem. An earlier more formal description of what the responsibilities are of a pathologist as communicator and as collaborator in a medical team is added in separate tables. The intention of the paper is to stimulate reflection and discussion rather than to formulate strict rules.