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*Corresponding Author www.ijmrr.com 420
INTERNATIONAL JOURNAL OF MANAGEMENT RESEARCH
AND REVIEW
EMPOWERING GREEN EMPLOYMENT: A MODULE FOR ORGANISATIONAL
SETTINGS
Sunny kohli*1
1Assistant Professor, Faculty of Management, B.R.D. College of Management & Sciences,
Roorkee
ABSTRACT
Green management initiatives require a great deal in forward- thinking businesses around the
world. Many researchers argued that in order to carry out green employment initiatives in the
organization; the employees need to be inspired, managed and technically fit. Thus, there is a
growing need to identify the integration of environmental culture with the employment so
that the latest and current opportunities for employment can be investigated.
This paper takes into account a latest and integrated view of literature in the field of Green
HRM, using it to classify the literature on the basis of employment processes in HRM (from
recruitment to exit). The article is also revealing the role of employer and employees in
maintaining and translating green HR policies into practices. The main contribution of this
paper lies in drawing a Tri- Signal proposed model of employment which is a new research
agenda in the green HRM.
The synthesized objective of this paper is also to indicate significant works on green HR
practices and their relationship with the integrating function of employment.
Keywords: Green HRM, Green Initiatives, Green Employment, Employment Management &
Corporate Green Environment.
INTRODUCTION
The new strategic issue, corporate environmentalism or green management emerged in 1990s
and became a popular slogan internationally in 2000s (Lee, 2009). Green management is
defined as the process whereby companies manage the environment by developing
environmental management strategies (Lee, 2009) in which companies need to balance
between industrial growth and safeguarding the natural environment so that future generation
may thrive (Daily and Huang, 2001). This concept becomes a strategic dominant issue for
businesses, especially multinational enterprises operating their business globally (Banerjee,
2001). In summary, green management refers to the management of corporate interactionwith, and impact upon, the environment (Lee and Ball, 2003).
Hence, this paper argues that to effectively implement green management initiatives through
the implementation of green employment requires strategic implementation of HR systems
that fit with organizations culture and long-term goals.
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LITERATURE REVIEW
During the past two decades, a worldwide consensus has begun to emerge around the need
for proactive environmental management. In response, scholars from management functions
as diverse as accounting, marketing and supply-chain management have been analyzing how
managerial practices in these areas can contribute to environmental management goals. In
contrast, with some exceptions, such as a very early 1996 edited book by Wehrmeyer(Greening People: Human Resources and Environmental Management), there is a scarcity
of research linking the field of human resource management (HRM) and environmental
management. This is surprising, as any organizational responses to environmental concerns
must involve decisions and behavior by an organizations employees.
Fortunately, the potential role of HRM practices is beginning to be recognized. For example,
at the 2009 Annual Meeting of the Academy of Management, which had as its theme Green
Management Matters, papers were presented that, linked HR functions such as
performance management and recruitment to environmental management. Studies designed
to improve our understanding of environmentally-friendly employee attitudes and behaviors
also have begun to appear. A 2008 review from the University of Sheffield (Renwick et al,
Green HRM: A Review, Process Model and Research Agenda) as well as a Green HRM
AOM Connect Group established in 2009 suggest that the term Green HRM could become
the umbrella term for this research. The objective of this special issue is to draw together
scholars who are working at the forefront of this new research domain.
In the British public sector, the Environment Unit at Kent County Council (KCC) have
developed their own strategy for the training and development of staff, with Green teams
established in each department, producing general awareness and specific training in EM
(designed to increase personal ownership and shift staff to taking personal action).
PROPOSED RESEARCH FRAMEWORKChanging approach of HR practices has generated a great need of green HRM with the
progressive path of employment. Thus, the concept of Green Employment came into light
that needs to be highlighted for research agenda. The author of research paper has suggested a
tri- signal model of employment for current organizational settings.
Tri- Signal Model of Employment: - Tri- Signal Model is generated to counter the different
shades of employment. Each shade refers as a signal comprises organizational activities at
different levels. The model constituents are as follows: -
1) Signal Indicators
2) Employment Continuum
1) Signal Indicators: Signal indicators show tri- colour effect phenomenon.
A) Red Signal
B) Yellow Signal
C) Green Signal
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RED SIGNAL YELLOW SIGNAL GREEN SIGNAL
Employers Continuum
Performance Gap Termination Distress Layoff Lockouts/ Strike Misconduct Downward
Productivity
Unhealthy WorkEnvironment
Grievance Employee Fraud Politics at Work
Place
Absenteeism Communication Gap Low Morale
Goal Setting Formulating Policies Recruitment &Selection Performance
Appraisal
Training &Development
Job Analysis Resource Planning
System
CompensationManagement
Terms of Employment Exit Interview Redressal of
Grievance
Promotion
Competency Mapping MBO Ethical Leadership Integrated Counseling Human Capital
Management
PotentialManagement
Cultural TeamBuilding
Succession Planning Corporate Citizenship Corporate
Governance
Recycling Processes
Employees Continuum
EMPLOYMENT
Figure: Tri- Signal Model of Employment
A) Red Signal: - It is the stage where organizations activities and processes play an adverse
effect on organizational settings. These activities goes in adverse direction and result into less
productive upbringing. The red indicator of employment signifies the deficiencies of the
organizational functioning. Once the red signal of employment indicates, it is very difficult
for any organization to cope up with it.
Red signal activities comprises of Performance Gap, Termination, Distress, Layoff,
Lockouts/ Strike, Misconduct, Downward Productivity, Unhealthy Work Environment,
Grievance, Employee Fraud, Politics at Work Place, Absenteeism and Communication Gap,
etc.
B) Yellow Signal: - This signal is the initial stage of establishment of employment. Every
organization starts with this stage. This stage determines that whether the organizationalactivities and systems will lead to green signal or red signal.
Yellow signal also acts as a Junction between Green and Red signal. Organizations with
yellow signal have chance to lead to green signal by developing value- generated system.
The yellow signal generally incorporates the processes which are Goal Setting, Formulating
Policies, Recruitment & Selection, Performance Appraisal, Training & Development, Job
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Analysis; Resource based Planning System, Compensation Management, Terms of
Employment, Exit Interview and Redressal of Grievance, etc.
C) Green Signal: All the eco- friendly practices of employment come under green signal
indicator. Green signal signifies the advanced- integrated organizational settings which not
only comprise the high productivity but also provide the gateway to improve existing quality
system of the organization. The organization with green signal of employment can lead tohealthy employment conditions.
For any organization, it is not easy to directly develop the processes of green signal into
organizational culture but once these are developed, not easy to maintain them.
Green signal activities are Competency Mapping, Management by Objectives (MBO), Ethical
Leadership, Integrated Counseling, Human Capital Management, Potential Management,
Cultural Team Building, Succession Planning, Corporate Citizenship, Corporate Governance
and Recycling Processes, etc.
The above discussed three signal show various stages of employment, the organizations
generally operates in yellow signal lead to green signal with continuous efforts but can leadto red signal if entertained in correct direction.
2) Employment Continuum: Whenever we talk about employment, generally two terms
come first in our mind- First Employer and second is Employee. Employment Continuum is
an effort made by employer and employee in the direction of successful green employment
generation.
A) Employers Continuum: This continuum leads an employer to the direction of generating
healthy environment and growth. It is the employer who can transmit the red signal to yellow
signal & yellow signal to green signal, because employer is considered as employment
generator or facilitator and ultimately, he will be the creature of employer branding.
If any organization is in yellow zone, employer continuum can lead it into green zone & if an
organization is in red zone, the employer continuum will make an attempt to convert this
signal into yellow and green signal.
B) Employees Continuum: The kind of green employment opportunities is being provided
by the employer, the employee needs to maintain that environment as well. But, if he fails to
maintain that level, the presence of his insufficiency will lead him from green signal to red
signal.
Thus, an employee should put his maximum effort in maintaining the employers continuum
that will lead him towards attaining green HR practices but employees can be directed
towards red signal if he fails to maintain the green opportunities of his employment.
Applications of Tri- Signal Model in Business Organization: the model has its successful
implications in various dimensions of business modern organization in term of employment.
1.One can find out the stage of its business employment.2.With the help of this model, employers can direct themselves in attaining green HR
practices.
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3.It provides feedback to the employees to remain in the dimensions of green indication ofemployment and to refrain from red indication of employment.
4.Model clearly justifies the co-relation of employer and employee in acquiring andmaintaining the green environment HR- culture of employment.
5.All the organizational activities can be denoted by any one of the three signal of this modelwith their effect on employment.6.This model does not represent the machinery to tackle the organizational processseparately. But same kind of activities can be categorized into one signal that shows the
degree of employment in single situation.
CONCLUSION
Traditionally all those HR practices were the part of strategic Human Resource Management
which has become a challenge for todays modern organization. It gives rise a gap which
leads to the question, what are the dynamics of employment green decisions and behaviors?
Thus, all the organizations practices discussed in the model move around the employment
continuum which is a combined effort of Green HRM and integrated functions of
organization. Green employment depends on the unique and identifiable patterns of green
decisions and behavior of HR managers. Empowerment of green employment is not only
supported by employers efforts but it needs combined efforts of employer and employees.
The above proposed and discussed model is an attempt to make organizations an embedded-
cultural system that enables the employers to provide green opportunities at work place for
the employees. Green management initiatives are to be generated/ facilitated by employer but
it should be maintained and channelized by the efforts of employees.
REFERENCES
BOOKS
Aswathappa K. Human Resource Management, Fifth Edition, Tata McGraw-hill Publishing
Company Ltd, New Delhi, 2009; 416.
Chhabra TN. Human Resource Management, Fifth Edition, Dhanpat Rai & Co. (P) Ltd.,
Delhi, 2009; 725.
Lal M, Zaidi SQ. Human Resource Management, First Edition, Excel Books, New Delhi,
2008; 254-256.
Rao VSP. Human Resource Management, Second Edition, Excel Books, New Delhi, 2005;
661-666.
Sinha PRN. Industrial Relations, Trade Unions & Labour Legislation, Dorling Kindersley
(India) Pvt. Ltd. 2006.
JOURNALS
Aravamudhan. Green Recruiting: Is it a concept whose time has come?. HRM Review March
2010; 11- 12.
Christopher AD. Sustainability of Employee- Employer Relationship: A focus on mentoring
initiatives. HRM Review, Sep 2011; 36- 37.
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Renwick D, Redman T, Maquire S. Green HRM: A review, process model, and research
agenda, Discussion Paper Series, University of Sheffield Management School, The
University of Sheffield. 2008.
Rothman H. The Power of Empowerment. Nations Business, June 1993; 49- 52.
Story RM. The secret of successful Empowerment. National Productivity Review, 1995;
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