Abstract

Media, entertainment, and other forms of popular culture play a significant role in shaping our perceptions of others. For many of us, popular culture is the primary way we learn about people who are different from us. The problem, though, is that many representations are based on cultural stereotypes, which tend to marginalize and caricature members of non-dominant groups. Through these representations, we see a limited, and distorted, view of others. Both entertainment and news media are powerful forces in creating and perpetuating negative cultural stereotypes, especially about racial and ethnic groups. In television and film, characters from non-dominant racial and ethnic groups often fall into formulaic tropes, and their storylines easily follow cliche narratives. The consistency of these representations reinforces stereotypes and makes them more readily available in our minds. Over the last decade, museums have experienced a strong cultural shift from object-oriented towards audience-oriented strategic approaches. The new approaches need to be addressed due to social change and the advent of communication technology as a result of the establishment of new forms of community. This research paper examines the relevant literature on this transformation and presents supportive evidence of the impact that social media have upon the relationship between museum institutions and their audiences. The Department of Museums Malaysia's Facebook page provides a comprehensive evaluation of the museum's general social media strategy. Given the widespread and dominance use of Facebook and other social media, the degree of engagement of museum institutions and social media seem to have become an inseparable factor on the scale of effectiveness of the relation with museum audiences and the levels of visitor attendance. The purpose of this research aims to provide an initial comprehensive set of insights into the use of social media by museum institutions by using one of the most prestigious museums in Malaysia as a case study.

Highlights

  • Green Human Resource Management is defining as the motivations for the employees to promote the sustainable practices and ensure that employee aware and commit on the issue of sustainability (Vij et al, 2013); (Mandip, 2012); (Marhatta and Adhikari, 2013)

  • According to Yusoff et al (2015) green human resource management (HRM) are related to Work-life balance (WLB) and corporate social responsibility (CSR)

  • All respondents have emphasized about the benefits by adopting green HRM to organization, employees and all stakeholders while respondent 4 deny its usefulness to the stakeholders

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Summary

Introduction

Green Human Resource Management is defining as the motivations for the employees to promote the sustainable practices and ensure that employee aware and commit on the issue of sustainability (Vij et al, 2013); (Mandip, 2012); (Marhatta and Adhikari, 2013). Understand, appreciates, practices green initiative and maintain its green objective is a way to create green workforce in green HRM in organization (Ahmad, 2015). It means that all employees in HR department must have to understand the “green” practices on their task in human resource department

Research Background
Problem Statement
Research Objectives
Literature Review
Developing the Culture of Green HRM
Improve the Quality of the External organization
Increasing the Quality of Employees
Reduces the Overall Cost of the Organization
Reduce the Use of Paper in Organization
Saving the Energy of Organization
Qualitative Methodology
Sampling for Qualitative Research
Method of Data Collection
Data Analysis
Description of Respondent
Company 2
Company 3
Company 4
Analysis of Objective 1
Analysis of Objective 2
Analysis of Objective 3
The Exploration of Themes for Objective 1
Activities or Practices in HR Department Electronic System
E-Recruitment
E-Letter
E-Training
The Exploration of Themes for Objective 2
Problems Occur
The Exploration of Themes for Objective 3
To Employees
To Stakeholders
Objective 1
Objective 2
Objective 3
Findings
Recommendations and Conclusion
Full Text
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