MNEs and United Nations’ Sustainable Development Goals

Ghauri, Pervez N.; Cooke, Fang Lee

doi:10.1007/978-3-031-06003-8_16

Cited by 7 publications

(5 citation statements)

References 38 publications

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“…Instead, HR departments and professionals could and perhaps even should play an active role as institutional actors in driving the sustainability agenda (Ren et al, 2023). By becoming more aware of the real-life consequences of HR practices on grand challenges and by reframing HR strategies, policies and practices, the HR function could contribute to the SDGs (Ghauri and Cooke, 2022). In this regard, Baldassari et al (2024) describe how sustainable HRM can have a positive impact on all SDGs.…”

Section: Evidence-based Research On Sustainable Hrm and Sdgsmentioning

confidence: 99%

Achieving sustainable development goals through common-good HRM: Context, approach and practice

Aust,

Cooke,

Muller-Camen

et al. 2024

German Journal of Human Resource Management: Zeitschrift für Pe

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This introduction to the special issue Achieving Sustainable Development Goals through Common-Good HRM: Context, approach and practice draws the links between the United Nations Sustainable Development Goals (SDGs), the concept of Common-Good HRM and the practice of human resource management (HRM) to extend intellectual and empirical insights into this important field. Particular attention is accorded to the collective social and environmental dimensions of SDGs and the place of HRM in contributing to the ‘common good’ within and beyond the workplace. Firms may create space and incentives for HRM to promote sustainability, or actively work to constrain meaningful action in this regard. This collection brings together a broad cross-section of articles dealing with the SDGs and HRM, identifying emerging common ground and contestation as a basis for future HRM theory building, empirical enquiry and practice.

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Section: Evidence-based Research On Sustainable Hrm and Sdgsmentioning

confidence: 99%

Achieving sustainable development goals through common-good HRM: Context, approach and practice

Aust,

Cooke,

Muller-Camen

et al. 2024

German Journal of Human Resource Management: Zeitschrift für Pe

Self Cite

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“…Consistent with calls for business and management studies to focus on actions that will make a positive contribution to dealing with society's Grand Challenges (Doh et al, 2021;George et al, 2016;Ghauri and Cooke, 2022) -a call reflected in HRM studies specifically (Lee and Szkudlarek, 2021) -there have recently been attempts to develop new conceptions of HRM that aim to find some kind of middle ground between the two 'standard' approaches to HRM. These look to take a wide definition of the subject and apply it in all circumstances (as in our first approach above), but not to be value-free.…”

Section: Understandings Of Hrmmentioning

confidence: 99%

“…Given that each of the SDGs can be said to impact, and be impacted by, the actions of businesses, the United Nations (UN) created the Global Compact through which, at the time of writing, almost 24,000 firms in over 165 countries have signed up to do their best to make progress towards the SDGs (https://unglobalcompact). Organisations as different as financial and academic institutions (Weybrecht, 2022) have measured themselves against the SDGs (Ghauri and Cooke, 2022). There is more: under each of 17 Goals and the (now) 231 unique indicators, there is individual action taking place.…”

Section: Introductionmentioning

confidence: 99%

Sustainable development goals and new approaches to HRM: Why HRM specialists will not reach the sustainable development goals and why it matters

Brewster,

Brookes

2024

German Journal of Human Resource Management: Zeitschrift für Pe

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Many of the United Nations’ Sustainable Development Goals apply directly to Human resource management (HRM) within organisations, and most of them have indirect relevance. It is clear, however, that by 2030 the world will have failed to meet the Goals. Although the connection between the SDGs and HRM is not so apparent, it has been argued that the two are, or perhaps should be, related: but maybe there is failure there too. This conceptual paper uses extant research to argue that the reasons for this are inherent in our understanding of HRM, in the nature of the Goals themselves, and in the relationship between HRM and the SDGs. We argue that HRM fails to advance the likelihood of the Goals being met because of construct clarity problems. Nonetheless, we argue that the SDGs have value for HRM specialists in signalling the importance of the multiple stakeholders involved and in focusing attention on crucial aspects of the role of HRM within organisations.

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“…International business (IB) research has established the idea that firms create a competitive advantage by using their resources and capabilities in the most efficient way, thereby creating a long-term sustainable advantage (Buckley & Ghauri, 2004;Teece, 2014). More recently, it has been proposed that international firms need to put more effort into creating positive externalities and minimizing negative externalities if they want to be competitive on a global market (Ghauri & Cooke, 2022;Montiel et al, 2021). This suggests that international firms' ethical behaviour and sustainability considerations become crucial in achieving competitive advantage.…”

Section: Sustainability and A Competitive Positionmentioning

confidence: 99%

Creating a Sustainable Competitive Position Through Ethical Behaviour

Ghauri,

Elg,

Hånell

2023

International Business and Management

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In this chapter, we discuss the main themes of the book and give examples of how the rest of the chapters are related to these themes. We have identified two main aspects that are partly overlapping and are equally relevant for international firms' work with ethical questions related to their business. One concerns how ethical behaviour related to sustainability can be applied as a main part of firms' corporate strategy and how this may strengthen the international competitive position. This is particularly relevant when considering that it cannot be taken for granted that there is always a positive relationship and that actors may sometimes question an emphasis on ethical behaviour that goes beyond the accepted norms and regulations. The other main theme is related to international firms' crucial role in supporting sustainability on an international level and contributing towards achieving sustainable development goals (SDGs). Solving many of the challenges related to climate change, migration, poverty and inequality is likely to require the involvement of international firms. The book identifies several routes forward to achieve this.

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MNEs and United Nations’ Sustainable Development Goals

Cited by 7 publications

References 38 publications

Achieving sustainable development goals through common-good HRM: Context, approach and practice

Achieving sustainable development goals through common-good HRM: Context, approach and practice

Sustainable development goals and new approaches to HRM: Why HRM specialists will not reach the sustainable development goals and why it matters

Creating a Sustainable Competitive Position Through Ethical Behaviour

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