I agree with Elise
Gilchrist of the Yale Program on Climate Change Communication when she boldly
said that:
| The same is being echoed
by Cara Pikem, Bob Doppelt and Meredith Herr, author of “Climate Communications
and Behavior Change” A Guide for Practitioners”. These authors said that
cognitive and behavior change challenge is at the heart of global warming. |
This is based on their observations that
addressing global warming necessitates a shift in the thinking and behavior
among people and organizations (even at the household levels) to motivate them
to engage in climate preparedness actions or activities that reduce the carbon
emissions. Furthermore, they believe that addressing global warming calls for
changes in beliefs, assumptions and thinking not only about the environment but
also about economy and overall well-being.[i]
Global warming and climate change (the two
are different), are still relatively unpopular discourses in the military
including the Philippine Army. Its understanding of the impact of climate
change is often associated with the role it performs in Humanitarian Assistance
and Disaster Response (HADR). It has yet to determine the impact and
implications of climate change on the organization, as well the security risks
associate with the phenomenon. It is still wanting of empirical studies on the
effects of climate change on its military bases/ camps despite the perennial
devastation its suffers due to climate change-induced disasters. Moreover, it
has yet to develop a clear-cut strategy and policy on how to manage such
security risks, including managing its own “negative” contribution to
conditions that damage the environment and trigger changes in the climate.
While there have been a number of climate
change studies undertaken, the results and recommendations [of the said studies]
have yet to see light. These studies and
initiatives however, only focused on broad strategies to contribute to
environmental protection and conservation such as what has been mentioned by
Gilchrist. In particular, the human behavior aspect of the issue is often put
on the sidelines to highlight policy and infrastructural solutions to the
problem.
Pikem, et.al, had proposed a plan to address
the need for a behavioral change mechanism to address the behavioral aspect of
climate change which can be used by the author to complement the RANAS
Framework (Risks, Attitudes, Norms, Abilities, Self-Regulation). It contains
tools and recommendations that can be applied to manage the impact of climate
change on the Philippine Army by influencing the behavior of its stakeholders.
1.
Creating the tension required to motivate people
to address global warming- General concern about global warming in the Philippine Army is not
enough and there is a need to highlight its impact on doctrine, organization,
training, leadership, equipment, facilities and personnel, as well as on policy.
2.
Building Efficacy for Addressing Global
Warming- This entails connecting global warming to other priority issues in the organization
especially in military reservations such as the influx of illegal settlers,
solid waste management, and poor infrastructures. It will take a closer look at
the cause and effects of climate change other than the usual notion, and focus on
tangible solutions to manage its impacts. Moreover, it will also give the
stakeholders a clear role in the overall strategy.
3.
Building the benefits of addressing global
warming- This might require making people directly experience or observe the
positive benefits of mitigating or adapting to climate change. It will also require
making stakeholders understand the consequences of their actions to the environment.
For example, what are the consequences if energy in the camp is not managed
properly? What happens of forests are denuded rapidly?
Managing the security risks posed by climate
change on the military could be a costly undertaking initially. The
organization must invest a significant portion of its resources to tackle
various aspects of the organization (DOTMLPF) affected and highly vulnerable to
climate change effects in the future. Human resources- the foremost resource
available to the Army, will be the focal point of all efforts to manage the
impact of climate change on the organization. Aside from the manpower needed to
pursue these efforts, the utmost support and cooperation of all personnel
particularly at Fort Magsaysay is paramount. Furthermore, aside from technical
knowhow, climate change planning and advocacy requires immense level of passion
and commitment hence the need for careful selection of champions and focal
persons. Sustainable financing is also critical to ensure the continuity of
programs, activities and projects. Logistical and/or materiel resources as well
as facilities are necessary to ensure sustainability of climate change
management initiatives.
[i] https://climateaccess.org/system/files/Climate%20Communications%20and%20Behavior%20Change.pdf
