PurposeThe purpose of this paper is to review what is known about debris management and acknowledge that the effective removal of debris has positive impacts on communities affected by disaster. Four new concerns are introduced that should be considered during the debris management process. These include the recognition of additional debris types as well as the importance of evidence in crime scene investigations.Design/methodology/approachA literature review on debris management is presented in this paper. It illustrates the relevance, amount, and types of debris in disasters as well as the need for advanced planning. Four new essentials are then discussed.FindingsThose involved in debris management should consider how they will deal with excessive donations, human remains, animal carcasses and evidence collection.Research limitations/implicationsAlthough this research could be enhanced with practitioner interviews, the literature review is fairly thorough.Practical implicationsLessons in this paper will help to bring about more effective and efficient debris management operations.Originality/valueThis research reviews the current state of knowledge and adds to it.

This chapter explores the vital role of human resource departments in organisations and their contributions towards environmental sustainability in the nations of sub-Saharan Africa. It posits that the role of HR in recruitment, training and development, learning, rewards, employee relations, and appraisal of employee performance should be conducted with environmental sustainability in mind. It affirms that instilling a culture of environmental awareness into every activity of organisations has a great return on productivity, attracting the best talents, and minimizing the harm of environmental degradation. It contends that organisational policies and behaviour on environmental responsiveness should be of greatest priority to the 21st-century businesses in sub-Saharan Africa.

This chapter presents a literature review of the evolution of sustainable transportation in Western Europe. It examines the historical development in sustainable transportation and the way forward for future sustainable transportation models and strategies. It reviews the sustainable practices of 12 Western European nations and their contributions to reducing the impact of global environmental degradation. The choice of these 12 nations is based on sustainable progress in enhancing environmentally friendly means of mobility. The literature reveals that the emphasis on sustainable transportation system in Western European nations is worthy of discussion primarily because of the dramatic improvement attained in reducing emission of carbon dioxide. This chapter also aims to identify some of the applied policy instruments and the monitoring processes enacted in several of these European nations.

PurposeThis paper aims to reflect on Dennis Mileti's Disasters by Design ten years after its publication and to discuss the book's contributions and limitations. It seeks to uncover how Mileti's work relates to disaster and emergency management policy.Design/methodology/approachThe paper examines scholarly reviews of Mileti's work and explores the theoretical and practical implications of his important research.FindingsDisasters by Design recognizes the importance of environmental protection and poverty reduction in disaster policies. However, this work may not fully capture all the hazards, distinct types of vulnerability, phases and functions pertinent to emergency management.Research limitations/implicationsThis review both accepts and questions some of the assessments of Mileti's work. The perspective of this review may help shape the future of emergency management policy.Practical implicationsThe paper provides a comprehensive view of disasters and offers recommendations to improve the emergency management profession.Originality/valueThe review is one of the few works that examines Mileti's work with a critical eye. It draws concern to his paradigm and suggests the need for continued refinement.

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This chapter explores the vital role of human resource departments in organisations and their contributions towards environmental sustainability in the nations of sub-Saharan Africa. It posits that the role of HR in recruitment, training and development, learning, rewards, employee relations, and appraisal of employee performance should be conducted with environmental sustainability in mind. It affirms that instilling a culture of environmental awareness into every activity of organisations has a great return on productivity, attracting the best talents, and minimizing the harm of environmental degradation. It contends that organisational policies and behaviour on environmental responsiveness should be of greatest priority to the 21st-century businesses in sub-Saharan Africa.

This chapter explores the numerous challenges impacting data management in the fourth industrial revolution. It highlights the importance of data management in the era of technological and industrial development in the 21st century business world. It draws attention to the value of countries enacting policies and reforms to curtail the rate of cyber-crimes and hacking into sensitive information of organisations whose operations occur significantly in the cyber realms. Much focus is given to the literature on legal policies enacted in many Western nations to prevent and minimize the consequences of data breaches. It draws attention to the benefits of effective data management in organisations and the key reasons considerable focus should be given to it from national governments across the globe.

Globalisation has affected the work environment, leading to an increase in the workforce. Workforce diversity describes ways employees differ by way of values, beliefs, experiences, backgrounds, preferences, and behaviours. While organisational success depends on effective management of its workforce by leaders, the adoption of appropriate leadership style, like inclusive leadership, has become one of the strategic mechanisms to manage the diverse workforce in the 21st century organisation. Inclusive leadership, a relational leadership style, tends to be open, accessible, available, self-aware, committed, collaborative and culturally intelligent. Premised on social exchange theory, these unique characteristics make the diverse subordinates of inclusive leaders feel valued and reciprocate by being dedicated, absorbed, and working with vigour. The chapter advocates for inclusive leadership style as the preferred leadership style to manage diverse workforce to promote employee engagement in the 21st century organisation. The chapter ends with suggestions for future research.