Awareness means that people, from top management down to the workshops, know what energy forms are, what may be the environmental impact of their activities, what the energy costs are, and where the potential for energy savings is.
Motivation is necessary in order to trigger people to change their attitude to energy and use of materials in order to cut energy costs through more efficient and responsible operation of machines and other energy uses, providing that they have adequate skills and competencies.
These prerequisites of change - Skills-Awareness-Motivation - can be shown together in an S-A-M diagram (Fig. 1.5). If any of them is missing or is inadequately developed, a training program will need to be devised and implemented. There is one more vital ingredient for the success of change - leadership! Without leadership any change project, EEMS included, will lose its purpose and eventually fail. Leaders
at all levels of an organization must ensure that plans are put rapidly into action, rather then striving for perfection and precise analyses. Leaders should inspire and motivate people and provide them with the tools and knowledge for achieving the targeted energy and environmental performance improvement goals. In order to do that, leaders will often need to change themselves first in order to get ready and lead the staff to performance improvement.
When we are close to the indicated area in the S-A-M box (Fig. 1.5), i.e. where skills, awareness and motivation are high, with leaders at the helm of the EEMS ship, the change process will be on its way, and energy and environmental performance may start to improve. Nevertheless, there is a long way to go before arriving there.
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