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Stakeholder
organizational element

Stakeholder management and corporate governance

Stakeholder management contributes to corporate governance by helping to handle the multiple and often conflicting stakes held by the complex networks of groups that surround any company. The interactions, coalitions, behaviours, roles, resources, and preferences within and across the various groups composing these networks are highly dynamic. Individual stakeholders have various means of exerting influence, such as rhetoric, ethics, ruling, pressure, coercion, and market mechanisms. In practice, it is often difficult and costly, if not impossible, to identify and meet all the demands of a company’s stakeholders. Consequently, it is crucial for governance to identify, analyze, and assess the meaning and significance of each individual group of generic stakeholders and to determine their respective power in order to be prepared for the conflict that may follow from the prioritizing of competing groups of stakeholders.

Stakeholder management for corporate governance provides a useful framework for managers who are forced to operate in environments characterized by unprecedented levels of turbulence and change. Traditional strategy frameworks were rendered inadequate for dealing with the quantity and kinds of change that started to occur in the business environment of the 1980s. Stakeholding proposes that corporate governance must acknowledge that stakeholders place limits on the action of the firm. However, investors that are only interested in financial returns might penalize firms that spend resources in stakeholder management. In any case, the stakeholder approach broadens the concept of strategic management beyond its traditional economic roots and situates firms in a wider governance arena by emphasizing their interrelations with their environments.

Two main stakeholder approaches have been formulated for corporate governance. The least-inclusive approach seeks strategies that, while considering the limitations posed by stakeholders, still lead to orienting management toward the maximization of the benefits of shareholders. In contrast, the most-inclusive approach is often formulated in terms of a new enlightening corporate philosophy or ethos in which integrating the stakes of all stakeholders is seen as both a moral duty and a requirement for the success of the corporation. Thus, successful strategies are those that integrate the interest of all stakeholders, rather than maximize the position of one group within limitations provided by the others.

The implementation of stakeholding within a firm implies pluralistic governance structures with more than one centre of authority (e.g., management board, supervisory board, or social council). Multistakeholder structures tend to increase an organization’s complexity. Initially, companies considered their key stakeholders to be employees, legislators, and consumers. However, as the action span of corporations broadens, a wider group of players perceives the opportunity of being regarded by companies as legitimate stakeholders. Obviously, the inclusion of an increasing number of stakeholders renders the decision-making process more costly and complicated, which is at odds with efficiency claims. A counterargument to this premise is that the stakeholders’ challenging and eventual ratification (or rectification) of the board’s decisions can prevent the emergence of social conflict and avoid eventual mistakes that sometimes cannot be easily reversed.

The stakeholder approach to corporate governance is closely related to the notion of corporate social responsibility. This notion highlights the pressure exerted on firms by all kinds of stakeholders (e.g., consumers, governments, nongovernmental organizations, and competitors) to formulate voluntary commitments to behave ethically and contribute to economic development while improving the quality of life of its stakeholders and society at large and leaving the environment unharmed.

Stakeholder
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