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Employment is considered to be one of the principal economic benefits for individuals and households, in the areas impacted by the extractive industry, which have traditionally gone predominantly to men. Previous researches suggested that women were less likely to be in leadership positions and have gainful employment in countries with a higher economic dependence on the extractive industries, than countries with a low dependency. World Bank (2013) highlighted that increasing women’s employment opportunities is good both for business, as well as for local economic development. International Finance Corporation (IFC, 2013) research indicated that higher female labour force participation may increase profits by 6–20%, drive innovation, raise attendance and retention rates, and reduce organisational risks within businesses. The current research primarily aims to investigate the representation of women in the European Union’s (EU) energy sector. The area of focus will be the companies operating in the energy sector, both renewable and non-renewable.

Corporate social responsibility (CSR) is increasingly being adopted on a global scale. However, it is evident that the utilisation and implementation of CSR varies in differing contextual settings. The purpose of this chapter is to explore the concept of CSR in the Indian context.

The development of CSR in India is understood through an examination of historical and spiritual underpinnings. Literature pertinent to this is used to form a picture of contemporary practice. Interview data complements this understanding and enables the development of snapshots outlining how CSR has been used.

Our chapter indicates that though CSR is utilised in the Indian context and has been an important part of societal structure, the positive benefits that could be gained are still not recognised to their fullest. It is essential that the institutionalisation of CSR is supported by partnerships between government, business and non-governmental organisations.

This review aids our understanding of how CSR has evolved and been used in India. It highlights the complexity of CSR in differing contextual settings.

The chapter describes CSR in an underexplored research setting.

Public employment in India is often viewed as a source of job security. Hence, public employment seems to propel human security in India away from poverty and social exclusion. In the recent work, a significant attention has been accorded to understand how globalisation has impacted on job security and thereby human security in many developing countries. The literature revolves around two opposing effects of globalisation on the human security in a country: firstly, the efficiency hypothesis posits that globalisation tends to reduce the size of the government of a country to enable the country to attain comparative advantage for gainfully trading in the global economy. A reduction in the capacity of the government is argued to lead to a decline in public employment and, hence, a decline in human security with rising globalisation. Secondly, the compensation hypothesis argues that the size of government, and hence public employment, will increase with globalisation mainly to suitably manage a domestic economy in a complex global setting with an increased role of government for creating social stability and social security. Depending on the relative strengths of the mutually opposing forces of globalisation on public employment, the impact of globalisation on the human security of a country is ambiguous. A gap in the existing literature is a lack of documentation of the Indian experience. In this work, the authors seek to empirically test if globalisation has increased, or decreased, job security in India.

Introduction: Human values serve as the foundation for human society. To establish and safeguard our family and community, we practice values such as friendship, love, wisdom, self-control, responsibility, forgiveness and so on. The philosophies of society and life are guided by values. They are necessary for the establishment of social bonds and norms for acceptable behaviour. Values are drawn from socio-cultural and prophetic ideologies. However, the meaning of values varies from person to person, whereas institutional values are more strict and less malleable in nature. Person’s values are shaped by their experiences in a variety of fields, and those values change through time and from different perspectives. Children are growing up in a world that is used to frivolous spending and impulsive purchases as the result of consumerism. Parents in a nuclear family are preoccupied with their jobs and often do not spend quality time with their children. As a result, they try to make up for it by giving their children expensive gifts; children are receiving abundant luxury before asking for it, so they begin to place value on material things and develop little or no emotional bonds. On top of that, these young minds are becoming exposed and addicted to the cell phones and other technological devices. The young children are becoming numb to their surroundings and relationships, and as a result, they are being immersed in a fantasy world of their own makings. The upshot is that these young people build their own universe that is nonrealistic and disconnected from the rest of the world. When these children grow up, they continue to live in their own make-belief world. They become egotistical, with little emotional attachment, loyalty, respect, sensitivity or devotion to other people or things. They are becoming increasingly distant, anxious, troubled and unstable in their personal life due to their high ambitions, thirst for more, attachment to luxury, lack of commitment to relationships, contempt for standards and conventions and separation from other connections. This impacts their personal and professional lives. Research says that the majority of professionals and teachers in Management Schools feel stressed due to target pressure, fear of failure, managing their work-life balance, etc. and often succumb to depression as well as death due to this. The goal of modern management education is to help students develop holistically. However, the challenge is do the teachers themselves believe in the Life Values that they are supposed to inculcate among students. Many good B-Schools are developing programs to teach their students these ‘life-skills’. Are they, however, truly fruitful? Is it possible to create a sustainable young generation that is psychologically robust and capable of overcoming life’s challenges?

Purpose of the Study: The chapter follows the Rokeach Values (instrumental and terminal values) system as a framework for study. The study has examined the (i) pattern of the locus of control (LOC) of professionals and teachers and (ii) relation between LOC and work value and its’ importance in two occupational groups, viz. teachers and professionals of a company and tries to understand their importance to build a sustainable career. The purpose of the study is to realise the perspectives of different stakeholders in society, such as corporate and academicians, about the life values needed to be developed among young budding managers, which will result in a sustainable business.

Research Methodology: A mixed method approach of research methodology will be followed to understand the role of the value system in creating a sustainable young generation. This chapter will administer a questionnaire to gauge professionals and teachers who have grown up in the modern environment of getting ‘anything, anywhere, anytime’, and through some in-depth interviews, it will try to understand their perspectives about the importance of values in their life.

Scope of the Study: This chapter will focus on the young professionals and young teachers and the influencers in their life, as they will be molding the business decisions and decision makers, respectively, of the future.

Originality and Values: The chapter is original in nature, and it will attempt to define ‘life skills’ differently through the lens of sustainable values that must be acquired in order to produce a sustainable future.

Outcome: Work values are culture-specific. The chapter suggests that by changing the importance of path values and terminal values of their human resources towards more internal control can help the organisation to solve some human resource problems as well as improve the organisational performance to achieve sustainable behaviour. This research will help to provide an insight into the difference between skills and values. The aim is to highlight that skills pursued without values can never attain the sustainable world which is the urgent need of the hour. It will also serve as a guide for the management of colleges in terms of which values and skills should be instilled in their teachers to build a sustainable future so that they can disseminate the same to the students and how this might be accomplished.

The historiography of international health after the Second World War is now extremely well populated and rich. And yet, this body of work remains stubbornly and peculiarly focussed upon the views and actions of relatively small numbers of people within North America and Western Europe, even when the events and activities being described relate to regions and countries further afield. The biggest problem in this body of work is rooted in unmoving assumptions about the importance of a small set of nations in the post-war era and insufficiently tested presumptions about their dominance over the negotiations that led to the creation of new post-war institutions (such as the United Nations). Post-war agencies are, in turn, described simplistically, where their Europe- and USA-based headquarters are presented as all powerful and capable of dictating actions of representatives located all over the world; this is done with suspiciously limited research, with almost no attention being paid to the birth of regional and national branches of UN organisations, and their intricate negotiations with governments of newly independent, assertive countries who were willing to invest heavily, both financially and through new international alliances, in the modernisation of health, science and technology. This chapter will highlight alternative perspectives to understand how to better manage global health risks from pandemics like COVID-19.

Today business, especially mainstream global business, seems to be at war with society and nature. Striving for profit and competitiveness, mainstream business produces monetary results at the expense of nature, society and future generations. With its exclusive focus on profit-making, mainstream businesses violates the integrity and diversity of natural ecosystems, the autonomy and culture of local communities and the chance that future generations will lead a decent life.

We should go beyond the market metaphysics of mainstream business and adopt a more substantive way of economic activities. The substantive meaning of the economy – as Karl Polanyi pointed out – stems from human beings’ patent dependence for their livelihood upon nature and their fellow beings. Humans survive by virtue of an institutionalised interaction between their communities and the natural environment.

If we want to sustain the Human–Earth system for a long time, we need a radical transformation of business. This requires that economic actors have the intrinsic motivation to serve the greater good and are ready to measure success using broader value categories than money alone. Without these motivational and institutional changes business cannot become a peace agent. Instead, it will generate more conflict and violence.