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Beteiligung im betrieblichen Umweltmanagement

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  • Fichter, Klaus
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    Abstract

    Welche Wirkungen hat die Einführung eines betrieblichen Umweltmanagements auf die Beteiligung der Arbeitnehmer? Um diese Frage zu beantworten, differenziert das vorliegende Papier zwischen verschiedenen Formen der Beteiligung (Information, aktive Beteiligung, Qualifizierung) und verschiedenen Akteuren (Belegschaft, Fach- und Führungskräfte, Arbeitnehmervertretung) und zieht die Ergebnisse mehrerer empirischer Untersuchungen zur Wirkung des Umweltmanagements heran. Die vorgestellten Untersuchungen zeigen, daß die Einführung von Umweltmanagementsystemen nicht automatisch zu einer breiten und aktiven Beteiligung der Belegschaft führt. Bislang dominiert eine informatorische Beteiligung. Die gestaltende Beteiligung ist oftmals auf wenige Fach- und Führungskräfte beschränkt. Die Einführung eines Umweltmanagements hat aber offensichtlich einen positiven Einfluß auf die Arbeitsbedingungen und die betriebliche Zusammenarbeit. Schlußfolgerung: Die Einführung und Aufrechterhaltung von Umweltmanagement sollte als Modernisierungs- und Innovationsstrategie verstanden und als Chance für eine Stärkung der Beteiligung der Arbeitnehmer/innen genutzt werden. Managementsysteme zielen auf die kontinuierliche Verbesserung der Unternehmensleistung, ohne eine gestaltende Beteiligung der Mitarbeiter/innen ist dieses Ziel nicht zu erreichen. Das Papier plädiert außerdem dafür, die Mitarbeiterbeteiligung als Grundsatz des Umweltmanagements in bestehende Standards (EMAS, ISO 14001) zu integrieren. -- What are the effects of the implementation of corporate environmental management systems on the involvement of employees? To answer this question, the paper distinguishes between different forms of involvement (information, active participation and qualification) and different groups (workers, middle management and workers representatives) and uses several empirical studies on the effects of corporate enVlronmental management. The empirical studies show that the implementation of an environmental management system doesn't automatically lead to a broad involvement of employees. So far the dominating form of involvement is information. The active participation usually is limited to a few people of the middle management. Nevertheless, the presented data indicate, that corporate environmental management improves labour conditions and the internal co-operation between workers, management and workers representatives. Conclusion: The implementation and maintenance of corporate environmental management should be perceived as a strategy of modernisation and innovation and as a chance of strengthening the overall involvement of employees. Management systems aim at the continual improvement of company performance. Without the active involvement of employees this aim can't be reached. Finally the paper says that the active involvement of employees should be made a basic requirement in all environmental management standards (EMAS, ISO 14001).

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    Bibliographic Info

    Paper provided by Social Science Research Center Berlin (WZB) in its series Papers, Research Network Project "Work and Ecology" with number P00-503.

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    Date of creation: 2000
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    Handle: RePEc:zbw:wzbeco:p00503

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    Cited by:
    1. Brentel, Helmut, 2000. "Umweltschutz in lernenden Organisationen: Theoretische und methodische Grundlagen akteurs- und umsetzungsorientierter Forschungskonzepte. Am Beispiel des Kooperations-Projektes Lokal handeln - systemw," Wuppertal Papers 109, Wuppertal Institute for Climate, Environment and Energy.

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