Corporate Social Responsibility and Human Rights Essay

This brings me to the system theory. A system has incorporate parts that depend on each other to develop the mutual goal, which is a successful essence. The interconnected parts be the milieu, the bear ones, and the exits. Each component needs the support of the other to keep the common goal. According to Bloom the system theory is, A set of interrelated parts that is characterized by the interdependence of its parts and it specialization from its environment, a complex network of social relationships, and its own unique culture. (Bloom, 2005, p. ) The environment is a place where input is implemented. When I think of a childcare nubble environment I think of children and how they develop. I think of the atmosphere, the setting, and the conditions that sess spark the chil ds analytical thinking abilities. But that is near the internal environment. The outer environments consist of the parents, sponsoring agencies, local communities, legislative bodies, and the profession al 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 strike sponsors withdraw money and agencies that develop supportive computer programmes such as art, literacy, and technology. capital of South Carolina College sponsors the center that I work for. The center used the money capital of South Carolina gave them to developed a program for the teachers to learn the importance of art and how a person can 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 whitethorn demand that the students have more free play and outdoor play. The sponsoring agencies efficiency choose more outcome d ata. The local communities may inquire the center to stop the students from writing on the ground with chalk. The Legislative bodies may require the students to take shorter naps for more gross motor activities. The professional communities may ask for better wages for their degrees. (Bloom, 2005, p. 6) After the inputs of complaints or suggestions the music director needs to coordinate and process how to develop a plan of action.Getting feed seat from the sources that asked for the changes is essential. After development a plan of action the director can stand back and observe if the changes are working or non. This system totallyows the director to process the changes, implement the changes, and revise the changes if needed to prefect the change. The outcome process is very of import because it could either sink or sail a center. If the changes in the program are non supported by staff, and parents this may become a problem that causes low enrollment, and staff turnovers. I am experiencing these problematic issues at the center I work for.Four years ago the center hired a new director. During the four years she has made heaps of changes. She changed classroom teacher teams. She closed in(p) 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 dejeuner. No one can go out for lunch. You have to order of battle 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 esprit de corps 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 splay when directors and boards lack adequate data and bas decisions about out comes on inference. (Bloom, 2005, p. 16) My director 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 hold Leadership Styles, autocratic leadership are extremely controlling and paternalistic, where leaders have complete power 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 People oriented/relation oriented approach I believe the center would not be I such a crisis. People oriented/relation oriented approach leaders are totally focused on organizing, supporting, and developing the people on their teams.They turn to everyone on the team equally. Theyre friendly and approachable. They pay attention to the social welfare of everyone in the group, and they make themselves availab le whenever team members need help or advice. (Tools) Directors 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 and mentoring is not telling a person what to do.