This document discusses building a credible green employment brand. It emphasizes that companies should only promote being green if they can back it up with real environmental efforts and metrics. It also stresses understanding if employees truly value the environment, by surveying them to learn what factors influence their decision to join or stay with a company. Promoting green efforts internally can boost employee pride, retention and engagement.
This document is a guide for executives on innovating for sustainability. It presents a 3-stage framework for assessing an organization's sustainability and provides 39 practices for fostering innovation across each stage. The guide highlights case studies from leading organizations that are actively pursuing sustainability through innovation to benefit people, profits, and the planet.
Three strategic models for social business including the Social Engagement Journey, Relationship Progression and the Social Engagement Matrix. Can be used as either a diagnostic ("Where is our enterprise today?") or a roadmap ("Where does our enterprise want to go in the future?") in creating a social business strategy.
The document summarizes an article from the Harvard Business Review about how established companies struggle with innovation. It provides 3 key ideas:
1. Established companies often fail at innovation because they try to develop new technologies and business models using the same organizational structures and processes designed for existing businesses.
2. To successfully innovate, companies must determine if their existing resources, processes, and values are a good fit for the new venture, and choose the right organizational structure accordingly.
3. If a new venture requires different resources, processes or values than the parent company, it may be better developed through a separate spin-off team or acquired organization that can operate independently.
The GEF Institute provides online sustainability education and certification programs for corporations to educate their employees. The courses cover sustainability concepts to help organizations reduce costs and risks while harnessing opportunities. Engaging and educating employees can improve efficiencies, brand reputation, and employee retention.
The document discusses Green America Public Private Partnership and its promotion of green jobs, companies, and communities with a focus on sustainability, empowerment, and wealth building. It provides information on the green economy, green industry sectors and market opportunities, green jobs classifications, green businesses and organizations, and the Bureau of Labor Statistics definition of green jobs. The presentation aims to illustrate the growth opportunities in the green sector for both non-profit and for-profit organizations.
The document discusses creating a high performance culture. It outlines defining high performance culture as having shared beliefs, values, attitudes, goals and actions focused on superior execution. It then discusses key elements of transforming culture, including establishing leadership roles and responsibilities, implementing cycles of use to link tools/practices with values, and developing leadership talent through succession planning, skills assessment, and ongoing rotation/development. A case study example is also presented of a client that grew significantly through these cultural transformation strategies.
This document is a guide for executives on innovating for sustainability. It presents a 3-stage framework for assessing an organization's sustainability and provides 39 practices for fostering innovation across each stage. The guide highlights case studies from leading organizations that are actively pursuing sustainability through innovation to benefit people, profits, and the planet.
Three strategic models for social business including the Social Engagement Journey, Relationship Progression and the Social Engagement Matrix. Can be used as either a diagnostic ("Where is our enterprise today?") or a roadmap ("Where does our enterprise want to go in the future?") in creating a social business strategy.
The document summarizes an article from the Harvard Business Review about how established companies struggle with innovation. It provides 3 key ideas:
1. Established companies often fail at innovation because they try to develop new technologies and business models using the same organizational structures and processes designed for existing businesses.
2. To successfully innovate, companies must determine if their existing resources, processes, and values are a good fit for the new venture, and choose the right organizational structure accordingly.
3. If a new venture requires different resources, processes or values than the parent company, it may be better developed through a separate spin-off team or acquired organization that can operate independently.
The GEF Institute provides online sustainability education and certification programs for corporations to educate their employees. The courses cover sustainability concepts to help organizations reduce costs and risks while harnessing opportunities. Engaging and educating employees can improve efficiencies, brand reputation, and employee retention.
The document discusses Green America Public Private Partnership and its promotion of green jobs, companies, and communities with a focus on sustainability, empowerment, and wealth building. It provides information on the green economy, green industry sectors and market opportunities, green jobs classifications, green businesses and organizations, and the Bureau of Labor Statistics definition of green jobs. The presentation aims to illustrate the growth opportunities in the green sector for both non-profit and for-profit organizations.
The document discusses creating a high performance culture. It outlines defining high performance culture as having shared beliefs, values, attitudes, goals and actions focused on superior execution. It then discusses key elements of transforming culture, including establishing leadership roles and responsibilities, implementing cycles of use to link tools/practices with values, and developing leadership talent through succession planning, skills assessment, and ongoing rotation/development. A case study example is also presented of a client that grew significantly through these cultural transformation strategies.
Recorded webinar: http://slidesha.re/1dBzYpO
Subscribe: http://www.ksmartin.com/subscribe
Karen’s Books: http://ksmartin.com/books
This webinar was held with guest presenter, Mark Graban of http://www.leanblog.org/
Suggestion box programs, while well intended, usually fail to engage employees in any improvement, yet alone continuous improvement. As one healthcare professional said, referring to their old suggestion box, “That’s where good ideas go to die!”
In comparison, the "kaizen" model for improvement, from Lean and Toyota Production System, however, is alive and thriving in many organizations. This webinar will focus on key differences between suggestion box programs and the kaizen model, giving specific tips and ideas that your organization can adopt to make continuous improvement a daily reality.
Guest Mark Graban shared practical methods and strategies from his new book, co-authored with Joe Swartz, Healthcare Kaizen: Engaging Front-Line Staff in Sustainable Continuous Improvements, that will help you engage employees in meaningful, lasting improvement.
NDA is responsible for decommissioning nuclear sites and managing nuclear waste in the UK. It oversees this work through contracts with specialized site license companies. Motivating its workforce is critical to achieving its objectives. NDA uses an approach based on Theory Y assumptions, focusing on training, development, empowerment, and work-life balance. It applies motivation theory in practice through job enrichment, performance-related pay, and investing in its employees' long-term careers and well-being. Motivation can provide competitive advantages like increased productivity, innovation, and employee retention.
Click to Cloud Case Study featuring Rookie RecruitsSamantha Hills
1. Rookie Recruits is a recruitment company that offers mentoring programs for candidates. They needed a cloud-based solution to manage recruitment and coaching.
2. People Cloud provided a customizable platform that improved productivity by streamlining workflows and allowing the company to focus on revenue-generating activities.
3. Reporting capabilities transformed the business by providing single-view management reports that increased insight and responsiveness.
SURE is a collaborative platform that incentivizes sustainable practices through gamification. It allows companies, cities, and individuals to track sustainability metrics and achievements to earn points and rewards. SURE's goal is to make sustainable actions measurable, engaging, and shared in order to positively impact the world. The company has received several awards and recognitions for its innovative approach and strong growth potential.
Softchoice is proud to share our second Corporate Sustainability Report! We’ve opened up our notebook, and giving you full access to all our work in 2009. Throughout the report you’ll find links to tools that you can use to build your own Corporate Sustainability Strategy. Learn from our mistakes, copy our policies and surveys, and leverage all our hard work!
Selection Strategies for Re-organization, Re-deployment, and Recoveryassessmentedge
The document summarizes research on best practices for organizational restructuring and redeployment. It identifies the top 10 questions organizations should consider when restructuring, including how each job supports key objectives and using consistent selection processes. It also reports that more than three-quarters of surveyed participants were uncertain if their organization knew how each job supports objectives. The research aims to help organizations successfully restructure and implement changes with minimal disruption.
Tata Steel established a new vision focused on increasing shareholder wealth through maximizing profitability while maintaining its social responsibility commitments. An analysis found some CSR activities had negative impacts on profitability. Strategies were developed to bridge gaps between current activities and critical success factors like efficient CSR implementation and quality steel production at low cost. The company aims to be economically and financially sustainable through cost-effective social and operational activities.
Organizational Development: Finding FocusDaniel Jordan
"Organizational Development: Finding Focus" was presented at the 2012 residency of the International University for Graduate Studies:
www.iugrad.edu.kn
Lean Six Sigma strategies are outlined for implementing process improvements.
This survey of over 1,500 organizations found that:
- 40% of organizations are currently focusing on creating green jobs or adding green duties to existing jobs, while 55% are not and 5% plan to in the future.
- For those adding green jobs, the focus has increased over the past 12 months (34%) and 2 years (20%), while staying the same for most others (65% and 79%).
- The most common reasons organizations are not adding green jobs are that no need/opportunity exists (75%), cost implications (17%), and lack of management support (16%).
- The most common green job activities have been adding new green duties to existing positions (81%)
This class note summarizes key concepts in contemporary management for MBA students, including:
1) Globalization, workforce diversity, total quality management, learning organizations, knowledge management, and other emerging management challenges.
2) Ethics and codes of conduct, including utilitarian, rights-based, and justice views of ethics.
3) Organizational change processes involving unfreezing, changing, and refreezing existing structures, technologies, employee skills and attitudes.
ICUC is a group of professionals committed to making the environment more suitable for living. It provides solutions for climate change, urban infrastructure, environment and sustainability. ICUC works with governments, private sectors, PSUs and donor agencies by providing advisory services, project implementation assistance, and end to end consulting. Its focus areas include urban planning, environment management, feasibility studies, climate change, clean development mechanisms, and more. ICUC has strengths such as experienced team members, training capabilities, and experience working with industries, governments, and organizations on projects related to sustainability, environment management, renewable energy, and more.
Business and Environment Series: Weglewski - Andersen Corporation Sustainabil...Environmental Initiative
The document outlines Andersen Corporation's sustainability strategy blitz. It discusses establishing clarity around sustainability goals and priorities. The blitz methodology focuses on vision, strategies, targets, and tactics. It also rationalizes work and staffs near-term tactics. Andersen's sustainability is delivered through four core strategies: responsible materials strategy, minimizing operations impact, minimizing consumer impact, and employee education and engagement. The blitz aims to provide a unified, focused approach to sustainability under a new ECO3 framework.
This document outlines the top 10 business sustainability challenges for 2012 as identified by a council of sustainability executives from leading Canadian organizations.
1) How can businesses redefine the traditional business case to include sustainability, as sustainability initiatives may have longer payback periods than typically expected, making them appear less attractive.
2) How can sustainability drive innovation (and vice-versa) within companies? While innovation and sustainability are often linked, more understanding is needed on how to create a virtuous cycle between them.
3) The Network for Business Sustainability will systematically review the challenges of how sustainability can drive innovation, and how businesses can mobilize citizens to take more sustainable actions.
The report is intended to help businesses
Bob Stone from Healthways, a solution provider company at the marcus evans Corporate Benefits Summit 2012, on improving well-being, thereby reducing employee costs and increasing individual and organizational performance.
Interview with: Bob Stone, Co-Founder & Vice President, Healthways
Induct is an international open innovation company with branches around the world. Their vision is to spread innovation globally by becoming the main partner for organizations seeking to innovate. They provide an open innovation platform developed with Dr. Henry Chesbrough that allows companies to build innovation capabilities and create sector innovation hubs. Most CEOs believe innovation is critical for future success but idea generation is the easiest part, while Induct helps manage the entire innovation process from challenges to implementation. Their flagship projects in healthcare have increased applications by over 50% through their online tools and specialist networks.
The document is the inaugural sustainability report from the Toronto-Dominion Centre (TDC). It begins with a message from the General Manager, who discusses how TDC's design philosophy focuses on simplicity and the future. This enables TDC to anticipate changes and reinvent the relationship between buildings and tenants. The manager highlights TDC's commitment to sustainability through initiatives like LEED certification, tenant engagement programs, window retrofits, sub-metering, and deep lake water cooling. The report outlines TDC's sustainable achievements and how the community has positioned itself for future success.
Virtual Success Equals Real Results - Training Magazine Conference 2013 Sessi...Brandon Williams
Educe Group implemented a social learning platform called EduceConnect to address challenges from a dispersed workforce. They sought to improve knowledge sharing, reduce reliance on experts, and speed onboarding. Implementation involved understanding organizational readiness, seeding the platform with existing content, considering search strategies, identifying experts to contribute, and a soft launch focused on new hire training. Success was measured by faster response times, increased collaboration, and reduced administrative tasks.
A sale is being held from May 22-27 where any hair extension purchase will receive 10% off to get ready for summer. The store is promoting its best selling hair extensions during the 6 day sale period. Customers can contact the help desk for support related to returns, repairs, or technical issues.
The document discusses Android and Android phones. It describes Android as the world's most popular mobile platform, with over 600,000 apps available. It highlights key Android features like access to Google services, multi-tasking, widgets, notifications, voice commands, and facial recognition. The document also lists and briefly describes 10 top Android phone models, including the Samsung Galaxy Nexus, HTC One S, Motorola Droid RAZR MAXX, and Samsung Galaxy S II.
Recorded webinar: http://slidesha.re/1dBzYpO
Subscribe: http://www.ksmartin.com/subscribe
Karen’s Books: http://ksmartin.com/books
This webinar was held with guest presenter, Mark Graban of http://www.leanblog.org/
Suggestion box programs, while well intended, usually fail to engage employees in any improvement, yet alone continuous improvement. As one healthcare professional said, referring to their old suggestion box, “That’s where good ideas go to die!”
In comparison, the "kaizen" model for improvement, from Lean and Toyota Production System, however, is alive and thriving in many organizations. This webinar will focus on key differences between suggestion box programs and the kaizen model, giving specific tips and ideas that your organization can adopt to make continuous improvement a daily reality.
Guest Mark Graban shared practical methods and strategies from his new book, co-authored with Joe Swartz, Healthcare Kaizen: Engaging Front-Line Staff in Sustainable Continuous Improvements, that will help you engage employees in meaningful, lasting improvement.
NDA is responsible for decommissioning nuclear sites and managing nuclear waste in the UK. It oversees this work through contracts with specialized site license companies. Motivating its workforce is critical to achieving its objectives. NDA uses an approach based on Theory Y assumptions, focusing on training, development, empowerment, and work-life balance. It applies motivation theory in practice through job enrichment, performance-related pay, and investing in its employees' long-term careers and well-being. Motivation can provide competitive advantages like increased productivity, innovation, and employee retention.
Click to Cloud Case Study featuring Rookie RecruitsSamantha Hills
1. Rookie Recruits is a recruitment company that offers mentoring programs for candidates. They needed a cloud-based solution to manage recruitment and coaching.
2. People Cloud provided a customizable platform that improved productivity by streamlining workflows and allowing the company to focus on revenue-generating activities.
3. Reporting capabilities transformed the business by providing single-view management reports that increased insight and responsiveness.
SURE is a collaborative platform that incentivizes sustainable practices through gamification. It allows companies, cities, and individuals to track sustainability metrics and achievements to earn points and rewards. SURE's goal is to make sustainable actions measurable, engaging, and shared in order to positively impact the world. The company has received several awards and recognitions for its innovative approach and strong growth potential.
Softchoice is proud to share our second Corporate Sustainability Report! We’ve opened up our notebook, and giving you full access to all our work in 2009. Throughout the report you’ll find links to tools that you can use to build your own Corporate Sustainability Strategy. Learn from our mistakes, copy our policies and surveys, and leverage all our hard work!
Selection Strategies for Re-organization, Re-deployment, and Recoveryassessmentedge
The document summarizes research on best practices for organizational restructuring and redeployment. It identifies the top 10 questions organizations should consider when restructuring, including how each job supports key objectives and using consistent selection processes. It also reports that more than three-quarters of surveyed participants were uncertain if their organization knew how each job supports objectives. The research aims to help organizations successfully restructure and implement changes with minimal disruption.
Tata Steel established a new vision focused on increasing shareholder wealth through maximizing profitability while maintaining its social responsibility commitments. An analysis found some CSR activities had negative impacts on profitability. Strategies were developed to bridge gaps between current activities and critical success factors like efficient CSR implementation and quality steel production at low cost. The company aims to be economically and financially sustainable through cost-effective social and operational activities.
Organizational Development: Finding FocusDaniel Jordan
"Organizational Development: Finding Focus" was presented at the 2012 residency of the International University for Graduate Studies:
www.iugrad.edu.kn
Lean Six Sigma strategies are outlined for implementing process improvements.
This survey of over 1,500 organizations found that:
- 40% of organizations are currently focusing on creating green jobs or adding green duties to existing jobs, while 55% are not and 5% plan to in the future.
- For those adding green jobs, the focus has increased over the past 12 months (34%) and 2 years (20%), while staying the same for most others (65% and 79%).
- The most common reasons organizations are not adding green jobs are that no need/opportunity exists (75%), cost implications (17%), and lack of management support (16%).
- The most common green job activities have been adding new green duties to existing positions (81%)
This class note summarizes key concepts in contemporary management for MBA students, including:
1) Globalization, workforce diversity, total quality management, learning organizations, knowledge management, and other emerging management challenges.
2) Ethics and codes of conduct, including utilitarian, rights-based, and justice views of ethics.
3) Organizational change processes involving unfreezing, changing, and refreezing existing structures, technologies, employee skills and attitudes.
ICUC is a group of professionals committed to making the environment more suitable for living. It provides solutions for climate change, urban infrastructure, environment and sustainability. ICUC works with governments, private sectors, PSUs and donor agencies by providing advisory services, project implementation assistance, and end to end consulting. Its focus areas include urban planning, environment management, feasibility studies, climate change, clean development mechanisms, and more. ICUC has strengths such as experienced team members, training capabilities, and experience working with industries, governments, and organizations on projects related to sustainability, environment management, renewable energy, and more.
Business and Environment Series: Weglewski - Andersen Corporation Sustainabil...Environmental Initiative
The document outlines Andersen Corporation's sustainability strategy blitz. It discusses establishing clarity around sustainability goals and priorities. The blitz methodology focuses on vision, strategies, targets, and tactics. It also rationalizes work and staffs near-term tactics. Andersen's sustainability is delivered through four core strategies: responsible materials strategy, minimizing operations impact, minimizing consumer impact, and employee education and engagement. The blitz aims to provide a unified, focused approach to sustainability under a new ECO3 framework.
This document outlines the top 10 business sustainability challenges for 2012 as identified by a council of sustainability executives from leading Canadian organizations.
1) How can businesses redefine the traditional business case to include sustainability, as sustainability initiatives may have longer payback periods than typically expected, making them appear less attractive.
2) How can sustainability drive innovation (and vice-versa) within companies? While innovation and sustainability are often linked, more understanding is needed on how to create a virtuous cycle between them.
3) The Network for Business Sustainability will systematically review the challenges of how sustainability can drive innovation, and how businesses can mobilize citizens to take more sustainable actions.
The report is intended to help businesses
Bob Stone from Healthways, a solution provider company at the marcus evans Corporate Benefits Summit 2012, on improving well-being, thereby reducing employee costs and increasing individual and organizational performance.
Interview with: Bob Stone, Co-Founder & Vice President, Healthways
Induct is an international open innovation company with branches around the world. Their vision is to spread innovation globally by becoming the main partner for organizations seeking to innovate. They provide an open innovation platform developed with Dr. Henry Chesbrough that allows companies to build innovation capabilities and create sector innovation hubs. Most CEOs believe innovation is critical for future success but idea generation is the easiest part, while Induct helps manage the entire innovation process from challenges to implementation. Their flagship projects in healthcare have increased applications by over 50% through their online tools and specialist networks.
The document is the inaugural sustainability report from the Toronto-Dominion Centre (TDC). It begins with a message from the General Manager, who discusses how TDC's design philosophy focuses on simplicity and the future. This enables TDC to anticipate changes and reinvent the relationship between buildings and tenants. The manager highlights TDC's commitment to sustainability through initiatives like LEED certification, tenant engagement programs, window retrofits, sub-metering, and deep lake water cooling. The report outlines TDC's sustainable achievements and how the community has positioned itself for future success.
Virtual Success Equals Real Results - Training Magazine Conference 2013 Sessi...Brandon Williams
Educe Group implemented a social learning platform called EduceConnect to address challenges from a dispersed workforce. They sought to improve knowledge sharing, reduce reliance on experts, and speed onboarding. Implementation involved understanding organizational readiness, seeding the platform with existing content, considering search strategies, identifying experts to contribute, and a soft launch focused on new hire training. Success was measured by faster response times, increased collaboration, and reduced administrative tasks.
A sale is being held from May 22-27 where any hair extension purchase will receive 10% off to get ready for summer. The store is promoting its best selling hair extensions during the 6 day sale period. Customers can contact the help desk for support related to returns, repairs, or technical issues.
The document discusses Android and Android phones. It describes Android as the world's most popular mobile platform, with over 600,000 apps available. It highlights key Android features like access to Google services, multi-tasking, widgets, notifications, voice commands, and facial recognition. The document also lists and briefly describes 10 top Android phone models, including the Samsung Galaxy Nexus, HTC One S, Motorola Droid RAZR MAXX, and Samsung Galaxy S II.
Search Congress Bilbao, Oriol Ibars, Multiplica.search congress
Este documento presenta una propuesta sobre cómo sacar provecho de las métricas más allá de la web. Introduce conceptos como la persuabilidad, la medición y optimización de sitios web, y el análisis web. Además, proporciona ejemplos de herramientas de medición y un caso práctico sobre medir el sentimiento online de capitales turísticas. El objetivo es mostrar cómo medir el rendimiento de una presencia online de manera integral para mejorar los resultados.
Los secretos que hay que proteger en esta causa, en nuestra opinión, son los
datos privados y personales procedentes de las comunicaciones intervenidas por Google y, si se
admite esta ampliación de denuncia, también claves y correos con privacidad violada por quien se
publicita pagando a Google por sus anuncios.
Este documento presenta una introducción al marketing de motores de búsqueda (SEO) para pequeñas y medianas empresas. Explica conceptos clave como el posicionamiento en los resultados de búsqueda, la importancia de una buena web, técnicas SEO on-site y off-site, y la necesidad de medir el rendimiento para mejorar continuamente. El objetivo final es ayudar a las PYMES a destacar en Internet y atraer más clientes.
The document proposes a one-dimensional signature representation method for recognizing three-dimensional convex objects that is invariant to position, orientation, and scale. The method involves translating an input 3D object to the centroid, rotating to align the principal axis, converting to spherical coordinates, taking the 2D Fourier transform magnitude spectrum, and averaging into a 1D signature vector. Experimental results using simple synthesized 3D convex objects show the signature distances between objects of different shapes are larger than distances between similar objects with different positions, orientations, or scales, demonstrating the proposed signature's discriminative and invariant properties.
Præsentation animationhub/arsenalet 6. december 2012Miriam Lerkenfeld
The document discusses the Danish Cultural Heritage Project, which aims to digitize and provide public access to 50,000 cultural heritage objects from various Danish institutions. The project will create a searchable archive and facilitate cross-institutional storytelling and user-generated content. Partners in the project include the Danish Film Institute, the Royal Library, the National Museum, and others. The digitized collections will include films, paintings, photographs, drawings, and more. A mobile application is also being developed to enhance experiences of cultural heritage objects.
This document provides summaries of new Apple products and technologies:
1. The new Mac mini has a sleek aluminum enclosure, faster graphics, and reduced power consumption and packaging.
2. The Magic Trackpad allows desktop Mac users to use multi-touch gestures and supports the full set of gestures from the Macbook Pro trackpad.
3. The latest versions of Apple's software suites - iLife, iWork, and productivity applications have new features and improvements.
This proposal is from a professional wedding photography business offering their services and packages. They have over 20 years of experience and are the top business in their region. Their team includes photographers, editors, and creative directors. They guarantee memorable photos and offer packages starting at $1,500 with digital photos and a storybook album for an affordable price. They outline their process before, during, and after the wedding to capture all important moments. Budget and pricing details are also provided along with an evaluation process to ensure client satisfaction.
El documento discute varias crisis que enfrentan los diarios, incluyendo una crisis económica, tecnológica y de desafección democrática. Argumenta que los diarios deben ofrecer información de calidad, análisis e investigación para generar debate público y denunciar abusos con el fin de garantizar la democracia. También sugiere que los diarios deben adaptarse a los cambios tecnológicos y ofrecer contenido portable, personalizado y participativo para sobrevivir en el futuro.
The document discusses environmental sustainability and how it relates to production printing. It defines sustainability and outlines some strategies companies can take, such as finding partners with a history of sustainable practices like recycling and reducing waste and emissions. It provides a checklist for evaluating technology vendors on their sustainability and highlights how Océ, as an example vendor, meets many of the criteria through its long-standing commitments to environmental stewardship, recycling, reducing energy and paper usage, and complying with various sustainability regulations and standards.
The document discusses social employee engagement and how organizations can shift their focus from technology to people. It argues that simply providing employees with new collaboration tools is not enough and that organizations need to consider how to inspire and engage employees. The document provides a roadmap for organizations to implement social employee engagement successfully, including getting senior leadership buy-in, putting the right frameworks in place, and encouraging ongoing adoption and engagement.
VolunteerMatch Solutions BPN Webinar: Five Practices for Engaging Employees w...VolunteerMatch
February 2012 Best Practice Network Webinar series, presented by VolunteerMatch
Session Description:
Leading companies are recognizing that sustainability can be a competitive advantage, but only if it resounds across the entire organization. Employee engagement can save costs, improve morale, inspire creativity, drive innovation and attract and retain talent.
Brand innovation firm BBMG shares how to get started with smart strategies, practical case studies and tips for overcoming some of the most common challenges.
About Our Guest Speaker:
Raphael is a champion for a new approach to branding that puts values behind every marketing initiative. An expert in brand strategy, cause marketing and public affairs, Raphael has led campaigns that are international in scope and diverse in terms of issues and industries. He has directed recent initiatives for clients such as Seventh Generation, Samsung, Earthbound Farm, Brown-Forman, Ocean Conservancy and Social Venture Network. Raphael also has an extensive background in political communications and public affairs, serving a state governor, senator and U.S. congressman.
This document discusses the importance of corporate social responsibility (CSR) communication. It argues that communicating CSR initiatives is good for business, as stakeholders increasingly demand transparency and reward responsible companies. While CSR communication was once optional, the global marketplace now requires companies to clearly identify what makes them unique, including their social and environmental practices. Research shows companies communicating their CSR efforts enhance their reputation and develop consumer trust. Overall, effective CSR communication can improve a company's competitive advantage and likelihood of success.
- Guerin Associates is a consulting firm that conducts "Total Value Audits" for companies to evaluate their costs, staffing, productivity, and quality compared to industry peers.
- These audits objectively identify gaps, best practices, and opportunities for improvement from other high performing organizations. They provide achievable goals and methods to implement changes.
- Michael Guerin of Guerin Associates has spoken at several industry conferences on topics like excellence in project management and benchmarks for capital projects. He helps clients improve performance tracking and project management results.
Corporate social responsibility and cause marketing programs aim to benefit society while also achieving business goals. A survey found 88% of consumers believe companies should try to improve society and the environment along with their business goals. Employees also have high expectations - over 65% would consider leaving a job if their employer harmed the environment, and 83% for using child labor. The survey identified attributes of good companies and leaders to provide social and environmental benefits.
Making the most out of corporate social responsibilityAneesh Suresh
This document provides an overview of corporate social responsibility trends and initiatives for consulting firms. It discusses how CSR aims to build capacity and protect the environment to promote development. Common CSR areas for firms include community development, environmental protection, education, healthcare, and awareness campaigns. While CSR approaches may differ by location, common areas of focus include community development, environmental initiatives, client/partner relations, employee welfare, and philanthropy. The document also suggests models for self-sustaining CSR that inspire entrepreneurship, provide economic infrastructure and training, and reinvest profits into community development.
The document discusses Deutsche Post DHL's GOGREEN environmental sustainability program. The program aims to reduce carbon emissions from DHL's operations 30% by 2020 and 10% by 2012 by improving fleet efficiency, promoting new technologies, and engaging employees. It outlines DHL's carbon accounting methods and goals to measure and improve the carbon efficiency of its own operations as well as involve its carriers and customers through carbon reporting and offsetting services.
For some time, HR professionals have aspired to create a “paperless office” with automated technology to create, store, and manage all of the employee information necessary to run a business effectively. Today the technology exists to turn this goal into reality with a desirable Return on Investment (ROI). Current business trends toward environmental sustainability provide the additional impetus to make the business case for paperless HR today, to help support the workforce of tomorrow.
Increasingly, reducing the use of paper in business processes will become a necessary step toward corporate sustainability efforts. Some global and regional companies are pushing sustainability initiatives not only within their own operations, but also out into the supply chain, encouraging vendors and partners to implement greener business practices. “Going green” is a competitive response to changes in social attitudes and to the expectations of customers, employees, and stakeholders.
Because of the many paper-intensive administrative processes in the Human Resources department, it is a great area to embrace corporate sustainability objectives by eliminating paper. Going paperless also saves costs and increases the efficiency and accuracy of HR functions. It can even help with recruiting and engagement—many sought-after job candidates and top-performing employees are passionate about environmental causes. This white paper provides information on the benefits of a paperless HR department and the technology for putting it in place.
Tools in Focus: The Evolving Landscape of Social MetricsSustainable Brands
This document discusses applying social metrics to product evaluation. It outlines the Triple Bottom Line approach of considering people, planet, and profit. It then discusses the development of social metrics and defining relevant social stakeholders, themes, and aspects. Creating social metrics provides business value by increasing supply chain visibility, managing risks, and allowing for sustainability communication. The document advocates considering social, environmental, and financial indicators together rather than viewing them as a trade-off. It also discusses collaboration between PRé and DSM to develop a common approach to measuring social impacts across a product's lifecycle.
Garoupa Hotel Spa Golf & Conference Centre Corporate Sustainability Policy-So...Cecil van Niekerk
The GAROUPA sustainability programme is defined as the targeted integration of business operations and values, where the interests of all stakeholders including investors, customers, employees, the community and the environment are reflected in the company's policies and actions. The purpose of the policy is to make clear to all stakeholders what we mean by CSR and how we propose to work towards achieving it.
The CSR policy applies throughout all of the GAROUPA organisation and governs the approach to all our activities.
In implementing this policy we aim to:
• Be responsible and commercially viable.
• Be an example of good practice.
The document summarizes a conference on collaboration, cultural change and competitive edge through corporate social responsibility. The conference will provide tools and proven strategies for embedding CSR throughout organizations to create business value and measurable returns. Speakers will address issues like managing supply chain risk under new regulations and forming partnerships to advance CSR programs. Attendees can learn how leading companies meet long-term sustainability targets and engage investors on ESG issues.
Insight into the 16 key issues shaping the CSR agenda in USA in 2012
Knowledge of what the 3 C's of sustainabiility are and how they will be shaping business in the coming years
IBM Study On Sustainable Corporate Social ResponibilityrScott Rains
IBM's Institute for Business Value conducted a survey of over 250 business executives worldwide about corporate social responsibility (CSR). The survey found that most companies now see CSR as an opportunity for growth rather than just a cost of doing business. Specifically:
- 68% of surveyed executives said their companies are focusing CSR activities on creating new revenue streams.
- Over half said their CSR activities already give them a competitive advantage.
- However, 76% admitted they don't fully understand their customers' expectations around CSR.
The document discusses how increased connectivity and information sharing have led to greater visibility into companies' operations and supply chains. It also outlines strategies for companies to integrate CSR into their core business strategies and operations
This presentation explores what Corporate Social Responsibility (CSR) has to do with IT and how IT Service Management best practice can assist organisations in support of a strategic CSR policy.
Intersting article written some time ago by Robert Hennessy, GLOBAL Practice Team Leader – Pharma/ Health Care/ Life Science, ( http://aims-international.net/global-teams/health-care/find-a-leader )before he joined AIMS International.
Treating job applicants well creates ambassadors for companies’
images and brands, even if they don’t get hired.
1) The document discusses how corporate social responsibility has become a strategic priority for many organizations as they recognize the need for more sustainable business practices.
2) It argues that to meet strategic sustainability objectives, organizations need new sources of operational, supply chain, and customer information to gain insights. However, many organizations still lack the relevant information to make strategic decisions regarding sustainability.
3) The document suggests that leading organizations collaborate with partners across their ecosystems to share information, benchmark practices, and develop common sustainability standards in order to improve their performance while increasing efficiency.
Similar to Building a green employment brand. (20)
2. Soft Drinks International – October 2009 ENVIRONMENT 37
environmental issues from total disregard to an ronmentally and not communicate this effective-
activist mindset. Three categories out of the 10 ly internally or into the marketplace. Marchand
representing 36% of the population said they emphasises that “as you take stock of your own
cared about the environment. It would be valu- organisation’s efforts of being green, however
able to find out what percentage of the compa- that is defined, do not forget to make the connec-
tion and tell that to your internal employees.
ny’s employee population truly cares about the
environment. This would be a fairly good indica- This will make them proud of your brand and
At PepsiCo,
tor of whether environmental stewardship is crit- services, further improving retention and being green is
ical to either staying or joining the organisation engagement with your culture as well as the
at this point in time. This data will assist in cre- opportunity to clearly communicate to people part of the
ating the right message that will resonate with who you want to attract to the organisation.”
the employee population. Charee Klimek, Managing Director at Vocii (a company’s
According to Paul Marchand, VicePresident, Chicago, Illinois-based brand consultancy that
Global Talent Acquisition at PepsiCo, being helps organisations empower the voices that Performance
green is part of the equation when candidates shape their brand) believes that “making the con-
decide to join PepsiCo. He mentions that being nection about being green with your employees
with Purpose
green in the near term is a differentiator.
“However, in the future,” he adds, “it will be an
will not only make them more proud to represent
your products and services, it will also build a
(PwP) initiative, a
expectation. It won’t be a differentiator. In the stronger foundation for trust, collaboration, idea commitment to
future it will be the entry point, where in order sharing and risk taking throughout your work-
to play everyone will have to be green”. force.” achieving
The reverse also happens when the organisa-
Communicating the message tion is communicating messages that are not sup- business and
The message needs to be based on reality. It is ported by reality, in effect 'green washing'. The
more effective to create a story that employees goal is to create the right fit between the compa-
financial success
and potential employees can support and relate
to. An authentic and realistic story backed with
ny and new employees as well as retain the cur-
rent employees. When current employees feel
while leaving a
details, goals, commitments and preferably veri- proud about the company’s actions, they will positive imprint
fied by third parties will have a larger impact stay longer and become ambassadors. The organ-
because it will have a solid foundation to stand isation is helping its employees meet personal on society.
on. The message needs to exceed the expecta- goals as it relates to the environment. If the
tions of current and potential employees. employee population is environmentally
Emphasise the initiatives that are important to focused, it helps them feel good about the com-
employees. When employees are supporting the pany.
message authentically, they help communicate “Communication is a two-way street,” says
this message to each potential candidate. Klimek. In order to engage employees there
Ultimately, the goal is to create the right percep- needs to be a vehicle that allows employees to
tion. interact and provide feedback. Klimek adds that
At PepsiCo, being green is part of the compa- “when you tap into the ideas that your employ-
ny’s Performance with Purpose (PwP) initiative, ees have about where you can improve being
a commitment to achieving business and finan- green they feel that they being heard, they are
cial success while leaving a positive imprint on helping and collectively they are part of the solu-
society. “We are branding and communicating tion. This creates authenticity.”
PwP,” says Marchan. “It’s heavily communicated
internally. We believe it’s critical for our associ- Conclusion
ates to not only know about it but get involved in It appears that a larger number of employees and
it.” He adds that there is a lot of passion for this recruits are interested in working for a company Marguerite Granat has expertise
program throughout the organisation. For that excels in green leadership. Organisations in both in-house and external
instance, the operations people have a vested that work on improving their environmental executive recruitment and is a
interest in reducing water usage and creating footprint and communicate this effectively are Member of International
green manufacturing facilities such as the plant going to have a strategic advantage by attracting Association For Corporate &
in Modesto, California that is completely relying and retaining a larger number of employees who Professional Recruitment.
on solar energy for its power. are using this criterion to remain or join the Email:
An organisation may do everything right envi- organisation. I marguerite.granat@q.com
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