Relevant bibliographies by topics / Employment profile

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employment profile'

Author: Grafiati
Published: 4 June 2021
Last updated: 3 February 2022

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Journal articles on the topic "Employment profile"

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Mallett, Ted. "A PROFILE OF SELF-EMPLOYMENT EARNINGS." Journal of Small Business & Entrepreneurship 8, no. 3 (January 1991): 15–20. http://dx.doi.org/10.1080/08276331.1991.10600374.

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Montero-Moraga, Jose M., Fernando G. Benavides, and Maria Lopez-Ruiz. "Association Between Informal Employment and Health Status and the Role of the Working Conditions in Spain." International Journal of Health Services 50, no. 2 (January 5, 2020): 199–208. http://dx.doi.org/10.1177/0020731419898330.

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Informal employment is an employment condition in which workers are not protected by labor regulations. It has been associated with poor health status in middle- and low-income countries, but it is still a neglected issue in high-income countries. Our aim was to estimate the association between health status and employment profiles in Spain, attending to the role of workplace risk factors. We conducted a cross-sectional study of 8,060 workers from the Seventh Spanish Working Conditions Survey (2011). We defined 4 employment profiles and estimated the associations between them and poor self-perceived health using Poisson regression models. All analyses were stratified by sex. The prevalence of the informal profile was 4% for women and 1.5% for men. Differences in self-perceived health status among employment profiles were negligible. Only women engaged in informal employment had poorer self-perceived health than those in the reference profile. This difference disappeared after adjusting models for psychosocial risk factors. In conclusion, we did not find differences in self-perceived health status between employment profiles, except for women in informal employment. Efforts should be made to improve the psychosocial risk factors in women in informal employment.
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Борисова, Алена, and Alena Borisova. "INSTRUMENTS OF DIAGNOSTICS OF PROFILE EMPLOYMENT OF GRADUATES: LIMITATIONS AND RESULTS." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2016, no. 1 (June 25, 2016): 10–16. http://dx.doi.org/10.21603/2500-3372-2016-1-10-16.

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The paper considers the way of theoretical and methodological research of solving the task of graduates’ professional employment, also it describes the consequences of putting in practice the standards of assistance of professional employment for graduates. Prospects and restraints of using the diagnostic methods in the graduates’ streaming are analyzed. The necessity of enlarging graduation employment’s types is reasoned on the base of searching types introduction. New method of defining the types of graduates’ employment is proved. The main criterion of this method’s efficiency is “closeness to the sphere of education”. According to the materials of regional researches, the author has grounds to suggest that the method can be made the part of the university’s informational system. The results show the influence of the externals of the educational sphere (type of specialization, qualification level, region, type of educational institution, graduation year and gender) on the professional employment of higher school graduates.
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Stock, L. "Hispanic Americans: A Brief Profile." Journal of Visual Impairment & Blindness 81, no. 6 (June 1987): 262–63. http://dx.doi.org/10.1177/0145482x8708100608.

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The latest population statistics show the Hispanic population in the US to be fast-growing, young and very diverse in nature. While the Hispanic group lags behind the general population in average education and employment rates, many gains have been made in the past decade. The growing numbers and attainments of Hispanics will mean an increased demand for better education, employment and training programs, housing and family services.
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Sander, Tom, Phoey Lee Teh, and Biruta Sloka. "Your social network profile reveals you." International Journal of Web Information Systems 13, no. 1 (April 18, 2017): 14–24. http://dx.doi.org/10.1108/ijwis-06-2016-0029.

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Purpose This study aims to evaluate the fears of individuals on their profiles’ sharing in social network sites (SNSs), regarding its advantages and disadvantages. The researched issues are related with the employment seeking process. The concern of this study is the deviation observation between the fears acquired by the business and private social media members. Design/methodology/approach This study included an online survey with 236 respondents and calculated indicators of central tendency or location parameter, correlation coefficients and performed analysis of variance. Findings The result indicated and revealed the hidden danger and opportunities among social network members’ profile. This result addressed the need to consider the issue of user’s fears in reengineering the practical use of SNSs by organisations. Research limitations/implications Interesting for further research would be to transfer this research from the employment seeking process in other research fields to generalise the results more accurately. Originality/value The contribution to the research field is to compare different SNSs and to explain the reasons to use SNS profiles to support organisations by their decisions for a valuable strategy. This study provides an insight in use and behaviour of SNS members that support researchers to understand the behaviour of SNS members regarding their profile under consideration of the employment seeking process.
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Gunashekhar, H., M. Sreenivasulu, P. Prashanth, and G. E. Ch Vidya sagar. "Vulnerable Employment of Rural Youth – A Profile Analysis." International Journal of Current Microbiology and Applied Sciences 9, no. 8 (August 8, 2020): 1520–27. http://dx.doi.org/10.20546/ijcmas.2020.908.176.

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Sobral, Filipa, Maria José Chambel, and Filipa Castanheira. "Managing motivation in the contact center: The employment relationship of outsourcing and temporary agency workers." Economic and Industrial Democracy 40, no. 2 (June 6, 2016): 357–81. http://dx.doi.org/10.1177/0143831x16648386.

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Grounded in self-determination theory (SDT), this research builds a motivation profile typology of contingent workers in the contact center industry, compares outsourcer (OW) and temporary agency workers’ (TAW) profiles, and differentiates their human resources practices (HRP) perceptions and affective commitment. The hypotheses were tested in a sample of 2078 Portuguese contingent workers, through several statistical procedures, including latent profile analysis. Six profiles were identified. As expected, OW were mostly in the more intrinsic profiles, whereas TAW were in the more extrinsic ones. However, the contingent employment format did not moderate the relationship between motivation, HRP perceptions, and affective commitment.
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Marinas, A., E. Elices, A. Gil-Nagel, J. Salas-Puig, J. C. Sánchez, M. Carreño, V. Villanueva, J. Rosendo, J. Porcel, and J. M. Serratosa. "Socio-occupational and employment profile of patients with epilepsy." Epilepsy & Behavior 21, no. 3 (July 2011): 223–27. http://dx.doi.org/10.1016/j.yebeh.2011.01.025.

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Cioci, Brian W., Robert Boyce, Michael OʼConnor, Ed Boone, Albert Lee, Josh Bolton, David Mills, and Robert Boyce. "Profile of Weight Gained after Employment in Sedentary Occupation." Medicine & Science in Sports & Exercise 38, Supplement (May 2006): S455. http://dx.doi.org/10.1249/00005768-200605001-02787.

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Tanaka, Yasuhide. "Employment tenure, job expectancy, and earnings profile in Japan." Applied Economics 33, no. 3 (February 2001): 365–74. http://dx.doi.org/10.1080/00036840122873.

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Dissertations / Theses on the topic "Employment profile"

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Hornibrook, Debra Cay. "An Organizational Profile: Members' Understanding of Discrimination." PDXScholar, 1996. https://pdxscholar.library.pdx.edu/open_access_etds/5292.

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Cultural diversity in the United States is an issue of concern and organizations must now learn to function effectively with an increasingly diverse workforce. Since the history of U.S. organizations is a history of institutional discrimination against most ethnic and racial groups of people and the privileging of a dominant group, managing workforce diversity now constitutes one of the most difficult and important issues human resource professionals address. This study is concerned with the issues of workforce diversity, most specifically with how organizational members understand and respond to discrimination, and the utilization of this understanding to discuss implications for diversity trainers. The study analyzed data from a workshop questionnaire administered to individuals who participated in a specific organization-wide diversity training program. Self-reported critical incidents were used in gathering data about organizational members' perceptions and understandings around discrimination. An analysis of short answer self-reported responses was conducted, followed by a analysis of themes by age, ethnicity and gender. Emergent themes suggest that most organizational members encountered discriminatory incidents in the context of ongoing relationships, suggesting that it would be important for members to consider their responses in light of future consequences for the relationship. Since there are power dimensions inherent in many situations and there is a dominant cultural perception that conflict is destructive to relationships, responding to discriminatory situations may be perceived as a very high risk behavior. Many participants had difficulty responding assertively at the time of the incident and reported feeling uncomfortable, angry, hurt, embarrassed or sad about the incident. Even after thinking about it, most were still limited in their ability to think of alternative responses. Since most discriminatory incidents occurred in the context of ongoing relationships, diversity trainers and organizations may need to include a discussion of the power dimensions involved in addressing discrimination as well as address the overall U.S. cultural perception that conflict can only damage relationships. Diversity trainers as well as organizations may want to help their members frame conflict as opportunity for relationship development and discriminatory incidents as opportunity for learning.
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Dawson, Elizabeth, and n/a. "A gender analysis of the employment profile of the A.C.T. Department of Education between 1976 and 1991." University of Canberra. Education, 1994. http://erl.canberra.edu.au./public/adt-AUC20060704.130917.

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The purpose of this study is to discover if there has been quantitative change in the gender balance of the employment profile of the ACT Department of Education from 1976 to 1991 and to explore possible reasons for such change. It should be noted that the Department has had several changes of name over the period covered by this study including the ACT Department of Education, the ACT Department of Health, Education and the Arts, and it is presently known as the ACT Department of Education and Training. For the sake of clarity it will be referred to throughout as the ACT Department of Education. The employment configuration will be studied from 1976, the earliest year of available data, to 1991 to measure relative changes in the position of men and women. This paper will examine significant events in the ACT Education system, in particular the introduction of Equal Employment Opportunity (EEO) legislation in 1984, to determine whether the introduction of legislation and/or other initiatives brought about moves toward Equal Employment Opportunity for women. The study will develop and consider hypotheses and examine several theoretical explanations for the changes or lack of them in the position of men and women. Recommendations will be made concerning future directions for research and action to achieve equal employment opportunity for women, the largest group of the four groups targeted in the EEO legislation. The central argument of the study is that the adoption of quantitative approaches to measure success/failure in EEO programs is of limited use. These theoretical approaches, largely informed by liberal feminism, offer inadequate understanding of the resistances to change. Other theoretical perspectives are needed if the issue is seen as "what are the resistances and what are the policies and strategies that can be developed to overcome them?". Feminist critical theory, however, enables more productive questions to be raised about how social power is constructed and maintained, about hegemonic culture, and about the language and cultural biases embedded in administrative structures in education. Insights thus gained into issues, events and resistances give individuals and groups agency, the power to act for change.
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Lubbe, Jacob Pieter Hendrik. "The relationship between age, gender, physical work capacity profile and a worksite wellness program for workers in an electricity supply company / J.P.H. Lubbe." Thesis, North-West University, 2007. http://hdl.handle.net/10394/1800.

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Barradas, Ricardo da Costa. "The profile of HIV and AIDS-related stigma and discrimination within a company in Maputo." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50511.

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Thesis (MPhil)--Stellenbosch University, 2005.
ENGLISH ABSTRACT: The present article is a research study aimed at providing an accurate picture of the problem of HIV and Aids-related stigma and discrimination within a company, by identifying the possible factors that help fuelling it, and describing the relationships among them. On the basis of these findings, I propose initiatives that may help to overcome the main barriers for stigma mitigation within the company, and provide suggestions for inclusion in the company’s HIV and Aids policy of strategies and positions that may thwart stigma among the workforce.
AFRIKAANSE OPSOMMING: Die doel van hierdie studie was om ‘n akkurate beskrywing te gee van stigma en diskriminasie wat romdon MIV/Vigs bestaan. Die studie is in ‘n maatskappy in Maputo, Mosambiek, uitgevoer. Moontlike faktore wat hierdie stigma en diskriminasie aanwakker is gegee en ook die verhouding tussen die faktore. Voorstelle word gegee om stigma binne die maatskappy te verminder en ook om dit by die maatskappy se MIV/Vigs beleid in te sluit.
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Martin, Megan Anne. "Training Interviewers to Spot ‘Faking’ in Employment Interviews: Can Frame of Reference Training Enhance Cue Detection, Cue Utilisation, and Overall Profile Accuracy for Rating Candidate Deceptive Impression Management?" Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30932.

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Deceptive Impression Management (DIM), defined as faking in order to be perceived positively, is frequently used by candidates in employment interviews. DIM is problematic because it is difficult for interviewers to accurately rate, leading to unsound interview evaluations. This invalidates employment interviews because the best candidate is not selected for the job (i.e., deceptive candidates are hired above preferable honest candidates). Deceptive candidates’ good interview performance is negatively related to desired organisational outcomes (i.e., once hired, deceptive candidates are more likely to underperform on the job, as well as engage in undesirable workplace behaviours such as lack of effort and/or theft). Drawing on the Realistic Accuracy Model (RAM), it is argued that interviewers do not detect and/or utilise relevant and available DIM cues because they have not been taught to do so. The present study uses a post-test only true experimental design to determine whether students can be trained to accurately rate targets’ DIM. A Frame of Reference Training (FORT) intervention was developed, implemented, and evaluated. FORT aimed to teach experimental group participants to detect and utilise relevant and available DIM cues and to make accurate overall DIM profile ratings. Results show that FORT had a positive effect on DIM cue detection, but no effect on either DIM cue utilisation accuracy or overall DIM profile rating accuracy. Findings are attributed to the moderators of the ‘good judge’, ‘good information’ as well as the design and implementation of the FORT intervention. Because FORT had a positive effect on DIM cue detection accuracy, it is concluded that raters’ behaviour observation ability can be learned and improved with training. To the knowledge of the researcher and research supervisor, this is the first study to: (1) determine the trainability of DIM using FORT; (2) support and disentangle RAM by measuring the effect of FORT on each stage of RAM independently; (3) indirectly examine new dispositional reasoning schemas pertaining to DIM. Keywords: deceptive impression management (DIM), Frame of Reference training (FOR), Realistic Accuracy Model (RAM), accuracy, employment interviews.
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Rosa, Rodrigo de Moraes. "O diferente universo da mulher executiva em Exame: gênero, trabalho e identidade profissional." Universidade do Estado do Rio de Janeiro, 2008. http://www.bdtd.uerj.br/tde_busca/arquivo.php?codArquivo=720.

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A pesquisa contextualizou as projeções formais acerca das transformações no mundo do trabalho contemporâneo, investigando de que maneira eram construídos discursivamente os arranjos e dinâmicas nos modelos empresariais de produção, gestão e ocupação no final do século XX. A partir do estabelecimento dos perfis e prescrições da nova realidade laboral, sob a perspectiva de fontes públicas estratégicas no mercado empresarial brasileiro, o estudo teve como objetivo verificar o sentido atribuído à inserção e promoção das mulheres nas funções executivas, gerenciais e os princípios que orientariam a aceitação, por parte da cultura organizacional, de uma nova realidade ocupacional marcada pela expressiva e sistemática participação das mulheres. Concluiu-se que a contratação e promoção das executivas nos cargos de chefia e comando nas organizações empresariais brasileiras estão ligadas a um tipo de narrativa e processos de construção de categorias que, a partir do recorte de gênero, são capazes de estruturar as carreiras. Um mecanismo de hierarquização e segregação que destitui a realidade das atividades funcionais no mundo do trabalho do paradigma clássico da racionalidade burocrática, tornando as contratações e investimentos devedores não só da meritocracia ou competência, mas dos diferentes e antagônicos atributos conferidos pela experiência de gênero.
The research put in a context the formal projections concerning the transformations of the contemporary world of work, investigating how the arrangements and dynamics in the enterprises models of production, management and occupation in the end of the century XX were discoursely built. From the establishment of the profiles and prescription of the new labor reality under the perspective of strategic public sources in the brazilian enterprise market the study had as objective to verify the signification assigned to the insertion and promotion of women in the executive and management functions, and the principle that would guide the acceptance, on the part of the organizational culture, of a new occupational reality marked by the expressive and systematic participation of the women. One concluded that the act of contract and promotion of executive women in the management and command in the brazilian enterprise organizations are connected to a type of narrative and processes of construction of categories that, starting from the genre clipping, are capable of structuralize the careers. A mechanism to create hierarchy and segregation that dismisses the reality of functional activities in the world of the work of the classic paradigm of the bureaucratic rationality, becoming the acts of contract and debtor investments not only of the merit or competence, but of the different and antagonistic attributes conferred for the genre experience.
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Staff, Helenice. "O ensino superior e o mercado de trabalho: reflexão sobre os cursos de administração de empresas da PUC/SP e da universidade mercantil de massa." Pontifícia Universidade Católica de São Paulo, 2008. http://tede2.pucsp.br/handle/handle/2835.

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Made available in DSpace on 2016-04-25T20:22:26Z (GMT). No. of bitstreams: 1 Helenice Staff.pdf: 683255 bytes, checksum: c239477ba7b1e91284cdbc8b912b6a7b (MD5) Previous issue date: 2008-09-18
Coordenação de Aperfeiçoamento de Pessoal de Nível Superior
This work analyses the administrator s work market dynamics facing his professional education at two Superior Institutes of Education in the city of São Paulo: PUC/SP, considered as a high quality school and UNIVERSITY 2, considered as a mass commercial school. We will use the law 9394/96 (National Education Directives and Bases Law) and the law 5540 (University Reformation) as reference. Those two laws were the guiding principle of the theoretical studies of this field research that justify this thesis, of which objective was to map the professional insertion of students who concluded their Administration degree two years ago through a three-dimensional vision of the students themselves: the educational formation of the students, since they enter the university; their professional performance options and their readiness to enter the market, answering the existing demands. We want to know how these Superior Institutes of Education are instructing their students. The starting point of this study is the exaggerated growth of private Superior Institutes of Education, believing at first, that the serious consequence of this growth is the low quality of the education, and, automatically, the lack of proper learning for the students to be able to enter the work market. The results will be obtained through interviews with egressed students in order to raise difficulties and facilities found during their entrance in the market, not only related to the market necessities and interests, but also concerning the administrating procedure, and the pursuing results, competences and skills required by the companies. The research deals with the main topics which, in different moments, labeled this study, especially: the Superior Institutes, the work market, the professional profile required by the globalised world, qualifications and competences, discussing, at last, its implications for the chances of employment
Esta tese faz uma análise do mercado de trabalho frente à formação profissional dos administradores de empresas de duas instituições educacionais de ensino superior da cidade de São Paulo: A PUC/SP, considerada top de linha e a UNIVERSIDADE 2, considerada mercantil de massa . Teremos como referência a Lei 9394/96 (Lei de Diretrizes e Bases da Educação Brasileira) e a Lei 5540 da Reforma Universitária, que constituíram o princípio norteador dos estudos teóricos e da pesquisa de campo que fundamentam esta tese, cujo objetivo foi o de mapear a inserção profissional dos estudantes do curso de Administração de Empresas que concluíram o curso há dois anos, por meio de uma visão tridimensional do alunado: a formação escolar do aluno, a partir de seu ingresso na universidade; suas opções de atuação profissional e sua prontidão para a inserção no mercado de trabalho, atendendo às exigências existentes. Procuramos conhecer como esses dois tipos de instituições de ensino superior estão formando seus alunos. O estudo tem como ponto de partida o crescimento exagerado das instituições particulares de ensino superior, investigando se, como muitos dados sugerem, esse crescimento provocou a queda da qualidade do ensino, e, conseqüentemente, a falta de preparo dos egressos para atuarem no mercado de trabalho. Os resultados foram obtidos por meio de entrevistas com os egressos, a fim de levantar dificuldades e facilidades encontradas para a sua inserção no mundo do trabalho, no que se refere às necessidades e aos interesses do mercado, bem como no que se refere ao procedimento gestor, aos resultados perseguidos e às competências e habilidades exigidas pelas empresas. A estrutura da tese registra os principais tópicos que interessaram a esta pesquisa, em especial: o ensino superior, o mercado de trabalho, o perfil do profissional exigido pelo atual mundo globalizado, suas qualificações e competências; discutindo, por fim, as implicações do ensino para a questão da empregabilidade
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Senekal, Janine. "Employment and employability profiles of postgraduate psychology alumni from a historically disadvantaged university." University of the Western Cape, 2018. http://hdl.handle.net/11394/6221.

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Magister Artium - MA (Psychology)
The present study aimed to determine the employment and employability profiles of alumni from structured professional Masters programmes in psychology. Issues of low enrolment rates and high attrition rates are at the fore of transformation efforts in the South African higher education sector. The concern of graduate employability and the relevance of skills training received to the labour market are of international concern. Graduate tracer studies have been successfully implemented internationally to attempt to understand these issues. Training relevance is of particular concern for the field of psychology in South Africa, as there is a significant shortage of mental health professionals. Understanding where graduates from professional Masters degrees in psychology find employment, as well as understanding their employability, may lead to greater absorption of graduates from these programmes into the workforce. Permission to conduct the present study and ethics clearance was obtained from the Senate Research Committee of the University of the Western Cape, and all relevant ethics principles were adhered to. An incentivised, online survey was conducted with a sample of 29 Masters-level graduates from two professional psychology programmes at a historically disadvantaged university. The study used a modified version of the Standard Instrument for Graduates. The survey had a 50% response rate (29 of 58) after at least four electronic reminders. Respondents graduated between 2008 and 2013, 13 from the clinical Masters programme and 16 from the research Masters programme. Descriptive statistics were used to depict the employment and employability profiles of the alumni. Most of the respondents were female (n=21), and about a third were first generation students (n=11). Most of the respondents were currently employed (n=25). They were employed in a variety of fields, predominantly health (n=10) and higher education (n=7), and largely clustered in the public sector (n=17). This suggested a transferability of skills. The training received was perceived to be relevant, in terms of accessing employment and conducting current work. Most of the clinical graduates were registered as clinical psychologists (n=12) with the Health Professionals Council of South Africa. There were varied registrations held by graduates from the research programme and some were not registered. The respondents held generally positive attitudes towards their alma mater. These descriptive results were interpreted through the use of McQuaid and Lindsay's (2005) framework of employability, based on the interaction between their individual factors, personal circumstances and external factors. Through this frame, the results highlighted the complex nature of the employability of these graduates.
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Bobar, Amela, and Oskar Caperman. "The phenomenon of motivation within an employment & staffing company : A qualitative study at Proffice." Thesis, University of Skövde, School of Technology and Society, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-1297.

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Background: This study concerns motivation to work and aims to contribute to a better understanding about the area. Motivation is however complex to understand. The complexity can be illustrated by, still to date there exists no single accepted definition about the meaning of motivation. As long as motivation means different things it will be a difficult area to study.

Since individuals have different needs and are motivated by different factors, makes the area even more complex to study. Since money makes it possible to acquire different things and satisfy some of the human needs, it is also considered by some to be motivating, why we chose to include wage in our study as well.

The study has been applied to an employment & staffing companym, to contribute with a better understanding about motivation in this kind of company in practice since the working conditions differ somewhat from a traditional employment where individuals work directly for their employer.

Problem area: -What motivates individuals to work for an employment & staffing company?

- What effect does the wage have on employee motivation in an employment & staffing company?

Purpose: The purpose with the study is to gain a better understanding about motivation to work and the relationship between wage and motivation in an employment and staffing company.

Method: We chose to conduct a qualitative study at Proffice where we interviewed four permanently employed consultants.

Conclusions: Individuals have different needs and are motivated by different things which makes it difficult to draw general conclusion about motivation. The individuals in this particular study were pleased with the variation of jobs since it allowed them to develop and learn new things which in turn can be motivating. The factors that the individuals were unsatisfied with were the lack of security with the employment and the social relations to colleagues and employer, aspects that in turn can have a negative effect on motivation when not satisfied.

Despite that the majority of the individuals in the study were dissatisfied with the wage it did not seem to have a negative effect on their performance since they would not been able to remain for such a long time at their current mission if they had not performed well at the job. Although the dissatisfaction seemed to have a negative effect on motivation to stay within the employment & staffing company in the long run.

Recommendations for further studies: Further studies on the subject could be performed using other methods to conduct the research since the results are very much dependent on the methods used. Another approach could be to include respondents from other offices. Since we only included permanently employed respondents the study could also be further developed by involving probationary employed.


Bakgrund: Denna studie berör motivation till arbete och syftar till att öka förståelsen för området. Motivation är dock ett svårbegripligt ämne att förstå sig på. Dess komplexitet kan åskådliggöras i att det än idag inte finns en enskild accepterad definition av motivation. Så länge som det betyder olika saker kommer det att vara ett svårstuderat område Även det faktum att individer har olika behov och därför motiveras av olika faktorer gör området än mer komplext.

Då pengar gör det möjligt att förvärva olika saker och tillfredsställa en del av de mänskliga behoven så anses de också av somliga vara motiverande, varpå vi valde att inkludera även lön i vår studie. Studien har genomförts i ett bemanningsföretag för att öka förståelsen om motivation i ett sådant företag då arbetsförhållandet skiljer sig något från en traditionell anställning där individer arbetar direkt för sina arbetsgivare.

Problemformulering: - Vad motiverar individer att arbeta för ett bemanningsföretag?

- Vilken effekt har lönen på anställdas motivation i ett bemanningsföretag?

Syfte: Syftet med arbetet är att få en ökad förståelse om motivation till arbete samt relationen mellan lön och motivation och hur det förhåller sig i ett bemanningsföretag.

Metod: Vi valde att utföra en kvalitativ studie på Proffice där vi intervjuade fyra fastanställda konsulter. Slutsatser: Då individer har olika behov och är motiverade av olika saker är det svårt att dra generella slutsatser om vad som motiverar. Det som individerna i just detta fall var nöjda med var varierande uppdrag som tillät individerna att utvecklas och lära sig nya saker som i sin tur kan vara motiverande. Det som individerna var missnöjda med var osäkerheten kring anställningen och de sociala relationerna till kollegor och arbetsgivare, aspekter som i sin tur kan ha en negativ effekt på motivation när de inte är tillfredställda.

Trots att majoriteten av individerna i undersökningen inte var nöjda med sin lön så tycktes den inte ha en negativ effekt på deras prestationer då de inte hade fått vara kvar på uppdraget så länge om de inte hade utfört sina arbetsuppgifter på ett bra sätt. Dock verkade missnöjdheten ha en negativ effekt på motivationen att stanna kvar i företaget på lång sikt.

Rekommendationer till fortsatta studier: Vidare forskning inom området kan genomföras med andra metoder eftersom resultaten är i hög grad beroende av de metoder som används. En annan möjlighet är att inkludera respondenter från andra kontor. Då vi endast valde att inkludera fast anställda i vår studie så kan studien vidareutvecklas genom att inkludera även provanställda.

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Lewis, Juan David. "Sensory processing and work performance of contact centre agents in South Africa." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/886.

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Thesis (MBA (Business Management))--Stellenbosch University, 2008.
ENGLISH ABSTRACT: The primary objective of this study was to establish if the Adolescent/Adult Sensory Profile questionnaire (AASP) could be used as a recruitment tool in selecting contact centre agents with a higher predictability for success and hence higher productivity. Contact centres around the globe face the challenge of high staff turnover and absenteeism, reducing profitability. It seems that work performance related to the way in which adults process sensory input has not been well researched. A model was developed by Dunn (Brown et al., 2001) based on the intersection of a neurological threshold continuum and a behavioural continuum and yielding four quadrants: Quadrant 1, Low Registration (of stimuli); Quadrant 2, Sensation Seeking; Quadrant 3, Sensory Sensitivity, and Quadrant 4, Sensation Avoiding. Forty-eight contact centre agents employed by Liberty Life were selected and assessed on the AASP. Performance data for each contact centre agent were collected: available time, auxiliary time, log-in time, quality assurance, absenteeism and length of service. Spearman rank correlations were conducted to test if relationships exist between any of the four quadrants and the performance measures. As an additional investigation, a Suitability Score (based on clustering of scores with a percent assigned) was derived for each contact centre agent and also correlated with the above performance measures. Significant relationships were found between Quadrant 2 scores and three of the performance measurement criteria. As the Quadrant 2 scores increase, the average available time of the agents will decrease and their average log-in time will increase. Absenteeism increased as well, which is expected to have a negative effect on the productivity of the contact centre. The Quadrant also had a high predictability for Suitability Ratings indicating that as the Quadrant 2 score increases, the suitability of the contact centre agents increases as well. Regarding Quadrant 3 (sensory sensitivity) scores, quality assessment, total days of absenteeism and average absenteeism relate negatively. It seems that contact centre agents with high sensory sensitivity are less suitable for the job. As the score increases the quality assessment scores decrease, which is not what is required in terms of quality standards. A negative relationship exists between Quadrant 3 scores and the Suitability Rating scores, indicating that the higher the quadrant scores the less suitable the contact centre agents are to work in the contact centre environment. Quadrant 4 (sensation avoiding) has a negative relationship with Suitability Rating scores, which indicates that the higher the quadrant score the less suitable the contact centre agent is to work in the contact centre environment. No significant relationships were recorded between the performance measurements and Quadrant 1 (low registration) and Quadrant 4 (sensation avoiding), even though, logically, one would expect agents with less distraction to be more productive. Further studies are recommended before the Adolescent/Adult Sensory Profile questionnaire is used as a recruitment tool. Future studies could categorise the quadrant scores into clusters and then test for relationships with the set performance measurements. The Suitability Rating was used in a first attempt to match individuals in a specific job according to specific sensory profiles. This measure has not yet been tested for validity and reliability, which must be done prior to further study using it.
AFRIKAANSE OPSOMMING: Die primêre doel van hierdie studie was om vas te stel of die Adolescent/Adult Sensory Profile (AASP) vraelys gebruik kan word as ‘n hulpmiddel vir die werwing en seleksie van kontaksentrum agente, met ‘n hoër waarskynlikheid van sukses en, dus, hoër produktiwiteit. Kontaksentrums op elke vasteland kom te staan voor die probleem van hoë personeelomset en werksafwesigheid wat winsgewendheid verlaag. Die manier waardeur volwasse mense hul sensoriese insette verwerk, in verband met werkprestasie, is nog nie goed ondersoek nie. ‘n Model is deur Dunn (Brown et al., 2001) ontwikkel wat gebasseer is op die kruispunt van ‘n neurologiese drumpel kontinuum en ‘n gedragskontinuum wat tot vier kwadrante lei: Kwadrant 1, Lae Registrasie (van stimuli); Kwadrant 2, Sensasie Soekend; Kwadrant 3, Sensoriese Sensitiwiteit, en Kwadrant 4, Vermyding van Sensasie. Agt-en-veertig kontaksentrum agente wat in diens van Liberty Life is, is geselekteer en beoordeel volgens die AASP. Prestasiedata is saamgestel vir elke kontaksentrum agent: beskikbare tyd, oortollige tyd, teenwoordige tyd, kwaliteitsversekering, werksafwesigheid en jare diensplig. Spearman rang korrelasies is onderneem om te toets of daar verbande bestaan tussen enige van die vier kwadrante en die prestasiemaatstaf. In ‘n addisionele ondersoek is ‘n geskiktheidsmaatstaf ontwikkel wat gebasseer is op trosvorming van tellings met ‘n toegekende persentasie. Dit is gedoen vir elke kontaksentrum agent en hierdie tellings is ook gekorreleer met bogenoemde prestasiemaatstawwe. Statisties-beduidende positiewe verbande is gevind tussen Kwadrant 2 (sensasie soekend) tellings en drie van die prestasiemetingskriteria. As die telling van Kwadrant 2 toeneem, neem die gemiddelde beskikbare tyd af en die teenwoordige tyd van agente toe. Werksafwesigheid het ook toegeneem, wat moontlik negatief kan inwerk op die produktiwiteit van die kontaksentrum. Die kwadrant het ook ‘n hoë waarskynlikheid openbaar in die geval van die Gekiktheidsmaatstaf, wat aandui dat, namate die Kwadrant 2 telling toeneem, die gekiktheid van die kontaksentrum agent ook toeneem. Wat Kwadrant 3 (sensoriese sensitiwiteit) tellings betref, bestaan daar ‘n negatiewe verband tussen kwaliteitsversekering, totale aantal dae van werksafwesigheid en gemiddelde werksafwesigheid. Dit blyk dat kontaksentrum agente met hoë sensoriese sensitiwiteit dalk minder geskik is vir die pos. Soos wat die telling vir sensoriese sensitiwiteit toeneem, neem die telling vir kwaliteitsversekering af, wat nie in terme van kwaliteitstandaarde aanvaarbaar is nie. Daar bestaan ‘n negatiewe verband tussen Kwadrant 4 (sensasie vermyding) tellings en die tellings vir die Geskiktheidsmaatstaf, wat aandui dat hoe hoër die kwadrant telling, hoe minder geskik is die agent. Geen statisties-beduidende verbande is gevind tussen die prestasietellings van Kwadrant 1 (lae registrasie) en Kwadrant 4 (sensasie vermyding) nie. Normaalweg sou mens verwag dat agente met minder afleiding, meer produktief sou wees. Daar word voorgestel dat verdere studies onderneem word voordat die Adolescent/Adult Sensory Profile as ‘n werwingsmaatstaf gebruik word. Toekomstige studies kan die kwadrant tellings saamvoeg in trosse en dan toets vir verbande met die vooropgestelde prestasiemaatstawwe. Die Geskiktheidsmaatstaf is gebruik as ‘n eerste poging om individue saam te voeg in ‘n spesifieke pos, volgens ‘n spesifieke sensoriese profiel. Hierdie maatstaf moet vir toepaslikheid en betroubaarheid in verdere studie getoets word, voordat dit gebruik kan word.
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Books on the topic "Employment profile"

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Bristol (England). Employment and Community Development Committee. Bristol: An employment profile : February 1987. Bristol: Bristol City Council, 1987.

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L, Siegel Gary, Arnold Gretchen W, and Missouri Council on Women's Economic Development and Training., eds. Women and employment: A Missouri profile. St. Louis, Mo. (1047 S. Big Bend Blvd., Suite 210, St. Louis 63117): Institute of Applied Research, 1987.

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Canada. Dept. of Employment and Immigration. Economic Planning and Analysis Directorate. Ontario Region. Kapuskasing Cec Area Profile. Economy, Employment, Etc. S.l: s.n, 1986.

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Canada. Dept. of Employment and Immigration. Economic Planning and Analysis Directorate. Ontario Region. Kenora Cec Area Profile. Economy, Employment, Etc. S.l: s.n, 1986.

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Region, Canada Dept of Employment and Immigration Economic Planning and Analysis Directorate Ontario. Timmins Cec Area Profile. Economy, Employment, Etc. S.l: s.n, 1986.

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Westec. Employment, skills and training: Community profile : Bristol. Bristol: Westec, 2001.

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Canada. Dept. of Employment and Immigration. Economic Planning and Analysis Directorate. Ontario Region. Sudbury Cec Area Profile. Economy, Employment, Etc. S.l: s.n, 1986.

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Canada. Dept. of Employment and Immigration. Economic Planning and Analysis Directorate. Ontario Region. Elliot Lake Cec Area Profile. Economy, Employment, Etc. S.l: s.n, 1986.

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Westec. Employment, skills and training: Community profile : North Somerset. Bristol: Westec, 2001.

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Baffoe & Associates (Pty) Ltd. National employment service: Skills profile survey : final report. Maseru, Lesotho, Southern Africa: Baffoe & Associates (Pty) Ltd., 1989.

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Book chapters on the topic "Employment profile"

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Perkins, Adam. "The Employment-Resistant Personality Profile." In The Welfare Trait, 18–39. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137555298_2.

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Chuta, Enyinna, and Carl Liedholm. "Descriptive Profile of Small-scale Industry in Sierra Leone." In Employment and Growth in Small-Scale Industry, 13–51. London: Palgrave Macmillan UK, 1985. http://dx.doi.org/10.1007/978-1-349-07848-6_2.

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Sander, Tom, Phoey Lee Teh, and Biruta Sloka. "Use of Social Network Site´s Profile for the Employment Seeking Process." In New Contributions in Information Systems and Technologies, 1023–32. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-16486-1_101.

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Fritsch, Michael, and Michael Wyrwich. "Traditions of Self-Employment and the Entrepreneurial Personality Profile of the Population." In International Studies in Entrepreneurship, 119–31. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-97782-9_8.

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Jensen, Carsten Strøby. "Employment Relations, Flexicurity, and Risk: Explaining the Risk Profile of the Danish Flexicurity Model." In The Danish Welfare State, 57–71. New York: Palgrave Macmillan US, 2015. http://dx.doi.org/10.1057/9781137527318_4.

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Livingstone, D. W., and Milosh Raykov. "Chapter Four. Education and Jobs Survey Profile I: National Trends in Employment Conditions, Job Requirements,Workers’ Learning and Matching, 1983–2004." In Education and Jobs, edited by D. W. Livingstone, 67–102. Toronto: University of Toronto Press, 2009. http://dx.doi.org/10.3138/9781442686410-008.

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Livingstone, D. W., and Milosh Raykov. "Chapter Five. Education and Jobs Survey Profile II: Employment Conditions, Job Requirements, Workers’ Learning and Matching, by Employee Class and Specific Occupational Group, 2004." In Education and Jobs, edited by D. W. Livingstone, 103–34. Toronto: University of Toronto Press, 2009. http://dx.doi.org/10.3138/9781442686410-009.

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Vasile, Valentina, and Ana-Maria Ciuhu. "Employment Profile in Tourism Sector in Romania—Skills Demand and Quality of Jobs’ Perspectives in the Context of Local Heritage Valuing Using Business Innovation and ITC Support." In Caring and Sharing: The Cultural Heritage Environment as an Agent for Change, 261–70. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-89468-3_23.

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Wadhwani, Sushil. "Profit-Sharing and Employment: Some Doubts." In Making the Economy Work, 42–55. London: Palgrave Macmillan UK, 1989. http://dx.doi.org/10.1007/978-1-349-20307-9_3.

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Bhaduri, Amit. "The Dynamics of Profit- and Wage-led Expansion: A Note." In Wages, Employment, Distribution and Growth, 247–53. London: Palgrave Macmillan UK, 2006. http://dx.doi.org/10.1057/9780230371781_12.

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Conference papers on the topic "Employment profile"

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Harris, E. Clare, Stefania D’Angelo, Holly Syddall, Cathy Linaker, David Coggon, Karen Walker-Bone, and Keith T. Palmer. "0274 The profile of informal carers in a cohort of 50–64 year-olds: results from the health and employment after fifty (heaf) study." In Eliminating Occupational Disease: Translating Research into Action, EPICOH 2017, EPICOH 2017, 28–31 August 2017, Edinburgh, UK. BMJ Publishing Group Ltd, 2017. http://dx.doi.org/10.1136/oemed-2017-104636.225.

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Laface, Valentina, Elzbieta M. Bitner-Gregersen, Felice Arena, and Alessandra Romolo. "A Parameterization of DNV GL Storm Profile for Long-Term Analysis of Ocean Storms: Trapezoidal Storm Model." In ASME 2019 38th International Conference on Ocean, Offshore and Arctic Engineering. American Society of Mechanical Engineers, 2019. http://dx.doi.org/10.1115/omae2019-95880.

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Abstract The paper introduces a parameterization of the DNV GL storm profile for developing an analytical model for calculations of the return period of a storm whose peak exceeds a given threshold. The DNV GL storm evolution is represented via an isosceles trapezoidal shape in which the minor base represents the storm peak duration, the major base the total storm duration and the height is half of the highest significant wave height in the actual storm. In this representation, the storm duration is not related to the storm intensity and it is fixed constant and equal to 42 hours, while the peak duration is assumed to be 6 hours. The parameterization proposed in the paper consists in expressing the peak duration as a fraction of the total storm duration allowing to investigate the effects of storm peak duration on long term estimates. The analytical solution for the return period is derived by following the classical approach of Equivalent Storm Models that is referring to the equivalent storm sequence, with the only difference that all the Trapezoidal Storm durations are identical whatever the storm intensity is. This assumption leads to significant simplification on the model development and potential employment as well. Further, a closed form solution is achieved for the return period which is also a generalization of the triangular shape. Finally, data analysis with NDBC buoys data is carried out for validating the model and elucidating analogies and differences with respect to classical Equivalent Storm approach. Results have shown that the Trapezoidal Model can be thought as a triangular one with a prudential factor on the storm peak duration which results in a reasonable overestimation of maximum expected wave height and return values.
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Brar, B. S., R. S. Walia, V. P. Singh, and P. Singh. "Effects of Helical Rod Profiles in Helical Abrasive Flow Machining (HLX-AFM) Process." In ASME 2015 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2015. http://dx.doi.org/10.1115/imece2015-53711.

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Abrasive flow machining (AFM) process is a fine finishing process employing abrasive laden self modulating putty for the finishing of mainly internal recesses. Though the AFM is suitable for the finishing of internal cavities, but the material removal is very low during this finishing process. Helical abrasive flow machining (HLX-AFM) has been recently developed to improve the machining efficiency of AFM process. This process employs a coaxially fixed helical twist drill-bit during the extrusion of the abrasive laden media through an internal cylindrical recess. The presence of a fixed drill-bit inside a cylindrical cavity of the work-piece results in considerable increase in material removal and improvement in surface finish. In the present investigation, the same HLX-AFM setup has been used and the effects of two more helical profile rods viz. a 3-start helical profile and a spline have been studied along with the helical twist drill-bit for improving the quality characteristics of material removal and percentage improvement in the surface roughness during the fine finishing of internal cylindrical surface of brass work-pieces. The experiments were planned according to L9 orthogonal array of Taguchi method and the optimal process parameters were selected. The employment of a rod with six splines and a 3-start helical profile results in improved finishing in comparison to the drill-bit profile, due to the presence of more number of flutes and grooves on the coaxially held stationary rods. The helical profile type has 3.75% contribution towards the percentage improvement in the surface roughness, but is not significant in affecting material removal. The presence of 3-start helical profile led to 61.40% improvement in surface roughness (from Ra - 1.3 μm to 0.5 μm) at optimal level with no effect on material removal, which means no extra machining is taking place. The parameter of abrasive-to-media concentration ratio (varying from 0.75 to 1.25) is the most contributing factor with 85.90% contribution toward suface finish improvement and 71.71% contribution towards material removal. The finishing performance of 3-start profile is 15% better than the standard helical drill-bit with no increase in the operating pressures. SEM micrographs corroborated the fact that 3-start profile led to more number of light abrasive cutting grooves and thus more surface finish. HLX-AFM with 3-start helical profile rods can be employed for the finishing, form corrections of internal cylindrical cavities of any size. Presence of the profile rod results in increase in the reduction ratio and thus more machining action. The developed process can also generate cross-hatch lay pattern on internal cylindrical surfaces.
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Lopez-Zafra, Juan M., Ricardo A. Queralt, and Sonia De Paz-Cobo. "Good-bye email, welcome Slack." In Sixth International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/head20.2020.11119.

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Email is the standard in communication with university students; as a one-to-one communication device, students repeat their doubts along multiple messages, multiplying the teacher's work and preventing the participation and learning of other students. The topic forums on virtual campuses allow better a management of doubts but require the active participation of all the students to achieve a final outcome. We propose to abandon the email and traditional forums of the campuses and enter tools with a higher professional profile to manage communication with the students. The results of this first experience, carried out with more than 90 postgraduate students, encourage its mass employment in both undergraduate and postgraduate. The survey conducted over 102 students in three different subjects of two different MSc shows how Slack, the tool we used, has been highly valued, with differences depending on the studies but neither on the gender nor on the intensity of use of the social networks.
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Navrotsky, Vladimir, Mats Blomstedt, Niklas Lundin, and Claes Uebel. "Continued Enhancement of SGT-600 Gas Turbine Design and Maintenance." In ASME Turbo Expo 2008: Power for Land, Sea, and Air. ASMEDC, 2008. http://dx.doi.org/10.1115/gt2008-51143.

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Current power generation and oil & gas markets are dynamic with continuously growing requirements on gas turbines for high reliability and availability and low emissions and life cycle cost. In order to meet these growing requirements on the gas turbines, the OEM should sustain continued product improvement and employment of innovative solutions and technologies in the area of design, operation and maintenance. This paper describes the successful development and operation experiences of SGT-600 Siemens’ medium size gas turbine and in particular the latest achievements in maintenance and life cycle improvements. High reliability and availability of SGT-600 gas turbine were enabled by further improvements and modifications of the combustor, compressor turbine blade 1 and vane 1, power turbine diffuser and control system. The developed modifications enable operators to utilize the opportunity: • to extend the life cycle of the engine beyond 120,000 EOH (Equivalent Operating Hours), up to 180,000 EOH, depending on the previous operation profile and history of the installation; • to extend the maintenance intervals from 20,000 EOH to 30,000 EOH and that to increase the availability of the engine by up to 1%; • to reduce the emission level to the latest SGT-600 standards.
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Bu¨ttner, Lars, and Ju¨rgen Czarske. "Multimode Laser Doppler Anemometer for Turbulence Measurements With High Spatial Resolution." In ASME/JSME 2003 4th Joint Fluids Summer Engineering Conference. ASMEDC, 2003. http://dx.doi.org/10.1115/fedsm2003-45598.

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The advantageous employment of multimode fibres for beam delivery in laser Doppler anemometers (LDA) is presented. Turbulent boundary layers can be investigated with high precision and high spatial resolution. For measurements of turbulence data usually hot wire anemometers are employed which, however, do not fulfil the requirement of non-intrusiveness. Therefore laser Doppler anemometers are employed which are limited by the size of their measurement volume of usually about 50 μm × 100 mm. The spatial resolution can be improved by a stronger focusing or by using a side receiver, which restricts the detection area. Furthermore, the measurement of turbulence data is limited by the varying fringe spacing, which pretends a non-existing degree of turbulence (“virtual turbulence”) and is caused by the wave-front curvature of the employed Gaussian laser mode. In this contribution it is demonstrated, that the employment of multimode-light with beam quality factors M2 >> 1 the length of the measurement volume is reduced to a few percent compared to the intersection volume length of the two laser beams because of the low spatial coherence of the multimode light. The uniformity of the fringe spacing is significantly improved. The variation of fringe spacing (“virtual turbulence”) is less than 0.05%. The multimode-fibre LDA (MMF-LDA) combines the advantages of both a short measurement volume guaranteeing a high spatial resolution as well as low virtual turbulence in one device. It is therefore well suited for high accurate determination of velocity gradients in laminar or turbulent boundary layers. A MMF-LDA with about 100 fringes and 5·10−4 fringe spacing variation within a measurement volume of length 80 μm was used to perform fluid measurements in a wind tunnel. The remaining turbulence intensity of the free wind tunnel stream was determined to 0.3%. Boundary layer measurements on a well-known laminar velocity profile, the Blasius boundary layer, were performed and the wall shear stress was determined. All results are in excellent agreement with the theory. Measurements of turbulent boundary layers are presented. Multimode fibres allow the transfer of significantly higher power into the LDA measurement volume and need lower alignment effort compared to the usually employed single-mode fibres. Powerful laser diodes can now be applied for LDA set-ups, enabling sensitive velocity measurements of fluid flows.
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AbdElall, Sadiq, Ahmad Ramahi, and Gunther Seliger. "Shaping qualification profiles of engineering graduates based on ABET and employment demand." In 2012 International Conference on Interactive Mobile and Computer Aided Learning (IMCL). IEEE, 2012. http://dx.doi.org/10.1109/imcl.2012.6396468.

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Zhang, Jiehui. "New Ideas to Handle Employment Issues Under Epidemic Normalization - Based on Profit-Sharing Theory." In 2020 International Conference on Modern Education Management, Innovation and Entrepreneurship and Social Science (MEMIESS 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210206.026.

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Martínez Medina, Andrés. "Elogio del cuadrado: cuadrícula, cuadro, cuatro, cubo." In LC2015 - Le Corbusier, 50 years later. Valencia: Universitat Politècnica València, 2015. http://dx.doi.org/10.4995/lc2015.2015.837.

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Resumen: Un recorrido por la producción de Le Corbusier evidencia la insistente presencia del cuadrado como base de las composiciones en diversos campos (urbanismo, arquitectura, pintura, mobiliario…) y en diferentes formatos (en planta, alzado y sección, o como marco, módulo y cuadrícula). La presente comunicación realiza un análisis formal (gráfico y simbólico) de sus proyectos y obras, rastreando los modos en que se utiliza el cuadrado permaneciendo en el tiempo como una constante recurrente. Para ello se recorren cuatro áreas temáticas que descienden en escala y en dimensiones: 1) capitolios, 2) museos, 3) pabellones y 4) casas, estudiando una serie de ejemplos en cada área a partir de los planos de la Fundación Le Corbusier, generando discursos que reconstruyen un hilo del tiempo en la evolución de los procesos compositivos. De este modo, se desgrana el empleo del cuadrado, en correspondencia con las áreas de estudio, como: 1º) perímetro de la plaza pública donde insertar las arquitecturas representativas, 2º) marco o caja-fuerte donde encerrar los tesoros artísticos (o sagrados), 3º) volumen cúbico abierto y desmontable y 4º) caja definida por la retícula de la estructura. El cuadrado es siempre un medio y no un fin. Persiste un intento de sugerir algunos de los orígenes en su formación clasicista, sus viajes y sus pinturas. Abstract: A tour through the production of Le Corbusier shows the insistent presence of the square as a basis of compositions in various fields (urban planning, architecture, painting, furniture...) and in different formats (in floor, elevation and profile, or as a theme, module and grid). This communication makes a formal analysis (graphic and symbolic) of its projects and works tracing the different ways to use the square that remains as a recurring constant. We can do it through four thematic areas descending in scale and dimensions: 1) capitols, 2) museums, 3) pavilions and 4) houses, studying a series of examples in each area based on the drawings of the Foundation Le Corbusier, generating speeches that reconstruct a thread of the time in the evolution of the compositional process. In correspondence with the four themes of study, we can discovery the employment of the square as different instruments. First: the square as the perimeter of the public space where to insert the representative architectures. Second: as a frame or safety deposit box where to enclose treasures artistic (or Holy). Third: as a cubic volume open and detachable. Fourth: as box defined by the grid of the structure. The square is always a means and not an end. In addition, there is an attempt to suggest some of the origins in his classic formation, his travels and his paintings. Palabras clave: Le Corbusier, composición, cuadrícula, cuadrado, cuadro, cubo. Keywords: Le Corbusier, composition, reticle, square, frame, cube. DOI: http://dx.doi.org/10.4995/LC2015.2015.837
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Herget, Katrin. "Project-based learning: A practical approach to implementing Memsource in the classroom." In Sixth International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/head20.2020.11133.

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Information technology has long become an integral part of today’s professional reality and given rise to new job profiles, in response to the changing requirements in many industries. Hence, the knowledge of languages for specific purposes as well as the acquisition of practical competences through project-based learning (PBL) have gained growing significance. Specialized communication skills, coupled with a multilingual professional competence, are a means to address the demands of our today's complex reality. Institutions of higher education more and more feel the urge to prepare their students to new professional challenges and a wide range of employment opportunities. This paper presents a PBL approach by implementing the Computer Aided Translation Tool Memsource in foreign language classes of the Master’s course “Languages and Business Relations” at the University of Aveiro. This innovative approach seeks to provide students with a multidisciplinary competence, increase their linguistic proficiency and actively involve them in the decision-making and problem-solving process. Keywords: higher education, Project-based learning (PBL), Computer Aided Translation Tool, Language teaching for specific purposes
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Reports on the topic "Employment profile"

1

Jaradat, Raed, Erin Stirgus, Simon Goerger, Randy Buchanan, Niamat Ullah Ibne Hossain, Junfeng Ma, and Reuben Burch. Assessment of workforce systems preferences/skills based on employment domain. Engineer Research and Development Center (U.S.), January 2020. http://dx.doi.org/10.21079/11681/39399.

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Abstract:
Given the growing demand for a workforce with an understanding of system of systems, there is a need to assess an individual’s systems thinking skills. This research was undertaken to address this need by measuring an individual’s inclination to work on complex system problems based on their systems thinking score. This article investigates the correlation between employment domains and an individual’s systems thinking preferences/skills. Results of this research show that each employment domain is significantly different in their systems thinking preferences/skills profiles as well as significantly different in how the employment domains perceive change and their system’s worldview.
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2

Cellini, Stephanie Riegg, and Nicholas Turner. Gainfully Employed? Assessing the Employment and Earnings of For-Profit College Students Using Administrative Data. Cambridge, MA: National Bureau of Economic Research, May 2016. http://dx.doi.org/10.3386/w22287.

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