Factors Influencing Employees Towards Green Management Essay

An organisations future progressively depends on its environmental sustainability, so it is critical to fit present concern architecture with a model for environmental conformity. A concern needs to understand the Green policies, processes that create waste and emanations, enablement of efficient usage of resources, prosodies for supervising the rejuvenation of the organisation and execution of environmental schemes. This paper provides an overview of the current direction literature sing increasing employee motive for environmental betterment attempts. A theoretical model for environmental public presentation brings out the important employer and employee factors impacting environmental public presentation. The theoretical account focuses on the integrating between top direction committedness, employee authorization, wagess, feedback and reappraisal, and environmental public presentation. Using study as a primary beginning and secondary informations, this survey will prove the four variables viz. : top direction committedness, employee authorization, wagess, and feedback and reappraisal therefore find the complementary consequence of the four variables in lending to the impacts on environmental public presentation of a house. Data will so be analysed utilizing statistical techniques and summarised in signifier of tabular arraies and graphs.


List of Figures

Figure 1: Conceptual Framework 18

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Chapter 1: Introduction

Background of the Study

The consequence of clime alteration, along with pollution and the depletion of non-renewable natural resources, has given rise to environmental consciousness ( Douglas 2006 ) . A cardinal planetary challenge in the twenty-first century is how to turn to clime alteration and cut down nursery gas emanations ( UN 2007 ) . There is besides increasing consciousness over the old ages by consumers on the harm of the environment by concerns in chase of the bottom line. Government regulative organic structures and consumer force per unit area groups have progressively lobbied for concerns to follow green patterns ( Bateman & A ; Zeithaml 1983 ) . As a consequence, policies that focus on the protection of the environment are continually being developed worldwide ( Brunoro 2008 ) . Businesss can help in protecting the environment by integrating an Environmental Management System in their corporate schemes, therefore taking towards sustainable concerns ( Porritt & A ; Winner 1988 ) . Daft ( 2008 ) defines a sustainable concern as an economic development that generates wealth and meets the demands of the current coevals while salvaging the environment for future coevalss. Businesss value sustainable growing either by force of ordinance, or because they see an economic chance in forestalling pollution or recognizing the strategic importance of environmental issues ( Hendry & A ; Vasilind 2005 ) .

The constitution of the ISO 14000 criterions supply a model for Environmental Management control systems, such as ISO 14001 and ISO 14002 ( Sustainable Business 2009 ) . This includes a model for the Eco Management and Audit Scheme, which requires that concerns obtain enfranchisement from a 3rd party. The natural environment has become an of import variable within current competitory scenarios, and concerns are developing new and advanced ways to heighten their planetary fight ( Lin & A ; Ho 2008 ) .

The construct, defined as the procedure by which companies manage environmental or green issues and develop environmental direction schemes, has become a strategically dominant issue for big companies, particularly transnational endeavors runing their concern globally ( Banerjee, 2001 ) . In the field of concern and environment literature, green direction refers to the direction of corporate interaction with, and impact upon, the environment ( Lee and Ball, 2003 ) . Green patterns in organisations has to travel beyond regulative conformity and needs to include conceptual tools such as pollution bar, merchandise stewardship and corporate societal duty ( Hart, 2005 ) .

Palmer et Al. ( 1995 ) , and the conventional neoclassical economic sciences, claim that rigorous environmental ordinances leave the polluting house worse off. They argue that while houses may put in and follow a new more efficient abatement environmental engineering, if the engineering was non deserving puting in antecedently, the benefits will non be plenty to counterbalance the companies. On the other manus ; Porter and van der Linde ( 1995, 1996 ) argue that taking inefficiencies in the production procedure or advancing environmentally sensitive inventions as per the rigorous environmental ordinances may convey early-mover advantages for companies. Consequently, houses will hold increaseed concern public presentation due to the technological betterment and market leading ( Porter, 1991 ; Porter and van der Linde, 1996 ) .

Berry and Rondinelli ( 1998 ) reported that many transnational companies have accepted the statement that the three rules of sustainability viz. ; economic prosperity, environmental unity, and societal equity, are consistent internally. Over clip, corporate attitudes to sustainability hold changed well from a reactive to a proactive stance. There is besides a turning tendency towards “ green ” consumerism reflecting the increasing figure of consumers who prefer to purchase merchandises that satisfy high criterions of environmental protection. Consequently, it is going profitable to sell “ green ” merchandises in both the domestic and international markets. The “ pull ” of the market is reinforced by the “ push ” ensuing from environmental statute law which sets higher criterions of environmental quality.

The 1992 United Nations conference on environment and development, in Rio de Janeiro, demonstrated that the function of modern concern in environmental direction goes much further than pollution control. As human resource specializers come to take an progressively strategic portion in the company, they can non neglect to be affected by the turning accent on green issues. There is clear grounds that a big portion of the work force feels strongly about the environment. Employees show greater committedness and occupation satisfaction and propose more betterments in a company which is active in environmental issues.

Therefore encouragements used for “ greening ” an administration typically note that turn toing environmental issues will cut costs, better efficiency, better the company image, guarantee regulative conformity and cut down insurance premiums ( Peattie, 1995 ; Welford, 1996 ) . In add-on much of the promotional and support literature produced by the administrations such as Environment Agencies like the UNEP, NEMA, Ministry of Environment and Mineral Resources, and “ Green Business ” nines indicates that active environmental direction will finally take to bottom-line betterments and increased profitableness.

Statement of the Problem

In today ‘s planetary concern environment, concerns are confronting increased competitory, regulative and community force per unit areas. Businesss are taking a more strategic attack to environmental direction. Conventionally, a bulk of big endeavors have used the conformity attack in their environmental plans driven by Torahs and ordinances. However, in the past several old ages, environmental forces such as consumer boycotts, dynamic penchants, and new client demands have affected basic concern schemes every bit good as corporate nucleus values ( Bhushan and MacKenzie, 1994 ; Quazi, 2001 ) . As celebrated corporate schemes for environmental direction has now evolved from pollution control to pollution bar ( Brockhoff et al. , 1999 ) .

Soon, there is important research adopting the virtuousnesss of implementing an Environmental Management System ( EMS ) ( Inman, 1999 ; Klassen and McLaughlin, 1993 ) . Many articles in the literature provide proficient inside informations of developing an EMS, yet it appears small treatment has been provided on the consequence of such plans on employees. Although, some research workers have suggested that employee attitudes sing execution of an Environmental Management System may impact public presentation of green concerns ( Daily and Steiner, 2001 ) . Surely, it seems evident that any new direction plan ‘s success may hinge on how employees respond.

The predating treatment leads to the research inquiry to be addressed in this research undertaking, viz. : How do the four elements ; direction committedness, employee authorization, wagess, and feedback and reexamine impact the public presentation of green concern?

Since environmental betterment attempts have become much influential in current thought of how to measure concern public presentation, therefore the demand for an empirical grounds to determine the four elements actuating employees towards increased public presentation of green concerns or environmental friendly concerns in Kenya.

Aim of the Study

The primary aim of this survey is to research environmental public presentation of a house by looking at the important employer and employee factors impacting green concern public presentation.

Specific aims include:

To set up the consequence of committedness of the top direction of a house on environmental public presentation.

To place the influence of employee authorization on environmental public presentation.

To find the relationship of employee wagess on public presentation of houses in a green environment.

To place the impact of feedback and reappraisal as a lending factor to green concern public presentation.

To find what green concern patterns entail and the impact of the execution thereof on the concern maps.

To supply guidelines on how concerns could implement green patterns in each of the concern maps.

Research Questions

This survey seeks to reply the undermentioned research inquiries: How do the four elements viz. ; direction committedness, employee authorization, wagess, and feedback and reexamine impact the public presentation of green concern?

What is the consequence of committedness of the top direction of a house on environmental public presentation?

How does employee empowerment influence a house ‘s environmental public presentation?

Does employee wagess for green patterns have consequence on the public presentation of houses in a green environment?

What is the impact of feedback and reappraisal as a lending factor to green concern public presentation?

What are the green concern patterns and the impact of the execution thereof on the concern maps?

What are the guidelines on how concerns could implement green patterns in each of the concern maps?

Importance of the Study

The survey will be of importance to the senior executives who are involved in strategic determination devising and directors particularly as they will be able to cognize how to complement green concern enterprises and patterns more efficaciously therefore taking to high public presentation and eventual profitableness and sustainable competitory advantage. Environmental Management as a alone resource within organisations will be considered in footings of its complementarity with other organisational resources therefore enable determination shapers to bring forth a strategic tantrum that will do houses to stand out in footings of concern value and market portion.

The survey will besides add cognition to the already established research on environmental direction and its impact on steadfast public presentation therefore provides a distinguishable dimension of motive on employees towards environmental public presentation in the organisation particularly in Kenya.

The survey will besides seek to clearly sketch green patterns that will function as steering rules to public presentation of green concern endeavors in Kenya.

Scope and Justification

The survey intends to research environmental public presentation of a house by looking at the important employer and employee factors impacting green concern public presentation in the Banking Industry in Nairobi, Kenya.

Employee focal point is peculiarly critical for analyzing issues related to environmental sustainability, given that the greatest challenges associated with implementing such enterprises in the administration include actuating employees to to the full prosecute in the activities ( Berger, Cunningham, & A ; Drumwright, 2007 ) , beging employee buy-in ( Buysse & A ; Verbeke, 2002 ; del Brio, Fernandez, & A ; Junquera, 2007 ; Ramus, 2002 ) , and back uping employee eco-innovations ( Daily & A ; Huang, 1994 ; Enander & A ; Pannullo, 1990 ; Ramus, 2002 ; Starik & A ; Rands, 1995 ) . Haigh and Griffiths ( 2008 ) and Smart, Armstrong, and Vanclay ( 2007 ) stress on the importance of employee knowledges and behaviours during development and acceptance of Environmental Initiatives, severally.

Consequently, it is critical to see the position of the employee to measure whether organisations have genuinely embraced green concern patterns as a constituent of their environmental enterprises and corporate societal duty. Employees provide important feedback on the advancement of certain organisational alteration enterprises as they determine the success or failure thereof.

The success of green concern patterns requires an in-depth cognition of client demands together with the ability to fulfill these demands while lending to environmental sustainability. Directors need to develop systems and constructions within their concern that satisfy the demands of green concern patterns while still accomplishing strategic concern ends.

Restriction of the Study

The followers are the restrictions of the survey:

Time facet: The clip frame given is short therefore the survey may non reexamine equal literature to steer the research worker.

Sample size: The mark population is infinite and the sample size may non give accurate consequences because of its littleness in size

Method of informations aggregation non equal: Most of the respondents may see the questionnaire with intuition.

Fiscal Constraints: Assorted activities related to the survey such as informations aggregation and analysis, conveyance ; require pecuniary input which may be difficult to come by.


There is turning grounds that houses are going more concerned about how their activities affect the natural environment ( McDaniel and Rylander, 1993 ; Walley and Whitehead, 1994 ) . The addition in the figure of houses modifying their merchandises or procedure reengineering for sustainability and implementing environmental direction systems reflects this increasing environmental concern. These systems are frequently based on criterions developed by third-party organisations such as the International Standards Office, ISO 14001, or the British Standards organisation, BS 7750 ( Hamner, 1996 ; Zeffane et al. , 1994 ) . On the other manus, it is noted that many administrations are non modifying their behaviour merely because of regulative conformity, but believe that bettering environmental public presentation is besides a concern chance ( Jay, 1990 ; Langrehr et al. , 1992 ; Porter and van der Linde, 1995 ; Zeffane et al. , 1994 ) .

Specifying “ green ” concern

The term ‘green concerns ‘ is defined by Smith ( 2003 ) and Friend ( 2009 ) as concerns and patterns that are viewed as environmentally sound, including the usage of organic and natural merchandises to construct mills, tighter protection against emanations and environmentally friendly sourcing of stuffs. Zsolnai ( 2002 ) defines a green concern as a concern that has adopted the construct of environmentalism across the assorted maps of the concern. Gilbert ( 2007 ) identifies a green concern activity as any activity that is performed in a mode that has either limited negative ecological impact or straight benefits the natural environment in some manner.

A turning figure of companies would claim to be “ green ” , although specifying a “ green ” company is hard and depends on the standards adopted. While few companies are “ green ” in all facets of their operations, a stipulation of “ verdancy ” is a corporate doctrine which explicitly incorporates environmental standards in direction determination devising. The corporate scheme will include environmental every bit good as fiscal aims, and bespeak how these aims will be monitored and achieved. Apart from developing “ green ” merchandises and positioning itself straight in emerging “ green ” markets, a “ green ” audit should go a regular and indispensable portion of corporate life. Ultimately, a “ green ” company must be sustainable in every regard and therefore environmental protection becomes a guiding rule, even if this is at the disbursal of net income ( Hawken, 1993 ) .

The undermentioned standards can be used to find how “ green ” a company has become:

Merchandise standard: a company devising merchandises which are environmentally friendly e.g. lasting, non-polluting, made from recycled stuffs.

Technology standard: a company utilizing production/ assembly methods that minimize environmental harm, e.g. minimising waste and pollution, conserving energy.

Business moralss standard: a corporate doctrine that embraces environmental values, made effectual by an environmental policy with specific aims, e.g. procurance policy to purchase components/services from other “ green ” companies.

Although all three standards are of import, the indispensable feature of a “ green ” company is the last 1. Corporate values must alter so that environmental protection becomes an built-in portion of the corporate scheme. Green merchandises and engineering will be given to follow if companies adopt environmental standards when taking determinations. Selling “ green ” merchandises or utilizing “ green ” engineerings is non sufficient by itself as it may merely reflect commercial expedience or legal demands. The truly “ green ” company goes beyond the dictates of the market or the jurisprudence and embraces environmental values.

Management Committedness

Harmonizing to Argyris ( 1998 ) , “ Committedness is about bring forthing human energy and triping the human head. Without it, the execution of any new enterprise or thought would be earnestly compromised. “ It is necessary that direction provide committedness to environmental betterment attempts by following a formal Environmental Management System ( EMS ) . An EMS is a certification of committedness and policy, planning, execution, measuring and rating, and reappraisal and betterment ( Hersey, 1998 ; Lin et al. , 2001 ) . The Executive squad decides on the environmental policies to set up, the degree of preparation and communicating required.

Recently, a new templet for development of an Environmental Management System has been provided in the signifier of the ISO 14000 guidelines. Basically, the ISO 14000 guidelines province clearly the international criterions for systems of environmental direction ( Begley, 1996 ) . The ISO 14000 series consists of 20 environmental criterions that are voluntary and process-based ( Barnes, 1996 ; Hersey, 1998 ) .

Through either execution of an EMS or ISO 14000 enfranchisement, direction clearly establishes its committedness to environmental betterment. A formal structured plan sets the phase for increased employee consciousness of environmental issues and its significance to the organisation ( Barnes, 1996 ) . Basically, the EMS construction provides intent for environmental betterments. Missing a clear intent, employees frequently are lacking in their enthusiasm to take on new duties or acquire involved ( Ramus, 2001 ) .

On acceptance of a formal environmental direction plan, senior decision makers must turn to issues of organisational civilization. Organizational civilization is composed of a set of premises and values that guide persons ‘ day-to-day work behaviours ( Brockhoff et al. , 1999 ; Wilms et al. , 1994 ) . Several research workers have noted that one of the grounds for the failure of an organisational alteration attempt is that the direction ignored the strength of civilizations ( Harris and Ogbonna, 1998 ) . It is of import to see organisational civilization, because companies with stiff, top-heavy, and bureaucratic constructions have a more hard clip implementing alterations than a company that has a flexible and thin organisational construction ( Janson and Gunderson, 1994 ) . Therefore, motive for environmental betterment attempts may be supported or undermined by the organisational civilization.

Management committedness must include a civilization that encourages invention and hazard pickings. Valuess, norms, attitudes, and behaviours that promote environmental betterment attempts have to be supported ( Ramus, 2001 ) . Harmonizing to Wilms et Al. ( 1994, p. 108 ) , “ Peoples will follow direction ‘s way. Whatever direction does, and in what way they push, and how difficult they push dictates where this company finally goes. ”

Harmonizing to Kitazawa and Sarkis ( 2000 ) , cultural alteration is necessary to back up the execution of environmental beginning decrease. Top direction within an environmentally-conscious organisation should endeavor for a strong civilization that allows its employees the freedom to do environmental betterments ( Mallak and Kurstedt, 1996 ) . Employees should be allowed inputs for sweetening and clip for experimentation ( Woods, 1993 ) . Employees should be able to do alterations to better the environment without inordinate direction intercession. Therefore, direction can show its committedness to environmental enterprises by acceptance of a participative civilization.

In add-on to puting a participative civilization, direction communicating of ends and precedences will be indispensable in actuating employees for action. Harmonizing to Gupta and Sharma ( 1996, p. 45 ) : “ The environmental ends of the company should be communicated to the workers. Standards of public presentation, particularly with regard to environmental concerns, must be capable to uninterrupted betterment over clip to make the end of zero emanation and zero waste. ” Environmental plans, enterprises, and ends of an organisation should be communicated often so the employees know what is expected to carry through the ends. Recent research suggests strongly that employees do non experience decently informed sing environmental issues ( Madsen and Ulhoi, 2001 ) . Furthermore, surveies suggest that employees are more willing to set about environmental enterprises when their supervisors embrace a democratic and unfastened manner of communicating in respects to environmental thoughts ( Ramus, 2001 ; Ramus and Steger, 2000 ) .

Another component necessity in meaning direction ‘s committedness to environmental betterment is the proviso of specific preparation. Research workers have determined choice direction attempts demand extended on-the-job preparation and continual educational attempts to accomplish continual betterment ( Cook and Seith, 1992 ; Curkovic, 1998 ) . In the same manner, successful environmental betterment authorizations employees receive thorough preparation. Insufficient preparation may ensue in employees who are unable and unwilling to take part in environmental betterment attempts.

Furthermore, the demand for cultural transmutation in acceptance of a formal environmental direction plan necessitates developing. Through instruction and preparation, employees become more cognizant of the demand for quality and environmental control, addition adaptability to alter, and alteration to a proactive attitude ( Wong, 1998 ) . Additionally, committedness to ongoing environmental preparation enables employees to lend on a day-to-day footing to specific pollution bar enterprises ( Theyel, 2000 ) . Besides, companies may necessitate to carry on environmental preparation plans for several other grounds, including: a alteration in the corporate environmental doctrine, heightened liability concerns, and a complex regulative clime ( Cook and Seith, 1992 ) . Establishing specific preparation attempts sing environmental issues may take to the undermentioned benefits: conformity with regulative demands, organisational definitions of employee duty and liability, a positive public image, employee encouragement to go stewards of the environment, and employee motive to take part in proactive environmental direction ( Cook and Seith, 1992 ) .

Companies committed to environmental excellence require resources to back up the preparation attempt, whether it is financially or organizationally ( Cook and Seith, 1992 ) . A company can lay waste to its attempts to go environmentally responsible if there is small or no support to develop and promote its employees to “ make the right thing ” . Other than specific environmental preparation plans, extra types of preparation such as synergistic accomplishments, squad edifice, benchmarking, brainstorming, and consensus edifice will assist advance a civilization where employees experience enabled to take part in environmental betterment ( Begley, 1996 ; Woods, 1993 ) .

It is critical for directors to develop new employees and go on educating current staff. Directors can concentrate their preparation attempts on front-line employees and those who have a direct influence on the environment, but should non pretermit other employees in the organisation. A company may heighten its ability to stay by environmental policy if it trains employees throughout the organisation.

Employee Empowerment

Harmonizing to Callenbach et Al. ( 1993 ) , in order to transport out green direction, employees must be inspired, empowered and environmentally cognizant for greening to be successful. Corporate green direction requires a high degree of proficient and direction accomplishments in employees, since the company will develop innovation-focused environmental enterprises and programmes that have important managerial deductions. In this regard, the debut of developing programmes aimed at increasing the employees ‘ environmental consciousness and classs specifically addressed to the development of new proficient and direction competences has a basic importance for furthering environmental inventions ( Hart, 2005 ; Perez-Sanchez et al. , 2003 ) .

Employee empowerment involves giving employees both the duty to take active stairss to place jobs in the working environment that affect quality or client service and to cover efficaciously with them ( Leitch et al. 1995, p. 72 ) .

The debut of a new plan will give optimum consequences when employees are treated as major stakeholders in an organisation ( Mohrman et al. , 1996 ) . Empowered employees are motivated and committed to take part and prosecute in good environmental patterns. Employees who are non empowered have less commitment for betterment than the sceptered employees ( Argyris, 1998 ) . Management can promote employee authorization by altering the organisational constructions that support authorization ( Leitch et al. , 1995 ) . One manner that direction can promote employee authorization is by altering the signifier of the organisation. The traditional top-down organisation inhibits employee authorization ; alternatively, a flatter, horizontal organisation should be in topographic point to promote employee authorization. Companies need to switch to a more unfastened signifier of participative direction in order to authorise their employees ( Mallak and Kurstedt, 1996 ) . Workers can lend more efficaciously when direction moves the determination power down to the employees, leting them the freedom and power to do suggestions and implement good environmental patterns ( Wever and Vorhauer, 1993 ) .

Empowered employees who have autonomy and decision-making power are besides more likely to be more involved in the betterment of the environment. Employee engagement can be described as “ a participative procedure to utilize the full capacity of workers, designed to promote employee committedness to organisational success ” ( Cotton, 1993, p. 3 ) . In add-on, Enander and Pannullo ( 1990 ) believe employee engagement may impact cultural alteration and significantly cut down pollutants at their starting topographic point. Since many of the attempts in pollution bar rely on employees working and interacting with other sections, employee engagement becomes a necessity to better opportunities for success.

Harmonizing to Denton ( 1999, p. 111 ) , “ Good employee engagement planning and activities are the key to pollution direction. A direction enterprise without employee engagement is useless ” . Furthermore, in a survey by Hanna et Al. ( 2000 ) information from 349 employee engagement undertakings were analyzed to find the relationship between operational and environmental public presentation. The consequences reflected a positive relationship between operational public presentation and environmental public presentation and that the key to this positive relationship may be employee involvement itself.

Motivating employees for greater engagement in environmental betterment attempts may besides necessitate employment of squads. The usage of team-based employee engagement plans has become a major tendency. Such plans are peculiarly popular in fabricating organisations, where fabrication schemes, competitory force per unit areas, and advanced engineering necessitate shop-floor employees to take more duty ( Magjuka and Baldwin, 1991 ) .

In add-on, cross-functional squads may be peculiarly helpful in accomplishing environmental betterment across sections. Environmental betterments require alterations in the fabrication, planning, and buying countries ( Kitazawa and Sarkis, 2000 ; Lent and Wells, 1994 ; Zsidisin and Hendrick, 1998 ) . Cross-functional squads may assist accomplish this demand coordination across sections. Benefits of such squads include: corporate cognition to develop comprehensive solutions, avoiding duplicate of attempts, carry throughing many undertakings at the same time, and authorising employees ( Cai et al. , 1999 ; Leitch et al. , 1995 ) .


A well-designed wages system can be helpful in advancing employees to execute sound environmental patterns. Harmonizing to Herzberg ( 1966 ) work wagess refer to the intrinsic and extrinsic benefits that workers receive from their occupations. Wagess can be a support to continuously motivate and increase committedness from workers to be environmentally responsible. There has been some literature that has shown that wages systems can actuate and reenforce employees to be environmentally responsible ( Laabs, 1992 ; Patton and Daley, 1998 ) . Companies that value environmental public presentation demand to do parallel the public presentation rating system with the managerial system in their corporate environmental aims ( Epstein and Roy, 1997 ) . Reward systems and inducements need to reflect corporate committedness to the importance of environmental public presentation ( Lent and Wells, 1994 ) .

Wagess can be implemented in several signifiers such as fiscal wagess and acknowledgment awards. Award and acknowledgment plans, profit-sharing plans, addition in wage, benefits and inducements, and suggestion plans are some of the systems that can be used to honor employees for good environmental patterns ( Atwater and Bass, 1994 ; Laabs, 1992 ; Leitch et al. , 1995 ; Marks, 2001 ; Patton and Daley, 1998 ) .

A recent survey of world-wide environmental companies indicated that even in companies that encouraged environmental engagement, the fiscal inducements, such as fillips, inducements, or wages were seldom tied to environmental public presentation ( Denton, 1999 ) . In some instances, supervisors have indicated that extra compensation should be given to employees for giving them the extra duty of take parting in environmental betterment attempts ( Forman and Jorgensen, 2001 ) . In this respect, directors need to make up one’s mind if environmental enterprises or betterments should be a portion of employees ‘ public presentation assessment, as it could be a major motivation factor for some employees ( Denton, 1999 ) .

On the other manus, research besides suggests that employees are non likely to be motivated by money all the clip. In fact, advanced non-monetary wagess like paid holidaies, clip off from work, favored parking, or gift certifications can be rather effectual in promoting employees ( Bragg, 2000 ; Geller, 1991 ) .

Some employees may be more motivated by acknowledgment and congratulations than other factors. Research indicates that employees expect grasp from supervisors, co-workers and even their households for their attempt ( Miller, 1991 ) and, frequently, praise beats out pecuniary wagess ( Kohn, 1993 ) . An empirical survey by Ramus ( 2001 ) has shown that supervisory behaviours that encouraged day-to-day congratulations and environmental awards were ranked as being among the most of import factors for environmental innovativeness and job resolution by employees. Similarly acknowledgment awards for advanced thoughts refering to environmental betterments works for employers every bit good as employees ( Cramer and Roes, 1993 ) . These awards are normally given in the signifier of plaques, personal letters of citation, publication of employees ‘ outstanding inputs towards betterment, acknowledgment in the company ‘s newssheets, and virtue certifications to persons and squads ( Enander and Pannullo, 1990 ) .

Parker and Wright ( 2001 ) indicate that inventing a good wages system is non sufficient ; it besides has to be backed by effectual communicating of the wages programs. All facets of the wages system, including suiting work agreements and other characteristics of employee public assistance, should be clearly conveyed to employees. McConnell ( 1997 ) and Geller ( 1991 ) suggest that group meetings could assist employees in acquiring a better focal point of what to make. Geller ( 1991 ) recommends that top direction could give formal presentations utilizing movies, talks and presentations to educate employees the importance of safety in the workplace. These same techniques should besides use when prosecuting employees for environmental enterprises.

Directors can non follow a “ one plan fits all ” attack to employee inducements. They must maintain in head the different motivation factors of the assorted employees in the organisation and develop a wages system that satisfies everybody. In add-on, it is up to directors to detect what factors motivate employees and custom-make compensation bundles to accommodate each employee ( Barrier, 1996 ; Geller, 1991 ) . For employees to remain committed to company ends and the organisation itself, they should be satisfied with their compensation bundles ( Parker and Wright, 2001 ) .

Sometimes, negative support may be necessary for doing employees execute certain undertakings including environmental betterment attempts. For case, if penalties like suspension, unfavorable judgment, warnings, etc. , are given for sloppy handling of solid or risky waste, employees may non indulge in such behaviours. On the other manus, this does non learn them how to decently dispose the waste. Therefore, while “ negative wagess ” can avoid certain sorts of behaviours, it may non be the right thing to make. The drawbacks of penalties are turnover, absenteeism, and self-protective behaviours ( i.e. failure to unwrap environmental jobs when they arise ) . Research has shown that “ positive wagess ” are by and large more effectual incentives than their negative opposite numbers ( Lawler, 1973 ) .

Regardless of the type of wagess used, the benefits should suit the demands of the employees. Reward systems can be used consistently to actuate employees to execute coveted behaviours so that both the company and its workers can profit from the plan. It is of import for directors and supervisors to non merely honor employees for quality and day-to-day work attempts but besides for introducing environmentally-sound procedures and merchandises.

Feedback and Review

MacStravic ( 1990 ) has indicated the importance of supplying feedback to better employee dealingss, employee satisfaction, and productiveness in the wellness attention sector. However, Chinander ( 2001 ) pointed out many environmental direction plans fail to emphasize the importance of feedback on environmental issues. Chinander ( 2001 ) besides suggested that feedback ensures employees know their duties and communicates the nexus between their public presentation results and wagess in environmental enterprises. It is besides noted that employees extremely appreciate verbal feedback from supervisors every bit much as formal wagess ( Ramus, 2001 ) ; informal verbal feedback in add-on to formal written feedback may assist actuate employees for environmental betterment.

The enthusiasm and involvement that is frequently associated with undertaking induction and the early phases of execution of an environmental plan may decline over clip. Furthermore, the focal point and ends of the plan may necessitate seting after execution. If an Environmental Management System is successful it would be expected that alteration has occurred ; therefore, necessitating an overview and readjustment to new ends and enterprises. Hence, employees need continual feedback refering their impact and effectivity on environmental betterment attempts. Without appropriate feedback and communicating, employee attempts may come to a deadlock.

It must be noted that a positive feedback “ environment ” should be based on trust between supervisors and employees and that employees solicit accurate and complete information sing their advancement ( MacStravic, 1990 ) . Employees will therefore need communicating of specific environmental betterment steps. This requires that the organisation behavior thorough environmental monitoring on a uninterrupted footing. The EMS system should seek to mensurate consequences in environmental betterment ; identify betterments, and the failings or defects still bing in the organisation. These failings should be minimized so that environmental public presentation can better.

Some of the guidelines of the ISO 14001 standard include monitoring environmental public presentation and promotion made towards achieving environmental marks. Furthermore, ISO 14001 requires rectification of any jobs and bar patterns be put in topographic point ( Hersey, 1998 ; Peacock, 1993 ) . ISO 14001 besides includes comprehensive reappraisal and certification of the whole procedure by top direction ( Hersey, 1998 ; Rondinelli and Vastag, 2000 ; Sierra, 1996 ; Zabihollah and Rick, 2000 ) . Authors Cramer and Roes ( 1993 ) ; Zabihollah and Rick ( 2000 ) take it a measure further and emphasis that EMS policies and processs should be monitored by all employees in the organisation, therefore, making an automatic and systematic reappraisal and feedback plan.

Another signifier of reappraisal and beginning of feedback is the environmental audit. Basically, an Environmental Management System is non complete without scrutinizing processs or policies in topographic point. One of the most imperative guidelines recommended by the ISO 14001 criterion is the periodic auditing of a company ‘s EMS by independent and well-trained hearers. An environmental audit is a systematic, documented confirmation procedure of objectively obtaining and measuring audit grounds to find whether specified environmental activities, events, conditions, direction systems, or information about these affairs conform with audit standards and pass oning the consequences of this procedure to the client ( Rezaee and Elam ( 2000, p. 68 ) ) .

Furthermore, environmental scrutinizing helps companies comply with environmental Torahs and ordinances in add-on to its ain ends and aims ( Rezaee and Elam, 2000 ) . Hence, the written study received from the environmental hearer may be used to pass on countries for environmental betterment to employees. Therefore, audits are a great beginning of environmental feedback.

A sustainable planetary economic system should unite long term profitableness with societal justness and environmental attention. For administrations, sustainability covers the cardinal countries of economic, environmental, societal and governance public presentation. A Sustainability Reporting Framework enables all companies and organisations to mensurate and describe their sustainability public presentation. By describing transparently and with answerability, organisations can increase the trust that stakeholders have in them, and in the planetary economic system. An increasing figure of companies and organisations want to do their operations sustainable. Establishing a sustainability coverage procedure helps them to put ends, step public presentation, and manage alteration. A sustainability study is the cardinal platform for pass oning positive and negative sustainability impacts. Systematic sustainability describing gives comparable informations, with in agreement revelations and prosodies.

Conceptual Model

The theoretical account focuses on the integrating between top direction committedness, employee authorization, wagess, feedback and reappraisal, and environmental public presentation.

Figure 1: Conceptual Model

Beginning: Nalini Govindarajulu, Bonnie F. Daily, ( 2004 ) , ” Motivating employees for environmental betterment ” , Industrial Management & A ; Data Systems, Vol. 104 Iodine: 4 pp. 364 – 372


Research Design

The survey will utilize study design which will affect choosing a representative and indifferent sample of topics drawn from the group of senior executives and employees in big banking establishments in Nairobi.

This method is more economical in footings of clip and costs as it involves roll uping informations from a little geographical country and a determinable sample size.

Target Population

The mark respondents of the study will be senior executives in big banking establishments within Nairobi and employees. Most of the respondents will be either directors or employees in the banking industry. The senior executive is chosen in this survey because of his/her acquaintance with both environmental direction systems and strategic direction issues and the employees since they are involved in implementing environmental direction systems on their day-to-day activities and or minutess.

The contact information of the senior executives and employees will be obtained from the directory listing of Top Banks in Nairobi. Harmonizing to Oates ( 2005 ) a minimal sample size of 30 is acceptable in a study. From this beginning, a sample of 200 employees will be selected utilizing graded trying method. Before being mailed to the mark respondents, the study instrument will be pre-tested and refined for content cogency and point lucidity with senior executives and employees from five Bankss. To hike the response rate, two follow-up mailings and one reminder missive will be initiated after the first mailing.

3.3 Sample and Data Collection

The information for this survey will come from two beginnings. The information tapping the independent variables will be gathered via a mail study, and the informations about the public presentation and control variables will be obtained from the cyberspace, studies, diaries or publications, newspapers, and text editions.

3.4 Data Analysis Techniques

The research will do usage of both quantitative and qualitative informations, which will so be coded into symbols that could be tabulated for analysis. Both quantitative and qualitative tools for information analysis will be used where applicable. The analysis will embrace both descriptive and illative statistical methods, in that information will be presented in signifier of tabular arraies, graphs, frequence distribution every bit good as determine characteristics such as norms, fluctuations that will be used in prediction and other illations into the population features.



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