Performance Social Corporativa: Uma Análise Comparativa Entre Duas Empresas Do Setor Calçadista

Abstract

Corporate Social Responsibility (CSR) has become an important tool used by organizations aiming at their business sustainability, based on the establishment of business goals compatible with the sustainable development of society. This paper analyzed the practices of CSR in two small companies in the Paraiban footwear sector. Therefore, in order to analyze these practices in a pragmatic way, it was decided to use the Nóbrega (2006) model, since in its performance perspective from the perspective of stakeholders, it addresses several aspects simultaneously, such as: responsibility (motivation) , responsiveness (posture) and outputs (effects). This is a qualitative and quantitative research regarding the approach of the problem, descriptive and applied in nature. Data were collected through questionnaires to understand the expectations, perceptions and, consequently, the satisfaction of the employees of the company - a group of stakeholders chosen to be analyzed in relation to the social issues inherent to their realities. The interviews applied to managers compare the view of employees with the management of the company. The quantitative data, obtained through the questionnaires, were analyzed through the Fisher and Wilcoxon test, as well as the Descriptive Statistics, with the aid of Microsoft Office Excel software and R-project software. As for the qualitative data, collected through the interviews, were analyzed from the Content Analysis, with the aid of Atlas TI software. The results showed that in both companies there are differences between the expectations and perceptions of their employees, regarding the actions of the Corporate Social Performance (PSC), as in the question “remuneration, benefits and awards” for company A and “job security”. ”For company B. Regarding interviews with managers, it was found that for most of the issues analyzed, companies are aware of what is being passed on to employees, such as company A, in the matter of compensation, for offering low wages. On the other hand, some aspects showed small contradictions between the results regarding the employees and the managers' view, such as the health and safety at work for company B, being identified as a “reactive” issue by the RDAP scale, however the managers stated that the company has practices related to this aspect.