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Academic literature on the topic 'Workplace agreements'

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Published: 10 December 2022
Last updated: 19 February 2023

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Journal articles on the topic "Workplace agreements"

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Mitchell, Richard, and Joel Fetter. "Australian Workplace Agreements and High Performance Workplaces: A Reply." Journal of Industrial Relations 45, no. 4 (December 2003): 528. http://dx.doi.org/10.1111/j.0022-1856.2003.00098.x.

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van Barneveld, Kristin. "Australian Workplace Agreements in Universities." Journal of Industrial Relations 51, no. 1 (February 2009): 59–74. http://dx.doi.org/10.1177/0022185608099665.

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This article details the use of Australian Workplace Agreements (AWAs) in universities after the Higher Education Workplace Relations Requirements (HEWRRs) mandated that all university staff be offered an AWA by the end of August 2006. It is clear from the evidence that, despite this requirement, at most universities there was little take-up of this form of individual employment arrangement. Of the few who did sign an AWA, one group stood out more than others — senior general staff. However at most universities, these workers have traditionally been employed on individual, common law contracts and moving them from one form of individualized employment arrangement to another did little to increase the overall pool of those on individual employment arrangements in higher education. Once these senior general staff were excluded from the equation, the take-up rate was very low indeed. The research demonstrates that the Howard government's approach to increasing the take-up rate of AWAs in universities failed. With the election of the Rudd Labor Government in November 2007, the very low take-up of AWAs has meant that the university sector has a relatively small task in moving staff back to collective employment arrangements.
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van Barneveld, Kristin. "Australian Workplace Agreements under Work Choices." Economic and Labour Relations Review 16, no. 2 (May 2006): 165–91. http://dx.doi.org/10.1177/103530460601600208.

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Gollan, Paul J. "Australian Workplace Agreements: An Employer Response." Journal of Industrial Relations 46, no. 1 (March 2004): 116–24. http://dx.doi.org/10.1111/j.0022-1856.2004.00130.x.

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Sutherland, Carolyn. "Enterprise Bargaining as a Tool to Reduce Regulatory Layering: A Content Analysis Study." Federal Law Review 42, no. 3 (September 2014): 559–88. http://dx.doi.org/10.22145/flr.42.3.6.

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This article assesses whether Australia's system of enterprise bargaining has helped to streamline workplace relations rules by replacing overlapping industrial instruments with a single enterprise agreement. It presents empirical findings from a content analysis study of enterprise agreements made in the higher education and fast food sectors between 1993 and 2011. These findings suggest that there has been a remarkable shift over time in the contribution of enterprise agreements to the problem of regulatory ‘layering’. Whereas the majority of early agreements exacerbated the problem by inserting new arrangements on top of existing industrial instruments, more recent agreements have tended to replace multiple instruments with a single agreement. The empirical findings also point to various ways in which legislative reforms and funding incentives have contributed to this shift towards greater simplicity in the workplace relations system.
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Todd, Patricia, Donella Caspersz, and Michael Sutherland. "Employers' Choices in Workplace Regulation: Individual Agreements." Journal of Industrial Relations 48, no. 4 (September 2006): 507–21. http://dx.doi.org/10.1177/0022185606066142.

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Gollan, Paul J., and Jonathan Hamberger. "Australian Workplace Agreements and High Performance Workplaces: A Critique of Mitchell and Fetter." Journal of Industrial Relations 45, no. 4 (December 2003): 521–27. http://dx.doi.org/10.1111/j.0022-1856.2003.00097.x.

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van Barneveld, Kristin, and Ross Nassif. "Motivations for the Introduction of Australian Workplace Agreements." Labour & Industry: a journal of the social and economic relations of work 14, no. 2 (December 2003): 21–37. http://dx.doi.org/10.1080/10301763.2003.10669286.

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Bernstein, Adam. "Settlement agreements: dealing with the past." Journal of Aesthetic Nursing 12, no. 1 (February 2, 2023): 45–47. http://dx.doi.org/10.12968/joan.2023.12.1.45.

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Sadly, disputes in the workplace are quite common. While they can end in any number of ways, one option is to put a settlement agreement in place, says Adam Bernstein, in collaboration with Sophie Wahba
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Anderson, Linda. "Silent Agreements: What We Don't Say at the Workplace." Employment Relations Today 42, no. 1 (April 2015): 23–27. http://dx.doi.org/10.1002/ert.21484.

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Dissertations / Theses on the topic "Workplace agreements"

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Adcock, John R. (John Roger). "The Effect of Presence of Support Systems and Level of Agreement on the Performance of Work Groups." Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc278217/.

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In the study of team-based organizations most of the research has focus on the internal make-up and structure of teams. Recently there has been more interest in the effects that environment has on teams. With this new focus Support Systems in organizations have become an area of interest. Examining the perceptions of workers with respect to support systems of organizations could give insight into performance. This study specifically examines the interaction between a team's shared perception of the support in their environment and the level of support in their environment. The interaction between the two does seem to have a strong relationship with perceived performance. How do the two concepts interact, and what does this mean for organizational designers? Both questions are discussed.
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Ngu, Hong Ming. "Agent-based modelling of worker interactions and related impacts on workplace dynamics." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/90738/1/Hong%20Ming_Ngu_Thesis.pdf.

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This study uses agent based modelling to simulate the worker interactions within a workplace and to investigate how the interactions can have impact on the workplace dynamics. Two new models (Bounded Confidence with Bias model and Relative Agreement with Bias model) are built based on the theoretical foundation of two existing models. A new factor, namely bias, is added into the new models which raises several issues to be studied.
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Ford, Lucy R. "Within-Group Agreement in Perceptions of the Work Environment: Its Antecedents." VCU Scholars Compass, 2003. http://hdl.handle.net/10156/1293.

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Thesis (Ph. D.)--Virginia Commonwealth University, 2003.
Prepared for: Dept. of Management. Includes bibliographical references (leaves 141-152). Also available to VCU users online via the Internet.
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van, Barneveld Kristin. "Equity and efficiency: the case of Australian workplace agreements." Thesis, 2004. http://hdl.handle.net/1959.13/1321340.

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Research Doctorate - Doctor of Philosophy (PhD)
This thesis investigates the claims in the literature that 'modern' individualism encourages employment practices which lead to more economically efficient outcomes and higher rewards for employees that can be achieved under a collectivist system. In doing so, this thesis seeks to contribute to the often impassioned debates (academic and policy) over whether individualised employment relations are more equitable and more efficient than other forms of employment relationship. Specifically, this thesis investigates why AWAs have been used in Australian workplaces and their impact on both employers and employees. The empirical analysis of these questions is conducted within the context of a poorly unionised industry which has traditionally relied on the centralised award system: the hospitality industry. This industry was selected as the 'critical case' because of its traditional reliance on centrally determined wages and working conditions, and the prevalence of low skilled, non-unionised workers whom the literature often considers to have weaker bargaining power than skilled and/or unionised workers. The research is based to a large extent upon case studies in four diverse organisations in the hospitality industry. These organisations were chosen to provide examples of the underlying motivations for using AWAs, and their impact on employees and employers. The case study strategy is further strengthened by quantitative content analysis of 106 AWAs drawn from the hospitality industry, and a comparison of their contact with the content of hospitality industry collective agreements. The research reveals that statutory individual contract systems are not a guaranteed mechanism for promoting both equity and efficiency in industries such as hospitality. Rather, some employers use individualism as a tool specifically to marginalise external influence at the workplace, namely that of trade unions. The research provided examples of where AWAs have been used to create the opportunity to unilaterally introduce lower wages and conditions which would be almost impossible to negotiate collectively. The focus of this thesis on a specific legal and institutional manifestation of individualism in the Australian context does not preclude a wider application of the research findings. Indeed, the final chapter of the thesis concludes that the failure of the market protections espoused by neo-liberals renders individualism an inappropriate mechanism to ensure both organisational efficiency and equitable outcomes for employees.
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Anderson, Evelyn A. "Family-friendliness of working time provisions in Australian enterprise agreements." Thesis, 1999. https://vuir.vu.edu.au/18139/.

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Many workers report difficulty in balancing work and family responsibilities and a critical factor in this difficulty is time demands. The workplace bargaining provisions and the minimal protection provisions in the Industrial Relations Reform Act 1993 were promoted by the Government as an opportunity to address work and family issues. This study investigates the manner in which work and family issues have been addressed in agreements registered in this industrial framework by considering two questions: (i) what evidence is there of changes to working time arrangements within selected agreements that purport to be family-friendly; and (ii) have these changes been consistent with the promotion of a family-friendly workplace? Eleven agreements that were reported by the Department of Industrial Relations as containing family-friendly provisions were selected for examination. The working time provisions contained in the contents of the agreements were compared with the parallel provisions in preexisting awards and agreements to establish whether changes had occurred. Changes to working time provisions were assessed according to whether they promoted family-friendliness. Two of the most important principles for workers with family responsibilities are the ability determine the amount and schedule of working hours and the ability to vary working hours. Workplaces can assist employees in the balance between work and family responsibilities by providing a diverse range of consistently family-friendly working time options within a family supportive workplace culture. Most agreements provide extensive evidence of changes to the amount, the schedule and the variability of working time. However, on the question of the direction of the changes, these agreements provide evidence of family-friendly changes as well as changes that detract from work and family balance. In particular, changes to provisions that concerned the amount of working time, such as part-time employment and access to carer's leave, were consistently family-friendly, while changes to schedule and variability of working time both enhanced and detracted from family-friendliness. Only two of the eleven agreements have addressed work and family issues by changing a diverse range of working time provisions in a consistently family-friendly direction within family supportive frameworks. The extent to which a lack of consistency, or a lack of diversity, or an absence of family-supportive environmental parameters, has limited the promotion of family friendliness in the other nine agreements requires further workplace investigation. Although family-friendliness has been enhanced in these agreements through changes to a broad range of working time provisions within family-supportive environmental parameters, the degree of enhancement has been tempered by changes that are not family-friendly.
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(9827501), Alan Powell. "Award restructuring in the electricity industry: The influence exerted by demographic variables and restructuring on employee commitment and participation." Thesis, 1992. https://figshare.com/articles/thesis/Award_restructuring_in_the_electricity_industry_The_influence_exerted_by_demographic_variables_and_restructuring_on_employee_commitment_and_participation/20341926.

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 From the literature, the influence of employee participation programs on employee attitudes is not clearly established. In particular, the influence of demographic variables is yet to be resolved. The prevailing view is that the demographic variables of age, gender, tenure (length of service), job level, and education influence participation and commitment and influence organisational change programs. 

The literature on award restructuring was reviewed with particular emphasis on participation, commitment and the influence of demographic variables. To examine the relationships between these constructs and demographic variables, a cross-sectional research study was conducted at a large public utility in Queensland. Primary data was gathered using an employee workplace survey (N=220), in a non -contrived setting. At the time of the survey, Award Restructuring was still in progress, having commenced early in 1989. 

The Award Restructuring program is an ongoing change program which has affected the entire organisation. The results of this study showed low levels of participation, in the change process, despite the notion of participation and joint consultation being fundamental to the goals of the restructuring process.  

V This study attempted to replicate a relatively large body of earlier work. The literature suggested, a definite positive relationship between participation and commitment (DeCotiis and Summers, 1987). This study established a relationship between autonomy and commitment. Through the investigation of Award Restructuring, it was demonstrated that levels of participation effected employees' attitudes towards commitment, beliefs about rewards and how the Award Restructuring process may benefit the employee personally. 

The results provided some support for DeCotiis and Summer's (1987) notion that there are differences between the types of demographic variables (ie., variables acquired as a function of membership and those personnel variables brought to the organisation by the individual). 

This research demonstrated that there were differences in levels of participation within demographic categories and were most marked between blue and white collar type occupations. The implications for Human Resource Management following the introduction of Award Restructuring, suggested by this study, were examined. 

  

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Meyer, Ettienne. "Electronic data interchange : an implementation methodology." Diss., 1995. http://hdl.handle.net/10500/17443.

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The purpose of the research is to propose and evaluate a methodology for implementing EDI to assist organisations in reaping the anticipated benefits. The research involved the systematic analysis of the state of the art of EDI and paradigms of methodologies, to define a model for the EDI implementation methodology, and to define criteria for evaluating such a model. The methodology was developed and modelled utilising the software process model, as adopted by Boehm (1988) and later duPlessis and van der Walt (1992), as a framework. Next a synthesis of the assimilated knowledge and brainstorming of project teams involved in EDI pilot projects, was used to systematically develop an EDI implementation methodology. The methodology was evaluated by utilising it in the implementation of EDI between two organisations, Computer Equipment Brokers (PTY) and Marksec (PTY). It was concluded that the methodology was efficient for implementing EDI.
Computing
M. Sc. (Information Systems)
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Books on the topic "Workplace agreements"

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Australia. Workplace relations legislation, March 2006: Workplace Relations Act 1996--renumbered. Sydney: Thomson, 2006.

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Kumar, Pradeep. Unions and workplace change in Canada. Kingston, Ont: Industrial Relations Centre, Queen's University, 1995.

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Queen's University (Kingston, Ont. ). Industrial Relations Centre., ed. Unions and workplace change in Canada. Kingston, Ont: Industrial Relations Centre, Queen's University, 1995.

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Cabot, Stephen J. The labor relations guidebook: Practical techniques for managing workplace issues. New York, N.Y: Executive Enterprises Publications Co., 1988.

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Riley, Joellen. Workplace relations: A guide to the 1996 changes. North Ryde, NSW: LBC Information Services, 1997.

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Bergeron, Jean-Guy. Workplace change in Québec: Public policy and the union response. Kingston, Ont: IRC Press, 1996.

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Africa, South. Labour Relations Act 66 of 1995 : $b updated 2009, including the CCMA Rules / $c edited by Juta's Statutes Editors and Workplace Solutions. Cape Town, South Africa: Juta Law in association with Workplace Solutions, 2009.

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Africa, South. Labour Relations Act 66 of 1995 : $b updated 2009, including the CCMA Rules / $c edited by Juta's Statutes Editors and Workplace Solutions. Cape Town, South Africa: Juta Law in association with Workplace Solutions, 2009.

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Africa, South. Labour Relations Act 66 of 1995 : $b updated 2009, including the CCMA Rules / $c edited by Juta's Statutes Editors and Workplace Solutions. Cape Town, South Africa: Juta Law in association with Workplace Solutions, 2009.

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Service, United States Internal Revenue. Drug-free Workplace Program agreement between Internal Revenue Service and National Treasury Employees Union. [Washington, D.C.?]: Internal Revenue Service, 1990.

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Book chapters on the topic "Workplace agreements"

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Walker, Jessica, Jeongki Lim, and Srikrithi Srinivasan. "What if We Radically Reimagined Assessment? An Experimental Design for Participatory Assessment Practices and Learning Community Agreements." In Innovative Approaches to Technology-Enhanced Learning for the Workplace and Higher Education, 451–56. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-21569-8_43.

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"Collective Bargaining Agreements and Unions in the Modern Economy." In The Virtual Workplace, 114–62. Cambridge University Press, 2021. http://dx.doi.org/10.1017/9781108652148.006.

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Vargas-Hernández, José G. "International Student Collaboration and Experiential Exercise Projects as a Professional, Inter-Personal and Inter-Institutional Networking Platform." In Professional Development and Workplace Learning, 1206–27. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-8632-8.ch066.

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There have been an increasing number of international collaboration agreements among universities, college, etc., to promote educative exchange programs, internationalization of teaching, research, and curricula, among other things. This paper has the aim to analyze and to reflect on the experiential exercise from the point of views of instructor and students attending University Center of Economic and Managerial Sciences at University of Guadalajara and participating in the “X-Culture International Student Collaboration Project” as a professional, inter-personal and inter-institutional networking platform.
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Stanwicks, Kabel Nathan. "Let’s Talk About How We Talk: Communication Agreements in the Library Workplace." In Advances in Library Administration and Organization, 189–202. Emerald Publishing Limited, 2017. http://dx.doi.org/10.1108/s0732-067120170000037010.

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"Sample Nondisclosure Agreement." In Investigations in the Workplace. Auerbach Publications, 2005. http://dx.doi.org/10.1201/9780203504796.axg.

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Antić, Aleksandar. "RADNOPRAVNI POLOŽAJ PRIPRAVNIKA." In USKLAĐIVANjE pravnog sistema Srbije sa standardima Evropske unije. [Knj. 10], 207–23. University of Kragujevac, Faculty of Law, 2022. http://dx.doi.org/10.46793/upssx.207a.

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Interns are persons without appropriate work experience, which would enable them to independently perform tasks at a specific workplace. In order to perform their duties completely independently, it is necessary for them to complete an internship under the supervision of their more experienced colleague, i.e. mentor, who should train them for independent work in the profession during the internship. The Labour Law does not define the position of interns in too much detail, while the situation is different in the public sector. In the public sector, the position of interns is regulated by special legal and by-laws as well as special collective agreements. People who are engaged as interns on the basis of a work contract outside of employment appear more and more often as interns. Formally, they are not apprentices, but in fact they are.
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Delton, Jennifer A. "New Deal Blues and Global Boons." In The Industrialists, 107–32. Princeton University Press, 2020. http://dx.doi.org/10.23943/princeton/9780691167862.003.0006.

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This chapter shows how the National Association of Manufacturers (NAM) reorganized and slowly emerged as the first line of resistance to the new New Deal state—thus conforming perfectly to New Dealers' view of capitalists as class-bound reactionaries. Much has been written about the reactionary anti-New Deal National Association of Manufacturers (NAM). The chapter reviews that history to demonstrate its significance in terms of the organization's identity, the struggle for workplace control, and US history in general. But some New Deal policies—such as the National Industrial Recovery Act of 1933, the Reciprocal Trade Agreements Act of 1934, and the establishment of the Export–Import Bank in 1934—furthered NAM's agendas in industrial rationalization and trade expansion. This highlights the tension between the conservative principles of its leaders and the progressive prerogatives of global capitalism.
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LIDDELL, D. "Reaching Agreement in Cases of Conflict: The Role of Mediation." In irs Managing Conflict in the Workplace, 133–60. Elsevier, 2004. http://dx.doi.org/10.1016/b978-0-7545-2392-5.50012-9.

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"Reaching Agreement in Cases of Conflict: The Role of Mediation." In irs Managing Conflict in the Workplace, 140. Routledge, 2009. http://dx.doi.org/10.4324/9780080575179-50.

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Simmers, Claire A., and Murugan Anandarajan. "Convergence or Divergence? Web Usage in the Workplace in Nigeria, Malaysia, and the United States." In Personal Web Usage in the Workplace, 158–85. IGI Global, 2004. http://dx.doi.org/10.4018/978-1-59140-148-3.ch009.

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This study sets out to examine whether employee web usage patterns, attitudes toward web usage in the workplace, and organizational policies are more similar (convergence thesis) or less similar (divergence thesis) in three countries: Nigeria (n = 224), Malaysia (n = 107), and the United States (n = 334). Our results show general support for the divergence thesis. We found strong differences in employee usage patterns by country, even after controlling for differences in several demographic variables. However, there is less support for the divergence thesis in attitudes and organizational policies. In half of the eight indicators of employee attitudes, there were no differences among the three countries. Agreement that personal web usage at work is acceptable behavior is widespread. Other common perceptions are that companies tolerate personal web searches and that Internet usage policies are not enforced.
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Conference papers on the topic "Workplace agreements"

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Ash, Elliott, Jeff Jacobs, Bentley MacLeod, Suresh Naidu, and Dominik Stammbach. "Unsupervised Extraction of Workplace Rights and Duties from Collective Bargaining Agreements." In 2020 International Conference on Data Mining Workshops (ICDMW). IEEE, 2020. http://dx.doi.org/10.1109/icdmw51313.2020.00112.

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Carlos Betancourt Sanchez, Luis, and Vladimir Cuenca Cuellar. "Occupational health care services for informal workers. From public policy to real practice." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002670.

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Informal workers make up the majority of active workers in the world; However, actual access to occupational health services is limited, precarious, and of minimal relevance for health promotion in the workplace. Occupational health programs have a strong emphasis on accidents and to a lesser extent on disease prevention. However, this approach is based on a deterministic vision that does not correspond to the real needs of workers with respect to their health.Some countries establish in their regulatory frameworks that occupational health and safety services are the responsibility of the employer; in other cases, the services are administered by a public regulatory framework that allows access to a greater number of workers without considering the characteristics of insertion into employment. In the case of informal workers, although they have access to some primary health care services that constitute the first contact with the health system, there is little recognition of the health problems derived from work at this level.In some sectors, such as agriculture and mining, public policies have been implemented to promote health care for informal workers. However, multiple problems hinder the continuity of the programs and the quality of care for workers. The training of health professionals to integrate actions on occupational health in primary health care is scarce. The development of competencies for health professionals and community agents is timely and necessary, not only for the identification and analysis of work-related problems but also for the promotion of health in the workplace. On the other hand, financing of health care programs is scarce, sometimes it depends on political agreements that do not materialize in public programs that are sustained over time.It is necessary to emphasize that a combined action is required between the state and institutions, which allows establishing conditions for comprehensive care from the promotion of health in the workplace. All of the above are under a vision that goes beyond the notion of accidents and occupational diseases as central axes of workers' health.
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Hornung, Severin, and Thomas Höge. "THE DARKSIDE OF IDIOSYNCRATIC DEALS: HUMANISTIC VERSUS NEOLIBERAL TRENDS AND APPLICATIONS." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact097.

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"Theory-building on workplace flexibility is extended, based on a critical Human Resource (HR) systems framework and paradox (conflict) perspective on employee-oriented vs. capacity-oriented flexibility. Differentiated are variabilities in HR practices by: a) content (functional, temporal, spatial, numerical, financial); b) control (employer, employee); and c) creation (top-down, bottom-up). Hybrid types of bottom-up initiated and top-down authorized flexibility, idiosyncratic deals (i-deals), describe mutually beneficial, negotiated agreements on non-standard working conditions between employees and employer. If their real-world manifestations reflect idealized assumptions, however, remains obscure. Integrating institutional logics, HR systems embody values of humanistic ideals vs. neoliberal ideology: (1) individuation vs. individualism; (2) solidarity vs. competition; (3) emancipation vs. instrumentality. Reflecting these antipodes, construed ideal-type and anti-type i-deals facilitate: (a) self-actualization vs. self-reliance (needs vs. interests); (b) common good vs. tournament situations (triple-win vs. winner-take-all); (c) social transformation vs. economic rationalization (development vs. performance). In humanistic management theory, i-deals increase employee-oriented flexibility, but, in reality, risk being co-opted for economic rationalization and divisive labor-political power strategies. Antagonistic applications involve: humanization vs. rationalization goals; egalitarian vs. elitist distribution; relational vs. transactional resources; need-based vs. contribution-based authorization; procedural vs. distributive justice; supplementing vs. substituting collective HR practices. Instrumental adoption in high-performance work environments likely facilitates harmful internalizations as subjectification and self-exploitation."
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Zeiner, Herwig, Roland Unterberger, Dietmar Maurer, Silvia Russegger, and Lucas Paletta. "Office-Based Workplace Monitoring and Time-Aware Feedback by using Ambient IoT Sensors." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001834.

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During the COVID pandemic, our understanding of a workplace (e.g. office building, home office, other offices) has changed. For example, we are constantly changing our workspace in office jobs. It is a post-COVID phenomenon that we change our work environment more frequently and more often during a week. In this paper, we investigate what sensors and software tools we need to determine that we are working in ideal conditions, including good air quality, low CO2, etc. From an employee’s point of view, it is interesting if such monitoring devices can be easily used and combined. The evaluation should be possible and combinable by simple means. Why is this difficult? Considering that there is no common agreement among researchers on the definition of workplaces and new hybrid workplaces (i.e. office in company building, home office, and third office places) make the challenges even more complex. In this context, quantitative data from novel low-cost biosensors, such as for measuring carbon dioxide concentration distribution, highlighting the presence and attention of employees and their change in behavior within a working environment, are discussed, and the paper also provides an outlook towards novel research pathways for using a connected network of IoT devices and ambient biosensor technologies.
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Alsereidi, Asmaa, Amal Almarzooqi, and Saed Amer. "Toxic Workplace Environment." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002674.

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This study aims to explore environmental toxicity in the workplace. The study highlights essential aspects of the toxicity environment, such as the definitions, causes, and impacts. The breach of contract in an organization is considered an important aspect that affects the employees’ mood and attitude in the workplace. The failure of duties and responsibilities of an organization may greatly significantly affect employees psychologically. The violation of company-employees agreement plays a significant role in changing employees' views and feelings. The research study has shown that the best intervention measures in the workplace help reduce adverse effects of thetoxic environment in an organization. The study suggests that intervention skills such as team- building, cultural diversification helps in reducing social behavior such as harassment, discrimination, and bullying, thus reducing toxicity harm. Several graphs have been used to explain the different types of stress triggered by various aspects such as working nature, workplace relationships, and threats. The organization's code of ethics helps guide the employees and management to make reasonable judgments, thus eliminating unethical issues. The study highlighted some crucial recommendations which when embraced, may enhance a suitable workplace, thus minimizing workplace toxicity.
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Fortune, Emma, Yaqoub Yusuf, Sarah Zornes, Jorge Loyo Lopez, and Renaldo Blocker. "Assessing Induced Emotions in Employees in a Workplace Setting Using Wearable Devices." In 2020 Design of Medical Devices Conference. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/dmd2020-9062.

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Abstract A working environment which elicits positive emotions in employees is vital for employee retention, engagement and productivity. Wearable sensors provide the means to objectively measure the emotional responses of employees in the workplace in real-time. The study aim was to perform a preliminary investigation into the validity of two multimodal systems to classify employee’s emotional responses to positive, neutral or negative video stimuli: (1) using wearable electroencephalography (EEG) in combination with video-based facial expression analysis (FEA), and (2) using a wearable galvanic skin response (GSR) device in combination with video-based FEA. Five office employees each watched three short video clips at three time points during their regular work shifts while wearing EEG sensors on the forehead and GSR sensors on the middle and index fingers of their non-dominant hand with their face in view of a webcam. Russel’s circumplex model of affect was used to determine participant’s emotional responses to the video clips. The GSR device showed greater accuracy than the EEG device at detecting arousal responses to the video stimuli, with agreement, precision, and recall values of 87%, 100% and 80%, respectively, compared to 53%, 62%, and 80% for the EEG device. The FEA/EEG and FEA/GSR circumplex models were both able to accurately detect positive emotions elicited from video stimuli with levels of agreement and recall greater than 73%. Precision for the FEA/EEG model to detect positive stimuli was lower due to misclassification of 40% of both negative and neutral stimuli as positive. Precision values for both circumplex models were very low for detecting negative emotions. The results suggest that the EEG and GSR devices may be capable of detecting arousal when used alone, and detecting positive emotions when used in combination with video-based FEA in real-time in the workplace.
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Andaç, Faruk. "Strike is a Fundamental Right for Workers." In International Conference on Eurasian Economies. Eurasian Economists Association, 2013. http://dx.doi.org/10.36880/c04.00599.

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Strike is a temporary action for a mass refusal of employees to work in order to ensure that their demands are met. It is called “Strike” in English (which means to break, to burn, to attack) because the first strike events occurred in England as which involved breaking the machines using brake blocks. Workers used to show their reactions towards their employer as by breaking the machines. The same phenomenon existed also in France. Workers in France used to leave their working places all together and go to the Greve area next to River Seine and seek solution to their problems in the cafes. This is how the concept of going on strike, Aller à la Grève (in French), was adopted by Turkish. Strike is a right for workers. It is to leave a workplace unanimously. It is not considered a reason for annulment of employment contract. It is legal and aims to ameliorate the working conditions. Workers should possess the same conditions as their employer in order to determine working conditions by their own free will. Although the employer seems to possess a stronger position as he/she owns the workplace, the workers may possess the same rights as their employers by becoming members of a trade union. When the workers and the employer are unable to reach an agreement on the working conditions, all the workers leave their workplace and go on strike. They partially or completely hamper the activities of the employer. During the strike the workers do not receive their salaries.
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Mohatle, Seabata A. "PREPARING AFRICAN LANGUAGE STUDENT TEACHERS FOR THE WORKPLACE IN SCHOOLS: A STUDY IN SOUTH AFRICA." In International Conference on Education and New Developments. inScience Press, 2022. http://dx.doi.org/10.36315/2022v1end092.

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"There is considerable agreement that learning to teach African Languages (AL) is optimized when coursework learning is combined with quality practice learning experiences in schools. The importance of role of (AL) in teacher education programmes and in children's learning is of paramount importance. This study focuses on the use of the African Language (AL) as the language of learning and teaching (LoLT) and its impact on the language development of (AL) student teachers and AL learners. The main aim of this study was to explore the views of a group of student teachers on their practice learning experiences in a ‘teaching school’ (TS). Against the background of major theories in Home Language (HL) teaching and learning, this topic is contextualized within the South African education system. Through qualitative analysis of a dozen semi-structured interviews, this study identifies the issues that limit the ability of African Language Education (ALE) programmes to prepare student- teachers for teaching in South Africa. Based on the findings, a questionnaire was designed to determine the extent of the impact of student teachers’ limited on African Language Proficiency (ALP). A comparison of teacher and learner written errors was made. The findings of the questionnaire responses are presented. Recommendations are made on how student teachers can improve their teaching approaches to ensure quality AL teacher input and AL learner performance. Qualitative questionnaires and (focus group) data were collected, involving all the student teachers in the programme. The responses to the questionnaire were analysed descriptively. The study was conducted at an urban campus of a South African university."
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Stephen, Katherine, Laura Muir, and Hazel Hall. "Towards a definition of metaskills." In ISIC: the Information Behaviour Conference. University of Borås, Borås, Sweden, 2020. http://dx.doi.org/10.47989/irisic2010.

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Introduction: The term ‘metaskill’ has been used to mean a range of different types of information-based skill. This contribution describes the variation in use across disciplines and industries, and two distinct but related definitions are found. Method: Two hundred and ten scholarly papers were identified across the fields of psychology, work-based learning, education and information using key word searches. These papers are analysed for inclusion of definitions and examples of ‘metaskills’. Analysis: Comparisons are made to find similarities and disagreements within both definitions and examples. Excel is used to create word lists, and word clouds used to assess weight and frequency. Findings: Although some agreement can be found, there is no wide consensus. Two separate but related definitions emerge: that of a shorthand for ‘metacognitive skill’, and a broader ‘higher order’ technical skill type. Conclusions: Used as a buzzword in work-based learning literature, the idea of ‘metaskills’ seems to be an increasingly important part of lifelong learning. The two definitions that have emerged have some crossover, which may lead to confusion when designing skill development interventions. While formal education environments have traditionally been the source of participants for skill-based research, further work on the development of well-defined metaskills within the workplace is encouraged.
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Roopchund, Ourvashee, Romeela Mohee, and Anjusha Durbarry. "Furthering Lifelong Learning to Navigate through the New Normal – A Small Island State Perspective." In Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.7948.

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The Covid-19 pandemic has caused major disruptions to Higher Education Systems worldwide and Mauritius, a small island state, had to ensure that its people continue learning to navigate through the new normal. The Higher Education Commission (HEC) in collaboration with the Ministry of Education, Tertiary Education, Science and Technology entered into an agreement with the Commonwealth of Learning (COL) to secure scholarships under the ‘COL_Skills for Work Scholarship’, over the next 3 years. This timely initiative aims to close the skills gap of in-demand and high-demand jobs. Data from the first cohort reveals more than 50 % of learners completed their courses. A survey is underway to gauge the benefits accrued through the scheme by 1500 learners in terms of unlocking their potential to face changes in their workplace, building employability skills and personal development as well as to investigate its impact on the livelihood of people in the island. The study will be used as a basis to create strategic directions towards lifelong learning in a small island state and will also give invaluable insights into how education can be tailored made to create a talent economy, assisting higher education institutions to reinvent their learnings to meet the new needs of the economy.
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Reports on the topic "Workplace agreements"

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Marsden, Nick, and Niranjan Singh. Preparing Vocational Students for Future Workplaces: Towards a course evaluation of the Unitec Bachelor of Applied Engineering. Unitec ePress, September 2017. http://dx.doi.org/10.34074/ocds.42017.

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This exploratory study set out to evaluate how well a particular course in automotive engineering is set up to enable students to develop skills necessary to enter the workplace. The research set out to identify trends in student expectations and in the needs of employers at a time when this field of work is characterised by disruptive technological developments such as computerisation and automation. The intended outcome of the research is that the findings will assist the critical thinking of course designers as they reflect on modifications that might be necessary for Unitec Bachelor of Applied Technology (BAT) graduate attributes to fully meet future workplace demands. It is also an aim that this exploratory evaluation of a small cohort of students can, despite its limitations, identify trends for future pedagogical research in the ITP (Institutes of Technology and Polytechnics) sector. Although not a full course evaluation, this study invited feedback from students and recent graduates in relevant employment regarding the alignment of the Unitec Bachelor of Applied Technology (BAT) course design with their perceptions of skills necessary in the workplace. Another intention was to highlight any misalignments between the realities of the automotive engineering sector and student expectations of the course: To what degree are work capability expectations in agreement between the student stakeholders and the institution? Are the course goals realistic and in line with actual industry needs? How is the definition of work readiness changing? The paper also samples current speculative thinking about skills that are becoming progressively more important in the workplace, namely the so-called ‘soft skills’ in communication, problem solving, management and collaboration, and in dialogic and creative attributes relevant to increasingly automated and globalised workplaces.
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