Search results

The purpose of this paper is to implementing environmental education concepts to manage environmental health impacts by letting the people in the community learn through the participatory learning process.

The participatory action research (PAR) and the environmental education concept were conducted in managing the learning process for the people in Map Kha Sub-district, Rayong province. The purposive sampling technique and the stakeholder analysis were used to derive the informants of this study. They are those people living or working in the Mab Kha Sub-district area at least 2 years, aged more than 20 years old, and were willing to participate in all steps of the study. A total of 30 informants were divided into three groups as follows: The Key Informants, The Casual Informants and The General Informants. Data collection employed workshops with three techniques – Participatory Rural Appraisal (PRA), Future Search Conference (FSC) and Appreciation Influence Control (AIC) – to organize cooperative learning processes to managing environmental health impacts. The Content Analysis was utilized in this study through the categorization, grouping, analysis, interpretation and systemization of data. The study period was from June 2014 to December 2015.

The study found that most people are concerned and aware of the environmental pollution problems affecting the health in the areas and need to solve such problems. They are also prepared for various problems. However, they face the problems on that they still lack of the chance to be informed about the information on the pollution problems and lack of the chance to participate. For the participatory learning process used to manage the environmental health impacts in the industrial community, it is found that the people and the leading network partners perform well through the knowledge building process on the environmental pollution problems and the planning and evaluation lead to desired behavior of people and industrial community to manage environmental health impacts.

The study results emphasized that the participatory learning process of the network associates was the critical key in forming the community power to manage the environmental health impacts. Therefore, the learning process should be easy, not complicated, take a short time and be friendly that will make the community understand the problem and help protect the environment systematically.

The purpose of this paper is to investigate the compliance of foreign investment projects with local environmental standards in Ethiopia. It examines the cause and impact of the environmental problems created by such projects as well as the necessary policy response, especially by examining the role of the applicable bilateral investment treaties (BITs) in enforcing local standards.

The research approach is fundamentally an empirical study with some doctrinal analysis. The empirical data (qualitative) was collected through interviews, focus group discussions and observation tools.

The investment projects selected for the case studies were not complying with the local environmental standards, which resulted in several environmental problems. The major cause for the overall environmental problems was not a legal gap in the local standards, but the failure of enforcing such standards by the government bodies and foreign investors. The applicable BITs also played no role in environmental protection as they do not impose environmental obligations along with enforcement mechanisms. Non-compliance with local standards can be mitigated if the applicable BITs impose environmental obligations along with workable enforcement mechanisms – as a treaty obligation has more binding force. The author argues that, in general, foreign investments are not environmental-friendly unless otherwise strictly regulated by combining local environmental standards and a BIT that imposes environmental obligations (along with enforcement mechanisms) on the foreign investors, host state and home state.

The existing literature does not deal with the environmental problems, the enforcement constraints and the role of the applicable BITs together in a single publication. They separately address these issues, which do not give a comprehensive understanding of the cause-and-effect relationship. This paper fills this gap by presenting comprehensive findings that combine the environmental problems and the associated enforcement constraints as well as the role of the applicable BITs in this regard. It also contributes to the ongoing debate concerning whether foreign direct investment is good or bad for the environment by producing empirical evidence from Ethiopia, the African continent.

The way in which a firm’s actions are perceived by others is driven by the individual values and ethics of directors (Ntim and Soobaroyen, 2013). The purpose of this paper is to examine the effects of “problem” directors on the environmental performance of firms. The authors argue that if a board member has a tainted reputation, then environmental performance will be higher as the problem director seeks to rebuild his/her reputation.

The authors use a sample of the top 500 US companies for 2010 and 2011 and an ordinary least square (OLS) model to capture the impact of “problem” directors on environmental performance. The authors use an independent measure of environmental performance which includes three categories: environmental impact, environmental management (green policies) and environmental reputation (which is affected by disclosure).

The findings of this paper show that the average environmental impact score is 53.32 per cent, the environmental management green policy score is 35.39 per cent and environmental reputation is 49.86 per cent. A firm which is operated by a problem director has a higher score for environmental management and environmental reputation than non-problem director-affiliated firms. Firms which are managed by a problem director(s) have lower scores for environmental impact than non-problem director-affiliated firms in the USA, indicating a higher level of emissions, water use, waste disposal, etc.

The authors posit that problem directors promote environmental performance as a means to enhance their reputation and divert attention from allegations of previous poor professional behaviour. Regulators and investors should interpret the environmental performance of a firm with caution when a problem director is on the board.

Prior research on the relationship between environmental performance and corporate governance has been based on board composition and characteristics. However, board decision-making reflects the professional experience and personal values of the directors. These factors have not been addressed in the literature to-date and, hence, form this paper’s contribution.

This paper examines the development of green skills across firms located in an institutional context, specifically the national education and skill-formation system, of the under-researched developing country of Thailand.

This paper qualitatively explores the Thai education and skill-formation system and conducts a cross-case analysis of four firms across different industries in Thailand. The empirical findings in this paper draws on semi-structured interviews with various stakeholders; field visits to vocational colleges, universities, a nongovernmental organization (NGO) and firms across industries both in Bangkok and in other provinces in Thailand; and a review of archival documents and web-based reports and resources.

This paper proposes that firms across industries in Thailand must be responsible for helping their employees/workers obtain the green knowledge and skills necessary to perform green jobs through high-road human resource (HR) practices in response to the fact that the Thai education and skill-formation system is unlikely to produce a sufficient number of employees/workers who have green knowledge, skills and abilities and are industry-ready to perform green jobs, leading to a shortage of employees/workers who possess green skills in the labor market. Specifically, curricula in vocational colleges and universities in Thailand are not likely to respond to the needs of firms in producing those employees/workers.

The limitations of this research concern its methodology. This research is based on the qualitative studies of the Thai education and skill-formation system and a case study of firms across industries in Thailand. Thus, this paper does not aim to generalize the findings to all other countries but to enrich the discussion on the effects of macro-level HR policies on the creation of green jobs and the development of green skills across firms in each country. Additionally, it is difficult to gain access to firms across several industries and various stakeholders to understand the development of green skills among employees in these firms. The reasons are resource constraints, time constraints and the hesitation of firms in permitting the author to access the data. These difficulties have restricted the sources of information to construct a more nuanced picture of firms across various industries in developing green skills among their existing employees. Consequently, this research does not include firms in several other industries, including the pulp and paper industry, textile and garment industry, plastic industry and agri-food industry. Thus, future research may extend the topic of the development of green skills among employees to these industries. Quantitative studies using large samples of firms across industries may also be useful in deepening the understanding of this topic, which is significant from the perspectives of the strategic human resource management (SHRM), comparative institutional perspectives on HR strategies and practices, and green economy.

This paper also provides practical implications for top managers and/or HR managers of firms in Thailand, other developing countries and other emerging market economies with deficiencies in the national education and skill-formation system. First, the top managers and/or HR managers can apply various methods to internally develop managers and employees/workers with the appropriate environmental/green knowledge and necessary skills to perform green jobs. The methods include classroom training, on-the-job training, coaching, mentoring systems, job shadowing and being role models for younger generations of employees. Second, these top managers and/or HR managers can cooperate with vocational colleges and/or universities in their countries to design educational programs/curricula related to environmental/green management to be able to produce graduates with suitable qualifications for their firms. These managers can request for assistance from universities in their countries when their firms confront sophisticated questions/problems related to environmental/green management. In this regard, universities will have an opportunity to solve real environmental/green problems experienced by industries, while firms can appropriately and accurately solve environmental/green questions/problems. Third, these top managers and/or HR managers can encourage their firms to apply for certificates of green-/environmentally friendly products or carbon footprint labels from NGOs to foster a green image among firms' consumers. These applications require the firms to pay special attention to the cultivation of green awareness and the development of green skills among their employees. Fourth, these top managers and/or HR managers can encourage their employees to express green-/environmentally friendly behaviors as well as sufficiency-based consumption behaviors. In fact, these top managers and/or HR managers can foster their employees to reduce energy consumption, including electricity and water, to conserve these types of energy for young generations. Fifth, these top managers and/or HR managers can adopt and implement green human resource management (GHRM) practices consisting of green recruitment and selection, green training and development, green performance management, green pay and rewards and green employee relations in their firms to upgrade both the environmental and social performances of firms. Finally, these top managers and/or HR managers must take serious actions regarding the implementation of environmental/green management policies and practices within their firms in order to facilitate the movement of the country toward the bioeconomy, circular economy, and green economy (BCG economy).

This paper provides social/policy implications for the government, vocational colleges and universities in Thailand, other developing countries and emerging market economies where the skill shortage problem is still severe. First, the government of each country should incorporate green/environmental policies into the national education policy and the long-term strategic plan of the country. Second, the government should continuously implement such national policy and strategic plan by encouraging government agencies, vocational colleges, universities, firms and NGOs to cooperate in developing and offering environmental/green management educational programs/curricula to produce graduates with suitable qualifications for those firms. Third, the government should encourage vocational colleges and universities to equip their students with green skills to be industry-ready in a real working context. Fourth, to alleviate the skill shortage problem in the labor market, the government should foster firms, especially private sector firms, to focus on the upskilling and reskilling of their existing employees. With this action, their existing employees will have green skills, be able to effectively perform green jobs and become an important driver to help the country move toward the BCG economy. Fifth, the government of each country should encourage firms to develop green-/environmentally friendly products by offering them various types of incentives, including tax reductions or tax exemptions. Sixth, the government should encourage universities in the country to sign a memorandum of understanding with leading research institutes and world-class digital technology companies such that these institutes and/or companies admit high-potential university students to work as trainees/entry-level employees for a certain duration. This action can ultimately facilitate knowledge transfer from these institutes and/or companies to those university students who will finally return to work in their home country. Seventh, the government, especially the Ministry of Education, should encourage vocational colleges and universities to teach students in the environmental/green management program based on real case studies/problems found across firms. In this way, graduates should be industry-ready to perform green jobs. Finally, the government must pay serious attention to the implementation of environmental/green management policies across levels within the country so that the transition of the country toward the BCG economy will finally come true in the future.

This paper contributes to the SHRM, comparative institutional perspectives on HR strategies and practices, and the literature on the green economy and the development of green skills in firms in the following ways. First, this paper focuses on examining how the institutional context of Thailand shapes the development of green knowledge and skills among employees across firms in Thailand. In this regard, the paper aims to fill the gap in the literature on strategic HRM and comparative institutional perspectives on HR strategies and practices as proposed by Batt and Banerjee (2012) and Batt and Hermans (2012), who suggested that the literature on strategic HRM should go beyond the organizational context and examine how firms adopt and implement HR practices in response to the national institutional context. Second, the paper aims to extend the literature on the green economy regarding the roles played by institutional factors in shaping the development of green knowledge and skills across firms. Finally, strategic HRM, comparative institutional perspectives on HR strategies and practices and green economy studies have overlooked the under-researched country of Thailand. Most studies in these three areas focus more on developed countries. Thus, the findings of this paper should extend the literature on those areas regarding the development of green skills among employees across firms in response to the Thai institutional context.

In this chapter, we explain why firms selectively responding to the most powerful, legitimate, and urgent demands of their stakeholders will not bring about sustainability and offer suggestions on what we should do in light of this shortcoming. Sustainability issues tend to be wicked problems that require cooperation across parties and over time to define and resolve. Stakeholder pressures can bring sustainability to the fore, but government intervention is necessary to drive meaningful action to resolve such issues. Without government intervention, self-interested stakeholders can pressure firms to move away from the complex, long-term challenges of wicked problems. Yet, stakeholder pressure is also necessary, as without it, industries may self-regulate in self-serving ways. Our analysis thus suggests that collaboration between business, government, and other stakeholders is necessary to resolve the wicked problems of sustainability. We therefore urge the stakeholder literature to move beyond its libertarian underpinnings by (re)incorporating government into models of effective corporate governance.

The purpose of this paper is to focus on the relevance of citizen complaints as a new source of information for local environmental governance. It represents an initial attempt to construct a fresh approach to the field.

The paper comprises a brief literature review around the concept of environmental governance, the role played by institutions, and the challenges of local environmental governance; an empirical study of a Portuguese municipality based on environmental complaints submitted to its City Council and a comparative analysis between the results garnered from the empirical study and the areas of intervention in the Municipal Environmental Plan.

The results suggest that the information gathered from public complaints on environmental issues has the potential to reveal the most significant environmental problems from the standpoint of local actors. This knowledge is relevant for self‐evaluation by local authorities whilst remaining a promising avenue for local public participation in decision‐making processes.

The authors take the view that concerns raised by local populations are important, latent sources of information that can have a positive impact on delineating necessary action for the management and resolution of local environmental problems.

The technological revolution is fundamentally changing our lifestyle, work, and communication. There is still no accurate information about the future of this great transformation, but one thing is quite clear: the speed of the transformations in terms of scale and complexity, like a storm, will go through all aspects of a society's life and change all the current paradigms. One of the expectations from the fourth industrial revolution will be the expansion of smart cities in accordance with sustainable development criteria. In order for a city to be truly smart and innovative, city officials must pay attention to elements such as renewable and clean energy such as the internet of things, smart networks, smart parking, and smart transportation. In another sense, there must be a balance between economy, environment, and society in order to build a strong, sustainable, and flexible smart city that will survive the test of time. Of course, based on the 7PS model, the dimensions of culture and education are very important and fundamental for high sustainability. Researchers and those involved in the implementation of smart cities have explained the main indicators to identify these cities, which include some of the following items: For example, smart building, environmental protection, smart garbage collection, digitization of all government affairs and administrative work, widespread use of smartphones and electronic devices, complete, convenient, and universal access to the internet, car sharing service and online taxi. Other important indicators include the intelligentization of the traffic system and urban planning, citizen participation, economic ecosystem, optimization in electricity, water and energy consumption, development of electric and electric public transportation fleet, quality control and management, and reduction of air pollution. In this chapter, the theory of i-Sustainability Plus and i-Comprehensive Strategic Urban Plan is introduced as the beating heart of the ubiquitous blue-green smart city design. In such urban areas, it is all about the combination of real life, virtual reality, and in addition the future of clean technologies. In general, it can be said that sustainable smart cities are a solution to combat the challenges of urbanization.