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Beck-Krala Ewa (AGH University of Science and Technology Kraków, Poland), Klimkiewicz Katarzyna (AGH University of Science and Technology Kraków, Poland)
Reward Programs Supporting Environmental Organizational Policy
Programy motywacyjne wspierające prośrodowiskową politykę organizacji
Zarządzanie Zasobami Ludzkimi, 2017, nr 6, s. 41-54, rys., tab., bibliogr. 38 poz.
Human Resource Management
Rozwój zrównoważony, Ekologia, Wynagrodzenia, Wynagrodzenie za pracę, Motywowanie pracowników, Zarządzanie zasobami ludzkimi
Sustainable development, Ecology, Remuneration, Remuneration for work, Motivating employees, Human Resources Management (HRM)
summ., streszcz.
Pracodawcy coraz częściej podejmują działania zmierzające do kreowania zrównoważonego rozwoju poprzez odpowiednie praktyki i narzędzia w obszarze zarządzania ludźmi, nazywane Green Human Resources Management (Renwick i wsp., 2012). Praktyki kreujące zrównoważony rozwój stosowane są we wszystkich obszarach funkcjonalnych zarządzania ludźmi, jednak kluczową rolę odgrywa tu motywowanie i wynagradzanie pracowników, ponieważ wspiera proekologiczne zachowania pracowników. Mimo istotności zagadnienia niewiele polskich publikacji porusza tę problematykę. Celem artykułu jest omówienie potrzeby kreowania zrównoważonych systemów wynagradzania pracowników oraz próba zdefiniowania zrównoważonego wynagradzania. Na bazie literatury przedmiotu przeprowadzono systematyzację pojęcia zrównoważonego wynagradzania oraz klasyfikację występujących w praktyce programów motywacyjnych, wspierających działania proekologiczne. Wskazano również dobre praktyki stosowane w praktyce zarządzania w tym obszarze. (abstrakt oryginalny)

Employers increasingly take steps to create sustainable development through appropriate human resource practices and tools. This is called Green Human Resource Management (Green HRM). Practices that create sustainability are used in all functional areas of Human Resource Management (HRM). However, employee rewarding is crucial, as it supports the pro-ecological behaviors of employees. Despite the essential nature of this issue, few Polish publications explore it. The aim of this article is to draw attention to the need of creating sustainable reward systems for employees as well as to define the sustainable rewards. Here, systematization of the concept of sustainable rewards and the classification of motivational programs supporting pro-ecological activities are carried out on the basis of topical literature. Good examples from management practice in this area are also indicated. (original abstract)
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