1.
ENVIRONMENTAL MANAGEMENT
WHAT IS ENVIRONMENTAL COMMITMENT TO ORGANIZATION?
-environmental commitment in the context of an organization refers to the
organization's dedication and responsibility towards environmental sustainability and
conservation. It involves a pledge to minimize the negative impact of the
organization's activities, products, and services on the environment.
2. THE CONCEPT OF THE ENVIRONMENT
WHAT IS ENVIRONMENT?
Environment regulates life, including human interactions. It encompasses
physical, biological, and cultural elements interlinked individually and
collectively. It influences the survival and development of living forms,
including humans.
COMPONENTS OF ENVIRONMENT
The environment mainly consists of the atmosphere, hydrosphere,
lithosphere, and biosphere. But it can be roughly divided into two types such
as.
 Micro Environment – refers to the immediate local surroundings of
the organism.
 Macro Environment- refers to all physical and biotic conditions that
surround the organism externally.
 Physical Environment- refers to all biotic factors or conditions like
temperature, light, rainfall, soil, minerals, etc. It compromises of
atmosphere, lithosphere and hydrosphere.
 Biotic Environment- includes all biotic factors or living forms like
plants, animals, and microorganisms.
3 WAYS TO MAINTAIN A BALANCED ECOSYSTEM
ECOSYSTEM- A community of living organisms that interact with each other in
a given physical and chemical environment.
BIOTIC AND ABIOTIC FACTORS- Living and nonliving components that shape
the ecosystem.
TERRESTRIAL ECOSYSTEM- The ecosystem where humans live, most made
up of landforms.
3. WHAT IS ORGANIZATIONAL COMMITMENT
 It refers to an individual’s psychological attachment to the
organization, determining whether an employee will stay with the
organization for a longer period of time and work passionately
towards achieving the organization’s goal.
TYPES OF ORGANIZATIONAL COMMITMENT
 AFFECTIVE COMMITMENT (DESIRE TO STAY)
Affective commitment is an employee's emotional commitment to the
organization they work for. When employees feel strong affective commitment, they
will be more loyal and engaged and will work harder to realize organizational goals.
 NORMATIVE COMMITMENT (OBLIGATION TO STAY)
Normative commitment is a sense of responsibility employees feel for their job or
organization that holds them back from quitting.
 CONTINUANCE COMMITMENT (NEED TO STAY)
Continuance commitment refers to the situation where an individual feels that
they will lose more by leaving than they will gain. In effect, continuance
commitment is a fear of loss if they leave.
ADVANTAGES OF ORGANIZATIONAL COMMITMENT
 HIGH EMPLOYEE PRODUCTIVITY
They believe in the organization, its goals, vision, mission, and the leadership
team.
 REDUCE ABSENTEEISM
Committed employees look forward to going to work, completing their work, helping
out projects, and contributing toward organizational goals.
 EXCELLENT TEAM PLAYERS
Dedicated employees are heavily invested in the organization and its
success.
They are great at collaborating with and working in teams.
 STRONG ADVOCATES
Dedicated employees are effective and positive advocates of their
employers. They are strong believers and supporters of their employer’s
products, services, and policies.
HOW TO IMPROVE ORGANIZATIONAL COMMITMENT
 Create a strong teamwork culture- Building a strong teamwork
culture facilitates a healthy work environment.
 Be transparent and encourage open communication- Let employees
be participative in what is happening within the organization.
4. HOW TO IMPROVE ORGANIZATIONAL COMMITMENT
Businesses value organizational commitment because it can lead to
the following:
 Consistent work performance
 Constructive relationships
 Healthy work cultures
IMPROVE ORGANIZATIONAL COMMITMENT
RESPONSBILITY FOR IMPLEMENTATION
 Create a strong teamwork culture What is Implementation?
 Communicate clear goals and expectations to the employees
 Be transparent and encourage open communication The process of moving an idea from concept to reality. This might be an
execution of a plan, idea, design, specification or policy.
 Maintain work ethics IMPLEMENTATION PLAN
 Foster a positive work culture  Facilitates the execution of a plan, idea, design, specification, or policy
 Develop trust by presenting clear implementation steps that need to be followed.
 Implementation plans are usually made to support the strategic plan
 Encourage innovation created by an organization.
 Provide constructive feedback and not criticism 6 KEY COMPONENTS OF AN IMPLEMENTATION PLAN
 Efficiently delegates tasks  OUTLINE GOALS/OBJECTIVES
 Offer incentives  ASSIGN RESPONSIBILITIES
 IMPLEMENTATION SCHEDULE
5. WHAT IS ORGANIZATION AND PERSONNEL  RESOURCE ALLOCATION
 DEFINE METRICS
 CONTINGENCY PLAN
WHAT IS ORGANIZATION- refers to a coordinated group of individuals working
together to achieve common goals or objectives.

It involves: 6. RESPONSIBILITIES OF MANAGEMENT REPRESENTATIVE

 DIVISION OF LABOR What is a Management Representative?
 DELIGATIONS OF RESPONSIBILITIES  A management representative is a professional who fulfils a
 ESTABLISHMENT OF HIERARCHY supervisory role on behalf of more senior members of the
They are characterized by their: management team.
 ROLES  They’re often responsible for communicating expectations, assigning
 RULES tasks, notifying senior managers of employee performance changes
 SHARED VALUES and providing support to teams.

The main components of the organizations are: WHAT DO MANAGEMENT REPRESENTATIVES DO?
 Well-defined objectives  Meet with management to discuss performance, goals, priorities and
 A well-organized and coordinated group of people expectations
 Clear and well-defined policies and procedures  Monitor team member’s performance and productivity
 Proper divisions, authority, and responsibilities  Train new team members
 Effective system of communication  Create reports for management teams
 Supervise daily activities to ensure quality and proper completion
WHAT IS PERSONNEL?
 Create schedules
 The Personnel department prioritizes developing the organization as a whole  Delegates assignments and task
rather than individual persons.  Discuss performance with individual team members
 In addition, to encourage and motivate employees, the personnel  Provide support to employees who are new or struggling to complete
department aids in the recruitment and selection of employees as well as the their work.
training and development of employees. WHAT SKILLS DO MANAGEMENT REPRESENTATIVES NEED.
 A CEO hosting a meeting for all personnel is for all of his employees. An  COMMUNICATION
employee’s personnel file is used to keep track of the employee’s  LEADERSHIP
information that pertains to employment at the company.  DECISION-MAKING SKILLS
 OPERATIONAL KNOWLEDGE
Defined as the personal accountability for the implementation. Responsibility is a
moral or legal obligation for which accountability and liability can emerge. A person
can be held responsible for actions and results.

7. WHO ARE THE PEOPLE TO SEEK HELP
EMPLOYEE- An employee is someone that another person or company
hires to perform a service. Business owners compensate employees for
their work to grow and maintain their business.
MANAGER- A manager is a professional who takes a leadership role in
an organization and manages a team of employees.
CHIEF EXECUTIVE OFFICER (CEO)
this position is typically the most senior role in a business or
organization. As the highest-ranking executive, the CEO is ultimately
responsible for the success or failure of the organization.
The context refers to the circumstance, environment and situation in which
the communication takes place. It includes factors such as the physical
setting, cultural norms, social dynamics and the relationship between the
sender and receiver.
RECEIVER
The receiver is the intended recipient of the message.
CHANNEL
The channel refers to the medium through which the message is transmitted.
The choice of channel depends of factors such as the nature of the message,
the urgency, the number of recipients \, and the available.

8. COMMUNICATION
 Is the transformation of knowledge and meaning from one individual
or group to another.
 According to Desantis, communication is made between to side
the source and the receiver.
 effective communication within an Environmental Management
System ensures that everyone is informed, engaged, and
motivated to contribute to the organization's environmental
goals. It fosters a culture of environmental responsibility and
sustainability within the organization and its broader
community.
COMMUNICATION IN ORGANIZATION AND PERSONNEL
ORGANIZATION COMMUNICATION- refers to the exchanging and
transmitting of an idea, information, facts, beliefs, or attitudes, between two
or more individuals through a shared system of symbols.
MESSAGE
The message is the information, idea, or content being communicated. It
should be clear, concise and tailored to the intended audience, taking into
account their language, cultural background, and level of understanding
10. INITIAL REVIEW
The IER is the first step in the implementation of an EMS - where a business
considers all the factors affecting its 'relationship' with the environment. It
should form the baseline and foundation for the other parts of your EMS.4
Main Areas
 Review previous environmental issues
 Consider any regulations which have an operational impact
 Identify and evaluate possible environmental issues
 Outline current operations and how they are managed; consider
indirect impacts.
COMMON AREAS FOR REVIEW include:

 site history and issues

PERSONNEL COMMUNICATION- is the sharing of information, ideas and
feelings between employees and managers of the company it can happen  utilities
verbally or electronically.  inventory of raw materials
 aqueous waste
9. WHAT ARE THE RESOURCES NEEDED  solid wastes
 gas emissions
SENDER
 the site setting and environment
The sender is the person or entity initiating the communication. They encode
their message, which can be in the form of verbal or written language,  any other management systems already in place, eg for safety or
gestures, symbols, or other means of expression. quality
FEEDBACK  health and safety issues
Feedback is the response or reaction provided by the receiver to the sender.  materials storage and handling
It allows the sender to assess the effectiveness of their communication and  noise and vibration
make the necessary adjustments.
CONTEXT