Sustainability Is A Matter Of Human Rights - 2117 Words

Sustainability has become a relevant word in the vocabulary of many organizations, governments and individuals. More than just a word, sustainability relates to the ability of institutions to continue executing their functions without forgetting the effects on the environment and taking into consideration the fair treatment of their employees and the human rights of society. Although sustainability is a widely used term by many individuals, the understanding of this term is not as clear as its popularity. When discussing the ideas of sustainability, most people automatically associate the term with the human impact on the environment. Others relate sustainability to the ability to cut costs and inefficiencies within the organization. A few individuals believe that sustainability is a matter of human rights. So what exactly is sustainability? Although there is no formal definition for the term, individuals have tried to define sustainability according to their function or area of study. The term â€Å"sustainability,† once an obscure ecological concept, has now been adopted by many in the business world to connote the principles of social and environmental responsibility (Joseph Fiksel, Jonathan Low and Jim Thomas). Further, sustainability can be seen through the eyes of business as a way to create value. More likely than not, the term sustainability can be linked to the ability of decreasing costs, wastes and inefficiencies. According to the vice president of General Electric,Show MoreRelatedCorporate Social Responsibilities Of Pepsi Co Essay934 Words   |  4 Pagespriority ranging from human rights issues to the caramel food coloring used in their products. Pepsi Co. publicizes basic needs for human rights issues are respect, equality, and dignity of work. Furthermore, Pepsi Co. meets these basic needs by provi ding safe working conditions, competitive pay, non-hostile working environment and meeting local, federal work requirements. But, Pepsi Co pronounces shifting their supply-chains focus to fall in line with these values (Pepsi: Human rights). According toRead MoreHow Business Is Not Sustainable909 Words   |  4 Pagesensure that the business objectives are achieved. Additionally, every business, whether big or small in size have come to the realization that the traditional methods that were used to measure the performance of the business contribute little in matters of the shareholders. Notably, much of the decisions and the policies were meant to ensure that the company gunner maximum returns. However, it was without the consideration of the stakeholders and the employees involved in the running of the businessRead MoreHow Can Contemporary Society Address Essay961 Words   |  4 Pagessociety address â€Å"the complex interaction of environmental, social, and economic force that factors and currently limiting the sustainability of business enterprises around the world, a clear gap created among the â€Å"words† and â€Å"action†, according to the latest global information? How can federal and state agen cies break down silos and work together to pursue sustainability? What is the preferred model for business-government collaboration and engagement with civil society and nongovernmental organizationsRead MoreSustainability Of Human Want : Atlantic Seals932 Words   |  4 PagesSustainability of Human Want Atlantic seals are hunted and killed humanely and inhumanely every day in Canada. The issue has caused a plethora of controversy in the international community; depicting if seal hunting should cease or continue. In Glavin s An Enviro s Case for Seal Hunt he supports the murder of seals; however, he only supports it for human consumption, but not the sport. Glavin s tone of writing is very biased and his argument is all sorts of information pulled together that doRead MoreThe Issue Of Sustainability Is Much Than Much More Than Just That The Earth s Population1259 Words   |  6 PagesThe average human being, multiplied by the Earth’s population, would need to have about four Earths just to supply enough resources (Footprint Calculator). Thinking of people around the world, the people of the United States seem to take a lot of their life for granted. Many people when they hear of the polar ice caps melting wave it off and either don’t believe in it or believe it is not their problem. Well it is their problem and if we don’t jump on the issue soon we will not be giving our futureRead MoreCorporate Social Responsibility And Corporate Ethics Essay1485 Words   |  6 Pagesresponsibility has become a major issue in the recent past to the extent in which there are watchdog organizations that monitor actions of corporations and file a report indicating companies that aren’t socially responsible. Such organizations are known as sustainability auditing firms (Gallagher, 2012). This has made most of the companies that are growing to issue corporate social responsibility reports alongside their annual business reports. Citigroup is a financial service company that has been able to doRead MoreAn Open System Of Energy1469 Words   |  6 Pagesfor Energy consumption, and unprecedented global economic growth, the increase requires that most modern countries face hardly surprising. However, these requirements lead to most countries facing the is sue of sustainability. In the 1987 Bruntland report, researchers defined sustainability as â€Å"development that meets the needs of the present without compromising the ability of future generations to meet their needs.† (Our Common Future 1987). This definition receives some criticism by scientists asRead MoreMy Personal Leadership : The Best Version Of Myself1293 Words   |  6 PagesA dedicated father who taught us important life lessons of how to laugh, how to fix anything with duct tape, how to manage conflict with lessons such as, â€Å"You can get glad in the same pants you got mad in.† Also the value of being a member of our human family, â€Å"You aren’t better than anyone else, and no one else is better than you.† All important lessons that shaped who I am today. The Clifton Strengths Finder assessment identified my top five strengths as Woo, Connectedness, IndividualizationRead MoreSustainable High Performance Is Only Achieved Via Sustained Social Well Being, And Vice Versa1499 Words   |  6 Pagesperformance is only achieved via sustained social well being, and vice versa.’ Professor Peter Senge’s above statement has summarised the whole management of sustainability course in a nut shell. In all the units we studied in this course there is a specific focus on the people management skills to achieve organisational sustainability as for an organisation to be sustainable it is its people or employees that will make it happen also high performance can be only achieved through enhancement ofRead MoreThe Global Supplier Network : Adidas Trained More Than 2000 Persons1379 Words   |  6 Pagesis a fair wage employer across their global supply chain. Their approach is built of three pillars; they are respect (the rights of workers), protect (the work standards) and promote (wage progression and fair wages). (Adidas14, 2015). This approach helped Adidas to maintain a strong sustainable workplace standard keeping corporate social responsibility in mind. Sustainability efforts for a safer Planet Keeping the planet in mind, they developed a global single safer planet/environmental strategy

Executive Compensation A Pay Ratio Rule - 1083 Words

CEO’s Compensation Nola Ward Independence University Introduction More than five years ago the Securities and Exchange Commission was told to issue a pay ratio rule that companies that are public must disclose how their median worker’s pay compares to their chief executive officers pay. Liberal advocacy groups and unions like the pay-ratio rule when corporations dislike it; because of the point of public shaming. CEO’s will look greedy and graspy when the world know that they make hundreds of times more than their median level employees, which in turn the corporate boards may be forced to cut the bosses pay and raise the workers. It makes sense to focus on how CEO’s pay is determined instead of obsessing on how much they earn.†¦show more content†¦Because of their compensation sets the pattern the criticism particularly focus on the CEO’s high pay as well. Just like the previous criticism, there are current complaints which focused on at least two issues: Executives are paid too much and becaus e the connection between executives current incentive-pay schemes are flawed. Because of these issues the company performance at best is mixed and at worst has led to a series of dysfunctional behaviors (Lorsch Khurana, 2010). As the pay gap between chief executive officers and American workers of public companies grow; the question has aroused as to what drives the pay of the CEO’s and what’s behind the disparity. It is a known fact that it is a big disparity between the pay of other worker and the CEO pay in corporate America but what is the reason this disparity exists? The first major justification is an incentive for performance that is put forth by corporations; this helps explains the CEO pay level. They thought in order to attract the right candidate who will impact the performance of the organization is that they have to pay big. If this happens the shareholders of the company can get a better return on their investments. What has been justified as comp ensation for executives is to provide them with some form of stock grants as a form of incentive with

Report on Recruitment in an Organization- myassignmenthelp.com

Question: Discuss about theReport on Recruitment in an Organization for Woolwarths. Answer: Introduction The report is related to the recruitment related issues faced by Woolworths. The most important decision in an organization is related to the recruitment selection of the employees. The HR department typically faces issues in recruiting new employees. The ability of an organization to overcome such challenges depends upon the factors like economy, competency commitment. Woolworths Limited is Australian Retail Company with wide-ranging interest throughout Australia New Zealand. The company is known as the second largest company in Australia by revenue, after conglomerate Wesfarmers. Adding together, Woolworths Limited is the largest carry away liquor retailer in Australia the chief hotel gaming poker machine operator. Interestingly, Woolworths was acknowledged as the 19th largest retailer in the world in 2008(Woolworths Ltd (WOW.AX), 2017). There are two types of forces involved in managing the human resource activities at an organization. Internal resources include a very strong representation of management employees in a well distinguished way. They are busy in allocation of resources merchandised allocation. With the Help of Human resource Department it is evident to manage the members staff in order to procure result. Challenges faced by the HRM department Hiring manager issue One of the major issues faced by the business organization is related to hiring of an efficient manager. The HRM department faces issues in hiring manager. It takes a lot of efforts in hiring an efficient candidate. Woolworths faces issue in retaining efficient. Employees tend to switch their job role due to existence of competition. Organization like Coles, Aldi, Target are giving competitive remuneration. Employees tend to switch to other organization in search of better opportunity (Aryee, et al 2016). This eventually increases the pressure on the companies. For the reason, HR department has to pay an extra attention on retaining efficient employees for a longer time-period. Organization like Woolworths the major problem comes up with retaining employees with better set of skills (Sparrow, Brewster Chung, 2016). Quality of Employees Another problem faced by the organization is in relation with the quality of employees. Particularly in the changing economy technology, employee knowledge is one of the major issues. High quality employees are easily snapped up by the other organizations. A long hiring process affects the employees they are been offered by another company (Reiche, Mendenhall Stahl, 2016). Coles other retail giant offer a lucrative career to the employees. This is exchange affect the longevity of employee tenure in an organization. . With this issue, the quality of employees at Woolworths is again an issue. This decreases their access to retain better employees to provide new opportunities to other (Marchington, et al 2016). Incentives Compensation other benefits are important for an organization in managing the employees ratio. In a tough economy, a large number of business organizations are finding difficulty in retaining better employees. HR department has to find out a better mean to make an appealing job listing. Employees are facing issues regarding the appealing job listing (Wilton, 2016). This issue is apparently affecting the organization in attracting employees. The candidates are mostly attracted towards organizations providing with a lucrative packages. In this situation Woolworths is facing issue in managing the employees expectations. Incentives act as a motivational factor in retaining employees in an organization. The implementation of a creative strategy is important to attract employees to retain the best (Albrecht, et al 2015). Woolworths has been facing an issue of a high turnover due to an inefficient incentive structure. Employees are not getting recognized in the organization. This in turn ha s affected the overall employee ratio. Employee motivation plays an important role in growth of the company. Woolworths has to develop a competitive incentive structure in order to attract more employees. This In turn will increase the employability. Employees security is important in an organization for gaining their trust (Stone Deadrick, 2015). Employee Retention Retention is important for an organization. Employees leave the organization in search of a better opportunity. Corporate culture work environment plays an important role in handling the employees retention issue. In case of an ineffective benefit structure, the employees tend to switch to other company(Wilkinson Wood, 2017). HR department has a challenge to screen loyal employees. These employees are retained for a longer time period. Woolworths has an issue regarding retention. A major section of employees leave after completion of their educational program (Stone, et al 2015). They face an issue of a high employee turnover as employees leave the organization as per their convenience (Hanks, 2015). The reason behind a high turnover is due to less growth opportunity. Employees are facing issue of better growth opportunity. They have to settle down for less. The availability of restricted growth in the organization is affecting the employee turnover. In such a situation it is import ant to create better growth features. This increases the employability creates better avenues. Employees when get a better opportunity outside tend to switch(Ford Richardson,2013). This is affecting the overall growth opportunity at Woolworths. Employees at Woolworths are facing an issue of bully by the managers. There are reports regarding continuous bully by the managerial staff. This in turn creates a high employee turnover ratio (Shields et al 2017). Training development Training development of employees take lot of efforts. Employers have to incorporate a better training development structure in order to attract more employees. They can only be retained if provided with better employment opportunities. A regular employee training is necessary to develop competitiveness (Guerci, et al 2015). Woolworths has an ineffective employee training structure. Employees are not provided with better employment training at an initial level. This creates frustration they gradually leave the organization. A regular interaction is suggested in between the employees the management to reduce the barriers. An existence of such barriers is affecting the organizational growth development (Robinson Plimmer, 2015). Strategies to meet the issue In order to develop a better recruitment structure, it is evident to frame better organizational strategies. These strategies are necessary to manage the employee ratio in the organization. The employees face an issue coming up due to the above mentioned issues. There is a necessity to deploy an effective employment structure so that employees are retained for a maximum time period (Punnett, 2015). Employees tend to switch due to multiple reasons. The purpose here is to provide with better opportunities to reduce the employees turnover. It is really a huge challenge to understthe employee psychology, to retain the best talents of the industry, inspire them to perform better handle diversity at the same time. Globalization has resulted in many positive as well as negative impacts on an organization. Diversity in the organization has multiplied the targets of the HR Department. In todays tough world, coordinating in a multicultural or diverse workforce is a real challenge for HR depart ment. It is tough to balance between employer employees keeping in mind the modern trends in the market. This creates a terrible situation for the employees to handle the human resource challenges efficiently (Salas et al 2015). A better employment structure Employees look for better employment structure. Growth is important for an individual on a long run. Woolworths has to create better opportunities for the existing employees. There is a necessity to make them feel secured. An attractive package with better growth opportunities for the employees is a need of an hour. Woolworths need to develop better employment growth opportunities for the existing employees. This will create better growth prospect necessary advancement (Kuvaas, Buch Dysvik, 2016). Training development process In order to grow, it is important to develop better training growth structure. This will allow employees in gaining a better insight. Employees do stick to the organization if they get better training facilities. Training related to organizational culture advancement is important to give better opportunities (Jamali, El Dirani Harwood, 2015). This in return will help in addressing the issues that employees faces on day-to-day basis. It is suggested that the organization need to carry out the job in a better way. Woolworths has an ineffective employee training structure (Oyewunmi et al 2017). Employees are not provided with better employment training at an initial level. For a better understanding of the job it is important to manage the training development process. This in return will help in managing the employees in an effective way (BAL De Lange, 2015). Handling Multicultural / Diverse Workforce One of the issues faced by the business organization is related with people from different age, gender, race, ethnicity, educational background, location, work experience can be a challenging task for HR managers (Brewster, Mayrhofer Morley, 2016). It is tough to train them about the organization. In such a situation Effective communication, adaptability, agility plays an important role in managing the large sized workforce (Deery Jago, 2015). Managing Change It is important for an organization to manage the changes taking place in the business environment to implement the same. Bringing change in organizational processes is one of the biggest concerns of HR managers (Gambardella, Panico Valentini, 2015). Upgrading the existing technology through training people is a real headache for HR department. The department needs to be proactive in dealing with such issues (Beer, Boselie Brewster, 2015; Alfes, Shantz, Truss Soane, 2013). Retaining the Talents Employee retention is imperative for the organization. Globalization gives freedom to working professionals to pursue their dreams. Different organizations are providing with a lucrative opportunities. It is the responsibility of the HR Manager to maintain harmonious relations with employees. Woolworths should provide with an excellent work environment, remuneration perks to retain efficient employees (Kersiene Savaneviciene, 2015). Conclusion To conclude, the organization has to manage the employees against odds. With a constant change in the work environment it has become evident to develop efficient employment strategies. These strategies will allow in overcoming the challenges faced in an organization. In a multicultural environment, it is tough to train them about the organization. Employees training development programs play an important role in managing the issues in a better way. This will help in overcoming the problems. An organization will get better direction for managing long term issues. Internal resources include a very strong representation of management employees in a well distinguished way. References Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. Saks, A.M., (2015). Employee engagement, human resource management practices competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People Performance,2(1), pp.7-35. Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Aryee, S., Walumbwa, F.O., Seidu, E.Y. Otaye, L.E.,( 2016). Developing leveraging human capital resource to promote service quality: Testing a theory of performance.Journal of management,42(2), pp.480-499. Bal, P.M. De Lange, A.H., (2015). From flexibility human resource management to employee engagement perceived job performance across the lifespan: A multisample study.Journal of Occupational Organizational Psychology,88(1), pp.126-154. Beer, M., Boselie, P. Brewster, C., (2015). Back to the future: Implications for the field of HRM of the multistakeholder perspective proposed 30 years ago.Human Resource Management,54(3), pp.427-438. Brewster, C., Mayrhofer, W. Morley, M. eds.,( 2016).New challenges for European resource management. Springer. Deery, M. Jago, L., (2015). Revisiting talent management, work-life balance retention strategies.International Journal of Contemporary Hospitality Management,27(3), pp.453-472. Ford, R. C., Richardson, W. D. (2013). Ethical decision making: A review of the empirical literature. InCitation classics from the Journal of Business Ethics(pp. 19-44). Springer Netherlands. Gambardella, A., Panico, C. Valentini, G., (2015). Strategic incentives to human capital.Strategic Management Journal,36(1), pp.37-52. Guerci, M., Radaelli, G., Siletti, E., Cirella, S. Shani, A.R.,( 2015). The impact of human resource management practices corporate sustainability on organizational ethical climates: An employee perspective.Journal of Business Ethics,126(2), pp.325-342. Hanks, S.H., (2015). The organization life cycle: Integrating content process.Journal of Small Business Strategy,1(1), pp.1-12. Jamali, D.R., El Dirani, A.M. Harwood, I.A.,( 2015). Exploring human resource management roles in corporate social responsibility: the CSR?HRM co?creation model.Business Ethics: A European Review,24(2), pp.125-143. Kersiene, K. Savaneviciene, A., (2015). The Formation Management of Organizational Competence Based on CrossCultural Perspective.Engineering Economics,65(5). Kuvaas, B., Buch, R. Dysvik, A., (2016). Performance management: Perceiving goals as invariable implications for perceived job autonomy work performance.Human Resource Management,55(3), pp.401-412. Marchington, M., Wilkinson, A., Donnelly, R. Kynighou, A.,(2016).Human resource management at work. Kogan Page Publishers. Oyewunmi, O.A., Osibanjo, O.A., Falola, H.O. and Olujobi, O.J., 2017. Optimization by Integration: A corporate governance and human resource management dimension.International Review of Management and Marketing,7(1). Punnett, B.J., (2015).International perspectives on organizational behavior human resource management. Routledge. Reiche, B.S., Mendenhall, M.E. Stahl, G.K. eds.,( 2016).Readings cases in international human resource management. Taylor Francis. Robinson, J. Plimmer, G., (201)5.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Salas, E., Shuffler, M.L., Thayer, A.L., Bedwell, W.L. Lazzara, E.H., (2015). Understanding improving teamwork in organizations: A scientifically based practical guide.Human Resource Management,54(4), pp.599-622. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R. Bolman, L.G. Deal, T.E., (2017).Reframing organizations: Artistry, choice, leadership. John Wiley Sons. Sparrow, P., Brewster, C. Chung, C., (2016).Globalizing human resource management. Routledge. Stone, D.L. Deadrick, D.L., (2015). Challenges opportunities affecting the future of human resource management.Human Resource Management Review,25(2), pp.139-145. Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. Johnson, R., 2015. The influence of technology on the future of human resource management.Human Resource Management Review,25(2), pp.216-231. Wilkinson, A., Wood, G. (2017). Global trends and crises, comparative capitalism and HRM. Wilton, N., 2016.An introduction to human resource management. Sage. Woolworths Ltd (WOW.AX),(2017). Online. Retrieved from: https://in.reuters.com/finance/stocks/company-profile/WOW.AX (Accessed on: 26 September 2017)