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Protecting Your Corporate Image Through Altruistic Giving

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Americans are some of the most giving people in the world. The good nature of people in organizations regularly push for corporate donations to help those less fortunate. According to National Philanthropic Trust American corporations donate a whopping $16.76 annually with over 62% saying they are “giving back to the community” ( 1 ).  Altruistic corporate giving enhances the image of your company while helping the community. Corporate philanthropy offers great benefits beyond developing a stronger public image. It can provide tax incentives, stronger labor pools, higher community relations in addition to image development (Syverson, 2006). The corporate strategy should try and maximize the benefits of giving for special causes and ensure the biggest bang for the corporate buck.  Despite its benefits corporate giving can cause a backlash on the company if the entire process is seen as self-seeking (Kota, et. al. 2014). If the public views the purpose of the giving proces

Altruism as an Enhancement to Leadership

Leadership is something of interest to businesses administrators, students and politicians. Leadership is often defined using   both its results as well as its traits. Recently, altruism has garnered greater interest among researchers as an additional trait of inclusion in high performance leaders. New research helps to understand what connection altruism has with networking, interpersonal influence, effectiveness and success. Leadership ability often comes from the social capital built within greater networks. Nothing great can be done alone. These networks are described as a purposeful focus on how a person is perceived in relationships (Luthans, et. al, 1988). It is this perception of self that creates positive affectivity by balancing the leader’s personal image with that of others. If you don’t have an understanding of how people are perceiving you it will be impossible to enhance that impression. The researchers further move on to argue that performance, satisfaction