Relevant bibliographies by topics / Workplace reform

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

Academic literature on the topic 'Workplace reform'

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Published: 4 June 2021
Last updated: 6 February 2022

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Journal articles on the topic "Workplace reform"

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HEDIN, ASTRID. "The Origins and Myths of the Swedish Model of Workplace Democracy." Contemporary European History 24, no. 1 (January 19, 2015): 59–82. http://dx.doi.org/10.1017/s0960777314000423.

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AbstractIn 1976 Sweden adopted a law on workplace democracy, presented by the Social Democratic government as the ‘reform of the century’. What can the reform tell us about the history of the Swedish Model and how it was revised during the early 1970s under the prime minister, Olof Palme? This article compares four grand narratives of the development of welfare states, viewing dominant narratives of the Swedish Model as influential myths in their own right. The article argues that despite its global reputation as a hallmark of ‘democratic socialism’, the Swedish workplace democracy reform was a broad cross-class compromise, in the wake of a pan-European wave of similarly labelled reforms. Furthermore, the reform served to protect workplaces against Communist activism. The argument builds on the internal meeting protocols of the board and executive committee of the Swedish Social Democratic Party.
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Erwin, P., B. Parks, K. Knapp, and N. Ieronimo. "Section One Workplace Reform." Management Research News 20, no. 2/3 (February 1997): 11–13. http://dx.doi.org/10.1108/eb028520.

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Gustavsen, Bjorn. "Workplace Reform and Democratic Dialogue." Economic and Industrial Democracy 6, no. 4 (November 1985): 461–79. http://dx.doi.org/10.1177/0143831x8564004.

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Kerr, Anthony. "The Workplace Relations Reform Project." European Labour Law Journal 7, no. 1 (March 2016): 126–41. http://dx.doi.org/10.1177/201395251600700107.

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Egawa, Ikumi, Kentaro Kawakita, Yuki Katagiri, Ami Masuda, Nozomi Ishiyama, Matsumoto Yuji, Andrew I-kang Li, and Ryusuke Naka. "WORKPLACE REFORM WITH CHANGING MANAGEMENT THROUGH THE USER PARTICIPATION WORKSHOP : THE CASE STUDY OF SEIYO CITY OFFICE." Malaysian Journal of Sustainable Environment 6, no. 1 (April 3, 2020): 73. http://dx.doi.org/10.24191/myse.v6i1.8680.

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The research explains about workplace reform, aimed at improving productivity of General Affairs and Policy Planning department of Seiyo officeby changing management through the user participation workshop at 4th floor of Seiyo city office and on the changes of workplace reform. The purpose of this research is to find the changes that are worker's behaviour and worker’s awareness of workplace through workplace reform. The researchers surveyed changes, worker's behaviour and worker's awareness of workplace using workplace reform at 4th floor of Seiyo office as case study. In workplace reform, in order to create a place where new work style can be practiced, the researchers conducted the user participation workshops with workers a total of 6 times. Through the workshops, concept of work style and plan of renovation were proposed. In addition, the researchers did a survey using two methods which were a set of questionnaire and 3 observationsthat is before the workplace renovation, 3 months after the renovation, and 1 year and 3 months after the renovation. The findings obtained from the questionnaire in the first 3 months after the renovation showed that the opinions of the workers were divided between pros and cons against workplace reform. However, the survey of 1 year and 3 months after the renovation showed that almost all workers are satisfied with the new environment. In addition, the researchers found that a positive correlation exist between participation rate of workshops and the satisfaction level. The findings suggest the worth of workshops for workplace reform. In the Observation Survey, the workers needed to select a place freely where they can work comfortably after the workplace reform. For example, they chose to work in refresh space. In addition, the findings from the survey showed that the floor became livelier when the participation rate increses at that workplace. Additionally, the participants became more conscious of the work style such as features of work style, after workplace renovation; they are able to clearly differentiate between short intermittent works separated by conversation and phone and personal work on concentration.
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McEwin, R. Ian. "Workplace Accident Compensation Reform A Reappraisal." Australian Economic Review 21, no. 2 (December 1988): 45–60. http://dx.doi.org/10.1111/j.1467-8462.1988.tb00542.x.

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Wooden, Mark. "Workplace Relations Reform: Where to Now?" Australian Economic Review 38, no. 2 (June 2005): 176–81. http://dx.doi.org/10.1111/j.1467-8462.2005.00364.x.

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Ryan, Matthew. "Workplace Relations Reform, Prosperity and Fairness." Australian Economic Review 38, no. 2 (June 2005): 201–10. http://dx.doi.org/10.1111/j.1467-8462.2005.00367.x.

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Cohen-Rosenthal, Edward, and John Mathews. "Catching the Wave: Workplace Reform in Australia." Industrial and Labor Relations Review 49, no. 3 (April 1996): 558. http://dx.doi.org/10.2307/2524208.

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Holland, Peter, Peter J. Dowling, and John Mathews. "Catching the Wave: Workplace Reform in Australia." Administrative Science Quarterly 42, no. 1 (March 1997): 197. http://dx.doi.org/10.2307/2393818.

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Dissertations / Theses on the topic "Workplace reform"

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Jones, Sandra, and mikewood@deakin edu au. "The relationship between workplace reform and workplace participation." Deakin University. Bowater school of management and marketing, 2000. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050825.091140.

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This thesis sought to advance understanding of the politics of workplace reform, explaining the respective roles of management and employees and how they relate. The literature on workplace reform usually argues that reform is predicated on greater workforce participation in managerial decisions. More specifically, different approaches to workplace reform can be aligned to different forms of participation. Thus quality management can be associated with direct forms of participation, institutional workplace reform may depend on representative forms, and best practice may require a combination of both. This thesis uses empirical evidence to explore this alignment between the different approaches to workplace reform and forms of participation. The period chosen for empirical study is approximately 1985-1992 - an era of rapid innovation in workplace reform for Australian manufacturing. Three workplaces were chosen for intensive study from automotive component manufacturers because that industry was itself a laboratory for workplace reform and also because these firms exemplified different approaches to competitiveness and reform. Three approaches to workplace reform - quality management, institutional workplace reform, and best practice - were distinguished to capture the range of Australian practice at that time. Similarly two approaches to workplace participation were distinguished - direct and representative - to reflect the range of observable practices at that time and to represent competing philosophies. Direct participation illustrated an approach founded in managerial context of the political status quo, whilst representative forms were considered to permit a pluralist shift of power to enable employees to manage in place of management. The three case studies depict companies sharing the competitive crisis of their industry. From this stems the impetus for workplace reform. At this point the firms diverged in their choice of competitive strategies for workplace reform. The case studies reveal, at the superficial level, a match between the chosen approaches to workplace reform and forms of participation. Basically, quality management is associated with direct employee participation, institutional workplace reform with collective bargaining and representative consultative committees, and best practice with both. However when the implementation of reform and participation are examined this match becomes less significant. One firm, Auto Air, achieved highly effective outcomes in both reform and participation. Another firm, Auto Electrical, failed in both. The thesis concluded that the relationship between forms of participation and reform is less significant than the effective implementation of policy. Unitarist or pluralist approaches to power distribution count less than managerial capacity to integrate successive reform initiatives and their commitment to workforce participation hi change.
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Bridgland, Angela. "The impact of the National Training Reform Agenda and workplace rearrangement on staff development in Australian academic and state libraries /." Connect to thesis, 1997. http://eprints.unimelb.edu.au/archive/00000214.

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Frank, Sue Ann. "What does it take to motivate better performance and productivity in the federal workplace? ask the employees." Diss., Georgia Institute of Technology, 2011. http://hdl.handle.net/1853/39544.

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The federal government is often criticized for performance that fails to meet the public's expectations. Its traditional pay system receives much of the blame for rewarding seniority instead of performance. While everyone agrees that performance matters, they don't always agree on the best way to improve it. My research investigates human resource management strategies designed to motivate better performance and productivity. Specifically, I examine the credibility and feasibility of implementing pay for performance throughout the federal government and identify ways that managers can promote greater productivity through human capital investment. I conduct an extensive review of work motivation theories and synthesize findings from previous academic and government studies in order to develop models that are tailored to the federal workplace. I test these models using federal survey data from the Merit Principles Surveys of 2000 and 2005. A variety of attitudes, perceptions, expectations, and work environment factors are expected to influence job performance. Findings reveal that pay for performance belief and success are greatly affected by performance management, fair treatment in all personnel matters, supervisory fairness in decision-making, and organizational culture. Further results indicate that managers can markedly improve productivity by ensuring employees are highly engaged in their work, delivering effective performance management, providing a supportive organizational culture, and giving employees adequate resources and training. With federal agencies constantly striving to improve performance and productivity, these findings have practical implications for government as they suggest ways that public managers can achieve better performance and greater productivity through increased work motivation.
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Alauzen, Marie. "Plis et replis de l'État plateforme. Enquête sur la modernisation des services publics en France." Thesis, Paris Sciences et Lettres (ComUE), 2019. http://www.theses.fr/2019PSLEM037/document.

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Cette thèse propose un examen empirique du programme de modernisation de l’État articulé en France, entre 2014 et 2017, autour du concept d’« État plateforme » et interroge l’intérêt étatique pour la modernité technologique des administrations — souvent qualifiée de numérique. Le cahier des charges confié aux modernisateurs de l’État était le suivant : simplifier la réalisation des démarches administratives des usagers, évaluer et améliorer la qualité des services publics, investir dans des équipements informatiques communs aux administrations, expérimenter de nouveaux modes de gouvernement ; le tout en faisant participer les usagers et les agents publics. Ce programme d’action ne prétendait pas transformer tout l’État, je soutiens qu’il se présenterait plutôt comme une boursoufflure technologique sur le paysage administratif, un pli. Pour rendre compte de ce nouveau monde de la modernisation et de ces conséquences politiques et matérielles, mon travail se positionne au croisement des études des sciences et des techniques, de la sociologie de l’activité et de la sociologie de l’État. À partir d’une enquête ethnographique menée dans le service du Premier ministre responsable de l’activité coordonnée de réforme de l’État, j’analyse cette modernisation en train de se faire, sous la forme alors déterminante des projets. La thèse s’ouvre sur un état des lieux des littératures sur la réforme de l’État et les phénomènes de modernisation. Elle est ensuite divisée en quatre chapitres, chacun retraçant un projet. Tous les projets instrumentés par le design, l’ergonomie, l’informatique, l’économie et la sociologie parcourent une facette de l’action coordonnée de transformation technologique de l’État, en même temps qu’ils explorent un lieu de l’État
This thesis offers an empirical examination of the programme of state modernization developed in France, between 2014 and 2017, around the concept of the ‘Platform State’. It examines the state’s interest for the technological modernity of public administrations – often labelled digital. The state modernisers’ mandate was as follows: simplify the implementation of administrative procedures, assess and improve the quality of public services for users, invest in digital infrastructure, experiment with new modes of government, involve users and public officials. This programme did not claim to transform the state as a whole. I argue that it constituted rather a technological swelling on the administrative landscape, a fold. To account for this new world of modernisation and its political and material consequences, my work is positioned at the crossroads of science and technology studies, the sociology of activity and the sociology of the state. Based on an ethnographic study carried out in the Prime Minister’s department in charge for the coordinated activity of state reform, I analyse this modernisation in-the-making as a process, and a project. The thesis starts with review of the literature on the reform of the state and the phenomena of modernisation. It is then divided into four chapters, each analysing one specific project. All projects, instrumented by design, ergonomics, computer science, economics and sociology, engage different facets of the state’s transformation, and explore different sites of the state
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Dao, Le Thanh. "An empirical analysis of the manufacturing sector in Vietnam during the period 2000-2006 with a particular emphasis on technical efficiency, trade reforms and workplace injuries." Thesis, University of Sussex, 2013. http://sro.sussex.ac.uk/id/eprint/46798/.

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This thesis investigates empirically the manufacturing sector in Vietnam during the period 2000-2006. The main objective is to provide a comprehensive analysis on the technical performance, and workplace safety of this sector. The analysis uses the sub-dataset for the manufacturing sector extracted from the annual Vietnam Enterprise Surveys for the period under consideration. Chapter one provides an overview of the economic renovation (commonly called Doi moi). The chapter reviews milestones in the Doi moi process and its consequences in terms of economic structural changes, trade, and investment. Chapter two describes the dataset used in the thesis and the construction of the key variables adopted in the subsequent chapters. Chapter three estimates technical efficiency in the Vietnam's manufacturing sector. The chapter explores if, among other things, the estimates of technical efficiency obtained using the stochastic frontier approach are sensitive to the different distributional and econometric assumptions. Based on several test results, the chapter concludes that average manufacturing sector operated at 62 percent of its technical efficiency. Chapter four investigates empirically the determinants of technical efficiency in the Vietnam's manufacturing sector using both mean and quantile regression approaches. Results suggested that types of ownership, feminization, and compliance of firms to labour market regulation are among important determinants of technical efficiency. Notably, there is a positive, albeit modest impact of trade liberalization on technical performance of the manufacturing sector and this impact is most pronounced for the least technically efficient firms. Chapter five focuses attention on workplace injuries in the manufacturing sector. As data on workplace injuries in Vietnam is very limited, a number of experiments was tried to find the most relevant estimation strategy. The chapter finally adopts a probit model and a simple OLS to inform determinants of workplace injuries. Results suggest that types of ownership and firm size are important factors that exert influences on workplace injuries reported. Interestingly, the foreign-invested sector was found to be the worst performer compared to the domestic counterparts in terms of technical efficiency and workplace safety. Drawing from these chapters, some policy conclusions, limitations of the current exercise, and outlines of possible agenda for future research in this area are discussed in the conclusion section.
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Lamti, Alma. "Conditions de travail, qualité de vie et santé psychologique chez les enseignants des collèges dans le Grand Tunis." Thesis, Paris, CNAM, 2013. http://www.theses.fr/2013CNAM0934/document.

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Cette recherche porte sur les déterminants et les effets des facteurs psychosociaux sur la santé au travail d’enseignants des collèges de la région de Tunis. Il s’agit d’identifier les facteurs environnementaux, organisationnels et relationnels dans la vie au travail qui contribuent au stress des enseignants. Notre intérêt porte particulièrement sur les dimensions liées au climat de l’organisation, à la qualité des situations de travail perçues, aux valeurs professionnelles et leur contribution dans la genèse du stress au travail et sur la qualité de la vie au travail.Les résultats rendent comptent d’un climat organisationnel dominant de type Règles dans les collèges reflétant un fonctionnement fondé sur la conformité aux règles et aux normes explicites. Outre ces résultats, nous avons analysé les sources du stress au travail chez les enseignants des collèges et identifié les situations de travail susceptibles de générer du stress.Les analyses indiquent que de fortes charges de travail associées à un faible sentiment de contrôle sont sources de tension. Le manque du soutien social accentue la tension ressentie au travail et entraîne l’épuisement.Les analyses de correspondances multiples et de classification hiérarchique ascendante ont permis de dresser différents profils d’enseignants. Conjointement, une enquête qualitative auprès de 34 enseignants a apporté des approfondissements et a corroboré les données quantitatives
This research focuses on the determinants and effects of psychosocial factors on the health of secondary school teachers in the Tunis region. It involves identifying environmental, organizational and relational factors in working life which contribute to stress among teachers. Our research focuses on aspects related to the organizational climate, perceived quality of work situations, professional values and on how they contribute to work-related stress and affect the quality of life in the workplace.The results point to a predominantly rules-based organizational climate in secondary schools, reflecting a method of operation based on compliance with clear rules and standards. In addition to these results, we have analyzed sources of work-related stress among teachers and identified work situations that are likely to generate stress. The analyses indicate that high workloads associated with a low sense of control are sources of tension. The lack of social support increases work-related tension and causes burn-out.Multiple correspondence and ascending hierarchical analysis have helped to establish various teacher profiles. Similarly, a qualitative survey of 34 teachers resulted in a better understanding of the quantitative data that were corroborated
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"The workplace and reality under educational reform: how teachers navigate through the sea of change." 2009. http://library.cuhk.edu.hk/record=b5896877.

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Ho, Ching Wai.
Thesis submitted in: October 2008.
Thesis (M.Phil.)--Chinese University of Hong Kong, 2009.
Includes bibliographical references (leaves 171-179).
Abstracts in English and Chinese.
Abstract --- p.i
Acknowledgement --- p.iii
List of Figures --- p.iv
Chapter 1 --- Introduction --- p.1
Chapter 2 --- Theoretical Framework and Research Methodology
Chapter 2.1 --- Literature Review --- p.8
Chapter 2.1.1 --- Definition of Terms --- p.24
Chapter 2.2 --- Methodology --- p.25
Chapter 3 --- What you say may not be what you do: The linkage between idea and practice
Chapter 3.1 --- Introduction --- p.33
Chapter 3.2 --- Guiding Questions --- p.35
Chapter 3.2.1 --- The Active Participants --- p.36
Chapter 3.2.2 --- The Ambivalent Followers --- p.43
Chapter 3.2.3 --- The Indifferent Subscriber --- p.50
Chapter 3.2.4 --- The Escaper --- p.59
Chapter 3.3 --- Chapter Conclusion --- p.63
Chapter 4 --- Friends and .... Customers? Changing Ideas of Teacher-Student and Teacher-Parent Relationship
Chapter 4.1 --- Introduction --- p.68
Chapter 4.2 --- Teacher-student Relationship --- p.71
Chapter 4.3 --- Teacher-parent Relationship --- p.89
Chapter 4.4 --- Chapter Conclusion --- p.108
Chapter 5 --- Teachers´ة Identities
Chapter 5.1 --- Introduction --- p.113
Chapter 5.2 --- A Brief Note on Professionalism --- p.114
Chapter 5.3 --- Loci of Identities --- p.117
Chapter 5.3.1 --- The Virtuous Teacher --- p.117
Chapter 5.3.2 --- The Techno-Professional Teacher --- p.122
Chapter 5.3.3 --- The Super Teacher --- p.127
Chapter 5.3.4 --- The Indifferent Teacher --- p.131
Chapter 5.4 --- Chapter Conclusion --- p.136
Chapter 6 --- Discussion and Conclusion
Chapter 6.1 --- Discussion --- p.142
Chapter 6.2 --- Conclusion --- p.155
Appendix
Chapter A --- Interviewees´ة profile --- p.164
Chapter B --- "Screen capture for Advertisement from The Education Bureau, HKSAR with transcript" --- p.166
Bibliography --- p.171
Abstract --- p.i
Acknowledgement --- p.iii
List of Figures --- p.iv
Chapter 1 --- Introduction --- p.1
Chapter 2 --- Theoretical Framework and Research Methodology
Chapter 2.1 --- Literature Review --- p.8
Chapter 2.1.1 --- Definition of Terms --- p.24
Chapter 2.2 --- Methodology --- p.25
Chapter 3 --- What you say may not be what you do: The linkage between idea and practice
Chapter 3.1 --- Introduction --- p.33
Chapter 3.2 --- Guiding Questions --- p.35
Chapter 3.2.1 --- The Active Participants --- p.36
Chapter 3.2.2 --- The Ambivalent Followers --- p.43
Chapter 3.2.3 --- The Indifferent Subscriber --- p.50
Chapter 3.2.4 --- The Escaper --- p.59
Chapter 3.3 --- Chapter Conclusion --- p.63
Chapter 4 --- Friends and .... Customers? Changing Ideas of Teacher-Student and Teacher-Parent Relationship
Chapter 4.1 --- Introduction --- p.68
Chapter 4.2 --- Teacher-student Relationship --- p.71
Chapter 4.3 --- Teacher-parent Relationship --- p.89
Chapter 4.4 --- Chapter Conclusion --- p.108
Chapter 5 --- Teachers´ة Identities
Chapter 5.1 --- Introduction --- p.113
Chapter 5.2 --- A Brief Note on Professionalism --- p.114
Chapter 5.3 --- Loci of Identities --- p.117
Chapter 5.3.1 --- The Virtuous Teacher --- p.117
Chapter 5.3.2 --- The Techno-Professional Teacher --- p.122
Chapter 5.3.3 --- The Super Teacher --- p.127
Chapter 5.3.4 --- The Indifferent Teacher --- p.131
Chapter 5.4 --- Chapter Conclusion --- p.136
Chapter 6 --- Discussion and Conclusion
Chapter 6.1 --- Discussion --- p.142
Chapter 6.2 --- Conclusion --- p.155
Appendix
Chapter A --- Interviewees´ة profile --- p.164
Chapter B --- "Screen capture for Advertisement from The Education Bureau, HKSAR with transcript" --- p.166
Bibliography --- p.171
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Bridgland, Angela C. "The impact of the National Training Reform Agenda and workplace rearrangement on staff development in Australian academic and state libraries." 1997. http://repository.unimelb.edu.au/10187/1452.

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In Australia, the combination of a changing workforce profile, the changing nature of work and industrial agreements and the changing role of education and training gave rise to the National Training Reform Agenda (NTRA). The main aim of the NTRA is to increase the competitiveness and productivity of Australian industry through industry responsive reform of the vocational education and training system. The development of a National Framework for the Recognition of Training (NFROT) and nationally endorsed industry competency standards, along with The Training Guarantee Act (1990), were intended to ensure that the Government’s major reform program for education and training for Australian industry took effect.
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Huang, Chiu-Ping, and 黃秋萍. "The Effect of Pension Reform Perception on Well-Being and Organizational Identification:The Moderating Effect of Workplace friendship and Servant Leadership." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/u6f6x5.

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碩士
國立彰化師範大學
人力資源管理研究所
107
The purpose of the retirement system for public servants is to allow public servants to retreat from the workplace when they reach a certain age or to achieve specific conditions. The economic security of the elderly can be reasonably guaranteed and the life of retirees and their families can be stabilized. The implementation of the new retirement system on July 1, 2018, the biggest impact is to reduce retirement income and delay the support of the monthly pension age , the personal psychological feelings of public servants will be affected. According to conservation of resources theory, we examined the implementation of public pension reform measures.The effect of pension reform perception on well-being and organizational identification and the moderating effects of workplace friendship and servant leadership. In this study, the official members of the Taichung City Government and the public officials of the district offices were used as sample sources. 437 valid questionnaires, with 87% valid return rate. After the questionnaire was collected, confirmatory factor analysis and hierarchical regression analysis were used to test the various research hypotheses. The study findings indicated: (1) The perception of pension reform had a negative impact on well-being. (2) The perception of pension reform had a negative impact on organizational identification. (3) High workplace friendship would weaken the negative impact between the pension reform perception and well-being. (4) High servant leadership would weaken the negative impact between the pension reform perception and well-being. (5) High servant leadership would weaken the negative impact between the pension reform perception and organizational identification.
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YING, WU LU, and 吳陸英. "The Relationship between the Perceived Fairness of Pension Reform, Job Burnout, and Workplace Well-being of Elementary School Teachers-With a Focus on Yilan County." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/3qpwm9.

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碩士
中華大學
科技管理學系
107
Due to the problem of low fertility and population ageing in Taiwan, pension funds are facing a large financial crisis now. The new government actively promotes the pension reform, including the military, governemnt employees and teachers. The pension reform caused them a strong dissatisfaction and led them to take to the streets to protest. The pension reform bill has been approved so that the pension reform has a significant impact on workplace rights for teachers. In addition, the pension reform lower teachers’ morale and makes teachers worry about their later in life. Teachers’ job burnout and workplace well-being maybe were affected by the pension reform；and further, elementary school teachers take up the heavy responsibility for cultivating the national seedlings. To sum up, this study aims not only to understand the current situation of perceived fairness of pension reform, job burnout, and workplace well-being of elementary school teachers but also to explore the relationships among perceived fairness of pension reform, job burnout, and workplace well-being in order to show whether perceived fairness of pension reform affects the teachers’ job burnout and workplace well-being. This study used questionnaires to collect the required information. With questionnaire investigation, data were collected using cluster sampling from the official teachers of elementary schools in Yilan County which were sent 405 copies and resulted in 389 valid with 96.0% effective rate in return. It was analyzed with item analysis, reliability analysis, descriptive statistics analysis, factor analysis, independent-samples t-test, one-way ANOVA, Pearson correlation and regression analysis. The findings of the research are as follows: 1.Teachers under 40, teachers who teach less than 10 years and the unmarried teachers have a high level of the perceived fairness of pension reform. 2.Teachers who graduated from the university of education feel higher emotional exhaustion in job burnout. 3.The married teachers have higher workplace well-being. 4.The perceived fairness of pension reform has a significant negative impact on teachers job burnout, but teachers’ workplace well-being has no significant. 5.Teachers job burnout can affect workplace well-being. Finally, this study provides some suggestions according to the research results to the education administrative organizations, elementary school teachers and relative future researches.
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Books on the topic "Workplace reform"

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Stanton, Pauline, Eileen Willis, and Suzanne Young, eds. Workplace Reform in the Healthcare Industry. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009.

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Catching the wave: Workplace reform in Australia. Ithaca, N.Y: ILR Press, 1994.

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Fishback, Price Van Meter. The irony of reform: Did large employers subvert workplace safety reform, 1869 to 1930? Cambridge, MA: National Bureau of Economic Research, 2005.

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Chelius, James Robert. Toward a safer workplace: Reform and deregulation of workers' compensation. Boston, Mass: Pioneer Institute, 1996.

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Portis, Bernard. The role of unions in workplace reform: Y Bernard Portis. London, Canada: Western Business School, Universityof Western Ontario, 1994.

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Perry, Martin. Reform at work: Workplace change and the new industrial order. Auckland, N.Z: Longman Paul, 1995.

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Eric, Batstone, ed. The reform of workplace industrial relations: Theory, myth, and evidence. Oxford: Clarendon Press, 1988.

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Inequality in the workplace: Labor market reform in Japan and Korea. Ithaca, NY: Cornell University Press, 2014.

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The representation gap: Change and reform in British and American workplace. Oxford: Oxford University Press, 1997.

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Quinlan, Michael. Achieving efficiency and accountability in occupational health and safety and workplace reform. New South Wales: University of New South Wales, School of Industrial Relations and Organisational Behaviour, 1995.

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Book chapters on the topic "Workplace reform"

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Willis, Eileen, Suzanne Young, and Pauline Stanton. "Health Sector and Industrial Reform in Australia." In Workplace Reform in the Healthcare Industry, 13–29. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_2.

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Stanton, Pauline, Eileen Willis, and Suzanne Young. "Introduction." In Workplace Reform in the Healthcare Industry, 1–10. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_1.

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Townsend, Keith, and Cameron Allan. "Flexibility at a Cost: Responding to a Skilled Labour Shortage." In Workplace Reform in the Healthcare Industry, 187–206. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_10.

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Leggat, Sandra G., and Judith Dwyer. "Inspiring Innovation." In Workplace Reform in the Healthcare Industry, 209–31. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_11.

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Bartram, Tim, Pauline Stanton, and Raymond Harbridge. "Developing a Strategic Approach to People Management in Healthcare." In Workplace Reform in the Healthcare Industry, 232–52. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_12.

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ledema, Rick, Jeffrey Braithwaite, Christine Jorm, Peter Nugus, and Anna Whelan. "Clinical Governance: Complexities and Promises." In Workplace Reform in the Healthcare Industry, 253–78. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_13.

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Sinclair-Jones, Jan. "E-health Services: Is the Future of Australia’s Health Service Work in Offshore Outsourcing?" In Workplace Reform in the Healthcare Industry, 279–97. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_14.

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Young, Suzanne, Eileen Willis, and Pauline Stanton. "Conclusion: Reflections on Past Healthcare Reform and Future Directions." In Workplace Reform in the Healthcare Industry, 298–306. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_15.

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Duckett, Stephen. "The Australian Healthcare Workforce." In Workplace Reform in the Healthcare Industry, 30–59. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_3.

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Bray, Mark, Pauline Stanton, Nadine White, and Eileen Willis. "The Structure of Bargaining in Public Hospitals in Three Australian States." In Workplace Reform in the Healthcare Industry, 63–90. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_4.

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Conference papers on the topic "Workplace reform"

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M. W. Ng, Eugenia, and Ada W. W. Ma. "An Innovative Model to Foster Web-based Collaborative Learning." In 2002 Informing Science + IT Education Conference. Informing Science Institute, 2002. http://dx.doi.org/10.28945/2547.

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Learning to learn is the theme of the current educational reform in the Hong Kong Special Administrative Region. Learners should be well equipped with collaborative skills, communication skills, creativity, critical thinking skills, and skills in using information technology to be responsive to the changing requirements of the workplace and the society. We have drawn the elements of collaborative learning from research findings and come up with a new model to be implemented for our learners in the coming semester using the Web as an avenue for on-line discussions and peer assessments. The group projects, bi-weekly reflective journals, peer assessments should be able to cultivate learners’ positive attitude towards sharing. The evidence will be gathered through quantitative and qualitative means to examine if there is any relationship between collaborative learning and peer assessment with the final assessment grades received.
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"The Benefits and Challenges of Living, Teaching and Working in Today’s Diverse World." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4355.

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Aim/Purpose: The purpose of this report is to provide an understanding of cultural diversity in today’s global economy and to understand what shapes our identities and what influences our behavior. Background: Culture is the way of functioning in today’s world and it refers to the shared language, beliefs, values, norms, behaviors, and material objects that are passed down from one generation to the next. Cultural diversity helps individuals recognize and respect the stewpot of today’s world and promoting cultural diversity and cultural competency helps individuals define and respect the diversity that encompasses today. Cultural competence also helps individuals embrace values and cultural nuances that are not necessarily akin to the one’s the individual possesses. Individuals interact with others to build bridges to trust, respect, and understanding across cultures. Furthermore, diversity makes the world a more interesting place to live, as people from diverse backgrounds contribute language, new ways of thinking, new knowledge, and different experiences. Methodology: A non-systematic literature review by way of reviewing articles that were found in many of major databases under the terms “Diversity in the workplace” since the year 2010 was conducted. Findings: This study identified major findings that would help individuals shape the diversity encountered and provides an avenue toward unity.
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Wong (Lau), Kathleen, Rebecca L. Norris, Zahed Siddique, M. Cengiz Altan, James Baldwin, and Wilson Merchan-Merchan. "Cognitive Empathy in Design Course for a More Inclusive Mechanical Engineering." In ASME 2016 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2016. http://dx.doi.org/10.1115/detc2016-60382.

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Cognitive Empathy, often referred to as perspective taking, refers to the ability to identify and understand details about another’s experience so that one can understand why people may think and feel the way that they do. In recent years the need for designers to develop Cognitive Empathy skills has been recognized and has given rise to human-centered design and empathic design. Many mechanical engineering and design departments offer courses and have programs in these emerging topics. Mechanical engineers need to have basic understanding of Cognitive Empathy to function in today’s workplace. In addition, most mechanical engineering undergraduate programs do not have a diverse student body representative of the general population. Although there are many reasons, we believe that having a welcoming, inclusive environment is a precursor to improving diversity and thus should be an important consideration in mechanical engineering education. We propose that introducing carefully designed training on Cognitive Empathy in design courses could result in (i) a more welcoming and inclusive environment and (ii) a new generation of designers better equipped to consider the users. In this paper we present an “Intercultural Cognitive Empathy” training that was given to all mechanical engineering seniors at the University of Oklahoma to create a more inclusive environment. The students in a senior design course received the training at the beginning of the semester, before forming their design teams, so that they could use the skills to better communicate with each other. Cognitive Empathy research provided the foundation for the training and intercultural active learning components were also integrated. A student survey, done at the end of the semester, showed that students retained and used different components of the training throughout the semester. The assessment strongly suggests that this training should be part of the regular curriculum.
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Noguchi, Mary Goebel. "The Shifting Sub-Text of Japanese Gendered Language." In GLOCAL Conference on Asian Linguistic Anthropology 2020. The GLOCAL Unit, SOAS University of London, 2020. http://dx.doi.org/10.47298/cala2020.12-2.

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Sociolinguists (Holmes 2008; Meyerhof 2006) assists to describe the Japanese language a having gender exclusive elements. Personal pronouns, sentence-ending particles and lexicon used exclusively by one gender have been cataloged in English by researchers such as Ide (1979), Shibamoto (1985) and McGloin (1991). While there has been some research showing that Japanese women’s language use today is much more diverse than these earlier descriptions suggested (e.g. studies in Okamoto and Smith 2004) and that some young Japanese girls use masculine pronouns to refer to themselves (Miyazaki 2010), prescriptive rules for Japanese use still maintain gender-exclusive elements. In addition, characters in movie and TV dramas not only adhere to but also popularize these norms (Nakamura 2012). Thus, Japanese etiquette and media ‘texts’ promote the perpetuation of gender-exclusive language use, particularly by females. However, in the past three decades, Japanese society has made significant shifts towards gender equality in legal code, the workplace and education. The researcher therefore decided to investigate how Japanese women use and view their language in the context of these changes. Data comes from three focus groups. The first was conducted in 2013 and was composed of older women members of a university human rights research group focused on gender issues. The other two were conducted in 2013 and 2019, and were composed of female university students who went through the Japanese school system after the Japan Teachers’ Union adopted a policy of gender equality, thus expressing interest in gender issues. The goal was to determine whether Japanese women’s language use is shifting over time. The participants’ feelings about these norms were also explored - especially whether or not they feel that the norms constrain their ability to express themselves fully. Although the new norms are not yet evident in most public contexts, the language use and views of the participants in this study represent the sub-text of this shift in Japanese usage.
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Kolak, John J. "An Electical Arc-Flash Hazard Analysis Primer: Reducing Arc-Flash Hazard Exposures Through Engineering Controls." In ASME 2007 Citrus Engineering Conference. American Society of Mechanical Engineers, 2007. http://dx.doi.org/10.1115/cec2007-5307.

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The problem of electrical workers being injured or killed by electrical arcs and blasts is one of the most significant safety issues in the industry today. Accident data reveals that over 2,000 people are severely burned annually by electrical arc blasts on the job (1) and many others receive less severe burns that still result in significant pain and suffering to the victim. The purpose of this presentation is to provide an overview of the arc-flash hazard analysis (AFHA) process and general guidance for those organizations wishing to integrate AFHA into their overall electrical safety program. The electric utility industry was the first non-academic group to study arc-flash hazards (AFH) when they noted that electrical workers often received the most severe burns from their clothing igniting and continuing to burn long after the initiating arc had extinguished. In particular, man-made fibers such as polyester, nylon, and rayon were known to melt and stick to the worker’s skin following an AF, and this resulted in burns many times worse than had the injured worker been wearing no clothing at all (2). Subsequent studies were performed by private organizations and they impacted both the engineering and safe work practices associated with industrial plant operations. The primary standards or studies included: • IEEE 1584 Guide for Performing Arc-Flash Hazard Calculations • NFPA 70E Standard for Electrical Safety in the Workplace • OSHA 29 CFR 1910.269: Electrical Power Generation, Transmission, and Distribution Standard Of these documents, the IEEE 1584 Guide was most influential to engineers because it provided formulas for calculating incident energy levels, arc-flash protection boundaries, and a host of other important variables necessary to evaluate AFH in the work place. The term ‘incident energy’ refers to the amount of heat concentrated per unit-area of the skin. Incident energy is measured in calories per square centimeter (cal/cm2) of skin surface area. For reference, a value of 1.2 cal/cm2 will result in a second-degree burn of human skin (3). The principal reason why AFHA is necessary is that studies revealed that electrical arcs are somewhat unpredictable events (4), and there were many cases where seemingly innocuous energy sources (small transformers) produced incident energy levels that far exceeded the limitations of flame resistant (FR) clothing or other forms of personal protective equipment. It became obvious that the best method for protecting employees from AFH would be to evaluate the hazard level and then mitigate it through the use of engineering controls. Paper published with permission.
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Reports on the topic "Workplace reform"

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Fishback, Price. The Irony of Reform: Did Large Employers Subvert Workplace Safety Reform, 1869 to 1930? Cambridge, MA: National Bureau of Economic Research, January 2005. http://dx.doi.org/10.3386/w11058.

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