DEVELOP EMPLOYEE PARTCEPETION

At the end of this module the trainer will be able to Understand

LO1 Work within organizational requirement

LO2 Develop effective work habit

LO3 Identify current resource use

LO4 Act within environmental regulation

LO1 Work within organizational requirement

1.1 Identfiying ORGANIZATIONAL Requirment and RESPONSIBILITY

WHAT IS ORGANIZATIONAL RESPONSIBILITY?

This chapter uses the more encompassing term organizational instead of the narrower term
corporate to emphasize that responsibility refers to any type of organization (e.g.,

publicly traded, privately owned governmental, nongovernmental,

entrepreneurial).

Organizational Responsibility: Definition as context-specific organizational actions and policies

that take into account stakeholders’ expectations and the triple bottom line of economic, social,
and environmental performance.

Numerous organizations are very much aware of the benefits of being responsible.

organizational responsibility is seen as an important ingredient of business strategy. Job

announcements for such positions include a variety of responsibilities addressing both strategic
and operational issues, such as the following:

■ work collaboratively with internal business part- ners to communicate the human rights
compli- ance program expectations;

■ facilitate regular update meetings with key inter- nal partners;

■ develop and maintain strong industry relation- ships to benchmark best practices;

■ use benchmarking and research skills to identify and communicate risks and challenges that
can affect the brand;

■ create a unified innovative approach to green and community impact initiatives;

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■ adopt operating policies that exceed compliance with social and environmental laws;

■ develop relationships and interact successfully with senior executives;

■ provide corporate social responsibility consultation and project management services to brand
name customers;

■ conduct training for corporate social responsibility monitoring firms, suppliers, and brand
names and provide support to internal and external training programs;

■ interact with a cross-functional set of internal departments (Communications, Finance, Human

Resources, Operations, Operations Services, Marketing, Sales, and Transportation) and outside
customers and represent the company regarding organizational responsibility issues; and

■ work with both internal and external resources to identify opportunities and projects that allow
us to improve our sustainability position.

IMPLEMENTING ORGANIZATIONAL RESPONSIBILITY:

Step 1: Creating a vision and values related to responsibility

■ Step 2: Identifying expectations through stake- holders’ dialogue and prioritizing them

■ Step 3: Developing initiatives that are integrated with corporate strategy

■ Step 4: Raising internal awareness through employee training

■ Step 5: Institutionalizing strategic responsibility management as a way of doing business on an

ongoing basis by measuring and rewarding processes and results

■ Step 6: Reporting on the status of the dialogue and the initiatives through a yearly
organizational responsibility report that is made available internally and externally

1.2 Employees and Employers Rights and Responsibilities

An employer is a person or business that pays employees for their work .

A right is something you are entitled/መብት ሰጠ/ to receive, e.g. to be treated/ተንከባከበ/ in a

fair ethical and legal way.

A responsibility is a duty or something you should do e.g. to treat others with respect/በግል/.

Rights and responsibilities can be classified follows :

 Legal: Asset out by national or EU law, e.g. the right to treated equally regardless of
age, ,gender maritalital ጋብቻ status etc.

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  Social: The treatment of workers by employers e.g. a payment of a fair wage ,
prevention of bullying በጥባች in the work place etc.
 Environmental: A safe and health workplace. In addition, the employer must ensure
that they do not damage the local environment.
 Ethical: Doing what is right, e.g. fair treatment of employees and suppliers ,
engaging/ገባ in fair trade .

Rights of employees are safeguarded by law in a number of employment and employers

have the right to:

 Receive a fair day’s pay for a fair day’s work

 Receive at least the minimum wage
 Receive a constrict አገደ of employment
 Adequate/በቅ/ rest breaks
 Holiday pay
 Work in a safe and respectful atmosphere free from danger, bullying or
discrimination
 Join trade union.

Right of employers

Employers have the right to:

 Decide ቤየነ on the objectives of the business .

 Hire suitable staff for their business. .
 Dismiss honest ታማኝ or unsuitable staff.
 Expect loyalty/ታማኝነት/ from their staff.

Responsibilities of employers

The responsibilities of the employer are to:

 Ensure work place is safe and healthy working conditions .

 Provide employees with adequate በቂ training (and protective clothing/equipment
clothing/equipment if necessary ).
 Provide employees with statutory ደንብ holidays and leave , e.g. maternity parental
leave .
 Pay agreed wages .They must pay at least the minimum wage to their employees
and equal pay to men and women.
 Deduct Pay As You Earn አገኘ (PAY Related Social Insurance (PRSI) and Universal
አለም አቀፋዊ Social Charge (USC) ) from their employees’ pay and keep employment
records including Revenue ቀረጥ payments for each employee.

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  Ensure all employees are treated equally in the business and that bullying/
harassment does not exist አለ. They must not discriminate when advertising ,
recruiting or promoting staff .
 Comply with employment law and give employees written contract of employment.
All aspects of employment are cove red including:
 Hiriring and training employees
 Equal pay
 Opportunity for promotion
 Dismissal
 Conditions of work
 Advertising for employees.

Unfair Dismissals
This is law states that employees can not be dismissed for the following reasons :
 Age
 Be coming pregnant
 Rligious beliefs
 Political beliefs
 Race ዘር
 Sexual orientation
 Being member of the travelling community
 Being member of trade union
 Taking part in an official strike
 Taking legal proceedings against an employer.

Develop effective work habit

Good work habits are essential for anyone who wants to succeed in his or her job,
whether it is an after school or summer job or one that is a step on the career ladder. They
increase your productivity and job satisfaction and help you have better relationships with
your boss and coworkers. We asked experienced professionals and parents what good
work habits they would tell young adults they must have. Here is their advice:
1. Take Criticism Well
Your boss's feedback is valuable. He isn't necessarily criticizing your performance
because he dislikes you. He may be trying to help you succeed.
2. Don't Gossip
Don't contribute to the gossip mill and remain neutral if your coworker tries to pull you
into it or talks behind another colleague's back.

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 3. Be a Problem Solver, Not a Complainer
If you have a complaint about something, always have ideas about how to make it better.
When you turn negativity into positive action, you will sound professional instead of
whiny.
4. Be Dependable
Always go to work when you are scheduled to be there. Only call out if you are truly
sick.
5. Be Willing to Go into Work If Your Boss Asks
If your boss asks you to come into work when you are not scheduled, be willing to make
every effort to go. You should also be cheerful about it (or pretend to be).
6. Allow Extra Time for Everything
Always build a buffer into commuting time, as well as your timeline for working on a
project.
7. Be Prepared to Not Know Everything
You certainly won't know everything when you first start out, and you will still have
more to learn even as you move up in your career.
8. Put Your Phone Away While at Work
Texts and notifications that pop up on your cell phone can be a big distraction while you
are working. Check your phone only during breaks.
9. Dress for a Better Job
Dressing for the position you want lets your employer visualize you in that job.
10. Ask for Help and Offer It as Well
No one, no matter how talented, can do it all alone. If you need assistance, don't be afraid
to ask for it. Realize others may require it too but may hesitate to ask, so offer a hand
when you can.
11. Always Do Your Best
When your boss assigns a task, perform it to the best of your ability.
12. Be Kind
There is nothing to be gained by not being nice to others. When you are kind, it will make
others happy, and they will have goodwill toward you. Be especially kind to those who
seem the most miserable. They may really need it and it could have a positive effect on
them.
13. Do More Than Is Required and Do It With a Smile and a Positive Attitude
While doing more than your boss or customers expect may get you recognition, more
importantly, it will give you experience and personal satisfaction.
14. Never Say "It's Not My Job"
Be ready to pitch in when you are needed. It may involve doing something that isn't in
your job description, but you will demonstrate that you are flexible.
15. Look at Problems as Opportunities, Not Challenges
When problems arise, solving them gives you the chance to showcase your strengths and
sharpen your skills.
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 16. Keep Personal Problems Out of the Workplace
Beware of extensively talking about your personal problems. What you tell your
coworkers could influence their perception—and your boss's—about your ability to do
your job and it could make you the subject of workplace gossip.
17. Ask Questions
If you don't understand how to do something, or how something works, get clarification.
You may feel foolish asking what you consider a silly question, but that is much better
than making an avoidable mistake.
18. Always Proofread Your Work
It may take a little longer to look over your work, but it is much better to catch your
errors before someone else does.
19. Don't Forget That Work Is Work
While it is important to like what you do, you will be terribly disappointed if you expect
your job to be fun and games all the time. There are things you will need to do that won't
be glamorous, but as they say, "that's why they're paying you the big bucks."
20. Make Sure You Understand Company Policies
If you don't know what they are, get the facts from someone whose job it is to know
them, for example, the human resources department. If you ask a coworker instead, he or
she may give you the wrong answer, and you will bear the consequences.
21. Don't Be Afraid to Say "I Don't Know"
If someone asks you a question and you truly don't know the answer, rather than giving
out misinformation, be honest. Say you aren't sure, but you will find out. Then do it.
22. Be Organized
It is impossible to do good work if you are disorganized.
23. Prepare for Your Day
Arrive at work early and get ready for the day by anticipating what you will have to do
while you are there. Do not get flustered by last minute changes. You may have to
modify your plans.
24. Never Ask a Subordinate or Colleague to Do Something You Would Not Do
Delegate tasks if you have the authority to do so but don't expect anyone to do your dirty
work for you.
25. Smile, and When Things Are at Their Worst, Smile More
Smiling makes you feel better and it makes others feel better. Of course, don't smile when
it is inappropriate to do so, for example when something tragic happens.
26. Listen to Understand, Not React
When someone is talking, listen carefully. Don't think about how you are going to
respond, but instead, try to absorb what the person is telling you. You can ask questions
later.
27. Stop Procrastinating
Putting off doing your work, even a project you dread, won't make it go away. You might
as well get it over with.
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 Identify current resource use
You should look to identify possibilities for improving environmental and resource
efficiency within your own work role. This includes being familiar with the
environmental hazards and resources used. You, as a worker, are the closest and most
familiar on a daily basis with the materials, products and equipment you use.
Whatever your role in the organization, there is an effect or product that results from
what you do. Resources are all the materials and energy that go in to producing that effect
or product. The resources used may include plant and machinery.
They also include lights, office equipment, stationery, raw materials, chemicals and other
products. When identifying the resources used, also consider the secondary resources.
These are the tools and equipment that are required for you to do your job. Secondary
resources may include toilet facilities, lunchroom facilities or showers Self.
Developing and Monitoring current resource
You should look to identify possibilities for improving environmental and resource
efficiency within your own work role. This includes being familiar with the
environmental hazards and resources used. You, as a worker, are the closest and most
familiar on a daily basis with the materials, products and equipment you use.
Whatever your role in the organization, there is an effect or product that results from
what you do. Resources are all the materials and energy that go in to producing that effect
or product. The resources used may include plant and machinery.
They also include lights, office equipment, stationery, raw materials, chemicals and other
products. When identifying the resources used, also consider the secondary resources.
These are the tools and equipment that are required for you to do your job. Secondary
resources may include toilet facilities, lunchroom facilities or showers
Documenting and measuring current usage of resources
Measure Current Resource Usage Once you have identified the resources used, you will
need to calculate a usage rate. This will provide a basis for tracking and monitoring your
progress towards becoming more efficient. Some resource usage may be readily available
by reviewing supplier invoices.
Current water and electricity bills provide usage rates that can easily be compared over
time. To determine your organization’s current resource use, you will need to conduct an
assessment. Firstly, you will need to determine what resource usage you are going to look
at. The next step is to determine how you will measure the resources use. You can either:
 Conduct a desktop assessment
 Conduct a physical assessment. A desktop assessment will involve
reviewing reports and records
You will need to determine which records can provide you with the information needed
to determine energy usage. The records needed may include:
 Purchasing logs.
 Receipts.

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  Water or energy bills.
 Waste bills.
 Equipment lists and specifications. A physical assessment will involve
physically counting items or observing employees. You may want to undertake a
workplace inspection.
Appropriate techniques to resource usage may include but not limited to:
 examining and documenting resources in work area
 examining invoices from suppliers
 examining relevant information and data
 measuring resource usage under different conditions
 reports from other parties involved in the process of identifying and implementing
improvements Resource Use, Waste Generation and Efficiency Profile
The purpose of establishing your resource use, waste generation and efficiency profile is
to collect and analyze baseline data for your premises. This baseline data can then be
used to identify an appropriate efficiency indicator and track your progress as you
implement your environmental strategies.
There are five steps in the process
Step 1 – Collect data
Step 2 – Analyze data
Step 3 – Establish a baseline period
Step 4 – Identify activities
Step 5 – Estimate resource use and waste generation for the key activities.
Step 1 – Collect Data To undertake this assessment, you need to collect the following
information:
 The quantity of resources used by type
 The quantity of production or activity at the site by type
 The quantity of waste generated by type
 The quantity of greenhouse gas emissions associated with each input and output
 If possible, a separation or estimation of the amount of water used for fire testing.
Where possible, this data should be collected over a 2-year period and recorded on a
monthly basis. Having monthly data collected over this timeframe will help you identify
seasonal trends.
Step 2 – Analyze Data Look for patterns in your data and consider the seasonal aspects
that affect your resource use or waste generation. If your data allows, look for variations
within weeks to identify trends on a weekly basis as well as on a monthly basis.
Compare the resource consumption and waste generation to your business activities.
Some industries have resource efficiency indicators that are already set.
Step 3 – Establish a Baseline Period Using the information collected, you will need to
establish baseline data. This is the data you will use to evaluate your improvements

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 against. The data you use should be current (i.e. no more than 2 years old) and contain at
least 12 months data.
The baseline data needs to be reviewed against your 2-year period data. You need to
determine if it represents a typical year at your workplace. If not, you should indicatewhy
and estimate what a typical year will look like.
Step 4 – Identify Activities When analyzing your data, it is preferable to divide it by
activities at your workplace rather than departments or sections. Use of resources and the
waste generated is usually relevant to particular activities so this will give you more
accurate information to work with. You will need to start by listing all the common
activities.
Step 5 – Estimate Resource Use and Waste Generation for Key Activities As the use of
resources and the wastes generated are often inter-related, you should firstly undertake an
integrated mass and energy balance for the whole site. When estimating the resource use
and waste generation for each activity, remember these key principles:
 Sum (individual activity resources/wastes) = Total resource/wastes
 Sum (inputs) = sum (outputs

Recording files and measuring current resource

Organizations record information, create documents and file them for future use as part of
daily business activity. Filing can be one of the most frustrating jobs for any employee,
but when it is done in a structured way it can be done quickly and save a lot of time when
a document is required in the future.
You need to select the most appropriate method for recording information based on what
you are recording, the nature of your organization and any particular procedures and
guidelines that already exist. You need to ensure you familiarize yourself with your
organization's requirements.
Why record and file documents?
The previous section explained the importance of measuring resource usage. This is
because it helps provide information on how effectively an environmental initiative has
reduced resource usage, identifies opportunities for improvement and helps us understand
any cost savings. It is important that this data is recorded and filed for future access.
Some reasons for this are listed below. Compliance There may be workplace policies
and procedures in place that require this data to be collected and stored for a period of
time. Often these procedures are to support legal requirements, so it is important that the
records are kept and stored for audit purposes Record usage How often you collect
resource usage data will depend on the type of document you use to record your
information.
Generally, if you are collecting data regularly, it is most useful to record that data in a
database format, whether in a spreadsheet or a database. It is helpful, though not

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 necessary, to name date columns with numbers, rather than text, as this helps keep them
in order in some applications.
For example, if you sorted months alphabetically your list would start with April,
August, December – and end with September. Putting the year before the month means
that it is easier to compare the same month in different years without confusion.
How you structure your table will depend on how you wish to present your data. For
future analysis, it is helpful to keep one master table that summarizes the key information
and then select different fields to create any graphs or diagrams. If data is stored in
several places, it’s much harder to analyse results.
File documents
Documents are filed so that they can be easily accessed at a future date, whether for
further business use or for legal compliance requirements. Filing can be done either
electronically or in hard copy. Files are increasingly being stored electronically, as this is
much simpler for organizations to manage and it is easier to control access.
Act within environmental regulation
Complying with environmental regulations
Compliance is about meeting the requirements of accepted practices ,legislation ,
prescribed rules /regulations , specified standards , or the terms of a contract . Businesses
must comply with environmental standards to ensure sustainability.
Legislation and Compliance
What is Compliance? Compliance is acting in accordance with rules or standards.
What is an act? An act is a written law passed by Parliament.
What is a regulation? A regulation is a rule or directive made and maintained by an
authority.
Rules designed to control or govern conduct.
What is a code of practice? A code of practice is a set of rules or standards which have
been designed in accordance with legislation and regulations, and are enforced by local
government agencies.
Is also written guidelines issued by an official body setting out recommended or preferred
processes, actions or organizational structures to be applied in a given setting.
Law - legislation passed by governments which is enforceable by courts.
Best practice - methods and techniques that have consistently shown superior results
which are used as benchmarks .
 Compliance may include but not limited to:
 meeting relevant laws, by-laws and regulations or best practice to support
compliance in environmental performance and sustainability at each level as
required (such as Environmental Protection or Biodiversity Conservation Act):
 international
 local government
 industry

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  organization

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