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Cecilia Isabel Calderón-Valencia, Judith Cavazos-Arroyo and Alfonso López Lira-Arjona
Umesh Mukhi and Camilla Quental
The 17 United Nations sustainable development goals (SDGs) represent a powerful guide to foster actions to achieve a more sustainable planet. This paper aims to analyze the…
Abstract
Purpose
The 17 United Nations sustainable development goals (SDGs) represent a powerful guide to foster actions to achieve a more sustainable planet. This paper aims to analyze the challenges and opportunities of SDGs based on an interview conducted with climate scientist Dr Carlos Nobre. In this interview, Nobre addresses the opportunities and challenges of the SDGs. More broadly, the aim is to raise awareness among scholars, policymakers and citizens about what is considered to be the most important societal questions of the times.
Design/methodology/approach
The authors analyze the interview conducted with this prominent and experienced climate scientist through academic lenses of interpretive approach. Further, the authors are bringing important reflections from this interview and linking it to Rasche et al.’s (2017) model, which cut across different levels and take into consideration the individual, organizational and societal levels in the relationship for SDG.
Findings
The interview reveals that all SDGs are interlinked and are of equal importance. However, the authors discuss three important challenges and opportunities addressed by Dr Nobre regarding the implementation of the SDGs. These are education, climate change and peace.
Originality/value
To better understand the challenges and opportunities of SDGs and how to act on them as citizens and management scholars, the authors believe that it is imperative to consider the viewpoint of climate scientists who, through their knowledge on earth science, have been contributing globally to the United Nations SDGs agenda at global and local levels. In this paper, the authors analyze the challenges and opportunities of SDGs based on an interview conducted with climate scientist Dr Carlos Nobre. In this interview, Nobre addresses the opportunities and challenges of the SDGs.
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Rahul Saxena, Sanjeev Kishore and Vandana Srivastava
The paper attempts to frame the challenge of managing the transition to a sustainable economy by way of a conceptual model consisting of a zero-footprint regulatory regime and a…
Abstract
Purpose
The paper attempts to frame the challenge of managing the transition to a sustainable economy by way of a conceptual model consisting of a zero-footprint regulatory regime and a sustainability fund.
Design/methodology/approach
A conceptual model of the sustainable industrial revolution has been developed based on the learnings from industries such as originators (mining), farming, pharmaceuticals, pesticides and chemicals and long-lasting artefacts against an overall perspective.
Findings
It is suggested to have an institutional structural mechanism in place to ensure that footprint is minimized through recycling including refurbishing, resale or transformation. This includes management of recycling businesses through execution of a zero-waste regulatory regime that will build and use a sustainability fund.
Research limitations/implications
The limitations of the paper are arising out of the topic being an issue of gigantic proportions with immense complexity. An attempt has been made to bring out the inescapability and the imperative of a sustainable industrial revolution.
Practical implications
This paper presents practical aspects such as collusion between trash and recycling businesses, land use and social aspects of criticality of public support. If implemented, the suggested model can make a paradigm shift in the way firms, industry and governments can handle the challenge of sustainability.
Originality/value
The value of this conceptual paper lies in an attempt to extend the learning organization framework to the concept of a regulatory model for sustainability that is not limited to the definition of a firm but stands extended to industries and to the economics, land use and demographics of the planet.
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This paper explores and examines the mission statements of the most ethical companies across the globe in terms of their main purposes, values, goals, and objective, and what they…
Abstract
Purpose
This paper explores and examines the mission statements of the most ethical companies across the globe in terms of their main purposes, values, goals, and objective, and what they say about their vision and goals.
Design/methodology/approach
This study is based on the data published by the Ethisphere Institute, the global leader in defining and advancing the standards of ethical business practices. Having compiled the mission statements into a text file, the authors conducted text mining using a commercially available text mining tool SAS Enterprise Miner to survey if the most ethical companies have valued the same vision and mission such as social responsibility and ethics.
Findings
A review of their mission statements indicated that some of the most ethical companies surveyed in this study such as 3M and Voya strive to be “socially responsible and ethical,” support their “societies” and respect and protect the “nature,” “planet” and “environment.” The world's most ethical companies that stress these weighted terms in their mission statements may do so to show their commitment by being socially responsible and ethical, and delivering sustainable business solutions to their customers.
Originality/value
This study provides a systematic and comprehensive exploration of mission statements of the most ethical companies in an attempt to identify patterns of differences and similarities within these statements.
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The purpose of this paper is to investigate the strategic effects of academic institutional factors including environmental, social, and economic sustainability indices on the…
Abstract
Purpose
The purpose of this paper is to investigate the strategic effects of academic institutional factors including environmental, social, and economic sustainability indices on the compensation of the president of an institution of higher education (IHE). The objective is to build relationships among variables to benchmark compensation measures for IHE presidents across US universities to proliferate sustainability initiatives. Some of the variables of the study were environmental sustainability, social sustainability, cost efficiency as a measure of economic sustainability, tenure, institutional control of the university such as public or private fundraising reputation, endowment and professor’s salary.
Design/methodology/approach
In total, 236 universities have been included in the study. The data for various dependent variables were studied to see the relationship between the independent and select dependent variables. The OLS regression approach was used to ascertain the relationships between the president’s salary, and a selected set of independent variables that includes the measures of sustainability.
Findings
The key findings of this study is that variables such as environmental sustainability, tenure, classification, endowment, and professor salary were significantly and positively associated with the IHE president’s salary.
Research limitations/implications
The current study is limited to the IHEs within the USA. Thus, the study cannot be generalized or extrapolated to other countries or contexts or cultures.
Practical implications
The results of the study show that the trustees rarely use proliferation of sustainability as a criterion to compensate IHE presidents. The study concludes with the plea to trustees to benchmark sustainability across IHEs in evaluating and compensating IHE presidents.
Originality/value
This paper extends the compensation study of IHE presidents to include environment, social, and economic dimensions of sustainability. These variables are important in this age where IHEs have been challenged to do more to make our planet sustainable.
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Sergio Madero Gómez, Miguel R. Olivas-Lujan, Yanira Lizeth Rubio Leal and Mohd Yusoff Yusliza
Identifying and analyzing aspects related to sustainable human resources (HRs) in an emerging, Iberoamerican location (Monterrey, Mexico). Documenting employee experiences…
Abstract
Purpose
Identifying and analyzing aspects related to sustainable human resources (HRs) in an emerging, Iberoamerican location (Monterrey, Mexico). Documenting employee experiences regarding sustainable practices of HR in their companies to understand the enacted meaning of sustainable HR management (HRM). This study aims to seek answers to understand the ways environmental sustainability is present in HR subprocesses and the ways companies regard HRs from a sustainability perspective.
Design/methodology/approach
This exploratory research has a qualitative approach. The authors collected and summarized semi-structured interviews with 31 key informants that work fully or partially in HRs in a large, industrialized city in an Iberoamerican, emerging economy (Monterrey, Mexico).
Findings
The main findings based on responses from HR professionals are as follows: HR activities may contribute to the sustainability of the business and its physical environment; HR can create a culture of care for the resources, but training and development activities are not currently used optimally; and in addition to the economic sustainability of the employers, social and environmental sustainability are also within HR’s influence sphere.
Originality/value
This study contributes to the emerging literature on sustainability in HRM, due the dearth of information related to “green” or environmental practices in HRM. This study reports specifically on the ways this perspective adds value within Mexican enterprises, but the authors are confident that these findings also generalize across industries, enterprises and regions.
Propósito
Identificar y analizar aspectos relacionados con la sustentabilidad de los recursos humanos de empresas en una localidad iberoamericana emergente (Monterrey, México). Documentar las experiencias de los trabajadores respecto a las prácticas sustentables de recursos humanos en sus empresas para comprender el significado de la administración de Recursos Humanos (RR.HH.) sustentable en la práctica. Hemos buscado respuestas respecto a las maneras en que la sostenibilidad ambiental está presente en los subprocesos de RR.HH. y las maneras en que las organizaciones utilizan una perspectiva de sostenibilidad en la gestión de recursos humanos.
Metodología
Esta investigación exploratoria tiene un enfoque cualitativo. Recolectamos y resumimos treinta y un entrevistas semiestructuradas con informantes clave que trabajan total o parcialmente en en una ciudad grande e industrializada perteneciente a una economía iberoamericana emergente (Monterrey, México).
Hallazgos
Nuestros principales hallazgos basados en las respuestas de los profesionales de RR.HH. son: a) las actividades de RR.HH. pueden contribuir a la sostenibilidad del negocio y su medio ambiente físico, b) RR.HH. puede crear una cultura de cuidado de los recursos, pero las actividades de formación, entrenamiento y desarrollo no se utilizan actualmente de forma óptima, y c) Además de la sostenibilidad económica de las organizaciones, la sostenibilidad social y medioambiental también están dentro de la esfera de influencia de RR.HH.
Originalidad
Este estudio contribuye a la literatura emergente sobre sostenibilidad en la gestión de recursos humanos, debido a la falta de información relacionada con las prácticas “verdes” o ambientales de RR.HH. En este documento reportamos específicamente sobre las formas en que esta consideración de valor en RR.HH sostenible dentro de las empresas mexicanas, sin embargo, está claro que estos hallazgos tienen una importancia más amplia en todas las empresas y regiones.
Objetivo
Identificar e analisar aspectos relacionados à sustentabilidade dos recursos humanos em empresas de uma localidade ibero-americana emergente (Monterrey, México). Observar as experiências dos trabalhadores de práticas sustentáveis de RH em suas empresas para entender o que significa na prática a gestão sustentável de RH. Buscamos respostas sobre as formas como a sustentabilidade ambiental está presente nos subprocessos de RH e as formas como as organizações utilizam a perspectiva da sustentabilidade na gestão de recursos humanos.
Metodologia
Esta pesquisa exploratória tem abordagem qualitativa. Coletamos e resumimos trinta e uma entrevistas semiestruturadas com informantes-chave que trabalham total ou parcialmente em uma grande cidade industrializada pertencente a uma economia emergente ibero-americana (Monterrey, México).
Resultados
Nossos principais achados com base nas respostas dos profissionais de RH são: a) as atividades de RH podem contribuir para a sustentabilidade do negócio e seu ambiente físico, b) o RH pode criar uma cultura de cuidado com os recursos, mas as atividades de educação, treinamento e desenvolvimento atualmente não são utilizadas de forma otimizada, e c) Além da sustentabilidade econômica das organizações, a sustentabilidade social e ambiental também estão dentro da esfera de influência do RH.
Originalidade
Este estudo contribui a literatura emergente sobre sustentabilidade na gestão de recursos humanos, devido à falta de informação relacionada às práticas “verdes” ou ambientais de RH. Neste estudo reportamos especificamente sobre o valor dos RH nas empresas mexicanas, no entanto, fica claro que essas descobertas podem ser generalizadas a outras indústrias, empresas e regiões.
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Bart Larivière and Edith G. Smit
Numerous requests to also take care of people (i.e. societal impact) and planet (i.e. environmental impact) in addition to making profits (i.e. economic impact) urge service firms…
Abstract
Purpose
Numerous requests to also take care of people (i.e. societal impact) and planet (i.e. environmental impact) in addition to making profits (i.e. economic impact) urge service firms to rethink their marketing. In this paper, the authors therefore develop an organizing framework that integrates the people–planet–profits – also referred to as the “Triple-P” – concept in the marketing strategy, implementation and evaluation of service firms.
Design/methodology/approach
This paper uses a conceptual approach that is rooted in the service marketing, marketing strategy and communication literature.
Findings
The foundations of marketing strategy (Palmatier and Crecelius, 2019) and the Gaps model of service marketing (Parasuraman et al., 1985) guide both academics and practitioners regarding (1) why the Triple-P idea should be part of a company's marketing strategy, (2) how people and planet could play an important role in the implementation stage by integrating the Triple-P concept in the service marketing mix and (3) what impact could be achieved and evaluated by closing the five gaps identified by the Gaps model, while fostering a people–planet–profits mindset.
Research limitations/implications
The authors also identify areas for future research on this important topic.
Practical implications
Transformative value (people and planet) without profits is not attractive to firms. Profit-making organizations are in the best position to transform the world in a societal and environmental rewarding way.
Social implications
The Triple-P affects the marketing strategy, implementation and evaluation of firms and contributes to a better, sustainable world.
Originality/value
Marketing evolves from traditional over service and digital to transformative. Therefore, it is crucial to embrace transformative challenges in combination with economic returns, resulting in a new sustainable service era for marketers and managers.
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