Comparative study of security in Windows and Linux Research Paper

Comparative study of security in Windows and Linux - Research Paper Example It is also important to ensure that the user functions do not interfere with the work of the operating system. Since the operating system is large and complex in code, it is suggested to create it in pieces. Each of these pieces should be well defined with respect to their work, inputs, outputs and various internal functions. The look and feel of the Linux operating system is same as that of the UNIX operating system. Linux is much younger than UNIX system. While OpenBSD is also generated over the UNIX framework, it is mostly developed using the security issues into account. In recent times, internal threats implied to the threats that were caused due to the misuse of internal data of an organisation by an internal employee. Nowadays it is not only limited to a dissatisfied employee who misuses confidential data for his/her own profit, but today it is more important to find out the ways by which the person is getting an access to those valuable data. In the same way internal threats to operating system generally occurs due to some internal bugs that were generated during the creation of the Operating system, such as some back door, or some logical errors, that are still not fixed and are open to vulnerabilities. The team that developed this operating system claims that the system had been developed, keeping various security threats in mind. OpenBSD is developed in UNIX. At present it is considered to be number one with regards to the security measures among various other available options, since this system was developed through proactive security measures and implementation of cryptography. OpenBSD uses a pseudo random number generator for its cryptographic encryption purpose. Keeping in mind that security can be breached if the number that is used for encryption gets hacked, resulting in the entire system being open to external attack, the OpenBSD system generates

To what extent does success in china depend on businesses Essay Example for Free

To what extent does success in china depend on businesses Essay Success for a business in a large market such as china can be a very difficult thing to achieve; there are many factors that can affect the success or failure of a business that decides to merge into Chinas markets. Most people would assume that due to the very large population of china (roughly 1. 35 billion/l ,363,496,913) operating a business there would not be a problem, this however is incorrect, Just because there is lots of people there doesnt for a minute make it any easier to set u-p and run a successful business. The main point I would say that is essential to success in china s adaptation. If a business is able to adapt well to its surroundings, i. e. the ability to easily change its products and services to match the needs of the local consumer. Just because a company has been successful in other large countries with big markets, does not mean that they have what it takes to succeed everywhere. Being able to change a product range, or the way a service is provided to the consumer needs to be carried out in order to do well in China. Take for example Starbucks coffee, what Starbucks did right in China is a perfect example of how food brands can ucceed despite rising labour and real estate costs, and increased competition on the Mainland. Instead of trying to force onto the market the same products that work in the U. S, such as whip cream-covered frozen coffee concoctions, Starbucks developed flavours (such as green tea-flavoured coffee drinks) that appeal to local tastes. This change in the products that Starbucks offer is the reason why people in china bought into the Starbucks chain, by seeing products that they would normally drink, and having drinks made to their own needs and wants Starbucks was able to cater recisely to what they wanted by doing research into what would work well. As well as the products, Starbucks also changed the way in which the consumers actually got their drinks. Rather than pushing take-out orders, which account for the majority of American sales and is how they made such a big empire, Starbucks adapted to local consumer wants and promoted dine-in service. Making their chain stores very traditional and fitting with the local culture. Surprisingly Starbucks charges as much as 50% more for some of its products in China than in the U. S. , the U. K. and India, but yet it is still a huge success, this is because the business catered well for the needs and adapted. Carrying a Starbucks cup is seen as a status symbol, a way to demonstrate sophistication and the capability to afford a personal luxury for the up- and-coming middle class in China. This links into the brand recognition that Starbucks has created for itself and shows how they carefully targeted their products at the new middle class, it is estimated that its more than 300 million, already larger han the entire population of the United States. This middle class is about 25% of the total Chinese population and as Starbucks has such a recognisable brand people are more liable to visit the store. However, that being said some large companies have tried to adapt for the Chinese markets, and failed despite their efforts.

HRM Department of British Airways (BA)

HRM Department of British Airways (BA) The following paper seeks to identify the human resource management department of the British Air ways. It shows the key HR activities of the British airways with reference to the two models of human resource. Moreover, it also evaluates and analyses the various HR planning and development programs implemented by the British airways. Finally the paper concludes by highlighting how the human resource is indicated and monitored. The report based on a case study and the majority of the information is taken from the case study. SUMMARY In 19th century British Airways is the worlds largest international airline and one of the most successful organizations in the airline business. British Airways (BA) was created by the merger between BOAC and BEA in 1974. BA was not always been quite much successful. The company was going in loss and BA had serious difficulties retaining customers in a competitive international airline industry. In 1980 BA recorded significant losses and there was not much profit to meet the running expenses of the organization. As a matter of fact British Airways delayered their bureaucratic management staffs that were mostly Air force retired officers and replaced them by managers having experience in the service industry. For the achievement of success BA launched many programmes to come out of the organisations loss which changes the culture and environment of the company. These programmes were successful and many customers were attracted towards the airline, which resulted British Airways one o f the worlds leading airline. HRM ACTIVITIES Although the British airways are seen to have implemented numerous strategies to allow human resource development the following are the three key areas where development is most significantly seen. Training and development Reward management Performance appraisal TRAINING AND DEVELOPMENT British Airways has decided a significant investment in training and development that would improve the organization image of Helpfulness. On the basis of research BA found out that customer are satisfied and dissatisfied with friendly and unfriendly, caring and uncaring behavior of staff. As a result of these research findings, BA faced the task of designing and facilitating a training programme that would enable a total change in values and attitudes across the organization, particularly for staff that were exposed to customer contact. BA arranges several training and development programme for both new and old staff. These programme made much change in the behavior of the staff and due to which many customers were attracted towards this airline. British Airline recruited more staff, provide training to the new and developed the old staff for their excellent customer service. it can be clearly identifies that implementing these training programs prove to be highly essential for the organization to attain this objective of increasing the goodwill that the British airways had from the side of the customers. These programs also prove important to improve the revenue and sought to reduce the overall cost that the organization had. (Dessler, 2008) However, at the same time it is also important to note the fact that the success that British airline was not only and solely due to an increasing employee training but there were several other factors which were also important and contributed to the increasing revenue levels. One of the factors included improved legal and government conditions along with technological changes.BA has encouraged individual learning by providing wide employee access to two major learning programs. The first program is based upon principles of open learning; it can finally lead to an MBA and provides a number of progressive stages and qualifications. The completion of each stage gives access to the next qualification. The MBA awarded by the University of Bath. The second program Top Flight provides a series of Academies which are a number of development steps, designed to allow an individual to progress to an executive position. REWARD MANAGEMENT British Airline was motivating people with good remuneration package and rewards. They moving towards individually determined remuneration as well as both intrinsic and extrinsic benefits. They were giving standardized pay and also individual performance pay. The main proportion of salaried staff earnings is based upon pay rates which are governed by a job evaluation grading system. There is also a company -wide performance related bonus scheme paid to all employees and there have been offers of free and discounted shares. BA has also introduced an opportunity for all employees to purchase tax free shares through a trust using their company performance bonus. BA pays standardized salary as well as individual performance pay. They know that if employees are satisfied they will give the best effort for the company success; employees are start thinking that they are the part of company. So, it is clear that through the training Development programme and good remuneration packages staffs provide the high quality customer services and would be more committed to the company. Employees are more committed toward company for their remuneration package and rewards. And they go ahead to achieve the organization goal. PERFORMANCE APPARASIAL Performance appraisal measures the qualitative and quantitative aspects of job performance. An appraisal evaluates not only the employees performance but also his potential for development. The primary objectives of an appraisal are to assess past performance, to identify training needs, to set and agree on future objectives and standards, and to facilitate the achievement of these goals. Individual employee development is a part of a broader concern that BA has developed for the individual employee .As a part of the overall concern with organization culture, BAs philosophy has focused much more attention upon individual performance and this has led to the induction of a companywide -appraisal scheme. The main purpose of this scheme was to improve the relationship between reward and performance and this has reflected in a linked element of performance related pay. British airway has introduced performance related payments. Thus the more efficiently each of the employees works, the more likely it is for the organization to pay the individual worker a certain amount of payments. Moreover, there have been numerous and increasing companywide appraisal schemes introduced by the organization. Thus the harder and more the employee works, the more likely is it for the employee to earn a greater reward in the organization. Moreover, the amount of employees receiving remunerations on an individual basis is increasing at a radical rate at the organization. For instance the administrative staff at the British airways has also started being paid on the basis of their performance. (Armstrong, 2007) HRM MODELS MACTHING MODEL HARVARD MODEL MATCHING MODEL This model states that the HR systems and the organisation structure should be managed in such a way that is similar with the organisational strategy. This is the hard HRM which is interested only in making money or profit. It focussed on individual and organisational performance and concentrates on managing human assets to achieve strategic goals. It explained that there is human resource cycle that consists of generic processes like organisational structure, mission and strategy, human resource management, selection, performance, appraisal, rewards and development. It is based upon strategic control, organisational structure systems for managing people. It requires that human resource strategies have a tight fit to overall of the business. Mission and strategy Economic forces Cultural forces Organizational structure Human resource management MISSION AND STRATEGY: Mission means the specific target that the company wants to reach and strategy is the way through the company can reach their target. The mission of British Airways is to be the best and most successful airline in the world and the strategy is by providing high quality of customer service through resource planning which could not be easily duplicated. ORGANISATIONAL STRUCTURE: This means all the required things that needed to achieve the target. BA launched some programmes for their staff like putting people first, customer first campaign, managing people first, etc. They gave more powers to the line managers to take quick decisions and also break down bureaucracy. They also provide some learning programmes like MBA and series of academies for their staff. HUMAN RESOURCE MANAGEMENT SYSTEM: This is related to the recruitment of new staff. BA replaced some managers which were Air Force retired persons with the staff with analytical skills or the intellectual capacity rather than management experience in the service industries. HARVARD MODEL This model was developed by Beer et al in 1984. This is the soft model which aims at enhancing the commitment, quality and flexibility of employees. Soft model is also known as high commitment management. Here more responsibilities are given to the line managers for ensuring the alignment of competitive strategy and HR policies. This model is based upon individual influence, work systems, rewards and human resource flow; and concentrate upon outcomes for people. Its main components are work system, human resources flow, rewards, stakeholder interests, situational factors, HRM policies choices, HR outcomes, long term consequences. Stakeholder interests Shareholders Management Employee groups Government community unions HRM policy choices Employee influence Human resource flow Reward system Work system HR outcomes Commitment Competence cost-effectiveness Long-term consequences Individual well-being Organizational effectiveness Societal well-being Situational factors Workforce characteristics Business strategy and conditions Management philosophy Labor market Unions Task technology laws and societal values In Harvard model, extra powers and authorities are given to the line managers to fulfill organisations objective. This incorporate recruitment, selection, development and redundancy for the people in the organisation. Managers have to ensure putting right employee at right place and in right time. To motivate productivity, Harvard Model suggested some rewards system to the employees, which include pay, bonus, free and discounted share, holidays, health insurance, empowerment, etc. This model includes long term consequences which refer to individual well beings. These incorporate individual interest, organisational competencies, and the need of the society and community as a whole. In this model, stakeholders are those persons who have interest or shares in the organisation. Situational factor includes workforce, labour markets, union representation, laws, business environment, technology and work system; these issues lead to the HRM policy choices of employee influence. Work system r efers to the efficiency and productivity of work force to meet the organisational goal. For work to be done effectively, efficient communication channels and correct technology are needed. For this purpose, British Airways gave more powers and authorities to the line managers, so that there should not be any kind of delay and they can take quick decisions. HR Planning and Development Methods Firstly British Airline tends to recruit on the basis of analytical skill and intellectual capacity rather than management experience in a service industry. They are always tried to ensure that staff would provide a consistent high quality service to customers an achieving efficient flight operations. Many managers had also joined the company from Royal Air Force. They recruit the perfect person and place them on exact position. Secondly, British Airline setup several training programs for both new and old staff. Such as Customer First Campaign to meet the customer needs. Putting People First which was two day programme aimed at almost 20000 staff that had significant customer contact. This program was designed to persuade participants to examine their own existing values towards their passengers and where necessary to replace them with more helpful and supportive ones. Managing People first a one week residential training course. The programme was specifically designed to breakdown the bureaucracy. The bureaucracy had developed underlying values of order, rationality, dependability and system control. Finally British Airline pays good remuneration to employees and also gives both intrinsic and extrinsic rewards. They plan to motivate people as well as make their assets. BA offers free and discounted shares. BA has also introduced a novel scheme which gives an opportunity for all employees to purchase tax-free shares through a trust using their company performance bonus. BA has encouraged individual learning by providing wide employee access to two major learning programs. The first program is based upon principles of open learning; it can finally lead to an MBA and provides a number of progressive stages and qualifications. The completion of each stage gives access to the next qualification. The MBA awarded by the University of Bath. The second program Top Flight provides a series of Academies which are a number of development steps, designed to allow an individual to progress to an executive position. Evaluation: British Airlines corporative objective is To be the best and most successful airline in the world. So to achieve this objective it makes huge investment on human resources. It recruits highly skill and intellectual people. BA replaces them with more helpful and supportive ones. It provides training on the basis of different skills. It developed employees as more customer friendly, knowledgeable and efficient. They form trade union for welfare or participation of line staff on strategic plan of the company. BA pays standardized salary as well as individual performance pay. They know that if employees are satisfied they will give the best effort for the company success; employees are start thinking that they are the part of company. So, it is clear that through the training Development programme and good remuneration packages staffs provide the high quality customer services and would be more committed to the company. And they go ahead to achieve the organization goal. HR Performances of British Airways In seventies BA performances were disappointing, When BA had serious difficulties retaining customer in competitive international airline industry. In 1980 BA recorded significant losses. Before 1990 BA found negative attitude from passengers in a research. Customers were dissatisfied with customer BAs customer services. For this reason BA redesign and restructure its Human Resources. BA makes huge investment on HR planning and HR performances. It setup many training and development program for line staffs and managers. It is hard to say how much impact the programme has had; it is commonly understood in training circles it is difficult to measure the value of training. However, British Airline believes that this programme has been successful, that a significant cultural change has been achieved at all levels of the organization, and that this cultural change has made a significant contribution to the steady improvement in the business performance. An extensive market research shown that customer have developed more positive attitudes towards service that they now receive as compared with the predominance of negative attitudes that were recorded in similar surveys conducted earlier in the 1990s. These satisfied customers must have an important factor in supporting BAs performance improve improvement. So its easily identified that with this HR planning and development, BA increases their HR performance that lead to the improvement of the organizations performance. On the other hand BA employees now more happy with remuneration and rewards. They are getting opportunities to learn through different training and qualification of MBA degree awarded by the University of Bath after competition of management training. They are getting basic pay as well as individual performance pay and scheme that benefited them more than the before. Through the trade union employees can participate on organization strategic decision. They can raise their voice against any critical issue of the company. That makes the employees happier. Employee turnover are less now than before .Employees are satisfied with their job description, responsibilities and working environment. Employees absenteeism is reduced significantly. They are now highly committed to the company success. Ways to improve HR performances It is very difficult to suggest BA. Because they are the worlds largest passenger airlines company in the world and they have many intellectual people for hunting innovation idea and planning every moment. In spite of this practical situation some ways of improvement are described below: British airlines significant development is that they made a small HR strategy and planning department with some specialist people in the UK. It can be suggesting that if they integrated more people with this department and also spread not only in Europe, but also other continents where they are earning more. As a result same cultural people will provide customer service to their own customers. They can easily share their feeling and fulfill the needs of customer. Employee would be happy to serve same people as like they are. British airline can run different talent hunt programme for recruit their best fitted people. They can go to the college and university and pick up the best student; those are very keen to learn and have creative ideas for the future excellent service both customer service and flight operation. BA can launch more training and development programme after certain time to compete with the competitors and updated technological knowledge. They have to push their employee towards extrinsic rewards to see happier. CONCLUSION Thus as highlighted by this paper, the British airways successfully manages the human resources department by an increasing amount of planning and organization. They also launched some learning programmes for the employees to do MBA and to reach at executive position. They mainly concentrated upon the improvement of delivering good customer service so that they can attract more customers and gain more profit; with this they want to become the worlds most successful airline. At the end, I can say that it is crucial to use both soft and hard HRM in order to meet the organisational business requirement and to remain worlds most successful airline.

Prostitution and Legislation :: Argumentative Persuasive Topics

Prostitution and Legislation Sex for sell. For some prostitution is a victimless crime while others fight hard in the hopes of one day abolishing prostitution forever. The topic of prostitution remains a greatly debated issue even after so many years of existence. Prostitution existed as far back in time as ancient Athens and ancient Rome. In Rome, prostitutes were licensed by the state and taxed. Prostitution continued to flourished through out Europe until the High Middle Ages with the outbreak of the syphilis epidemic and Reformation morality (Academic American Encyclopedia 91). In most large Western cities today prostitution is illegal but tolerated, because police there are more concerned with regulating the crimes, organized by crime syndicates, associated with prostitution (Compton's Interactive Encyclopedia 94). Other Western governments combine regulated prostitution with public health measures to control disease (American Academic Encyclopedia 91). Prostitution has lasted and survived every attack by civilization to end it. Some would say that for as long people have both money and sexual frustration some will continue to pay others to satisfy them ( Bovard 18). Existing throughout the world and time, prostitution has managed to survive, however a growing number of people are beginning to look at the effect legalization of or strict laws for prostitution would have on a community. Prostitution in the world is alive and well despite the fact that is it consider illegal in most developed countries (Academic American Encyclopedia 91). Some see it as an issue of safety in out neighborhoods and other take it on as a moral issue. However, because of the spread of disease and what seems to be a futile battle, many cities in America and other countries are considering the possibility of legalization and regulation of prostitution. In Britain, it is considered legal to sell sex but, the associated activities including soliciting, advertising, street walking, and running brothels is illegal ("Green-light areas" 73). The article "Green-Light Area" talks of how the police in Britain tend to turn a blind eye to prostitution and go after the pimps and drug-dealers who are connected with the prostitution (73).This method of policing is different from that in America where police concentrate on the prostitutes themselves. Brothels are also given license in Britain. The thinking being that is it allows regular visits by health officials who check basic sta ndards of hygiene and can dispose of dirty needles ("Green-Light Area" 73).

The First Scene of Macbeth :: Free Essay Writer

The first scene is very short, but full of impact. The thunder and lightning alone give it a dramatic opening, which grabs the interest of the audience, as it is representative of evil. These dramatic sound effects help to set the eerie and supernatural atmosphere that Shakespeare wanted to create along with the witches. Instead of seeing Macbeth, Shakespeare’s audience is faced with three weird-looking women. The witches introduce us to a dark, dangerous play, in which the theme of evil is central. The witches say little but we learn a lot about them. The mood of the play is set here, although the action doesn’t start until the next scene. The presence of supernatural forces in the opening of ‘Macbeth’ provides for much of the play’s dramatic tension and the mounting suspense. ‘When shall we three meet again? In thunder, lightning, or rain?’ This is the opening line. It immediately draws the audience and captures their imagination, as the supernatural world fascinated people in Elizabethan England. At the time the play was first performed and at the time that Shakespeare was writing it, witchcraft was a great enemy, people became captivated by these peculiar, suspicious witches. Witch – hunts took place and many people were convicted of being witches and were executed. The witches fit in with the stereotypical perception of witches of that time, including use of familiars like Graymalkin and Paddock. The use of the paranormal occurs at the beginning, with three witches explaining that they will meet Macbeth. ‘When the battle’s lost and won.’ The audience have yet to find out what the battle is, however they know that the battle is won by one side and lost by another. Macbeth’s fate is that he will win the battle, but will lose the battle for his soul. We have come in at the end of the witches meeting, just as they are arranging their next appointment before their familiar spirits call them into the fog and filthy air. From the beginning we can tell that the witches can foretell the future, and are creating some unpleasant magic, which is to involve Macbeth. This creates suspense for the audience, wandering what is going to happen next. The fact that the witches want to meet Macbeth should raise some suspicion in the audience. The witches first mention Macbeth in the eighth line, when they explain that they will meet Macbeth upon the heath.

AE response to Alcoholism :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  This week’s selections of articles from the AE reader were both interesting and thought provoking. The first article â€Å"Drinking to get Drunk,† details the growing concern of binge drinking on college campuses across the country. I thought it was very interesting that 23% of students are â€Å"frequent binge drinkers† whereby frequent binge drinking is operationally defined as those who consumed at least five drinks in a row at one point during any two week period. This is startling number when thinking of my own drinking habits or even the social norms of drinking on this campus. I would be confident in claiming that at Providence College, the percentage of frequent binge drinkers is likely higher than the national percentage. With the social culture of this campus being focused on gatherings that include alcohol, it is hard to remove oneself from a drinking climate. As a student leader on this campus, we are required to program so many a lcohol free activities to promote a â€Å"dry† campus. These efforts go unnoticed and very often are unattended by students because of the competition of the off campus bar scene. Perhaps if the surrounding community (ie: local bar establishments/package stores, law enforcement officials, attorney generals office) becomes more stringent in enforcing underage drinking regulations, it will become more difficult for underage students on this campus to drink. Or on the flipside, the result could be just as devastating with a shift in drinking off campus to on campus, causing more on campus disciplinary actions. This could be worth it however if it means that students will be drinking in their dorms and in a fairly safe environment unlike our neighboring community. Further examination on this campus is necessary and continues through student congress and Fr. McPhail’s office. Personally, I don’t think the drinking climate will change until the allure of drinking and being drunk is discouraged and students develop a mature sense of what is â€Å"cool.†   Ã‚  Ã‚  Ã‚  Ã‚  The second article â€Å"The Drug that Pretends it Isn’t† is also an article related to alcohol and the nasty consequences of drinking on our society. The article opens with the giggle of Jamaica, the trendy spring break hot spot that many college students flock to. A policy research group called Drug Strategies produced a report that calls alcohol â€Å"America’s most pervasive drug problem,† which is sadly true. What shocked me was the claim that alcohol-related deaths outnumber deaths related to drugs four to one; alcohol is a factor in more than half of all domestic-violence and sexual assault cases.

Anglogold Ashanti: Analysis of Csr Strategy

AngloGold Ashanti An Analysis of CSR Strategy & Performance Essay 1 By: S. BLIDI ELLIOTT Index No. : EMBA 10110042 Course: Ethics, Social Responsibility and Governance Course No. : EMBA 663 Lecturer: Dr. Judy N. Muthuri Date: September 28, 2012 Word Count: 5,709 This essay is the first of a two-part series critically examining the corporate social responsibility (CSR) strategy and performance of AngloGold Ashanti (AGA). This first essay analyses the company’s CSR strategy and activities against the yard sticks provided by the Ghana Business Code and the Global Reporting Initiative (GRI).In analyzing AGA’s strategy, we explore the likely motivating factors driving the company’s CSR activities and how these drivers inform AngloGold’s responsiveness to environmental, social and other stakeholder issues. In evaluating AGA’s CSR reporting and performance, we present a background of the company followed by an overview of the company’s CSR strategy and analysis of whether that strategy conforms to accepted standards.This essay is written in partial fulfillment of the course requirements of the Ethics, Social Responsibility and Governance module (EMBA 663) of the Executive Masters in Business Administration program of the Ghana Institute of Management and Public Administration. ANGLOGOLD ASHANTI – AN OVERVIEW AngloGold Ashanti is a multinational corporation headquartered in South Africa with various mining operations in ten countries spread across Africa, Asia, and the Americas. The company’s primary activity is gold mining, though silver and uranium, among other by products, are produced in the process of extracting the gold from the ore bodies.In 2011, AngloGold reported sales of $6. 6 billion from 4. 33 million ounces of gold produced with a workforce of close to 70,000 persons across four continents. AGA is a truly global company with market capitalization of $16. 2 billion and listings on stock exchanges in A ngloGold Ashanti: Analysis of CSR Strategy & Performance Page 2 Johannesburg, Accra, London, Sidney and New York. The company is majority owned by shareholders in the USA (47. 9%) and South Africa (27. 9%), with the rest of the shares distributed throughout the world, including a 1. % shareholding by the Government of Ghana (AGA Sustainability Report, 2011: 5-10). AngloGold produces dore (unrefined gold bars) at its worldwide operations for sale mainly to gold refineries which sell on to bullion banks and jewelers. Like others in the industry, AGA has benefitted from recent increasing demand for gold as a store of value. This demand has been driven over the last few years by the worldwide economic downturn and banking crisis which have made investors wary of unstable currency and equity markets.This essay focuses on AGA’s operations in Ghana, where the company operates two mining properties in the west of the country at Iduapriem and Obuasi. These operations account for 11. 8 % of the company’s global production and revenues (AGA Sustainability Report, 2011: 22) Located in the Ashanti and Western Regions of Ghana, Iduapriem and Obuasi were the main targets of the merger between AngloGold Limited of South Africa and Ashanti Goldfields Limited of Ghana to form the current company, AngloGold Ashanti, in 2004.SUSTAINABILITY STRATEGY AngloGold Ashanti provides extensive, publicly available information about what the company calls its â€Å"sustainability† strategy and programs. The company’s â€Å"Sustainability Report 2011 – Sustainable Gold† (www. aga-reports. com/11/sustainability-report/home) is one part of AGA’s â€Å"Integrated Report 2011 – Pure Gold† which also includes the company’s Annual Financial Statements and a Mineral Resources and Ore Reserve Report. The company says its Integrated Report is in compliance with South Africa’s King Code on Corporate AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 3Governance 2009 (http://african. ipapercms. dk/IOD/KINGIII/kingiiicode/) which mandates companies operating in South Africa to issue a triple bottom line report on financial and sustainability performance. The King III Code further encourages companies to tailor their sustainability reports according to the Global Reporting Initiative’s (GRI) Sustainability Reporting Guidelines (www. globalreporting. org/reporting/latest-guidelines/g3-guidelines).AngloGold Ashanti appears to have gone to great lengths to remain compliant with the intent of King III Code by presenting sustainability and financial data as an integral part of the company’s governance and business strategy with strong emphasis on the company’s responsiveness to stakeholder issues. The company’s compliant posture is also evident in its reported reliance on the GRI Guidelines, the principles of the UN Global Compact (http://www. unglobalcompact. org/), and t he Sustainable Development Framework of the industry body, the International Council on Mining and Metals (ICMM) http://www. icmm. com/our-work/sustainable-development-framework). While AGA does not specifically mention the Ghana Business Code, acceptance of the principles of the UN Global Compact amounts to acceptance of the Ghana Code which is nearly a verbatim rendition of the Global Compact. AngloGold Ashanti in its Sustainability Report 2011 expresses a mission to: To create value for our shareholders, our employees and our business and social partners through safely and responsibly exploring, mining and marketing our products.Our primary focus is gold and we will pursue value creating opportunities in other minerals where we can leverage our existing assets, skills and experience to enhance the delivery of value. This mission statement gives early insight that the company’s CSR strategy is largely driven by an instrumental motivation (Maignan & Ralston, 2002: 498) to ac hieve performance objectives – creating value. A reading of the company’s values statement enhances this impression of a firm focused on CSR as a means to achieve strategic business objectives. AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 4AngloGold’s stated values are closely aligned with the 10 principles of the Ghana Business Code (Ghana Business Code, 2006). The firm’s first value statement â€Å"Safety is our first value†1 speaks of health and safety at the workplace in alignment with the principles on human rights and labour standards of the Ghana Business Code and the UN Global Compact. The second value statement â€Å"We treat each other with dignity and respect† deals with honesty and ethical business and social practices and is aligned with the human rights, labour and anti-corruption principles of the Ghana Code.AngloGold declares its intent to respect the Global Compact (and by extension the Ghana Code) in its o ther statements concerning the company’s value for diversity and its respect for the environment. Two of the company’s value statements are particularly noteworthy as they speak directly to the company’s sustainability strategy. In value statement 4, the company declares â€Å"We are accountable for our actions and undertake to deliver on our commitments†. This statement goes to the core of what some writers (eg.Crane, Matten & Spence, 2008:5) see to be an essence of corporate social responsibility – companies being accountable for negative impacts of their actions and taking the appropriate corrective and, in the best case, preventive measures. AngloGold’s value statement 5 â€Å"The communities and societies in which we operate will be better off for AngloGold Ashanti having been there† is a powerful statement of commitment by the company to go beyond the scope of its legal and economic responsibilities into the higher realms of â⠂¬Å"Carroll’s Pyramid of CSR† (Branco & Rodrigues, 2007:10). See Appendix for full text of AngloGold Ashanti’s Mission, Vision and Values Statements AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 5 AngloGold Ashanti’s Sustainability Report 2011 is a centralized, group level report, but its supplementary sustainability data and country reports provide a localized perspective of the company’s CSR performance, with particular reference to its performance in Ghana.ANGLOGOLD ASHANTI CSR REPORTING AND THE GRI The Global Reporting Initiative was established in 1997 with a mission to provide a common framework for CSR reporting based on globally accepted principles, concepts and metrics (Hedberg & Malmborg, 2003: 155). The Guidelines give firms a template for the content and presentation of their CSR reports to enable comparison with other such reports. The Guidelines are divided into two parts covering the reporting principles and guidance and the standard disclosures (https://www. globalreporting. org/resourcelibrary/G3-Guidelines-InclTechnical-Protocol. df). Part 1 of the Guidelines give guidance to firms on how to determine the content of reports based on principles of materiality, stakeholder inclusiveness, sustainability context and completeness. This Part also intends to help firms maintain the quality of their reports with regard to accuracy, timeliness, reliability and clarity. The overall objective is for reports to not only present the issues affecting individual firms, but how the firms’ social, economic and environmental performance contributes to sustainable development at the global level.Part 2 of the guidelines covers standard disclosures expected of companies in terms of their strategy and profile, approach of management to CSR issues and a common set of performance indicators. Disclosures on strategy are intended to establish the link between the firm’s business strategy and its governa nce and sustainability performance. AngloGold Ashanti appears to have embraced the GRI Guidelines in an effort to communicate its adherence to widely accepted CSR principles and processes. Hedberg andAngloGold Ashanti: Analysis of CSR Strategy & Performance Page 6 Malmborg (2003: 153) have suggested that a firm’s use of the GRI Guidelines is often motivated by the firm’s need to â€Å"seek organizational legitimacy† by using a globally respected template that would lend credibility to the company’s reports. AngloGold gives itself an A+ rating for adherence to the GRI Guidelines, meaning the company believes that its sustainability report includes reporting on all indicators of relevance to the GRI.In closely examining the AGA report for 2011, it is clear that AngloGold has closely followed the guidelines on what content to include and how to include it in keeping with the Standard Disclosures of the GRI. The first section of the Standard Disclosures calls for presentation of a high level analysis of the company’s strategy. AngloGold’s Sustainability Report 2011 adheres to this guideline through a statement from AngloGold CEO Mark Cutifani (AGA Sustainability Report, 2011:12) outlining the company’s vision and how this vision links with the company’s business strategy and sustainability performance.He outlines key focus areas for the company’s strategy, including health and safety for employees and business stakeholders, minimizing the environmental impact of operations, protection of human rights, maintaining efficiency in production, controlling costs, maximizing returns and â€Å"delivering value† to community stakeholders. AGA believes these strategic focus areas are consistent with the company’s definition of sustainable development because they cover the social, economic and environmental issues of most concern to the company and its stakeholders (AGA Sustainability Report, 2011: 13).Stakeholder pressure from a negative duty perspective (Maignan & Ralston, 2002:498) is evident when the CEO reports that â€Å"to our key stakeholders it appears we may have taken our local communities and the various levels of government for granted† (AGA Sustainability Report, 2011:13). This pressure from local communities, particularly communities around the AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 7 ompany’s operations at Obuasi and Iduapriem in Ghana, has pushed AGA to declare that its CSR strategy is centered on the concept of â€Å"rebuilding trust with local communities, regulatory authorities and government leaders† (AGA Sustainability Report, 2011:13) through an approach of creating mutually beneficial value for the company and the communities in which it operates. In line with the GRI Standard Disclosures, the CEO statement affirms engagement with a wide range of stakeholders including the Extractive Industries Transparency I nitiative (EITI) and the United Nations Global Compact in developing its CSR strategy and performance.AngloGold further identifies the key risks and impacts on sustainability and the effects on stakeholders that would affect the company’s long term performance. Among risks and sustainability trends of concern to the company is the issue of ‘resource nationalism’ which AngloGold describes as the tendency for governments to demand more returns from companies involved in extractive industries (AGA Sustainability Report, 2011:13). This resource nationalism is expressed through mining code revisions, increased royalty ayments and taxes, and increased demand for companies’ direct contribution to development initiatives. A related risk, from AngloGold’s perspective, is the issue of increased community activism around land use and availability of water. The company commits itself, in its 2011 report, to improve its performance in the areas of water and land use, waste disposal and environmental management. In conformity with the GRI, these commitments are expressed as performance targets which the company considers to be essential for its long term survival.AngloGold’s sustainability report provides extensive information profiling the company in keeping with section two of the GRI Standard Disclosures. The profile includes key information on shareholders, production levels, net sales, number of employees, AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 8 capitalization, and breakdown of all indicators by region and country operations, among other performance indicators. The company, in conformity with EITI, reports all payments to the Government of Ghana and local administrations (http://www. aga- reports. om/11/pdf/ghana. pdf). GRI guidelines provide specific environmental indicators required to be reported on by firms. AngloGold provides detailed data on reportable environmental incidents, energy efficiency, wa ter use efficiency, greenhouse gas emissions and cyanide certification (AGA Sustainability Report, 2011: 6-7). The issue of water is of critical concern at AngloGold’s Ghana operations, because of what the company describes as Ghana’s high levels of rainfall and water run-off which make implementation of ‘closed loop’ systems for recycling water unfeasible.Gold mining operations require huge quantities of water which brings these operations into competition with community agricultural programs for this often scarce resource. AngloGold admits that mismanagement of water supply and quality can have severe impacts on gold production as well as on the health of mining communities. In its Ghana Fact Sheet, the company says â€Å"water quality and usage are of concern globally, but are particularly significant for operations in Ghana, where there is significant potential environmental and social impact and a high level of stakeholder scrutiny† (http://www . ga-reports. com/11/pdf/ghana. pdf). The company agrees, in its 2011 report, that its suboptimal management of water in Ghana has led to disputes with local communities, and that greater efforts are being put into place to address these shortcomings through what AGA calls its Global Strategy for Water Security. The GRI guidelines also encourage companies to report on a range of social performance indicators regarding labour practices, human rights and other societal concerns.The guidelines make reference to several internationally recognized standards and protocols, AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 9 particularly the International Labour Organization (ILO) Tripartite Declaration Concerning Multinational Enterprises and Social Policy, the Organization for Economic Cooperation and Development (OECD) Guidelines for Multinational Enterprises, the United Nations Universal Declaration of Human Rights and the United Nations Conventions on Civil, Human, Politi cal, Social and Cultural Rights.AngloGold’s close adherence to the GRI Guidelines may be laudable, but leaves questions as to the company’s motivations. Hedberg & Malmborg in their work on the use of the GRI guidelines among companies in Sweden, suggest that companies are motivated to use the guidelines to â€Å"provide a good and established structure for their reports† (2003:159) in order to seek societal legitimacy, and that a main reason the guidelines are used is to get a proper design for their reports.Because the Guidelines give firms leeway to choose the level and depth of their reporting, and that little if any verification of reports is done by GRI, Hedberg and Malmborg suggest the Guidelines may lack a certain credibility which may negatively impact the company in the long term (2003: 163). Given the above perception of the credibility challenges of the GRI Guidelines, AngloGold’s CSR strategy needs to be subjected to closer scrutiny, beginning with an analysis of the company’s stakeholders and the stakeholder issues that drive AGA’s CSR strategy and activities.STAKEHOLDERS Branco and Rodrigues in their paper on stakeholder theory and CSR remark that stakeholder theory is â€Å"inescapable if one wants to discuss and analyze CSR† (2007: 5). Maignan & Ralston, in discussing CSR motivations, speak of a negative duty approach by which companies engage in CSR activities because of legitimacy issues and stakeholder pressure (2002: 498). Woods (1991:703-705) in her corporate social performance model, emphasizes AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 10 he vital role of stakeholder management in a firm’s processes of social responsiveness. Stakeholder theory makes the case that CSR performance is driven by a firm’s need to respond to and satisfy the interests of its stakeholders. Branco and Rodrigues point further to the tendency of firms to pay greater attention to thei r primary stakeholders as opposed to the issues of secondary stakeholders who are not necessarily â€Å"essential for a firm’s survival† (2007:7).As a multinational company operating labor-intensive operations on four continents, and with listings on multiple stock exchanges, AngloGold Ashanti must tread carefully in order to be responsive to conflicting stakeholder issues while maintaining its focus on its fiduciary responsibility to primary stakeholders, particularly the company’s shareholders. The company’s stakeholder management strategy appears to be based on what the company describes as the â€Å"risks and drivers† that allow its operations to be successful and create mutual value for its shareholders and communities.The company says its stakeholder engagement policy intends to assure that its operations continue to meet performance targets while generating returns for its shareholders and community stakeholders. This approach speaks directl y to the â€Å"instrumental† dimension of CSR as explained by Maignan & Ralston (2002:498). An instrumental approach from a negative duty perspective implies that AngloGold pursues stakeholder engagement, and indeed its entire CSR strategy, because it is compelled to do so by stakeholder expectations and pressure, and not out of any altruistic principles.This explains the strong motivation for the company to manage stakeholders to avoid negative impacts and risks to its operations that would be detrimental to its financial performance. This is an approach that can be observed in all aspects of the company’s stated CSR strategy, which may prompt cynics, as Ghillyer notes, to â€Å"see these initiatives as public AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 11 elations exercises with no real evidence of dramatic changes in the core operating philosophies†¦Ã¢â‚¬  (2008:62). AngloGold Chairman Tito Mboweni, in a sustainability statement in the comp any’s Integrated Report (2011:8) says â€Å"being a good corporate citizen, as we seek to be, is a prerequisite for being a successful miner† and that â€Å"governments and their citizens are entitled to expect not only a fair fiscal return but also a mutually respectful and beneficial relationship between them and the companies†¦Ã¢â‚¬ .He however goes on to caution that â€Å"pushed too far, though, raised taxes and royalty rates will begin to discourage investment and reduce the overall value of the industry to both societies and shareholders. The regulatory environment is becoming increasingly complex and onerous. † The influence of stakeholders can be observed in the key issues driving AngloGold’s CSR strategy and emphasized in its Sustainability Report 2011. One such issue is what the company calls the trend toward greater â€Å"resource nationalism† among its stakeholder governments in the jurisdictions in which the company operates.Th e risk of resource nationalism impacts the company in terms of the increased community pressure on AngloGold to make explicit the benefits of its mining activities for communities and national economies, the increased community activism about access to and fair value received for scarce natural resources, and increased demand for higher tax and royalty payments to governments. AngloGold reports that it is responding to this stakeholder issue by developing a general framework to approach development in a more organized and systematic way.The company reports that it has increased its community investments in partnership with communities and local government administrations in an effort to demonstrate the benefits of what the company calls â€Å"responsible mining†. These measures can be seen as the company’s attempt to secure and maintain its legitimacy and social license to operate. AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 12 Artisanal and small-sc ale mining is another issue that has driven AGA’s corporate social response. This issue has particular resonance in Ghana where AGA mines properties which have for a great many years been mined by community members.The conflicts that have resulted from small-scale mining encroachments on AngloGold concession areas have led to charges of human rights violations against the company. These violations have included allegations of deaths resulting from AngloGold security interventions in â€Å"illegal† mining activities on the company’s concession area. In response to this stakeholder issue, AngloGold reports that it has become involved with initiatives in Ghana and at other operations to â€Å"formalize artisanal and small-scale mining in a way which will benefit local economies and create sustainable livelihoods† (AGA Sustainability Report 2011:16).The company says it is also cooperating with host governments to address the economic causes of illegal mining, and with international and industry organizations to develop common approaches. Of concern to AngloGold is the Dodd-Frank Act of the United States which requires the US Securities and Exchange Commission (SEC) to establish rules requiring certain companies to disclose their involvement with conflict minerals, particularly from the Democratic Republic of Congo where AngloGold maintains gold mining operations http://www. sec. gov/news/press/2012/2012-163. htm). The activities of illegal miners near AGA operations has the potential, the company believes, to taint the gold legally mined by AGA, especially in light of the global trend among consumers for â€Å"responsible gold† (AGA Sustainability Report, 2011:19) that does not contribute to conflict and human rights violations. AGA’s listing on the New York Stock Exchange makes it accountable to conform to the SEC’s rulings. AngloGold Ashanti: Analysis of CSR Strategy & PerformancePage 13 Health and safety is anoth er multi-stakeholder issue emphasized by AngloGold in its 2011 report. The company reports that â€Å"safety and health are not only business imperatives, but are part of our obligation to operate with respect for human rights†. The health and safety of the company’s employees and the communities in which it operates is a pressing issue for nongovernmental organizations (NGO), governments and multilateral institutions interested in protecting the rights and preventing the exploitation of workers.AngloGold says it respects and values the ten principles of the UN Global Compact and the Voluntary Principles on Security and Human Rights (VPSHR) in the development of a â€Å"safety transformation framework† to address its less than adequate health and safety performance. The company lists safety as its first value and has set firm targets for reducing work related accident, injury and health frequency rates by 2015 (AGA Sustainability Report, 2011:11).The companyâ₠¬â„¢s malaria control program at Obuasi, Ghana, has received commendation from Ghana’s malaria control program and a $138 million grant from the Global Fund to Fight Aids, Tuberculosis and Malaria to enable the company step up intervention across Ghana. Ghana’s Daily Graphic newspaper reported in September 2012 (http://www. ghana. gov. gh/index. php/news/features/16095-anglogold-malaria-control-projectbenefits-40-districts) that AngloGold’s malaria program was set to benefit 40 communities in the Upper West, Upper East, Northern, Central and Ashanti regions of the country.Environmental and natural resource management is a prominent part of AngloGold’s CSR reporting in response to stakeholder interest, especially in Ghana where the company’s contamination of community water resources has been a contentious issue for many years. The company has accepted its liability for polluting the rivers around its Obuasi and Iduapriem operations in Ghana. The dr astic situation resulted in the suspension of the company’s operations by the Ghana Environmental Protection Agency in 2007. The companyAngloGold Ashanti: Analysis of CSR Strategy & Performance Page 14 claims these environmental issues are legacy problems which are being addressed through the implementation of more technologically advanced water management techniques (AGA Ghana Fact Sheet, 2011:4). AngloGold claims to have made extensive efforts to improve its CSR performance in Ghana particularly regarding land and water use, environmental protection and community investment. In 2011, the company commissioned an â€Å"independent† sustainability review panel to assess its performance in Ghana.The panel reported, in part, that â€Å"success at Obuasi requires that the company address Obuasi systematically in its planning, its engagement and communications, its investments, its governance and its development of capabilities† (AGA Sustainability Report 2011: 23). The challenges faced by the company in CSR performance in Ghana were highlighted in 2011 when the company was given the dishonor of receiving the Public Eye Award for 2011 for the company’s â€Å"irresponsible corporate behavior† (Public Eye Awards, 2011).The Public Eye Awards are run by Berne Foundation and Greenpeace to coincide with the annual World Economic Forum at Davos and call attention to CSR issues by naming and shaming multinationals seen to be culpable in environmental and social issues. The citation for the ‘award’ claimed that: The South African mining company AngloGold Ashanti contaminates land and people with its gold mining in Ghana. To extract 30 kg (66 lb) of gold, 6,000 tons of rock are mined every day, then ground up and mixed with cyanide in tanks.The highly-toxic mining waste is kept in large storage ponds that contaminate rivers and wells, as well as all those who (must) drink from them. Where there was once cultivated land, now the ground is contaminated and can no longer be farmed. In addition, in the company’s own guard houses, several suspects were tortured, and dogs were set on people; there have been fatalities as a result. Although the ecological and social problems in the mines – some mines are up to 100 years old – have been documented by authorities, NGOs and the company itself – and even AngloGold Ashanti committed itself in 2004 to improveAngloGold Ashanti: Analysis of CSR Strategy & Performance Page 15 the situation – things have in fact worsened since then. No wonder AngloGold Ashanti received the worst possible rating for social and environmental protection from the Ghanaian Environmental Protection Agency in a recent industry comparison. AngloGold has responded by claiming that its Public Eye award was â€Å"undeserved† and that its environmental and human rights record in Ghana should be seen in the context of the over 100 years of mining in Ghana usin g methods which are not acceptable by today’s standards.The company claims that it has invested heavily to improve the infrastructure and processes at its Ghana mines and that resolving all legacy issues would require more time (www. ghanachamberofmines. org/site/news/details. php? id=33). The company says it has worked closely with Ghana’s Environmental Protection Agency (EPA) to remedy environmental concerns, but the EPA’s AKOBEN Programme (http://www. epaghanaakoben. org/) in 2010 gave AngloGold AKOBEN’s lowest overall rating of â€Å"Red†, indicating poor performance in environmental management.AKOBEN is an initiative of the Ghana EPA to monitor, evaluate and disclose environmental and social performance. The AKOBEN rating appears to buttress a 2011 report by Ghana’s Centre for Environmental Impact Assessment (CEIA) which alleged that discharge from AngloGold operations in Obuasi and Tarkwa had polluted some 262 streams with resulting hi gh incidence of keratosis, other skin diseases and type II diabetes (http://environmentalwatchman. blogspot. com/2011/08/mining-activities†¦ ). This report has not been independently confirmed.The negative impact of AngloGold’s gold mining on the environment, agricultural productivity and the livelihoods of Ghanaian communities has been extensively researched by Aragon and Rud who have reported that â€Å"†¦we find that mining has reduced agricultural productivity by almost 40%. This result is driven by polluting mines, not by input availability†¦ we find that the mining activity is associated with an increase in poverty, child AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 16 malnutrition and respiratory diseases†¦the actual fiscal contribution of ining would not have been enough to compensate affected populations† (2012:1). These negative reports tend to give credence to a criticism of CSR reporting as being window dressing far rem oved from actual performance. Haigh and Jones argue that there are â€Å"inherent contradictions between the pursuit of economic growth and goals of ecological maintenance and social justice† (2006:1) and that managers would not expend resources on CSR if they do not expect CSR to maximize â€Å"the gap between revenues and relevant costs† (2006:2).Haigh and Jones contend that companies have a â€Å"Business first (profit and market share) and Society second (other stakeholders in line after stockholders)† (2006:3) approach, suggesting that a firm’s CSR performance is a reaction to â€Å"first mover CSR strategies of competitors† out of fear of losing market position (2006:2). The Haigh and Jones argument does not detract from Woods who asserts that corporate social performance (CSP) is not â€Å"completely distinct from business performance† (1991:693).In Woods’ model of CSP, a company’s performance should be evaluated on the basis of the social responsibility principles motivating the company, the extent to which that company uses CSP processes and the societal impact of that company’s programs and activities (1991:693). AngloGold’s CSR reporting appears to be fairly consistent with the Woods CSP model. The company seeks to secure its license to operate and establish its legitimacy through its stated compliance with legal, economic and regulatory requirements.This is the expected behavior of a firm in line with the institutional principle of Woods’ model (1991:695). Woods’ organizational principle of public responsibility is expressed in AngloGold’s acceptance of responsibility for the negative outcomes of the company’s activities, as indicated, for AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 17 example, in AngloGold’s actions to clean up and prevent continued pollution of waterways in Ghana.Woods’ managerial discretion principle is articulated in the statements of AngloGold’s CEO and Chairman reaffirming the company’s commitment to be a good corporate citizen as expressed in the company’s philanthropic contributions to communities and the company’s community investments in feeder road repairs, health programs, youth apprenticeship programs, sustainable alternative livelihoods programs and other activities intended to improve the communities’ quality of life, above and beyond the company’s legal obligations.The second facet of Woods’ CSP model concerns a company’s use of processes of corporate social responsiveness. Woods says that â€Å"responsiveness complements but does not replace responsibility† and that â€Å"responsiveness provides an action counterpoint to the principled reflection of social responsibility† (1991:703). AngloGold appears to fulfill the three conditions Woods identifies as being characteristic of a socially responsi ve firm: 1) The company monitors and assesses environmental conditions 2) it actively manages its stakeholders and 3) manages the resultant stakeholder issues.AngloGold’s Sustainability Report 2011 is a testament to the depth of environmental scanning engaged in by the company in determining the risks and opportunities impacting the company. An extensive appraisal was done earlier in this paper of the company’s management of its stakeholders and stakeholder issues. It can safely be concluded, based on the company’s reporting, that AngloGold is a socially responsive firm.The third facet of Woods’ model involves the observable impacts of a company’s programs and policies (1991:708). The impacts of AngloGold’s CSR activities may be evaluated through the company’s reporting against social indicators such as that contained in the GRI AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 18 Guidelines mentioned above and can be obs erved in the positive results seen in AngloGold’s programs such as its highly commended malaria control activities in Ghana.Outcomes can also be observed, according to Woods, in the company’s institutionalization of policies to address stakeholder issues. CONCLUSION It is an easy conclusion to reach that AngloGold Ashanti is very adept, from the evidence of its CSR reporting, at hitting all the right notes in its effort to be seen as a socially responsible company. The company’s instrumental motivation in strong alignment with a negative duty motivation, far outweighs other factors as the driver of AngloGold’s CSR strategy and activities.The company’s diverse stakeholders – from shareholders in London and Johannesburg, and the SEC in New York, to the villagers of Iduapriem and Obuasi in Ghana and all others in between – present a multitude of issues that the company tries to address, using the GRI Guidelines and other international st andards, in its Sustainability Report 2011. The universal principles expressed in the Ghana Business Code are those the company professes to be the bedrock of its corporate value system, and against which the company reports its performance.AngloGold’s CSR performance in Ghana is far from adequate, but the company is transparent in publicly reporting these shortcomings. 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Global Compact. http://www. unglobalcompact. org/, first accessed September 2012 AngloGold Ashanti: Analysis of CSR Strategy & Performance Page 22 APPENDIX AngloGold Mission To create value for our shareholders, our employees and our business and social partners through safely and responsibly exploring, mining and marketing our products. Our primary focus is gold and we will pursue value creating opportunities in other minerals where we can leverage our existing assets, skills and experience to enhance the delivery of value. AngloGold Values