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Mueller, Krysti. "Biases in the Selection Process Against Applicants with Tattoos." Thesis, Southern Illinois University at Edwardsville, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10274382.
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This study examined the influences of tattoos on hirability and salary recommendations in the workplace. The study aimed to find whether educating participants about Title VII cases would moderate the relationship between type of tattoo and hiring recommendations as well as type of tattoo and salary recommendations. This study did not find any significant main effects of tattoos on hirability or salary.
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Tiley, David Carleton University Dissertation Political Economy. "Post-Fordist 'Ideal type'? - The labour process in the Japanese manufacturing sector, 1967-1990." Ottawa, 1997.
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Arkani, Sepideh. "Contractual interfaces : the implications of building production process management and interorganisational relations for productivity in building project coalitions." Thesis, University of Greenwich, 1999. http://gala.gre.ac.uk/5706/.
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The aim of this study is to explore the nature of productivity problems in building project coalitions arising from contractual interfaces and conflict. The study investigates the impact of contractual interfaces on the emergence of conflict in both the interorganisational relations of the contracting parties and the operational context of the building production process management. It analyses the dynamics of conflict in the behaviour and performance of the project participants to establish a link between conflict and productivity problems. The focus of the study is the interface between the mechanical and electrical (M&E) contractor and the main contractor. The interface between the main contractor and the client, as well as the design team members, is examined in so far as it affects the relationship between the main and the M&E contractor. The investigation reveals conflict as a potentially creative or destructive behavioural process that emanates from competition between the economic interest of the client and the professional/commercial interests of the consultants and contractors, in conjunction with low levels of trust. In so far as the building production process requires the inputs of all the participants, i.e., the client, the consultants and the contractors, competition gives rise to negotiati6ns. As long as the negotiations comprise integrative bargaining, conflict is creative and results in collective problem solving. In the presence of low levels of trust as reliability or predictability, the more powerful party resorts to strategies of control, domination or manipulation to pursue its own interests at the expense of those of others. Thus negotiations become distributive and conflict becomes dysfunctional. The weaker negotiating party either resists the strategies of power of the more dominant party by applying discretion in the use of their knowledge, and by matching their level of effort to rewards, or capitulates. The level of resistance or capitulation of the weaker party is dependent on their relative size and financial strength compared to those of the dominant party. The study indicates that the nature and level of conflict has a direct impact on the level of motivation, performance and consequently the productivity of the project participants. The investigation finds that conflict is inherent to the contracting system and needs to be managed (Lavers, 1992; Smith, 1992; Langford et ai, 1992). It finds that building project coalitions are organised as networks at the start of the project but may be transformed into political organisations during the project life-cycle (Mintzberg, 1991 (d): 374; Pfeffer, 1981 : 27-9). The imprecise definitions of functions and activities contained in the contractual documents provide the grounds for and facilitate the political activity of the project participants. The investigation therefore supports Clegg' s (1992) postulation that 'contractual documents provide the constitutional and constitutive grounds and framework within which the meaning of the contract is negotiated, contested, and contained' (Clegg, 1992: 135). The opportunistic interpretations resulting negotiations over the meaning of the contract (Tavistock Institute, 1966) very often impecle the full or effective enforcement of the contractual functions and activities, thus reinforce conflictual behaviour. The project managers' capability to manage conflict, though important in terms of preventing escalation of conflict, is indicated to have limited impact on performance levels of project participants. The research concludes that the economic and legal governance structures in the wider business context of building production processes do not foster fair, co-operative and non-confrontational exchange relations (Lane and Bachmann, 1996), and do not appear to discourage the imposition of onerous business agreements by the economically more powerful on those more dependent. It therefore suggests that fundamental changes in both governance structures of building project coalitions as well as attitudes of project coalition representatives are required as the means by which productivity improvements may be carried out.
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Auricchio, Leonardo Luiz. "Aspectos gerais da terceirização e terceirização como fator de inclusão social." Pontifícia Universidade Católica de São Paulo, 2016. https://tede2.pucsp.br/handle/handle/18851.
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This paper aims to bring the discussion on the importance of using the outsourcing services for companies competing in a globalized world. A market that increasingly becomes essentially specific, more objective, more debugged also requiring companies to him pegged, become, equally, experts in what is proposed, we will call "Original Vocation" or "Core Business". Meanwhile, exclusive commitment to a chosen business follow-up, when the formation of the company leads to detachment from other areas who understand. Thus, through the need to channel all efforts to its core bussines without letting the other areas that do not have direct or related connection with the company's Core, will languish or perish due to lack of time and investment required if justifies the Institute of Outsourcing. Also, important to emphasize the potential of outsourcing services concerning the creation of new jobs. Faced with such a framework we can consider outsourcing as an important tool in the service of social inclusion through work, so necessary today
O presente trabalho tem como principal objetivo trazer a discussão sobre a importância da utilização da terceirização de serviços para as empresas que competem em um mundo globalizado. Um mercado que, cada vez mais, se torna essencialmente específico, mais objetivo, mais depurado, exigindo também que as empresas a ele atreladas, tornem-se, de igual forma, especialistas naquilo a que sepropõem, ao que chamaremos de “Vocação Original” ou “Core Business”. Outrossim, a dedicação exclusiva a um determinado seguimento empresarial eleito, quando da formação da empresa, conduz ao desprendimento das demais áreas que a compreendem. Dessa forma, através da necessidade de canalizar todos os esforços ao seu core bussines sem deixar que as outras áreas que não tenham ligação direta ou correlata com o Core da companhia, venham a definhar ou sucumbir em decorrência da ausência de tempo e investimento necessário, se justifica o instituto da Terceirização. Outrossim, importante salientarmos o potencial da terceirização de serviços concernente a criação de novos postos de trabalho. Diante de tal quadro, podemos ponderar a terceirização como importante ferramenta a serviço da inclusão social do trabalhador, tão necessária nos dias atuais
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Oladeinde, Olusegun Olurotimi. "Management and the dynamics of labour process: study of workplace relations in an oil refinery, Nigeria." Thesis, Rhodes University, 2011. http://hdl.handle.net/10962/d1003087.
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The focus of this thesis is on labour-management relations in the Nigerian National Petroleum Corporation (NNPC), Nigeria. The study explores current managerial practices in the corporation and their effects on the intensification of work, and how the management sought to control workers and the labour process. The study explores the experiences of workers and their perception of managerial practices. Evidence suggests that managerial practices and their impacts on workplace relations in NNPC have become more subtle, with wider implications for workers’ experience and the labour process. Using primary data obtained through interviews, participant observation, and documentary sources, the thesis assesses how managerial practices are varieties of controls of labour in which workers’ consent is also embedded. This embeddedness of the labour process generates new types of worker subjectivity and identity, with significant implications for labour relations. The study suggests that multiple dimensions of workers’ sense-making reflect the structural and subjective dimensions of the labour process. In NNPC, the consequence of managerial practices has been an emergence of a new type of subjectivity; one that has closely identified with the corporate values and is not overtly disposed towards resistance or dissent. While workers consent at NNPC continues to be an outcome of managerial practices, the thesis examined its implications. The thesis seeks to explain the effects of managerial control mechanisms in shaping workers’ experience and identity. However, the thesis shows that while workers remain susceptible to these forms of managerial influence, an erasure or closure of oppositions or recalcitrance will not adequately account for workers’ identity-formation. The thesis shows that while managerial control remains significant, workers inhabit domains that are ‘unmanaged’ and ‘unmanageable’ where ‘resistance’ and ‘misbehaviour’ reside. Without a conceptual and empirical interrogation, evidence of normative and mutual benefits of managerial practices or a submissive image of workers will produce images of workers that obscure their covert opposition and resistance. Workers ‘collude’ with the ‘hubris’ of management in order to invert and subvert managerial practices and intentions. Through theoretical reconceptualization, the thesis demonstrates the specific dimensions of these inversions and subversions. The thesis therefore seeks to re-insert “worker-agency” back into the analysis of power-relations in the workplace; agency that is not overtly under the absolute grip of managerial control, but with a multiplicity of identities and multilevel manifestations.
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Anderson, Kurt A. "Order fulfillment processing of a multi-zone warehouse." Thesis, Kansas State University, 2014. http://hdl.handle.net/2097/17405.
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Master of AgribusinessDepartment of Agricultural Economics
Keith Harris
Inefficiencies in a warehouse that operates multiple zones can create bottlenecks in the order fulfillment process. This study’s focuses on the exploration of potential bottlenecks in an agricultural aftermarket company’s order fulfillment process and its multi-zone warehouse. Order fulfillment includes stages of order processing, SKU picking and staging from the conveyor zone and the “H” zone, and the final packaging and shipping of the order within the Truck Freight Department. A review of the company’s EOP program, and the effects of the program, provides additional insight into our understanding of bottlenecks within a dynamic the system. In doing so, the research will extend the existing knowledge on warehouse management with multiple zones. The conclusion of this paper offers solutions that will alleviate the bottlenecks and improve the overall efficiency of the order fulfillment process within a multi-zone warehouse.
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Швець, В. О. "Проблеми правового регулювання забезпечення стабільності трудових правовідносин." Thesis, КНУ ім. Т. Г. Шевченка, 2021. http://openarchive.nure.ua/handle/document/15070.
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Дисертацію присвячено комплексному та ґрунтовному аналізу сутності і проблем правового регулювання забезпечення стабільності трудових правовідносин в Україні. У роботі з’ясовано особливості статики та динаміки трудових правовідносин та охарактеризовано генезис, сутність і соціально-правове значення забезпечення стабільності трудових правовідносин. Розкрито міру узгодження засади стабільності трудових правовідносин із принципами трудового права. Надано комплексну концептуальну характеристику правового механізму забезпечення стабільності трудових правовідносин, а саме розкрито його поняття, ознаки та значення. Проаналізовано систему нормативно-правових актів, якими регулюється функціонування цього механізму, а також оцінено достатність такого правового регулювання. З’ясовано структуру правового механізму забезпечення стабільності трудових правовідносин та сутнісний зміст права на стабільні трудові правовідносини, актуальні форми захисту цього права. Виокремлено проблемні аспекти забезпечення стабільності трудових правовідносин в Україні у контексті поширення атипової форми зайнятості, змін в організації виробництва і праці, рейдерства, умов дії режиму запобігання поширенню інфекційних хвороб. Окреслено теоретичні та практичні проблеми належного функціонування правового механізму забезпечення стабільності трудових правовідносин в Україні. Визначено основні шляхи вирішення проблем функціонування правового механізму забезпечення стабільності трудових правовідносин в Україні. The dissertation is devoted to the complex and thorough analysis of essence and problems of legal regulation of maintenance of stability of labor legal relations in Ukraine. The peculiarities of the statics and dynamics of labor relations are clarified and the genesis, essence and social and legal significance of ensuring the stability of labor relations are characterized. The degree of harmonization of the principles of stability of labor relations with the principles of labor law is revealed. The complex conceptual characteristic of the legal mechanism of maintenance of stability of labor legal relations is given, and its concept, signs and value are revealed. The system of normative-legal acts regulating the functioning of this mechanism is analyzed, and also the sufficiency of such legal regulation is estimated. The structure of the legal mechanism for ensuring the stability of labor relations, as well as the essential content of the right to stable labor relations, the current forms of protection of this right. The problematic aspects of ensuring the stability of labor relations in Ukraine in the context of: the spread of atypical forms of employment; changes in the organization of production and labor; raids; conditions of the regime of prevention of infectious diseases. Theoretical and practical problems of proper functioning of the legal mechanism to ensure the stability of labor relations in Ukraine are outlined. The main ways to solve the problems of the legal mechanism of ensuring the stability of labor relations in Ukraine are identified.
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Minami, Hiroko. "Newspaper Work in a Time of Digital Change: A Comparative Study of U.S. and Japanese Journalists." Thesis, University of Oregon, 2011. http://hdl.handle.net/1794/11980.
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xi, 272 p. : ill. (some col.)This is a qualitative comparative study about perspectives and experiences of contemporary journalists at three newspapers in the United States and Japan. The newspaper industry in both the United States and Japan is going through an unprecedented transitional period driven by economic forces and technological changes. One purpose of the study is to shed light on everyday journalists who are exposed to industry-wide structural changes. Based on interviews with journalists of the three newspapers, this study explores journalists' experiences about economic and technological impacts and their perspectives about their work. Another purpose of this study is to compare and contrast these perspectives and experiences. By doing so, it is possible to examine how the interconnected economies of the countries and globally standardized technology influence the views and behavior of U.S. and Japanese journalists. Journalists of the three newspapers are confronting a dilemma between their journalistic ideals and increasing economic pressures that limit their activities. They are increasingly feeling insecure about employment in the newspaper industry. They show different attitudes toward employment with their newspapers. Journalists at the U.S. newspaper think of changing careers for better job security, while Japanese journalists seek solutions within the company, rather than leaving. This indicates that U.S. journalists have more freedom to choose, while Japanese journalists are bound to their company partly because of hiring and training practices specific to Japanese newspapers. Journalists have contradictory views about technological development. While they appreciate increased productivity brought by digital technology, they feel their labor has been cheapened partly because of the same technology. Similarities in journalists' experiences beyond newspapers and national borders occur as a result of homogenous impacts of interconnected economies of the two countries and globally standardized technology. However, shared ideas, values and norms specific to the workplace play an important role in determining journalists' perspectives and social behavior. This is why journalists' perspectives and attitudes vary by newspaper. This study concludes by emphasizing the importance of labor studies of newspaper journalists as information providers who are expected to make democracy function.
Committee in charge: Dr. John Russial, Chairperson; Dr. Gabriela Martinez, Member; Dr. Janet Wasko, Member; Dr. Jeffery Hanes, Outside Member
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Crowley, Martha L. "Control and inequality at work variations, processes, and implications for worker well-being /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1149881563.
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Winckler, Ana Cristina Freitas Goedert. "Processo de liderança no contexto da geração Y : um estudo em organizações de base tecnológica." Universidade do Estado de Santa Catarina, 2013. http://tede.udesc.br/handle/handle/97.
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This dissertation had the objective to analyze how the leadership process is characterized in the context of Y Generation based in Information Technology (IT) companies located at Florianópolis. The factors that motivated this research were a new generation beginning in the labor market, the difficulties to attract and retains talents in the companies, the changes in the labor relations in accordance with the development of Knowledge Era and the strengthening of the complexity paradigm. The nature of this work is qualitative, descriptive and multi-case study. Semistructured interviews were conducted with 16 professionals, among managers, human resources professional and Y generation employees into three IT companies that was experiencing different moments of their ways. The categories studied and analyzed were Y Generation, considering the young people was born between 1980 and 1990, and the leadership process. The results demonstrated that the three companies, despite they don`t have actions directed to the Y Generation, they are adopting postures in accordance with the needs and characteristics of this generation. Among these characteristics are the motivation linked with new challenges, the technological knowledge, the participatory behavior, the restlessness, the individual and critical personality, the long-short vision, the creativity and the search for flexibility and informality in the work. The companies, on the other hand, although they are based on a hierarchical structure top-down, present a decentralized leadership process, valuing labor relations that are constituted based in technical knowledge and delegation, and characterized by autonomy with responsibility. It was verified that the companies studied are implementing suggestion programs, plans of individual development and opening spaces for contestation. This is suggesting an evolution in the leadership processes, in the way to answer the needs of technological industry, the young professionals and for a more complexity leadership.
Esta dissertação objetivou analisar como se caracteriza o processo de liderança no contexto da Geração Y em empresas de base tecnológica da cidade de Florianópolis. A entrada de uma nova geração no mercado de trabalho, as dificuldades em atrair e reter talentos, a transformação nas relações no trabalho em consonância com o início da Era do Conhecimento e o fortalecimento do paradigma da complexidade foram fatores que incentivaram o desenvolvimento da presente pesquisa. A natureza do trabalho apresentado é qualitativa, do tipo descritiva, com delineamento de estudo de multicaso. Foram realizadas entrevistas semiestruturadas com 16 profissionais, entre gestores, profissionais de recursos humanos e profissionais da Geração Y, em três empresas de tecnologia que estavam vivenciando momentos distintos de sua trajetória. As categorias estudadas e abordadas na fundamentação teórica foram a Geração Y, abrangendo os jovens nascidos entre 1980 e 1990, e o processo de liderança. Os resultados demonstraram que as três empresas, apesar de não possuírem ações dirigidas para a geração Y, têm adotado posturas que vão ao encontro das necessidades e características dessa geração. Dentre essas características estão a motivação atrelada a novos desafios, o forte conhecimento tecnológico, o comportamento participativo, a inquietude, a personalidade individualista e crítica, a visão de curto prazo, a criatividade e a busca pela flexibilidade e pela informalidade no ambiente de trabalho. As empresas, por sua vez, apesar de estarem fundamentadas numa estrutura hierárquica top-down, apresentam um processo de liderança mais descentralizado, valorizando as relações no trabalho, as quais são constituídas com base no conhecimento técnico e na delegação, e caracterizadas pela autonomia com responsabilidade. Verificou-se que as empresas estão implantando programas de sugestões, de desenvolvimento individual e abrindo espaço para contestação, sugerindo uma evolução nos seus processos de liderança, de forma a atender às necessidades do setor, da nova geração de profissionais, e na direção de uma liderança mais complexa.
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Paulilo, Marcio Giachetta. "Um estudo sobre a mudança no processo de trabalho em tecnologia da informação: percepções, dilemas e desafios." Universidade de São Paulo, 2006. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-16022007-143301/.
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A temática deste estudo recai sobre as tecnologias da informação e a organização do processo de trabalho, uma das inúmeras dimensões das relações de trabalho. O objetivo estabelecido foi analisar as transformações verificadas em alguns padrões de relacionamento profissional pré-estabelecidos no interior de uma organização quando da introdução de um Sistema Integrado de Gestão (SIG). A principal questão investigada foi como reestruturar o processo de trabalho de uma empresa, em função da implantação de um SIG, de forma a atender simultaneamente aos anseios das pessoas ? por melhores condições de trabalho e desenvolvimento profissional ? e da organização ? por maior controle, eficiência, redução de custos, retenção e disponibilidade de informações de negócios. Para essa investigação, a principal fonte de informação utilizada foi a percepção dos trabalhadores envolvidos no desenvolvimento, na implantação e na utilização do SIG. O método preferencial foi o qualitativo, conduzido através de uma pesquisa exploratória, composta de levantamento bibliográfico, documental e entrevistas com roteiro pré-estruturado. O principal caso adotado para estudo foi o da subsidiária brasileira de uma empresa transnacional, que vivenciou a implantação de um SIG no final da década de 1990, simultaneamente ao seu processo de privatização. Foram entrevistadas pessoas das duas organizações envolvidas na implantação do sistema, permitindo o cruzamento das percepções de dois grupos distintos de profissionais: os consultores ? colaboradores da empresa contratada para implantar o sistema ? e os usuários ? colaboradores da empresa contratante, responsáveis pela configuração do sistema. Utilizou-se na pesquisa uma amostragem não probabilística, composta por facilidade de acesso, sem a intenção, portanto, de afirmar que os resultados obtidos neste estudo de caso sejam representativos de todo o universo de possibilidades de estudo. Os resultados obtidos mostram pontos de convergência e pontos de discordância de opiniões, tanto entre os níveis hierárquicos de uma mesma organização, como entre os níveis operacionais ou gerenciais das duas empresas envolvidas no estudo. Além disso, indicam que a implantação de um SIG implica transformações organizacionais significativas, com desdobramentos no ambiente de trabalho, nas relações entre as pessoas, na capacitação profissional dos trabalhadores e na composição ocupacional da organização, que deveriam ser tratadas através de uma abordagem sociotécnica.This study regards to information technology and labor relations. The main goal of such research was to analyze the transformations arise within some patterns of pre-stablished professional relationships inside a organization, after the introduction of a new thecnology, such as a Enterprise Resource Planning system (ERP). The great question to be investigated was what is to be done in order to simultaneously attend to the employees? and the company?s interests, based upon the belief that the comprehension of the personnel?s perception on the process of development and implementation of an ERP serves both to the academy and the market. The preferential research method applied was the observation, conducted throughout an exploratory research, based upon bibliography, documentation and pre-structured interviews. The adopted case of study refers to the Brazilian subsidiary of a transnational company, which experienced the implementation of an ERP simultaneously with its process of privatization, by the late 1990?s. People from two organizations involved in the same process of system implementation were interviewed, allowing the comparison between two different groups of professionals -- the consultants, hired for developing and implementing the system, and the users, responsible for providing information to configure the ERP. The sample used on the research is non-probabilistic, composed by the accessibility criteria. There is no intention of affirming that the hereby results are representative for the entire possible universe of research. The hereby results demonstrate point of perception agreement and points of perception discordance, either within the different hierarchy levels of the same organization, or within same levels of different organizations.
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Sharp, Graham. "Ecology and the labour process : towards a prefigurative sociology of the labour-nature relation." Thesis, University of Sussex, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.393213.
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Mawa, Bentul. "All stitched up? : labour process regimes and patriarchal relations amongst female garment workers in Bangladesh." Thesis, University of Leeds, 2016. http://etheses.whiterose.ac.uk/15581/.
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This thesis focuses on the experiences of female workers in the readymade garment industry in Bangladesh, analysing how a range of factors, including government regulation, the power of multinational corporations, employment practices, and cultural norms and values, impact on the lives of these women, in the workplace and beyond. A comparative case-study approach using theoretical concepts relating to the global value chain, labour process, and patriarchy has been used to understand the complex interconnections between women’s experiences in the workplace, the home and broader society. The nature of these experiences is also compared and contrasted across Export Processing Zone (EPZ) and non-EPZ factories. Contrary to some previous study findings, a detailed comparative analysis of terms and conditions in EPZ and non-EPZ factories indicated that the former were better, reflecting the co-operative, less patriarchal character of the factory control regime and better position in the supply chain. The experience of women in the workplace had impact on the use of their agency, for example, EPZ women engaged in work effort bargaining through collective organisation (Worker Welfare Association), whereas non-EPZ women were likely to react and resist, either individually or collectively to improve their working conditions. Across all the factories, women’s workplace experiences of agency and resistance also had an impact beyond the factory. In the domestic sphere, when combined with other factors such as educational level and marital status, work can also play a powerful emancipatory role, affording some groups of women ("Progressive" and "Independent" group) a greater degree of empowerment in gender relations and financial autonomy. At societal level, regardless of educational and marital status, the workplace experiences of female workers appears to bring increased self-esteem and confidence, economic security and a degree of personal independence, and greater awareness of life options, indicating the role which work can play in empowering women within Bangladeshi society. The experience of work in Bangladesh’s RMG factories does have the ability to play an emancipatory role for women, but the degree of empowerment they experience is dependent on their level of education, marital status, the position of the firms within the global value chain, the labour process regime in operation and the degree of patriarchal control exerted at the workplace and beyond.
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Stevenson, Howard. "Shifting frontiers : trade union responses to changes in the labour process of teaching - a case-study of Leicestershire N.U.T." Thesis, Keele University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341295.
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Miller, Janet Anne. "How does the labour process impact on employment relations in the small firm? : a study of racehorse training stables in the United Kingdom." Thesis, London Metropolitan University, 2010. http://eprints.uwe.ac.uk/14471/.
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Fobosi, Siyabulela Christopher. "Formalisation, informalisation and the labour process within the minibus taxi industry in East London, South Africa." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1012076.
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This thesis focuses on the labour process within the minibus taxi industry in East London, South Africa. This industry is structurally situated within the informal sector or economy but is marked by contradictory processes of formalisation and in-formalisation. Though the taxi industry seems to straddle the formal and informal economies in South Africa, the study is conceptually framed in terms of the informal sector but in a critically-engaged fashion. The very distinction between formal and informal economies, whether in South Africa or elsewhere, is open to dispute; and, even if accepted, there are differing conceptualisations of the relationship between the ‘two’ economies. Also, the conceptual clarity of the term ‘informal economy’ has been subject to scrutiny, given the vast range of activities it is said to incorporate. While the distinction between formal and informal economies may be a useful conceptual starting-point, this thesis demonstrates that it is analytically useful to speak of degrees and forms of formalisation and in-formalisation along a continuum, rather than to dichotomize economies. The thesis therefore analyses in depth the competing and tension-riddled processes of formalisation and in-formalisation in the minibus taxi industry, and with a specific focus on the labour process.
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Bresciani, Danièlle de Oliveira. "Do elefante branco à pérola capixaba: um estudo da Companhia Siderúrgica de Tubarão quanto às relações de trabalho e à migração sob a ótica do processo de globalização." Pontifícia Universidade Católica de São Paulo, 2008. http://tede2.pucsp.br/handle/handle/2833.
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Previous issue date: 2008-09-12Centro Universitário Vila Velha
To approach the subject of the globalization process as the social and historic phenomenon, from the understanding of the Theories of International Relations and the Currents of Globalization and their interrelations, with an objective to analyze the reflections of this Process in the role of the Nation States in today s world. For that, project a perspective theory based on a previous case study about the impact of globalization on the Brazilian state. To present the dynamic of the work relations and the migratory flux in the international context, brazilian, capixaba, on the iron industry of the world, of the Brazilian and of the Companhia Siderúrgia de Tubarão CST. To demonstrate the evolution of the economic and social formation of Espírito Santo from the immigration cycle and the formation of the work market in Espírito Santo. To expose the trajectory of the world and Brazilian steel industry, from the perspective of precarious of the labor relations and the displacement of people. To analyze, as the case study, the question of work and the migration of CST in the periods of state and private administration, focusing the process of internationalize of the company and it s insertion in the global strategy of the industrial group ArcelorMittal. To verify, in this manner, the intensification and the emergence of the new forms of exploitation of the labor force and the new modalities of migration linked to the inherent logic of the Globalization Process
Aborda a temática do Processo de Globalização como fenômeno sócio-histórico, a partir do entendimento das Teorias das Relações Internacionais e das Correntes da Globalização e suas inter-relações, com vistas a analisar os reflexos deste processo no papel desempenhado pelo Estado-nação nos dias de hoje. Para tanto, traça uma perspectiva teórica embasando um posterior estudo de caso acerca dos impactos da Globalização no Estado Brasileiro. Apresenta a dinâmica das relações de trabalho e dos fluxos migratórios nos contextos internacional, brasileiro e capixaba no que tange à siderurgia mundial, à brasileira e à Companhia Siderúrgica de Tubarão (CST). Demonstra a evolução da formação econômica e social do Espírito Santo a partir do ciclo imigratório e da formação do mercado de trabalho capixaba. Expõe a trajetória das siderurgias mundial e brasileira sob a ótica da precarização das relações laborais e do deslocamento de pessoas. Analisa, em estudo de caso, a questão do trabalho e da migração na CST nos períodos estatal e de administração privada, enfocando os processos de internacionalização da empresa e sua inserção em uma estratégia global do grupo industrial ArcelorMittal. Constata-se, assim, a intensificação e emergência de novas formas de exploração do trabalho e novas modalidades de migração vinculadas a uma lógica inerente ao Processo de Globalização
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Prati, L. Melita Ferris Gerald R. "Emotional intelligence as a facilitator of the emotional labor process." 2004. http://etd.lib.fsu.edu/theses/available/etd-08202004-181758.
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Thesis (Ph. D.)--Florida State University, 2004.Advisor: Dr. Gerald R. Ferris, Florida State University, College of Business, Dept. of Management. Title and description from dissertation home page (Jan. 13, 2005). Includes bibliographical references.
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Esser, John Schneiberg Marc. "Bread and circuses in a capitalist labor process a psychoanalytic approach to worker compliance /." 1985. http://catalog.hathitrust.org/api/volumes/oclc/12328048.html.
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Thesis (M.S.)--University of Wisconsin--Madison, 1985.Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 288-290).
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Griffith, Kristin Heather. "Sexual orientation, gender roles, and occupation: Bias during the selection process?" Thesis, 1999. http://hdl.handle.net/1911/17269.
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Two studies were conducted examining the relationship between applicant sexual orientation, applicant gender, and hiring bias for stereotypically masculine and feminine jobs. Study 1 examined the job-related traits associated with male and female heterosexuals and homosexuals, and it was found that feminine traits were ascribed to homosexual males and masculine traits were ascribed to homosexual females. Study 2 had subjects rank 10 applicants (one male homosexual, one female homosexual, 4 male heterosexuals, 4 female heterosexuals) for either a masculine or feminine job, and rate the applicants on job selection criteria. Results showed that homosexual applicants were rated lower than heterosexual applicants for masculine and feminine jobs, and there was a 3-way interaction between applicant sexual orientation, applicant gender, and job type. Also examined was the relationship between subject individual differences and trait ratings of applicants with hiring decisions. Future research directions were discussed.
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Mischke, Carl. "Discourses of silence : judicial responses to industrial action as an archaeolgy of juridification." 1997. http://hdl.handle.net/10500/17462.
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A study of silences: as a metaphysics of the law, juridification silences the text of the law in order
to enable an allegorical reading of the law. This silencing of the legal text can only be avoided
through a non-metaphysical archaeological reading. Similarly, the programme of comparative
labour law is silent at its most pivotal points, leaving some concerns of the programme
indeterminate and indeterminable.
As context, the dominant discourses of the labour law systems of the Federal Republic of
Germany (Tarifautonomie), Great Britain (collective laizzesfaire) and South Africa (fairness)
are identified and the agents of the jurisprudence (the courts) are briefly outlined. The silence
operating within the phenomenology of the labour judiciary and the concept of a 'court' is also
examined.
The study then proceeds to read, in an archaeological manner, the industrial action jurisprudence
in Germany, Great Britain and South Africa, such readings again yielding silences within the
discourse of the law.
The silences occurring throughout (and the resulting normative breaches in the rationality of the
legal discourse) are the prerequisites for juridification, a process in terms of which the metajuridical
standard is imported into the legal normative system and thereby rendered part of the
archival discourse of the law.LL.D.
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Carter, B., A. Danford, D. Howcroft, H. Richardson, Andrew J. Smith, and P. Taylor. "‘They can’t be the buffer any longer’: Front-line managers and class relations under white-collar lean production." 2014. http://hdl.handle.net/10454/11300.
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YesThis article reasserts the value of the examination of class relations. It does so via a case study of tax-processing sites within HM Revenue and Customs, focusing on the changes wrought by the alterations to labour and supervisory processes implemented under the banner of ‘lean production’. It concentrates on the transformation of front-line managers, as their tasks moved from those that required tax knowledge and team support to those that narrowed their work towards output monitoring and employee supervision. Following Carchedi, these changes are conceptualised as strengthening the function of capital performed by managers, and weakening their role within the labour process.
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Dubeau, Anouk. "Les travailleurs victimes de lésions professionnelles : du processus d’indemnisation aux problèmes de santé mentale." Thèse, 2017. http://hdl.handle.net/1866/19406.
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L’objectif principal de ce mémoire est de mieux comprendre le rôle des différents acteurs que rencontrent des travailleurs en arrêt de travail, en raison d’un accident survenu par le fait ou à l’occasion de leur travail, sur la trajectoire et la santé mentale de ceux-ci. Dans un deuxième temps, il est important de déterminer l’effet que peut avoir le soutien social sur le niveau de détresse psychologique ressenti par ces travailleurs. Pour réaliser cette recherche, des données ont été recueillies provenant d’entretiens réalisés auprès de patients d’une polyclinique à Montréal qui étaient en arrêt de travail.
Basée sur un échantillon de 12 travailleurs, l’étude réalisée a révélé que les différents acteurs ont une influence sur la trajectoire de ces travailleurs et que plusieurs facteurs du soutien social ont un impact sur le niveau de bien-être ou de détresse psychologique ressentis. En effet, le fait d’avoir un soutien émotionnel, d’estime, d’affiliation, tangible, instrumental et/ou encore informationnel, d’être intégré socialement, d’avoir l’occasion de se sentir utile et nécessaire, de pouvoir confirmer sa valeur ainsi que d’obtenir de l’aide concrète et matérielle sont des facteurs du soutien social qui agissent comme protecteur contre la détresse psychologique. À l’inverse, le fait d’être en marge du marché du travail et de ne pas avoir accès à ces différentes formes de soutien ou simplement le fait de penser que c’est le cas sont des facteurs qui font augmenter significativement le niveau de détresse psychologique.The main objective of this master’s thesis is to better understand the role of the different actors encountered by workers in work stoppage, due to an accident which occurred because of work or while working, on their mental health and on their path. Secondly, it is important to determine the effect that social support can have on the level of psychological distress felt by these workers. In order to carry out this research, data were collected from interviews with patients of a polyclinic of Montreal who were in work stoppage. Based on a sample of 12 workers, this study revealed that different actors have an influence on the path of those workers and that multiple social support factors have an impact on the level of well-being or psychological distress of those individuals. Indeed, having emotional, material, instrumental, informational, esteem, affiliation or tangible support, being integrated socially, feeling useful and needed, being able to confirm its value and to obtain practical or material support, are all social support factors which protect against psychological distress. Conversely, being excluded from the labor market, not being able to have access to those different forms of support or even the simple fact of perceiving it as such, are all factors which significantly increase the level of psychological distress.
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Tshifura, Khaukanani Obadiah. "The process of retrenchment in a public institution with reference to the independent electoral commission." Diss., 2004. http://hdl.handle.net/10500/1217.
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The dissertation examines the process of retrenchment in a public institution with reference to the execution of such a process by the Independent Electoral Commission (IEC). The aim is to establish whether or not the retrenchment was substantively and procedurally fair as required by legislation.
Notwithstanding the fact that the staff may have been disadvantaged by the short retrenchment notice (the staff did not have representation prior to the announcement, and the swiftness of the process did not, under the circumstances, provide the staff with enough time to comprehensively apply their mind to the underlying issues), the dissertation finds that the retrenchments had been substantively fair given the fact that the IEC could not retain all staff because of budgetary constraints. The dissertation also finds that the process had been procedurally fair in accordance with section 189 of the Labour Relations Act, 66 of 1995.Public Adminstration & Development Studies
M.A. (Public Administration)