Introduction
In this exploration, we delve into an imaginary, extreme right-wing corporate structure where traditional business functions extend far beyond their usual scope and explore how it relates to departments commonly found in businesses today. The theoretical model proposed here is a scenario where businesses are solely responsible for providing all essentials, including medical and food security, dispute resolution, education, and core business functions (the general goals of the community around the business), also, necessary maintenance and cleaning services. This article highlights corporate responsibility as a framework that caters to the comprehensive needs of individuals.
1. Human Resources: Dispute resolution and education.
In this extreme right-wing paradigm, Human Resources (HR) extends its role beyond traditional employee management, encompassing recruitment, training, and benefits administration to include dispute resolution and ensuring access to essential resources. This expanded function transforms HR into a department that not only manages human capital but also acts as a protector of employee welfare and security.
2. Finance: Facilitating: Medical, Food and Resource access.
The Finance department, in this extreme right-wing model, is pivotal in ensuring employee welfare by managing the company’s resources to provide everything internally, including essentials like food and medical care. This role demonstrates how efficient fund management is critical in translating financial stability into tangible, comprehensive employee benefits.
3. Research and Development: Education and Business Function
R&D becomes the epicentre of innovation and educational advancement, addressing the business’s need for persistent development and adaptation. This department’s role in educating employees about current industry needs and trends is crucial in maintaining the company’s competitive edge and fostering a culture of continuous learning.
4. Operations: Core Business Function and Required Ethical Understanding
Operations focus on efficient production, quality control, and delivery. In this imagined right-wing context, the department also leads in implementing sustainable and ethical practices, aligning operational goals with the broader organizational commitment to social and environmental responsibility.
5. Education and Training: Education and Dispute Resolution Pre-Emption
Education and training emerge as vital functions, with contributions from all departments. This integrated approach ensures a workforce that is skilled, adaptable, and ready to meet contemporary challenges, with HR potentially coordinating these efforts.
6. Facilities: Medical, Food, Security
Facilities management becomes crucial in this model, focusing on maintenance, food services, and cleanliness. These functions are essential for a productive and healthy work environment, underpinning the smooth operation of the business and reflecting the company’s commitment to employee welfare.
Conclusion
In this extreme right-wing business model, departmental roles expand significantly to address a wide array of employee and community needs. From HR’s involvement in dispute resolution to Finance’s role in internal provision of essentials, and R&D’s importance in innovation, each department contributes to a comprehensive, inclusive, and forward-thinking approach. This model serves as a theoretical exploration of how businesses might adapt in a scenario where they are responsible for providing all essentials, setting a new standard for corporate responsibility and holistic organizational development.
