Literature review
Workplace behaviour is considered to be essential part for the organisation in order to maintain unity and communication among the different departments and teams. Moreover, the workplace behaviour is a human behavioural approach that varies in terms of profession and situation. Workers or employees are always trying to maintain a decent professional approach in workplace in order to continue the peaceful and friendly atmosphere in the organisation. In this regard, the concept of eco-friendly atmosphere is a new and unique approach that various companies are using or going to use in a robust manner. It can be argued that with the advent of the ‘go green’ movement now organisations and employees start focusing on the environmental ethics and the management is committed to implement it in their organisational framework. The workplace behaviour is also took a part in this process (Ahmad, 2015). For an instance, in the developed countries most of the business organisations are stick with the objective to procure a framework with an environmental orientation. In response to this, the role of the Human Resource Management (HRM) is pertinent in order to introduce policies on the basis of environmental friendly workplace behaviour. In this context, the newly recruited employees are often not familiar with the eco-friendly atmosphere of the organisational workplace because it is generally not mentioned in their job description. As a result of that they face severe challenges at first. In response to that the role of the HRM department is highly crucial to make the eco-friendly workplace environment a success.
In this context, the purpose of this report is to figure out the possible scope for the HR management in order to motivate and encourage the employees to take a proactive measure for undertaking voluntary eco-friendly behaviour in workplace. Beside this, the report is also going to focus on the empirical evidences and research works to support the arguments and create a justification. Moreover, the discussion further provides a recommendation for the betterment of the HRM practice on the process of environment friendly workplace behaviour.
Sustainability is considered to be an important aspect that most of the organisations are putting emphasis to get benefits in the high competitive market. In this regard, the role of the HR managers are very crucial; in order to create a better framework for the incorporation of the employees in the sustainability framework. Besides the three factor of environmental sustainability recently the organisations expands their vision and introduce the green human resource management as a part of their workplace behaviour as well. In this regard, Kim (2017) highlighted that there are three fundamental aspects of business sustainability in terms of economic, social and environmental. Most of the companies are engaged to reduce their environmental footprints in order to decrease the negative impact on the environment. In this context Paillé&Raineri (2015) opined as new approach in the form of incorporating the role of the HRM to engage the employees in the process of retaining environmental sustainability. In fact, it can be argued that the introduction of the HREM in the process of sustainability is a new concept and most of the big companies are tried to follow this line.
In this regard, Nayak&Mohanty (2017) reflected that the popular factor plays a pivotal role in creating and sustaining environmental orientation of an organisation. This process is resembled with shaping and involving the employees, their behaviour and the management related knowledge. Therefore, the involvement requires proper training and skill development process so that the employees of a company can create a connection with the environmental sustainability management. In this context, the environmental training is defined as a systematic process that enhances and shapes the knowledge, skill and attributes of the employees in order to achieve the fundamental goals of the organisation regarding environmental sustainability (Deshwal, 2015). As a matter of fact, the proper environmental training facilitates the knowledge development of the employees on the basis of energy. Reduce, waste and recycle in various aspects of eco-friendly framework in the organisational operation.
Moreover, several authors have argued that the individual performance of the employees can be improved with the introduction of the environment related training. The positivism bestows in the environment related training program transforms the employees to take more responsibility and stewardship on behalf of the company. However, Datta (2015) argued that there is no mention of this kind of understanding in the job description for the new employees. In fact, they are not aware of the prevalent strategy and mechanism of workplace environment that the organisation follows. The role of HRM in creating Eco-friendly workplace is associate with the term of Green HRM(GHRM). Dubey& Gupta (2018) advocated that the role of the GHRM is to create a green culture by engaging the workers in reducing waste and using the resources effectively so that it can build a healthy environment. On the other hand Saifulina&Carballo?Penela (2017) pointed out the there is a micro level framework underlines the role of the HRM through explaining the behaviour of the workers in the light of psychological analysis and situational understanding of the individual ability, motivation and opportunity. There are some elements that can deliver a boost to the process of achieving eco-friendly workplace culture. In the words of Sharma (2016) those factors are systematic thinking, reflection, collaboration, self-knowledge, awareness and values and moral considerations. Therefore, it can be stated that the role of the Green HRM is to create positive outcome on the basis of social and human activities rather than focusing on the financial and strategic mechanism.
In addition to this, the recent practices of the corporate organisations around the world expand the dynamics of the Green HRM practices by intertwined the practice with the balance of economic rationality and social responsibility. In response to this, the research of Tariq, Jan& Ahmad (2016) on Palestine reflects a more effective and in depth perception regarding the role of GHRM in establishing an environmental friendly framework as a part of the development regarding sustainability in the operational management. Based on the research it can be argued that the Palestinian authorities puts more emphasis on the environmental laws and the organisations are bound to follow those legislation in order to safeguard their business operation in the Palestine occupied territories (Masri&Jaaron, 2017). In fact, the internal environmental policies carry out by the government officials have practical implication and relevance in understanding the role of the HRM in workplace eco-friendliness. The proximity of the Palestine manufacturing companies are quite significant in compare to the European partners that is coupled with the environmental laws with the purpose to curb down the environmental damages. More importantly, the training and skill development programs followed by the regulatory framework is considered to be a pertinent aspect symbolizes the vitality of the HRM in the Palestinian manufacturing industries with the aim to develop environment friendly workplace culture (Thevanes&Arulrajah, 2017).
Furthermore, the role of the HRM is stapled with the process of motivating and encouraging the employees to follow the green initiatives. As a matter of fact, the green HRM concept is very unique and new in the context of analysing the role of the HRM. Therefore, the HR management faces severe challenges in order to recruit and sustain highly skilled professional employees in the global environment. In his research on the role of the HRM to set eco-friendly environment in the workplace Sheopuri&Sheopuri (2015) has pointed out that the most critical part for the Green HRM is to keep pace with the growing competitiveness in the market and cope with recruiting skilled workers who have in-depth knowledge in the environmental awareness. However, the newly recruited employees are generally not familiar with the concept of eco-friendly workplace environment. The dearth of understanding and the inability to acknowledge the effectiveness of the eco-friendly workplace atmosphere lead to the futile process of green workplace culture (Bangwal& Tiwari, 2015). Therefore, it requires training for the newly recruited and existing employees to learn about the environmental issues and connecting it with the organisational practices of green sustainability. As far as the training of the employees is concerned, it is coupled with the issues like mitigation of the wastage and expertise of the environmental protection and literacy. Moreover, the training of the staff members will enhance the production and performance of the organisation by achieving the organisational goals and objectives related to the sustainable development of the company.
On the other hand, Pawar (2016) asserted that the role of the Green HRM is to promote sustainable development through the organisational level. In response to that the HR manager enjoys a perfect position to promote the sustainable workplace culture lingered with the environmental sustainability. As a matter of fact, the HR manager has the ability and provision to change and diverted the behaviour of the employees towards the environmental ethics. According to Rayner, J., & Morgan (2018), the Green Human Resource Management is referred as a practice based on the environmental management of the corporate organisation and at the same time committed to the organisational aims and objectives in order to sustain profoundly in the future. In this regard, the GHRM practice is associated with different approaches such as eco-protection and retaining the organisational aspects in a robust manner. In response to that, the GHRM is entitled to recruit new skilled employees which is entitled as the ‘Green Employee Empowerment’. On the other hand, Mittal et al. (2017) argued that the voluntary initiatives are very important in order to establish thee eco-friendly workplace environment. In this regard, it can be argued that the employees must have an in-depth concern regarding the importance of the environmental effectiveness. The benefit of this self-acknowledgment helps to develop a spontaneous awareness for the establishment of eco-friendly workplace behaviour. In addition to this, the process also reduces the complications related to employing workplace environment friendly atmosphere.
In fact, the implementation of the eco-friendly workplace behaviour is directly connected to the mission and vision statement of the companies. Ullah (2017) in his study highlighted that if the aims and objectives of a company would have no relation with the workplace environment then all the efforts would become futile. The contradictory practices between the vision of the company and the workplace practices will lead towards less production and less generation of profit that are detrimental for the future sustainability of a company. Moreover, incorporating the employees with the mission and vision of the company is identified as an effective strategic measure for the future sustainability of any company. In this regard, the HRM and also the higher management of the company must follow the same vision and facilitate a better framework to encourage and motivate the employees to maintain eco-friendly behaviour in workplace.
The implementation of the green initiatives in workplace environment is a complex and detailed framework. The amalgamation of the company objectives and the role of the HRM is a significant characteristic in this context. Based on this understanding it can be opined that the model of Environmental Workplace Behaviours (EWB) model can be played an important role for the HR managers in order to motivate and encourage the employees for attaining an eco-friendly attitude (Masri&Jaaron, 2017). In this regard, the Strategic Human Resource Management (SHRM) plays an extensive role to achieve success in the process of motivating the employees on the importance of eco-friendly workplace practice. From the above literature it can be argued that for implementing a better environmental sustainability in workplace, the HRM must encourage its employees.
Role of HRM in Environmental workplace behaviour
(Created by the author)
In this regard, there are some steps that the HR manager can adapt in order to stimulate the behaviour of the employees towards eco-friendly atmosphere. The steps can be identified as gauge interest, developing communication, analyse efforts, training and evaluation.
In the workplace, the HR manager is committed to all the features related to an employee. It can be argued that the HR is able to talk with the employees of all levels and informed them about the importance of the green workplace environment. Therefore, for making a better eco-friendly atmosphere in the workplace continuous encouragement is an essential driving tool to convince the employees. In addition to this, the HR management is also responsible to recruit new skilled employees who are familiar with the green workplace initiatives (Bhalla& MEHTA, 2016). During the interview session, the employees will be questioned about their concern and knowledge regarding eco-friendly workplace atmosphere and this process helps the company as well to reduce its carbon footprints. Sometimes, the employees can give recommendations in order to implement the green workplace initiatives. It will be a advantageous factor for the HR management to get a clear picture of the possible measures that are suggested by the employees. Besides this, the HR manager can also include the employees in the sustainability discussion and asks them to express their understanding regarding the eco-friendly workplace situation (Ciocirlan, 2017). Therefore, it can be argued that the HR management plays a pivotal role in the environment friendly workplace by engaging the employees in the sustainability program extensively.
Communication has a pivotal part in this regard. After recruiting the new employees the HR department must include meeting an induction session in order to establish aims and goals related to the green initiatives in workplace. As a matter of fact, this induction process encompasses different third party involvement in the process such as the engagement of the higher authority and departmental heads (Paillé et al., 2014). In this regard, the employees will get familiar with the significance of the meeting and will take it seriously. Brief discussion of the organisational sustainability policy, system and practice and the basic information related to the environmental sustainability ethics are identified to be a part of the induction process. The role of the HR management is to let the newly employed staff inform about the individual responsibilities and awareness regarding the green initiatives. Moreover, it will also create a better communication between the management and the employees to understand the importance of green initiatives and environment friendly workplace atmosphere (Arulrajah, Opatha&Nawaratne, 2015). It can be argued that the senior management or the departmental heads can also brief the importance of the program to the respective employees. However, the HR management has a close connection with the employee concerns and therefore it will be appropriate and effective for the HR manager to encourage the employees directly.
As far as the green training and development is concerned it is intertwined with the purpose to develop skills and knowledge regarding the essentialism of green workplace. As a matter of fact the training program involves organisational members in terms of both the non-managerial and the managerial employees. It can be referred that the training program facilitates the practice of recycling and waste management practices using telecommunications and flexible schedules. As a result of that the negative environmental impacts will be reduced. In addition to this, creating environmental awareness in the workplace activities is also considered to be an essential part of the training program (Young et al., 2015). The HR management can conduct seminars and workshops in this regard. Besides this, celebrating world environment day at the workplace can build up an perception of the environmental importance among the employees. For an instance, companies like Fuji Xerox organises some training and induction facilities for the employees with the motive to enhance the skill and awareness among the non-managerial members in the workplace (Ahuja, 2015). In this context, it can be argued that without proper knowledge and realisation about the significance of the environmental sustainability the employees will never support the incorporation of the eco-friendly attempts in workplace.
It can be identified that the green reward strategy is another key function that can help the HRM to encourage and motivate the employees. There are two types of green management functions that are, ne is associated with the financial reward strategy where as another deals with non-financial planning. According to Ciocirlan (2017), some companies puts emphasis on the financial award policies and practices in order to influence the employees to follow the eco-friendly environmental workplace framework. This can be considered as a direct and proactive measure to encourage the employees by giving them reward for outstanding environmental performances and ideas. Companies like Monsanto or Dow Chemical follows this kind of reward policies to foster a better sustainability management framework (Renwick, Redman& Maguire, 2013). Besides this, the non-financial rewards are referred as the recognition and promotion in the workplace. Some companies have the practice to recognise and giving promotions to the employees who have proved their excellent performance in environmental sustainability. In this regard, the role of the Human Resource Manager is to figure out the possible employees who have performed outstandingly in eco-friendly activities (Ullah, 2017). As a result of that the employees are also motivated and interested to take part in the environmental programs enthusiastically and the HRM also able to develop an environment friendly practice in the workplace by diverting the minds of the employees towards environmental sustainability.
There are a number of recommendations in establishing an eco-friendly workplace atmosphere. The recommendations are as follows,
- Establishing a green team will be a better option for the companies for making environment friendly workplace culture. In this regard, the role of the HR team to unify the employees in such a manner so that the newly recruited employees can get a glimpse of the existing practice of the workplace. As a result of that it will also beneficial for the HRM to save time and effort of involving the employees with the existing workplace environment. It can be argued that the purpose of the green team is to monitor and analyse the green initiatives carried out by the new employees and encourage them to introduce more creative ideas for the benefit of the individual as well as the organisation.
- In addition to this, mentioning the eco-friendly framework in the job description can also attract new employees who are better skilled and effective. Based on the present case situation it can be argued that the environmental orientation has become a pivotal part of r the organisations. Therefore, highlighting the eco-friendly atmosphere creates a better market appreciation for the organisations. Incorporating this strategy into the job description template also facilitates a promotional step for the company to increase their market capitalisation. In this regard, the role of the HRM is to convey this strategic measure to the marketing team or the higher authority.
- In addition to this, empowerment is considered to be an important aspect that every company must follow while focusing on the eco-friendly framework in workplace. It means the company should follow such framework where the employees can share their vision and ideas with the higher authority. In this regard, the HRM plays a great role. The role of the HRM will be ease the atmosphere of the workplace inside the company and encourage the employees to communicate properly with the higher authority without any hesitation. As a result of that it will be beneficial for the company to incorporate more creative ideas for maintaining a better green workplace practice.
- Besides this, taking more responsibilities is also identified as an important aspect for establishing better eco-friendly workplace. The role of the HRM in this context will be to influence and energise the employees to take more initiatives. In response to this, the direct initiatives of the senior management and other managers are also important. The HR department can convince the managers to express their concern regarding sustainability. As a result of that it will deliver a positive message to the employees and they will enthusiastically taking more concern regarding workplace eco-friendliness.
- Furthermore, continuous communication and the sharing vision related to the workplace sustainability is an important aspect in this regard. The HRM must put extra efforts to communicate with all the employees in a sober and precise manner so that his vision and purpose will be reflected properly.
Conclusion
It can be argued that the report tries to create a better understanding regarding the role of HRM in developing an eco-friendly workplace. In this context, the environment friendly approach is highly effective for the operations of an organisation because it generates more appreciation and helps to encapsulate the market in a robust manner. In course of the discussion, the report reflects on the different measures the HR management will take in order to achieve in developing eco-friendly workplace. Measures like developing interests among the employees, clear communication with them, implementing green rewards and recognition and fostering green training are the key feature that the HRM follows. Moreover, the report also encompasses a detailed literature review on the role of the HRM in order to maintain green workplace practice. Based on this analysis it can be attributed that the green workplace measure is a new concept but enjoying immense significance for maximising the profit of the companies. Moreover, for creating a better world these kind of initiatives are very crucial and relevant to build responsibility among the employees regarding environmental sustainability. Therefore, it can be concluded that the report clearly incorporates all the essential points related to the green workplace culture and comes up with a number of recommendations that are very useful to serve the future prospect of the organisations.
Reference
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