Environmental Degradation - Research Paper Example

An Overview of Environmental Degradation Environmental degradation is fundamentally regarded as the weakening of the environment through the depletion of natural sources like water, air and soil. It also refers to the destruction of ecosystem as well as the destruction of plant along with animal species by a considerable level. The significant concern of environmental degradation can be typically viewed to be one of the popular threats that have been experienced by various nations throughout the globe. It has been apparently observed that the issue concerning environmental degradation can generally happen due to several imperative factors. In this similar context, the factors encompass deforestation, unprecedented construction and most importantly population explosion among others. Moreover, frequent earthquakes, volcanic eruptions and concentrated rainfall can create negative impact upon the environment by a greater degree. Thus, it can be affirmed that all the aforementioned factors might cause environmental degradation and can also affect ecosystem at large (NIED, 2010). In relation to determine the causes as well as the effects of environmental degradation, it has been viewed that the removal of natural resources and the development of wastes and various sources of air pollution have drastically affected the majority of the planets’ ecosystem. It is worth mentioning that mining, carbon emission and fossil fuels burning are certain imperative factors that results in causing huge amount of environment degradation. In order to minimize the aforementioned environmental impact, the governments of various nations intend to adopt as well as implement significant initiatives in order to control and reduce the causes of environmental effect. The factor of environmental degradation has been viewed to be one of the leading global issues that largely affected the ecosystem of the planet. This environmental damage can happen due to the release of harmful gases in the atmosphere, improper utilization of natural resources and the occurrence of uncertain natural calamities. These contributory factors can also be regarded as the major indicators of environmental degradation (FWR Group Pty, Ltd., 2010). With regard to analyze the reasons along with the effects concerning environmental degradation, it has been observed that particularly the western nations are the largest contributors towards making environmental degradation as they are involved with producing huge quantity of consumer goods or services. Most significantly, the factor of human disturbance is regarded as one of the major causes of environmental damage that impose crucial impact upon the plants, animals and other natural sources of the environment. Furthermore, the notion of ‘habitat fragmentation’ contributes in long-term environmental affect that can also damage the entire ecosystem of the world by a greater degree. Contextually, ecosystem can be considered as a distinct unit that encompasses living as well as non-living beings that resides within the planet. These can be animal, plants and human beings who are viewed as the core members of planets’ ecosystem. Within this ecosystem, it has been observed that majority of the wildlife species require huge stretches of land for existing in this planet. In this similar concern, the facet of ‘habitat fragmentation’ is viewed to be an important reason of environmental degradation. According to various researches, it has been viewed that this fragmentation lessens species richness and might decrease the level of effective functioning of ecosystem. In this regard, the most crucial outcome of ‘habitat fragmentation’ is the land disturbance where natural environment are continuously being affected due to deforestation and land destruction. In addition, there pertain various forms of environmental degradation such as soil erosion, deforestation, desertification, bush encroachment and salinization among others. All these aspects of degradation are created either by human activities or by natural calamities (United Nations Research Institute for Social Development, 1994; Raleigh &Urdal, 2013). Causes and Effects of Environmental Degradation There are several reasons of environmental degradation. In this regard, inappropriate utilization of land can often lead to soil degradation due to wrong farming procedures that is viewed to be one of the critical reasons of environmental degradation. In this similar context, it has been viewed that particularly in the hilly areas, farmers at times plough the field in an inconsistent manner that eventually results in severe soil erosion in case of the occurrence of heavy rain. Contextually, agricultural runoff is considered as deadly sources of pollutants that can damage environment by a greater extent. Farmers often use several types of pesticides and chemical fertilizers containing various chemicals into the soil in order to yield large quantity of crops. At the time of heavy rain, the water surface washes this soil and combines it into the lakes and river water. This makes the water poisonous and acidic that creates harmful consequences upon the living species such as fish, plant and other organisms of the ecosystem (NIED, 2010; Union Budget & Economic Survey, 2013). Pollution is the other decisive factor that broadly causes environmental degradation by a considerable level. Soil can be degraded due to the result of waste products that can be considered as one of the major sources of pollution. It has been apparently observed in this context that when the waste products belonging to different industries, mines and households get mixed with the natural environment, the wastes effectively pollutes land, water, air and soil. Moreover, the significant issue of population explosion contributes mainly in making extensive environmental degradation. In this regard, the increased level of population is ultimately creating huge loads in the entire planet that results in causing environmental degradation. Additionally, the massive utilization of automobiles, generators and industrial machinery instruments among others release huge amount of poisonous gases that pollutes the natural air and causes environmental damage. This is owing to the reason that these gases contain huge amount of hydrogen, sulphide, sulphur dioxide and carbon monoxide chemical compounds that pollutes the air and affects the health of the human beings at large (NIED, 2010; Union Budget & Economic Survey, 2013). Poverty is another vital factor that effectively contributes towards environmental degradation. People belonging to below poverty line (BPL) have been observed to damage the natural resources in order to survive or exist in this planet. The poor people have to depend upon fragile areas as well as resources in order to seek for food and shelter. These people primarily belong to rural or remote areas where waste materials are produced in large quantitative that eventually impose extensive impact upon the natural resources and makes environmental degradation by a considerable level (NIED, 2010; Union Budget & Economic Survey, 2013). Natural calamities are the other important reason of ecological degradation that is commonly associated with the happening of environmental disasters like flood, hurricane, earthquake, volcanic eruption and wildfire. These types of natural disasters can inclusively damage plants, animals, human life and other organisms of ecosystem at large. Conversely, it has been observed that due to environmental degradation, natural disaster has been evolved. For instance, when soil erosion takes place due to flood, the water washes the chemicals and toxic materials of the soil that ultimately unfavorably affect the health of the living beings (NIED, 2010; Union Budget & Economic Survey, 2013). After acquiring a brief idea about the various reasons of environmental degradation, it can be affirmed that the concern of environmental damage or degradation can affect the social, economic and environmental condition of a nation by a greater extent. One of the imperative effects of environmental degradation can be the changing conditions of climate. The frequent climate change may lead towards several negative results like droughts, cyclones and floods among others. The other significant effect of environmental degradation can be vast atmospheric alterations, soil degradation, scarcity in water and water pollution among others. In this similar context, the governments of various nations desire to adopt necessary initiatives or actions in order to minimize the impact of environmental degradation by a certain degree. In order to bring sustainability within the global eco-system, it is quite indispensable to curb down the causes of ecological degradation by a significant level. Therefore, it is necessary for the governments, overseas organizations and communities to incorporate and work together in order to reduce the risks associated with environmental degradation (NIED, 2010; Union Budget & Economic Survey, 2013). Selection Process Selection process refers to the sequence of activities that is closely linked with hiring suitable candidate’s who seek for jobs in an organization. Every leading organization initiates its business process by implementing well-defined employment selection policies and hiring procedures. The imperative facet of selection process is viewed to be a systematic process of recognizing individuals who possess desired qualifications, skills, experiences and competencies applicable to be employed within an organization. It can be stated that it is the responsibility of the recruiting mangers of any particular organization to select appropriate candidates in order to fulfill organizational policies by implementing suitable selection procedures. It has been apparently observed that selection process is quite significant for an organization as it identify the skills, knowledge and attributes of the candidates that further assist the organizations towards attaining their respective expected business targets at large. Prior to the selection process, the recruiting managers should identify the vacancies, provide the description about the role of the job vacancy and make external communication in order to acquire proper candidates for the given job vacancies (Auspost, 2006; West Nottinghamshire College, 2013). There are various steps involved in selection process that have been described hereunder. Communicating the Vacancy and Job Position Needs Recruiting mangers should identify the job requirement within their respective organization and also needs to evaluate the requirements of the job position. In this step, recruiting managers should select appropriate channels through which they can communicate and inform the job requirement to the potential candidates or the job seekers. Through this process, organizations can acquire suitable candidates and fulfill the requirement of job vacancies (Co-Coon Consulting, 2010; LSU AgCenter, 2013). Defining the Job and Evaluate Suitable Applicant Profile It is the responsibility of the recruiting managers of an organization to create and evaluate the profile of the applicants who are suitable for the given job vacancies. This profile should be assessed by taking into concern the skill, knowledge, previous job experience, desire towards fulfilling the job responsibilities and suitability with the given job description (Co-Coon Consulting, 2010; LSU AgCenter, 2013). Developing the Interview Outline On the basis of the ideal applicant profile, organizations should set an interview process through which they can determine the suitable candidates for the given job vacancies. The interview questions must be designed based upon intention criteria and must relate with job specification (Co-Coon Consulting, 2010; LSU AgCenter, 2013). Written Test After developing appropriate interview outline, organizations should conduct a selection test process in order to evaluate and judge the competencies, skills and knowledge of the applicants. If the applied candidates are selected, then they might be called for preliminary interview in the form of written test (Co-Coon Consulting, 2010; LSU AgCenter, 2013). Interview After the conduct of written test successfully, candidates may called for an interview process. In this process, the human resource (HR) teams of an organization should evaluate candidates’ skills, behavioral attitudes, academic knowledge, competencies, interests and desire towards fulfilling the job responsibilities. It is in this selection process that the organizations eliminate those candidates who are not able to satisfy the minimum eligibility criteria towards the provided description of the job vacancies (Co-Coon Consulting, 2010; LSU AgCenter, 2013). Selection and Offer After the successful conduct of the interview process, applicants would have to appear for the face-to-face interaction with HR manager regarding job offer and salary packages. In this stage, HR manager provides appointment letter to the selected candidates and discuss about the company’s working and other policies along with regulations (Co-Coon Consulting, 2010; LSU AgCenter, 2013). The different stages of selection process have been depicted hereunder with the help of the following chart. An Overview of Job Analysis Job analysis can be referred to as one of the decisive aspects in the overall Human Resource Management (HRM) activities. In general, the significant concern of job analysis is fundamentally regarded as a prerequisite activity through which the organizations can improve their respective management processes by a considerable level. Most importantly, job analysis is primarily concentrated towards the assimilation of work-related information that exists within an organization. Due to the critical factors like increased level of market competition and emergence of technological innovation, the feature of job analysis became utmost concern for the organizations in this modern day context. One of the major intentions of conducting job analysis is to develop appropriate job description and specification through which HR managers can select superior quality workforce into their respective organizations. Job analysis is generally conducted for the future development in terms of job domain, accurate description of jobs, appropriate planning as well as establishing performance appraisal, implementation of effective training process, determining promotion criteria and evaluating training requirements (Project People, 2012). Job analysis has been viewed to be a systematic approach through which data or job-related information can be technically evaluated and observed within a specific organization. It delivers essential information regarding the job qualities and the attributes that possessed by the job seekers. In order to develop meaningful and useful HR related decision-making procedure, job analysis should be conducted on frequent basis by the organizations. By taking into concern the present business situation, it is quite necessary for the organizations to analyze the jobs according to the employees’ skills and abilities for the motive of obtaining higher efficiency as well as superior productivity (Pearson Education Inc, 2013). Advantage of Job Analysis towards the Organizational Success Job analysis is considered as thorough evaluation of tasks, responsibilities, skills, knowledge, abilities and attributes of every organizational member that is quite essential to deliver active support to different organizations in attaining success in future. One of the basic objectives that the organizations perform job analysis is to ensure that their workforce selection procedure is reliable and justifiable. In this similar context, a successful selection procedure is considered if it precisely measures the definite prerequisites of a job in a fair and an efficient manner. Moreover, the aspect of job analysis is considered as a tool that can assists the organizations in terms of dealing with individual work-related issues and other problems which emerges within the workplace. It also provides the organizations with the essential requirements at the time of adopting as well as implementing any sort of restructuring process. Additionally, it also helps the organizations to mitigate labor management linked issues that emerges within the workplace (Indira Gandhi National Open University, n.d.). In order to determine about when, how and why job analysis would benefit an organization, it has been viewed that job analysis brings flexibility for the organizations in order to manage efficient human resource functions in a systematic, structured and effective manner. It makes a significant contribution towards enhancing the overall organizational activities particularly at the time of organizational transformation, change in operational decision, emergence of new competitors and initiation of technological innovation. During these critical circumstances, job analysis ensures the organization to perform entire operational activities without any discrimination. In this similar context, job analysis helps in preparing effective organizational chart as well as structure where arrangement of job responsibilities and job positions are determined. Moreover, it also determines the demands of job according to the responsibilities to be performed and evaluates the skills as well as abilities of the employees by a significant level. Additionally, job analysis also assists HR managers to select potential candidates as per the requirement of the organizations. It also delivers necessary information regarding job specification and description in order to hire skilled candidates for the future development of the organizations (Chandramohan, 2008; Prien, Goodstein, Goodstein & Gamble, 2009). The facet of job analysis would benefit an organization at the time when the organizations would provide training sessions to the newly recruited candidates. This is owing to the reason that job analysis represents that training ought to be delivered in those particular areas that are quite beneficial for the advancement of the organizational performances. Contextually, job analysis delivers the organizations with essential job-related information that eventually assists the business managers as well as the job analysts to evaluate their specific duties for the particular job profile. Through job analysis, the business managers can assess different business or operational risks that comprise while performing various job activities and can also evaluate the appropriate skills which are required to deliver the assigned tasks successfully. Job analysis helps to develop specific job responsibilities that are suitable in accordance with the employee’s capabilities and knowledge. Moreover, it also guides the organizations with the formation of performance appraisals as well as evaluation procedures. In this regard, job analysis assists managers to assess the future performance of the employees by comparing present output with required output of the organization. Through this process, managers determine whom to promote on the basis of the performance and also comprehend the skills gap so that accurate employee should be fit for the right position within the organization. It also guides the business managers in order to decide appropriate compensation packages and allowances for the suitable employees (Chandramohan, 2008; Prien, Goodstein, Goodstein & Gamble, 2009). In order to obtain significant benefits from the facet of job analysis, an organization should follow certain steps. The primary step is to obtain an overview regarding the nature of various jobs within a specific organization in order to scrutinize the linkage between overall performances of the employees and the organizational objectives. Contextually, organizations should also investigate the interrelationship between jobs and the contribution of several job responsibilities towards improving productivity. On the basis of the organizational precedence and constraints, it is necessary for the HR managers of any organization to preserve transparency regarding the information that are obtained particularly from the job analysis. Through the obtained information, HR managers can be practically utilized for enhancing the operational function of the employees as well as the organizations. Contextually, it has been viewed that the process of job analysis is quite time consuming and expensive in nature. Hence, it is necessary for the organizations to select appropriate job attributes that needs to be analyzed. In order to develop successful job analysis, HR managers should assimilate data on the basis of job characteristics in order to perform assigned jobs effectively. Through this information, HR managers prepare job description in order to highlight the tasks, responsibilities and duties concerning the deliverance of efficient job performances (Chandramohan, 2008; Prien, Goodstein, Goodstein & Gamble, 2009). With regard to determine the benefit of job analysis to a particular organization, it has been viewed that the facet of job analysis primarily provides essential inputs that are required to design the jobs in such a way so that it is able to enhance the performance of the organizations in terms of efficiency as well as productivity The significant utilization of job analysis has been identified to develop primary job description that helps to resolve basic human resource issues. It also delivers the employees and the supervisors with specific job descriptions where duties as well as responsibilities are mentioned according to the job titles and position. Through the process of job analysis, business managers can acquire precious information regarding training needs, influence of the workforce to incorporate as a team and determining selection as well as recruiting process towards the future development of the organizations (Chandramohan, 2008; Prien, Goodstein, Goodstein & Gamble, 2009). Job analysis plays a decisive part within a specific organization that helps the HR managers to adopt as well as implement fair, transparent and justifiable decisions. Moreover, it facilitates the organizations to attain a better understanding regarding their respective organizational job roles and responsibilities. Furthermore, with the help of job analysis procedures, an organization can enhance and implement HR strategies, activities and processes in a broader perspective like performance appraisal, skills training, employee job planning, design organization performance and career development. Furthermore, in an organization where employees’ morale is low, job analysis can help those organizations towards delivering an opportunity to determine their remuneration levels. It also motivates the employees to develop superior trust amid the business managers and also makes HR decisions more flexible and transparent (Chandramohan, 2008; Prien, Goodstein, Goodstein & Gamble, 2009). References Auspost. (2006). Employee selection process. Retrieved from http://auspost.com.au/media/documents/employee-selection-process.pdf Co-Coon Consulting. (2010). Introduction to selection process overview. Retrieved from http://www.mfihr.com/hr/sel/ovrview.pdf Chandramohan, A. (2008). Human resource mgt. New Delhi: APH Publishing FWR Group Pty Ltd. (2010). Definition of environmental degradation. Retrieved from http://www.fwrgroup.com.au/environmental-degradation.html Indira Gandhi National Open University. (n.d.). Job analysis. Retrieved from http://www.egyankosh.ac.in/bitstream/123456789/35583/1/unit-6.pdf LSU AgCenter. (2013). The interview and selection process. Retrieved from http://www.lsuagcenter.com/MCMS/RelatedFiles/%7BA86D8A2D-3D53-4850-862D-CE5AA78A86CC%7D/Interview-Selection-Process.pdf NIED. (2010). Environmental degradation. Retrieved from http://www.nied.edu.na/divisions/projects/SEEN/SEEN%20Publications/Environmental%20Information%20Sheets/Natural%20Resources/5.%20Land%20Degradation.pdf Pearson Education Inc. (2013). Recruitment and placement: job analysis. Retrieved from http://www.prenhall.com/desslertour/chapter3.pdf Project People. (2012). Guidelines for best practice in the use of job analysis techniques. Retrieved from http://www.projectpeople.com/uploads/Best-Practice-Job-Analysis-Techniques.pdf Prien, E. P., Goodstein, L. D., Goodstein, J., & Gamble, L. G. (2009). A practical guide to job analysis. United States: John Wiley & Sons. Raleigh, C., & Urdal. H. (2013). Climate change, demography, environmental degradation, and armed conflict. Retried from http://www.wilsoncenter.org/sites/default/files/ECSPReport13_RaleighUrdal.pdf United Nations Research Institute for Social Development. (1994). Environmental degradation and social integration. Retrieved from http://www.unrisd.org/80256B3C005BCCF9/ (httpAuxPages)/52B8B9CA2197847380256B65004C9CC9/$file/bp3.pdf Union Budget & Economic Survey. (2013).The underlying causes of environmental degradation. Retrieved from http://indiabudget.nic.in/es98-99/chap1104.pdf West Nottinghamshire College. (2013). Recruitment and selection procedure. Retrieved from http://www.wnc.ac.uk/Documents/About-Us/Working-Here/Recruitment%20and%20Selection%20Procedure.pdf Read More