Responsible Management Practices Research Articles

Identifying Factors to Increase the Adoption of Integrated Pest Management Practices: An Audience Segmentation Study

Tailoring programs based on audience needs and priorities is a critical component of effective programs. Audience segmentation research provides an opportunity to identify subgroups based on characteristics that affect their willingness to adopt a certain behavior and allows extension programs to fulfill a variety of needs and target the most important groups within a population. Currently there is minimal research exploring the factors that influence the sustained adoption of environmentally responsible pest management practices. As a result, the purpose of this study was to explore potential extension audience segmentation strategies by evaluating factors related to differences in residents’ intentions to use integrated pest management (IPM) practices.We used online surveys to collect data from a sample of 3,588 residents. We found relatively high intentions to adopt IPM practices but there remains room to increase adoption levels. Responses of undecided ranged from 14.7% to 23.1% across all pest management practices, which demonstrates the potential for an audience to be influenced to adopt an IPM approach. We also found that demographics, complementary conservation behaviors and engagement with the natural environment characterize meaningful subgroups to guide extension program design. Interestingly, we found an interrelationship between the intention and actual adoption of other environmentally responsible practices and the intention to adopt IPM practices. Respondents with greater intent to engage in IPM were also more engaged in general conservation, water conservation and fertilizer best practices. This demonstrates that previous engagement with other environmentally responsible practices may influence the adoption of IPM. Respondents with greater intent to engage in IPM also had less negative experiences with water quality and availability, implying the possible role negative consequences can play as teaching tools in extension program.

Towards a responsible talent management model

PurposeThis study aims to critically examine talent management practices and strategies from ethical and responsible management perspectives.Design/methodology/approachIt achieves its aim through conceptual analysis by theorising through the lenses of talent philosophies, the organisational justice theory, the stakeholder theory and extant literature.FindingsA responsible talent management construct and mode to guide the practice of talent management in a socially responsible way is developed. It argues that inclusivity; corporate responsibility; and equity and equal employment opportunity are the key underlying principles of a responsible talent management system. This study further argues that responsible talent management practices promote achievement of multilevel sustainable outcomes such as decent work, employee well-being and organisational well-being.Practical implicationsEmphasising responsible management and ethical concerns in organisational talent strategies and practices is non-negotiable, given the current level of interest in sustainable work and employment and in the quest to achieve sustainable human and organisational outcomes through management and organisational practices.Originality/valueThe development of a responsible talent management construct and model is original and novel and is expected to shape thinking and drive new research directions in the field of talent management. It further contributes directly to knowledge and practice by demonstrating how organisations can manage their talents in a responsible way.

Russian Coal Companies Ecological Responsibility Practices as a Social Development Harmonization Factor in the Globalization Context

In recent years globalization has created a new set of challenges and imperatives for industrial business, one of the most significant of which is greening. Indeed widespread environmental pollution increases many social groups interest. In the article the authors analyze Russian coal enterprises corporate management socio-environmental practices as a tool for regional social development harmonizing in a globalizing context. From the position of intellectual dynamics corporate social responsibility phenomenon substantial features are analyzed. Evolution features of Russian entrepreneurs socially responsible management practices reception are shown. Ecological aspect of management and environmental protection significance and vitality are justified in a view of the increased man-caused damage caused by coal industry enterprises. Environmental practices implemented features characteristic by the coal business in the openness and transparency world context are clarified. The list of advantages obtained by coal enterprises in the case of target groups environmental interests and needs satisfying is determined. It`s proved that greening becomes a modernization driver of coal business, as a result of which it is integrated into all business processes of enterprises. In conclusion, study main results are summarized.

INTERNATIONAL ORGANIZATION AND SUCCESSFUL MARKETING IN ALBANIAN STAKEHOLDERS

The key element for a successful organization is to do internal marketing; that is, to gain the support of the stakeholders and the visionary leaders who support the need to implement it. Implementing thoughtful remedies to put in place to overcome these stakeholder barriers and resistance are the opposite forces facing their resistance. Key leaders must empower their stakeholders and generating consensus. To accomplish this, leaders need to embrace their core basic values and beliefs of honesty, reliability, fairness, self-discipline, and develop responsible management practices to meet reasonable stakeholder expectations. The organizations must provide training and learning to empower their employees toward the desired direction, either technical, financial, political, etc. This paper explores, identifies, and assesses an implementation plan for many international organizations. This paper combines relevant literature research that is relevant to the implementation plan, and discusses issues, solutions, execution of the solutions, and evaluation of the implementation plan.

The influence of business schools on the ethical behavior of students: A study from Ghana

ABSTRACTBusiness schools are key actors in the education of the future managers of corporate bodies. The incessant business scandals and negative environmental impact by businesses across the world are exposing business school shortcomings. To instill the benefits of ethical practices at the individual, corporate, national and global level in the next generation of managers, business schools are being encouraged to purposefully incorporate business ethics education as a key component of responsible management education in their practices. This study examines the influence of business schools on students’ ethical behavior. The study employs structural equation modeling to validate the hypotheses developed from the literature review. Using empirical data from Ghana, the results firstly show that compared to business schools with public ownership, those with private ownership impact more positively on students’ ethical behavior. Secondly, is found that business schools which have an affiliation status with bigger business schools impact positively on students’ ethical behavior. Lastly, the findings show that teaching of business ethics in business schools, whether as a core course or an elective, has no significant effect on the ethical behavior of students. Implications of the findings on responsible management education, policy and practice are suggested.

Ethics in educational technology research: Informing participants on data sharing risks

AbstractParticipants in educational technology research regularly share personal data which carries with it risks. Informing participants of these data sharing risks is often only done so through text contained within a consent form. However, conceptualizations of data sharing risks and knowledge of responsible data management practices among teachers and learners may be impoverished—limiting the effectiveness of a consent form in communicating such risks in a manner that adequately supports participants in making informed decisions about sharing their data. At two high schools participating in an educational research project involving the use of technology in the classroom, we investigate teacher and student conceptions of data sharing risks and knowledge of responsible data management practices; and introduce a communication approach that attempts to better inform educational technology research participants of such risks. Results of this study suggest that most teachers have not received formal training related to responsibly managing data; and both teachers and students see the need for such training as they come to realize that their understanding of responsible data management is underdeveloped. Thus, efforts beyond solely explaining data sharing risks in an informed consent form may be needed in educational technology research to facilitate ethical self‐determination.

Exploring the Link Between Socially Responsible HRM and Affective Commitment of Employees in Ethiopian Context

This investigation focuses on the impacts of socially responsible human resource management (SR-HRM) methods on affective commitment (AC) as well as the intervening impact of perceived organizational support (POS) for this association. Primary data depending on 555 respondents owned by various socially responsible companies within in Ethiopia were gathered. The data were analyzed with Partial least squares structural equation modeling (PLS-SEM) techniques using SmartPLS to determine the hypothesized connections concerning socially responsible -HRM and affective commitment.The outcomes have uncovered that the employees’ perceptions of socially responsible human resource management (SR-HRM) practice impact affective commitment indirectly via perceived organizational support in Ethiopian setting. This research enhances the literature by analyzing the causal association concerning socially responsible HRM practices and employees' affective commitment in developing country context. Keywords : Socially responsible human resource management, affective commitment, perceived organizational support. DOI : 10.7176/EJBM/11-9-16 Publication date :March 31 st 2019

Flexible Yet Firm: The Practice of the AAT and the Courts in Reviewing ASIC S 206F Management Disqualification Orders

Section 206F of the Corporations Act (2001) provides ASIC with a cheap and flexible enforcement power to disqualify for up to five years persons who have been involved in managing two or more failed companies within a seven year period. Individuals who have been disqualified under s 206F may challenge such disqualifications through the merits review process at the Administrative Appeals Tribunal (AAT), and in further limited circumstances, through the courts. This article examines the 36 AAT decisions that have determined challenges to the corporate regulator’s disqualification orders. It shows that whilst the Tribunal has set aside or varied around half of these disqualification orders (based in several cases on the consideration of fresh evidence), the Tribunal has nevertheless demonstrated a firm approach to upholding standards of responsible corporate management in those disqualification orders that it has affirmed. The article concludes by outlining potential reforms to s 206F to further enhance the effectiveness of this provision in deterring insolvent trading and ensuring responsible corporate management practices.

BARRIERS TO ENVIRONMENTAL MANAGEMENT IN HOTELS IN KWAZULU- NATAL, SOUTH AFRICA

In the last two decades an increasing number of studies have focused on the impacts of tourism development on the environment aimed at the depletion of natural resources, the generation of waste and pollution and general environmental degradation. Consequently, the huge growth in the hotel industry has considerably affected the environment at a global level as the sector consumes large amounts of energy, water and non-durable products. Hotels are therefore now urged to engage in responsible and sustainable environmental management practices. Often hotel managers are keen to engage in responsible environmental practices but are unable to do so due to certain impediments. This article examines the barriers or challenges that are faced in adopting more sustainable and responsible environmental management practices in hotels in KwaZulu- Natal, South Africa. n total, 142 hotels (including hotel chains as one entity) were identified in KwaZulu-Natal and a census approach was adopted, in that all 142 were approached to participate in the study. Sixty hotels responded. Data was collected through a web-based, online survey questionnaire. The findings reveal that hoteliers are faced with a number of barriers in the implementation of environmental management practices. These barriers include lack of knowledge and expertise, lack of resources to implement certain environmental management practices, lack of government assistance, lack of legislation and regulation and high costs. Furthermore, a noteworthy finding is that a number of hotels in KwaZulu-Natal are unaware of the savings potential associated with environmental programmes, that is, the direct benefits to their establishments.

Re-Aligning Society and Its Institutions

Many business and government institutions appear to have failed in meeting society’s expectations of them. Continuing scandals and failures, as well as an increasingly obvious lack of responsibility to customers, have caused communities to question the probity and operation of these organisations. Consequently, “social licence to operate” is becoming an increasingly common process and one which demands a change in management philosophy and behaviour in our institutions. Improving the quality of responsible management practice is a critical element in this new management philosophy, and which demands an intense focus on including ethical considerations in the core management competence of decision-making. We draw on a combined 100-plus years of international consulting experience, “C“ and senior executive work experience, and academic research to present a practical framework for responsible management practice which, we believe, can also form the foundation for the required organisational cultural transformation required of many existing organisations.

Strategic corporate social responsibility or responsible performance of sporting organisations in Australia

The purpose of this article is to understand how Australian national sporting organisations communicate corporate social responsibility (CSR) practices in their strategic plans. The overarching aim of the article is to understand the main categories and sub-categories of interest to the sporting organisations in Australia when communicating their responsible management practices. A total of 42 strategic plans of Australian national sporting organisations were qualitatively content analysed using NVivo software. The results identified eight categories of importance and several sub-categories. It is identified that rather than focusing on the strategic orientation of CSR, sporting organisations need to embrace an integrated theoretical framework to communicate responsible performance of sporting organisations (RPSO) to various stakeholders.

Effects of responsible human resource management practices on female employees’ turnover intentions

This study focuses on the effects of socially responsible human resource management (SR‐HRM) practices on female employees’ turnover intentions and the moderating effect of supervisor gender on this relationship. With a sample of 212 female employees from eight different industries in Finland, the results indicate that SR‐HRM practices promoting equal career opportunities and work–family integration play a significant role in reducing women's turnover intentions. The study adds to the academic discourse of corporate social responsibility by highlighting the impact of the organizational‐level HRM determinants on the individual‐level outcome. In addition, supervisor gender makes a difference in the studied relationship: female supervisors have a stronger and more significant impact on the relationship than male supervisors. Our findings suggest that organizational measures which support work–family integration should be taken seriously to decrease female employees’ turnover intentions. Male supervisors could adopt some gender‐incongruent leadership behaviors, such as individualized emotional concern and caring when dealing with female employees. In the future, other gender combinations in the supervisor–employee relationship would merit research.

Sustainability Management Teaching Resources and the Challenge of Balancing Planet, People, and Profits

Over the past decade, there has been a notable increase in discussions surrounding the integration of global sustainability issues and responsible management practices into the business school curriculum. What we have yet to see, however, and what we would like to begin with this introduction, is a meaningful discussion regarding the overarching goals of sustainable and responsible management education as they relate to the available teaching and learning resources in this domain. To achieve this, we first identify the tensions between teaching sustainability to change the world for the better and those aimed at making companies better off. We propose that there should be a balance between these two aspirations. We then turn to the thoughts of academic practitioners in the field with a survey of 169 management and sustainability instructors. Results indicate that respondents use papers, cases, and videos to teach courses in this field, while textbooks and electronic resources (i.e. databases, simulations, and apps) are only marginally utilized. The respondents are only moderately satisfied with most of the available teaching resources as well as the integration of existing resources within general curricula. The results show some interesting differences between postgraduate and undergraduate courses and also between junior and senior instructors. In this introduction, we argue that the moral enthusiasm for teaching in the sustainability domain must not take away from precise analysis of problems, solutions, their implementability, and their interconnected complexity. As such, we propose a set of five recommendations for the design and selection of sustainability management teaching resources that will effectively address issues related to planet, people, and profits.

Towards a configuration of socially responsible human resource management policies and practices: findings from an academic consensus

The integration of socially responsible behaviour has become a strategic priority for companies in recent years. Academic contributions that merge the fields of corporate social responsibility (CSR) and human resource management (HRM) have been expanding, demonstrating a broad sweep of benefits reflected in greater levels of commitment, motivation, and performance by employees. However, little has been clarified about what academics and business management understand to be a configuration of socially responsible human resource management (SR-HRM) practices. This paper aims to define and provide an initial academic approximation of a set of socially responsible human resource practices. In order to accomplish this objective, a content analysis was conducted based on a review of the literature, CSR reports, and international CSR standards such as the Global Reporting Initiative and ISO 26000. The theoretical findings were supported by a panel of experts who inspected them over three rounds of reviews. The sample for the study was created by consulting the academic literature, strengthened by the input from the panel of experts. The results show an academic consensus of 80%, and support the existence of a valid configuration of 8 socially responsible human resource policies divided into 32 practices.

Reproductive characteristics of female white-tailed deer (Odocoileus virginianus) in the Midwestern USA

Knowledge of reproductive characteristics of wild populations is necessary to inform responsible management decisions that promote herd health. As management, goals, and free-ranging populations change over time and landscapes, updated knowledge of reproductive characteristics are needed to inform responsible management practices. We estimated reproductive characteristics of female white-tailed deer in Illinois, including pregnancy rate, litter size, fetal growth and fetal sex ratio. We found maternal age to have an important influence on several reproductive factors. Approximately 66% of tested females (n = 3884) were pregnant and pregnancy rates increased with increasing maternal age, from 20.5% in fawns to 85.8% in adult deer. Litter size ranged from 1 to 5 fetuses per pregnant female. The average litter size was 1.9 ± 0.54 fetuses per pregnant female and also increased with age, from 1.2 in fawns to 2.0 in adults, respectively. Breeding season peaked in November with the mean estimated conception dates of fetuses varying with maternal age. Fawns conceived fetuses later in the breeding season (December 2) compared to yearlings and adults (November 11 and 8, respectively). We measured the body mass index (BMI) of all fetuses and found that litter size and female age influence fetal size. We found no bias in fetal sex ratio (average 1.0:1.0, male:female) but we observed a sex bias in fetal size (mean BMI male = 0.71, female 0.67) across all maternal age classes. A comparison of the current study and previous reports indicate that variation in maternal age within a population is an important driver of reproductive metrics, likely because maternal age and body size or condition are related. Furthermore, variation in resource availability will influence reproductive rates, especially among fawn females.

Crafting Responsible Management Practices in Business School Learning Outcomes: An Indian Case Study

Management education is increasingly facing societal demands for becoming responsible business. Many management institutions have therefore become involved in embedding sustainable development as part of responsible management education into their academic system. This was also due to use of ‘responsible management’ as one of the important criteria in the international accreditation process and thus leading to greater acceptability amongst its target audience. The United Nations (UN)-supported Principles for Responsible Management Education (PRME) initiative is an important catalyst for the transformation of management education in this direction. The research was based on analysis of around 60 peer-reviewed articles in the field of responsible management education to understand important categories where the institution can commit for implementation of sustainable development. The next part of research focuses on studying the declarations, charters or initiatives for higher education for sustainable development. Further, the research for this article was built upon discussions on implementation of PRME in designing the student learning outcomes (SLOs) for management education. The article intends to study the case of one institute from North India that has made an attempt to adopt the six (plus one) principles of PRME into the curriculum design for its Post Graduate Diploma in Management (PGDM). The article serves as an instrument to help higher education institutions (HEIs) that are planning to adopt PRME as it explains the processes, challenges and benefits of implementing PRME throughout the system.

Strategic corporate social responsibility or responsible performance of sporting organisations in Australia

The purpose of this article is to understand how Australian national sporting organisations communicate corporate social responsibility (CSR) practices in their strategic plans. The overarching aim of the article is to understand the main categories and sub-categories of interest to the sporting organisations in Australia when communicating their responsible management practices. A total of 42 strategic plans of Australian national sporting organisations were qualitatively content analysed using NVivo software. The results identified eight categories of importance and several sub-categories. It is identified that rather than focusing on the strategic orientation of CSR, sporting organisations need to embrace an integrated theoretical framework to communicate responsible performance of sporting organisations (RPSO) to various stakeholders.

Enfoque de la responsabilidad social empresarial en las pymes vinculadas al sector salud de la zona suroccidente de Bogotá

Este trabajo explora el enfoque de la responsabilidad social en las pymes vinculadas al sector salud de la zona suroccidente de Bogotá, como base para definir un instrumento que fortalezca la gestión de prácticas socialmente responsables. La metodología utilizada considera la aplicación de un cuestionario a 105 pymes, cuyos resultados fueron consolidados y analizados a través de una matriz en la que se contrastan enfoques teóricos de responsabilidad social a la luz de cuatro teorías: actuación social de la empresa, valor para el accionista, grupos implicados y ciudadanía empresarial y enfoques prácticos. Se consideraron las siguientes materias fundamentales de responsabilidad social: gobernanza, derechos humanos, prácticas laborales, medio ambiente, prácticas justas de operación, asuntos de consumidores y participación activa de la comunidad. Como resultados en lo referente a enfoques teóricos, la gestión socialmente responsable de las pymes encuestadas muestra una clara tendencia hacia el desarrollo de prácticas que se limitan al cumplimiento de lineamientos normativos. En lo que respecta a la evaluación de los aspectos prácticos se identificó un mayor nivel de desempeño en materia de participación activa y desarrollo de la comunidad, seguido por la adopción de elementos de gobernanza.

Editorial

Conversations about projects and project management are changing. Project Management researchers and practitioners are no longer only focused on the processes and practices, but increasingly looking for ‘some truths’ of project management (Morris, 2016) – truth that can be as likely found when considering values as much as knowledge. And what is considered to be so valuable that a new journal is needed to reveal those truths? Quite simply…a better world where humanity’s problems are alleviated through shared and publicly available innovative projects, and socially responsible project management research and practice. And what is PMRP’s role in this quest? To provide a forum where informed dialogue can occur with project management researchers, practitioners and other stakeholders.

Empowering practical wisdom from religious traditions: a ricoeurian approach

Multiple strains of research are currently claiming to bring back normative perspectives into business analysis. In line with a series of publications from different disciplines we refer to the traditional concept of Practical Wisdom for that purpose but link it substantially with narrations from religious and spiritual traditions. Aware of potential resistance against such a project we discuss some basic objections, which might be provoked inside of the business education community. Critics question religious and spiritual traditions as such but also their relevance for modern business practice. Referring to to Paul Ricoeur’s concept of metaphorical language we critically sketch a practical wisdom-based approach that employs religious and spiritual traditions as point of reference for responsible management practices but avoids the trap of fundamentalism or normative reductionism. Finally, we will conclude by suggesting the scope of possible applications and the direction of further research.