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Добірка наукової літератури з теми "Sustainable organizational development"

Автор: Grafiati

Опубліковано: 30 травня 2022

Оновлено: 31 травня 2022

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Статті в журналах з теми "Sustainable organizational development"

Vargas-Hernández, José G. "Sustainable Organizational Development." International Journal of Environmental Sustainability and Green Technologies 13, no. 1 (January 2022): 1–19. http://dx.doi.org/10.4018/ijesgt.289034.

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This study is aimed to analyze the various features and elements related to strategic organizational sustainability. The analysis departs from the assumption that traditional organizations must face a lot of challenges posed by the new global economy context confronting contradictory patterns of globalization and des-globalization processes. To create the new conditions for the organizations not only to survive but to succeed, it is proposed a new model based on designing and implementing strategic organizational sustainability, abandoning the narrow focus on economic growth and profits to embrace the social inclusion and equity as well as the environmental sustainability issues. Keywords: Economic growth, Organizational sustainability, organizations, social inclusion, strategy, sustainability.

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JANISZEWSKI, Adam. "Organizational responses to sustainable development challenges – conditions & consequences." Scientific Papers of Silesian University of Technology. Organization and Management Series 2021, no. 150 (2021): 29–46. http://dx.doi.org/10.29119/1641-3466.2021.150.3.

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Purpose: The aim of the paper is to discuss assumptions that stand behind the idea that, in order to analyze a way in which organizations are willing to respond to environmental challenges, it is necessary to consider how the diffusion of knowledge related to sustainable management practices can impact on decision making dependent on managers’ cognitive frames. The analysis is focused on the sensemaking process initiated by a necessity to make a decision on whether to engage in a sustainability project involving steps to be made to protect natural environment. The attention is paid to its possible realization dependent on cognitive frames used by decision makers. This way of analysis allows for better understanding of factors which may hinder enterprises from implementing sustainability idea. In the paper current literature related to the topic is reviewed and next selected issues considered as critical for understanding the matter are described and discussed. Design/methodology/approach: Theoretical analysis is conducted and the key assumptions of critical realism related to ontological and epistemological dimensions are implemented. The importance of abductive way of thinking is outlined. Findings: In general, it is argued that managers who are more likely to accept paradoxical nature of challenges related to the implementation of sustainability tools should find it more useful to follow multidimensional paths through which they may reach stakeholders. It is also presented that in order to show how decisions as to implement the sustainability idea can be made, it is necessary to take into account consequences that are to arise from the fact that attitudes towards sustainability management are influenced by historical conditions. Because of the wide array of actors who may contribute to the successful implementation of the sustainability idea, it is predicted that different cognitive approaches should be used. The arguments that are provided appear to also prove that it is useful to consider deeply relations among sensemaking process and cognitive frames used by managers. Originality/value: The paper includes an authorial analysis in which conclusions are inferred based on hitherto conducted research and formulated research propositions related to sensemaking process, cognitive aspects of making decisions as well as to issues of building legitimacy in the light of environmental challenges which modern enterprises need to deal with. The analysis can provide decision makers with some new insights as to why they make decisions as they used to, which next should allow them to change their habits

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Ogunola, Abiodun Adekunle. "Harmonizing the Employment Relationship for Sustainable Organizational and Personal Development." Journal of Advanced Research in Psychology & Psychotherapy 01, no. 3&4 (October 15, 2018): 1–11. http://dx.doi.org/10.24321/2581.5822.201801.

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Siebenhüner, Bernd, and Marlen Arnold. "Organizational learning to manage sustainable development." Business Strategy and the Environment 16, no. 5 (2007): 339–53. http://dx.doi.org/10.1002/bse.579.

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Tregidga, Helen, Kate Kearins, and Markus Milne. "The Politics of Knowing “Organizational Sustainable Development”." Organization & Environment 26, no. 1 (January 20, 2013): 102–29. http://dx.doi.org/10.1177/1086026612474957.

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Kuebler, Caroline G. "Improving Organizational Relationships in Sustainable Development Projects." Journal of Sustainable Forestry 16, no. 1-2 (January 2003): 143–60. http://dx.doi.org/10.1300/j091v16n01_07.

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Budiman. "Realizing Sustainable Organizational Competitive Advantage by encouraging Sustainable Human Resource Development." ENDLESS : International Journal of Future Studies 2, no. 1 (June 29, 2019): 85–93. http://dx.doi.org/10.54783/endless.v2i1.43.

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Анотація:

The competition is so tight that the company must have a competitive advantage. One of the biggest drivers of a strategic edge is the human capital it provides. In the past, human resources is merely a service operation as a competitive advantage for an organization. Yet, human capital is now one of the most critical aspects of building a competitive advantage. This paper discusses how human resource development strategies have a sustainable competitive advantage and how to transfer good strategies, policies, or superior knowledge to subordinates. This research employs a qualitative approach to the discussion of the data produced by the method of explanation. The findings indicate that high-performance human capital can respond to the times are needed to achieve a sustainable competitive edge. For this reason, sustainable human resource development is required by taking into account several things, namely: integration of HR activities with the company's mission and objectives, environmental observation; management support for HR; formulating and implementing HR policies and plans; alignment of HR with its activities; expanding the role of human resources by holding specialist training according to their talents following the ideals of the company and evaluation of the individual's own contribution.

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Malakhovskyi, Yurii, and Mohamed Mohamed. "Mechanisms for Sustainable Development of Airline Alliances." Central Ukrainian Scientific Bulletin. Economic Sciences, no. 5(38) (2020): 48–55. http://dx.doi.org/10.32515/2663-1636.2020.5(38).48-55.

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The purpose of the publication is to deepen the theoretical and methodological provisions and develop scientific and practical recommendations for improving the organizational and economic mechanism of resource management of sustainable development of global alliances in the international cluster of passenger air transportation. Strategic bases of formation of the system approach to management of economic resources of participants of alliances are formulated. The list of principles for the implementation of a systematic approach to the management of economic resources of aviation enterprises (UERAP) includes integrity, structure, hierarchy, the relationship between the organizational system and the external environment, adaptability and flexibility, multifacetedness. Thus, integrity is understood as activity on increase of safety of flights (FS) on the basis of strategic management of economic resources of the enterprise which has general character, is shared by all useful within system of functioning by divisions of the enterprise. Multidimensionality reflects the complex structure of the system, which operates taking into account the peculiarities of the deployment of elemental, functional, organizational and dynamic aspects of activity. It is proposed to design systems for improving the efficiency of MERAE in the form of a set of organizational structures, specific forms and methods of management, which ensure an adequate level of FS by implementing measures for effective management of three types of resources (economic, financial and material). The thesis on the possibility of providing a flight safety management system (FSMS) by means of planning organizational measures to identify and eliminate the risks of incidents, cooperation on their prevention by all participants in the air transport system during flights, organizational support and investigation of non-standard events is substantiated. It is proposed to subordinate the FSMS to a clear sequence of organizational structures, responsibilities, guidelines, policies and procedures for managing certain elements of ERAE: personnel, technology, aircraft, information flows, motivation system, quality management. These elements are considered as part of the subsystems of a set of measures to improve the management of ERAE in order to ensure FS.

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Boljević, Agneš, Maja Strugar-Jelača, and Srđana Boljević. "Research of organizational creativity elements in the function of organization's sustainable development." Ekonomski pogledi 19, no. 2 (2017): 99–113. http://dx.doi.org/10.5937/ekopog1702099b.

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Cioca, Ivascu, Turi, Artene, and Găman. "Sustainable Development Model for the Automotive Industry." Sustainability 11, no. 22 (November 15, 2019): 6447. http://dx.doi.org/10.3390/su11226447.

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Анотація:

The relationship between sustainability and business has become one of the central debates at the national and international level in both industrialized and emerging countries. A series of existing business models lack some critical aspects. The automotive industry strongly affects economic development, requiring rethinking business models in order to reduce their impact on the environment. An evaluation of the websites of the major automotive industry companies shows they have reported sustainability (through different methods) and present various practices in implementing organizational sustainability (OS). This paper aims to present a new business model for the automotive industry that takes into account the three dimensions of sustainability and emphasizes the importance of involving stakeholders in the OS approach. This model is developed based upon the literature review of three focus groups with a participation of 33 automotive industry members, of which three are highly-skilled experts of the industry. The proposed sustainable development model is scientifically relevant as it considers that all dimensions of sustainability exist and aims to increase organizational capacity for sustainable organizational development. It is also relevant from a practical point of view because it has been developed and validated by industry experts with automotive industry companies, taking into account the industrial, technical, and technological requirements for organizational sustainability assessment. The findings of this research will guide shareholders and managers in planning and developing organizational strategies.

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Дисертації з теми "Sustainable organizational development"

Doyle, Molly, Dermot Hikisch, and Shawn Westcott. "Organizational Networks as Catalysts for Strategic Sustainable Development." Thesis, Blekinge Tekniska Högskola, Avdelningen för maskinteknik, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2318.

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In an increasingly connected and interdependent world, the global sustainability challenge needs to be addressed by organizational networks from a whole-systems perspective. This study explores organizations through the lens of network theory and the Framework for Strategic Sustainable Development, with a special focus on networks already considering sustainability issues. The purpose of the research was to identify key factors critical to the success of an organizational network in the sustainability field, as well as define specific barriers to success for these networks. These specific factors and barriers to success are identified and explored across: Academic, Business, and Non-Profit sectors, with the ultimate objective of increasing the performance of Emerging Sustainability Networks (ESNs), removing barriers in the field, and planning strategically to achieve success in the sustainability movement.

shawn.westcott@gmail.com, doyle.molly@gmail.com, dermco@gmail.com

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Atwood, John. "Building a sustainable learning and development culture through communities of practice." Thesis, Pepperdine University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1541700.

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The world has become considerably smaller through the effects of technology, media, science, transportation, the Internet, and the spread of global commerce. There has been a great deal of discussion about how to manage knowledge and foster individual, group, and organizational learning. The purpose of this study was to investigate the practices and behaviors that led to the formation of communities of practice (CoPs) in a multinational corporation, their impact on distributed global offices, and their influence on a learning and development culture. The study addressed the following question: What impact do CoPs have on a multinational corporation's learning and development culture? Using a mixed methods research design, the study found that CoPs socialized learning throughout distributed offices, they contributed to localized learning-focused identity, and shifted the corporation's learning and development culture towards a blend of clan and adhocractic cultures.

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Rocha, Patrizzia, Ellen Decoodt, and Sophie Charrois. "NURTURING ORGANIZATIONAL RESILIENCE? : The Impact of Strategic Sustainable Development on the Adaptive Capacity of Organizations." Thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-19728.

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This research explores how strategic sustainable development (SSD) using theFramework for Strategic Sustainable Development (FSSD) might influence the resilience oforganizations, using the lens of adaptive capacity (AC). The topic was addressed by researchinghow practices informed by the FSSD are experienced in relation to fostering organizations’ AC.Data was gathered through interviews and a focus group with FSSD practitioners and interviewswith sustainability champions applying the FSSD inside organizations. The findings show thatthe FSSD has the potential to foster AC in organizations, although it isn’t designed for it.Especially the systems perspective and backcasting from principles, which are core to theFSSD, proofed helpful. However, the data shows that there are conditions to foster AC throughSSD. Important is a long-term, iterative use of the FSSD, as well as the human-centered aspectsof facilitation and leadership. The existing culture of organizations showed to be critical as well.There are further implications that render the FSSD’s potential as an organizationaldevelopment tool. An opportunity lies in understanding organizations from a social systemsperspective and in using the complexity science behind it to stress this viewpoint in practice,both strengthening resilience and the sustainability practice.

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Nader, Sarah, and Simon Irving. "Exploring Sustainable Development from an Ecofeminist Perspective : A Discourse Analysis of the World Business Council for Sustainable Development." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-256931.

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The concept of sustainable development has largely failed to address environmental and social crises in a meaningful and transformative way, despite its growing popularity. Ecofeminism offers a way to understand and challenge assumptions embedded in the sustainable development discourse. A critical reading of the World Business Council for Sustainable Development’s discourse identified six themes: (1) economic empowerment of women (2) reporting does matter (3) reporting on socio-economic measurements (4) solutions for all (5) shifting focus and (6) defining the middle class. Each theme is based on one of five different characteristics of dualism. It can be concluded that sustainable development discourse perpetuates the dualism of Progress / Rejuvenation which is a duality that further maintains a broad system of dualism already in existence throughout Western society. The study contributes to a better understanding of the importance of more diverse platforms of understanding that allow for transformative solutions to pressing ecological and social crises.

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Hwang, Sang Won. "A General Evolutionary Methodology for Sustainable Development." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30735.

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In order to determine the dynamic factors inducing the evolution of environmental management strategies in the context of sustainable development, I draw upon theory from the field of general evolutionary sciences (including chaos theory, complexity science, and nonlinear thermodynamics). I translate this emerging theoretical worldview to a general evolutionary methodology for the analysis of sustainable development strategies. Application of the methodology to selected case studies indicates that sustainable development strategies co-evolve in response to organizational values, technology, and organizational structure inside the firm, and to the environmental management field outside the firm. Competing notions of sustainable development influence the politicization process that limits the types of sustainable development strategies chosen and implemented. The evidence also indicates that new pathways of efficiency are emerging in sustainable development based on market driven strategies, institutional partnerships, and the formation of new industries. The dissertation is based on case study analysis of three sustainable development projects of three different environmental organizations, the International Institute for Energy Conservation, the Environmental Law Institute, and Sanders International. The results have implications for sustainable development theory and practical implications for policy analysts and sustainable development advocates, as well as for a subtler and deeper personal understanding of our place in the world.
Ph. D.

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Sharma, Aarti. "Multi-stakeholder organising for sustainability a dissertation submitted to Auckland University of Technology in fulfilment of the requirements for the degree of Doctor of Philosophy (PhD), 2007." Abstract. Full dissertation, 2007.

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Adams, Gregory Keith. "Relating facility performance indicators to organizational sustainability performance in public higher education facilities." Thesis, Georgia Institute of Technology, 2010. http://hdl.handle.net/1853/33854.

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This research seeks to identify how an organization's facility management (FM) practices relate with the state of sustainability in the organization. A review of the literature leads to presentation of a model defining these relationships. The concepts of direct and indirect FM sustainability roles in organizational sustainability are presented. Accepted facility metrics found in the APPA Facilities Performance Indicator Survey are used as indicators of FM in University System of Georgia institutions and are tested for correlation with sustainability best practices scores generated in an assessment performed for this research. FM performance indicators representing the direct role of FM are not found to be correlated with organizational sustainability best practicesin USG higher education organizations.

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Olsson, Sara. "Capacity Development within ENGOs: A case study of Swedish Society for Nature Conservation, Friends of the Earth Sweden and Keep Sweden Tidy Foundation." Thesis, Uppsala universitet, Uppsala centrum för hållbar utveckling, CSD Uppsala, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-303340.

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This thesis explores the capacities, challenges and differences of three Swedish environmental non-governmental organizations (ENGOs). It uses a case study method to examine the ENGOs Swedish Society for Nature Conservation, Friends of the Earth Sweden and Keep Sweden Tidy Foundation. The study will explore what capacities and challenges the organizations have to sustain and develop, using capacity development as an analytical framework. Qualitative methods are used for gathering data. The findings of this study indicates that all three of the organizations have several capacities that is suggested by the theory capacity development, such as monitoring and evaluating the organization, developed communication to donors and supporters, accountability, clear aim and goals, etc. These three ENGOs is well established in the society of Sweden and have been active for a minimum of three decades. However, there are always capacities and strategies that can develop and be more effective, as well as addressing organizational challenges. The challenges founded in this study that all three organizations have in common, is the issues of being dependent on external funding and donations, and the communication between branches of the organizations as well as among members of the staff. Increased communication could better unify the organization and less dependence of external funding and donations could make the organizations more stable as well as sustainable.

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Hall, David Edward. "Development and Validation of the Sustainability Climate Survey." PDXScholar, 2005. https://pdxscholar.library.pdx.edu/open_access_etds/2570.

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Motivated by an assumption of and concern about the unsustainable trajectory of modern human civilization, the purpose of this study was to develop a measurement tool to assist organizations striving to align their operations with principles of sustainability. The relevant context is established with consideration of the dimensions of environment, society and economy, as well as their interconnections, with an eye towards sustainability. Some of the challenges and opportunities presented to organizations by the current unsustainable trajectory are reviewed. The social constructs of culture and climate (organizational and psychological) are discussed as important to understand organizational life. I propose the notion of a sustainability climate to represent factors within the organization that are theorized as important for successfully integrating the principles of sustainability into organizational decision-making and routine behaviors. Items were developed to tap the theorized constructs and were administered to a population of university employees (N = 252). The study explored construct validity of these measures through exploratory factor analysis, assessment of internal consistency, convergent and divergent validity, and criterion validity. Results provide preliminary evidence for the reliability and validity of the sustainability climate factors (perceived top-management support, shared vision, employee involvement, rewards, sustainability norms), and factors of sustainability beliefs (personal understanding, supportive attitude, and positive engagement). These factors' power predicting the criteria, sustainability role expectations, sustainability role behaviors, and environmental stewardship demonstrates the potential to improve upon the instrument. Limitations of the present study are discussed and appropriate application of the Sustainability Climate Survey is explored.

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Fontannaz, Suzanne Elizabeth. "Addressing the challenge of complexity with the development of the performance "ESP" conceptual framework to guide sustainable organisational development." Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/793.

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Thesis (MBA (Business Management))--University of Stellenbosch, 2007.
ENGLISH ABSTRACT: A fundamental shift has occurred from the industrial age, traditional worldview to the knowledge age, emerging worldview. The implication of this shift is that organisations can no longer rely on an enduring competitive advantage for sustainable results. This raises questions about the relevance of the existing organisational performance approaches in addressing the challenge of complexity, particularly with regard to the validity and reliability of the established performance management frameworks. In the industrial age, financial measures were sufficient for measuring organisational performance. However, the emergence of the networked economy implies that a more composite measure is required, which reflects the diversity of stakeholder interests. The research confirms that, whilst there is no universal agreement in defining organisational performance, there is agreement that sustainable organisational performance is a combination of growth (social and economic measures) and profitability (financial measures). Further, the research confirms the existence of gaps, which undermine organisational performance. These gaps originate from the divergent approaches to organisational performance, which can be traced through the evolution of organisational development theory and management practice. Existing research studies collaborate the existence of these divergent approaches in determining organisational performance. These approaches include execution, strategy and people, representing the ‘ESP’ of organisational performance. Execution refers to a process based, micro perspective of organisational performance, whilst strategy and people refer to the systemic, macro approaches. In conditions of hyper-change, execution is considered to be the key determinant of organisational performance, whilst the traditional, strategy approach is found to be essential in addressing the challenge of complexity. The emergence of the networked economy implies that a more composite, people approach is required to address the challenges associated with increasing connectivity. The research proposition contends that an execution culture is necessary for addressing the challenge of complexity. This culture is dependent on the strategic fusion of the divergent strategy and people approaches and the existence of a strategic paradigm throughout the organisation. Organisational performance resides in an organisation’s ability to integrate the divergent approaches, to develop the necessary dynamic capabilities for sustainable organisational performance. The Performance ‘ESP’ framework reflects the integration of these approaches and provides a visual confirmation of the research proposition. The level of execution is determined by the existence of a strategic paradigm throughout the organisation, which is determined by individual performance, defined by the level of effectiveness, strength (individual) and partnership (‘ESP’). The development of a strategic paradigm is particularly relevant in the South African context, where historical factors have inhibited the level of empowerment within organisations. It is recommended that organisations apply the Performance ‘ESP’ index as a diagnostic tool to assess the existence of an execution culture to address the challenge of complexity. The purpose of the assessment tool is to complement the financial measures of performance, to ensure a balance between profitability and growth, to ensure sustainable organisational performance.
AFRIKAANSE OPSOMMING: Daar het ‘n fundamentele verandering plaasgevind van die industriële tydperk en tradisionele wêreldbeskouiing na die kennistydperk en opkomende wêreldbeskouing. Die implikasie van hierdie verandering is dat organisasies nie meer kan staatmaak op ‘n deurlopende mededingende voordeel vir volhoubare resultate nie. Dit laat vrae ontstaan oor die toepaslikheid van die bestaande organisatoriese prestasiebenaderings om die uitdaging van kompleksiteit te hanteer, veral met betrekking tot die geldigheid en betroubaarheid van die bestaande prestasiebestuursraamwerke. Tydens die industriële tydperk was finansiële maatstawwe voldoende om organisasieprestasie te meet. Die opkoms van die netwerk-ekonomie impliseer egter dat ‘n meer saamgestelde maatstaf nodig is, wat die diversiteit van die belange van belanghebbers weerspieël. Die navorsing bevestig dat, hoewel daar geen universele ooreenkoms is in die definisie van organisasieprestasie nie, daar wel ooreenkoms is dat volhoubare organisasieprestasie ‘n kombinasie is van groei (sosiale en ekonomiese maatreëls) en winsgewendheid (finansiële maatreëls). Daarbenewens bevestig die navorsing die bestaan van gapings wat organisasieprestasie ondermyn. Hierdie gapings ontstaan uit die uiteenlopende benaderings tot organisasieprestasie, wat gevolg kan word deur die evolusie van organisasie-ontwikkelingsteorie en bestuurspraktyk. Bestaande navorsingstudies gebruik ‘n samestelling van hierdie uiteenlopende benaderings om organisasieprestasie te bepaal. Hierdie benaderings sluit in uitvoering, strategie en mense, wat in die Engelse afkorting die ‘ESP’ van organisasieprestasie verteenwoordig. Uitvoering verwys na ‘n prosesgebaseerde mikroperspektief van organisasieprestasie, terwyl strategie en mense verwys na die sistemiese makrobenaderings. In omstandighede van hiperverandering word uitvoering gesien as die sleutelbepaler van organisasieprestasie, terwyl die tradisionele strategiebenadering noodsaaklik is vir die hantering van die uitdaging van kompleksiteit. Die opkoms van die netwerk-ekonomie impliseer dat ‘n meer saamgestelde, mensbenadering nodig is om die uitdagings te hanteer wat saamgaan met groter onderlinge verbondenheid. Die navorsingsvoorstel se uitgangspunt is dat ‘n uitvoeringskultuur nodig is om die uitdaging van kompleksiteit te hanteer. Hierdie kultuur is afhanklik van die strategiese samesmelting van die uiteenlopende strategie- en mensbenaderings en die bestaan van ‘n strategiese paradigma dwarsdeur die organisasie. Organisasieprestasie hang af van ‘n organisasie se vermoë om die uiteenlopende benaderings te integreer en die nodige dinamiese bekwaamhede te ontwikkel vir volhoubare organisasieprestasie. Die prestasie- of ‘ESP’-raamwerk weerspieël die integrasie van hierdie benaderings en voorsien ‘n visuele bevestiging van die navorsingsvoorstel. Die vlak van uitvoering word bepaal deur die bestaan van ‘n strategiese paradigma dwarsdeur die organisasie, wat bepaal word deur individuele prestasie, gedefinieer deur die vlak van doeltreffendheid, sterkte (individueel) en vennootskap (‘ESP’). Die ontwikkeling van ‘n strategiese paradigma is veral toepaslik in die Suid-Afrikaanse konteks, waar historiese faktore die vlak van bemagtiging binne organisasies geïnhibeer het. Daar word aanbeveel dat organisasies die Prestasie ‘ESP’ Indeks toepas as ‘n diagnostiese instrument om die bestaan van ‘n uitvoerende kultuur te bepaal vir die hantering van die uitdaging van kompleksiteit. Die doel van die bepalingsinstrument is om die finansiële maatstawwe van prestasie aan te vul om sodoende ‘n balans tussen winsgewendheid en groei te verseker en dus volhoubare organisasieprestasie te verseker.

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Книги з теми "Sustainable organizational development"

Pedler, Mike. The learning company: A strategy for sustainable development. 2nd ed. London: McGraw-Hill, 1997.

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John, Burgoyne, and Boydell Tom, eds. The learning company: A strategy for sustainable development. London: McGraw-Hill, 1991.

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Hallin, Anette. Organizational communication and sustainable development: ICTs for mobility. Hershey, PA: Information Science Reference, 2010.

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Lee, Whittington J., and Bell Greg, eds. Leading the sustainable organization: Development, implementation, and assessment. New York, NY: Earthscan, 2012.

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Nobre, Farley Simon. Technological, managerial and organizational core competencies: Dynamic innovation and sustainable development. Hershey PA: Business Science Reference, 2011.

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Creating a sustainable organization: Approaches for enhancing corporate value through sustainability. Upper Saddle River, N.J: FT Press, 2012.

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Corporate sustainability planning assessment guide: A comprehensive organizational assessment. Milwaukee, Wis: ASQ Quality Press, 2010.

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Biggs, Reinette, Maja Schlüter, and Michael L. Schoon. Principles for building resilience: Sustaining ecosystem services in social-ecological systems. Cambridge: Cambridge University Press, 2015.

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Nepal) South Asian Management Forum (11th 2011 Pātan. 11th South Asian Management Forum: Managing change for sustainable development, 16th-18th May, 2011. Edited by Neupane Punya Prasad editor, Nepal Administrative Staff College, and Association of Management Development Institutions in South Asia. Lalitpur: Nepal Administrative Staff College, 2011.

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Una perspectiva organizacional para el análisis de las redes de organizaciones civiles del desarrollo sustentable. México: Universidad Autónoma Metropolitana, Unidad Iztapalapa, División de Ciencias Sociales y Humanidades, 2008.

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Частини книг з теми "Sustainable organizational development"

Raab, Jörg. "Organizational Networks for Sustainable Development." In Organizing for Sustainable Development, 117–40. London: Routledge, 2022. http://dx.doi.org/10.4324/9780429243165-7.

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Evans, Victoria, Karen Cregan, and Tony Wall. "Organizational Resilience and Sustainable Development." In Encyclopedia of the UN Sustainable Development Goals, 1–12. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-69627-0_24-1.

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Evans, Victoria, Karen Cregan, and Tony Wall. "Organizational Resilience and Sustainable Development." In Encyclopedia of the UN Sustainable Development Goals, 540–50. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-95681-7_24.

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Gaur, Deepika. "Psychology of Organizational Sustainability." In Sustainable Development and Social Responsibility—Volume 1, 157–62. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-32922-8_15.

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Caemmerer, Barbara, and Valentina Stan. "The Development and Management of Organizational Partner Orientation." In The Sustainable Global Marketplace, 31. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-10873-5_21.

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Foster, Scott, and Tony Wall. "Organizational Initiatives for Spiritual Well-Being." In Encyclopedia of the UN Sustainable Development Goals, 1–13. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-69627-0_94-1.

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Foster, Scott, and Tony Wall. "Organizational Initiatives for Spiritual Well-Being." In Encyclopedia of the UN Sustainable Development Goals, 527–39. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-95681-7_94.

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Sharma, Radha R., and Shoma Mukherji. "Organizational Transformation for Sustainable Development: A Case Study." In Management of Permanent Change, 195–216. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-05014-6_11.

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Bianchi, Carmine. "Fostering Sustainable Organizational Development Through Dynamic Performance Management." In System Dynamics for Performance Management, 71–139. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31845-5_3.

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Baum, Tom, and Shelagh Mooney. "Social sustainability: what does it say to tourism employment?" In Tourism in development: reflective essays, 78–93. Wallingford: CABI, 2021. http://dx.doi.org/10.1079/9781789242812.0007.

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Abstract This chapter discusses the context of tourism employment, the practice of sustainable human resource management (HRM), and the application of sustainable HRM in tourism. It is suggested that the successful implementation of sustainable HRM begins at the organizational level, while also recognizing the interaction of the economic environment on the organization's processes and its effects on its local environment, economically, socially and environmentally. The macro-level and organizational-level considerations in implementing a sustainable HRM approach are discussed.

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Тези доповідей конференцій з теми "Sustainable organizational development"

Jayanthi, Harika, Anjali Kulkarni, Aishwarya E. Patil, and Sheela S V. "An Organizational Structure for Sustainable Software Development." In 2021 3rd International Conference on Advances in Computing, Communication Control and Networking (ICAC3N). IEEE, 2021. http://dx.doi.org/10.1109/icac3n53548.2021.9725722.

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Jednak, Sandra. "Adapting Business to Sustainable Development and New Technology." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.81.

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Different internal and external causes make differences in doing business. Changes within an organization may be caused by mergers and acquisitions, crises, organizational culture, and application of new technology, but also by external changes such as sustainable development, digitalization, and COVID19. Changes in business environment affect the change in behaviour, competencies and values as well as in business activities, all in order to achieve organizational goals. Sustainable development brings sustainable practice into business. Each organization considers economic, social, and environmental dimensions of their business and implementation of ESG (environment, social, and governance) criteria. Digitalization affects business by adapting and combining different technologies that provide the creation of new products/services, processes, decisions, relations between companies, employees and customers, and business performance. There are also relations between the causes. Digitalization impacts sustainability and vice versa. Moreover, sustainable development and digitalization influence how an organization adapts and runs its business.

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Marksberry, Phillip W. "The Sustainable House: A Framework for Organization Development for Sustainability (ODFS)." In ASME 2007 International Mechanical Engineering Congress and Exposition. ASMEDC, 2007. http://dx.doi.org/10.1115/imece2007-42888.

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It is agreed that the main factors in sustainability are the environment, economy and the society; however, it is still largely undecided how organizations can best transform themselves to incorporate consideration of these factors. Successful integration of sustainability into the business plan will require an organization-wide effort. A proven technique in organizations for creating systemic change is Organization Development (OD). Unfortunately, OD has not yet been extended to include the key areas of sustainability and organized within a practical framework for implementation. This paper extends OD for Sustainability (ODFS), creating a conceptual model called here “the Sustainable House.” The conceptual model clarifies sustainable organizational characteristics and interdisciplinary interactions. The PDCA (Plan-Do-Check-Act) approach is introduced as a framework for implementing ODFS. It is demonstrated that ODFS requires a substantial support structure and a dynamic learning process for accumulating knowledge. This article identifies key areas of ODFS and provides a conceptual model and a framework for operationalizing sustainability into organizations. Various sustainable tools, methodologies, interacting concepts and gaps in ODFS are also included.

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Kodasheva, Gaukhar, Asel Kayipkulova, Nadezhda Piontkevich, and Ekaterina Shatkovskaya. "Organizational and Financial Aspects of Enterprise Sustainable Development." In Second Conference on Sustainable Development: Industrial Future of Territories (IFT 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.211118.016.

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Khara, Dharmesh, and Debi Prasad Mahapatra. "Organizational Behavior Engineering for Sustainable Global Software Development." In 2016 IEEE 11th International Conference on Global Software Engineering (ICGSE). IEEE, 2016. http://dx.doi.org/10.1109/icgse.2016.18.

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Anggiani, Sarfilianty, and Tri Wiyana. "Linking Organizational Justice to Turnover Intention: Organization-Employee Relationship Quality Mediator." In 2nd Southeast Asian Academic Forum on Sustainable Development (SEA-AFSID 2018). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210305.016.

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Scărlătescu (Talmaciu), Iuliana. "Innovation – a Major Requirement for the Sustainable Development of Organizations." In International Conference Innovative Business Management & Global Entrepreneurship. LUMEN Publishing, 2020. http://dx.doi.org/10.18662/lumproc/ibmage2020/04.

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The current economy is characterized by the acceleration of change and the orientation of people towards everything that is new. Innovation is considered a key element of the competitiveness of organizations in the contemporary economy and it has therefore been given increasing attention by both researchers and practitioners. Within an organization, innovation can be expressed by renewing products, technologies and processes, but also by changing business ideas and models. One of the purposes of this article is to provide a state-of-the-art overview about the existing literature on organizational innovation. The second aim of the research is to shed light upon the role of innovation in economic affairs in our days, in order to ensure the sustainable development of organizations. The research was done by consulting major research databases (Elsevier, ResearchGate, Science Direct, ProQuest) and analyzing key journal articles bibliographically and thematically. Results show that it is widely recognized that technological change and innovation are major drivers of economic growth and they are regarded as a survival factor but there are also some indications that in some areas it becomes more difficult to innovate for some organizations. The studies highlight that in some markets there is a concern on the part of customers about the possible harmful effects on the environment if innovation is too aggressive.

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Stepanovskaya, I. A. "Large-scale Organizational and Technical Systems Sustainable Development Concept." In 2021 14th International Conference Management of large-scale system development (MLSD). IEEE, 2021. http://dx.doi.org/10.1109/mlsd52249.2021.9600176.

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P. Sinurat, Horas, Nazaruddin Matondang, and Isfenti Sadalia. "The Influence of Organizational Climate and Organizational Culture on Employees’ Performance to Sustain Natural Resources at Pematang Siantar Hotel." In International Conference on Natural Resources and Sustainable Development. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0009899900002480.

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ŠTAREIKĖ, Eglė. "ORGANIZATIONAL MECHANISM OF RURAL AREAS DEVELOPMENT SUSTAINABILITY." In Rural Development 2015. Aleksandras Stulginskis University, 2015. http://dx.doi.org/10.15544/rd.2015.116.

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In this research organizational mechanism is analysed through the approach to the system of integrated control of the open system of social and economic integration (based on the interests of the stakeholders and interdepartmental cooperation) in the rural areas, where the stakeholders formulate the common objectives of the sustainable development of the rural areas. Aim of the research – to substantiate the conceptual organizational mechanism of development in rural areas, where one of the most important factors with the strongest effect on functionality, i.e. the driving force, is institutional environment of the region. The aim of the research was achieved using the following methods: logical, abstraction, comparison, content analysis, collation. The results of the research revealed, that organizational mechanism of rural areas development is advisable to analyse as a particular organizational form, where functions and activity processes are connected to each other, creating the following chain: aim – sustainable development of rural areas – functions of rural areas – process – preparation and implementation integrated development strategies of the rural areas – result – social welfare. The exceptional feature of the organizational mechanism is the stakeholders (subjects) and their actions. Stakeholders perform certain roles, which affect the change of environment, in seeking the specific result. Stakeholders with a specific aim seek results by performing respective functions and processes. In the organizational mechanism of rural areas development stakeholders affect the pursuit of the organizational mechanism’s aims.

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Williams, Teshanee, Jamie McCall, Maureen Berner, and Anita Brown-Graham. Strategic Capacity Building in Community Development Organizations Post COVID-19: A Multi-Dimensional Approach to Describing Social Capital. Carolina Small Business Development Fund, November 2020. http://dx.doi.org/10.46712/social-capital-covid19-recovery/.

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Much like the 2008 financial crisis, the aftermath of the COVID-19 pandemic will likely shape historically underserved communities for decades to come. Now, more than perhaps ever before, community development organizations (CDOs) will be central actors and foundational institutions for sustainable economic growth. Our data suggest social capital is important for CDO capacity across multiple dimensions. Given the central role CDOs will likely play in rebuilding local economies in the wake of the pandemic, we highlight how these organizations can use social capital to maintain and build political, resource, network, and organizational capacity.

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Winkler-Portmann, Simon J. Knowledge transfer supporting sustainable development: implications for regional intermediaries. Sonderforschungsgruppe Institutionenanalyse, November 2021. http://dx.doi.org/10.46850/sofia.9783941627970.

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The wicked sustainability challenges of current socio-technical systems, crossing the planetary boundaries vital for human life, call for fundamental and radical change in the form of transitions. These sustainability transitions require a knowledge basis of relevant actors in the system, which intermediary structures organizing knowledge transfer can support. Over the last decades, sustainability researchers have not only increasingly studied the dynamics of transitions (Rip and Kemp 1998; Geels 2002; Papachristos et al. 2013), but have also gained insights on activities contributing to the acceleration of transitions and the sup-portive role of intermediaries in that regard (Wieczorek and Hekkert 2012; Kanda et al. 2018; Kivimaa et al. 2019). This paper revisits the literature on the dynamics of transitions, the activities of intermediaries in contributing in order to formulate implications of the characteristics of sustainable development and sustainability transitions and the related knowledge types for the organization of knowledge transfer by regional intermediaries.

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Hirami, Naotaka. Working Paper PUEAA No. 2. Green Policy driven activities at Hiroshima University. Universidad Nacional Autónoma de México, Programa Universitario de Estudios sobre Asia y África, 2021. http://dx.doi.org/10.22201/pueaa.002r.2021.

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The University of Hiroshima has decided to focus on how the organization of human societies and the problems generated by these, have impacted the environment, as well as the influence that these should have as factors in the so-called "green policies" in order to create sustainable development. It is through education, mainly in universities, that we seek to create not only awareness but also a research base on which to work and create support and working networks towards the labor and business sectors with an emphasis on environmental care. By creating an intersectional model, the necessary measures for environmental protection can be better understood and applied without neglecting human and economic development, which are equally important for the progress of societies. The activities presented by the University, and that seek to expand to Mexico, are a great opportunity to create such networks in the country and understand the development-environment interrelationship.

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Banya, Roland Mwesigwa. Landscape Analysis of Social Investment in East Africa. Centre on African Philanthropy and Social Investment, April 2022. http://dx.doi.org/10.47019/2022.rr13.

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ocial investment in East Africa is a nascent but fast-growing phenomenon with immense potential to realize the achievement of the sustainable development goals. It plays a very important role in the financing of a plethora of development sectors in East Africa, for instance, financial inclusion and poverty eradication, health and well-being, education, responsible energy production and consumption in the region. This article applies a mixed methods approach to carry out a non-exhaustive landscape analysis of the social investment market in East Africa with a keen focus on Kenya, Uganda and Tanzania. Based on relevant literature, available secondary data and a survey administered to social investors, this article applies the basic social investment market framework to highlight the dominant players in the demand and supply market spheres. The findings show that the supply of investment capital is misaligned with the demand from organizations and businesses and demand outweighs the supply. This article further analyses the challenges faced by the social investment players and also provides viable recommendations to drive the scale of social investment in East Africa.

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Jameel, Yusuf, Carissa M. Patrone, Kristen P. Patterson, and Paul C. West. Climate–poverty connections: Opportunities for synergistic solutions at the intersection of planetary and human well-being. Project Drawdown, March 2022. http://dx.doi.org/10.55789/y2c0k2p2.

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Addressing climate change and improving the well-being of people experiencing extreme poverty—two grand challenges of the 21st century—must occur simultaneously and, ideally, synergistically. These two inextricably intertwined issues will shape the well-being of humanity for the rest of the century and beyond. People living in extreme poverty are more vulnerable to natural disasters and commonly live in regions that have been and are projected to be most impacted by climate change. Unfortunately, the benefits of addressing climate change in ways that simultaneously improve the human well-being (HWB) of people living in extreme poverty are commonly overlooked—despite their promise to yield substantial socioeconomic, health, equity, ecological, and biodiversity gains. This report highlights evidence of the co-benefits to HWB of proven climate mitigation solutions. It showcases areas of greatest need for funders, policymakers, nongovernmental organizations (NGOs), and other decision-makers to act and drive approaches to meet climate, development, and HWB needs while boosting prosperity for rural communities, especially in sub-Saharan Africa (SSA) and South Asia. The world should not have to choose among sustainable development, poverty eradication, climate mitigation, and climate adaptation; win-win solutions are at hand.

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Ali, Ibraheem, Thea Atwood, Renata Curty, Jimmy Ghaphery, Tim McGeary, Jennifer Muilenburg, and Judy Ruttenberg. Research Data Services: Partnerships. Association of Research Libraries and Canadian Association of Research Libraries, January 2022. http://dx.doi.org/10.29242/report.rdspartnerships2022.

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The Association of Research Libraries (ARL)/Canadian Association of Research Libraries (CARL) Joint Task Force on Research Data Services (RDS) formed in 2020 with a two-fold purpose: (1) to demonstrate and commit to the roles research libraries have in stewarding research data and as part of institution-wide research support services and (2) to guide the development of resources for the ARL and CARL memberships in advancing their organizations as collaborative partners with respect to research data services in the context of FAIR (findable, accessible, interoperable, and reusable) data principles and the US National Academies’ Open Science by Design framework. Research libraries will be successful in meeting these objectives if they act collectively and are deeply engaged with disciplinary communities. The task force formed three working groups of data practitioners, representing a wealth of expertise, to research the institutional landscape and policy environment in both the US and Canada. This report of the ARL/CARL RDS task force’s working group on partnerships highlights library RDS programs’ work with partners and stakeholders. The report provides a set of tools for libraries to use when assessing their RDS partnerships, including assessing partnerships using a partnership life cycle, defining the continuum of possible partnerships, and creating a catalog. Not all partnerships will last the entirety of a librarian’s career, and having clear parameters for when to continue or sunset a partnership can reduce ambiguity and free up resources. Recognizing the continuum of possible partnerships can provide the framework by which librarians can understand the nature of each group. From cyclical to seasonal to sporadic, understanding the needs of a type of partnership can help libraries frame their understanding and meet a group where they are. Finally, creating a catalog of partnerships can help libraries see the landscape of the organization, as well as areas for growth. This approach also aligns with OCLC’s 2020 report on Social Interoperability in Research Support: Cross-Campus Partnerships and the University Research Enterprise, which highlights the necessity of building and stewarding partnerships. Developing and providing services in a decentralized organization relies on the ability to build trusted relationships. These tools will help libraries achieve sustainable growth that is in concert with their partners, generating robust, clearly aligned initiatives that benefit all parties, their campuses, and their communities.

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Pearce, Fred. Common Ground: Securing land rights and safeguarding the earth. Rights and Resources Initiative, March 2016. http://dx.doi.org/10.53892/homt4176.

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Up to 2.5 billion people depend on indigenous and community lands, which make up over 50 percent of the land on the planet; they legally own just one-fifth. The remaining land remains unprotected and vulnerable to land grabs from more powerful entities like governments and corporations. There is growing evidence of the vital role played by full legal ownership of land by indigenous peoples and local communities in preserving cultural diversity and in combating poverty and hunger, political instability and climate change. The importance of protecting and expanding indigenous and community ownership of land has been a key element in the negotiations of the Sustainable Development Goals and the Paris Agreement on climate change, and is central to their successful implementation. This report launches a Global Call to Action on Indigenous and Community Land Rights, backed by more than 300 organizations all over the world. It is a manifesto of solidarity with the ongoing struggles of indigenous peoples and local communities seeking to secure their land rights once and for all.

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Johnson, Eric M., Robert Urquhart, and Maggie O'Neil. The Importance of Geospatial Data to Labor Market Information. RTI Press, June 2018. http://dx.doi.org/10.3768/rtipress.2018.pb.0017.1806.

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School-to-work transition data are an important component of labor market information systems (LMIS). Policy makers, researchers, and education providers benefit from knowing how long it takes work-seekers to find employment, how and where they search for employment, the quality of employment obtained, and how steady it is over time. In less-developed countries, these data are poorly collected, or not collected at all, a situation the International Labour Organization and other donors have attempted to change. However, LMIS reform efforts typically miss a critical part of the picture—the geospatial aspects of these transitions. Few LMIS systems fully consider or integrate geospatial school-to-work transition information, ignoring data critical to understanding and supporting successful and sustainable employment: employer locations; transportation infrastructure; commute time, distance, and cost; location of employment services; and other geographic barriers to employment. We provide recently collected geospatial school-to-work transition data from South Africa and Kenya to demonstrate the importance of these data and their implications for labor market and urban development policy.

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Black, Richard, Joshua Busby, Geoffrey D. Dabelko, Cedric de Coning, Hafsa Maalim, Claire McAllister, Melvis Ndiloseh, et al. Environment of Peace: Security in a New Era of Risk. Stockholm International Peace Research Institute, May 2022. http://dx.doi.org/10.55163/lcls7037.

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The environmental crisis is increasing risks to security and peace worldwide, notably in countries that are already fragile. Indicators of insecurity such as the number of conflicts, the number of hungry people and military expenditure are rising; so are indicators of environmental decline, in climate change, biodiversity, pollution and other areas. In combination, the security and environmental crises are creating compound, cascading, emergent, systemic and existential risks. Without profound changes of approach by institutions of authority, risks will inevitably proliferate quickly. Environment of Peace surveys the evolving risk landscape and documents a number of developments that indicate a pathway to solutions––in international law and policy, in peacekeeping operations and among non-governmental organizations. It finds that two principal avenues need to be developed: (a) combining peace-building and environmental restoration, and (b) effectively addressing the underlying environmental issues. It also analyses the potential of existing and emerging pro-environment measures for exacerbating risks to peace and security. The findings demonstrate that only just and peaceful transitions to more sustainable practices can be effective––and show that these transitions also need to be rapid.

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Morgan, Miranda, and Alastair Stewart. Making Market Systems Work for Women Farmers in Tajikistan: A final evaluation of Oxfam's Gendered Enterprise and Markets programme in Tajikistan. Oxfam GB, December 2019. http://dx.doi.org/10.21201/2019.5372.

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Gendered Enterprise and Markets (GEM) is Oxfam GB’s approach to market systems development. The GEM approach facilitates change in market systems and social norms, with the aim of ensuring more sustainable livelihood opportunities for marginalized women and men. The GEM DFID AidMatch Programme (June 2014–February 2018) worked within the soya, milk and vegetable value chains targeting women smallholder farmers in areas of poverty. The programme aimed to benefit 63,600 people (10,600 smallholder households) living in Zambia, Tajikistan and Bangladesh through increases in household income, women having greater influence over key livelihood decisions within their households and communities, and engaging in livelihoods more resilient to shocks, such as natural disasters and market volatility. In Tajikistan, the Gendered Enterprise and Markets (GEM) programme has been implemented in five districts of Khatlon Province by Oxfam in partnership with local public organizations, League of Women Lawyers of Tajikistan (LWL) and Neksigol Mushovir. The GEM programme in Tajikistan sought to directly improve the livelihoods of an estimated 3,000 smallholder farmers (60 percent women) in fruit and vegetable value chains through improved production skills, resilience to climate risks, access to market opportunities and greater engagement with market players, and strengthened ability to influence private sector and government actors. The evaluation was designed to investigate if and how the GEM programme might have contributed to its intended outcomes – not only in the lives of individual women smallholder farmers targeted by the programme but also to changes in their communities and the larger market system. It also sought to capture any potential unintended outcomes of the programme.

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