Abstract

This is the fourth in a series of books publishing the best contributions on environmental management accounting (EMA) from around the world. It has been developed by the Environmental Management Accounting Network (EMAN). Contributions are drawn primarily from papers presented at EMAN-EU and EMAN-Asia Pacific conferences in the last two years. Brought together in this volume are international examples of leading thinking and practice in this rapidly developing area. Sustainability Accounting and Reporting provides an up-to-date overview of the most current views, developments, costs and benefits in environmental and sustainability accounting and its links to reporting. The book discusses new developments in environmental accounting and investigates topics in and links between corporate environmental and sustainability issues as well as between strategy, measurement and information management, and between accounting and reporting. Papers presented in this research based publication have been through an independent peer review and thorough editing process to ensure the highest possible research quality for theory based submissions and, for the more applied contributions, the greatest potential usefulness and impact for corporate and public-policy practitioners. © 2006 Springer. All Rights Reserved. Document type: Part of book or chapter of book

Abstract

The discipline of information architecture (IA), although present in some way for over 50 years, has taken on special relevance with the advent of the Web and the explosion of the amount of available information. Nowadays, IA has clear pillars based on the managed content but especially on users, without forgetting the context. This article discusses components to combine when developing IA, and a basic methodology is identified. As the amount of information around us is still growing, IA continues to innovate with new forms of organization, more efficient search engines and Semantic Web technologies that let computers take care of the less creative part of coping with the avalanche of information.

Abstract

Among the information systems that have emerged in recent years there is iVoz, created in 2012, that comes from the combination of organizational creativity and technological innovation. The creativity of an organization —the Voz de Galicia Corporation - allowed the design of a procedure to deal with information, and consequently to manage its objectives, processes, and results. Technological innovation has made possible an information management procedure focused on very specific aims. The new procedure has allowed the introduction of important changes in the aims of the company, in the production of new information contents, and its dissemination. Details on how this management system works, how it fits into the Corporation , and the main results are explained. Finally, the communication possibilities that are now open, especially for local information, are discussed.

Abstract

The management of internal communication in organizations has undergone extensive development in recent years through the use of various tools, many of them associated with technological advances. However, in many organizations, it continues to be linked to human resources departments, based on the understanding that it is linked to the relationship with workers. In this context, characterized by the tendency to promote the experience of employees in order to increase their involvement and enable management change, the concepts of staff happiness and well-being have been introduced into organizations. This work delves into the relationship between internal communication and the happiness and well-being of employees using a questionnaire completed by internal communication managers in 82 Spanish companies that have been recognized for their actions in this area by the Great Place to Work consultancy firm and by the Internal Communication Observatory. The results indicate that the link between happiness and internal communication is strong, despite the fact that happiness management is implemented very little in Spanish organizations and in most cases is the responsibility of human resources. In Spain, the term most commonly used to designate this position is that of Wellbeing Director, followed by that of Happiness Director and less so Chief happiness officer, as occurs in other countries.