Paper Example on Climate Change: Opportunity & Detriment for Recruiters

Introduction

Climate change is both an opportunity and an instance of detriment for recruiters in various firms. The variability of climate dues to changes in atmospheric conditions is a significant source of risks to the health of humans, the ecosystem, social and cultural setups, and, most importantly, the economic systems (Biagini & Miller, 2013). However, these changes in climatic conditions also provide valuable opportunities (Klein, 2018). Climate change is highly impactful in the job market as it influences the decision-making process of recruiters when, whether and how to recruit and manage employees within the organization based on climatic changes. Some of the opportunities include advancement in technology, an avenue for expansion, and all-season operation of the company, and lower operational costs for those in stable climatic conditions. The disadvantages of the climatic change include but are not limited to; increased operational cost, loss of potential expert employees, unstable recruitment schedules, and high rate of resignations.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

Supporting Claims

Advancement in Technology

The changes caused by climate change can create conditions that propel the company to venture into innovative high tech solutions. There are cases where the people working in some areas of the company may no longer be able to attend to their work effectively. The risk factors associated with such regions make the employees less productive, unlike if they were in normal conditions. In such cases, the recruiters may need to lay down some of the workers in the high-risk areas and automate some of the tasks. The use of Artificial Intelligence, robotics, and other forms of automation have great potential to provide the company with considerable economic benefits (Bessen, 2017). The company will save more funds, especially the ones that were used to pay the employees who have been lain down. Additionally, there will be newer job slots where the company can employ experts who will deliver or surpass the expected level of productivity due to the use of the latest technology.

Avenue for Expansion

There is the opening up of an avenue for development due to the creation of demand for optional products. Companies that are involved in eco-friendly renewable sources of energy, such as solar industries and agriculture-based companies can make appropriate moves that can lead to the growth of the companies. More drought cases result in less hydroelectric power generated. This climatic condition paves the way for the demand for alternative sources of energy like the solar industry (Olmos & Perez-Arriaga, 2018). The recruiters within this industry will need to expand and employ more qualified workers to further their objective. The expansion of the sector due to the demand shoots the profits high. Also, there are instances of climate change due to the depletion of the ozone layer, which in turn affects the hydrological cycle and can lead to draught in some localities. In the areas affected by drought, there is a decrease in agricultural production as most crops are climate-sensitive. The companies that are involved in the farming sectors can take advantage of this time to advance further. The companies can be those involved in the development of drought-resistant seeds and more productive fertilizers or other companies involved in the creation and distribution of the mechanical systems used in agriculture, such as the ones used for irrigation to provide water for the crops. This growth is highly beneficial to the company at all levels.

Lower Operational Costs and All-Season Operation of the Company

In cases of climatic change, most companies face economic crisis. The company can shift to other localities with stable climatic conditions. The shifting from one region to another is useful since the company saves resources that would have had been used in those adversely affected areas (Pruteanu-Podpiera & Podpiera, 2008). In the new areas of operation, the operational costs are reduced since the people working for the company are operating at typical expenses, and thus average earning rates cut across. Before any company is created or before it ventures into expansion in new regions, it is imperative to note the possible climatic transitions within the area they intend to set up their operations. Climatic conditions can affect various industries and their seasonal activities (Henri & Roy, 2016). There are instances in which some companies or small businesses thrive in winter, others in summer, and others require a different skill set for each season. The companies in which specific skills per season is a prerequisite can recruit their workers selectively as per the demands by the working conditions. In this manner, they get to operate all year long without any hitches in between.

Opposing Claims

Higher Operational Costs

In cases of climatic change, most business models that had not made appropriate preparation for the said change end up incurring losses due to increased operational costs. Any organization should come up with a set of techniques and methodologies for managing the company's processes, its products, and services to deal with competition and meet the market standards. In the process of managing these activities, the company incurs a cost to deliver fully (Henri & Roy, 2016). It is the objective of any company to minimize the costs to as low levels as much as is practically possible. When climate change occurs, the prices of managing the new challenges rise high, thus minimizing the profit margin. Additionally, the employees who continue working in this risky and unfavorable condition need health and safety insurance cover. In other cases, the management may be forced to raise the salaries of its staff who continue to work in such conditions in compliance with the laws of the land they are operating on (Joseph & Samuel, 2017). The additional expenses increase the operational cost as well.

Loss of Potential Expert Employees and Instabilities in Recruitment Schedules

In extreme cases, there is a need to shut down the operations of the company or a large section of it. The company, in such cases, has to lay down some of its employees to cope up with the challenge (Mac, 2018). In this manner, the company loses its highly qualified, loyal, and motivated workers who perhaps had worked with the company for some time and thus have accumulated a lot of experience. In most cases, when this happens, the company ends up losing these workers since others may be unwilling to move to other branches of the company located elsewhere. Additionally, the company may lose potential employees who would have wanted to work with them but are now not able to because of the present climatic changes (Mac, 2018). The changes may also affect the hiring timelines and procedures.

Employee Resignation

The unfavorable working conditions may lead to the departure of some key employees within the organization. If the situation is not carefully assessed and managed, it could lead to the downright fall of the company (Klotza & Bolino, 2016). The impact in such cases is evident in the productivity levels, which will go down. When some workers leave, some of the remaining workers may start asking questions as to why they would be left behind to work in such conditions, and others might also pack and go as well. The company may be forced to take on measures that are extremely costly to maintain the remaining staff. And with the slots that will be left when the employees leave, the new experts who will be employed by the company will take some time before they fully comprehend the operations of the company. For this period, while they are still new, the productivity of the company will be lower comparatively (Klotza & Bolino, 2016).

Employee resignation may influence customer preference for the products or services of the company. The change in preference happens when employees in essential customer service functions leave, and the customers have to train the new employees into their philosophy, product preference, and services. Besides, relationships take months to build. Also, the resignation of the key employees lowers the remaining employee's morale. Lowered levels of morale lead to lower productivity (Yuan et al., 2016). The remaining employee is also left to take over from the projects and positions of the ones who have left, and some might begin to question the long term future of the company. Furthermore, the resignation of employees affects managerial relationships. When an employee leaves the organization, the managers who take control are faced with a situation in which they are directly accountable for the overall productivity and performance of the organization. When one of the crew members leaves, the supervisor has to determine the one to fill the void created by the departure and come up with relevant strategies for the company to cope up with their exit. Another significant aspect of production and service delivery is the turn over costs. When employees leave, they take more than just their talent to the other competitors in the market (Lutchmna, 2019). The company loses the skill and expertise, which is highly detrimental to the company in question.\

Conclusion

Climate change can disrupt the operations of any company, especially in the job sector. The cases of climatic change are both an opportunity to the recruiters and a negative impact depending on the type of company and the measures it has put in place to tackle the dynamics in climatic conditions. It remains the task of the company to associate with experts dealing with the analysis and prediction of climatic conditions all over the globe to understand the possible risks in place. In situations where the company has not been established, they should include these considerations before deciding the location of the company. Also, those that are established should find better means of coping with cases of this kind.

References

Bessen, J. E. (2017). Automation and jobs: When technology boosts employment. Boston Univ. School of Law, Law, and Economics Research Paper, (17-09).

Biagini, B., & Miller, A. (2013). Engaging the private sector in adaptation to climate change in developing countries: importance, status, and challenges. Climate and Development, 5(3), 242-252.

Henri, J. F., Boiral, O., & Roy, M. J. (2016). Strategic cost management and performance: The case of environmental costs. The British Accounting Review, 48(2), 269-282.

Joseph, C. S., & Samuel, H. J. (2017). Antecedents of Cost Management and Operational Dimensions: A Perspective Study Among select MSME'S in Coimbatore District, Tamil Nadu. Asian Journal of Research in Business Economics and Management, 7(4), 14-24.

Klein, J., Araos, M., Karimo, A., Heikkinen, M., Yla-Anttila, T., & Juhola, S. (2018). The role of the private sector and citizens in urban climate change adaptation: Evidence from a global assessment of large cities. Global environmental change, 53, 127-136.

Klotz, A. C., & Bolino, M. C. (2016). Saying goodbye: The nature, causes, and consequences of employee resignation styles. Journal of Applied Psychology, 101(10), 1386.

Lutchman, A. (2019). Factors leading to employee resignation within a professional service organisation (Doctoral dissertation, North-West University).

Mac, P. (2018). Climate change: Liberals dump the future. Guardian (Sydney), (1839), 1.

Olmos, L., Rivier, M., & Perez-Arriaga, I. (2018). Transmission expansion benefits: the key to redesigning the regulation of electricity transmission in a regional context. Economics of Energy & Environmental Policy, 7(1), 47-63.

Pruteanu-Podpiera, A., & Podpiera,...