Global Warming at Corporate and Human Resource Level - Case Study Example

Name: Course: Institution: Tutor: Question: How can HRM achieve a higher awareness of Global Warming at corporate and human resource level? Executive summary The following paper evaluates various ways of achieving increased HRM awareness about the dangers of global warming. In the recent decades, global warming has become a major social and environmental issue with diverse implications in the society. The paper is entirely based on a theoretical review of existing literature on the topic and covers the role of corporate sector in limiting global warming and also the various ways in which HRM can increase knowledge about global warming. The paper finds that HRM has a crucial role to play in imparting knowledge about global warming because of its strategic position in any organization. Table of Contents Executive summary 2 Introduction 4 The Role of Corporate Sector in Limiting Global Warming 4 How HRM Achieve a Higher Awareness of Global Warming at Corporate and Human Resource Level 6 Conclusion 7 Recommendations 8 References 10 Williams, S., (2008). Nature, landscape, and building for sustainability: a Harvard design magazine reader. Boston: U of Minnesota Press 11 Introduction The purpose of this paper is to explore ways in which HRM can achieve increased awareness about global warming at both human resource and corporate levels. The paper is based on the reasoning that the HRM has a fundamental role to play in influencing corporate objectives and policies. Over the past few decades, global warming has emerged as a controversial issue that threatens to destroy resource and make the world an inhospitable place to live. Accordingly, there is need for measures to be put in place to stop or significantly limit the increasing cases of global warming. Corporate institutions are by far a major contributor to global warming and hence the need for these institutions to develop sustainable businesses process. One way in which organizations can develop sustainable business practices is by reinforcing positive behaviours, attitudes and knowledge about the consequences of global warming among their employees (William, 2008). The paper that follows discusses how these can be achieved in typical organizations. The Role of Corporate Sector in Limiting Global Warming Global warming is a very controversial topic which has elicited heated debates among policy makers, corporate organizations and governments. Global warming is caused by steady increases in the average temperature of the earth’s atmosphere, land masses and oceans (Edwards et al, 2008). It has been documented in researches that the earth is currently facing a period of rapid warming brought about by rising levels of greenhouse gases in the atmosphere. These gases retain the radiant heat given by the sun in a process called greenhouse effect, thereby resulting in increased temperature. If left unaddressed, the issue of global warming will impact adversely on the world’s biodiversity and human health. It is therefore imperative that concerted efforts involving all stakeholders are taken to avert the imminent crisis associated with global warming. The corporate sector has an important role to play in averting global warming. One of the various measures that corporate institutions can play in limiting global warming is to embrace sustainable development. Laszlo (2008) has defined sustainable development as any economic means which is widely shared and which protects the world’s vital resources for the future generation. A world of sustainability is typified by social and economic progress without adverse impact on the environment caused by over-exploitation of resources. Limiting global warming can go along way in creating a sustainable world. This can be achieved by improving energy efficiency. The corporate sector can play a fundamental role in disseminating vital knowledge about the consequences of global warming and also the benefits of sustainable development. In collaboration with the government and other stakeholders, the corporate sector can make impressive efforts in educating, training and sensitizing the society on the consequences of global warming. The corporate community can also spearhead technical and scientific innovations, especially through framework programs with research institutions and universities. Economic and financial instruments are also a vital way through which corporate institutions can engender a market that offers environmental-friendly products and services. Therefore, prices offered need to reflect actual social and environmental costs, while fiscal measures should be applied to resource and energy consumption (Ehrhart, 2010). Carbon pricing is a major sustainable development initiative that is being adopted across the world. This strategic initiative, which requires quantifying carbon emissions and putting a price on it, has received overwhelming support from corporate sector. The benefits of carbon pricing will definitely trickle down into economic systems and hence lead into increased investment in eco-friendly energy sources. How HRM Achieve a Higher Awareness of Global Warming at Corporate and Human Resource Level Human resource managers (HRM) have an integral role to play in initiating and overseeing successful implementation of sustainable business practices. One such role includes limiting the impact and increasing knowledge about the consequences of global warming within an organization. The integral role of human resource managers arise from the fact that these professionals are employed to help translate business strategies into the daily actions of the people (Kyte, 2009). Essentially, the HR function’s most critical role is to develop and guide processes for transformational change. As such, HR professional are regarded as strategic business partners and contributors to growth and profitability because effective change management is one of the key drivers of organizational success and growth. Undeniably, the HR’s effective change management capabilities are required in increasing knowledge about global warming, which is a major issue of sustainability. This is because any organization working towards sustainability does many things with implications on many stakeholders including employees. Therefore, effective engagement of employees is one of the various ways in which HRM can achieve increased awareness about global warming at both human resource and corporate levels. According to Kyte (2009), human resources, particularly employees are crucial elements in the success of sustainability agendas and the embedding of an enabling value-based culture is a key precursor. Elgie and Cairns (2009) has explained that the HR’s role in creating awareness about sustainability (global warming for that matter) is twofold. First, HR professionals must ensure that a sustainable approach to managing employees is part of the long term business strategy. Essentially, the wellbeing of employees, work life balance, health and safety, inclusion in decision making and diversity, gender equality, fair wages and remuneration and opportunities for learning and career growth can motivate employees to share knowledge about the dangers of global warming. Moreover, a sustainable business is created when employees have sufficient knowledge and awareness about how their efforts contribute to sustainability agenda. Secondly, the HR has many touch points with various external and internal stakeholders on a daily basis. These stakeholders have a role to play in sustainability development and hence can help in embedding a global warming limiting culture in their interactions with the HR. This way, the HRM helps transform the business impact on stakeholders into the sustainable impact of stakeholders. In addition, the HRM can help advance sustainable business practices within their own functional areas. This can significantly deliver better results by aligning HR function with the impact of the business on the environment and the community (Ehrhart, 2010). Conclusion Global warming, which is chiefly a destructive result of human activities has become a very controversial issue in the contemporary society. The consequences of global warming can be deleterious not only on the world’s biodiversity but also on the ability of corporate institutions to survive and grow. It is for this reason that businesses have found it necessary to contribute to the wider efforts aimed at rolling back the forces of global warming. Businesses can limit global warming and hence the social and environmental impact of their businesses by instituting appropriate sustainability measures in their strategic policies. These measures can be help increase awareness about the dangers of global warming if they are integrated into HR strategies and policies. Recommendations The literature above has highlighted important roles that human resource managers can play in creating sustainable businesses. The literature has also discussed the various ways in which human resource managers can achieve increased awareness about the consequences of global warming at both corporate and human resource levels. The following recommendations can help HRM develop increased awareness of these consequences and hence take appropriate remedial measures. i. Strengthen the human resource department’s capacity to move forward on a path to sustainable business practices: The HRM should play a critical role in improving their organizations’ capacities to implement, monitor and focus on sustainable development. This can be achieved by initiating appropriate environmental management systems and also by making continual improvements on these systems. See pages 6 & 7. ii. Green the human resource department’s internal operations: HRM can improve their sustainability performance in different areas of physical operations where they can have a positive difference. These areas include recruitment and development of focused employees, solid waste management and procurement. HRMs can also initiate energy efficiency measures in collaboration with other departments. See page 5. iii. Participate with other departments in gaining enhanced understanding of social policy dimensions of global warming and sustainable development. This can help HRM build a knowledge base on global warming and related issues. In this regard, it is imperative for the HRM to favor coordinated approaches in pursuing environmental initiatives and to continue with active participations in interdepartmental initiatives. See page 7. iv. Build sustainable development into the human resource development programs’ corporate culture. This way, HRM can instill a sense of sustainable development with the view of promoting practical integration of global warming and sustainability principles in products, services and activities involved in the department. This can be achieved by ensuring that employees have access to diverse information about global warming. See pages 3 & 4. References Edwards, G., B. Hounsome, L. Mila I Canals, L. York, K. Plassmann and D. Jones (2008) ‘Vulnerability of Exporting Nations to the Development of a Carbon Label in the United Kingdom’. Environmental Science & Policy 12(4): 479-490. Ehrhart, C.E., (2010) Towards sustainable logistics: How business Innovation and Green Demand Drive a Carbon-Efficient Industry, Bonn, Germany. Elgie, S. and Cairns, S., (2009) Carbon pricing: The foundation of a Canada-wide approach to a clean, prosperous energy future, Ottawa: Sustainable Prosperity, University of Ottawa. Kyte, R., (2009) Corporate Governance the foundation for corporate citizenship and sustainability businesses, New York. Laszlo , C., (2008) Sustainable Value: How the World’s Leading Companies Are Doing Well by Doing Good. Sustainable value: Chapter 9 pages 122-130. Williams, S., (2008). Nature, landscape, and building for sustainability: a Harvard design magazine reader. Boston: U of Minnesota Press Read More