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Facilitating a Culture of Sustainable Innovation: A Cooperative Advantage Perspective
No full textPurposeThe purpose of this paper is to provide advice on how organizations can facilitate a culture of sustainable innovation from a cooperative advantage perspective.Design/methodology/approachThis paper is written for practitioners and academics focused on sustainable innovation. It includes specific advice for production & operations and accounting & finance functions and how they can contribute to sustainable innovation from a cooperative advantage perspective.FindingsBy emphasizing the importance of stakeholder wellbeing, creating opportunities for collaboration and empowering employees, human resources (HR) departments can help organizations cultivate a culture of sustainable innovation and navigate the complex challenges of addressing environmental concerns to build a more sustainable future.Originality/valueThis paper offers HR practitioners a unique approach to encourage a culture that promotes care and community, intentional dialogue and action-oriented consensus-building among employees in different departments to facilitate sustainable innovation from a cooperative advantage perspective within their respective organizations
Perceptions of accounting educators and public accounting practitioners on the composition of 150-hour accounting programs: A comparison
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Weight Discrimination: Implications to the Workplace
No full textPurpose: Given the prevalence of obesity in society at large and ensuing weight discrimination in the workplace, the purpose of this paper is to bring to light the social stigma attached to obesity, stimulate the discussion around enacting better legislation to alleviate weight-based discrimination in the workplace, and highlight the role of HR departments in preventing such discriminatory actions.Design/methodology/approach: The paper reviews current perceptions, trends, laws, and consequences related to obesity and weight discrimination, and discusses the implications for organizations and HR professionals.Findings: Weight discrimination is a real problem in society as a whole, and workplaces in particular. HR professionals have a key role to play in removing weight discrimination and creating a more inclusive and equitable workplace.Originality: Although weight discrimination has significant professional and personal consequences, there is a lack of explicit laws and policies that provide strong protection to impacted individuals. This paper brings the issue to light and discusses the role of HR in eliminating such bias and discriminatory practices in the workplace
