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Nyando, Cleaverson K. C. "Assessing management processes of labour based construction works." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5322.
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Thesis (MScEng (Civil Engineering))--University of Stellenbosch, 2010.ENGLISH ABSTRACT: Labour based technology has extensively been utilized in delivery of poverty alleviation programmes. Most of the projects implemented have been of construction in nature. In many cases, labour based works have been characterized with poor performance of not having projects completed within budget, in time and of good quality. Furthermore labour based works projects have been ad hoc in nature, lack spatial focus with no link to national development and sparingly involves engineering skills in its make shift administrative arrangements. Research has shown that most construction problems have been management process related and not product related. This research was initiated as a response to these challenges and represents an attempt to deliver sustainable improved performance of labour based works projects. The research identifies seven phases with various deliverables through the assessment and analysis of management processes of labour based works using the Process Protocol. The Process Protocol based phases consider the whole life cycle of a construction project whilst integrating the process elements under a common framework. To achieve a successful project and process execution, the findings indicate three operational levels of the participants of the activity zone. Several risk factors which need to receive special attention during planning and implementation of labour based works projects have been identified. The practical experiences in responding to, monitoring and controlling of the risk factors are also provided. The analysis of the key sequential phases and documentation of management of labour based works was based on a literature review of conference papers, reports, available project documents and limited interviews with officials involved in public works programmes. Best practices in management of labour based works have been used to follow and synthesise the Process Protocol approach to the management processes of labour based works.
AFRIKAANSE OPSOMMING: Arbeid-baseerde tegnologie word algemeen gebruik in programme wat ontwerp is om armoede te verlig. Die meeste van die programme wat geïmplementeer is, het te make met konstruksie. In baie gevalle is hierdie arbeid-baseerde projekte gekenmerk deur swak prestasie en die projekte is nie betyds voltooi nie, daar is nie gehou by die begroting nie, of die gehalte van die werk was swak. Verder is hierdie projekte ad hoc van aard, is daar ’n gebrek aan ruimtelike fokus, is dit nie gekoppel aan nasionale ontwikkeling nie en word daar te min gebruik gemaak van ingenieursvernuf en is die administrasie gebrekkig. Navorsing het bewys dat die meeste konstruksie probleme te wyte is aan bestuurs-prosesses en dat dit nie produk-verwant is nie. Hierdie navorsing is gedoen as gevolg van hierdie probleme en is ’n poging om volhoubare verbeterde prestasie te lewer in arbeid-baseerde projekte. Tydens die navorsing is sewe fases geïdentifiseer d.m.v. die ontleding van bestuursprosesse. Die Proses Protokol is gebruik. Hierdie Proses Protokol gebaseerde fases behels die hele lewens-siklus van ’n konstruksie projek en integreer al die proses komponente in ’n enkel raamwerk. Die bevindinge toon dat daar drie operasionele vlakke van deelnemers in die aktiwiteit sone nodig is om die sukses van ’n projek te verseker. Daar is verskillenmde risiko faktore wat tydens die beplanning en implementering van projekte spesiale aandag moet geniet . Praktiese wenke betreffende die monitor van, reageer op en beheer van risiko faktore word ook verskaf. Die ontleding van sleutel fases en die dokumentasie van die bestuur van arbeid gebaseerde projekte is gebaseer op ’n literatuur oorsig van konferensie verslae, beskikbare projek dokumente en beperkte onderhoude met amptenare wat betrokke was in openbare programme. Daar is gebruik gemaak van beste praktyke in bestuur van arbeid gebaseerde projekte in die sintese van bestuurprosesse vir arbeid gebaseerde projekte.
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Fisher, Sean. "'We'll all take the high road' : is there evidence of an evolving 'partnership' approach to the management of 'highway works'?" Thesis, University of Huddersfield, 2012. http://eprints.hud.ac.uk/id/eprint/17505/.
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This study sets out to examine whether there was an evolving partnership approach emerging in England in the management of ‗highway works‘, which are works carried out in the highway by companies providing utility services such as gas, water, electricity, and telecommunications, and by local authorities undertaking the repair and maintenance of their highway networks. Local government in England has been extensively covered in academic literature, but the management of ‗highway works‘ is an area that has not been widely covered. It is an area that is currently receiving more widespread attention generally as local authorities implement ‗permit schemes‘, which were introduced by the Government in response to concerns about the disruption and delay caused by ‗highway works‘ and the associated cost to the national economy. There are currently a small number of ‗permit schemes‘ in operation in England, including schemes in London (2010), Kent (2010), Northamptonshire (2011), and St Helens (2012). Six Yorkshire authorities have applied to operate a permit scheme, and these come into effect in June 2012. The study takes a case study approach to examine the way in which two highway authorities in England apply the same national legislation, with research also being carried out in two additional highway authorities in order to triangulate the findings. Research was carried out between February 2010 and December 2011 using in-depth, semi-structured interviews including a councillor, local authority officers and representatives of utility companies operating in the local authority areas. The interview findings were also triangulated by an examination of relevant documents, including policies, procedures and plans. A review of the literature on public policy and policy implementation and inter-organisational collaborations was carried out, together with a review of local government in England, and the legislation relating to the management of ‗highway works‘. The research identified similarities in how local authorities approach their role in managing ‗highway works‘ by having a ―street works team‖ with responsibilities for the co-ordination of works. However, differences were identified with regard to the emphasis and focus that authorities placed upon different aspects of the national legislation. The research identified factors that influence utility companies in complying with the legislation, and that affect their relationships with individual authorities. The findings add reputational considerations to factors that are present in inter-organisational collaborations. The research draws three main conclusions: (1) that the complex, and at times ambiguous, nature of the legal framework surrounding the management of ‗highway works‘ means that utility companies need to work with authorities; (2) authorities need to work with utility companies in order to discharge their legal network management duty; and (3) utility companies and authorities need to work jointly in order to avoid the need for further legislation in an industry sector, already regarded as being heavily regulated, to address Government concerns about the disruptive effects of all ‗highway works‘.
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Lautsch, Brenda A. "Bridging labor markets : a grounded theory of contingent work." Thesis, Massachusetts Institute of Technology, 1998. http://hdl.handle.net/1721.1/10003.
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Anson, Michael John. "Management and labour relations at Swindon railway locomotive works, 1947-1967." Thesis, University of Exeter, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267218.
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Nutter, Kathryn L. "Bi Labor: Toward a Model of Bisexual Identity Management in Workplace Environments." Ohio : Ohio University, 2008. http://www.ohiolink.edu/etd/view.cgi?ohiou1219541790.
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Rho, Hye Jin. "Essays on changing nature of work and organizations : implications for the U.S. labor market." Thesis, Massachusetts Institute of Technology, 2018. http://hdl.handle.net/1721.1/120200.
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Thesis: Ph. D., Massachusetts Institute of Technology, Sloan School of Management, 2018.Cataloged from PDF version of thesis.
Includes bibliographical references.
This dissertation examines how the changing nature of work and organizations has altered the U.S. labor market to influence employment outcomes for job seekers (1) in alternative work arrangements and (2) of different genders. The first essay describes recent developments in the labor market for nonstandard workers, that is, an increase in the variety of pathways through which nonstandard workers are assigned to work. I suggest that changes in the regulatory environment, the rhetoric around competition, and technological developments have shaped inter-organizational relationships and norms in the industry to bring about a very different system of labor markets than was traditionally understood. I contend that such a multifaceted employment model with a diverse set of exchanges among multiple actors has profound implications for the future of IR research. The second essay examines the "multi-layered labor contracting" structure in which the recruitment of nonstandard workers is outsourced to an intermediating organization, who then selects workers from a group of competing suppliers. Drawing on power-dependence theories, I examine the link between these new contractual relationships and economic outcomes for lead firms and workers. Using proprietary data from employment records of nonstandard workers in Fortune 500 firms, I find that an additional contracting layer between lead firms and workers is associated with higher returns to firms and lower returns to workers. The loss from an additional contracting layer is reduced when workers gain bargaining power through pre-existing relationships with the firm. The third essay addresses how interactional processes between employers and job seekers at an initial recruitment phase online influence gender sorting of job seekers. We use unique data from a field study and (Study 1) a field experiment (Study 2) of online job postings to test two distinct interactional mechanisms: gendered language (as experienced by job seekers) and in-group preferences (as exercised by job seekers). We mostly find support for our predictions that, compared to male job seekers, female job seekers are more likely to show interest in and apply to a job when the job is described using more stereotypically feminine words or by female recruiters.
by Hye Jin Rho.
1. A Multifaceted Model of Employment Relationship for Nonstandard Work -- 2. Multi-layered Labor Contracting and Distribution of Power: Evidence from Employment Records for Nonstandard Work -- 3. Language and Gender in the Online Job-Matching Process.
Ph. D.
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Taylor, Bill. "Work organisation and management strategies in consumer electronics : theoretical issues and case study evidence." Thesis, University of Warwick, 1993. http://wrap.warwick.ac.uk/36071/.
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This thesis is concerned with the patterns of work and employment within foreign owned multinationals operating in the UK's consumer electronics industry. The focus is on evaluating current debates on whether there has been any changes or shifts in relations between capital and labour, which constitute a new paradigm. There is a growing set of literature which argues that Japanese capitalism is providing new paradigms for work relations which result in highly cooperative associations between worker and employer. Much of the evidence for such claims comes from studies of Japanese owned plants operating in the UK and US. However, there is little depth to such studies, which mainly consist of interviews with managers or questionnaires. Through selection of a case study methodology and by critically assessing the nature of Japanese managerial techniques, this research challenges fundamentally the 'Japanisation' school. Moreover, the thesis provides contradictory findings concerning 'flexibility'. More tentatively, the thesis contributes to debates on labour segmentation based on gender, and on the wider debate around 'new industrial relations'. The research was based on four case studies, three Japanese and one European, but not British, owned plants of large multinational corporations. The headquarters of the Japanese plants were also visited, as were plants in Japan. More than 50 taped interviews were conducted with over 100 managers, workers and trade union officials from the UK and Japan. In addition, factory visits were made at each plant more than once and often with a almost a year between visits. The main findings are that the plants did not display any of thefeatures attributed to 'Japanisation', except with the marginal exception of the European plant. Techniques, such as 'just-in-time' and direct participation between employees and management to the exclusion of unions, were not in evidence. Instead, management was concerned with maximising production runs, minimising change and constantly trying to control workers, who were themselves conscious that for most of them, their work was repetitive boring and, especially for the women, deskilled.
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Modi, Vrajesh Y. "Application of flexible labor and standard work in fulfillment center produce operations." Thesis, Massachusetts Institute of Technology, 2015. http://hdl.handle.net/1721.1/99025.
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Thesis: M.B.A., Massachusetts Institute of Technology, Sloan School of Management, 2015. In conjunction with the Leaders for Global Operations Program at MIT.Thesis: S.M., Massachusetts Institute of Technology, Department of Mechanical Engineering, 2015. In conjunction with the Leaders for Global Operations Program at MIT.
Cataloged from PDF version of thesis.
Includes bibliographical references (pages 47-48).
This thesis demonstrates the applicability of flexible labor and standard work in increasing labor productivity and improving quality in fulfillment center produce operations. Three hypotheses were tested: (1) labor productivity would be increased by implementing a flexible labor staffing model and shift-by-shift labor requirement projections; (2) additional labor productivity from redesigned products would be captured using the flexible labor staffing model with updated projections; and (3) product quality would be improved by defining and refining standard work for inspection processes and optimizing inspection frequency. Indeed, implementation of flexible labor generated an average 44% productivity improvement. Furthermore, introducing redesigned products and updating projections generated an additional average 16% productivity improvement. While stalled implementation of standard work made it difficult to show that standardizing inspection processes and optimizing inspection frequency improves product quality via improved inspection consistency, the project did identify several produce categories that did not require inspection and established a starting point to standardize inspection processes by documenting inspection best practices. During these changes, setting easily achievable targets that required an increase in performance improved team morale, while overly aggressive targets would have worsened morale and hindered implementation. AmazonFresh produce processes can be further improved by ensuring the Produce Receive function serves as a "first line of defense" against quality issues, redesigning more products to reduce downstream labor requirements, implementing standard work in inspections, experimenting with lower bin inspection frequencies, institutionalizing quality and productivity metrics, and deploying changes across all AmazonFresh sites. Concurrently, AmazonFresh leadership may consider installing an incentive system that supports productivity and quality improvements, create roles within the central organization to support process improvements, and incorporate volume and service level requirements when designing new sites. Finally, future research opportunities include observing the effect of inspection frequency on inspector performance and assessing whether recent advances in sensor and conveyance technology can improve or replace existing processes.
by Vrajesh Y. Modi.
M.B.A.
S.M.
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Sanguineti, Raymond Wilfredo. "The Transnational Labor Management Instruments of Multinational Companies: A Polyhedral Reality Still Under Construction." Derecho & Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/118166.
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In the last years, we are witnessing an increasingly intense process of creating instruments on labor management in the transnational scope by the multinational companies, aimed at confronting from its autonomy to the very diverse needs generated by its integrated functioning at the global scale. Currently, the physiognomy of these instruments is not yet sufficiently defined; there are notable differences between one another, depending on the company that promotes them and function that assigns them. The present paper carries out a systematization of the criteria that have been presiding its construction, as well as the lines of evolution that are drawn through them.En los últimos años asistimos a un proceso cada vez más intenso de creación de instrumentos de gestión laboral de ámbito transnacional por parte de las empresas multinacionales, dirigido a hacer frente desde su autonomía a las muy diversas necesidades generadas por su funcionamiento integrado a escala global. Actualmente la fisonomía de estos instrumentos no se encuentra todavía suficientemente definida, existiendo diferencias notables entre unos y otros, en función de la compañía que los impulsa y la función que esta se les asigna. El presente artículo lleva a cabo una sistematización de los criterios que vienen presidiendo su construcción, así como de las líneas de evolución que a través de ellos se dibujan.
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Durward, David [Verfasser]. "The future of digital labor : exploring crowd work as a new phenomenon in information systems / David Durward." Kassel : kassel university press c/o Universität Kassel - Universitätsbibliothek, 2021. http://d-nb.info/1232215929/34.
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Volk, Jason. "Measurement of employee engagement of movie theatre XYZ." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009volkj.pdf.
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Gabel, Sharon. "Future Work| Denver Metropolitan Area Jobs in a Globalizing Economy." Thesis, University of Denver, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3641984.
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In the past twenty years, globalization has had both observable and intangible impacts on business and labor markets at the local level, that are of critical importance to communities and the people who inhabit them. While impacts of global economic change on local labor markets have been anticipated, there is little insight in the research literature into the empirical dynamics of the interrelationship between global economic change and local labor markets. This study examined the impacts of globalization on local labor markets through three lenses: (1) quantitative analysis of employment change in the Denver Metropolitan Region local labor market, (2) quantitative comparison of six other metropolitan regional labor markets across different geographies, and (3) a qualitative analysis of explicit reports by participants in the Denver Metropolitan local labor market (people in business, consulting, the public sector, and education). The main hypothesis of this study is that, in metropolitan areas where the forces of global economic change are at work, two proxy measures for globalization, foreign direct investment (FDI) and export trade, have a statistically significant relationship to changes in industry employment in local labor markets. Quantitative analysis used multiple regression to identify correlation between industry employment and FDI and export trade. Results indicate that there is a correlation in selected industries where the geographic factors of location provided an explanatory basis for the results. Qualitative analysis revealed that respondents have cautious optimism regarding the economic promise of globalization and still acknowledge the challenges that globalization brings into focus for the region's business, education and government stakeholders. It also demonstrated the differences in perspectives of the respondents from different roles: business owner, enterprise employee, educator, and government official. The study concludes that the data support the hypothesis in select industries where there are geographic advantages, but they do not support the generalization of the hypothesis to all cases where FDI or international export trade affect industry employment. The study further finds that each of the metros examined have unique regional economic development entities that partner to attract FDI and encourage international export trade.
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Gamwell, Sophie Katherine. "Agency workers in social care : management, experience and access to voice at work." Thesis, University of Warwick, 2008. http://wrap.warwick.ac.uk/1989/.
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This thesis focuses on three key areas of research interest: the way in which agency workers are managed, the impact of heterogeneity in agency work (particularly in relation to job security and the opportunity to act in response to problems at work) and the opportunity for representative voice. It offers insight in these areas that have, to date, been under-explored. The research examines two case studies, focusing on agency workers within the social care workforce. This primarily qualitative study has engaged with agency workers, managers and local and national union representatives using interviews as the main method of data collection. This study concludes that the management of agency workers is fragmented and that control is divided between agencies and user organisations. It contributes to a growing literature around agency workers, advancing the view that agency workers are diverse and heterogeneous. Variations between agency workers affect their perceptions of different types of job security, and have a significant influence on their opportunity to act in response to problems at work. This thesis reviews the legal position of agency workers and concludes that equal treatment legislation is likely to increase the ability of some agency workers to mobilise, but that the absence of protection from arbitrary dismissal is likely to limit the ability of many agency workers to act in response to problems at work. It reviews the engagement between agency workers and trade unions, finding workplace indifference and rejection coupled with political lobbying for greater legal protection, and that should such protection be enacted it is likely to provide a stimulus for unionisation.
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Robertson, Lindsey G. "Mothers and Mental Labor| A Phenomenological Focus Group Study of the Thinking Work Involved in Parenting and Household Management." Thesis, Biola University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10286088.
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“Mental Labor” has been identified as an important, taxing, yet often invisible, aspect of family work that is disproportionately performed by mothers compared to fathers (DeVault, 1991; Lee & Waite, 2005; Mederer, 1993; Offer, 2014; Thorstad, 2003; Walzer, 1996; Winkler & Ireland, 2009). While researchers agree that mental labor (ML) needs to be included in family work measures, there has been no unified application of terminology, nor has any study been conducted for the express purpose of understanding ML phenomena. To provide a more comprehensive understanding of this construct, a phenomenological focus group study was designed to elicit rich descriptions of the thinking work performed by mothers of young children. Twenty-five women parenting children under age 12 in two-parent homes were recruited from community-based groups. Seven focus groups were conducted and verbatim transcripts were submitted for Interpretive Phenomenological Analysis (IPA) following Smith and Osborn’s (2003) guidelines and Palmer, Larkin, de Visser, and Fadden’s (2010) recommendations for IPA with focus groups. Quality assurance included independent coding, peer review, member check, follow-up questionnaires, analysis of group-process, and self-reflection. ML emerged as a diverse set of mental activities and preoccupations unified by their function in family life. The following definition is proposed: ML is thinking performed for the purpose of accomplishing family goals. Effective mental laboring is the means by which parents leverage resources and coordinate family operations to ensure productivity and well-being. A thematic hierarchy describing the nature, content, impact, and context of ML is presented. In the content domain, six forms of ML were identified: (a) planning and strategizing, (b) monitoring and anticipating needs, (c) metaparenting (i.e., meta-reflection involved in developing and applying a parenting philosophy), (d) knowing (e.g., information processing, learning, remembering), (e) managerial thinking (e.g., coordination, delegation, instruction, evaluation), and (f) self-regulating. Effective mental labor can be empowering. However, the themes “mothers as mental laborers” and “mental labor invisibility” confirm that unrecognized mental labor is problematic. Invisible mental work can isolate a mental laborer and distort her sense of self. These and other findings are described, followed by a discussion of clinical implications and directions for future research.
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Möllenberg, Ida, and Ellen Wargert. "Kunden har alltid rätt? : En kvalitativ studie om personalstyrning på Apoteket AB." Thesis, Uppsala universitet, Sociologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-201315.
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Apotekssektorn omreglerades 2009 och Apoteket AB miste genom detta ensamrätten till att sälja läkemedel. En ny konkurrens har för Apoteket AB bidragit till en förändrad situation som inneburit att nya krav ställts både på företaget och på dess personal. Denna studie syftar till att undersöka Apoteket ABs verksamhet, efter omregleringen av apotekssektorn, med fokus på företagets personalstyrning. Undersökningen riktar sig mot hur företaget vill att deras anställda ska arbeta för att attrahera och behålla kunder. Vidare har ändamålet varit att ta reda på företagets tillvägagångsätt för att implementera detta arbetssätt i verksamheten, samt att ta reda på hur de kontrollerar att det nya arbetssättet bibehålls. För att undersöka detta har datamaterial från sju intervjuer, tre av Apoteket ABs årsredovisningar samt tjugo rekryteringsannonser analyserats. Studiens teoretiska utgångspunkt är Hochschilds (1983) teori om emotional labor, vilken handlar om hur serviceinriktade organisationer använder sig av medarbetares känslor och emotioner som en resurs. Resultatet i studien visar att Apoteket AB har för avsikt att implementera ett mer kundorienterat arbetssätt, där användningen av emotional labor skulle kunna antas bli alltmer aktuell. Dock tyder delar av datamaterialet på att implementeringen av detta arbetssätt inte har etablerats hos samtliga apotek.In 2009, the pharmacy sector was re-regulated and through that, Apoteket AB lost their monopoly to sell medicine. The new competition has contributed to a changed situation for Apoteket AB, which has led to new requirements on the company and their employees. This study aims to examine the organization of Apoteket AB, after the re-regulation of the pharmacy sector, focusing on the personnel management of the company. The study concentrates on how the company wants their employees to work to attract and keep customers. The purpose has also been to investigate the company’s approach to implementing this way of working in the organization, and to explore how they control that it is maintained. To examine this, data from seven interviews, three of Apoteket ABs annual reports and twenty recruitment ads have been analyzed. The theoretical base of this study is Hochschilds (1983) theory of emotional labor, which encompasses how service oriented organizations make use of employees’ feelings and emotions as a resource. The result of the study shows that Apoteket AB intends to implement a more customer oriented approach, where the use of emotional labor could be expected to become more relevant. However, parts of the data suggest that the implementation of this way of working has not fully been established at all of the pharmacies.
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Mkalipi, Nosivatho Getrude. "Exploring the management-union relationship in an Eastern Cape public sector department." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/18365.
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This study explored the relationship between management and the union in an Eastern Cape Public Sector Department. The study employed both qualitative and quantitative research tools to collect information from the respondents, who gave a view on their experiences of what the relationship is, and how it could be improved. The sample consisted of members of management and union executives, across employment levels. Both statistical and thematic analysis were used to analyse data from questionnaires and semi-structured interviews. The literature review defined the concept of trade unionism, management and trade union relationship in the workplace, and different frames of reference of the labour relations system. From the literature review it is noted that management and union relationships are more of a formal arrangement in the workplace; as such government, has developed tools to assist in this regard. Although that is not the case in the Department it is noted that the informal arrangement in the relationship between management and union is ‘working’ to some extent. Quality and sustainability of that, however, is questionable. The findings indicate that most members of management acknowledge the existence of the relationship between management and the union, but they are dissatisfied, as most members are not part of the engagements with the union. They are also of the view that it is in favour of the union. Unions on the other hand, view the existing relationship as working in favour of one union instead of the union collective. The union which finds favour is satisfied, and the other is not. It is recommended that the management and union engagement be formalized in order for the Department to work with unions in a more structured, professional manner, which would be inclusive of other members of management who feel left out. Not only that, but management would also be able to engage with the union as a collective, and not as an individual union.
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Alismail, Saham. "Female employment in hotels in the Kingdom of Saudi Arabia and the United Arab Emirates : barriers, enablers and experiences of work." Thesis, University of Birmingham, 2016. http://etheses.bham.ac.uk//id/eprint/6789/.
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The purpose of this study was to explore barriers to work, enablers for work and work experiences of women employed in the hotel sector in the Kingdom of Saudi Arabia (KSA) and the United Arab Emirates (UAE). The research contrasts experiences between participants, to explore the similarities and differences between them. A particular aim of the study was an investigation of the issues for women, particularly those with caring responsibilities, in finding and maintaining employment, and any policies/practices that support them. The study collected primary data through a survey, and in-depth interviews that were conducted during fieldwork in KSA and UAE. The study sampled 385 female employees working in various roles in hotels, and 45 subsequently participated in one-to-one, and small group interviews. The sample group included citizens of each country, Arab and non-Arab expatriates, with and without caring responsibilities for children or adults. The analysis of the survey and interviews found that women with caring responsibilities were more likely than women without those responsibilities to report conflicts between professional and personal responsibilities. A further finding was that women, and KSA participants in particular, were positive about flexible employment practices, perceiving them as a way to ease employment constraints. Regardless of country or nationality, women with children were found to suffer an earnings penalty. An additional insight was that KSA citizens claimed to have better prospects for career progression than expatriates although the former were less satisfied in their work. A number of barriers to employment and causes of job (dis)satisfaction were identified and these were found to vary, dependent on the country. There were also differences between the working experiences of national and expatriate women.
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Omari, Maryam. "The ideal homeworkers: An investigation of personal & job characteristic requirements for successful home based work." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2000. https://ro.ecu.edu.au/theses/1543.
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Global competition, societal changes and other environmental influences have forced organisations to review existing work arrangements. Flexible work practices have been identified as one mechanism for the alignment of organisational and individual goals. Homebased work or telecommuting, which involves working at a remote site, is an example of such a practice. Working from home can have advantages for the organisation in terms of savings in infrastructure costs. Individual employees would also potentially benefit through reduced costs associated with work (e.g. travel and food), and the ability to better manage their work and home life. However, since 25 years ago when home based work was starting to be recognised as a viable work option, projections for homebased work have not come to fruition. Much of this is attributed to conservative organisational cultures, specifically managerial resistance towards work at home. The relatively small amount of research on homebased work has to some extent perpetuated management uncertainty in Australia and overseas. This study aimed to examine the attributes needed by homebased workers, that is, the personal and job characteristics that could make the arrangement successful in both individual and organisational terms. This knowledge would lessen management uncertainty in relation to the types of jobs and employees who could be deemed suitable to engage in this new work practice. The study was exploratory in nature. Information was collected from human resource managers at 472 organisations in Australia. This was followed by semi-structured interviews with 21 homeworkers. Based on the literature, and information collected through the first two phases of the study, a questionnaire was designed to collect more specific information from homeworkers, and clarify points of interest. All up 42 responses were received from this phase of the study. This study was cross-sectional in nature, however, the three-phased approach allowed for cross validation of results, and was therefore very valuable in detecting trends. Findings from this research indicated that personal characteristics, such as demography, competencies, and the psychological profile of the homeworker, do contribute to the benefits gained from the program. Job characteristics, in terms of occupation and the design of the job to be performed at home, also contribute to success. Although, the main focus of this study was on personal and job characteristics deemed suitable for homebased work, it was also found that the home and work environment of the homeworker are major success factors. It can therefore be surmised that benefits from a homebased work program can be enhanced by selecting for appropriate employees and jobs, and devising policies that account for the home and work environment of the homeworker.
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Venn, Danielle. "Work timing arrangements in Australia in the 1990s : evidence from the Australian time use survey /." Connect to thesis, 2004. http://eprints.unimelb.edu.au/archive/00000812.
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Mageni, Gavin Francois. "The South African workplace : meeting the work life balance challenge." Thesis, Cape Peninsula University of Technology, 2005. http://hdl.handle.net/20.500.11838/1743.
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Thesis (MTech (Human Resources Management))--Cape Peninsula University of Technology, 2005.The construct of Work Life Balance (WLB) gained international recognition as a business imperative within overseas organisations, realising the reality impact of work-life conflict. The past two decades marked intensive research within countries, such as Canada, on the value-add of these practices on hte bottom-line of the organisation. The pressures created by competing within a global economy marked the importance of creating a sustainable global competitive advantage through human capital. Within the last decade this aspect has been prominenet on various research forums. South African organisations which could be regarded as Multi - National Corporations (MNCs) swiftly adopted these practices as a cloned version on their South African counterparts. However, no actual studies provide insight into the applicability of WLB models to the South frican workplace.
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Hund, Peter J. "A review of construction work sampling methods and an investigation into their use in South Africa." Bachelor's thesis, University of Cape Town, 1987. http://hdl.handle.net/11427/26617.
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Work sampling had its origin in industrial engineering; however, its use in construction has increased greatly during the 1970's and 1980's. Research would suggest that most of the innovation in this field is taking place in the United States. The basic methods of Work Sampling have been developed to suit the peculiarities of the construction site as opposed to the production line or factory where it was first used. The objectives of this report are as follows: 1. To review the existing methods of Construction Work Sampling as well as discuss further aspects and problems which should be considered when undertaking a Work Sampling study. 2. To compare Construction Work Sampling with other methods of measuring productivity. 3. To evaluate by means of a case study the ease of applicability of the sampling methods to a South African construction site, and at the same time to identify differences between the description of the methods in theory and their use in practice. 4. To establish by means of a questionnaire the extent to which Construction Work Sampling methods are already in use in South Africa as well as other related information. Information for this report was obtained from journals, manuals, text books, interviews, and the case study and questionnaires mentioned.
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Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.
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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appear to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
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Adams, Romeo. "Work motivation amongst employees in a government department in the provincial government Western Cape." Thesis, University of the Western Cape, 2007. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9004_1220340062.
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The South African social, political and economic landscape has been characterized by profound changes during the past several years. Many organizations and their management are faced with inter alia, downsizing decisions, affirmative action policies to be implemented and a overabundance of other factors which could sway motivation and morale, attitudes and views of employees. The general research aim was to measure work motivation amongst employees in a government department in the Provincial Government Western Cape. Research has shown that motivated and satisfied employees are more productive and there is an improvement in service delivery.
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Alva, Cruz Josselyn Estefanía. "The Intervention of the Labor Electronic Mail by the Employer. Interview with Dr. Juan Carlos Calderón Ríos." Derecho & Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/118387.
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The present interview revolves around electronic mal of employees as a work tool and his relationship with the right of privacy and secrecy of telecommunications. Thus, it attempts to figure out the nature of electronic mail and other technologies as work tools, making difference from this same technologies in a personal context.La presente entrevista gira en torno al correo electrónico del empleado como herramienta de trabajo y su interrelación con el derecho de la intimidad y el secreto de las telecomunicaciones. Así, se intenta descifrar cuál es la naturaleza del correo electrónico y otras tecnologías como herramientas de trabajo, a diferencia de las tecnologías de uso personal.
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Sharafinski, Clare Elizabeth. "New dimensions of organizational commitment: Effects of perceived on-the-job support and exchange ideology on absenteeism." CSUSB ScholarWorks, 1988. https://scholarworks.lib.csusb.edu/etd-project/347.
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Forris, Sandra Ellen. "The Quest for Work and Family Balance Using Flexible Work Arrangements." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1439.
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Abstract
Employees experience challenges managing home and work. The increase of women in the workforce, single-parents, childcare, elder care responsibilities, and men in nontraditional roles warrant changes in traditional working hours and flexibility in work schedules. Through the theoretical frameworks of work-family conflict, spillover, border, and boundary theories, the purpose of this phenomenological study was to explore how flexible work arrangements (FWAs) assisted employees in meeting work and family obligations. Minimal research is available in the defense industry and the use of FWAs. A nonprobability, convenience sample was used to explore how management and nonmanagement participants from a Midwest defense contractor used FWAs. An online questionnaire consisting of 59 questions and 14 face-to-face (FTF) interviews were used to collect data. There were 27 participants that responded to all online questions. FTF interviews were audio recorded and member-checked. The research questions were focused on how employees used FWAs and whether work-family balance (WFB) was achieved. Both data collection media were transcribed and inductively coded tracking emerging themes and patterns. Dominant themes showed that FWA increased WFB, employees worked longer hours, employees were loyal to the organization, and telecommuting was the ideal FWA. The implications for social change are providing a realistic view to employers on the importance of balancing work and family. FWAs are also shown to contribute to employee satisfaction and attract and retain highly-skilled workers.
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Táborská, Julie. "Age management - Podpora osob starších 50-ti let na trhu práce v letech 2005-2015." Master's thesis, Vysoká škola ekonomická v Praze, 2017. http://www.nusl.cz/ntk/nusl-359885.
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The diploma thesis focuses on the age management 50 plus in the Czech Republic. The aim of the thesis is to analyze the market situation and companies approach to this topic. The practical part is consist of qualitative research that contains interviews with employees from three different companies. Moreover the thesis analyzing other available data from selected companies. This research submits demographic aging of the population and the issue of the age management 50 plus in the Czech Republic that is not handle enough. Meanwhile companies declare they support older employees mainly by additional healthcare services but this benefits are provided for everyone. The analysis did not find out any specific benefits for older employees. In some cases the issue of lack young employees is being solved by supporting and motivating students to work for concrete company. Because of unfavorable demographic evolution it is needed to solve this problem currently and more deeply in the Czech Republic.
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Zandonade, Viviane. "A temática das competências inserida no mundo do trabalho capitalista : um estudo das relações de trabalho em uma indústria de alimentos." Universidade Federal do Espírito Santo, 2012. http://repositorio.ufes.br/handle/10/5620.
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Previous issue date: 2012-05-25In organizational practice management system for competence is used systematically, and is considered an effective model in the management of people to gain productivity (DUTRA, 2004). Research in Brazil point to a diverse range of discussions of the concept of competence and its relationship with some variables, such as organizational learning and reward, which lack theoretical debates and empirical investigation (RUAS et al., 2010; DIAS et al., 2010). However, it is noticeable shortage of studies on the dimensioning of the reflections of the concept of skills in labor relations, which shows the continuity of academic research on this reality. This thesis aims to analyze the application of the concept of competence in models of personnel management and labor in order to elucidate the changes that occur in hierarchical of work, through a qualitative research, a case study organization. We investigated the productive reality of a food industry through semi-structured interviews. We discussed the work category as the founder of social practice, as well as its position in the contemporary system of production because the manufacturing division of labor (MARX, 1989; BRAVERMAN, 1987; ANTUNES, 2000, 2005; LUCKÁCS, 2010), and its interrelation with the notion of competence (ZARIFIAN, 2001, 2003; LE BOTERF, 2003), contributing to the formation of theoretical elements that allow the understanding of the complexity of the subject expertise, their materiality and applicability of management systems in organizations contributing to the formation of theoretical elements that allow the understanding of the complexity of the subject expertise, their materiality and applicability of management systems in contemporary organizations. Before this analytical context, made the following questions: To what extent the notion of skills included in the strategies people management determines the Chocolates Garoto the configuration of the hierarchical relationships work? The direction taken by this configuration makes it possible to bring back work to the worker (highlighting their knowledge) or characterized as just another strategy for mobilizing people to meet business objectives? Thus, after analyzing the reality, can say that on the screen has the connotation of bringing back the work to the worker. And while pointing or some changes in reporting relationships work, can not be said come from the integration of skills, first because they are tied to a performance assessment tool that focuses on results. Second, besides being very recent, the company undergoes other changes arising from the multinational company that bought it. Thus, it contributes to the discussion of the contradictions between theory and practice of the concept of skills and points to future research on the construction of its application in organizations become truly flexible, approaching, in fact, implementation of their design work, emptying the abstract work, emptying the abstract work and reproducing its ontological aspect
Na prática organizacional o sistema de gestão de pessoas por competências é utilizado sistematicamente, sendo considerado um modelo eficaz na gestão de pessoas para ganho de produtividade (DUTRA, 2004). As pesquisas no Brasil apontam para uma gama diversificada de debates da noção de competências e sua relação com algumas variáveis, como por exemplo, a aprendizagem organizacional e a remuneração, que carecem de debates teóricos e averiguações empíricas (RUAS et al., 2010; DIAS et al., 2010). No entanto, é perceptível a escassez de trabalhos acerca do dimensionamento dos reflexos da noção de competências nas relações de trabalho; o que evidencia a necessidade de continuidade da pesquisa acadêmica acerca dessa realidade. Esta dissertação tem por objetivo, analisar a aplicação da noção de competências em modelos de gestão de pessoas e do trabalho, a fim de elucidar as transformações que ocorrem nas relações hierárquicas do trabalho, por meio de uma pesquisa qualitativa, um estudo de caso organizacional. Investigou-se a realidade produtiva de uma indústria de alimentos por meio de documentos e entrevistas semi-estruturadas. Discutiu-se a categoria trabalho como fundante da práxis social, bem como, sua posição no sistema contemporâneo de produção em razão da divisão manufatureira do trabalho (MARX, 1989; BRAVERMAN, 1987; ANTUNES, 2000, 2005; LUCKÁCS, 2010) e sua interrelação com a noção de competências (ZARIFIAN, 2001, 2003; LE BOTERF, 2003; SCHWARTZ, 2004), contribuindo para a constituição de elementos teóricos que permitam a compreensão da complexidade do tema competências, sua materialidade e aplicabilidade em sistemas de gestão nas organizações contemporâneas. Nesse contexto analítico, fez-se as seguintes indagações: Em que medida a noção de competências inserida nas estratégias de gestão de pessoas da Chocolates Garoto determina (altera ou transforma) a configuração das relações hierárquicas do trabalho? O sentido assumido por essa configuração possibilita trazer de volta o trabalho ao trabalhador (valorizando seus saberes) ou caracteriza-se apenas como mais uma estratégia de mobilização das pessoas para atender aos objetivos da empresa? Assim, depois de analisar os dados, pode-se dizer que a realidade em tela não tem a proposição de trazer de volta o trabalho ao trabalhador. E apesar de apontar algumas mudanças nas relações hierárquicas do trabalho, não se pode afirmar que são oriundas da inserção das competências, primeiro porque estas estão atreladas a uma ferramenta de avaliação de desempenho, que foca no resultado, segundo, além de serem muito recentes, a empresa passa por outras mudanças oriundas da Nestlé. Contudo, a realidade aponta para uma apropriação das competências como desempenho superior e conota uma realidade da alta performance, atrelando a construção da temática competências à ferramentas de avaliação do desempenho. Desse modo, contribui-se para a discussão das contradições existentes entre a teoria e a prática das competências e aponta-se para futuras pesquisas sobre a construção de sua aplicação em organizações que se tornem realmente flexíveis, aproximando, de fato, a execução do trabalho de sua concepção, esvaziando o trabalho abstrato e reproduzindo seu aspecto ontológico
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Shockley, Kristen M. "You can’t always get what you want, but does it matter? The relationship between prechild preferences and post-child actual labor division fit and well-being." Scholar Commons, 2010. https://scholarcommons.usf.edu/etd/1770.
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Significant shifts in social ideology and legislation have brought about considerable changes in work and family dynamics in the Western world, and the male as breadwinner-wife as homemaker model is no longer the norm. However, despite increasingly gender egalitarian ideals, the division of labor among dual-earner couples tends to adopt a "neo traditional" once children are born, where women devote more time to family labor and men spend more time in paid employment
Although asymmetrical divisions of labor have clear workplace and societal consequences in terms of women's earnings, organizational advancement, and inequality, the effects on individual well-being are not well understood. The purpose of the present study was to apply the theoretical lens of person-environment fit to examine how misfit between dual-earner couples' pre-child division of labor preferences and post-child actual divisions of labor relate to affective (career, marital, and family satisfaction) and health-related (depression and physical health symptoms) well-being. Additionally, several conditions were posited to temper the strengths of these relationships (domain centrality, gender, voice in division of labor decision making, and satisfaction with the current division of labor).
Participants were 126 dual-earner couples with small children, and hypotheses were testing using polynomial regression analyses. The results suggested that congruence between an individual's own pre-child desires for the division of paid labor and the actual post-child division of paid labor relates to his/her own career and marital satisfaction, depression, and physical health symptoms. Congruence in the family domain is also important, as desire-division of family labor fit related to affective sentiments toward family and one's spouse. With the exception of career satisfaction, these relationships were curvilinear, such that deviations in either direction from perfect fit related to poorer well-being. On the other hand, there was little evidence for spousal effects, as dual-earner well-being did not relate the congruence between division of labor abilities and spousal demands. Finally, evidence of moderation was only found in a few cases, and none were consistent with prediction, highlighting the need for future research on the contextual conditions of P-E fit in the dual-earner context.
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Vaughn, Jonathan Scott. "The Firefighter, The Babysitter, and The Sacrificial Lamb: Identity and Consent Among Customer Service Supervisors." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1243962382.
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Barreto, Sonia Silva. "A reforma educacional e seus efeitos sobre o trabalho dos profissionais da educação: a gestão no centro da contradição." Programa de Pós-Graduação em Educação da UFBA, 2008. http://www.repositorio.ufba.br/ri/handle/ri/10476.
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Esta dissertação tem o objetivo de investigar os novos padrões de gestão e organização do trabalho, introduzidos pela Secretaria de Estado da Educação de Sergipe no Governo de João Alves Filho (2003 a 2006), e seus efeitos sobre o trabalho dos profissionais da educação (professores e pedagogos que exercem a função técnico-pedagógica). O problema central da investigação é identificar como a gestão se insere no contexto da relação entre capital e trabalho, seu conteúdo político-filosófico, bem como as contradições que se manifestaram no curso de sua implementação. É um estudo de caso que procura estabelecer articulações que permitam explicar os nexos entre as políticas de gestão e o movimento global do capital em sua relação de contradição com o trabalho. Os procedimentos metodológicos utilizados foram a entrevista semi-estruturada e o questionário aplicado aos técnicos do Departamento de Educação (DED) e da Diretoria de Educação de Aracaju (DEA). O resultado da pesquisa demonstrou que a gestão, inspirada nos princípios empresariais, aprofundou a crise da rede pública estadual de ensino, potencializou a precarização do trabalho dos técnicos, transferiu a gestão educacional para as empresas privadas movidas pelos princípios da eficiência, da descentralização e da flexibilidade, disseminou a cultura gerencial e conduziu a educação básica para além dos interesses pertinentes à educação.
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Gilmour, Alison Julia. "Examining the 'hard-boiled bunch' : work culture and industrial relations at the Linwood car plant, c.1963-1981." Thesis, University of Glasgow, 2010. http://theses.gla.ac.uk/1830/.
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This thesis investigates the nature of work culture and industrial relations at the Linwood car plant during the period 1963-1981. In Part One, Chapter One provides an overview of the historical debate over the use of oral testimony as well as introducing the methodology employed within the oral history project encompassed within the thesis. Chapter Two provides an analysis of the nature of work at the Linwood car plant and the ways in which this impacted on behaviour and attitudes in the workplace. This is further developed in Chapter Three where the focus is on organisational mischief, and consideration is given to the nature, consequences and explanations for this behaviour. The analysis developed in Part One, focuses on the dominant explanations for problematic industrial relations based on the notion of a ‘clash of work cultures’ due to an absence of intrinsic rewards in automated assembly-line work. Within the thesis such dominant narratives are not entirely supported by the Linwood sample, as a wide variety of attitudes towards work are exhibited, leading the thesis to question the validity of the categories of intrinsic and extrinsic reward. In Part Two of the thesis there is a shift in focus as the analysis concentrates on structures of authority at Linwood and the impact on industrial relations. Chapter Four gives consideration to the influence of historical contingency on management decision-making. Part of the 1976 government rescue package was a Planning Agreement incorporating employee participation in management decision-making that articulated with the Labour government’s manifesto commitment to industrial democracy. Yet throughout the different phases of ownership, interactions between management and workers at the Linwood plant explored in this thesis reveal a dichotomy between the rhetoric and reality of industrial democracy and worker participation. The final chapter of the thesis offers an exploration of shop floor industrial politics, and causes of strikes, to highlight the narratives of tension underpinning interactions at Linwood. The thesis provides a nuanced approach, highlighting variety of experience and importantly a complex interplay of interests shaping work culture and the nature of industrial relations in the car plant.
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Crowley, Martha L. "Control and inequality at work variations, processes, and implications for worker well-being /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1149881563.
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Voskárová, Veronika. "Starnutie pracovnej sily, nezamestnanosť a využitie nástrojov Age Managementu na príklade krajov Českej republiky." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-205943.
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The aim of the master's thesis is the analysis of unemployment of 50 and over years old population of the Czech Republic and the tools of Age Management which are used to improve conditions for groups that are defined on the basis of their age. The structure of the population is in detail described in terms of demography and economy in the thesis. To achieve all marked out objectives is made a graphic analysis of the unemployment rate of three specified age groups of the population in 2005 to 2014 up to the region level, which are divided into four groups according to economic prosperity and lagging regions. It is becoming more and more likely that we can expect increased numbers of employees 50+, and therefore government policy should pay sufficient attention to this group. We can assume that unemployment rate will continue to decline slightly, which also show forecasts of unemployment in the Czech Republic up to 2020.
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Vlandas, Timothee. "Essays on labour market dualisation in Western Europe : active labour market policies, temporary work regulation and inequality." Thesis, London School of Economics and Political Science (University of London), 2013. http://etheses.lse.ac.uk/767/.
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European labour markets are increasingly divided between insiders in full-time permanent employment and outsiders in precarious work or unemployment. Using quantitative as well as qualitative methods, this thesis investigates the determinants and consequences of labour market policies that target these outsiders in three separate papers. The first paper looks at Active Labour Market Policies (ALMPs) that target the unemployed. It shows that left and right-wing parties choose different types of ALMPs depending on the policy and the welfare regime in which the party is located. These findings reconcile the conflicting theoretical expectations from the Power Resource approach and the insider-outsider theory. The second paper considers the regulation and protection of the temporary work sector. It solves the puzzle of temporary re-regulation in France, which contrasts with most other European countries that have deregulated temporary work. Permanent workers are adversely affected by the expansion of temporary work in France because of general skills and low wage coordination. The interests of temporary and permanent workers for re-regulation therefore overlap in France and left governments have an incentive to re-regulate the sector. The third paper then investigates what determines inequality between median and bottom income workers. It shows that non-inclusive economic coordination increases inequality in the absence of compensating institutions such as minimum wage regulation. The deregulation of temporary work as well as spending on employment incentives and rehabilitation also has adverse effects on inequality. Thus, policies that target outsiders have important economic effects on the rest of the workforce. Three broader contributions can be identified. First, welfare state policies may not always be in the interests of labour, so left parties may not always promote them. Second, the interests of insiders and outsiders are not necessarily at odds. Third, economic coordination may not be conducive to egalitarianism where it is not inclusive.
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Liu, Minquan. "Work incentives and labour allocation on China's communes." Thesis, University of Oxford, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.316808.
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Lunceford, Gregg M. "WHAT IS RETIREMENT IN THE 21ST CENTURY?" Case Western Reserve University School of Graduate Studies / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=case1491153247367374.
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Higgins-Dobney, Carey Lynne. "News Work: the Impact of Corporate Newsroom Culture on News Workers & Community Reporting." PDXScholar, 2018. https://pdxscholar.library.pdx.edu/open_access_etds/4410.
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By virtue of their broadcast licenses, local television stations in the United States are bound to serve in the public interest of their community audiences. As federal regulations of those stations loosen and fewer owners increase their holdings across the country, however, local community needs are subjugated by corporate fiduciary responsibilities. Business practices reveal rampant consolidation of ownership, newsroom job description convergence, skilled human labor replaced by computer automation, and economically-driven downsizings, all in the name of profit. Even so, the people laboring under these conditions are expected to keep their communities informed with democracy- and citizenship-enhancing information.
This study uses a critical political economy framework to focus on the labor aspects of working in commercially-run local television newsrooms in the United States. Surveys and interviews with news workers from the 25 largest local television markets highlight the daily challenges of navigating the dichotomy of labor in the space between corporate profiteering and public enlightenment. In addition to their more well-known and well-studied on-air reporter and anchor peers, "behind the scenes" workers and those with newly converged job descriptions also share their news work stories, thus filling a gap in the literature. Corporate capital incentives affect all who gather and disseminate the news.
While all of these workers generally strive for high journalistic quality, the pressures of increased workloads and constant deadlines imposed by shrinking news staffs and growing digital media expectations mean journalists have to make craft work compromises in the race to report news faster and first. Owners push experienced news veterans with deep community connections out in favor of younger, cheaper, more tech-savvy workers. Financially beneficial content trumps deep policy investigations. These outcomes not only worry those in the journalistic trenches of local television news, but also potentially deprive the public of the information they seek from these outlets. As local television newsrooms remain the most popular sources of information for Americans, particularly in times of crisis, such outcomes are not in the community's best interest.
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Rhodes, Lisa M. "Thriving at work: A call center study." Franklin University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=frank1553730147335996.
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Fried, David D. "Work-role Attachment and Preferences to Extend Career Employment through Phased Retirement." Ohio University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1304452170.
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Hoffmann, Aline. "The construction of solidarity in a German Central Works Council : implications for European Works Councils." Thesis, University of Warwick, 2006. http://wrap.warwick.ac.uk/58483/.
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This thesis takes as its starting point the question whether European Works Councils (EWCs) can overcome the divisive pressures of cross-border competition for jobs and investment between sites. A review of the body of literature on EWCs yields that with respect to this question, opinion is divided and examples are contradictory. The central works council (CWC) established according to the German Betriebsverfassungsgesetz is identified as a close analogue to an EWC. In the absence of a body of literature on the internal functioning of CWCs, this research undertook to examine in depth the experience of a single CWC as a lead case. As an analytical framework, the contributions of theories of federalism as a means of reconciling unity and diversity were applied to the multi-level system of employee interest representation. A conceptualisation of solidarity as it might be generated among the members of a central and/or European works council is developed. It is concluded that a discursive/participative structure is most likely to enable the generation of solidarity across and within a multi-level, essentially federalist system. Key analytical factors are identified which are applied to the experience of the Central Works Council at DaimlerChrysler, and to EWCs more generally. Applying the methods of participant observation, semi-structured interviews with the CWC members, documentary analysis, and a postal survey of the local works council members, the operation of the central works council at DaimlerChrysler is explored in detail, covering its day-to-day functioning, its articulation with local works councils, and the values and expectations underlying its work. With reference to the conceptual framework, the findings from the case study are compared with EWC law and practice more generally. It is concluded that the EWC can be considered a nascent federalist system at most. Despite the existence of important gaps, however, this research concludes that solidarity within EWCs is possible if it can be built upon a participative and transparent set of institutions and processes which are seen by EWC members, national and local employee representatives, and trade unions to be fair and legitimate. The final chapter explores the implications of this research for policy, practice and further research.
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Лобанов, А. В., and A. V. Lobanov. "Оптимизация работы персонала на предприятии ООО «ТФК «ЕВРАЗИЯ» : магистерская диссертация." Master's thesis, б. и, 2020. http://hdl.handle.net/10995/94616.
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Процедура оптимизации персонала на предприятии во многом зависит от того, какая методология будет внедрена. Таким образом, классический подход к оптимизации персонала выглядит довольно простым событием, однако он имеет много недостатков и не является актуальной методологией в современном управлении персоналом. Однако многие работодатели прибегают к этому, поэтому каждый участник трудовых отношений должен с ним ознакомиться. Оптимизация численности работников предприятия по стандартной методике предусматривает избавление от тех работников, которые непосредственно не участвуют в формировании прибыли компании или чей вклад в ее формирование минимален. Более того, иногда довольно жесткие меры могут применяться в виде массовых сокращений с учетом чисто экономических показателей. В этом случае негативными аспектами этого процесса могут стать снижение производительности оставшегося персонала, отстранение работников, косвенно положительно повлиявших на производительность труда, снижение имиджа предприятия и другие риски.The procedure for optimizing personnel in an enterprise depends to a large extent on which methodology will be implemented. Thus, the classic approach to staff optimization looks quite simple, but it has many shortcomings and is not an actual methodology in modern personnel management. However, many employers resort to this, so each employee must familiarize himself with it. Optimization of the number of employees of the enterprise according to the standard methodology provides for the disposal of those workers who do not directly participate in the formation of the company's profit or whose contribution to its formation is minimal. Moreover, sometimes rather stringent measures can be applied in the form of mass reductions, taking into account purely economic indicators. In this case, the negative aspects of this process may be a decrease in the productivity of the remaining personnel, the removal of employees who indirectly positively affected labor productivity, a decrease in the image of the enterprise and other risks.
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Westerlund, Rashidi Emilia, and Amela Becic. "Konsultchefers upplevelser i yrkesrollen : En kvalitativ studie om konsultchefers rollhantering, känsloarbete och ledarskap på bemanningsföretag." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-15484.
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Vi har undersökt konsultchefer på ett bemanningsföretag. Syftet med studien har varit att ta reda på hur de upplever sina olika roller, vilket känsloarbete de utför i dessa roller, samt hur ledarskapet ser ut i chefsrollen. Vi har utgått från ett individperspektiv och med kvalitativ ansats intervjuat sex konsultchefer på ett bemanningsföretag, för att ta reda på vår frågeställning: Hur upplever konsultcheferna sina olika roller (som chef och säljare) och vilket känsloarbete utför de i rollerna mot konsulter och kunder? Denna har vi besvarat med hjälp av tre huvudsakliga teoretiska ramar: Goffmans (2009) dramaturgiska teori, Hochschilds (2003)teorier om emotionellt arbete och slutligen Sandahl et al.s (2010) teorier om chefens roll i organisationen. Undersökningen visade att konsultcheferna upplever det vara viktigare att “hålla rollen” som säljare mot kunder, än rollen som chef mot konsulter. De använder sig av Surface acting i sitt känsloarbete för att göra kunderna nöjda. Konsultcheferna bearbetar sina “underliggande äkta känslor” genom att samtala med sina kollegor. I rollen som chef är konsultcheferna behandlande mot konsulterna, samtidigt som de leder och styr konsulterna i arbetet.
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Hernandez, Joe Luis. "Impact of corporate casual wear on productivity in the workplace." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1966.
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In today's workplace there are many reasons why businesses are encouraging their workforce to dress in a more casual manner. Personnel within the workforce who dress casually report improvements ranging from morale to customer relations after the implementation of more relaxed dress codes. It will also be necessary to consider whether or not business casual dress facilitates the tearing down of social and communication barriers.
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Ben-Galim, Dalia. "Equality and diversity : the gender dimensions of work-life balance policies." Thesis, University of Oxford, 2008. http://ora.ox.ac.uk/objects/uuid:d078b9c7-ceab-454c-a1b6-09ebe88fb725.
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This thesis analyses the gender dimensions of work-life balance policies in the UK. It focuses on three related questions: firstly, to what extent are work-life balance policies framed by 'diversity'; secondly, how does this impact on the conceptualisation and implementation of work-life balance policies (in government and in organisations); and thirdly, what are the implications for gender equality? Through analysing published research, the UK Government's work-life balance agenda and data generated from three selected case study organisations, the prominent dimensions of diversity that shape the conceptualisation and implementation of work-life balance policies are presented. This thesis argues that the concept of diversity - as defined by the feminist literature - offers the potential to progress gender equality through overcoming the same-difference dichotomy, and by recognising multiple aspects of identity. However, this theoretical potential is not necessarily reflected in practice. With the emphasis on the individual worker and choice, diversity has been primarily defined as 'managing diversity', and has a significant affect on how work-life balance policies have been applied in both government policy and organisational practice. The UK Government states that work-life balance policies are meant to provide everyone with opportunities to balance work with other aspects of life. The current policy framework targets parents and in particular mothers, potentially limiting the choices that men and women have to 'work' and 'care'. Locating work-life balance policies within the context of 'managing diversity' supports and facilitates women's employment, but does not necessarily challenge fundamental gender disparities such as occupational segregation and gender pay gaps. Analysis of the UK Government's current agenda and organisational case studies show that despite progressive equality, diversity and worklife balance agendas, work-life balance policies are limited in challenging persistent structural gender inequalities.
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Tolley, Rebecca. "Review of Historical Encyclopedia of American Labor." Digital Commons @ East Tennessee State University, 2004. https://dc.etsu.edu/etsu-works/5627.
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Кудрявцева, М. С. "Управління системою віддаленої роботи персоналу." Thesis, Одеський національний економічний університет, 2021. http://local.lib/diploma/Kudryavtseva.pdf.
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Доступ до роботи тільки на території бібліотеки ОНЕУ, для переходу натисніть на посилання нижчеПредметом дослідження дослідження є інструменти, методи та підходи антикризового управління персоналом на тлі пандемії COVID-19. В якості об’єкта дослідження ФОП «Дащенко Є.І.». Метoю роботи є вивчення теоретико-методологічних основ антикризового управління персоналом та обґрунтування практичних рекомендації щодо запровадження віддаленого управління персоналом в систему антикризового менеджменту організації в умовах пандемії COVID-19. Для досягнення поставленої мети вирішені наступні завдання: досліджено теоретико-методологічні основи антикризового управління персоналом; досліджено проблеми та досвід управління персоналом в Україні в умовах пандемії COVID-19; обґрунтувати рекомендації щодо антикризового управління персоналом в умовах пандемії COVID-19 та прораховано економічний ефект запропанованих рекомендацій. Одержані результати можуть бути запроваджені в практику діяльності організацій, що дозволить попередити та усунути негативні кризові прояви пандемії COVID-19 на персонал та діяльність організації в цілому.
The subject of the study is the tools, methods and approaches of crisis management against the background of the pandemic COVID-19. As an object of study FOP "Dashchenko EI". The aim of the work is to study the theoretical and methodological foundations of crisis personnel management and substantiate practical recommendations for the introduction of remote personnel management in the crisis management system of the organization in a pandemic COVID-19. To achieve this goal, the following tasks have been solved: the theoretical and methodological foundations of anti-crisis personnel management have been studied; problems and experience of personnel management in Ukraine in the conditions of pandemic COVID-19 are investigated; substantiate the recommendations for anti-crisis personnel management in a COVID-19 pandemic and calculate the economic effect of the proposed recommendations. The obtained results can be implemented in the practice of organizations, which will prevent and eliminate the negative crisis effects of the COVID-19 pandemic on the staff and activities of the organization as a whole.
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Caughlin, David Ellis. "Dynamic Job Satisfaction Shifts: Implications for Manager Behavior and Crossover to Employees." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2345.
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In this dissertation, I investigated job satisfaction from a dynamic perspective. Specifically, I integrated the momentum model of job satisfaction with the affective shift model and crossover theory in an effort to move beyond traditional, static conceptions of job satisfaction and other constructs. Recent research and theoretical development has focused on the meaning of job satisfaction change for workers and how such change impacts their decisions to leave an organization. To extend this line of inquiry, I posited hypotheses pertaining to: (a) job satisfaction change with respect to positive work behavior (i.e., organizational citizenship behavior, family-supportive supervisor behavior); (b) the potential moderating effect of changes in negative work events (i.e., job demands, interpersonal conflict) on the relation between job satisfaction change and turnover intentions change and positive work behavior; and (c) the crossover of job satisfaction change from managers to employees and the potential underlying behavioral mechanisms.
An archival dataset collected by the Work, Family & Health Network was used to investigate the aforementioned phenomena. Data were collected at two time points with a six-month interval via face-to-face computer-assisted personal interviews from individuals working at 30 facilities from a U.S. extended-healthcare organization. In total, data from 184 managers and 1,524 of their employees were used to test hypotheses. Data were analyzed using multilevel structural equation modeling. In an extension of the momentum model, I found that managers’ job satisfaction change positively related to changes in employee reports of their FSSB; in addition, I replicated prior findings in which job satisfaction change negatively related to turnover intentions change. Furthermore, based on my integration of the momentum model and the affective shift model, I tested the proposition that changes in negative work events (i.e., job demands, interpersonal conflict) would moderate the relationship between changes in job satisfaction and focal outcomes. For certain operationalizations of negative work events, hypothesis testing revealed significant interactions with respect to changes in all three outcomes: turnover intentions, OCB, and FSSB. The form of the interactions, however, deviated from my predictions for models including changes in turnover intentions and OCB, although my predictions were supported for models including changes in FSSB. In my integration of the momentum model and crossover theory, the associated hypotheses were met with very limited support. Specifically, the relationship between managers' job satisfaction change and employees' job satisfaction change approached significance, but the relationship between managers' level of job satisfaction and their employees' subsequent level of job satisfaction did not receive support. Similarly, the proposed mediational mechanisms (i.e., managers' OCB and FSSB) of these crossover relations went unsupported. In sum, while my contributions to the momentum model and the affective shift model were notable, my proposed integration of the momentum model and crossover theory was met with limited support. Overall, findings from this dissertation yield important implications for both theory and practice, as they may draw more attention to changes in job satisfaction, as well as the potentially beneficial role of changes in perceived negative work events.
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Reynolds, Nicholas. "Sense and Creative Labor in Rainer Maria Rilke's Prose Works." Thesis, University of Oregon, 2014. http://hdl.handle.net/1794/18350.
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Although Rainer Maria Rilke is one of the most widely-read poets in the world and there are mountains of secondary literature on his poetry, his prose works are not given nearly so much attention. The present study is a reading of several of those works, with particular attention given to the role that the senses and creative labor play there. I begin with his "Ur-geräusch" essay (1919), in which Rilke reveals a fascination with the phonograph and a certain jealousy of its abilities. The phonograph provides a model for creative labor, as well as clues about Rilke's thinking on the relationship between this process of creation and the senses. There is an original synesthetic moment when, as a child in his science classroom, Rilke sees the phonograph translating the vibrations received by the horn and carving them into the wax and in turn hears his and the voices of his classmates played back through that horn. This moment in which the senses are blurred together perplexes him and he is left to make sense of this experience for years afterward.
With the Geschichten vom lieben Gott (1900), the question turns to the relationship between creative labor and creation as such. The primordiality that was revealed in the sound produced by the phonograph is the subconscious for Rilke, which is our connection to the divine. Although we have been severed from that divine source, we are able to produce it through certain circumstances, viz. through our intersubjective interactions, especially storytelling. We also cultivate it through labor, if we are able to do it: we are stuck in the "Seventh Day," unable to work for the most part, which is the particular plight of Malte Laurids Brigge (1910). He undergoes the necessary transformation to do labor, a certain deconstruction of the self, but is unable to complete the circuit by expressing this change through his works. Auguste Rodin (1903), Rilke's monograph on the sculptor, shows us the ideal artist: able to dig up the tremendous energies of the subconscious and to channel them into great works.
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Rivoal, Haude. "Les hommes en bleu : une ethnographie des masculinités dans une grande entreprise de distribution." Thesis, Paris 8, 2018. http://www.theses.fr/2018PA080045.
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À partir d'une enquête par observation participante conduite au sein d’une grande entreprise de distribution, du siège social aux entrepôts, ce travail a pour objectif d’étudier la construction sociale des masculinités au et par le travail. L’histoire de Transfrilog est imprégnée d’une culture familiale forgée autour du management paternalisme des autodidactes du transport. Aujourd’hui devenu les cadres dirigeants de l’entreprise, la professionnalisation du secteur les oblige désormais à composer avec les jeunes diplômés issus des formations logistiques dont le style de management se détache des formes traditionnelles d’expression de la masculinité et de l’autorité. Dans ces conditions, comment la masculinité perpétue-t-elle son hégémonie ? La thèse s’attache à montrer que la capacité de la masculinité hégémonique à se (re)produire tient à son processus d’hybridation. La thèse montre par ailleurs la coexistence d’une pluralité de masculinités hégémoniques spécifiques à chaque filière (transport, logistique, fonctions supports) et qui sont hiérarchisées entre elles. Pour autant, la mobilisation autour d’un idéal viril propre aux injonctions productivistes et à l’intensification des tâches propose un référentiel commun aux hommes, au-delà des clivages de classe, de race et des différents métiers de la chaîne logistique. Aussi, et malgré la volonté de certains dirigeants d’amorcer une réflexion sur l’égalité professionnelle, l’hybridité de la masculinité hégémonique n’interroge qu’à la marge une répartition genrée des emplois et l’inégale échelle de valeur entre les différentes formes de masculinitésFrom a participatory observation survey conducted in a logistics company, from head office to warehouses, this work aims to study the social construction of masculinities at and through work. The history of Transfrilog was built through a family culture forged around the paternalistic management of self-taught employees. Today, having become the company's senior executives, the professionalization of the sector now compels them to deal with young graduates from supply chain training whose management style stands out from the traditional forms of expression of masculinity and authority. In these conditions, how does masculinity perpetuates its hegemony? The thesis aims to show that the capacity of hegemonic masculinity to (re)produce itself is due to a process of hybridization. The thesis also shows the coexistence of a plurality of hegemonic masculinities specific to each sector (transport, logistics, support functions) and which are hierarchized between themselves. However, the mobilization around a virile ideal specific to the productive injunctions and to the intensification of the tasks proposes a common reference to men, beyond divisions of class, race and different trades of the logistic chain. Also, and despite the desire of some leaders to initiate a reflection on professional equality, the hybridity of hegemonic masculinity asks only marginally a gendered distribution of jobs and the unequal scale of value between different forms of masculinities