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C  { /' k       Ni?Rectangle 2 {!Green HRM Processes: Recruitment >"  H  0޽h ? ̙33g0N0 (    lRxaxa1?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!j[1drs/shapexml.xmlUn7}/ Z8Xm!6$lp\\\]=C,9AI5 9gӮ1l||așU. 5g! [ *^>2a|c; \FUFDlrz"QcA#巸nܓ$m77pnEOJ(6.1srz0gT^l;̺|;vD@y$XGYU*jߜquv2݀6 z4bvI诮K/'? #!ևYQ1"YDQs.)HcϽm+tntTh V$ mM5G"ڨrݽ/*دgj75)d2Af0)O5ʕ3!.w&DmrL\#SƤ_m+$ DcHXgQ.^Ah*l5;wP)̠e^ _":杕p0Jd좕*r.#\Ks)^ڻ:ז݃ϻDl-^G'r+ULSdMrf]Τ"+{MP&l -Zy,qIQ2]niD-Qn4 xnI&`rO95M N#]}gKG\_-+MjHM]mArZE,\> ;^NUkaW2:'64B\2|ie/ //D)R+,X#&u?PK!drs/downrev.xmlDMK1!ج.6-"RzަI$zzyg܉oQp?@)nM{5LVڎfK."A/PAB_HˆdRVYj Ν|ȲdlMjhʯ7+L>q];8|ǟO ̳͘/]+<'-@NAKPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!j[1*drs/shapexml.xmlPK-!drs/downrev.xmlPK  \" G0  9   fDSxaxa1?Rectangle 3"GAPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!rdrs/shapexml.xmlXn6}/ Zd}6VY$A-}(US@R{/ t?Uؔ993#]FZާ.gR'&2ߟF9/t*2{۟RN\ɰXIqJ}2Ԙˌ-ǥ]vJ+^x8*T^w k~fQ,̲<`<9Ӣ۹Lb$NcW/155`ďI"786+w֚Jԁ 5?P;gATblq)*dE|kCLγonC2Hb4Xtj$dZZIs1*FETBb3uH9 w $H~ RDLL:X[S;^X:B*sv>tz;`~㶚* c~_L$9/cOr2QBAJX'_ }%E/n"q ץXi{IGmK*ivI\}ZJ!=7=sqtX=dopOl2-ҭwꗗFe]cW}x!tx PK!64drs/downrev.xmlDQO0M5M:@ B0Daa]:}<9'ɷX =`+2ĕӆkD[ǤJVۛ]~k  TR!a:ԝS/ n[9ɲh8=4Ѧ y2t73>&\*u7ADx}/jL|8^C$ %d rPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!r*drs/shapexml.xmlPK-!64/drs/downrev.xmlPK6@`  T  (   zA??SHLDCOL1Picture 5SHLDCOL1`  N?Rectangle 6Fr R(C) D Renwick     6U l$PMA - Performance Mgmt. & Appraisal ,%0 #,,  F|?Text Box 7/q<Y q Green performance standards & indicators in PMA at all dept. levels Communication of Green schemes for all via procedures/auditing to all levels in PMA scheme, est. firm-wide dialogue on green matters Managers are set green targets, goals and responsibilities Roles of managers in achieving Green outcomes included in appraisals (e.g. familiarisation, & encourage EM learning)     ES M H  0޽h ? ̙330N0 @8P(    lSxaxa1?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!j[1drs/shapexml.xmlUn7}/ Z8Xm!6$lp\\\]=C,9AI5 9gӮ1l||așU. 5g! [ *^>2a|c; \FUFDlrz"QcA#巸nܓ$m77pnEOJ(6.1srz0gT^l;̺|;vD@y$XGYU*jߜquv2݀6 z4bvI诮K/'? #!ևYQ1"YDQs.)HcϽm+tntTh V$ mM5G"ڨrݽ/*دgj75)d2Af0)O5ʕ3!.w&DmrL\#SƤ_m+$ DcHXgQ.^Ah*l5;wP)̠e^ _":杕p0Jd좕*r.#\Ks)^ڻ:ז݃ϻDl-^G'r+ULSdMrf]Τ"+{MP&l -Zy,qIQ2]niD-Qn4 xnI&`rO95M N#]}gKG\_-+MjHM]mArZE,\> ;^NUkaW2:'64B\2|ie/ //D)R+,X#&u?PK!drs/downrev.xmlDMK1!ج.6-"RzަI$zzyg܉oQp?@)nM{5LVڎfK."A/PAB_HˆdRVYj Ν|ȲdlMjhʯ7+L>q];8|ǟO ̳͘/]+<'-@NAKPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!j[1*drs/shapexml.xmlPK-!drs/downrev.xmlPK  \" G0  9   fDxaxa1?Rectangle 3"GAPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!rdrs/shapexml.xmlXn6}/ Zd}6VY$A-}(US@R{/ t?Uؔ993#]FZާ.gR'&2ߟF9/t*2{۟RN\ɰXIqJ}2Ԙˌ-ǥ]vJ+^x8*T^w k~fQ,̲<`<9Ӣ۹Lb$NcW/155`ďI"786+w֚Jԁ 5?P;gATblq)*dE|kCLγonC2Hb4Xtj$dZZIs1*FETBb3uH9 w $H~ RDLL:X[S;^X:B*sv>tz;`~㶚* c~_L$9/cOr2QBAJX'_ }%E/n"q ץXi{IGmK*ivI\}ZJ!=7=sqtX=dopOl2-ҭwꗗFe]cW}x!tx PK!64drs/downrev.xmlDQO0M5M:@ B0Daa]:}<9'ɷX =`+2ĕӆkD[ǤJVۛ]~k  TR!a:ԝS/ n[9ɲh8=4Ѧ y2t73>&\*u7ADx}/jL|8^C$ %d rPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!r*drs/shapexml.xmlPK-!64/drs/downrev.xmlPK6@`  T  (   zA??SHLDCOL1Picture 5SHLDCOL1`  N?Rectangle 6Fr R(C) D Renwick     6b l$PMA - Performance Mgmt. & Appraisal ,%0 #,,(  F$?Text Box 7/q<Y  Green standards for all dept s in on-site use, waste mgmt./reduction (e.g. s EG&G, Kodak, BFI) Mgmt. appraisals assess no. of green incidents, use of environment responsibly, & successful communication of environmental policy Penalties for non-compliance on targets in EM Link EM in PMA to Pay & Reward, stop EM as a  fad   /  3  6G H  0޽h ? ̙330N0  @(  @ @ lfxaxa1?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!j[1drs/shapexml.xmlUn7}/ Z8Xm!6$lp\\\]=C,9AI5 9gӮ1l||așU. 5g! [ *^>2a|c; \FUFDlrz"QcA#巸nܓ$m77pnEOJ(6.1srz0gT^l;̺|;vD@y$XGYU*jߜquv2݀6 z4bvI诮K/'? #!ևYQ1"YDQs.)HcϽm+tntTh V$ mM5G"ڨrݽ/*دgj75)d2Af0)O5ʕ3!.w&DmrL\#SƤ_m+$ DcHXgQ.^Ah*l5;wP)̠e^ _":杕p0Jd좕*r.#\Ks)^ڻ:ז݃ϻDl-^G'r+ULSdMrf]Τ"+{MP&l -Zy,qIQ2]niD-Qn4 xnI&`rO95M N#]}gKG\_-+MjHM]mArZE,\> ;^NUkaW2:'64B\2|ie/ //D)R+,X#&u?PK!drs/downrev.xmlDMK1!ج.6-"RzަI$zzyg܉oQp?@)nM{5LVڎfK."A/PAB_HˆdRVYj Ν|ȲdlMjhʯ7+L>q];8|ǟO ̳͘/]+<'-@NAKPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!j[1*drs/shapexml.xmlPK-!drs/downrev.xmlPKI   \" G0  9  @ f7xaxa1?Rectangle 3"GAPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!rdrs/shapexml.xmlXn6}/ Zd}6VY$A-}(US@R{/ t?Uؔ993#]FZާ.gR'&2ߟF9/t*2{۟RN\ɰXIqJ}2Ԙˌ-ǥ]vJ+^x8*T^w k~fQ,̲<`<9Ӣ۹Lb$NcW/155`ďI"786+w֚Jԁ 5?P;gATblq)*dE|kCLγonC2Hb4Xtj$dZZIs1*FETBb3uH9 w $H~ RDLL:X[S;^X:B*sv>tz;`~㶚* c~_L$9/cOr2QBAJX'_ }%E/n"q ץXi{IGmK*ivI\}ZJ!=7=sqtX=dopOl2-ҭwꗗFe]cW}x!tx PK!64drs/downrev.xmlDQO0M5M:@ B0Daa]:}<9'ɷX =`+2ĕӆkD[ǤJVۛ]~k  TR!a:ԝS/ n[9ɲh8=4Ѧ y2t73>&\*u7ADx}/jL|8^C$ %d rPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!r*drs/shapexml.xmlPK-!64/drs/downrev.xmlPK6@`  T  (  @ zA??SHLDCOL1Picture 5SHLDCOL1 @ N?Rectangle 6Fr R(C) D Renwick     @ F袧?Text Box 8z< Train front-line teams to analyze their work areas in EM Train to > staff concern for & emotional attachment to EM impact Integrating EM training, & processes/material use, use TNA in EM Integrating training on instruction and generation of eco-values Development of employee skills, and competence building in EM Socialisation in Green values/management, use of Green teams in EM Train staff to produce green analysis of workspace  &T7 N  @ 6ܲd jTraining & Development (T&D) 00 ((H @ 0޽h ? ̙33"0N0 `J(    ll(xaxa1?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!j[1drs/shapexml.xmlUn7}/ Z8Xm!6$lp\\\]=C,9AI5 9gӮ1l||așU. 5g! [ *^>2a|c; \FUFDlrz"QcA#巸nܓ$m77pnEOJ(6.1srz0gT^l;̺|;vD@y$XGYU*jߜquv2݀6 z4bvI诮K/'? #!ևYQ1"YDQs.)HcϽm+tntTh V$ mM5G"ڨrݽ/*دgj75)d2Af0)O5ʕ3!.w&DmrL\#SƤ_m+$ DcHXgQ.^Ah*l5;wP)̠e^ _":杕p0Jd좕*r.#\Ks)^ڻ:ז݃ϻDl-^G'r+ULSdMrf]Τ"+{MP&l -Zy,qIQ2]niD-Qn4 xnI&`rO95M N#]}gKG\_-+MjHM]mArZE,\> ;^NUkaW2:'64B\2|ie/ //D)R+,X#&u?PK!drs/downrev.xmlDMK1!ج.6-"RzަI$zzyg܉oQp?@)nM{5LVڎfK."A/PAB_HˆdRVYj Ν|ȲdlMjhʯ7+L>q];8|ǟO ̳͘/]+<'-@NAKPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!j[1*drs/shapexml.xmlPK-!drs/downrev.xmlPKI   \" G0  9   f ,xaxa1?Rectangle 3"GAPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!rdrs/shapexml.xmlXn6}/ Zd}6VY$A-}(US@R{/ t?Uؔ993#]FZާ.gR'&2ߟF9/t*2{۟RN\ɰXIqJ}2Ԙˌ-ǥ]vJ+^x8*T^w k~fQ,̲<`<9Ӣ۹Lb$NcW/155`ďI"786+w֚Jԁ 5?P;gATblq)*dE|kCLγonC2Hb4Xtj$dZZIs1*FETBb3uH9 w $H~ RDLL:X[S;^X:B*sv>tz;`~㶚* c~_L$9/cOr2QBAJX'_ }%E/n"q ץXi{IGmK*ivI\}ZJ!=7=sqtX=dopOl2-ҭwꗗFe]cW}x!tx PK!64drs/downrev.xmlDQO0M5M:@ B0Daa]:}<9'ɷX =`+2ĕӆkD[ǤJVۛ]~k  TR!a:ԝS/ n[9ɲh8=4Ѧ y2t73>&\*u7ADx}/jL|8^C$ %d rPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!r*drs/shapexml.xmlPK-!64/drs/downrev.xmlPK6@`  T  (   zA??SHLDCOL1Picture 5SHLDCOL1  N?Rectangle 6Fr R(C) D Renwick     F,k?Text Box 8z< . Job rotation to train green managers of the future Integrating training to increase staff knowledge in EM Use discussion packs (GEC), suggestions, interactive media (ICI) as tools for EM training Training in EM aspects of safety, energy efficiency, waste management, & recycling / Safety rep s to give data on green courses Develop Green personal & tacit skills, & knowledge in EM H  <  @ > (   6ud jTraining & Development (T&D) 00 ((H  0޽h ? ̙330N0 D*(  D D l$>xaxa1?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!j[1drs/shapexml.xmlUn7}/ Z8Xm!6$lp\\\]=C,9AI5 9gӮ1l||așU. 5g! [ *^>2a|c; \FUFDlrz"QcA#巸nܓ$m77pnEOJ(6.1srz0gT^l;̺|;vD@y$XGYU*jߜquv2݀6 z4bvI诮K/'? #!ևYQ1"YDQs.)HcϽm+tntTh V$ mM5G"ڨrݽ/*دgj75)d2Af0)O5ʕ3!.w&DmrL\#SƤ_m+$ DcHXgQ.^Ah*l5;wP)̠e^ _":杕p0Jd좕*r.#\Ks)^ڻ:ז݃ϻDl-^G'r+ULSdMrf]Τ"+{MP&l -Zy,qIQ2]niD-Qn4 xnI&`rO95M N#]}gKG\_-+MjHM]mArZE,\> ;^NUkaW2:'64B\2|ie/ //D)R+,X#&u?PK!drs/downrev.xmlDMK1!ج.6-"RzަI$zzyg܉oQp?@)nM{5LVڎfK."A/PAB_HˆdRVYj Ν|ȲdlMjhʯ7+L>q];8|ǟO ̳͘/]+<'-@NAKPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!j[1*drs/shapexml.xmlPK-!drs/downrev.xmlPKI   \" G0  9  D f%xaxa1?Rectangle 3"GAPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!rdrs/shapexml.xmlXn6}/ Zd}6VY$A-}(US@R{/ t?Uؔ993#]FZާ.gR'&2ߟF9/t*2{۟RN\ɰXIqJ}2Ԙˌ-ǥ]vJ+^x8*T^w k~fQ,̲<`<9Ӣ۹Lb$NcW/155`ďI"786+w֚Jԁ 5?P;gATblq)*dE|kCLγonC2Hb4Xtj$dZZIs1*FETBb3uH9 w $H~ RDLL:X[S;^X:B*sv>tz;`~㶚* c~_L$9/cOr2QBAJX'_ }%E/n"q ץXi{IGmK*ivI\}ZJ!=7=sqtX=dopOl2-ҭwꗗFe]cW}x!tx PK!64drs/downrev.xmlDQO0M5M:@ B0Daa]:}<9'ɷX =`+2ĕӆkD[ǤJVۛ]~k  TR!a:ԝS/ n[9ɲh8=4Ѧ y2t73>&\*u7ADx}/jL|8^C$ %d rPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!r*drs/shapexml.xmlPK-!64/drs/downrev.xmlPK6@`  T  (  D zA??SHLDCOL1Picture 5SHLDCOL1 D N A :"(  D 6jd hTraining & Development (1) 00 ((H D 0޽h ? ̙33t0N0  p(    ltYxaxa1?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!j[1drs/shapexml.xmlUn7}/ Z8Xm!6$lp\\\]=C,9AI5 9gӮ1l||așU. 5g! [ *^>2a|c; \FUFDlrz"QcA#巸nܓ$m77pnEOJ(6.1srz0gT^l;̺|;vD@y$XGYU*jߜquv2݀6 z4bvI诮K/'? #!ևYQ1"YDQs.)HcϽm+tntTh V$ mM5G"ڨrݽ/*دgj75)d2Af0)O5ʕ3!.w&DmrL\#SƤ_m+$ DcHXgQ.^Ah*l5;wP)̠e^ _":杕p0Jd좕*r.#\Ks)^ڻ:ז݃ϻDl-^G'r+ULSdMrf]Τ"+{MP&l -Zy,qIQ2]niD-Qn4 xnI&`rO95M N#]}gKG\_-+MjHM]mArZE,\> ;^NUkaW2:'64B\2|ie/ //D)R+,X#&u?PK!drs/downrev.xmlDMK1!ج.6-"RzަI$zzyg܉oQp?@)nM{5LVڎfK."A/PAB_HˆdRVYj Ν|ȲdlMjhʯ7+L>q];8|ǟO ̳͘/]+<'-@NAKPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!j[1*drs/shapexml.xmlPK-!drs/downrev.xmlPKI   \" G0  9   f@b`xaxa1?Rectangle 3"GAPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!rdrs/shapexml.xmlXn6}/ Zd}6VY$A-}(US@R{/ t?Uؔ993#]FZާ.gR'&2ߟF9/t*2{۟RN\ɰXIqJ}2Ԙˌ-ǥ]vJ+^x8*T^w k~fQ,̲<`<9Ӣ۹Lb$NcW/155`ďI"786+w֚Jԁ 5?P;gATblq)*dE|kCLγonC2Hb4Xtj$dZZIs1*FETBb3uH9 w $H~ RDLL:X[S;^X:B*sv>tz;`~㶚* c~_L$9/cOr2QBAJX'_ }%E/n"q ץXi{IGmK*ivI\}ZJ!=7=sqtX=dopOl2-ҭwꗗFe]cW}x!tx PK!64drs/downrev.xmlDQO0M5M:@ B0Daa]:}<9'ɷX =`+2ĕӆkD[ǤJVۛ]~k  TR!a:ԝS/ n[9ɲh8=4Ѧ y2t73>&\*u7ADx}/jL|8^C$ %d rPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!r*drs/shapexml.xmlPK-!64/drs/downrev.xmlPK6@`  T  (   zA??SHLDCOL1Picture 5SHLDCOL1  Nb`?Rectangle 6Fr R(C) D Renwick     F4`?Text Box 8zq<< Lack of take-up in training/education in EM Low level of management eco-literacy (hence IEM, UN, & UK courses in EM, and this topic being taught to you today! Line managers enact Green  learning cascade (Rover Group allocated 350 working days to such an initiative) Educate & train employees in EM business practices (CIPD/KPMG) HR at E.ON/first direct are seen to be key to embed an EM culture81 0 1 0 B1 $, ! P    6T`d hTraining & Development (1) 00 ((H  0޽h ? ̙330N0  H*(  H H l`xaxa1?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!j[1drs/shapexml.xmlUn7}/ Z8Xm!6$lp\\\]=C,9AI5 9gӮ1l||așU. 5g! [ *^>2a|c; \FUFDlrz"QcA#巸nܓ$m77pnEOJ(6.1srz0gT^l;̺|;vD@y$XGYU*jߜquv2݀6 z4bvI诮K/'? #!ևYQ1"YDQs.)HcϽm+tntTh V$ mM5G"ڨrݽ/*دgj75)d2Af0)O5ʕ3!.w&DmrL\#SƤ_m+$ DcHXgQ.^Ah*l5;wP)̠e^ _":杕p0Jd좕*r.#\Ks)^ڻ:ז݃ϻDl-^G'r+ULSdMrf]Τ"+{MP&l -Zy,qIQ2]niD-Qn4 xnI&`rO95M N#]}gKG\_-+MjHM]mArZE,\> ;^NUkaW2:'64B\2|ie/ //D)R+,X#&u?PK!drs/downrev.xmlDMK1!ج.6-"RzަI$zzyg܉oQp?@)nM{5LVڎfK."A/PAB_HˆdRVYj Ν|ȲdlMjhʯ7+L>q];8|ǟO ̳͘/]+<'-@NAKPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!j[1*drs/shapexml.xmlPK-!drs/downrev.xmlPKI   \" G0  9  H f`xaxa1?Rectangle 3"GAPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!rdrs/shapexml.xmlXn6}/ Zd}6VY$A-}(US@R{/ t?Uؔ993#]FZާ.gR'&2ߟF9/t*2{۟RN\ɰXIqJ}2Ԙˌ-ǥ]vJ+^x8*T^w k~fQ,̲<`<9Ӣ۹Lb$NcW/155`ďI"786+w֚Jԁ 5?P;gATblq)*dE|kCLγonC2Hb4Xtj$dZZIs1*FETBb3uH9 w $H~ RDLL:X[S;^X:B*sv>tz;`~㶚* c~_L$9/cOr2QBAJX'_ }%E/n"q ץXi{IGmK*ivI\}ZJ!=7=sqtX=dopOl2-ҭwꗗFe]cW}x!tx PK!64drs/downrev.xmlDQO0M5M:@ B0Daa]:}<9'ɷX =`+2ĕӆkD[ǤJVۛ]~k  TR!a:ԝS/ n[9ɲh8=4Ѧ y2t73>&\*u7ADx}/jL|8^C$ %d rPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!r*drs/shapexml.xmlPK-!64/drs/downrev.xmlPK6@`  T  (  H zA??SHLDCOL1Picture 5SHLDCOL1 H N@`?Rectangle 6Fr R(C) D Renwick    H F`?Text Box 8z Theory: Advanced EM is people intensive, meaning needs employee development to increase tacit skills in EM Need to broaden EM specialists into managers (e.g. s DuPont, Unisor Sacilor), but how to do this is problematic EM problems are complex, so knowledge is important to understand & utilise (e.g. mobile phones, pollution in 14 production areas!)k  p   M$ 5'C>   H 6\P`d dTraining & Development (2) ,0 ((H H 0޽h ? ̙3300N0 X(    lC`xaxa1?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!j[1drs/shapexml.xmlUn7}/ Z8Xm!6$lp\\\]=C,9AI5 9gӮ1l||așU. 5g! [ *^>2a|c; \FUFDlrz"QcA#巸nܓ$m77pnEOJ(6.1srz0gT^l;̺|;vD@y$XGYU*jߜquv2݀6 z4bvI诮K/'? #!ևYQ1"YDQs.)HcϽm+tntTh V$ mM5G"ڨrݽ/*دgj75)d2Af0)O5ʕ3!.w&DmrL\#SƤ_m+$ DcHXgQ.^Ah*l5;wP)̠e^ _":杕p0Jd좕*r.#\Ks)^ڻ:ז݃ϻDl-^G'r+ULSdMrf]Τ"+{MP&l -Zy,qIQ2]niD-Qn4 xnI&`rO95M N#]}gKG\_-+MjHM]mArZE,\> ;^NUkaW2:'64B\2|ie/ //D)R+,X#&u?PK!drs/downrev.xmlDMK1!ج.6-"RzަI$zzyg܉oQp?@)nM{5LVڎfK."A/PAB_HˆdRVYj Ν|ȲdlMjhʯ7+L>q];8|ǟO ̳͘/]+<'-@NAKPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!j[1*drs/shapexml.xmlPK-!drs/downrev.xmlPKI   \" G0  9   f L`xaxa1?Rectangle 3"GAPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!rdrs/shapexml.xmlXn6}/ Zd}6VY$A-}(US@R{/ t?Uؔ993#]FZާ.gR'&2ߟF9/t*2{۟RN\ɰXIqJ}2Ԙˌ-ǥ]vJ+^x8*T^w k~fQ,̲<`<9Ӣ۹Lb$NcW/155`ďI"786+w֚Jԁ 5?P;gATblq)*dE|kCLγonC2Hb4Xtj$dZZIs1*FETBb3uH9 w $H~ RDLL:X[S;^X:B*sv>tz;`~㶚* c~_L$9/cOr2QBAJX'_ }%E/n"q ץXi{IGmK*ivI\}ZJ!=7=sqtX=dopOl2-ҭwꗗFe]cW}x!tx PK!64drs/downrev.xmlDQO0M5M:@ B0Daa]:}<9'ɷX =`+2ĕӆkD[ǤJVۛ]~k  TR!a:ԝS/ n[9ɲh8=4Ѧ y2t73>&\*u7ADx}/jL|8^C$ %d rPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!r*drs/shapexml.xmlPK-!64/drs/downrev.xmlPK6@`  T  (   zA??SHLDCOL1Picture 5SHLDCOL1  N8R`?Rectangle 6Fr R(C) D Renwick     Fh`?Text Box 8z B*Challenge is to install eco-values as there are few models out there to support eco-investment (similar issues to HRM & Org. Perf. case) Few Green courses at Universities  poses recruitment issue for some firms, e.g. those in  clean coal such as Babcock EM focus on developing personal skills/team-building in global firms Unions want sustainability included into apprenticeships (e.g. s AMICUS, T&G).    0E!N  (:,}   60`d dTraining & Development (2) ,0 ((H  0޽h ? ̙330 :2`0(  0Y 0  x`0e0e ?Rectangle 2  ` ;Training & Development (3): E.g. Kent County Council (KCC) 6< (((  0  x|`0e0e ?Rectangle 3"d ^ PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!R drs/shapexml.xmlWn6}/ Zd}'BEb ˆS%VC*I9N[i!% Z`,`əp̅mFZW>gRg&/*ߞ\pйPF˔?I?N~N\ͰXN:\pL-5xUIF ^%J'P7zni}-+_ /Gcδ`JIv{\\"`d5F|1LO <o/٪a*RaOoS>Y. C.,maC\.`Hֳ x< `t  NFoo&o c9{p?a%g /La2:1>G7Ԩ23hM,3T33$_j7akFC,6b-jf|E6 a %BB Ej JJYO}aj@(uLI'! e8eq/6kP.aR8 Yl,AYa"ih#E0 QaR ij|?)Jjȁ7a*?UR=dT*:)Ψ2'"Cۖ*Focc_JpI3-| i!!B7,D~P)0̽adhH6' ?a)-<uV[D!Ѱ6YKk50ur'k8U1z!55ŖPxum]vB-TQw1 5NI/{#↕SuvWc(R::VKn0 mN6" /8{c$Qj(*qYz3C}b'(Mf87I-}2HT$?$e0 K;MYc0^k(Il"C$OGǑKCH(t;pӮ LeJܢmlmz'bkH#|LM=2,7J.ɨQܼ6 sDž@۶3ԎAȡ;^rZ|hse%X~9p31*T8`}ffTt!Dr\AMӇsY)д pMkP@n\v=; u͊ҷ( :.*>"<5^e7P3l`avJ㮘$^֍]X:pf$8ȘgͪJX*UL'jԉy8هU2D\e,b]JZo Zoq)1ۂ "o/-1 nwf_Zy"&Tĸj-,dTW62 |3Oz_Gkσ*tis&PK!iƥdrs/downrev.xmlDMO0DHkQ#!t[U-(R/6 vd6X8rԽس5IMmUg"E5pdɜre}!І0ReM~b6Y)"\r$7RSgCK[o0:֕6__cb^'nRTA>C~6\PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!R *drs/shapexml.xmlPK-!iƥK drs/downrev.xmlPKS   ` wKCC faces barriers to increased ownership in EM: Lack of commitment/will by seniors Cynicism of importance/relevance of issues Lack of resources/time Green fascism/policing New bureaucracy Cost constraints Communication/mentoring issues Lack of training Knowledge gaps J3  c 0 zA??SHLDCOL1Picture 4SHLDCOL1 0 Nȇ`?Rectangle 5Fr R(C) D Renwick   H 0 0޽h ? ̙33"0 p4(  4V  4  x|Ƴ0e0e ?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!CJF drs/shapexml.xmlVQk9~?z-׵cuI `XfZ{k'i;>I; G.BmЎvFVl'>gR STzo.8stAht/5 6xL{='6&4RCW[֮{NjOj^M3\wfi$nwK˪"'cD;)ZI6.!ı0b`SXz@_d9|䕵a#p5bOjbi6D+$Gd4L>58%b4𲵗45<~pNSLx<nԟ R1S3kSOp~=(2n}vdMp| ?Fܨi[3.,m jD0 4dDpnjC[8@9FP J$積^ mL d1mwQP;@*]HjFX|a^B_m4_C9ZXwj VZZAXCTKَSc=Kۧ߰y;W~QA-fY4'i 4#>46Mdm]K@E5f#{v,OHǵ͸0:mdf%ζ؋U(Oa^QoUuKkLeW q*Vmn*R3*ˈ[$:>NRWV,1j0iì tr8JmLn Bn'L%U\`'~.HK,Ww⬨(;n0o,5Wq9Ώ%0o X*o BbIгОB?3P){{p`=;_PK!qKdrs/downrev.xmlDAO@&͘x- ARD=p6tPz|&7_gqVp [:Jn0YRpS.6sRTP3w`l}%KV>&ɓ4ظPcGSmL_6mk*gYQfJnLFhs||s L^ADh rPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!CJF *drs/shapexml.xmlPK-!qKdrs/downrev.xmlPK )Z   #Training & Development (4): KCC (1)F$   (  4  xͳ0e0e ?Rectangle 3"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!^?tdrs/shapexml.xmlXj#7/nK֎dI b^.XO3#M%G;f<6{$PvL@H:?:Ο`[ilUO9*\'1g V2O?tQMm Jƹjt#KaJ*2mJ4H+EoJ+~ Ujf°|dtʙ%)/$;DFc67<)*tmp2F?nX[ƹ=o`cdKa+~0~`2Q.0CYLw)_k兘,c8z|6=%?99<C`ǁ USƕHcDym)<9a ӥU3]x Bkga:sX-uY 7W*%FKe!Lh !`I/7Al֑~` %uK|%$7M&X-f3Dy[BJ9CHj]@ #\]r"+aiHgAZ-jvAȓyJc[A3Hv8ev̋XnYcqcF%"uU s(s;UݰC/NB)]b Py R|FJ. NB%j ~ك4pSJEa-Eȟ~I9dO[3?Rx=dghT&/pcuiCHe[ >r,Cn0*W8a&RXKN  8"H=">vg?%8癚/Ց5<Ѐ3D+wHj9¤;BZR;oZJ&K]/w"MQ1F4܊5*..BEtoܯڴ/Ab?n[Oӻ"᭭ M}~Ck:<|u4fcb[3f*8V ڂ?ov ,A [Q^cf𜍶W鞹a{~CG<umϴ;L͏6?PK!>8drs/downrev.xmlDQO0I5 :$1)LnK[a{|'|떝qLeecr=ʀFbk b8c.|E9 Cr}UF?btK-K1Ǝ÷Х>+NMۛ~,PZEJtN_{􁜀m)PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!^?t*drs/shapexml.xmlPK-!>8drs/downrev.xmlPK,7WL   N*KCC faces problems such as: Few staff being trained effectively Green teams view other staff not resp. in EM Staff give token response/hostile rejection to EM Difficult to maintain EM due to other priorities KCC is scoring some success, such as: Est. EM onto dept agendas, plans & projects Embracing EM agenda (achieving culture change) Helping dept s to gain access to funding Implementing programmes in EM (like water/energy efficiency, green purchasing, < paper consumption, transport & waste, promoting resource efficiency.   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SMEs) Increase line/supervisory support behaviours in EM   u  s ]#  /"Bl7 H T 0޽h ? ̙330N0 VN(    lxaxa1?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!j[1drs/shapexml.xmlUn7}/ Z8Xm!6$lp\\\]=C,9AI5 9gӮ1l||așU. 5g! 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[ *^>2a|c; \FUFDlrz"QcA#巸nܓ$m77pnEOJ(6.1srz0gT^l;̺|;vD@y$XGYU*jߜquv2݀6 z4bvI诮K/'? #!ևYQ1"YDQs.)HcϽm+tntTh V$ mM5G"ڨrݽ/*دgj75)d2Af0)O5ʕ3!.w&DmrL\#SƤ_m+$ DcHXgQ.^Ah*l5;wP)̠e^ _":杕p0Jd좕*r.#\Ks)^ڻ:ז݃ϻDl-^G'r+ULSdMrf]Τ"+{MP&l -Zy,qIQ2]niD-Qn4 xnI&`rO95M N#]}gKG\_-+MjHM]mArZE,\> ;^NUkaW2:'64B\2|ie/ //D)R+,X#&u?PK!drs/downrev.xmlDMK1!ج.6-"RzަI$zzyg܉oQp?@)nM{5LVڎfK."A/PAB_HˆdRVYj Ν|ȲdlMjhʯ7+L>q];8|ǟO ̳͘/]+<'-@NAKPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!j[1*drs/shapexml.xmlPK-!drs/downrev.xmlPK  \" G0  8   fNxaxa1?Rectangle 3"GAPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!rdrs/shapexml.xmlXn6}/ Zd}6VY$A-}(US@R{/ t?Uؔ993#]FZާ.gR'&2ߟF9/t*2{۟RN\ɰXIqJ}2Ԙˌ-ǥ]vJ+^x8*T^w k~fQ,̲<`<9Ӣ۹Lb$NcW/155`ďI"786+w֚Jԁ 5?P;gATblq)*dE|kCLγonC2Hb4Xtj$dZZIs1*FETBb3uH9 w $H~ RDLL:X[S;^X:B*sv>tz;`~㶚* c~_L$9/cOr2QBAJX'_ }%E/n"q ץXi{IGmK*ivI\}ZJ!=7=sqtX=dopOl2-ҭwꗗFe]cW}x!tx PK!64drs/downrev.xmlDQO0M5M:@ B0Daa]:}<9'ɷX =`+2ĕӆkD[ǤJVۛ]~k  TR!a:ԝS/ n[9ɲh8=4Ѧ y2t73>&\*u7ADx}/jL|8^C$ %d rPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!r*drs/shapexml.xmlPK-!64/drs/downrev.xmlPK6@`  S  (   zA??SHLDCOL1Picture 5SHLDCOL1`  NN?Rectangle 6Fr R(C) D Renwick     6Nd gEmployment Relations (1) 00 ((  HsN?Text Box 14qX JdBarriers to > EI in EM: Lack of management support for EM (e.g. Rover/KCC/Accenture) Unions may lack access to EM information, and education, & training in EM  all of which undermine union bargaining power Workers may not see EM as an issue  for them , unlike pay which may be a more direct concern  =  z  ` (S"> H  0޽h ? ̙330 xpd(  d, d  ~ 3N0e0e ?Rectangle 2   N f*Employee Relations (ER)/Involvement (EI)  + (  d  ~pN0e0e ?Rectangle 3"9 3 PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!X3drs/shapexml.xmlWn6;YFEb F`YqAKT"Ur,}>I!% zlCΐ~o4<-H >xLdK۫SΜ:hG:bݴJjt-KޙJjrcKѴwJ' 7Oz(4?Tzz>ǜiQb‰;%{k?&w3kɬxh45V֚n jJTk+x2#ۄd<71&Յ=6[??S KOƃc^OṘʭg)x8C`0:E USĖh4m vq<dgVnG-Ld05 Ykt]Ό !:Ŭ EqѢ]~UJ:,lH `smkQ` 6s#$;ۀP&Q/#! im!>u@PBg`Z @{Y&[Z>5! }#\_rnCVQ@gݨ1HZ-jb"=WԳiNݾť_"Stcgq픰kz6Oxtk`*^L6.(ENG/+V[p%(Be8}Jlh謢KSTœ54 sUP5&+LI!?6WRqUdp\-N @[٢vkBkS\sc?D2lOkj/r=p:]כy]_P+Wݪ+g}kVhWӲ߷*AN{bp|]IFNbm2y$?R=o0+ P P.N $|SJu$>ߝy>~[rhkQф jQF/ J9YیN(6J+ΈGo,Jܨ@àP !M Rkp`JUm햒C>]g!8cj)J bڲ=R 2WnJ#ɫ3qٗ_d+[eFgp)rS;ߜ46PvUC7eەz? m- Eܩ0?ZC6H9%8w ffdvyA Go[8qBoEݿ "8=JF)/4Cn0:HH/py344;.ty moPK!wdrs/downrev.xmlDN0DHHܨPiVU  I/ܖxb;6{,p|ٛVs㬂t [:JxVc,)ac锇JD !t\dG#C9M+o^ll|uMWmtvOuvW@}.̒48>{@^APK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!X3*drs/shapexml.xmlPK-!w drs/downrev.xmlPK( ' N yFirms may use EI to generate revenue & reduce pollution: e.g. 3M, (2,500 solutions/waste release halved/saved $300m, & later estimates of 4,750 projects globally/preventing 1.7bn of pollution/ saved $850m pollution control/raw material costs) e.g. American Airlines flight attendants recycled 616,000 pounds of aluminium cans (gain of $40,000) e.g. Dow Chemicals 173% ROI in 1st year. Other examples include schemes at Chrysler/Jeep, AT&T, Wheeling-Pittsburgh Firms may establish firm policies to support employee eco- initiatives, & use supervisors to support employee EM actions: e.g. GE Plastics, Lucent Technologies, Neste OyJ9 Z Zz Z0 Z9<.* )!/,q d zA??SHLDCOL1Picture 4SHLDCOL1  d NHN?Rectangle 5Fr R(C) D Renwick   H d 0޽h ? ̙330 f^X(  X* X  xkN0e0e ?Rectangle 2   ^Employee Involvement (EI) (1) $ $  X  xg0e0e ?Rectangle 3": 4 PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK![drs/shapexml.xmlWn6}/ Zd;86,0#Nǀ([ E$yoKz;C[Yː3<3琹.[I }wʙԩ H'9/t&2oFbXݨJjt)KޙJjƖ£kJ'J非wJQh~jVM-һԲ"K{1Lne J3i8&&}rM0Yhq.|䵵y)Eh~;!mR,ՒM(&pNx7f]4gubmyhWbdE=l FrY`"),n:\$2VglL?!c_8{x_ja%g ~б3]cB΄Nk=g9)MY ?ѳ*%C:KeX$lŨE̖@&GH^mBD9?T䁐 ":t S ;Iʏ2}A ?Zg|Ҥ`q}cʹ:, GIu3%jZN"؊\NSVۢڢ5[S(Ek-^-sv[ǰkfXهuy^^-Nvmċy̼m.F(EN'oGbx pARj'(6IZ$)RŐ&Tŋ>t rU 5&mW"Cq*M_mn 3h0FZ-N̈_GCvdCz`V6M;A\R(Oo&{3Fl_GFHy||+s$@أG˵A ܗ$O eq'jW[T Qk~quk-MCkt+Gԏv"k=S0sQi 1e檶"Õѥ['+=vހ.PLūޫqv1o|JA\['Yٶ: `T—xG?lQ{hf|aÖG28˷mPn+Y[\ '،Cohy/b/ASn-a1o!6_]vAZ{|7e .XI/$fPK! drs/downrev.xmlDQK0Co.C[Ƙ~kMRu>;|{qd;kڪ4&E5pfŜreO.4"B aȥu˚lbwNS5R9:EmKM- n}k!-7OZWvV4߷WD1K}Wl ש|`m4PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-![*drs/shapexml.xmlPK-! " drs/downrev.xmlPK) j<  N Firms may use EI as it can motivate workers in EM, by: Allowing them to detect leaks in production processes Increase team knowledge of causes of waste, & how to reduce these (as this is delegated to them). E.g s: Chrysler/Jeep (recycling) AT&T (waste disposal) 3M/Kodak/DuPont/Procter & Gamble (all waste reduction) See gains from EI in improvements in EM & workers H&S, & the development of more knowledgeable employees/supervisors in EM as a whole Est. & use worldwide Green forums to share info. Re. 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Hazardous/damaging substances & refusal to handle toxic waste - e.g. Unions & Greenpeace Seek legal rights for workers to paid time-off to attend training in EM, & be informed of outcomes on monitoring discharges/emissions z Z Z Z Z Z\i4 p zA??SHLDCOL1Picture 4SHLDCOL1p p NtN?Rectangle 5Fr R(C) D Renwick   H p 0޽h ? ̙33"0 IA(     ~N0e0e ?Rectangle 2  N I Union Role "     ~;g0e0e ?Rectangle 3"+ % PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!\bdrs/shapexml.xmlWn6;Yĉc#"1m#0,XeH;>KOoHYv=lw6,4G3$gTl-+Nx]3Sz'9/t&2[ƮbXݸJjt%KޙJjrcKAeIAN) ͯ^ϫYzYVd NO{iQ{BwD@I]e2+` =6,L3d䵵i%E5wjJT+\lˡ&h0:Ggͺ( `or[~Wbl^_oۄ. rY p8pt A7AEMQj77VmL׃PϜ=Yݯ3̣`| g>{Yrt]N >:Ů ă"+MY ?*%A?l> [1b3dl@(@(~FHovRiOaPJxQ I𓝄PK,X̟>boc@97_% igݰy5uC"؊'\R"ڠ;kQTV[%sZvǐkz&j[b=/~f D8Ǻ,JK j%SBEݗ]ݕfB ϯ=o?U͎0~WTҖ vMmCQw4q6q"ijh< 㱓T@H \;kʣ(N3Mzҵ@gRZ[j ZI<vJMkZS:s+keӌ{ߑ, )즵h\ +fݫJOu pa 06oR"}S}^|`R!]0ߐ2_;2%}G%+ctXʍ+aJ6m(6@nF[ZnqjQnJEmTA9%I lf1"vp%$l%*JKm>=@\ -.X#aWgE-8qF-f 9N \dFRz=Do*Gח+Y\b+x-iYHx̺yﰒa>aBfςƣdǮ*SOԓ+d+ ,gOc7f)cl"X6fr(0H؈lAA恁߿J;,SBwa:/[0A9)V[φd=uꐛAqA/_OO<1jb{ZWd PK!gkvdrs/downrev.xmlDJ1!l]ڴVQW(7?,IlooB/r08eQZxYcgrqy1L*hB3)}ِA?=q* ]-SN%Ƀ4r|huC('fu?-օMs2RWD!omfi:Q?\w9/FSPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!\b*drs/shapexml.xmlPK-!gkv drs/downrev.xmlPK <i N O Employers may encourage union members to be involved in Green programmes, e.g. Sony, who do this to < glass defects/waste glass & < energy use Be reluctant to involve unions in EM as they see EM as a mgmt issue (e.g. U.K. CBI oppose mandatory Green audits/union role in them, & see them as tools for mgmt control/assessment) : ^  ( A$! c  zA??SHLDCOL1Picture 4SHLDCOL1p  N`g?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙330 {s| (  | |  xfg0e0e ?Rectangle 2`  g MJobs & Employment  0 |  xlg0e0e ?Rectangle 3" PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!զIDdrs/shapexml.xmlXN#7w|[!VmhV{Y93d==!pgI{2EuEal߱]VZW>gR&+*N.8s^L(eŸﯿXIդsZ½3ԐƖchWJ' 7{(4+]TsKvnY!p?LQd(F@f&ݸ&wɬxib/ik&o5k)2GX"+RdO>.˳.*.ܳ-F " h5uE"؊\S϶֧Os2RѪA&/u.HTه]@yY/@wR4 ).1bOmq^Lb7uY" .ɇ[M9$re?u5J)U[lP4Ygi DF-4RU<ÐWU [cw*)Sij+3Ψ"I-T̎bAWK9zjrÁ0)'G@x!" 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J߸n Ķ[5%y8.MBo7PK! drs/downrev.xmlDN1EMfL|1ŕBjPLL`q;nB{qr&t@η\3ĕ- ˧;ˤDyK]E/PAB_H髆 [g0R;<&(&`iV U_o7/i*xSѿ*uy ɚ?z֩%ߌrõz>SSn ?PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!0*drs/shapexml.xmlPK-! drs/downrev.xmlPK < g RRecycling: May have created 35-78,000 new U.K. jobs by 2010, & complex schemes may create more skilled employment than landfill e.g. DTI, estimate up to 35,000 working on  green jobs in UK by 2020! Areas of job growth related to EM include: In the energy industry (up from 8k in 2007), & in: solar power/hydrogen/biofuels/coal-to-liquid tech. 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[ *^>2a|c; \FUFDlrz"QcA#巸nܓ$m77pnEOJ(6.1srz0gT^l;̺|;vD@y$XGYU*jߜquv2݀6 z4bvI诮K/'? #!ևYQ1"YDQs.)HcϽm+tntTh V$ mM5G"ڨrݽ/*دgj75)d2Af0)O5ʕ3!.w&DmrL\#SƤ_m+$ DcHXgQ.^Ah*l5;wP)̠e^ _":杕p0Jd좕*r.#\Ks)^ڻ:ז݃ϻDl-^G'r+ULSdMrf]Τ"+{MP&l -Zy,qIQ2]niD-Qn4 xnI&`rO95M N#]}gKG\_-+MjHM]mArZE,\> ;^NUkaW2:'64B\2|ie/ //D)R+,X#&u?PK!drs/downrev.xmlDMK1!ج.6-"RzަI$zzyg܉oQp?@)nM{5LVڎfK."A/PAB_HˆdRVYj Ν|ȲdlMjhʯ7+L>q];8|ǟO ̳͘/]+<'-@NAKPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!j[1*drs/shapexml.xmlPK-!drs/downrev.xmlPK  \" G0  8   fi{xaxa1?Rectangle 3"GAPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!rdrs/shapexml.xmlXn6}/ Zd}6VY$A-}(US@R{/ t?Uؔ993#]FZާ.gR'&2ߟF9/t*2{۟RN\ɰXIqJ}2Ԙˌ-ǥ]vJ+^x8*T^w k~fQ,̲<`<9Ӣ۹Lb$NcW/155`ďI"786+w֚Jԁ 5?P;gATblq)*dE|kCLγonC2Hb4Xtj$dZZIs1*FETBb3uH9 w $H~ RDLL:X[S;^X:B*sv>tz;`~㶚* c~_L$9/cOr2QBAJX'_ }%E/n"q ץXi{IGmK*ivI\}ZJ!=7=sqtX=dopOl2-ҭwꗗFe]cW}x!tx PK!64drs/downrev.xmlDQO0M5M:@ B0Daa]:}<9'ɷX =`+2ĕӆkD[ǤJVۛ]~k  TR!a:ԝS/ n[9ɲh8=4Ѧ y2t73>&\*u7ADx}/jL|8^C$ %d rPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!r*drs/shapexml.xmlPK-!64/drs/downrev.xmlPK6@`  S  (   zA??SHLDCOL1Picture 5SHLDCOL1  Nz{?Rectangle 6Fr R(C) D Renwick   c  H^{?Text Box 15i  Develop negative reinforcements (criticism, warnings, suspensions for lapses) NB: negatives teach little about waste disposal/disclosure Develop positive rewards in EM (e.g. feedback) Establish PRP in EM to gain stewardship/citizenship (esp. seniors) Link EM suggestion scheme to reward system & participation in EM initiatives to career gains (mgrs. advance by helping staff in EM) Use green tax breaks, Line have rewards to motivate employees in EM Difficult to assess staff efforts/results in EM, & to reward it   /; -0)   6({d ]Pay & Reward (P&R) ,0 ((H  0޽h ? ̙33M0 }(     xe{0e0e ?Rectangle 2  { OPay & Reward (1) "     xF{0e0e ?Rectangle 3"O I PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!Cq4drs/shapexml.xmlXn6?Y;'FEb F`Y1%*VC*I9NN~ZoHI=4bCΐyGjr~S*F']3S1o8s^L(e_/颚av*+Iҕ,{g*ˍ-G>*+԰,ժޠ?ڒܲ"/ѱps`qұj',ٓHpLm[ti:KU* M_t"ٕ~J[B@qFuܖ*foaZ<)bRt_M4r4E ~)P)RDE#$!>ᷳ/JS{i-UmD2 u$Jׂjn0Xzzg]3_j7wZ9(`#{0{;,8NJH ,UN0 ~(W4эSEw`paf#,M$c'mn@K%]_ZUwCѹ<̈MGJUUvyY=yC2,|rrQ r G A6[1;A@kEEqێ тсOSjH;m7Ɓ?:&5| b8}gtHD@&v$zL]_֖ PK!J1Odrs/downrev.xmlDAK1F!f[֦TE Cf,Ilo M@w\2ĵ7 {ˤD)yMMhD/QAPJ [g05R;<&MIZTmX=>,Ix|ѿ)uy ̼^tj">}Nr R`MPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!Cq4*drs/shapexml.xmlPK-!J1O7drs/downrev.xmlPK>  { };Use monetary-based Green reward systems: E.g. BFI, imp. % of mgmt monthly pay bonuses dependent on outcomes achieved in EM DuPont & Neste Oy use exec pay/bonuses for middle mgrs/seniors partly based on stewardship practices/perf. goals in EM - part of bonus system ICI set EM targets for senior mgmt PRP grading+ R    / ( '(Q$>TU  zA??SHLDCOL1Picture 4SHLDCOL1  NL{?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙33"0 (     ~\{0e0e ?Rectangle 2  { OPay & Reward (1) " G   ~>0e0e ?Rectangle 3"O I PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!Cq4drs/shapexml.xmlXn6?Y;'FEb F`Y1%*VC*I9NN~ZoHI=4bCΐyGjr~S*F']3S1o8s^L(e_/颚av*+Iҕ,{g*ˍ-G>*+԰,ժޠ?ڒܲ"/ѱps`qұj',ٓHpLm[ti:KU* M_t"ٕ~J[B@qFuܖ*foaZ<)bRt_M4r4E ~)P)RDE#$!>ᷳ/JS{i-UmD2 u$Jׂjn0Xzzg]3_j7wZ9(`#{0{;,8NJH ,UN0 ~(W4эSEw`paf#,M$c'mn@K%]_ZUwCѹ<̈MGJUUvyY=yC2,|rrQ r G A6[1;A@kEEqێ тсOSjH;m7Ɓ?:&5| b8}gtHD@&v$zL]_֖ PK!J1Odrs/downrev.xmlDAK1F!f[֦TE Cf,Ilo M@w\2ĵ7 {ˤD)yMMhD/QAPJ [g05R;<&MIZTmX=>,Ix|ѿ)uy ̼^tj">}Nr R`MPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!Cq4*drs/shapexml.xmlPK-!J1O7drs/downrev.xmlPK>  { *Use recognition-based rewards for mgrs: E.g. Monsanto/Dow/ICI/Coors (present awards at public meetings) Duke Power (awards publicised via news articles) Make recognition at different levels: E.g. at EG&G for individual/team/division contributions to waste < Xerox company-wide team excellence awards Body Shop pay staff to complete Green community service/events FedEx give 3 months paid leave to work on EM projects h( r (  (  ' &     zA??SHLDCOL1Picture 4SHLDCOL1  NH{?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙33:0 j(     x&>0e0e ?Rectangle 2`,  > K P&R (2)"    x>0e0e ?Rectangle 3"a [ PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!3drs/shapexml.xmlWN+7w|[qC A$N+EG味%[>KOolg )jpl؞ߌsqS+UFg|ϙԹ)*}n8s^B(eƷwL\ðXIͤsJ}0Ԑch{Nj/<UojQi~z-eU[1gZ8V^Iv{I10dfƚŠG' _8LW8M^YkWRqn/X3VVY1m`[7 GIZ.8-&oBLLY2}: mƇ>Y &rYx<t`0:À|'eo&W#@>hvJ԰(#`2%}n멲!5ҿ؝zȰ7I|ɳmܱ|6g݀ʄ6/򍐄ZYƏ((񣝆P⬐坳.H1!\’p4Y'1ysV<|{>ҭ׸kդ@DĿw]' 6 ]v|ަ%bwOk*^쾃*/ak_W)ݚKXlZ{+ \ j7Se8DUx:{JOnPrN~jjotW_[D9'#F)+ws4'!Ƹ^#d_F8sm"sډw7]VMo0 +Qc!D{iہ4 &Un 66\)4''v(ɥGMஇB SkPh:f#gTYTB=|h7wT^& X3qP5;^*UyߗbŸHM;ll$'@p ~[S\z_llBE&^'TÄwqYcHPm[5j%[a!+YF<S 1'0µ[cVAw*./HC6WYWSKOӇoC$ ܄A.~PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!3*drs/shapexml.xmlPK-!&xHdrs/downrev.xmlPKP  > \L Issues: Need to develop rewards to motivate juniors, & link promotions to staff outputs in EM. E.g. s: Amicus/Legal & General annual Green awards scheme (open to all non-mgmt staff) BSkyB: staff build points for Green behaviours on firm credit card to earn > benefits Sky: 1,300 cash incentive for hybrid cars (UoS?) first direct First direct: annual awards dinner recognises EM behaviours CIPD/KPMG: 8% of UK firms reward Green behaviours with non-cash rewards Shell: view (& reward?) staff highly with knowledge / experience in bio-fuels   P P   1    -=>cQ}  zA??SHLDCOL1Picture 4SHLDCOL1  N>?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙33"|0 (      xH_>0e0e ?Rectangle 2`Z  > ?P&R (3) (   xxc>0e0e ?Rectangle 3" PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!bZ=drs/shapexml.xmlWn6;.'FEb F`)z hUSJҎ>KOoHrESCΐк)[K S{L N.8s^PF˔oav* a㲅,{o*ˍ-G>w*+^xlTN=KXIJb_gɀ3-J 3x$;0pdlǛ/_0m>ZÞfnZbhv/Ղm/gf~\gh`]Z 7-+14yΰEr s12A?" ^/@b gonͦА/G#Aƾrbv_5P% \󡓜 }l_WȨ23rYG=Ҕc=22X*wa+F"&{3]J;!imBZD9?[ȯ$䦡B~Ja)? @PkBA”4B=lZ`qc}kh̄ϺVc tM"؊'\M2ւ֥>u2?Eؙb&͒HM@y;ܣ/f1bD&>Dt1 `^ʢ4\DrO>ޢX>1"]\c XRh3 gKigĆڊ*4PU_B0W᠛Xc ҏaSij+gT1k tbJ&V8$jJ9JojkVL-SJ`.2x'UG((2WA|bx 2FE -R@ ާΎ߃\K-ФOyx/7kƨ#v$p2mGoW#)_#)R4".ᷣT+6c.<ޅǏ5y}-v54AnovZ$V͎0~׊(jw ҂D{$q ű#e9Yh}!hϫ=,{372&ᐳ*(gJBN *ᒳBO M&ٸGR>#Jܣߒ\:3nفVj*CF|T&'6y; v4ѵL Wqx,ݭ)$u֬Kt ^liUjmԐ5 aj 8# jsƙE0wecpbg8 @ޫҦY/RݕN֥mRCFajYHfD-wue)rw¤]t/^QBRtP7CnMMf9H*gJ G aZ*Cw5qVU /XĵG5T2&I/OF/M^fZ,.% {~Q /,YA]&vbslYM;^:ҷcU3wf5C2_S>5hͽW9pR1o5ꨉaW/LPK!AEdrs/downrev.xmlDN0HHܨOI֭ԦNhlӦoYͧۉ#:Vp;@NllD;ǤLˋ)ڝxMM4"I8/ uCĉ흷OIn;yebi ՇͷUŸ_|J]_ HCd7Zbؿwk r9PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!bZ=*drs/shapexml.xmlPK-!AEdrs/downrev.xmlPK   > ^POrganisations may provide EM incentives. E.g. s: Car mileage for company cars can be extended to cover bike journeys/loans. Staff can be offered financial substitutes for car allowances encouraging car pooling/sharing. Company cars can be limited to journeys beyond public transport. Tax incentives/exemptions can be used to loan bikes/safety equipment to staff. Organisations can use a less polluting car fleet. E.g. Rover, used suggestion scheme where if savings made by staff were over a certain level, reward for them was a new car! Hence& 2  0  6I! R )  zA??SHLDCOL1Picture 4SHLDCOL1  N>?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙33"0 $(     x,Q>0e0e ?Rectangle 2Z  > GExit & ((O   xP>0e0e ?Rectangle 3" PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!odrs/shapexml.xmlXn6;Yĉc!"1mca)z,hUSJRS'7x P ÏHQwb[i]itIԫxqÙBB-S:q5Cc:ksZV}0԰VC^m *׽J!.%)[Vȥ?8ӢBO2C+%%﵎@"3m\;V`_$´d1LM[k^R䎪o/dxHV#Wʥ^3{w) 'x8jEgx ɮ{) up>Wɱܲ>>:ó0@L(ws(=,-F9:CԔ{΢8hE#?~f$lkQ 3#$oQ/+򝐠d(!vK,?ahOJ(u! Wxk;m (Fd)M[3ky3tVfډIe(RoD2.mq^$*+KaS.ŧrHbˈ}(klrMCE8HFhhբJ^W}P }UҎlskLdW"ġFyaQv 3igʮ`:P8x&<tz~!I"ntK)it)~*|zqvn>võReT͎0~׊(iA!ZRr-˩GtƎ`{9x|HݒVKnٱ^e|ʙϸԓ+s_.|2@FKL;[%y[oqvV{3!Tu߼[@+U&MSzZI}hNicTQՎnAr,{qwBɲmZ9H~>Wiތ,Atj=QA*&!!$D{mvK>Bd_ET:>ccEХIgC b.br3T+ݦs&M1W)v,V|:Pi GkZ=yWNjID#g;Y>CE" *.H=f|YhK$Aƒ';-𐙟J4^kD.\j̻dy wbD<(붱%l!{<&>e+PA)aZxn^ ^^Mp w ? FTaN|;6XphӪٽmP'?PK!drs/downrev.xmlDAO@F&͘x-,VQ!!)5zC[6 ă'oɬ78 V ދ1jl%' 0M0hs:lb%XbC LPd0 \GyO_Ir$ 5v썂.]>=GbQeaR߃珇6W-(ؽ9H^r.cPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!o*drs/shapexml.xmlPK-!drs/downrev.xmlPK q > Dismissal/exit de-briefings could include an EM dimension, as mgrs need to know why staff leave Employers formulate & use whistle-blowing codes, & provide legal protection for users of them Employers avoid stereotyping of whistle-blowers & use of  reverse whistle-blowing practices Managers to ask if Green issues are reasons for resignations (too little EM? moving to a more Green employer?) Exit interviews & whistle-blower accounts to gauge firm Green-ness a Z^ZZZZDZF/:ea  zA??SHLDCOL1Picture 4SHLDCOL1  Np>?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙33"T0 (      ~(>0e0e ?Rectangle 2Z  > GExit & ((   ~{0e0e ?Rectangle 3" PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!odrs/shapexml.xmlXn6;Yĉc!"1mca)z,hUSJRS'7x P ÏHQwb[i]itIԫxqÙBB-S:q5Cc:ksZV}0԰VC^m *׽J!.%)[Vȥ?8ӢBO2C+%%﵎@"3m\;V`_$´d1LM[k^R䎪o/dxHV#Wʥ^3{w) 'x8jEgx ɮ{) up>Wɱܲ>>:ó0@L(ws(=,-F9:CԔ{΢8hE#?~f$lkQ 3#$oQ/+򝐠d(!vK,?ahOJ(u! Wxk;m (Fd)M[3ky3tVfډIe(RoD2.mq^$*+KaS.ŧrHbˈ}(klrMCE8HFhhբJ^W}P }UҎlskLdW"ġFyaQv 3igʮ`:P8x&<tz~!I"ntK)it)~*|zqvn>võReT͎0~׊(iA!ZRr-˩GtƎ`{9x|HݒVKnٱ^e|ʙϸԓ+s_.|2@FKL;[%y[oqvV{3!Tu߼[@+U&MSzZI}hNicTQՎnAr,{qwBɲmZ9H~>Wiތ,Atj=QA*&!!$D{mvK>Bd_ET:>ccEХIgC b.br3T+ݦs&M1W)v,V|:Pi GkZ=yWNjID#g;Y>CE" *.H=f|YhK$Aƒ';-𐙟J4^kD.\j̻dy wbD<(붱%l!{<&>e+PA)aZxn^ ^^Mp w ? FTaN|;6XphӪٽmP'?PK!drs/downrev.xmlDAO@F&͘x-,VQ!!)5zC[6 ă'oɬ78 V ދ1jl%' 0M0hs:lb%XbC LPd0 \GyO_Ir$ 5v썂.]>=GbQeaR߃珇6W-(ؽ9H^r.cPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!o*drs/shapexml.xmlPK-!drs/downrev.xmlPK q > pCIPD: Equality Act (2006)  Tribunals to decide if  Green beliefs are grounds for protecting employees against discrimination in employment/vocational training - similar to those on  religious belief , are such beliefs respected? Employers may need policy in EM & to respond to  Green belief requests by employees (e.g. for less travel, more recycling facilities, more flexible working), to avoid claims that EM beliefs are ignored     A7/y  zA??SHLDCOL1Picture 4SHLDCOL1  N?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙330 /' (     x0e0e ?Rectangle 2   O Discussion (     x$0e0e ?Rectangle 3" PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!1S@STKdrs/shapexml.xmlWn6}/ Zd}Y;^Ql ǀX5E$yoKzxu_]H 05 ə3u:2xV!.4d&d1QHүhӜh׬Ɠ!:Y5*J1bՄZJ8(UQ22u.RxtII^ހHN[DG禦7B~  }2ރAr zQ[0 J6<{dkL݆9-y3%퍟f% |Q)4ղ)6 ` sϔ2d\mq˳s[k,n2{n[/ ]Wsuzm;tQܼez6"KO#:0"/oyQ'ˋO(@pEqV RP)ZySdžh*+"?\ {R+yv.88?tTw!0b7n5:!%*նY[cR-dĬrDٟ_3» y!l:LYPLxt^'($-ҀtAtlӢ!Aܓh?Bf;)EE&Ք̪ V6$<*xw||Y7E T*Om#ݭNv,s {ǟ lD|v`ֲ 6?-1<ݴǻY}j!;v5 hSn0 ( QPE{+M!#M$݀2nc9dbYhF^=H._fc}JҦ^-۷͛LxęMУ9gi<κ6hr/:)"5(y %5ڬ1U]J@C}*MRTj<(Y`gBY*ewWaDWi]r(0mK)%BؙW[ED߹;4|U]qKݟu^j揍z%<_D-arϼws[ | MsSPK!0drs/downrev.xmlDAO1F&fLI Bbbv馭{zf޶@> F qZ{x="1)8QbvGak$ TR!a:[In[yeҢ`GݏUM6뗇e>-WoI^\{NgZFY~?>[ r9?PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!1S@STK*drs/shapexml.xmlPK-!0drs/downrev.xmlPKd   JjAt present: Employees personal values aren t fully exploited towards achieving corporate EM initiatives Personnel/HR function appears under-rated and needs to interact with others re. EM matters Many orgs do not use an integrated approach to implement EM programmes & achieving it is difficult due to changing unsustainable practices that staff have learnt over decades Issues arise in changing the approach of some HR staff to green issues  as a minority are actively hostile to EM & feel it detracts from HR being taken seriously as a business partner (CIPD)   )  1, 3+)$N  zA??SHLDCOL1Picture 4SHLDCOL1p  NLȜ?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙33"B 0   0r (     x|ל0e0e ?Rectangle 2`   DDiscussion (1)    xۜ0e0e ?Rectangle 3   Some British HR mgrs question EM, saying: The existence of global warming is not proven, and there is a need for debate on Green issues The EM case is  not proven , &  a lot of hype Green employers are a form of  Green extremism HR should not jump on  political bandwagons , as this does the HR profession  no good when  striving to be taken seriously by business Problem: HR s professional identity is close to mgmt. Hart: it is  an ally to the present economic system that is destroying the environment itself Also, need to monitor all mgmt styles used in EM, & to engage mgrs in EM (as mgrs may not care) - ? )R "^4g*2~  zA??SHLDCOL1Picture 4SHLDCOL1  N?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙33"| 0 ,$0 (  R  C *ASHLDCOL1  <8;0 O D Renwick( 0 B Bx  c $ Y     s *hjm  ' HR Generalists (Today?) Light Green T'00B(B$ B$B(  s * !j '  1 HR Environmental Generalists (Tomorrow?) Green 820+B$B$B$  s *&S o  6 HR Non-Environ. Specialists (Yesterday?) Non-Green T060 B(+$ $B(   s *.33S +u 5 HR Environmental Specialists (Tomorrow?) Dark GreenT050 B(*$ $B$H  0޽h ? ̙330 qiP(     x:0e0e ?Rectangle 2P   DDiscussion (3) /   x>0e0e ?Rectangle 3"5 / PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!G?drs/shapexml.xmlWn6;Yĉ#"1F`)z\H'}>Zߐ=tw$gH|o8z)[K[F'|ϙԩ >\pV;3 5OWդzR%|\5t%KQ3ԐƖah{N8Tް?[[weE[cδ(qLaţbX#`̤OuFk2+C6-|L3]4ycy^I4s{X [ɖjK+&{~rty>^uAlbm__s/.KNOGr1R&Y `0"e- UK\CdBĿc\5ٳVr~@r04+YJtSN!:Ů waD^nUJKekC؊Q͝YD%Xj z ½B~#$>6-XS ;K)nE{Z%L: ~j+2?5`wa3}k<ʹ/Y>(" h5otC؊'*O_u2ETV&wЋe3UaQ^6׮t;$72^L[@D槦,Jg -%z-mqR[/xH:~`gӑyDd _Wȶȸ' %P4E:5$IXel{/2/QTwP1Ւ)_qٕA>S}ѕBtyclAeݾQznuݙۧ6${śK` p?O?DDڵxI;x7/RMo0 +QPE9ݫ4 &UnvgvlٔQ,wl̇,hFbz[P/sJܩItU%ѥ+6Z[d/a8k{J0%O5sBI !6+k&`,:FͳTj8ό3JHhBYTAB17b/k®wTgX]\K xPv[iR>v&m> aż[a ܥv&g$<VoVF??OQ% G%ȡr["z{ \uT+I8|,R 071@ξPK!̽_drs/downrev.xmlDJ1F!nYRm]`fn^g8g CoYt U^=AqL `X`t^1D R`MPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!G?*drs/shapexml.xmlPK-!̽_drs/downrev.xmlPK$ Pp   &FHR role could be to: Guide line mgrs to gain staff co-operation to implement EM policies & seek out allies to change the status quo Integrate HRM & EM, E.g NUMMI use knowledge mgmt, EI, EP, employment screening, training, redundancy, < status differentials, & mgmt style to > EM in practice Use org. culture to create climate of support for participation/collaboration. E.g. NUMMI use of employee screening for co-operative people, socialisation via intensive training to remove adversarial mind-sets, a no-lay off policy, and reductions in status differentials to generate trust  1 ` ?   zA??SHLDCOL1Picture 4SHLDCOL1  NX?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙33"0 7/`(     xh0e0e ?Rectangle 2I   FDiscussion (4) (   x`0e0e ?Rectangle 3"E ? PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!pL&drs/shapexml.xmlW]O#7}`@HİHl+E("TO2cOmOчj2;%1ٲ̲߬Ǻ2ڳ/!܌E$ڥ&0<3\S>!h՚吱±R;:&]#m.܋cļ6`8C%DŽq촳Ji?hؿ<Yw7DZ@/=ؗm#`3v'\0EH\fhz+W]oKמA]T컱B]g`\yy;n/dWv ,oo0)l59>PK!drs/downrev.xmlDN@FM|͘x'*SYA  ݡvw;B.'grɬ38 ^ltmKDh56Β3M&iw[:b)XbC LPTd0\KyO_Jr$H [ZTT|~vzy?EVװ R7 D.^??RsKSz!WPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!pL&*drs/shapexml.xmlPK-!, drs/downrev.xmlPK4 7W   Many U.K. HR staff embrace EM today. Examples: HR at Cable & Wireless implementing EM programme through global H&S function. E.ON optimise desk space  encourage working from home (if feasible), use online (live) meetings (to < staff travel between offices), & car-sharing Sky campaign to turn off power sources when staff leave offices, using 100% renewable energy, & introducing solar lighting. First direct travel policy to promote car sharing, and > use of public transport. 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Neste Oy: EM motivators = gender (women more), & professional values, but not pay! Hence importance of intrinsic motivation & vocational call as employee motivators to EM & not ethical concern &/or family/religious values  Y  X  3 9$' D4S,  zA??SHLDCOL1Picture 4SHLDCOL1  NpP?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙33"*0 j(      ~[0e0e ?Rectangle 2I9   DDiscussion (6)     ~c0e0e ?Rectangle 3"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!wldrs/shapexml.xmlXn6}/ Zd}FEb ˆSqATF"Uv<[i!)Y6Rv#pxfPmY46*]ΤJ2WO 3ZB+]Wc[1LVv\%|\5tlt%d6p蚧Ne ʢv/;)W3CffX/3%J SxTHv;Q1pdgě/#LO{aM=Ya5yk~YI4u;Y_ɗjܮ qxM?.Ea`Y7-̔Zu1,}y59%b0b,@Pz+thoY5v;ll m^9{1pHΊP|gp1cڒE[D>dBpYhNzK]VMռJIRS1jb+QI 6S${]P NH Ej{V]2 8niѳ6j@}z  :E ,þ҉H{)lj7MM8X=lvUۏhYExͷ@` KYznPK!pCdrs/downrev.xmlDAK@Fa`Sc%TEPh㘝&n];x@>t*H' ӝmUW3!;K N`8?cn鰋` *hc )Cݒ0qYf{ F>}##M/d* vZhR6 |r_̪UuaXށ4e5<:}No1D 8s\PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!wl*drs/shapexml.xmlPK-!pCdrs/downrev.xmlPK   *Emphasis on designing HRM policies that tend to promote worker co-operation/involvement with firm EM objectives extrinsic factors that centre on EM policies, & intrinsic ones on staff skills/values Firms need to offer staff motivating devices of immunity & protection when reporting EM issues p  V  c "OE  zA??SHLDCOL1Picture 4SHLDCOL1  N?Rectangle 5Fr R(C) D Renwick   H  0޽h ? ̙330 $m(  $ $  ~t0e0e ?Rectangle 2I9   = Conclusions   $ # ,0e0e ?Rectangle 3"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!wldrs/shapexml.xmlXn6}/ Zd}FEb ˆSqATF"Uv<[i!)Y6Rv#pxfPmY46*]ΤJ2WO 3ZB+]Wc[1LVv\%|\5tlt%d6p蚧Ne ʢv/;)W3CffX/3%J SxTHv;Q1pdgě/#LO{aM=Ya5yk~YI4u;Y_ɗjܮ qxM?.Ea`Y7-̔Zu1,}y59%b0b,@Pz+thoY5v;ll m^9{1pHΊP|gp1cڒE[D>dBpYhNzK]VMռJIRS1jb+QI 6S${]P NH Ej{V]2 8niѳ6j@}z  :E ,þ҉H{)lj7MM8X=lvUۏhYExͷ@` KYznPK!pCdrs/downrev.xmlDAK@Fa`Sc%TEPh㘝&n];x@>t*H' ӝmUW3!;K N`8?cn鰋` *hc )Cݒ0qYf{ F>}##M/d* vZhR6 |r_̪UuaXށ4e5<:}No1D 8s\PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!wl*drs/shapexml.xmlPK-!pCdrs/downrev.xmlPKq<  EM in HRM  Green HRM  can be understood through using a process model (detailed above) Green HRM is relatively new, as the HR function is one of the last management functions to  go green A future research agenda in Green HRM could include trying to understand what drives Green mgmt./employee behaviours (fear? guilt? other?) Read our SUMS Discussion paper on Green HRM, at: http://www.shef.ac.uk/management/research/papers/abstracts/2008-01.html & click on PDF in  Downloads/download the file See CIPD publication People Management for details of their  HR goes Green campaign ~ | V : B G5 c0 $ zA??SHLDCOL1Picture 4SHLDCOL1 $ N?Rectangle 5Fr R(C) D Renwick   H $ 0޽h ? ̙33y___PPT10Y+D=' = @B +0   t| (  t t  ~"60e0e ?Rectangle 2   BInitial Readings   t # h610e0e ?Rectangle 3"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!wldrs/shapexml.xmlXn6}/ Zd}FEb ˆSqATF"Uv<[i!)Y6Rv#pxfPmY46*]ΤJ2WO 3ZB+]Wc[1LVv\%|\5tlt%d6p蚧Ne ʢv/;)W3CffX/3%J SxTHv;Q1pdgě/#LO{aM=Ya5yk~YI4u;Y_ɗjܮ qxM?.Ea`Y7-̔Zu1,}y59%b0b,@Pz+thoY5v;ll m^9{1pHΊP|gp1cڒE[D>dBpYhNzK]VMռJIRS1jb+QI 6S${]P NH Ej{V]2 8niѳ6j@}z  :E ,þ҉H{)lj7MM8X=lvUۏhYExͷ@` KYznPK!pCdrs/downrev.xmlDAK@Fa`Sc%TEPh㘝&n];x@>t*H' ӝmUW3!;K N`8?cn鰋` *hc )Cݒ0qYf{ F>}##M/d* vZhR6 |r_̪UuaXށ4e5<:}No1D 8s\PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!wl*drs/shapexml.xmlPK-!pCdrs/downrev.xmlPKD; 6  Renwick, Redman and Maguire (2008) Jabbour and Santos (2008) Brio, Fernandez and Junquera (2007) (see Module Pack for full details) 0 d $ T- t zA??SHLDCOL1Picture 4SHLDCOL1 t NT 1?Rectangle 5Fr R(C) D Renwick   H t 0޽h ? ̙33y___PPT10Y+D=' = @B + N0 P(  X  C      S  0    H  0޽h ? 3380___PPT10.A?y_0 (((  (^ ( S     ( c $ 0    H ( 0޽h ? 3380___PPT10.A?yp0 x((  x^ x S     x c $ 0    H x 0޽h ? 3380___PPT10.A?y0 ((  ^  S      c $ 0    H  0޽h ? 3380___PPT10.A?yr M .* 5W%" %?'P-coxK-@(3 =: KeT?1yVQm0cEX, 8CjwHC~Y'GQ"Zp# \W1Oh+'0 hp   $ Green HR Processes at firm (1) ec1drDoug Renwick23Microsoft PowerPoint@@o@@ I@6; Ghg  ,V'&" WMFC9 <8?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<>?@ABCDFGHIJKLWRoot EntrydO)PicturesjCurrent UserESummaryInformation(ĭPowerPoint Document(^DocumentSummaryInformation8=Root EntrydO)JSq[@PicturesjCurrent User;SummaryInformation(ĭ      !"#$%&'()*+,-./0123456789:;<>?@ABCDW!_] jpantlandjpantland