582
L. de O. M. Leite et al.
Thus, there is a gap in which CSR and ergonomics (in its macroergomic approach)
together can fill, considering the workers of key parts organizations for the contribution of organizational Sustainable Development. This, this study aims to propose a
theoretical framework demonstrating the intersections between CSR and ergonomics
and its validation in the context of health.
2 Background
2.1 Corporate Social Responsibility
Social Responsibility (SR) is a consequence of a public stance towards society’s
resources, whether economic or human, being used for social purposes that transbordem interests of an organization or individuals. In the organizational context, it
assumes the name Corporate Social Responsibility (CSR) (Carroll 2015).
Its objective is to contribute to Sustainable Development (with economic, environmental and social objectives). Thus, in an organization, Social Responsibility has
the function of aligning its objectives with the needs and expectations of society and
the environment in which it is inserted (Brazilian Association of Technical Standards
2012).
To meet the organization’s objective to contribute to Sustainable Development,
seven principles of Social Responsibility are considered, which are accountability
(accountability for its impacts on society, the economy and the environment), transparency, ethical behavior, respect for the interests of stakeholders, respect for the
rule of law, respect for international standards of behaviour and respect for human
rights (Inmetro 2010).
In addition to compliance with the principles of Social Responsibility, ISO 26000
Standard 2010 guides the use of seven central themes composed of issues that help
establish organizational priorities with regard to the subject. These are the themes:
(i) organizational governance, (ii) human rights, (iii) working practices, (iv) environment, (v) loyal practices of operation, (vi) issues related to the consumer and, (vii)
involvement and development of the community:
(i) Organizational governance: it is variable according to issues such as business
size, type of organization, the number of people who will make governance,
the context in which the organization is inserted (environmental, economic,
social, political and cultural);
(ii) Human rights: for human rights to be guaranteed within an organization, this
must be attentive to issues such as human rights risk situations; legal complicity
(act or omission with substantial effect on the commission of an illegal act) and
non-legal act should be avoided; prohibition of discrimination and, participation and inclusion of vulnerable groups; civil and political rights; economic,
social and cultural rights; fundamental rights at work;
L. de O. M. Leite et al.
Thus, there is a gap in which CSR and ergonomics (in its macroergomic approach)
together can fill, considering the workers of key parts organizations for the contribution of organizational Sustainable Development. This, this study aims to propose a
theoretical framework demonstrating the intersections between CSR and ergonomics
and its validation in the context of health.
2 Background
2.1 Corporate Social Responsibility
Social Responsibility (SR) is a consequence of a public stance towards society’s
resources, whether economic or human, being used for social purposes that transbordem interests of an organization or individuals. In the organizational context, it
assumes the name Corporate Social Responsibility (CSR) (Carroll 2015).
Its objective is to contribute to Sustainable Development (with economic, environmental and social objectives). Thus, in an organization, Social Responsibility has
the function of aligning its objectives with the needs and expectations of society and
the environment in which it is inserted (Brazilian Association of Technical Standards
2012).
To meet the organization’s objective to contribute to Sustainable Development,
seven principles of Social Responsibility are considered, which are accountability
(accountability for its impacts on society, the economy and the environment), transparency, ethical behavior, respect for the interests of stakeholders, respect for the
rule of law, respect for international standards of behaviour and respect for human
rights (Inmetro 2010).
In addition to compliance with the principles of Social Responsibility, ISO 26000
Standard 2010 guides the use of seven central themes composed of issues that help
establish organizational priorities with regard to the subject. These are the themes:
(i) organizational governance, (ii) human rights, (iii) working practices, (iv) environment, (v) loyal practices of operation, (vi) issues related to the consumer and, (vii)
involvement and development of the community:
(i) Organizational governance: it is variable according to issues such as business
size, type of organization, the number of people who will make governance,
the context in which the organization is inserted (environmental, economic,
social, political and cultural);
(ii) Human rights: for human rights to be guaranteed within an organization, this
must be attentive to issues such as human rights risk situations; legal complicity
(act or omission with substantial effect on the commission of an illegal act) and
non-legal act should be avoided; prohibition of discrimination and, participation and inclusion of vulnerable groups; civil and political rights; economic,
social and cultural rights; fundamental rights at work;