Academic literature on the topic 'Culture of the occupational community'

Through a consideration of residential propinquity, religious and cultural activity, language retention, and levels of exogamy, this article provides a microstudy of the Welsh community in San Francisco and identifies the Welsh as a distinct ethnolinguistic community in the city during the late decades of the nineteenth century and the early decades of the twentieth. What was the nature of Welsh immigrant culture, and to what extent were working-class Welsh people involved in its expression? In addition, through an analysis of intragenerational changes in socioeconomic status, as indicated by occupational mobility, the article tests the assumption that the Welsh were prime illustrations of the “American Dream,” thus providing a clearer picture than the images promulgated by contemporary Welsh leaders who strove to emphasize the industry and upward mobility of their fellow countrymen. Did the Welsh as a group occupy a privileged position in the occupational hierarchy, and were they universally successful in improving on this position?

This paper examines the extent to which the Midland Railway workforce in nineteenth-century Derby constituted some form of occupational community. Evidence for this paper is drawn from Midland Railway Company (MR) records combined with census data and other documentary and textual material. It explores the social and domestic world of employees at the Midland Railway Company's headquarters and critically examines the construction of community in both functional and symbolic terms.

Black Americans have historically been excluded from societal associations and faced wavering instability in their households, forcing them to work together for their individual and collective well-being. In past research, more than half of Black American students enrolled in school opted to pursue social or educational careers. Findings suggest that Black Americans’ occupational development is influenced by their family and community ties. In this conceptual paper, the foundation of the development of identity in African American culture is presented, as it relates to occupational decision-making. First, we discuss the influences of general identity development on occupational decision-making. Second, we argue that Black cultural identity is multidimensional, with strong community and family factors that play a special role in occupational choice. Third, we suggest future research paradigms to link racial identity, culture, and occupational choice among Black American students. By exploring the fundamental beliefs of Black cultural identity, and how they buffer against each other, Black American students will be better able to make occupational decisions.

Occupational therapists in social services departments increasingly risk having their decisions challenged. This is due to the growing gap between people's needs for community care and available resources, and to a culture of complaint. The work of occupational therapists is bounded by complex community care legislation, an accompanying mass of guidance, judicial review by the law courts and investigations by the local ombudsmen. Various problems flow from the clash between the day-to-day demands made on therapists and legal and administrative rules. Awareness of the law is desirable but is achieved only with difficulty, given uncertainties in the legislation. The Court of Appeal's recent ruling – that the assessment of disabled people's needs cannot be influenced by resources – might increase demands for services but might also provoke local authorities into adopting defensive practices. In any case, legally, the Judgement of professionals such as occupational therapists remains central to decisions about the needs of people with disabilities. The article concludes that legal awareness will assist occupational therapists to achieve a balance between acting legally, carrying out their duty as employees, assisting clients, maintaining standards of professional conduct, staying within resources – and protecting themselves from unpleasant and time-consuming disputes.

Purpose Much of the commentary about police culture treats it as a monolithic and problematic feature of the police occupation that inhibits change and progress. The purpose of this paper is to draw on surveys completed by over 13,000 sworn police to describe officers’ occupational outlooks and explore the extent to which they vary across individuals and police agencies. Design/methodology/approach This paper draws upon employee survey data from 89 US police and sheriff departments collected in 2014-2015 to examine police culture through officers’ views of the community, police work, and police administration and to explore the extent to which these beliefs and opinions are affected by personal characteristics and organizational affiliation. Findings Results indicate that officers’ perspectives are more positive than might be expected and do not vary greatly by officer personal characteristics. They differ more substantially across police agencies. This suggests that police culture is to a significant extent an organizational phenomenon, not simply an occupational one. Originality/value Examining the views and perspectives of over 13,000 sworn police employed in 89 different police organizations provides a more representative and generalizable picture of police culture than previous studies that typically analyzed officers in only one police department.

In the 19th century railway work was a high-status occupation; a strong sense of occupational community and identification with work was present within the industry. Railway companies were uncompromisingly modern large-scale bureaucratically organised corporations, developing extensive networks of lines, changing physical, social, and economic geographies, and producing new forms of administrative space, In this paper it is argued that for its workers, both as the immediate subjects and as the producers of new forms of spatial organisation, experience of the corporate geography of the railway was intrinsic to the meaning of work and the status of railway workers in society. The metaphorical relationship between the story and the journey made by de Certeau is used to trace the relationships between the large-scale public geography of the railway corporation and the intimate private geography of individual biography.

Background. Occupational therapists who provide community-based services are well positioned to foster older adults’ social participation. However, community occupational therapists rarely address social participation and require support to change their practice. Purpose. This study initiated a remodelling of community occupational therapy services by (a) selecting practices fostering older adults’ social participation and (b) identifying factors that could affect their integration. Method. A community-based participatory research study was conducted in a large Canadian city. Four focus group meetings and seven individual interviews were held with 28 key informants. Findings. A continuum of emerging practices was identified, including personalized, group-based, and community-based interventions. Potential enablers of these practices included clinical support, better communication, and user involvement. Organizational and systemic barriers were related to the institutional culture and performance indicators. Implications. These results point to innovative ways to foster older adults’ social participation and identify potential enablers and barriers affecting their integration.

the aims of the study is to find out the construction of religious identity in pakpak culture community in Dairi district. The result of the study shows that there are three variations of dependence of Pakpak religion / belief and culture acculturation on other religions and cultures, the first group, traditional groups, in this group Pakpak's identity is still maintained and is dominated by parents and village communities who live far from pluralism occupation culture. Second, the bicultural group, this group is dominated by the Pakpak people who live in urban areas and who have received an established education, the behavior of this group is still thick with its Pakpak identity but has accepted differences with other religions and cultures. The three modern groups, in this group are dominated by Pakpak people who have long migrated to other areas and their Pakpak identity has changed. Of these three groups, the level of open personality was found to be very prominent for adolescents who became embryos of the development of Pakpak culture, such as the formation of identity, and interacting with peers.

Background Integrated team working is increasingly being used as a model of care within NHS Services. Whilst the integration agenda has evolved over time with increasing recognition of the continuum integration can refer to, consistent use of language and terminology has remained a challenge. The factors influencing integrated team working could be perceived as aspects of team, organisational and professional culture but there is a lack of studies formally assessing culture within an integrated team. Case studies also seldom appeared to include Allied Health Professionals with the reasons for this unclear. Care Aims is also being increasingly used as a model of care within NHS services particularly by Allied Health Professions yet the evidence base appears sparse, particularly exploring the use of Care Aims in an integrated team. Aim The overall aim of this study was to explore the effect of culture and context on integrated team working for Allied Health Professions in community settings. Methodology This exploratory study took place in two parts. The first part of the study investigated the Care Aims approach and the effect of culture and context for integrated team working for Allied Health Professionals in primary care settings and comprises of four case studies. The second part of the study evaluated and compared the case studies with other relevant models for promoting integrated team working for Allied Health Professionals (AHPs) in community settings. Data collection was primarily qualitative using both questionnaires and semi-structured interviews based on the critical incident technique. The Team Climate Inventory (TCI) and Organisational Culture Assessment Instrument (OCAI) were used to explore culture and climate to provide supplementary contextual information. The individual case studies were analysed using thematic networks. Cross case analysis was employed to identify themes for comparison. Findings The cross case analysis identified ten categories that appeared to influence integrated team working. Some of these categories were similar to themes identified in the literature exploring facilitators and barriers to integrated team working, such as leadership, staff roles and responsibilities, vision and professional culture. However different categories also emerged e.g. service type, team climate and relationship with the patient. The interdependency between the categories is also apparent, with philosophy and approach to care influencing all. Where there was a less dominant biomedical approach to care teams appeared to work in a more integrated way. Similarly, Care Aims implementation appeared to be influenced by similar factors. The approach to care pre-Care Aims and how the introduction of Care Aims was managed appearing most significant. The findings also appeared consistent with the evidence base for managing change. This study also suggested parallels between extent of integrated team working and success of Care Aims implementation. The more integrated a team appeared to be, the more successful Care Aims implementation also was. Whether level of team integration or introduction of Care Aims was the more significant factor is unclear. One of the challenges of this study has been to identify other sufficiently detailed published case studies to enable comparative analysis. As a result of the comparative analysis in this thesis a framework for a minimum data set to enable cross case analysis of case studies exploring integrated team working is proposed. This will facilitate a better understanding of the evidence base. This study adds to the literature for integrated team working by exploring and comparing several integrated teams within the same organisation. Unlike previous studies, these case studies explicitly explored the role and impact for AHPs of working in an integrated team. This study has led to the development of a framework to support implementation of Care Aims by identifying the potential barriers and facilitators to implementing Care Aims. This could support teams to identify those areas which may benefit from greater attention and support during implementation. This study also adds to the limited evidence base for Care Aims by exploring the implementation and use of Care Aims in integrated teams and undertaking a comparative analysis of teams in the same organisation.

Fallstudien undersöker vad som får sjuksköterskor på akutmottagningen i Kalmar att fortsätta arbeta under den rådande covid-19 pandemin. Studien utgår från en induktiv ansats för att skapa en förståelse för det som undersökts. För att samla in empirisk data som grund för studien har fem kvalitativa intervjuer genomförts och tolkats. Under studien har det framkommit att det som får sjuksköterskorna att fortsätta arbeta har att göra med attribut som tillskrivs professionen. Gemenskapen i arbetsgruppen har varit central såväl som allmänhetens bekräftelse för professionen och dess betydelse. Dessutom har det varit av betydelse att kunna stänga av sina känslor för att orka fortsätta arbeta.
This case study examines the driving forces to work during the on-going covid-19 pandemic. The study proceeds from an inductive approach to create an understanding for the examined case. Five qualitative interviews have been made to collect empirical data to analyze. During the study it has emerged that attributes according to the profession are contributing to proceed the work. The connections in the workgroup have been significant as well as the acknowledgement of the public according to the profession. It has also been of major importance to disconnect the feelings to be able to proceed to work.

Thesis (Ph.D.)--Antioch University, 2008.
Title from PDF t.p. (viewed March 26, 2010). Advisor: Carolyn Kenny, Ph.D. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy 2008."--from the title page. Includes bibliographical references (p. 147-153).

Denna studie fokuserar på flickors och pojkars syn på yrken ur ett kulturgeografiskt perspektiv. En enkätundersökning genomfördes på barn i årskurs 5 där de ombads att skriva vad de skulle vilja arbeta med när de blir stora samt att motivera sina yrkesval. De fick även ta ställning till tänkbara framtida arbeten utifrån en given  yrkeslista. Undersökningen utfördes i Gimo, en mindre bruksort och Uppsala, en universitetsstad. De populäraste yrkena bland barnen kan sorteras in i några större kategorier: djurrelaterade, artistrelaterade, idrottsproffs och kock/bagare. De flesta barn motiverar sina yrkesval med att yrket verkar roligt, men somliga ville tjäna pengar eller ta hand om djur och människor. Vår undersökning visar att det finns både likheter och olikheter i barns yrkesval beroende på bostadsort. När det gäller flickor och pojkar kan man se stora skillnader i resultatet. Generellt sett är olikheterna större mellan könen än mellan bostadsorterna.

This study focuses on the perceptions of occupations among girls and boys from a cultural geographical perspective. A questionnaire was given to children in fifth grade. They were asked to write their preferred occupation as grown-ups and to give an explanation to the selected occupation. They also considered possible future careers by selecting from a list of pre-set occupations. The survey was carried out in Gimo, a small industrial community, and Uppsala, a town with an old university. The most popular occupations among the children can be grouped in four larger categories: animal related, artist related, professional sportsmen and chef/baker. The majority of the children chose their preferred occupation because it seems enjoyable, but some valued making money or taking care of people or animals. The result shows both differences and similarities in children's career choices depending on their place of residence. There are, however, large discrepancies when comparing gender. The differences are more significant when comparing boys and girls than when comparing location.

À partir de 2007 en France, les museogeeks, des étudiant·e·s, professionnel·le·s de la culture et des technologies de l’information et de la communication, et amateurs de musées débattent des liens entre « numérique » et musées, en ligne puis lors de rencontres régulières. Petit à petit les professionnel·le·s des musées intègrent ces idées et proposent des actions sur les réseaux socionumériques (Facebook, Twitter, etc.) en mettant en avant la participation des publics en ligne. Loin d’être nouvelle, la démarche d’intégrer de plus en plus fortement les publics aux actions muséales s’ancre dans les Nouvelles Muséologies qui se déploient à partir des années 70. Ainsi l’approche adoptée n’est pas seulement d’interroger le renouvellement de ces idéologies par le biais des discours accompagnant les technologies numériques et internet mais en l’articulant avec les enjeux professionnels et institutionnels des professionnel·le·s des musées. La principale question de recherche est la suivante : comment les pratiques professionnelles des musées permettent la participation des publics ? La thèse s’appuie sur trois enquêtes distinctes et une longue période d’observation participante. D’une part, il s’agit de l’analyse de deux types de projets dits participatifs: des concours photographiques sur les réseaux socionumériques et Muséomix, un évènement créé par une partie de ces museogeeks, ayant comme slogan « people make museum » et dont le but est la fabrication de dispositifs numériques pendant 3 jours. D’autre part, les caractéristiques socio-professionnelles des community managers ont été interrogées à partir d’une enquête par questionnaires (n=206) et par entretiens semi-directifs.Il en ressort que ces projets dits participatifs ne renouvellent pas véritablement la place accordée aux publics dans une optique de co-construction des savoirs. Dans un contexte qui met en tension des enjeux institutionnels croissant liés aux stratégies numériques en termes de communication, de médiation culturelle et de visibilité et leur place ambiguë dans les pratiques professionnelles, les discours des professionnel·le·s sur les publics leur permettent d’asseoir leurs actions. Ainsi, la thèse n’entend pas seulement montrer un hiatus entre des discours et ce qui est produit par les professionnel·le·s. Elle appuie l’idée que l’argument de la participation des publics est, d’une part, une des seules modalités d’action légitimes pour ces professionnel·le·s qui ne sont pas reconnu·e·s pour leurs compétences scientifiques mais également l’horizon qui donne du sens à leurs pratiques dans un contexte politico-économique très contraignant
In 2007 in France were founded the “museogeeks”. These groups of students and professionals in the areas of culture, information technology and communication, as well as museum hobbyists, gathered online to discuss the ties binding the digital area and museums, before pursuing the debates in real life on a regular basis. As these new ideas sank in, museum professionals began to develop actions on social networking websites (Facebook, Twitter…), focusing on involvement of online audiences. An approach tending to involve the audience is far from being new, as we can see with the Nouvelles Muséologies in the 1970’s. Thus, the intention is not only to question the renewal of museum ideologies through digital technologies. It is to link it with professional and institutional issues. The main research topic is then : how do museums’ professional habits allow the audience’s involvement ? The thesis is based on three distinct surveys and a long period of participant observation. For starters, we will deal with the analysis of two types of participatory projects : photo contests on social networking websites, and Muséomix, an event launched by a part of the museogeeks, around the motto “People make museum”, with the intent of creating digital devices on three-day periods. Then, we will examine socio-professional features of the community managers who were interrogated via a questionnaire based-survey (n=206) and semi-structured interviews. The study brings out that these so-called participatory projects do not really revitalise the place allowed to the audience in the process of knowledge co-construction. Under the current circumstances, many institutional issues are at stake. When adapting communications strategy to cultural mediation and acquiring visibility despite the ambiguous space allowed to digital technologies, the official line held by museum professionals about the audiences tend to legitimate their actions. In this way, the thesis does not only intend to reveal a gap between words and actions produced by the professionals. It supports the idea that using the argument of audiences’ involvement is one, if not the only, way to justify the deeds of a professional community which is not recognised for its scientific skills ; it is also a perspective that gives sense to their new habits in a very restrictive socio-economic context

O estudo propôs conhecer as relações dos jovens Guarani com a comunidade da aldeia Boa Vista e a cidade de Ubatuba. O trabalho de campo e análises foram realizadas com 12 jovens entre 13 e 29 anos que participaram como colaboradores. As principais temáticas foram no campo da educação e saúde; além dos estudos das histórias de vida compostas nos eixos entre cidade/ aldeia relativos aos itinerários dos jovens, suas redes sociais e perspectivas futuras. Na saúde verificamos as tensões existentes nas relações de poder entre o conhecimento técnico-científico e os procedimentos Guarani de saúde. E na educação, o aprendizado e domínio do português aparecem como essenciais nas relações sociais interculturais, isto é, para o diálogo e negociações com outras culturas
This study intended to deepen the knowledge of the relationship of Guarani youths with the community of Boa Vista village and the city of Ubatuba (SP). Field work and analysis were performed with twelve 13- and 29-year old youngsters, in which they took part as collaborators. The main themes focus in the field of Education, Health and also studies of Composed Life History within the axis of the city-village related to the youths\' itineraries, their social nets and of their future perspectives. In the Health issue, we witnessed the existence of tensions between the power of the technical-scientific knowledge and the procedures undertaken within the Guaranis own Health approach. In the Education issue, the fact of having fluency, learning and dominating the Portuguese language seems as an essential part of their social relationship with Brazilian society, because of the need to negotiate and dialog with other cultures

This thesis details my applied thesis project and experience in the evaluation of a workforce development through sustainable construction program. It describes the need of my client, Sweet Grass Consulting and their contractual partner, the Thunder Valley Community Development Corporation, in the evaluation of Thunder Valley CDC's Workforce Development through Sustainable Construction Program. My role involved the development of an extensive evaluation package for this program and data analysis of evaluation materials to support Thunder Valley CDC's grant-funded Workforce Development Program. I place the efforts of Thunder Valley CDC in the context of their community, the Pine Ridge Reservation of the Lakota People, and within an historical and contemporary context to highlight the implications of the efforts of Thunder Valley CDC. Using the theoretical frameworks of cultural revitalization and community economic development, I attempt to highlight two important components of Thunder Valley CDC's community development efforts - cultural revitalization for social healing, and development that emphasizes social, community and individual well-being. Thunder Valley CDC's Workforce Development through Sustainable Construction Program is still in its early stages, and so this first year of implementation very much represented a pilot phase. However, while specific successes are difficult to measure at this point, general successes are viewable in the daily operations of Thunder Valley CDC that exemplify their stated mision and goals. These successes include initiatives that holistically address community needs; relevancy in the eyes of the community they serve; support for the community and for Program participants' unique challenges; and a cultural restoration and revitalization emphasis that underlies and strengthens all of this. The program thus has the potential to provide a model for community development by challenging dominant "development" paradigms and utilizing community resources and assets for community development that reflects the community's values and worldviews.

Taxes are the main financial resource of government. Performance of tax system depends on the willingness of taxpayers to pay taxes or tax morale. Government can use deterrence instruments as tax penalty and size of detection. But socio-psychological factors as attitudes of community towards tax behavior of social norms related taxation can manage and regulate tax compliance more effectively than deterrence instruments. In transition economies as Kyrgyzstan government needs more financial resources to implement economic and social reforms, to decrease poverty and achieve sustainable development. Nowadays government seeks ways to increase tax revenue. Also in the project of the Conception of Fiscal Policy in Kyrgyz Republic for 2015-2020 developed by Ministry of Economy increasing tax morale, tax awareness and consciousness is stated one of the main tasks. Tax morale and tax compliance of taxpayers’ influenced by attitude of community, family and occupational group to taxes. Negative attitude of society to tax evasion can effectively regulate tax evasion and stimulate tax compliance. The aim of this research is to reveal social norms in Kyrgyzstan and to analyze how they influence on tax behavior.

Space as affording social interaction is highly debated subject among various epistemic disciplines. This research contributes to the discussion by shedding light on urban culture and community organisation in spatialised ways. Providing a case of London’s famous cultural quarter, Soho, the research investigates the physical and cultural representation of the neighbourhood and relates it to the evolving socio-spatial logic of the area. Utilising analytical methods of space syntax and its network graph theories that are based on the human perception of space, the research narrates the evolution in spatial configuration and its implication on Soho’s social morphology. The method used examines the spatial changes over time to evaluate the shifting identity of the area that was in the past an immigrant quarter and presently a celebrated gay village. The approach, therefore, combines analytical methods, such as network analysis, historical morphology analysis and distribution of land uses over time, with empirical methods, such as observations, auto-ethnography, literature, and photographs. Dataset comprises of street network graphs, historical maps, and street telephone and trade directories, as well as a list of literature, and data collected by the author through surveys. Soho’s cosmopolitanism and its ability to reinvent over time, when viewed through the prism of spatial cultures, help understand the potential of urban fabric in maintaining a time-space relationship and organisation of community life. Social research often tends to overlook the relationship between people and culture with their physical environment, where they manifest through the various practices and occupational distribution. In the case of Soho, the research found that there was a clear distribution of specific communities along specific streets over a certain period in the history. The gay bars were situated along Rupert and Old Compton Street, whereas the Jewish and Irish traders were established on Berwick Street, and so on. Upon spatial analysis of Soho and its surrounding areas, it was found that the streets of Soho were unlike that of its surrounding neighbourhoods. In Soho, the streets were organised with a certain level of hierarchy, and this hierarchy also shifted over time. This impacted the distribution of landuses within the area over time. Street hierarchy was measured through mathematical modelling of streets as derived by space syntax. In doing so, the research enabled viewing spaces and communities as evolving in parallel over time. In conclusion, by mapping the activities and the spatiality of Soho’s various cultural inhabitants over three historical periods and connecting these changes to the changing spatial morphology of the region, the research highlighted the importance of space in establishing the evolving nature of Soho. Such changes are visible in both symbolic and functional ways, from the location of a Govinda temple on a Soho square street, to the rise and fall of culture specific landuses such as gay bars on Old Compton Street. The research concludes by highlighting gentrification as an example of this time-space relation and addresses the research gap of studying spaces for its ability to afford changeability over time.

Attention to safety and health are of ever-increasing priority to industrial organizations. Good Safety is demanded by stockholders, employees, and the community while increasing injury costs provide additional motivation for safety and health excellence. Safety has always been a strong corporate value of DuPont and a vital part of its culture. As a result, DuPont has become a benchmark in safety and health performance. Since 1990, DuPont has re-engineered itself to meet global competition and address future vision. In the new re-engineered organizational structures, DuPont has also had to re-engineer its safety management systems. A special Discovery Team was chartered by DuPont senior management to determine the “best practices’ for safety and health being used in DuPont best-performing sites. A summary of the findings is presented, and five of the practices are discussed. Excellence in safety and health management is more important today than ever. Public awareness, federal and state regulations, and enlightened management have resulted in a widespread conviction that all employees have the right to work in an environment that will not adversely affect their safety and health. In DuPont, we believe that excellence in safety and health is necessary to achieve global competitiveness, maintain employee loyalty, and be an accepted member of the communities in which we make, handle, use, and transport products. Safety can also be the “catalyst” to achieving excellence in other important business parameters. The organizational and communication skills developed by management, individuals, and teams in safety can be directly applied to other company initiatives. As we look into the 21st Century, we must also recognize that new organizational structures (flatter with empowered teams) will require new safety management techniques and systems in order to maintain continuous improvement in safety performance. Injury costs, which have risen dramatically in the past twenty years, provide another incentive for safety and health excellence. Shown in the Figure 1, injury costs have increased even after correcting for inflation. Many companies have found these costs to be an “invisible drain” on earnings and profitability. In some organizations, significant initiatives have been launched to better manage the workers’ compensation systems. We have found that the ultimate solution is to prevent injuries and incidents before they occur. A globally-respected company, DuPont is regarded as a well-managed, extremely ethical firm that is the benchmark in industrial safety performance. Like many other companies, DuPont has re-engineered itself and downsized its operations since 1985. Through these changes, we have maintained dedication to our principles and developed new techniques to manage in these organizational environments. As a diversified company, our operations involve chemical process facilities, production line operations, field activities, and sales and distribution of materials. Our customer base is almost entirely industrial and yet we still maintain a high level of consumer awareness and positive perception. The DuPont concern for safety dates back to the early 1800s and the first days of the company. In 1802 E.I. DuPont, a Frenchman, began manufacturing quality grade explosives to fill America’s growing need to build roads, clear fields, increase mining output, and protect its recently won independence. Because explosives production is such a hazardous industry, DuPont recognized and accepted the need for an effective safety effort. The building walls of the first powder mill near Wilmington, Delaware, were built three stones thick on three sides. The back remained open to the Brandywine River to direct any explosive forces away from other buildings and employees. To set the safety example, DuPont also built his home and the homes of his managers next to the powder yard. An effective safety program was a necessity. It represented the first defense against instant corporate liquidation. Safety needs more than a well-designed plant, however. In 1811, work rules were posted in the mill to guide employee work habits. Though not nearly as sophisticated as the safety standards of today, they did introduce an important basic concept — that safety must be a line management responsibility. Later, DuPont introduced an employee health program and hired a company doctor. An early step taken in 1912 was the keeping of safety statistics, approximately 60 years before the federal requirement to do so. We had a visible measure of our safety performance and were determined that we were going to improve it. When the nation entered World War I, the DuPont Company supplied 40 percent of the explosives used by the Allied Forces, more than 1.5 billion pounds. To accomplish this task, over 30,000 new employees were hired and trained to build and operate many plants. Among these facilities was the largest smokeless powder plant the world had ever seen. The new plant was producing granulated powder in a record 116 days after ground breaking. The trends on the safety performance chart reflect the problems that a large new work force can pose until the employees fully accept the company’s safety philosophy. The first arrow reflects the World War I scale-up, and the second arrow represents rapid diversification into new businesses during the 1920s. These instances of significant deterioration in safety performance reinforced DuPont’s commitment to reduce the unsafe acts that were causing 96 percent of our injuries. Only 4 percent of injuries result from unsafe conditions or equipment — the remainder result from the unsafe acts of people. This is an important concept if we are to focus our attention on reducing injuries and incidents within the work environment. World War II brought on a similar set of demands. The story was similar to World War I but the numbers were even more astonishing: one billion dollars in capital expenditures, 54 new plants, 75,000 additional employees, and 4.5 billion pounds of explosives produced — 20 percent of the volume used by the Allied Forces. Yet, the performance during the war years showed no significant deviation from the pre-war years. In 1941, the DuPont Company was 10 times safer than all industry and 9 times safer than the Chemical Industry. Management and the line organization were finally working as they should to control the real causes of injuries. Today, DuPont is about 50 times safer than US industrial safety performance averages. Comparing performance to other industries, it is interesting to note that seemingly “hazard-free” industries seem to have extraordinarily high injury rates. This is because, as DuPont has found out, performance is a function of injury prevention and safety management systems, not hazard exposure. Our success in safety results from a sound safety management philosophy. Each of the 125 DuPont facilities is responsible for its own safety program, progress, and performance. However, management at each of these facilities approaches safety from the same fundamental and sound philosophy. This philosophy can be expressed in eleven straightforward principles. The first principle is that all injuries can be prevented. That statement may seem a bit optimistic. In fact, we believe that this is a realistic goal and not just a theoretical objective. Our safety performance proves that the objective is achievable. We have plants with over 2,000 employees that have operated for over 10 years without a lost time injury. As injuries and incidents are investigated, we can always identify actions that could have prevented that incident. If we manage safety in a proactive — rather than reactive — manner, we will eliminate injuries by reducing the acts and conditions that cause them. The second principle is that management, which includes all levels through first-line supervisors, is responsible and accountable for preventing injuries. Only when senior management exerts sustained and consistent leadership in establishing safety goals, demanding accountability for safety performance and providing the necessary resources, can a safety program be effective in an industrial environment. The third principle states that, while recognizing management responsibility, it takes the combined energy of the entire organization to reach sustained, continuous improvement in safety and health performance. Creating an environment in which employees feel ownership for the safety effort and make significant contributions is an essential task for management, and one that needs deliberate and ongoing attention. The fourth principle is a corollary to the first principle that all injuries are preventable. It holds that all operating exposures that may result in injuries or illnesses can be controlled. No matter what the exposure, an effective safeguard can be provided. It is preferable, of course, to eliminate sources of danger, but when this is not reasonable or practical, supervision must specify measures such as special training, safety devices, and protective clothing. Our fifth safety principle states that safety is a condition of employment. Conscientious assumption of safety responsibility is required from all employees from their first day on the job. Each employee must be convinced that he or she has a responsibility for working safely. The sixth safety principle: Employees must be trained to work safely. We have found that an awareness for safety does not come naturally and that people have to be trained to work safely. With effective training programs to teach, motivate, and sustain safety knowledge, all injuries and illnesses can be eliminated. Our seventh principle holds that management must audit performance on the workplace to assess safety program success. Comprehensive inspections of both facilities and programs not only confirm their effectiveness in achieving the desired performance, but also detect specific problems and help to identify weaknesses in the safety effort. The Company’s eighth principle states that all deficiencies must be corrected promptly. Without prompt action, risk of injuries will increase and, even more important, the credibility of management’s safety efforts will suffer. Our ninth principle is a statement that off-the-job safety is an important part of the overall safety effort. We do not expect nor want employees to “turn safety on” as they come to work and “turn it off” when they go home. The company safety culture truly becomes of the individual employee’s way of thinking. The tenth principle recognizes that it’s good business to prevent injuries. Injuries cost money. However, hidden or indirect costs usually exceed the direct cost. Our last principle is the most important. Safety must be integrated as core business and personal value. There are two reasons for this. First, we’ve learned from almost 200 years of experience that 96 percent of safety incidents are directly caused by the action of people, not by faulty equipment or inadequate safety standards. But conversely, it is our people who provide the solutions to our safety problems. They are the one essential ingredient in the recipe for a safe workplace. Intelligent, trained, and motivated employees are any company’s greatest resource. Our success in safety depends upon the men and women in our plants following procedures, participating actively in training, and identifying and alerting each other and management to potential hazards. By demonstrating a real concern for each employee, management helps establish a mutual respect, and the foundation is laid for a solid safety program. This, of course, is also the foundation for good employee relations. An important lesson learned in DuPont is that the majority of injuries are caused by unsafe acts and at-risk behaviors rather than unsafe equipment or conditions. In fact, in several DuPont studies it was estimated that 96 percent of injuries are caused by unsafe acts. This was particularly revealing when considering safety audits — if audits were only focused on conditions, at best we could only prevent four percent of our injuries. By establishing management systems for safety auditing that focus on people, including audit training, techniques, and plans, all incidents are preventable. Of course, employee contribution and involvement in auditing leads to sustainability through stakeholdership in the system. Management safety audits help to make manage the “behavioral balance.” Every job and task performed at a site can do be done at-risk or safely. The essence of a good safety system ensures that safe behavior is the accepted norm amongst employees, and that it is the expected and respected way of doing things. Shifting employees norms contributes mightily to changing culture. The management safety audit provides a way to quantify these norms. DuPont safety performance has continued to improve since we began keeping records in 1911 until about 1990. In the 1990–1994 time frame, performance deteriorated as shown in the chart that follows: This increase in injuries caused great concern to senior DuPont management as well as employees. It occurred while the corporation was undergoing changes in organization. In order to sustain our technological, competitive, and business leadership positions, DuPont began re-engineering itself beginning in about 1990. New streamlined organizational structures and collaborative work processes eliminated many positions and levels of management and supervision. The total employment of the company was reduced about 25 percent during these four years. In our traditional hierarchical organization structures, every level of supervision and management knew exactly what they were expected to do with safety, and all had important roles. As many of these levels were eliminated, new systems needed to be identified for these new organizations. In early 1995, Edgar S. Woolard, DuPont Chairman, chartered a Corporate Discovery Team to look for processes that will put DuPont on a consistent path toward a goal of zero injuries and occupational illnesses. The cross-functional team used a mode of “discovery through learning” from as many DuPont employees and sites around the world. The Discovery Team fostered the rapid sharing and leveraging of “best practices” and innovative approaches being pursued at DuPont’s plants, field sites, laboratories, and office locations. In short, the team examined the company’s current state, described the future state, identified barriers between the two, and recommended key ways to overcome these barriers. After reporting back to executive management in April, 1995, the Discovery Team was realigned to help organizations implement their recommendations. The Discovery Team reconfirmed key values in DuPont — in short, that all injuries, incidents, and occupational illnesses are preventable and that safety is a source of competitive advantage. As such, the steps taken to improve safety performance also improve overall competitiveness. Senior management made this belief clear: “We will strengthen our business by making safety excellence an integral part of all business activities.” One of the key findings of the Discovery Team was the identification of the best practices used within the company, which are listed below: ▪ Felt Leadership – Management Commitment ▪ Business Integration ▪ Responsibility and Accountability ▪ Individual/Team Involvement and Influence ▪ Contractor Safety ▪ Metrics and Measurements ▪ Communications ▪ Rewards and Recognition ▪ Caring Interdependent Culture; Team-Based Work Process and Systems ▪ Performance Standards and Operating Discipline ▪ Training/Capability ▪ Technology ▪ Safety and Health Resources ▪ Management and Team Audits ▪ Deviation Investigation ▪ Risk Management and Emergency Response ▪ Process Safety ▪ Off-the-Job Safety and Health Education Attention to each of these best practices is essential to achieve sustained improvements in safety and health. The Discovery Implementation in conjunction with DuPont Safety and Environmental Management Services has developed a Safety Self-Assessment around these systems. In this presentation, we will discuss a few of these practices and learn what they mean. Paper published with permission.

Previous research on the reproductive health of adolescents and youth in Pakistan has not addressed the diversity of adolescent experiences based on social status, residence, and gender. To understand the transition from adolescence to adulthood more fully, it is important to assess social, economic, and cultural aspects of that transition. This brief presents the experience of married and unmarried young people (males and females) from different social strata and residence regarding their own attitudes and expectations about reproductive health. More young people aged 15–24 live in Pakistan now than at any other time in its history—an estimated 36 million in 2004. Recognizing the dearth of information on this large group of young people, the Population Council undertook a nationally representative survey from October 2001 to March 2002. The analysis presented here comes from Adolescents and Youth in Pakistan 2001–02: A Nationally Representative Survey. The survey sought information from youth aged 15–24, responsible adults in the household, and other community members in 254 communities. A total of 6,585 households were visited and 8,074 young people were interviewed.

Making Sense is a European Commission H2020 funded project which aims at supporting participatory sensing initiatives that address environmental challenges in areas such as noise and air pollution. The development of Making Sense was informed by previous research on a crowdfunded open source platform for environmental sensing, SmartCitizen.me, developed at the Fab Lab Barcelona. Insights from this research identified several deterrents for a wider uptake of participatory sensing initiatives due to social and technical matters. For example, the participants struggled with the lack of social interactions, a lack of consensus and shared purpose amongst the group, and a limited understanding of the relevance the data had in their daily lives (Balestrini et al., 2014; Balestrini et al., 2015). As such, Making Sense seeks to explore if open source hardware, open source software and and open design can be used to enhance data literacy and maker practices in participatory sensing. Further to this, Making Sense tests methodologies aimed at empowering individuals and communities through developing a greater understanding of their environments and by supporting a culture of grassroot initiatives for action and change. To do this, Making Sense identified a need to underpin sensing with community building activities and develop strategies to inform and enable those participating in data collection with appropriate tools and skills. As Fetterman, Kaftarian and Wanderman (1996) state, citizens are empowered when they understand evaluation and connect it in a way that it has relevance to their lives. Therefore, this report examines the role that these activities have in participatory sensing. Specifically, we discuss the opportunities and challenges in using the concept of Community Level Indicators (CLIs), which are measurable and objective sources of information gathered to complement sensor data. We describe how CLIs are used to develop a more indepth understanding of the environmental problem at hand, and to record, monitor and evaluate the progress of change during initiatives. We propose that CLIs provide one way to move participatory sensing beyond a primarily technological practice and towards a social and environmental practice. This is achieved through an increased focus in the participants’ interests and concerns, and with an emphasis on collective problem solving and action. We position our claims against the following four challenge areas in participatory sensing: 1) generating and communicating information and understanding (c.f. Loreto, 2017), 2) analysing and finding relevance in data (c.f. Becker et al., 2013), 3) building community around participatory sensing (c.f. Fraser et al., 2005), and 4) achieving or monitoring change and impact (c.f. Cheadle et al., 2000). We discuss how the use of CLIs can tend to these challenges. Furthermore, we report and assess six ways in which CLIs can address these challenges and thereby support participatory sensing initiatives: i. Accountability ii. Community assessment iii. Short-term evaluation iv. Long-term evaluation v. Policy change vi. Capability The report then returns to the challenge areas and reflects on the learnings and recommendations that are gleaned from three Making Sense case studies. Afterwhich, there is an exposition of approaches and tools developed by Making Sense for the purposes of advancing participatory sensing in this way. Lastly, the authors speak to some of the policy outcomes that have been realised as a result of this research.

Community and neighborhood organizations are in the process of renewing the organizational culture, considering technological environments in the way of training, and advancing communally, being competitive in adaptation and learning, creating new solutions, promoting change, and altering the status quo, based on the advancement of technology over the last few years, currently applied in most organizations. The decisive factor is the ability of true leaders to appropriate the Technological Acceptance Model –TAM– principles, participating in programs and projects, adopting new technologies from the different actors involved, contributing to the welfare of each community. There is, however, a relative resistance to the use of technology as support in community management, due to the generational differences in leaders and dignitaries, according to collected reports in this study, in relation to the age range of dignitaries –Generation X and Baby Boomers predominate–. They present a challenge to digital inclusion with difficulties related to age, cognitive, sensory, difficulty in developing skills, and abilities required in Digital Technologies, necessary to face new scenarios post-pandemic and, in general, the need to use technological facilities.

Countries in the Western Balkans have engaged in various transitional justice and reconciliation initiatives to address the legacy of the wars of the 1990s and the deep political and societal divisions that persist. There is growing consensus among scholars and practitioners that in order to foster meaningful change, transitional justice must extend beyond trials (the dominant international mechanism in the region) and be more firmly anchored in affected communities with alternative sites, safe spaces, and modes of engagement. This rapid literature review presents a sample of initiatives, spanning a range of sectors and fields – truth-telling, art and culture, memorialisation, dialogue and education – that have achieved a level of success in contributing to processes of reconciliation, most frequently at the community level. It draws primarily from recent studies, published in the past five years. Much of the literature available centres on Bosnia and Herzegovina (BiH), with some examples also drawn from Serbia, Kosovo and North Macedonia.

Major multilateral arms control and disarmament treaties dealing with weapons of mass destruction (WMD) often have mandated an international organization to monitor and verify State party compliance and to handle cases of non-compliance. There are marked differences in the mandates and technical capabilities of these bodies. Nonetheless, they often face the same operational and existential challenges. This report looks at the role of multilateral verification bodies, especially their secretariats, in dealing with compliance and enforcement, the extent to which they achieve “agency” and “influence” in doing so, and whether and how such capacities might be enhanced. In WMD organizations it is the governing bodies that make decisions about noncompliance and enforcement. The role of their secretariats is to manage the monitoring and verification systems, analyse the resulting data – and data from other permitted sources – and alert their governing bodies to suspicions of non-compliance. Secretariats are expected to be impartial, technically oriented and professional. It is when a serious allegation of non-compliance arises that their role becomes most sensitive politically and most vital. The credibility of Secretariats in these instances will depend on the agency and influence that they have accumulated. There are numerous ways in which an international secretariat can position itself for maximum agency and influence, essentially by making itself indispensable to member States and the broader international community. It can achieve this by engaging with multiple stakeholders, aiming for excellence in its human and technical resources, providing timely and sustainable implementation assistance, ensuring an appropriate organizational culture and, perhaps most of all, understanding that knowledge is power. The challenge for supporters of international verification organizations is to enhance those elements that give them agency and influence and minimize those that lead to inefficiencies, dysfunction and, most damaging of all, political interference in verification and compliance judgements.