A MAJOR RESEARCH REPORT

ON
A COMPARATIVE ANALYSIS OF
CSR STRATEGIES, IMPLEMENTATION AND OUTCOMES
(A Qualitative Case Study of IKEA, Starbucks and H&M)

Submitted in partial fulfilment for the award of the degree

Master of Business Administration

Chhattisgarh Swami Vivekananda Technical University, Bhilai

Submitted by,

SHREYA VISHWAKARMA

MBA – Semester 2

(Session 2017-19)

Guided by, Approved by,

Ms Sosan Bhushan Dr. Manoj Verghese

Assistant Professor Head of the Department

Department of Management Studies

Rungta College of Engineering & Technology
Kohka, Kurud Road, Bhilai (C.G.)
 DECLARATION

I the undersigned solemnly declare that the report of the thesis work entitled “A Comparative

Study of CSR Strategies, Implementation and Outcome” is based on my own work carried out

during the course of my study under the supervision of Ms Sosan Bhushan.

I assert that the statements made and conclusions drawn are an outcome of my

research work. I further declare that to the best of my knowledge and belief the report does

not contain any part of any work which has been submitted for the award of MBA degree or

any other degree/diploma/certificate in this University or any other University of India or

abroad.

________________
(Signature)
Shreya Vishwakarma
Enrollment No:BD7056
 ACKNOWLEDGEMENT

Complete task is never a man effort. It is often the result of valuable contribution of a number
of individuals in accomplishing the assigned work.

I would like to express my gratitude towards Dr. Manoj Verghese (Head of the Department) and
Ms Sosan Bhushan (Assistant Professor) of Rungta College of Engineering and Technology, Bhilai
(C.G) for their kind cooperation and enough encouragement which helped me in the
completion of this project.

I am highly indebted to Dr. Manoj Verghese and Ms Sosan Bhushan for their guidance and
constant supervision as well as for providing necessary information regarding the project and
also for their support in completing the project.
 CERTIFICATE
This is to certify that the work incorporated in the thesis “A Comparative Study of CSR
Strategies, Implementation and Outcome” is a record of research work carried out by Shreya
Vishwakarma bearing Enrollment No: BD7056 under my/our guidance and supervision for the
part fulfillment for the award of MBA Degree of Chhattisgarh Swami Vivekanand Technical
University, Bhilai (C.G.), India.

To the best of my knowledge and belief the thesis

i) Embodies the work of the candidate him/herself,

ii) Has duly been completed,

iii) Is up to the desired standard both in respect of contents and language for
external viva.

___________
(Signature)
Dr Manoj Verghese
Head of the Department
1. Introduction and Purpose

1.1 Conceptual framework of CSR

CSR is ―A concept whereby companies integrate social and environmental concerns in their
business operations and in their interaction with their stakeholders on a voluntary basis‖
(Commission of the European Communities‖, 2001)
The trend is clearly visible globally as more and more business owners have started paying more
attention to the social implications of their activities. Corporate social responsibility is a
commitment by business towards ethical behaviour, when it all begins. It is not only about how
companies manage the business processes to produce an overall positive impact on the society
(Baker, 2008). But, as Carroll (1979) describes, it covers all the four kinds of responsibilities
namely economic, legal, ethical and discretionary, which companies have to make a strategic
decision. The development of the involvement of companies and the emergence of sustainability
thinking in business together can be seen as a pro-active driving force.
CSR‘s role in addressing issues regarding corporate responsibilities of a company and its
relationship with the society and environment has been a very debatable topic (Enquist et. al,
2007a). The growing environmental issues and concerns worldwide became the basis of the
emergence of the ‗Ecological‘ vision.
As commonly perceived CSR is not what is written in company‘s code of conduct or annual
reports. That is just one part of total CSR initiatives taken by the company. In general social
responsibilities of an organization have to include all the three bottom lines:
 Ecological 
 Economic 
 Social 
The concept of CSR is not new to business world as commonly perceived. Corporate
responsibility was not difficult to understand as we all know that the debate on ―polluting
organizations‖ started at least in the 1970´s, which afterwards recycling, fair trade market
practices, good governance, safe packaging, sustainable development, and accountability comes
into perspective. In the past companies have been practicing CSR but most of the time it has
been viewed as something to fill annual reports and corporate PR statements or lip service. In
fact, it has never been taken seriously enough so as to make it part of corporate business strategy.
Corporate social responsibility is not about Philanthropy. The under lying theme of corporate
social responsibility is that business and society are interwoven rather that distinct entities.
Corporate social responsibility is fast gaining importance as more and more firms realize its
value.

Based on literature review and internet research this study attempts to draw a comparative
analysis between three big consumer companies operating in Sweden‘s retail industry. The focus
is on how these companies themselves identify issues as their corporate social responsibility, and
how these companies plan to deal with such issues. This study also explores how these
companies integrate CSR in their strategic planning and overall business model. Further, this
study also investigates what strategies these company apply in order to implement their CSR
initiatives and how their outcome is measured.
1.2 Introduction to context of CSR code of conduct of the three cases studies

 IKEA; The IKEA Way on purchasing home furniture products; IWAY. Its guiding
philosophy is to ‘create a better everyday life of many people and to offer a wide range of
home furnishings with good design and function at prices so low that as many people as
possible will be able to afford them. 

 Starbucks C.A.F.E. (Coffee and Farmer Equity) Practices are the guidelines designed to
help Starbucks work with coffee farmers to make sure that Starbucks sources in coffee
growing sustainably grown and processed high- quality coffee by evaluating under triple
bottom line; the economic, social and environmental aspects. The guidelines contain 28
specific indicators that fall under four focus areas: Product Quality, Economic
Accountability (Transparency), Social Responsibility and Environmental Leadership. 

 H&M Code of Conduct strongly focuses on human right which can be related to the
worker‘s life. In order to comply with the standards, H&M‘s suppliers, staffs and
stakeholders are required to follow the following code of conduct: 
1. Legal Requirements
2. Child Labour
3. Safety
4. Workers' Rights
5. Factory Conditions
6. Housing Conditions
7. Environment
8. Monitoring and Enforcement

1.3 Aims Statements

This study aims to:

 To gather information on what were the intended activities these companies planned and
what were realized strategies in context of outcomes/ results. 
 To explore what kind of tools, incentives, goals and objectives are being used by these
 companies in order to pursue their interest in CSR. 
 To make recommendation on how corporate social responsibility can enhance corporate
 reputation and performance of these companies with their consumers? 
 What possible outcomes accrue from this new found focus on CSR? 

1.4 Purpose

Our thesis intends to create a deeply understanding about how our cases study using CSR
strategies, implementation and outcomes, by having selected following the theoretical of triple
bottom line, a) Environmental perspective b) Social perspectives and c) Economical
perspectives, to be a frame works.
2. Research Design and Methodologies

2.1 Qualitative research methodology

We believe a qualitative case study is the most suitable to be able to fulfil our research purpose
because qualitative research approach emphasizes words rather than numbers and focuses on
specific situations or people.

2.2 Qualitative Comparison Research

Up to now, no extensive, qualitative comparison of CSR integrated with the European

Foundation for Quality Management (EFQM) model has been reported in literature, whereas
thousand of organization in Europe (30,000) have been using EFQM model as fundamental
framework for sustainable development & Excellence1.

The EFQM Excellence Model is a non prescriptive business excellence framework for
organisational management, promoted by the European Foundation for Quality Management and
designed to help organisations to become more competitive.”

In our thesis is the first which have used the method of comparative case study integrated with
the EFQM in context of CSR Framework. Campbell (1975) shows that case studies are the basis
of most comparative research. Gummesson (2000)2 explains that qualitative methodology and
case study research is becoming increasingly accepted as a scientific tool in management
research for in-depth understanding.

This thesis is structured to follow a qualitative comparison of three case companies which have a
highly successful image of Corporate Social Responsibility. We will be demonstrating and
comparing their CSR activities starting from their intended strategies to their realized strategies.
In order to be able to make a comparison between those of three companies, it was essential that
the informants should have a similar amount of CSR variables.

2.3 Empirical data collection and literature study

Case Study
Case study is the method of choice when the phenomenon under study is not readily
distinguishable from its context3.According to Yin (1994) one of the most used qualitative
methods is case study research. While Lijphart (1971) insists that case studies do make a
contribution to testing hypotheses and building theory. The case studies we chose are used to
study a specific phenomenon of CSR. The three different companies operating in three different
industries which are selected as case studies with huge retailing activity across diversified
product range but with similar end user base have been selected that are:
  IKEA 
 Hennes & Mauritz AB (H & M) 
 Starbucks Corporation 

Data collection method

Qualitative case studies rely heavily upon qualitative data obtained from interviews,
observations, and documents (Merriam, 1988). According to Yin (1989), evidence might come
from six different sources when building up case studies. Documentation, archival records,
interviews, directs observation, participant-observation and physical artifacts are the sources
enabling to collect data. Not all sources are relevant for all case studies.
In addition to make a study on these three cases company, we gather data by using secondary
data, more specifically document data in the form of written materials such as H&M‘s &
Starbucks‘s CSR annual CSR reports, web-pages, case studies in field of CSR and literature
reviews, etc. Companies‘information available on companies‘web-site will also be used to
further enhance and update the quality and value of this information. An attempt will also be
made to gain access to these companies financial data in order to get some clue on how much
amount they are spending on their CSR initiatives annually although, it is sometimes not clear
apart from amounts appearing under the head of charities and donations. It is obvious that the
amount and depth of information will vary from company to company. Comparative research
design will focus on objects which are similar in some respects and also they differ in some
respects.

Analysis of data will be done in order to find answers of research questions. Comparative
research final focus will be established to reveal systematic structure, invariance, that is true for
the companies studies but for the entire population from where the cases came from that is
Sweden retail sector. My goal is also to generalize the findings if based on logical grounds.
There may be use of some statistical methods as well in order to calculate the credibility or
statistical significance of the finding.

In comparative studies mostly two styles are used normative comparison and descriptive
comparison. In this research we will be using later style.

2.4 Limitations of Research

It is worth to mention here that overall the information on CSR normally available is loosely
defined in-consistent format across different companies and industries. Therefore sometimes it is
quite difficult to assimilate and identify CSR activities. Information on web is also has its
limitations too. The main reason being, that to date there is no internationally agreed format on
which to report CSR activities like there is one IFRS for reporting financial results
3. Theoretical Analyses
3.1 Sustainability & Sustainable Development

Sustainable development is defined as the conversion of the commitment and thinking ways of
the management and the capacity of the organization to perform and include key stakeholders
(Waddock and Bodwell, 2007). However, for an organization to be completely sustainable is a
big challenge and requires a very strong management and leadership which integrates economic
business performance, social and environmental performance (Johnson; Schaltegger and Wagner
; Epstein and Roy).

According to Schaltegger and Wagner , managing sustainability may raise some key concerns
and issued within the organization like the measurement of non-economic issues and aspects of
performance. Therefore, the measurement of sustainable development has to be done considering
several aspects regarding societal, ecological and economic issues (Epstein, 2008; Johnson,
2007; Waddock and Bodwell, 2007; Schaltegger and Wagner, 2006; DeSimone and Popoff;
2003).

―Sustainability performance can be defined as the performance of a company in all dimensions

and for all drivers of corporate sustainability”, (Schaltegger and Wagner)

3.2 The Phenomena of CSR

CSR has been a under debate since its evolution in the world of business management. Friedman
had a very controversial point of view stating that businesses have the sole responsibility of
increasing profits, which has been greatly disagreed by other scholars.
Corporate social responsibility is about how companies manage the business processes to
produce an overall positive impact on the society (Baker). Carroll presented the CSR pyramid
with emphasis on four different types of social responsibilities namely: Economic, legal, ethical
and philanthropic, hence, combining CSR with the stakeholder perspective. Caroll stated, “there
is a natural fit between the idea of CSR and an organization’s perspective”. This idea was later
also supported by Kotler and Lee. CSR has originally been associated with ‗profitability,
compliance and philanthropy‘, nevertheless, after the 1970‘s, the imperative shifted to ‗corporate
social responsiveness‘, Zadek referred to this idea as ‗Responsible Corporate Citizenship‘.

The concept of CSR is not new to business world as commonly perceived. Sometimes ago
corporate responsibility was not difficult to understand as we all know that the debate on
―organizations pollute‖ is an old one. Then came recycling, fair market practices, good
governance, safe packaging, sustainable development, and accountability. In the past companies
have been practicing CSR but most of the time it has been viewed as something to fill annual
reports and corporate PR statements. In fact it has never been taken seriously enough so as to
make it part of corporate business strategy. At the same time it is undeniable that companies
have responsibilities towards the communities that surround them. The rationality behind making
sociological basis of CSR is most important and it makes complete sense. Company is part of
society from where it takes its most prominent input like human skills along with factors of
production
3.3 Misinterpretation of CSR definition
CSR has initially been misinterpreted with the company‘s code of conduct- ‗Voluntary‘ such as
H&M, IKEA & Body Shop, and the regulations imposed by the authorities, which is equal to
every company. We believe that codes of conduct are basis for CSR and change, which is also a
part of quality improvement.

Whereas we believe CSR is much more in wider scope it is not at all complying with rules and
regulation set by the Government. It is purely based on volunteer initiatives we again want to
refer to definition of CSR by European Communities which we cited in the opening of this
report. In which it is clearly stated that:

“A concept whereby companies integrate social and environmental concerns in their business
operations and in their interaction with their stakeholders on a voluntary basis” (Commission of
the European Communities”, 2001)

If we carefully analyze this definition we can see that it is clearly pointing towards concern
towards stakeholders on voluntary basis. Nowhere in code of conducts of any corporation can
one find concerns regarding community development, sustainable health efforts, concerns for
education, improving quality of life of communities. Very few companies are focusing of this
issue. Most of the big to medium companies focus too much on improving their internal hygiene
conditions and caring about their house keeping. That is not CSR in its purest form.

3.4 Service Quality

As Enquist and Edvardsson (2006), have discussed about Service Dominant Logic and CSR can
act as driving forces for value creation through enhanced service quality. As we have already
talked about the discussion of Vargo and Lusch (2004) on the shift taking place from the ‗Goods
Dominant Logic‘ to ‗Service Dominant Logic‘. Improved Service Quality depends on a single
imperative, and that is a vital business strategy (Enquist and Edvardsson, 2006).

The paradigm of shifting Total Quality Management to Total Responsibility Management

(Waddock and Bodwell, 2007) is a key point in determining the change of the management‘s
thinking. TRM is made up of procedures and systems to ascertain responsible business practices
and management (Sebhatu, 2008).

3.5 Integration of the EFQM Excellence Model with CSR

To be able to understand and analyze the CSR activities of the three business case studies we
have picked for our thesis and also to co-relate them with value co-creation and value in use
(Vargo and Lusch, 2004), we have used an altogether new approach of integrating the EFQM
business excellence model with the three core activities of CSR with emphasis on the
stakeholder‘s perspective.
EFQM business model has been incorporated with the CSR phenomena using the ‗Framework
of CSR Reporting‘. The model has a strong basis on service quality and further probes the
integration of policy and strategic decision making with CSR having a strong focus on the
stakeholder‘s perspective.

The EFQM Excellence model is a self assessment framework used widely to measure the
strengths and improvement areas of an organization and across all of its activities. The model is
termed as the ―Excellence Model‖ due to the reason that the model has its main focus on what
the organization does, or can do, in order to provide excellent service and products to its
consumers, stakeholders‘ and the society in general.

“A lot of the success of the model is in changing the way people think, looking for links
between „Results‟ and „Enablers‟ outside „formal Self-Assessment‟ and realizing the Model
can make a difference.”
— Thames Reach

It is a useful theoretical model which is very commonly used to determine the quality aspect in
firms‘ processes and delivery. We will use this model to further evaluation of firms‘ formulation,
implementation and control aspects. The EFQM Excellence Model can be considered as a
holistic and integrative approach, where strategic, managerial and operational control processes
are integrated in the model (Dahlgaard Su Mi - Dahlgaard Park & Jens J.) The EFQM Excellence
Model (―the Model‖) is highly regarded as an organizational management framework, and is
used not only within Europe but around the globe, either as it is or with the approach applied in
very similar frameworks. The Model is about improvement. We have selected this model
because of its practical and rational approach based on identification of enablers and results or
cause and effect methodology (Medhurst D and Richards, D)

(Iwaarden Jos Van & Wiele, Ton van der, 2007) very rightly pointed out that the model makes it
possible to take strategic aspects and characteristics of the business environment into account
when assessing an organization‘s quality management systems. This is an indicative of strategic
nature of this model and its practical use in research.
The Model has the following premise:

People Results, Customer Results and Society Results are achieved through Leadership driving
Strategy & Policy, Partnerships and Resources, People leading ultimately leading to excellence
in Key Performance Results.

Figure 1 : EFQM Framework for CSR

There are 9 ―big ideas‖ in the Model which cover all the aspects of the organization‘s
activities. These nine criterions are categorized into ―Enablers‖ and ―Results‖.

The Enablers determine how the organization conducts itself, how it plans its strategies,
how it manages its resources and staff, how strategies are planned, and how key processes are
monitored and reviewed. These are:

1. Leadership
2. People
3. Policy and strategy
4. Partnerships and resources
5. Processes

The Results of an organization are what it achieves. This involves the satisfaction level
among the employees and the customers, its impact on community and key performance
indicators. These are:

6. People results
7. Customer results
8. Society results
9. Key performance results
4. Empirical Studies

What are all about Starbucks?

Figure 2: Starbucks Logo

1. History and Company Profile

Starbucks Corporation has grown from a single store to become the

leading retailer, roaster and brand of specialty coffee in the world with
more than 15,000 company-operated and licensed locations in North
America, Latin America, Europe, the Middle East, Africa and Asia
Pacific (CSR annual report 2007). The first retail store was founded in
Seattle‘s Pike Place Market in United States in 1971 as a local coffee bean roaster and retailer.
Starbucks‘ cultures as you see in nowadays inspired after a business trip to Italy in 1983 by
Howard Schultz --it‘s today chairman, president and chief executive officer--. There are 200,000
coffee bars in Italy, and more than 1500 places only in Milan. He had visited Milan‘s espresso
bars and impressed with their popularity and culture (store should be place to meet and visit,
etc.) He noticed that coffee is integrated with Italian culture, and then he got a new coffee idea,
"Why not create community gathering places like the great coffee house of Italy in the United
States?" Could the Old World meet the New World? (George Garza)4 Going to Starbucks should
be an experience, Re-creating the Italian coffee-bar culture in the United States and that could be
Starbucks' differentiating factor.5 After that he tried to make his idea happen in United States
and from then espresso drinks started becoming an essential element of Schultz‘s vision and
success to change, which is what Starbucks is all about at present.

Starbucks Corporation has two business units corresponding to company‘s operations; one for
the US and another unit for other regions, i.e. North American and International. In 1995,
Starbucks Coffee International was set up for taking care of Starbucks business outside North
America including licensed and joint-venture retail stores worldwide.

Company Profile

In 1971, three academics -Jerry Baldwin, ZevSiegal, and Gordon Bowker- opened a store called
Starbucks Coffee, Tea, and Spice in the touristy Pikes Place Market in Seattle selling whole bean
coffee. In 1982, Howard Schultz joins Starbucks as director of retail operation and marketing
and Scultz believed that Americans would pay good money for premium cup of coffee and
stylish place as romance Italy atmosphere so he introduced his idea for three Starbucks‘ Owners
but they‘re not ready for restaurant business.
The owner of Starbucks agreed to sell the firm and Schultz became an owner of Starbucks in
1987 after he had proved the successful idea about a national chain of cafe styled on the Italian
coffee bar. In fiscal 2007, Starbucks has grown from 17 coffee shops in 1987 to 15,011 retail
stores spread in 43 countries and have 172,000 partners (employees) working worldwide by
using strategy go to geographic market and try to completely dominate it before setting its sights
on further expansion.

The Starbucks brand was regarded as one of the best known or most potent brand names in
America and the company had firmly established itself as the dominant retailer, roaster, and
brand of specialty coffee in North America. Though various licensing arrangements and food
services accounts. Starbucks coffee and other products are sold in designed locations within
airports, grocery stores, other prominent retailers, hotels amd universities. Starbucks
international licensed retail stores are operated through licensing arrangements and joint ventures
primarily with established retaiers or restaurants operators, although some are wholly owned by
Starbucks or its affiliates.
Additionally Starbucks produces and sell food and entertainment products through its speciality
operations, produces and sells bottled Frappuccino® coffee drinks and a line of premium ice
creams through its joint venture partnership and offers a line of innovative premium teas
products by its wholly owned subsidiary, Tazo Tea Company.

Figure 3: Starbucks Data Fact Sheet

Type Public
Traded as NASDAQ:SBUX, NASDAQ-100 component
S&P 100 components, S&P 500 components
Industry Coffee shop
Founded March 31, 1971 ; 47 years ago
Pike Place Market,Elliott Bay,
Seattle,Washington,U.S.
Founders Jerry Baldwin, Zev Siegl, Gordon Bowker
Headquarters 2401 Utah Avenue South, Seattle, Washington,
U.S.
Number of Locations 26,696 (2017)
Area served Worldwide
Key people Vacant (Executive Chairman)
Kevin Johnson (President and CEO)
Products Coffee beverages, Smoothies, Tea, Baked goods,
Sandwiches.
Revenue US$22.387 billion (2017)
Operating Income US$4.135 billion (2017)
Net Income US$2.885 billion (2017)
Total Assets US$14.366 billion (2017)
Total Equity US$5.450 billion (2017)
Number of Employees 238,000 (2016)
Subsidiaries Starbucks Coffee Company.
Ethos Water,Evolution Fresh, Hear Music
La Boulange Bakery, Seattle’s Best coffee
Teavana
Website www.starbucks.com
2. The Starbucks Model

The Starbucks's objective is to establish itself as the most recognized and respected brand in the
world, conducting business in a socially and environmentally responsible manner by using
Starbucks Mission Statement and Guiding Principles and also integrating Corporate Social
Responsibility (CSR) as the prevailing attitude and defines the way to approach its relationships
with stakeholders (customers, partners, suppliers, shareholders, communities and etc). The
following six Guiding Principles present the company‘s mission statement and guiding principles
to measure the appropriateness of firm‘s decisions.

2.1 Mission Statement and Guiding Principles

THEN: “To establish Starbucks as the premier purveyor of the finest coffee in the world
while maintaining our uncompromising principles as we grow.”
NOW: “To inspire and nurture the human spirit- one person, one cup and one
neighbourhood at time.

1) Provide a great work environment and treat each other with respect and dignity
2) Embrace diversity as an essential component in the way we do business
3) Apply the highest standards of excellence to the purchasing, roasting and fresh
delivery of our coffee
4) Develop enthusiastically satisfied customers all of the time
5) Contribute positively to our communities and our environment
6) Recognize that profitability is essential to our future success

2.2 Environmental Mission Statement

Starbucks is one of the leader companies which committed to a role of environmental

leadership in all facets of business. Following are seven commitments that Starbucks uses to
fulfill Environmental mission.

1) Understanding of environmental issues and sharing information with our partners.

2) Developing innovative and flexible solutions to bring about change.
3) Striving to buy, sell and use environmentally friendly products.
4) Recognizing that fiscal responsibility is essential to our environmental future.
5) Instilling environmental responsibility as a corporate value.
6) Measuring and monitoring our progress for each project.
7) Encouraging all partners to share in our mission.

2.3 Global compact

Relate to Starbucks CSR annual report 2007, In June 2004, Starbucks joined another
component; the UN Global Compact, a voluntary international network of corporations, UN
agencies, trade unions and nongovernmental organizations that support 10 universal principles.

The Global Compact is a voluntary corporate citizenship initiative that aims to mainstream its ten
principles (on human rights, labor standards, the environment, and anti-corruption) in business
activities around the world (Enquist, Johnson and Skålén, 2006). These Ten principles make
Starbucks has strongly commitment to providing benefits for society, environmental and
especially about human right.

The Ten Principles

Human Rights
 Principle 1: Businesses should support and respect the protection of internationally
 proclaimed human rights; and 
 Principle 2: make sure that they are not complicit in human rights abuses. 
Labour Standards
 Principle 3: Businesses should uphold the freedom of association and the effective
 recognition of the right to collective bargaining; 
 Principle 4: the elimination of all forms of forced and compulsory labor; 
  Principle 5: the effective abolition of child labor; and 
 Principle 6: the elimination of discrimination in respect of employment and
Occupation
Environment
 
 Principle 7: Businesses should support a precautionary approach to environmental
 challenges; 
  Principle 8: undertake initiatives to promote greater environmental responsibility; and 
 Principle 9: encourage the development and diffusion of environmentally friendly
technologies. 
Anti-Corruption
 Principle 10: Businesses should work against corruption in all its forms, including
extortion and bribery. 

2.4 Material Matrix 

The Material Matrix is used to determine what topics and indicators reflect the company’s most
significant impact and issues of great importance to stakeholders. Figure 4 shows that Starbucks
identified material issues covered in five topic areas which have the most significant or potential
impact on Starbucks and external stakeholders, start from Coffee Purchasing Practices, Growth
and Expansion, Environmental Impacts, Health and Wellness and Workplace Practices.
Starbucks build sustainable relationships with coffee farmer along with sustainable price.
Starbucks is committed to paying the higher prices that premium-quality coffee commands,
prices are directly linked to quality of coffee. It was a century that Starbucks has been working
and developing a strong coffee sustainability model based on a set of socially and
environmentally responsible coffee-buying guidelines that eventually became Coffee and Farmer
Equity (C.A.F.E.) Practices.
 2.5 Starbucks Code of Conduct for Sustainable

Starbucks has developed a sophisticated sourcing program that seeks to ensure that Starbucks
coffee comes increasingly from suppliers who treat their workers well, pay them a decent wage, and
respect their rights. Starbucks agreed to adopt a code in 1995 which has
evolved into C.A.F.E., an incentive-based system under which
Starbucks growers receive economic incentives for following a
comprehensive set of sourcing guidelines.7

Starbucks initiated C.A.F.E. (Coffee and Farmer Equity) Practices to

evaluate, recognize, and reward producers of high-quality sustainably
grown coffee. In Starbucks fiscal 2007 report, 65 percent of Starbucks‘
coffee, 228 million pounds (103 million kilograms) was purchased
from C.A.F.E. (Coffee and Farmer Equity). The goal is to be
purchasing 80 percent of coffee through C.A.F.E. Practices by 2013.
C.A.F.E. Practices is a green coffee sourcing guideline developed in collaboration with Scientific
Certification Systems (SCS), a third-party evaluation and certification firm.8

C.A.F.E. Practices are the guidelines designed to help company work with coffee farmers to
make sure that Starbucks sources in coffee growing sustainably grown and processed high-
quality coffee by evaluating under triple bottom line; the economic, social and environmental
aspects.
The guidelines contain 28 specific indicators that fall under four focus areas:
  Product Quality: All coffee purchased from C.A.F.E. 
Practices suppliers must meet Starbucks
standards of high quality.
 Economic Accountability (Transparency): To help ensure
farmers receive an equitable share of the purchase
price paid by Starbucks, transparency is required
of C.A.F.E. Practices suppliers.
 Social Responsibility: Human rights, human working
conditions, living conditions for workers are
required from C.A.F.E. Practices suppliers.
 Environmental Leadership: Measurement in the growing
and/or coffee processing.

3. Starbucks and Corporate Social Responsibility

Is Starbucks responsible?

Starbucks believes its strong commitment to CSR benefits both company and stakeholders,
including shareholders. A few of the tangible benefits are: Attracting and retaining our
partners (e.g. comprehensive benefits package for motivates worker, guarantees that its
employees perform their work in safe and healthy workplaces), Customer loyalty (e.g. by
customers surveyed in 2007, found that 38 percent associate Starbucks with good corporate
citizenship and 86 percent –being extremely or very likely to recommend Starbucks to a friend or
family.), Reducing operation cost (e.g. by 2010, increasing our customers‘ use of reusable
commuter mugs tenfold, Maintaining 10 percent post-consumer fiber content in our hot cups.),
Creating a sustainable supply chain (Starbucks recognized that the success of farmers was not
only a social responsibility of the corporation but also a critical component of its own future
growth. We have made significant investments in our supply chains, with the long term in mind.
Our focus has been to ensure that our suppliers of today will have the capacity to supply
Starbucks business tomorrow, CSR 2007 report). License to operate (e.g. 15,011 retailed stores
in 43 countries worldwide can be guarantee that Starbucks are welcomed into a local
community)

Corporate Social Responsibility Governance

Figure 6: Corporate Social Responsibility Governance

Starbucks social responsibility can be considered into two different dimensions: Social
responsibility concerning the internal environment of Starbucks and social responsibility
concerning the external environment of Starbucks. As Starbucks International president Martin
Coles suggests “There needs to be cultural alignment between the partners and Starbucks itself.
I think it‟s important within the company that, as leaders, we are the first one who has to live the
principles and the values of the company.”
“For us corporate social responsibility is not just a program or a donation or a press release.
It‟s the way we do business every day” (Starbucks fiscal 2006 report); in ways that produce
social, environmental and economic benefits to not only for company but also for the whole
stakeholders; customers, employees, shareholders and suppliers; not only doing well for person
but also for environmental issue, communities, charity activities and etc which focuses in four
important areas; Products, Society, Environment and Workplace.

1.) COMMITMENT TO THE PRODUCT

For more than 35 years, Starbucks has purchased, roasted and sold high-quality coffee
beans through retail outlets and commercial wholesale accounts. While coffee is Starbucks core
product, the company markets, sells and/or licenses a broader range of products, including
Tazo® tea, Starbucks Entertainment CDs, Ethos™ water, Starbucks™ liqueurs and Starbucks®
ice cream, food and dairy items and brewing equipment and merchandise (CSR fiscal 2007).

Starbucks purchased Fair Trade products. To Starbucks give a great product for customers, while
paying farmers a fair price (an estimated four percent of global coffee productions) and taking
care of the environment.

2.) SOCIETY

Starbucks does charity to society $18 million or 1.7 percent of pre-tax company‘s
earning. From seventh CSR annual report Starbucks created a new approach and focus for its
local giving programmes, such as hours volunteered by partners and customers in U.S. and
Canada. Its vision heading to local communities by aligning resources and leveraging technology
to support young social entrepreneurs who are seeking to change their communities through
innovative ideas, volunteerism and civic action.

3.) ENVIRONMENT

Starbucks has launched the shade grown coffee initiative with the environmental organization
Conservation International, which brings business and social objectives even closer. This
program rewards producers who meet Starbucks requirements for quality and economic
transparency as well as environmental and social criteria also aims to encourage farmers to use
ecologically sound growing practices in order to help protect biodiversity in environmentally
sensitive areas promote environmental sound practices for growing coffee. Starbucks formed an
alliance with Conservation International created PSP program, later on enhanced with Scientific
Certifications Systems (SCS) guidance and rename to C.A.F.E. Practices, to ensure the
sustainable production of high-quality coffee based on a set of quality, social, environmental and
economic guidelines with financial incentives for farmers directly in Latin America, Asia and
Africa
Starbucks had an Environmental Committee that looked for ways to reduce, reuse, and recycle
waste, as well as contribute to local community environmental efforts.

There was also a Green Team, consisting of store managers from all regions. The company had
donated almost $200,000 to literacy improvement efforts, using the profits from store sales of
Oprah's Book Club selections. Starbucks stores participated regularly in local charitable projects
of one kind or another, donating drinks, books, and proceeds from store-opening benefits. The
company's annual report listed nearly 100 community organizations which Starbucks and its
employees had supported in 1997 alone. Employees were encouraged to recommend and apply
for grants from the Starbucks Foundation to benefit local community literacy organizations.
Example; Starbucks iconic white paper cup is also on the cover of this report, something we
might not have featured so prominently in the past because we had yet to identify ways to
mitigate the environmental impacts of these cups. But after pressing for an alternative to
traditional hot beverage paper cups made with 100 percent virgin fiber, our efforts have begun to
pay off. In 2006 Starbucks will begin using the first-ever hot beverage cups comprised of 10
percent post-consumer recycled content. This measure represents a first step in our ongoing
efforts to explore innovations that will help reduce the overall environmental impacts related to
our cups

4.) WORKPLACE

Report Fiscal 2007, the amount of partners is 172,000 partners worldwide. A lot happens in a
Starbucks store besides a great cup of coffee. Starbucks offers its customers a welcoming place
to allow life to unfold – to work, socialize, meet, relax – and more. Our employees, whom we
call partners, deliver that experience along with each cup of coffee they serve. We value and
respect our partners because we know that our success depends on the contributions they make
every day to create a welcoming experience.

“So, is Starbucks responsible? There is no end to this journey, but I know this: Our ongoing
success will always be measured by how well we balance our fiscal responsibility with our goal
to enhance the lives of those whom we serve and who serve us”

4. Starbucks with EFQM Excellence model

This EFQM excellence model built on the widely accepted use of it as an internal device for
internal self-assessment to monitor and guide the company about quality management and
implement.10 The specific purpose of this excellence model is to provide a systems perspective
for understanding performance management (Wongrassamee and Simmons, 2003) and the nine
criteria which grouped in ―enablers‖ (what and organization can manipulate) and ―results‖
(what an organization will achieve) are focused on the needs of all stakeholders.

On the other hand we can say from this model that social responsibility is strongly related to the
quality thinking especially in the innovative and learning organization. According to Corporate
Social Responsibility for Charity or for Service Business? CSR is the most significant to build up
customer satisfaction in the innovative firms and that customer satisfaction partially mediates the
financial return to CSR (Enquist, Edvardsson, and Petros Sebhatu, 2008, p.3). We decided to use
EFQM excellence model for analyzing our company case studies because many European
organizations have been using this model as a fundamental framework for sustainable
development and excellence11 and also this model was developed and used as a tool for
integrating CSR into firm‘s strategy.

As this excellence model has been used a lot in European business but we can see many parts in
Starbucks management‘s guidelines and principles are similar to the excellence framework.
According to Starbucks CSR annual report we found key performance indicators to evaluate
company performance which show how they achieved progress under these five areas. They are;
products, society, environment, workplace and diversity. The most important enablers are
processes and leadership as Nabitz, Klazinga and Walburg pointed that people results, customer
results and society results are achieved through leadership driving policy and strategy, people,
partnership and resources and processes which leads ultimately to excellence key performance
results. We will deeply analyze all of nine criterions and also analyze how they are related to
CSR in the next part; EFQM CSR Framework.

EFQM CSR Frameworks

Business Case: Starbucks Corporation

Adoption of CSR is considered as a pro-active tool of value creation and sustainable

development even CSR may cost the firm a lot of money but it will enable earn more money
back to the firm in the long- term, not every companies succeeded with CSR activities but
EFQM CSR Framework can help company understand more about .

EFQM Excellence Model has been studied in more depth in relation to social responsibility
issue12 by integrates with three perspectives of triple bottom line; economic, environment and
social become to EFQM CSR Framework used to help company bring quality management link
to economy, environment and social issue. At Starbucks has known as a strong sense of shared
accountability for CSR to shareholders. As we show before in Figure 6 how it manage
relationships between Starbucks worker and Starbucks co-worker or alliances under its strong
ethical and governance principles. We will use nine criteria of EQFM CSR Framework for the
assessment of Starbucks‘s CSR maturity.

4.1 “Enablers” criteria

1) Leadership: Howard Schultz is one of the most powerful CEO of the world. Because of
his new vision for espresso drinks, such as the cafe latte, the Americans coffee tasted was
changed like never happen before. Howard Schultz and his leadership team, within the business
create a unique culture for employees in which empowerment, entrepreneurship, quality, and
service define the value of the firm. We're not in the business of filling bellies. We're in the
business of filling souls,'" says Schultz.13

2) People: Starbucks offer benefits, create future job opportunities to partners such as an
employee ‗Partner Diplomats‘ program, where partners at different levels in the organization are
given the opportunity to visit Starbucks Farmer Support Center in Costa Rica to learn about
Starbucks CSR practices. By providing partners with this unique experience, the program raises
awareness, educates and engages employees in Starbucks‘ coffee CSR efforts because Starbucks
demonstrates a well established culture with principles of treating everyone with respect and
purchasing the best coffee avail.

3) Policy and Strategy: Mr. Schultz‘s goal is to ―Establish Starbucks as the premier
purveyor of the finest coffee in the world while maintaining uncompromising principles as we
grow‖ (Starbucks CSR 2007).The company‘s mission statement and Guiding Principles and also
integrating Corporate Social Responsibility (CSR) are the prevailing attitude and define the way
to approach relationships with its stakeholders (customers, partners, suppliers, shareholders,
communities and etc).

3.1 Mission Statement

THEN: “To establish Starbucks as the premier purveyor of the finest coffee in the world
while maintaining our uncompromising principles as we grow.”
NOW: “To inspire and nurture the human spirit- one person, one cup and one
neighbourhood at time.

 Provide a great work environment and treat each other with respect and dignity 

 Embrace diversity as an essential component in the way we do business 

 Apply the highest standards of excellence to the purchasing, roasting and fresh delivery
of our coffee 

 Develop enthusiastically satisfied customers all of the time 

 Contribute positively to our communities and our environment 

 Recognize that profitability is essential to our future success 

Refer to David J. Vogel (2005); The message of Chris Laszlo‘s The Sustainable
Company is that ―an integrated economic, social, and environmental approach leads to more
enduring shareholder value…It is a long-term strategy, uniquely relevant to the twenty first
century, in which responsible social change can become a source of innovation and profits rather
than added cost‖. Starbucks also focuses on long-term competitive potential with ―Do well‖ and
has strong commitment to environmental issue.

3.2 Environmental Mission Statement

Starbucks is one of the leader companies which committed to a role of environmental leadership
in all facets of business. Following are seven commitments that Starbucks uses to fulfill
Environmental mission.

 Understanding of environmental issues and sharing information with our partners. 


 Developing innovative and flexible solutions to bring about change. 

 Striving to buy, sell and use environmentally friendly products. 

 Recognizing that fiscal responsibility is essential to our environmental future. 

 Instilling environmental responsibility as a corporate value. 

 Measuring and monitoring our progress for each project. 

 Encouraging all partners to share in our mission. 

3.3 The most importance guideline that Starbucks uses to prevail is Corporate Social
Responsibility. Starbucks defines corporate social responsibility as conducting business; “For us
corporate social responsibility is not just a program or a donation or a press release. It‟s the
way we do business every day.” (Starbucks fiscal 2006 report)

4) Partnerships & Resources: Starbucks developed code of conduct name C.A.F.E.

Practices for to ensure that Starbucks coffee comes increasingly from suppliers who treat
their workers well, pay them a decent wage, and respect their rights. Fair Trade.

5) Processes: Organizational capabilities are key intangible assets. You can't see or touch
them, yet they can make all the difference in the world when it comes to market value. Developing
the capability or having the competency to respond effectively to changing customer needs ensures
survival of an organization and maintaining sustainable competitive advantages
(Ramlall, 2006). Company‘s core competencies are able to produce a variety of
business products in order to create ultimate value for the company.

According to Schultz, ―We‘re not just selling a cup of coffee, we are providing an
experience.‖ While coffee is Starbucks core product, the company markets, sells and/or licenses a
broader range of products, including Tazo® tea, Starbucks Entertainment CDs (special jazz and
blues CDs), Ethos™ water, Starbucks™ liqueurs and Starbucks® ice cream, food and dairy
items and brewing equipment and merchandise (CSR 2007). Starbucks succeed in building a
unique culture, creating the Starbucks experience for customers, according to Howard Schultz,
―We are not just selling a cup of coffee, we are providing an experience‖, Customers feel
Starbucks like the third place, after home and office, because of the friendly atmosphere and
personal service…
4.2 “Results” criteria

6) People Results: The traditional dominant logic focused on tangible recourses, embedded
value, and transactions. Over the past several decades, new perspectives have emerged that a
revised logic focused on intangible resources, the co-creation of value, and relationships (Vargo
and Lusch, 2004). Consumers do not buy goods or services, but rather purchase offerings that
render services, which create value (Gummesson, 1995)14

Starbucks always operated with following mission statement in mind, always see stakeholders as
a source of competence. Howard Schultz noted that ―the way we have built our company by
including the success of the company with everyone in it and not leaving our people behind is a
great example of building a business the right way‖. Joseph A. Michelli pointed out that ―right
way‖ means truly turning employees into partners -shareholders with a stake in the outcome of
the company. In the innovative firm, CSR is the most significant to build up customer
satisfaction and ―that customer satisfaction partially mediates the financial return to CSR‖

Another important thing is Starbucks tries to be in partner‘s mind. Starbucks offer benefits,
create future job opportunities to partners. Omollo Gaya, a Starbucks partner who immigrated to
the United States from Kenya. ―I cashed in my Starbucks stock options after six years, and took
the $25,000 profit to build a new four-bedroom house for my mother. This is my company. I am
the owner, and I am responsible for creating greatness here”. Starbucks has done its job of both
linking company profits to its stakeholder‘s profits.

Coin always has two sides. Although Starbucks takes a lot of care about their employees
betterment but it has different stories about CSR from employees to tell.

7) Customer Results: Customers able to customize their own beverage order to staffs.
Consumers do not buy goods or services, but rather purchase offerings that render services,
which create value (Gummesson, 1995).15 ―There really are, Schultz say, Starbucks across the
street from each other. They do that to cut down on the lines. Starbucks says it has 40 million
customers a week and the company brews 227 million gallons of coffee a day‖ (60 minutes). At
the end of fiscal 2007, Starbucks were serving customers around the world approximately 48
million times per week. The number of retailed stores in fiscal 2007 is 15,011 stores in 43
countries. These can be the good measurements for what the Starbucks is fulfilling to its targeted
customers.
What are all about H&M?

Figure 7: H&M Logo

1. History and Company Profile

Hennes & Mauritz AB is the full company‘s name of Swedish
clothing company H&M. The founder of H&M, Mr. Erling Persson was
opened the first store in Västerås, Sweden more than sixty years ago
since 1947. The idea came to Persson during a business trip to United
States where he was amazed at the success of retailers like Macy's in New York and the concept
of clothes stores selling stylish garments at low prices16. Initially, Persson only sold women‘s
clothing and the brand was called Hennes, it means ‗her‘ in Swedish language. In 1968, Persson
bought Mauritz Widforss, a hunting store located in Stockholm. A stock of men's clothing came
with the store, so the company began selling both men's and women's clothes and changed its
name to Hennes and Mauritz.17 Later on the company was rebranded to H&M in order to easier
for customer‘s perception. Today H&M products are clothes, accessories, footwear and
cosmetics for women, men, children and teenagers.

In 1980‘s, H&M the founder's son, Stefan Persson, became a Managing Director, he has
continued to rapidly expand, focus on improving quality, advertising and reducing operation
costs. Today H&M is known as a Swedish fast fashion retailer because of its collections which
are designed and produced quickly based on Fashion Week trends from every year. According to
H&M sustainability report 2008, today H&M has expanded around 1,700 retail stores into 34
countries, in 4 regions which are Europe, North America, Asia and Middle East, and has 73,000
employees working worldwide, out of which 53,430 are full time employees. According to
H&M‘s strategy, stores are the most importance sales channel. They always located their stores
in the best business location in order to offer customers a convenience. Another channel to
communicate with customers is the catalogues and the internet. (H&M offers fashion via Internet
in Sweden, Norway, Denmark, Finland, the Netherlands, Germany and Austria)

From five years summary18 the company recorded revenues in Fiscal Year 2008 of SEK88, 532
million, increases of 13% over 2007. The net profit was SEK 15, 294 million increases of 12.6%
over FY2007 as we show in H&M Figure1. The biggest market of H&M, the world's third-
biggest clothing retailer by sales after Gap Inc and Zara owner Inditex19, is Germany.

Company Profile

Figure8: H&M company fact Sheet

Type Aktiebolag
Traded as Nasdaq Stockholm; HM B
Industry Retail
Predecessor Hennes
Founded 1947;71 Years ago (as Hennes)
Vasteras, Sweden.
Founder Erling Persson
Headquarters Stockholm, Sweden
Number of Locations 4,553 (as of 31 August 2017)
Area Served Worldwide
Key People Stefan Persson(Chairman)
Karl-Johan Persson (President and CEO)
Products Clothing, Accessories
Revenue SEK 222,865 billion (2016)
Operating Income SEK23,823 billion (2016)
Net Income SEK 18.636 billion (2016)
Total Assets SEK 98,579 billion (2016)
Total Equity SEK 61,236 billion (2016)
Owner Stefan Persson
Number of Employees 148,000 (December, 2015)
Subsidiaries Monki, Weekeday, Cheap Monday, COS & Other
Sources, ARKET.
Website www.hm.com

H&M does not manufacture any clothing by itself but using suppliers do it instead. In fiscal 2008
H&M is working with 800 suppliers which stand for around 2,700 production units. ―We do
not own or operate any factories producing our goods, but instead work with approximately 800
suppliers and around 2,700 production units in total, mainly in Asia and Europe (H&M
sustainable report, 2008).‖ By using the best suppliers H&M can offer high fashion collections
with good quality and unbeatable price to customers. Another word is the outsourcing business-
model makes H&M able to keep low prices at the same time as it offer high fashion.

2. H&M‟s Model

Business philosophy or business concept of H&M, the world's third-biggest clothing retailer, is
to offer ―Fashion and quality at the best price‖. This ―Quality‖ is not only mention to final
products but has expressed to all of company‘s manufactured system start from raw materials,
material processing, product manufacture, transport, sales and the final is use. On the other hand
it means H&M gives the meaning of quality related widely to good working conditions (e.g.
labor‘s good life) and environmental control (e.g. operating with the minimum use of resources,
reducing the environmental impact, have commitment with suppliers such as H&M‘s Chemical
Restrictions).
The best price is achieved by:

  having few middlemen 

  buying in large volumes 
  having a wide, in-depth knowledge of design, fashion and textiles 
  buying the right products from the right market 
  being cost-conscious at every stage 
 having efficient distribution 

2.1 Code of conduct

According to the H&M Code of Conduct, most important is H&M‘s responsibility towards all of
thousands of workers in the garments section to make sure everyone behind the company‘s
success have to be treated with respect. Simply stating, H&M‘s code of conduct focuses on good
working conditions.
All employees at H&M are the key to make their business concept possible, but as we know
H&M does not own any production factories but uses independent foreign suppliers instead.
H&M believes that if their suppliers embrace their Code of Conduct it is an investment in the
future (Classon and Dahlström, 2006). H&M also believe that their suppliers can gain more
benefit from using Code of Conduct for improving worker‘s life such as decrease operation costs
by reduce over time.

H&M‘s Code of Conduct was drawn up in 1997 which is based on the ILO conventions and the
UN Convention on the Rights of the Child, in order to make suppliers, production outsourced,
staffs and any other parties understand what is acceptable to H&M and what is not, they needed
to follow the same requirements. According to H&M sustainable report 2008, H&M created and
distributed a new code of conduct from six to eight sections to increase understanding of the
Code among independent suppliers covering;

1. Legal requirements; mentioning that suppliers must always follow the national laws
in any countries they are operating.
2. Child Labor;
3. Safety;
4. Worker‘s rights;
5. Factory conditions;
6. Housing conditions;
7. Environment;
8. Monitoring and Enforcement;
3. H&M‟s Strategy

In the increasingly competitive fashion retail market, a combination of fashion know-how,

unbeatable price and organizational efficiency has propelled H&M to the top of the pile.20 The
strategy is to grow whilst maintaining good profitability and control. H&M‘s growth target is to
increase the number of stores by 10-15 percent per year. In 2008 H&M opened 214 stores since
2002 sales including VAT have increased 95 percent and profit after tax increased 169 percent
(H&M annual report 2008). The highlight of the spring was H&M‘s big fashion show in New
York, where the world‘s fashion elite gathered in Central Park to get a glimpse of H&M‘s
autumn collections.
As we know that H&M is the world's third-biggest clothing retailer by sales but how H&M to
grow up from the single store in such a small town of Sweden like Västerås becomes an
expansive and financially strong fashion company with more than 1,700 stores in 34 countries in
today?
The innovation drivers like sales channels help H&M meet customer more often, faster and
easier, they are catalogues, intranet and stores but the most important sale channel is still be the
store.
3.1 Innovation drivers

Online clothes shopping: H&M has always been trying hard to offer more convenient
ways for its customer. One of successful channels apart from the primary channel i.e. stores is
Online Shopping, another one is catalogue sales to deliver fashion at home. Especially for Nordic
countries or Scandinavian customers who are the core value for the company. Now this service is
available not only for the Nordic region but also for the customers who live in Sweden, Norway,
Denmark, Finland, the Netherlands, Germany and Austria. H&M also has MySpace and
Facebook pages which full of the amount of fans.

High quality products without the price tag: As we have talked earlier, H&M does not own any
production factories but H&M has its own designers. H&M employs more than 100 designers
and some guest successful fashion designers to show customers that fashion and design are not
matter of price; customers can wear clothes in the same feeling as they walk out from the cat
walk with a good price everyone can reach.

Collaboration with icons and designers strengthens the brand. Famous fashion designers were
invited to make a special limited collection for H&M such as Stella McCartney, Viktor & Rolf,
Madonna, Roberto Cavalli and Comme des Garcons.

3.2 Efficient Management

H&M has success in efficient production and logistics management, start from the idea to
store, the first step is design, this stage is the place where to meet between designers, pattern
maker and customers demand. From the idea, which focused and based on customer need,
become an inspiration create the different trends collection response for the different demand of
customer. The next step of producing is planning and buying via the buying office which located
in Stockholm, Sweden. H&M added value to every stage.
  Planning and Buying: H&M has to plan for any activities that will happen to
make sure that every process will be smooth such as limited amount of some
collection will be sold only in the big city‘s stores or the different number of
colleague (employees) for designer team in different seasons. H&M buying
office, in Stockholm, Sweden, is the center of organization which is responsible
for designing, planning and purchasing. 
 

 Production: after purchasing, the office in Stockholm makes design decisions,
H&M‘s 18 production offices around the world are responsible to choose the right
suppliers and allocate production which combine quality, price, quantity, lead 

time, flexibility and the supplier‘s ability to live up to H&M‘s CSR
requirements21. Because H&M does not own any factories, H&M purchased
garments from around 800 independent suppliers around the world, manufactured
products in 2,700 production units by estimate mainly in Asia and Europe. 

 Logistics and distribution to stores: H&M is focusing on the logistics interfaces 

towards external suppliers to match the increase in sales and new shop (Arlbjørn,
Halldórsson, Spens and Jahre, 2008)22. According to functioning logistics
―getting the right item to the right store (country) at the right time.” is the key to
H&M efficient management. The fastest is not always the best instead reliability
and greenest method is more important than speed. In order to make stores are
refreshed daily with new fashion items possible H&M handles millions of items
each year. Thank for IT developing help any single stores keeping in touch with
the logistic supply chain. 

4. H&M and CSR

At H&M, CSR is mainly about the responsibility for worker conditions, such as ban child
labor, which suppliers have to follow. H&M creates an image for itself as responsible company.
In order to create and maintain effective relationships with all stakeholders and customers, CSR
is the cornerstone of its operations.
H&M started their CSR activities and also drawn up the code of conduct in the same period.
According to the book; Global Practices of Corporate Social Responsibility (Idowu S. and Filho
W., P 114, 2009) the background of engagement CSR and the code of conduct was happened
when H&M and other similar retailer such as Nike were questioned about conditions at the
factories of their subcontractors. Back to December 1997, Swedish TV documentary was
accusing H&M of founding subcontractor using child labor in Philippine and after this
documentary broadcast Margareta Winberg, the then Minister of Labour in Sweden and Annika
Ahnberg, a member of the cabinet, official declared were boycott H&M‘s products and many of
Swedish followed both of them.
H&M then restored its image by initiated CSR activities to improve the labour condition and
later on H&M has commitment to integrating Corporate Social Responsibility (CSR) (include the
environment and union right) into business operations to reduce negative impacts and maximize
positive ones in the same time.

4.1 H&M CSR Organization

Figure 9: H&M CSR Organization

H&M has 10 staffs coordinate its sustainability activities for CSR from the head office in
Stockholm. The CSR department at head office is independent component with five
coordinators, One IT administrator and One Head of CSR who is also the member of Board,
Ingrid Schullström, and reports directly to the CEO. As Anna Nilsson, Swedbank Robur, Sweden
said; “H&M of today aims for transparency and is involved in stakeholder dialogues, joint
initiatives and reports in-depth on their CSR work. The Company also reports on negative
aspects and challenges and gives room for its critics to express their views.”

4.2 What is H&M‟s new CSR strategy?

―In 2008, we developed a new sustainability strategy under which sustainability will be
considered in all departments within the company and responsibility for it shared by all H&M
employees.‖ Rolf Eriksson, H&M CEO.

H&M‘s sustainability vision is to succeed by being a good company operating in the way that
engaged environmentally, socially and economically sustainable together both in the present and
future. The new focus on H&M‘s CSR sustainability in 2008 is on every level (environment,
social issues and economics) share with every employee not just a corporate department.
Organic cotton
5. H&M with EFQM Excellence Model

The EFQM Model has ‗enablers‘ and ‗result‘ criteria. Whether results are good or not
depends on the enablers. On the other hand we can say if company has good enablers, company
will have excellent results.

―Enablers‖ criteria

1. Leadership
2. People management
3. Policy and Strategy
4. Resources
5. Processes

―Results‖ criteria

6. People Satisfaction
7. Customer Satisfaction
8. Society Results
9. Key Performance Results

EFQM CSR Frameworks Business Case: H&M

EFQM Framework for CSR- Criteria 1 & 9 (Leadership & Key Performance)

The most important enablers are Leadership and Process (Nabitz U., Kiazinga N.
&Walburg J., 2000). Relate to Erling Persson, the founder of Swedish biggest fashion retailer
Hennes & Mauritz, is one of Sweden‘s great pioneers. Erling made a new perspective and put
experience for the customer who purchased his clothes like once he announced when he opened
the first Stockholm branch in 1950 that he is selling clothes to girls who do not want to look like
their mothers and then in 1960, Hennes (the old company‘s name) was the Swedish‘s most
popular women‘s retailer. From Erling‘s idea H&M became one of the first retailers to offer
shoppers the clothes that look like they have come off from catwalk but with the cut rate prices.
Since Stefan Persson took over the managerial director position in 1982 he worked towards
quality improvement and reduction of operating costs also work more hard with created
advertising campaigns for increasing brand‘s perception such as designer collaborations. In 2000
he continued expanding stores in Europe and entered to the new market, USA. He entered the
first store in US and H&M turnover in 2002.

H&M focuses on outsourcing production by controlling efficiency and flexibility throughout

every supply chain. Thus H&M is able to respond quickly and successfully to changes in fashion
trends. By a combination of fashion know-how, unbeatable price with high quality products and
organizational efficiency, H&M is one of the most famous fashion brands that popularity among
customers. H&M created clearly business concept which aim to offer customer a high fashion
clothes with unbeatable price come along with high quality. The target group is widely, including
women, men, teenagers and children particularly those in younger age groups.
According to H&M 2008 in figures; H&M‘s financial performance over the past five years, since
2002, has been impressive with sales including VAT has increased by 95 percent and profit after
tax by 169 percent. In 2008 H&M opened 214 stores which 5 new different markets; Japan,
Egypt, Oman, Bahrain and Saudi Arabia. H&M does not own any manufactured firms but buys
goods from 700 independent foreign suppliers through around 2,700 production units mainly in
Asia and Europe. The number of production units relate directly to orders from H&M which can
show the large quantity of products.

So we can see enabler ‗Leadership‘ effected to result ‗Key Performance‘ thus Executives at
H&M are passionate about their company. They are fastidious about its products and proud of
its achievements. They are also sharply focused on its goals and are confident of its ability to
achieve them. They are also very ambitious, and constantly challenge the established clothing
habits of its consumers. In doing so, they display a great deal of energy and enthusiasm. They
attract publicity using bold and striking advertising and by regularly enlisting high profile
designers and celebrities to reinforce the company‟s brand and image. Also, H&M has built a
strong product concept, which has been successfully established in a growing number of
countries

EFQM Framework for CSR- Criteria 2&6 (People management & People Satisfaction)

What is the key to H&M‘s success? Rolf Eriksson, CEO of H&M; ―Basically it‘s our
business concept: fashion and quality at the best price. But it‘s our employees that make it
possible. (Part I. H&M in Words and Pictures 2008, P.7).

H&M‘s CSR committed employees are essential to H&M‘s ability to grow and continue to be
highly profitable. At the financial year-end 2008, H&M employed about 73,000 people.
Converted into full-time positions the number was 47,029, 80 percent of whom were female.

Colleagues must have opportunity to grow with the company because H&M believe that every
individual colleague (workers) has power to make company goals possible. An important
ingredient in creating an attractive work-place is that the staff can develop with the company.25
To develop colleague‘s performance H&M offers internal training to them to make opportunity
for their career.

H&M aims to be a good employer even in countries where laws and regulations do not live up to
H&M‘s requirements. The entire business must be characterized by a fundamental respect for the
individual, which applies to everything from fair pay, reasonable working hours and freedom of
association to the opportunity to grow and develop within the company.26
The following sentence can explain how related are between People management and People
satisfaction.
―The keywords for continued growth are responsibility and commitment‖, says Pär Darj, Head
of H&M‘s HR, ―We have committed employees and we are prepared to delegate responsibility
at every level. I usually tell employees, „If you don‟t grow, neither will H&M‟.‖ (Part I. H&M
in Words and Pictures 2008, P.34).

EFQM Framework for CSR- Criteria 3 & 7 (Policy and Strategy & customer satisfaction)

Making quality fashion and personal style possible for everybody is the cornerstone of
H&M. The target group is widely including women, men, teenagers and children. H&M is a
brand that knows that what works best for both its customers and the company, its business
concept is to offer customers fashion and quality fashion at the best price. In order to response
customer expectation and satisfy customers need, H&M put ‗customer service‘ link on H&M
home page which the place that customer can leave the questions, suggestion, complain or
searching beneficial information from company such as product recalls or size charts etc.

H&M cover CSR issues in all internal communication channels such as intranet, H&M fashion
magazine. Being associated positively with CSR leads to more customer satisfactions and
increase buying. The good example is back to December 1997, after Swedish TV documentary
found and broadcast about using child labour in Philippines Swedish people were boycott
H&M‘s products. And that time was the chronicle of H&M code of conduct. Today clients are
not buy only products but they look deeply to the process which should be friendly with
environment and society.

EFQM Framework for CSR- Criteria 4, 5 & 8 (Resources, Processes & Society Results)

Ingrid Schullström is the environmental and CSR Manager at H&M, she began working
with H&M‘s CSR actives since 1997. The basic idea of H&M‘s CSR efforts is to succeed by
being a good company. In 2008 H&M lunched the new CSR strategy; it is sustainability strategy;
which means CSR is no longer just a corporate department but an issue for every employee.
(Part I. H&M in Words AND Pictures 2008, P37)

On the other hand we can say H&M put itself as a responsible company which has strong
support from the top management in CSR organization. Sustainability refers to environment,
social issue and economics. At H&M, CSR is mostly connected to maintaining company‘s
supply chain to provide products with high quality as business concept. The Code of conduct‘s
requirements is the heart of business production because H&M working with 700 independent
suppliers. In order to keep profit for both of H&M‘s employee and subcontracts.
IKEA

1. History and Company Profile

IKEA, an acronym from the names of the founder, Ingvar Kamprad, and his farm Elmtaryd and
village, Agunnaryd, began its operation in Sweden in 1943. Since then, IKEA has continued to
operate under its original ethos which base upon cost obsession fused with design culture. At this
time, Ingvar Kamprad sold things ranging from wallets to pens to nylon stocking by going door
to door.

In 1945, IKEA advertisements began showing in the local newspapers, and the first ever IKEA
catalogue was developed. IKEA‘s furniture range was shown in

1.1 IKEA Timeline

1958 -The very first IKEA store opens in Älmhult

1960 -The first IKEA restaurant opens in Älmhult, Sweden
1965 -IKEA introduces the Selfserve Warehouse
1968 - IKEA buys its first computer
1976 -The IKEA bistro makes its appearance at the store exit
1978 -BILLY bookcase is launched
1983 -IKEA introduces food shops selling Swedish specialties
1984 -IKEA Family customer club is launched
1989 -IKEA recruits its first environmental manager
1990 -IKEA formulates its first environmental policy
1991 -IKEA buys sawmills and establishes Swedwood
1994 -IKEA initiates collaboration with Save the Children
1998 -IKEA starts the Sow-a-seed project to replant rainforest in Borneo
1997 -The Children‘s IKEA range is launched
2000 -Internet shopping starts in Sweden and Denmark -IKEA and UNICEF start a joint
project to combat child labour -IKEA introduces its code of conduct, IWAY- IKEA
starts various environmental projects with WWF
2006 -Sales start of IKEA branded food products
2007 -IKEA and WWF start to work on climate issues
2009 - Inter IKEA Centre Groups secures land rights in China.

1.2 The Ikea Group

The founder of Ikea, Ingvar Kamprad, wanted to create an ownership structure and an
organization that stand for independence and a long-term approach. That is why, since 1982, the
Ikea group has been owned by a foundation. Ingvar Kamprad retired from group Management in
1986 and today acts as advisor to the parent company.

Stichting Ingka foundation is the foundation that owns the IKEA Group. It is based in the
Netherlands.

Ingka Holding B.V. is the parent company for all IKEA Group companies, based in the
Netherlands. Members of the Supervisory Board are: Göran Grosskopf (Chairman), Mathias
Kamprad, Lars-Johan Jarnheimer, Göran Lindahl, Carl Wilhelm Ros, Bruno Winborg,
Magdalena Gerger. Ingvar Kamprad is Senior Advisor.

Ikea group Management: Anders Dahlvig (Group President and CEO), Ian Duffy, Sören
Hansen, Peter Högsted, Lars Gejrot, Pernille Lopez, Torbjörn Lööf, Mikael Ohlsson, Josephine
Rydberg-Dumont, Göran Stark, Werner Weber.

Ikea services B.V. and Ikea services AB with nine staff units in the Netherlands and Sweden
support the work in all Group companies – from the Swedwood industrial group to the sales
companies that own the stores in the respective countries.

The Ikea Group has 231 stores in 24 countries, 45 trading services offices in 31 countries,
together with 31 distribution centers and 11 customer distribution centers in 16 countries.

The Number of Co-Workers in the IKEA Group is 118,000 in 40 countries.

The Ikea Range comprises 9,500 products that are the same in all IKEA stores.

The Swedwood Group is the IKEA industrial group with 14,800 co-workers and 38 factories
and sawmills in 11 countries.

Ikea Suppliers number 1,350 in 50 countries.

The Ikea Catalogue is printed in over 191 million copies in 27 languages and 56 editions.

The Ikea Websites attracted around 450 million visits.

2. IKEA‟S BUSINESS PHILOSOPHY

“If retailers are to succeed in an overseas market, they must not only master the
traditional skills of market segment cultural and economic traditions of the host country.”
(Ingvar Kamprad, quoted in Annual Report 1993)
Ikea's mission is to offer a wide range of home furnishing items of good design and function,
excellent quality and durability, at prices so low that the majority of people can afford to buy
them (IKEA 1994).
Ingvar Kamprad believes that: "Most things still remain to be done - a glorious future! Time is
your most important asset. Split your life into10-minute units and sacrifice as few as possible to
futurities".

This is the foundation of the corporate culture at Ikea starting from the design team to the
suppliers and till the customers.Bureaucracy is fought at all levels in the organization. Kamprad
believes that "simplicity and common sense should characterize planning and strategic
direction"

3. IKEA and CSR

3.1 The IKEA Concept

Vision
―To create a better everyday life for the many people”

3.2 Ikea’s CSR Commitments

Mission Statement

THEN: “To make products which have minimum impact on the environment and to manufacture
them in a socially responsible way”
NOW: “To offer a wide range of home furnishing items of good design and function, excellent
quality and durability, at prices so low that the majority of people can afford to buy them.
Ikea‘s CSR policies and commitments actually became visible in 1998, when IKEA created the
―Voluntary Code of Conduct‖, the IKEA Way
Criticism Faced by IKEA

81-92 Product safety and environmental issues in Europe

92-97 Child labour in Pakistan, India, Vietnam and Philippines

98 -98 Lamentable work conditions in IKEA supply chain

98-99 Pressures from environmental groups related to wood procurement issues in Russia and Indonesia

1999- Criticisms on the code of conduct implementation in suppliers‘ factories (wages levels, freedom of
association, work hours…)

Reactive Behaviours from IKEA

 Programs of action which aimed at dodging risks, latent detractors criticisms and the
 anticipated effects which can prove to be harmful to the organizations reputation. 
 Giving importance to external stakeholders to develop and enforce socially responsible
 buying practices, codes of conduct and agreements : 
1. Code of conduct based on a 1996 IFBWW-IKEA agreement
2. Collaborations in social and environmental matters
Proactive Behaviours from IKEA

Incorporate environmental demands as Ikea‘s management philosophy and corporate culture.

Ikea does not consider its CSR policies as a reaction to the scandals and the criticisms brought on
due to certain issues.

IKEA has always presented itself as a very CSR concerned company. Results of which are:

  speed of reaction 
 humble attitude 
 increasingly proactive behavior 

Delimitations finding CSR strategies of IKEA

IKEA has always kept a low profile regarding its CSR activities. The central belief at IKEA has
always been ―little publicity is good publicity‖. Ikea prefers cautious progress by focusing more
on actions instead of communication in CSR matters. Although, IKEA publishes its annual social
and environmental reports which are a good source of knowing about Ikea‘s CSR activities.

Stakeholders Reactions to Ikea’s CSR Communication

1. Customers

Customers generally perceive IKEA as not a very proactive organization when it comes to
communicating CSR activities. There is a general feeling of not being informed on Ikea‘s CSR
policies. Generally, there is a positive perception regarding Ikea‘s CSR policies and
commitments among consumers, and has no influence on buying behavior of customers.
2. Stakeholders

The general perception of Ikea‘s CSR commitments amongst stakeholders‘ is relatively

favorable. However, there are some differences seen in regard to the type of the stakeholder
considered.
 Partner organizations, public administrations & Trade Unions – Good perception
 of Ikea‘s CSR policies and commitments. 
 Organizations which only have access to Ikea‘s external sources of information
 on their CSR policies have a critical and a skeptical attitude. 
 Ikea lacks a structured dialogue with the stakeholders‘ regarding its CSR policies,
which brings a great demand of transparency from majority of the stakeholders‘,
in our opinion, this would play a very positive role in developing positive
attitudes. 

4. IKEA‟s CSR strategies in light of the EFQM model

“IKEA is a leader in setting high environmental standards for its product. That means employing
strict manufacturing methods and supply processes so that materials, technologies and
transportation have the least damaging effects on the environment.‖
- Rene Hausler, Partner, IKEA-San Diego Franchisee.

The Swedish based IKEA Systems BV in 2005 received the award for Outstanding Sustainable
Style Achievement (OSSA).27 This honor was given for eliminating the treatment of
Polybrominated Biphenyl Ether (PBDE), which is a toxin used in furniture manufacturing.
Before that, in 2004, Ikea received the award for excellence28 (BUPA Health Communities
Award). This award is given by the Ministry of Health in UK. This award was given to Ikea for
its initiatives to tackle unemployment issues in Bristol, UK and also for developing programs to
curb crime.

Social Responsibility:

“We consider IKEA to be setting an excellent example for other corporations to follow. IKEA is
prepared to go further than just saying “no” to a supplier who exploits children. The company is
showing a genuine interest in bringing about improvement for children by assuming a
responsibility for child labor issues.”
-Ingvar Hjartso, UNICEF Representative

Ikea started acting as a socially responsible company right from its inception. The main emphasis
of Ikea‘s social initiatives has been on children and better living.

 August 2000, Initiated the Child Rights Program in India win collaboration with
UNICEF.29 
  Ikea and UNICEF collaboration with (CREDA). 30 
 Association with UNICEF since mid 1990‘s. Apart from major country projects in
various under developed countries, Ikea has been supporting UNICEF by selling
 UNICEF products and greeting cards. 
Ikea‘s association with ―Save the Children.

IKEA with EFQM CSR Frameworks

Business case: IKEA

1. LEADERSHIP IN ENVIRONMENTAL RESPONSIBILITY

According to Russel Johnson, Head of Quality for IKEA, “ If people see IKEA as a company
that is polluting the environment, creating wastes or emissions, or wasting resources, then we
are not living up to our mission. That‟s a very strong matter. We are meeting customers‟ face to
face every day. As a company built on the mission to create a better everyday life for the
majority of people, of course we must take environmental issues seriously.”
2. POLICY & STRATEGY

A values based company such as IKEA uses CSR as a part of its overall strategy of interaction
with its stakeholders for the co-creation of customer and stakeholder value (Enquist et al., 2006).
Although, for this to work effectively, the core corporate values and the CSR values of the
organization have to complement each other.

Ikea’s Environmental Strategies

“Ikea is a leader in setting high environmental standards for its products. That means
employing strict manufacturing methods and supply processes so that materials, technologies,
and transportation have the least damaging effects on the environment.”
-Rene Hausler, Partner, IKEA-San Diego Franchise

Key areas which are examined as part of the current environmental strategy are:

• Environmental management
• Paper (use of resources)
• Energy and transport (climate change)
• Emissions to air – VOC (Air quality)
• Emissions to water – COD (Water quality)

Environmental Policy

The three most important aspects of Ikea‘s environmental policies are:

1. Efficient use of resources by producing lesser wastes and emissions.

2. Extensive use of wood, for the reason wood can be recycled easily.
3. Training of employees for working on environmental issues.

Focus areas for environmental CSR

A. Transportation & Distribution

Due to heavy dependability of Ikea on transportation through trailers and trucks for distribution
purposes, the company‘s transportation and distribution had a major impact on the environment
through CO2 emissions.

Initiatives to Reduce Impact of Transportation on Environment:

 Smart Packaging 
  Car pooling facilities for Customers & Employees. 34 
Home Deliver Service, contracted to independent companies following Ikea‘s environmental
policies
1. RESOURCES

FORESTRY

Almost 75% of raw material used by IKEA for its catalogs, packaging and furniture came
from timber. Therefore, forest conservation has been a major environmental issue in Ikea‘s CSR
strategies. Ikea has been a member of Forest Stewardship Council (FSC)35, and due to
consultations with this organization Ikea started sourcing its timber from well managed forests.36
Ikea became a member of World Wildlife Fund (WWF) in 2002 to promote forestry with
responsibility worldwide. China, being one of the major suppliers of timber to Ikea had been
extracting timber from over utilized forests according to WWF studies, therefore, IKEA and
WWF‘s main concern was to make sure that the forests in China were protected (See exhibit 2
for forest conservation activities by WWF and IKEA in China).
IKEA catalogs are made using wood as a raw material too. In 1991, IKEA in conjunction with
Greenpeace started working towards finding a solution for this problem. For the sake of paper
conservation, IKEA started using chlorine-free paper37 for printing its catalogs.

Waste Management
―At IKEA, we're moving toward a way of thinking based on the philosophy that everything we
take should be used, reused and recycled, either by ourselves or nature, in such a way that
causes the least possible harm to the environment.”

Comment from the company‘s spokesman, Martyr Mason, on the decision to reorganize Ikea‘s
business policies and develop rules to make certain better social and environmental practices not
only within the company but also in regard to all the stakeholders.

IKEA has been moving towards its goals of waste management and waste reduction by repairing
damaged products, recycling wasted and reusing the packaging material.
Every IKEA store has a ―Waste Coordinator‖ who works towards energy conservation and
waste recycling, and also trains employees on different environmental aspects.
Energy Conservation

Ikea consumed a lot of energy for heating, electricity and air conditioning of its warehouses and
stores. Ikea launched the ―Kill a Watt Energy Saving Competition‖. This competition was for
all
Ikea stores worldwide. By the time the competition ended, Ikea managed to save energy equal
to the usage of 2000 households, or two Ikea stores annually. Ikea also uses alternative means
of energy consumption such as solar electric panels and wind generators.

Suppliers

Ikea developed “The IKEA Way on Purchasing Home Furnishing Products (IWAY)” in
September 2000. IWAY formulated a ‗code of conduct‘ for Ikea‘s supplier to comply with

According to the Code of Conduct, suppliers for Ikea had to comply by the following:
  Legal Requirements 
  Emissions 
 Ground Contamination 
 Chemicals 
 Waste , Hazardous waste 
 Fire prevention 
 Worker‘s health and safety 
  Dormitories 
 Wages, overtime 
 Child labor 
 Forced and bonded labor 
 Discrimination 
 Freedom of association and collective bargaining 
  Harassment and abuse 
 Continuous improvement 
 Forestry, routines for procurement of wood 
  Forestry, fulfillment of IKEA requirements and legislation 
 Summing up all of Ikea‘s efforts of becoming a Environmentally and a Socially responsible
company, Dahlvig, Ikea Group president and CEO said “We‟re moving in the right
direction, but we must remain humble. We should remain humble about what has been
 accomplished so far, because there is so much more that still remains to be done. 
We cannot change the world on our own. All we can do is to take small steps in the right
direction.”


2. PEOPLE RESULTS
a. Highly trained and motivated workforce
b. Motivated and compliant suppliers
c. IWAY- a stakeholder friendly code of conduct

3. CUSTOMER RESULTS
 Satisfied Customers 
  Favorable experience 
  Customer experience enhanced through ―The IKEA Philosophy‖. 
 The IKEA approach which increases customer‘s perceived value by giving the same
 benefits at a lower price and even more benefits at the same price. 
 Ikea‘s Customer Experience Philosophy has helped in creating remarkable customer
experiences by decreasing the level of sacrifice and costs that consumers incur while
experiencing a company‘s services and products. 




4. SOCIETY RESULTS
 Preventing child labor 
 Transportation with fewer emissions 
 Energy Conservation by using renewable energy 
i. Purchasing renewable electricity
ii. Surveys to evaluate energy needs and improve energy efficiency
iii. Establishing standards
iv. Alternative energy sources introduced
  Products with less impact on the environment 
 Sustainable transport of people 
 Climate projects with WWF
 Energy efficiency and renewable energy for IKEA suppliers.
 Children’s rights projects.
 In kind donations and emergencies relief aid.
 Children’s health research programme.
Analysis

Corporate social responsibility

Kotler and Lee, (2005) define CSR as a commitment to improve community well-being through
discretionary. Vogel (2005) argues that ―doing good to do good‖ is the old thinking of CSR.
Enquist et al., 2008 gave conclusion that CSR today is not for charity or doing good to do good
but more for doing well. Corporate social responsibility is a driver of customer satisfaction
which returns long term financial benefit to organization. The trend of Corporate Social
Responsibility is growing interest within the global companies. The increasing number of tools
for CSR, such as ISO 9000, UN Global Compact, EFQM Framework for CSR, etc can be the
guarantor.

Starbucks Challenges with CSR

The first aim of the Starbucks‘s guiding principles is ‗provide a great work environment and
treat each other with respect and dignity‘. Starbucks offers its benefit package to part-time and
full-time partners includes medical, dental, vision and short term insurance, etc. Starbucks
invested in partners‘ benefits and training instead to spent on advertising. One of the main ideas
of Starbucks‘s management is providing a great work environment for the partners (employees),
taking care for its partners including:
 Listening to our partners 
 Offering benefits to our partners 
 Focusing on health and wellness 
  Recognizing our partners 
 The Cup fund 
 Partner training and career development 
 Workplace policies and respecting partners‘ rights 
 Health and safety 

In the CSR seventh annual report is a most highlighted key strategic area in CSR of sustainable
coffee –C.A.F.E practice programme-, Fair Trade Certified coffee, climate change more than
about its workers well-being. We have seen that Starbuck has long cultivated a corporate image
for social responsibility, environmental awareness, and sensitivity to workers' rights. In 1998,
Starbucks became one of the first companies to extend full health benefits to part-time
employees (Gulati, Huffman and Neilson, 2002). But in 2004, Starbucks Workers Union, SWU
(an organization of employees for living wage, secure work hours, and respect on the job), was
set up. Joining Starbucks Workers Union is for any Starbucks workers who want to improve life
at work including:
  Rising up wage and guarantee work hours; Indeed baristas, the importance key who
represent company to customers, earn salary equal to or perhaps less than Wal-Mart
workers.
 
 Health Care coverage; SWU pointed out that Starbucks has poor health care policies and
 worse than industry average. 
 Safe Working Environment; such as the full numbers of workers on the shop floor,
dangerous from unsafe speed equipments, etc. 

“We can be extremely profitable and competitive, with a highly regarded brand, and also be
respected for treating our people well.” In the end, it is not only possible to do both, but you
cannot really do one without the other.”
Howard Schultz, Starbucks CEO and Chairman

Schultz has to prove that Starbucks being the perfect company for social responsibility,
environmental awareness, and sensitivity to workers' rights. To prove that corporate image as
customers seen is not can found just only in the annual report but embedded in DNA of
Starbucks‘ management. Creating partners‘ satisfaction is challenging company.

H&M Challenges with CSR

As we know that H&M does not own any factories in order to keep unbeatable price.
H&M works with out-sourced suppliers from around the globe. H&M stated that a fundamental
principle is that products must be manufactured under good working conditions (CSR annual
report, 2008). To make it happen, H&M developed its Code of conduct to be a guarantee that
everyone contributing to the success of H&M should earn a decent wage. If H&M found that any
suppliers have underage workers, the contract will be cancelled.

Swedish biggest fashion retailer communicated with 800 suppliers and 2,700 production
units in various countries via a Code of Conduct. Under conception that products must produce
under good working conditions (H&M CSR report, 2008). This led to a big challenge for the
company to make the public see that every supplier in the whole textile business to follow the
same rules. According to H&M‘s website, the Code of Conduct has ‗guidelines‘ for suppliers
through which it can be understood that H&M can only ask the members to volunteer but cannot
force them to follow regulations, for example, in Bangladesh and Turkey, where they have big
economic and social problems. The rate of unemployment is increasing in contrast to decreasing
wages. H&M‘s Code of conduct is not enough to control wage systems and solve worker‘s right
problem in developing countries. As Brynn, 2009 wrote “The Code of Conduct set forth by
H&M does try to correct inhumane practices and give workers more rights, but they work with
so many factories and I find it hard to believe that they are able to regulate all of them”.
code of conduct for suppliers for IKEA across the world. However, audits have shown that
compliance with this set of rules and guidelines formulated by IKEA to meet social and
environmental demands leads to a number of challenges especially in developing countries.

The compliance of the code needs full support and commitment of the management teams of the
suppliers in every country, this can be ensured by communicating the reasons and the motivation
behind the launch of IWAY, also its implementation and requirement procedures to the business
developers was essential.
IKEA, having 100,000 employees in 44 countries, had developed extremely effective strategies
to operationalize CSR. One such initiative was its ―Co-worker Environment and Social
Responsibility Training Program‖, which was developed in response to Ikea‘s first ever
environmental action plan, in 1992. The training includes Ikea‘s worldwide social and
environmental policies, performance and goals, programs, along with all aspects of business
operations.

Conclusion

Comparison of how CSR is perceived by Starbucks, H&M and IKEA

Even though they state CSR in the different ways they perceive the notion of CSR in
similar way. All three firm cases refer CSR to the triple bottom line; Profit, People and Planet.
Those companies define CSR as conducting business in ways that produce social, environmental
and economic benefits for everyone surrounding the company. CSR activities as a part of the
service business model and CSR have positive relationship with profit for innovative companies
(Enquist, Edvardsson and Petros Sebhatu, 2008).

Starbucks perceives CSR as conducting business in ways that produce social,

environmental and economic benefits not only for the company but for the whole
coffee‘s communities as well.

H&M states CSR as the cornerstone of its operations. CSR has to be part of the daily
work for everyone in firm. It cannot just be the responsibility of a central function at Head
Office. Furthermore H&M works hard to embed sustainability to be a part of the DNA in the
way they do business. ―We have a responsibility to everyone who contributes to our
success, even those who are not employed by H&M”.40

IKEA uses CSR as a part of its overall strategy of interaction with its stakeholders for the co-
creation of customer and stakeholder value.

Comparison of corporation‟s responsibility according to EFQM

Excellence Model
Leadership

All three companies have the great pioneers.

 Starbucks‘s CEO and chairman; Howard Schultz. 

 H&M‘s chairman of the board; Stefan Persson and new CEO; Karl-Johan
 Persson. 
 IKEA has Ingvar Kamprad 
People

All three cases are socially responsible towards their staffs and make sure that
fundamental legal also social principles are respected in relations with them. Starbucks call its
staff ‗partner‘, while H&M calls them colleagues to show the respect for the employees. For
both Starbucks and H&M focus on investing in employee benefits and performance instead of
spend money on advertising. They believe that employees are the key success of business
because they represent company to customers. The employees can inspire customers and make
customers receive the great experience. According to Schultz, “We‟re not in the coffee business
serving people. We are in the people business serving coffee” (Schultz wrote foreword for Behar,
2008). By this way they believe that investing in employees will gain sustainable advantage in
long term.

Policy & Strategy

Because a company‘s policy and strategy has a lot of effect on results, it refers to what
the company is doing and what is the plan for the next. Policy and strategy are commonly
associated with sustainable development.
 Starbucks shares a common goal with several organizations such as Fair Trade,
Conservation International (CI), Government of the coffee growing countries, etc.
to make stable relationship with coffee farmers, and minimizing environmental
impact. Starbucks also has social and environmental guidelines for producing,
processing and buying coffee called Coffee and Farmer Equity Practices
(C.A.F.E.) to ensure company will get high quality coffee while farmers get
higher price. 

 H&M has developed rules and regulations together with subcontractors in the
form of a code of conduct. H&M first introduces a code of conduct in 1997. In
 order to make sure that the company‘s code of conduct is followed throughout the 
800 suppliers and 2,000 plus production units, H&M has 60 plus inspectors and
 regional coordinators who inspection the work. 
 IKEA redesigned business systems. IKEA is able to keep costs and prices down
because it has systematically redefined the role, relationships, and organizational
practices of the furniture business (Normann and Ramirez, 1993). The strategy is
the value-creating system by encouraging customers and business partners to
work together or to be co-producer for its business. 

Partnerships & Resources

All three businesses share their experience with alliance, organizations, trade unions, around the
world. IKEA and H&M co-operate with more partners than Starbucks does because both of
H&M and IKEA do not own any factories producing but instead work with hundred of suppliers.
Three of them achieve success working and sharing experience on social and environmental
issues together with partners and customers through responsible for communities they do
business with. All three organizations Starbucks, H&M and IKEA have been following ILO
(International Labour Organization) convention, UN convention to take care of worker‘s rights.
Processes
 Starbucks has been working with several organizations in order to develop
business practices which help produce social, environmental and economic
advantages for everyone in which Starbucks operates. Starbucks has Guiding
Principles which focus on providing a great working environment for employees;
a happy worker can make customers have a great experience, making a positive
contribution to communities, working with coffee farmers to make sure they will
get long-term benefit and minimizing environmental impacts. Schultz attempted
to built the company with a soul. 

 H&M: Because H&M‘s business concept is to offer fashion and quality at the
best price. At H&M quality means that the products should be manufactured in an
environmentally and socially sustainable way. H&M works actively with
environmental and social responsibility in the supply chain. The company‘s code
of conduct, which is the benchmark for the work, was developed already 1997.
 The follow-up of the requirements are made according to the comprehensive Full 
Audit Programme. H&M also contributes to better working conditions and the
 environment through several projects in the manufacturing countries.41 
 IKEA: IWAY 

People Results

“Starbucks was built on the one-to-one relationships between its customers and
employees --one cup of coffee with one customer and one store at time” (Gulati et al, 2002). This
phrase can be described into four important key factors of Starbucks; they are quality of coffee,
barista42, customers experience and atmosphere in the coffee store.

Customer Results

All of three companies put customers in the first. They developed scripts for customer
experience which are part of joint co-creating value process with the customer (ibid).
“Thanks largely to the Internet; consumers have been increasingly engaging themselves in an
active and explicit dialogue with manufacturers of products and services. What's more, that
dialogue is no longer being controlled by corporations. Individual consumers can address and
learn about businesses either on their own or through the collective knowledge of other
customers. Consumers can now initiate the dialogue; they have moved out of the audience and
onto the stage.”

 At IKEA show room customers will have feeling like they are at home. When
they come to shop they can come together with all family. IKEA does not only
offers furniture but co-produced furniture in the entertainment style. 

 At Starbucks Customers able to customize their own beverage order to staffs.
And because Starbucks purchases on Fair Trade Certified so customer can be sure
 that every penny they pay for coffee will be directly paid to coffee farmers. 
 H&M has business slogan to offer customers high quality but low price. All of
products are friendly to customers and environment. If H&M found that its
products are not safe, company will recall all items from customers in order to
guarantee product quality. 
Society Results

Starbucks provides cash and product donations to organizations where its

partners are involved as volunteers. Examples: Make your mark which Starbucks
support partners volunteer activities for non-profit organization, Earth Day clean-
 ups, regional AIDS walks and etc. 
 H&M move forward to new Sustainability strategy which CSR department has to
do only support but responsibility is driven by the business departments and units.
By 2009 company plan to has all of products made with at least fifty percent
organic cotton. About transportation, H&M working on climate-smart solutions
for the transportation. H&M supports the Clean Shipping Project‘s (CSP)
requirements of shipping. 
Key Performance Results
 In fiscal 2007, Starbucks has net revenue US$9.411 billion, 15,011 retail stores
 in 33 countries, 172,000 employees. 
 In fiscal 2008, H&M has net revenue SEK 88,532 million, 1,738 stores in 4
 regions, 53,430 employees. 
 IKEA Group has 231 stores in 24 countries, 118,000 Co-Workers in 40 countries,
1,350 suppliers in 50 countries. 

IKEA, H&M and Starbucks, the powerful innovative businesses, have been building their
unique culture for such a long time. As we know all of them have a long history of integrating
CSR with business management. Every year when they publish financial performance report, to
show their performance, they have to publish CSR annual report together with the company
fiscal report. It shows that only financial benefit is not enough to be a successful company but
have to give back to society and people. All service companies have to combine CSR or
corporate social responsibility and sustainable management in the way they operate to make
lasting profits for the company and everyone surrounding them, and the most important part is to
create the lasting relationships with customers as Starbucks, H&M and IKEA operate their
businesses.
BIBLIOGRAPHY

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Table of Contents

Declaration

Acknowledgement

Certificate

Contents

List of Figures

1. Introduction and Purpose

1.1 Conceptual framework of CSR

1.2 Introduction to context of CSR code of conduct of three case studies

1.3 Aims Statement

1.4Purpose

2. Research Design and Methodologies

2.1 Qualitative Research methodology

2.2 Qualitative Comparison research

2.3 Empirical Data Collection and Literature study

Case Study

Data Collection Method

2.4 Limitations of Research

3. Theoretical Analysis

3.1 Sustainability and Sustainable Development

3.2 The Phenomena of CSR

3.3 Misinterpretation of CSR definition

3.4 Service Quality

3.5 Integration of the EFQM Excellence Model with CSR

4. Empirical Studies

What are all about Starbucks?

1. History and Company’s Profile

2. The Starbucks Model

3. Starbucks and CSR

4. Starbucks and EFQM Excellence Model

What are all about H&M?

1. History and Company’s Profile

2. H&M’s Model

3. H&M’s Strategy

4. H&M and CSR

5. H&M with EFQM Excellence Model

IKEA

1. History and Company’s Profile

2. IKEA’s Business Philosophy

3. IKEA and CSR

4. IKEA’s CSR strategies in Light of the EFQM Model

5. Analysis

6. Conclusion

7. Bibliography
List of Figures

Figure 1: EFQM Framework for CSR

Figure 2: STARBUCKS Logo
Figure 3: STARBUCKS Company Fact Sheet
Figure 4: STARBUCKS Material Matrix
Figure 5: C.A.F.E. Systems
Figure 6: Corporate Social Responsibility Governance
Figure 7: H&M Logo
Figure 8: H&M Company Fact Sheet
Figure 9: H&M CSR Organization
Figure 10: IKEA Logo