Workplace Green Behavior for Sustainable Competitive Advantage

Enhancing sustainable competitive advantage in terms of quality service delivery is key for environmental sustainability. Most organizations are bedeviled with toxic behavior of the workforce which have unpredictable concerns for sustainable initiatives parameters such as decline in profits, environmental degradation, and health deterioration. This chapter utilized the ability, motivation and opportunity theory, and relevant literature to examine the influence of workplace green behavior on sustainable competitive advantage, and the implication for environmental sustainability. The conclusion revealed that workplace green behavior in form waste recycling, going paperless, and embracing renewable energy predicted sustainable competitive advantage in terms of producing green products and services. The study recommended initiation of green organizational culture and creativity as panacea for green behavioral responses and sustainable goals.

Greening the Compensation Design and Management of the Human Resource Function

There is a rising necessity for the incorporation of environmental management into human resource management (HRM) practices. This attempt is recognized as the Green HRM initiative. An organization's human resource function can be powerful in aiding an all-inclusive approach to building a culture of sustainability. The strategy entails executing transformations to the diverse functions of HR like determining employee compensation. Gaps continue to exist in the literature on the green aspects of compensation and reward systems. This chapter considers the environmental management features of the compensation and reward system and factors a mould of the procedures entailed in green compensation and reward system. it cores on examining green reward management systems practices from the standpoint of subsisting research in the area and proposes inventive process moulds in green reward management systems. The green reward management system is presented as a smart and superior method of reward management systems.

Human Capital Development Strategy for a Sustainable Economy

The current production and consumption systems have created many social and environmental issues in the global business environment. These issues are of concern for many policymakers across the globe. The essence of the policy framework on sustainability is to transform the global economy into a more sustainable economy. Human capital development is central to economic transformation. This chapter examines the human capital development strategy for a more sustainable economy. A desktop research approach was adopted to investigate the relationship between human capital development strategy and sustainable economic development. For an effective transition into a sustainable economy, this chapter upholds an alignment of human and organisational development strategy, as well as a national development plan with the economic, social, and environmental pillars of sustainability. Therefore, human capital development strategy is a holistic approach to explore the four greens (green savings, green opportunities, green talent, and green places) for a more sustainable economy.

Green Human Resource Management Practices and Organisational Sustainability

Researchers and practitioners have argued that human resource management practices have a positive impact on environmental outcomes. This is because green human resource management practices enhance a firm's environmental performance. Although studies do not explain how green initiatives can enable organisational sustainability, this chapter examines the influence of green human resource management practices on organisational sustainability in the context of Nigeria. The chapter adopted a discourse content analysis as a method of data collection. The chapter holds that organisational sustainability relies on green training intervention as the means of understanding and redressing the human environment with a view to achieving and sustaining a better quality of life. Conclusively, green human resource management practices target protecting the ecosystem, among others. The chapter recommended that sustainability could be achieved through employee green behaviour and eco-innovation at the industrial level.

Employee Green Behaviour in Ghanaian Public Sector Organisations

This chapter explores the role of employees' green behaviour in public sector organisations in Ghana. The enactment of the Renewable Energy Technologies Act by Ghana's legislative body in 2012 has drawn considerable attention to the essence of embarking on a sustainable energy policy agenda. Public sector employees have been tasked by the government to be prudent in conserving energy in all its organisations. A qualitative research approach was adopted. A semi-structured interview was employed to examine how employees' routine activities considered green behaviour in the performance of their tasks at the workplace. Purposeful sampling was adopted in choosing 16 employees within selected public sector organisations. The data analysis revealed two seminal themes, which resulted in three key conclusions. Organisational policies such as replacing old office equipment with new energy-saving equipment to conserve energy are essential. Second, annual training on employee green behaviour has a long-term impact on creating environmentally conscious employees.

Flexible Work Arrangements for Green Manufacturing

Scientists and environmental activists have constantly emphasized the need to take action against the devasting effect of greenhouse gas emission, which is resulting in immense damage to the environment. The role of flexible work arrangements in ensuring the greening of manufacturing processes globally has not been fully explored by researchers. Aligning employees' green workplace behaviour, technological innovation, and flexible work arrangement could help promote green manufacturing. This chapter employed a conceptual review of literature to examine flexible work arrangement for green manufacturing. Findings revealed that the adoption of flexible work arrangement for green manufacturing could enhance the greening of the production process and employees' ability to achieve a balance between work and family domain.

Green Health and Safety Management System

The objective of this chapter is to fulfill the aim of the book by developing two of its major topics, green health and safety management, and to show their positive impact on the business success and sustainability. A number of factors, including environmental consideration, as well as the well-being of the human capital at workplace, must guide the current business practices. Today, business centers are becoming spaces where people spend most of their times as either managers, employees, shoppers, bankers, or eaters, as well as many other different activities that push people to visit the shopping malls. For these reasons and many others, businesses are becoming more complex, multicultural, and multifaceted resulting in green business practices more imperative today than ever before.

Green Selection Practices

Presently, the global world is facing numerous social, political, economic, and ecological challenges that require urgent attention and solution through innovative ideas. Among these challenges, ecological has received much interest from scholars and practitioners in recent times. Due to the adverse effects of environmental hazards, most countries and organisations have started to realise the importance of safeguarding the environment. To promote sustainability, many firms have adopted green practices in all their functional areas. Green selection is a process of hiring candidates who have green consciousness, conscientiousness, and agreeableness. The review of empirical studies reveals that the green selection process helps organisations to meet their environmental obligations by choosing candidates who have pro-environmental behaviours as well as sufficient knowledge of environmental management.

Green Recruitment Practices

Today, scholars, governments, organisations, and practitioners from a variety of fields such as business, politics, and public policy have begun to show much interest in environmental issues. There exist different green HRM practices, but this chapter focuses on green recruitment practices. Green recruitment is the procedure of hiring people having behaviour, knowledge, and skills of environment management systems in the organisation. An important rationale behind green recruitment practices in most organisations is to reduce recruitment costs by automating the process and also make a green difference starting at the online career site. Green recruitment practices minimise energy use and pollution associated with manufacturing, transporting, and recycling paper products. Therefore, green recruitment practices should be supported by organisational policies and government regulatory frameworks.

Succession Planning as a Developmental Tool for Sustainability

The chapter present a practical guidance based on four simple-to-use models of developing a succession plan. It also highlights current best practices of succession planning based on literature. Succession planning is a critical leadership tool for organizational growth and sustainability; it alleviates substantial gaps in organizational knowledge and leadership through strategic replacement of key personnel. Using succession planning as a developmental tool will allow the organization to determine what and whose knowledge is most important to capture and help them to identify critical positions. It is very important for organizations to grasp the meaning of succession planning before implementing a succession plan as a developmental tool for organizational sustainability. Based on the definitions of succession planning, this chapter defines succession planning as a proactive approach to managing talent, and the development of a leadership pipeline to meet an organization's need-based demand for sustainability.