Letteratura scientifica selezionata sul tema "International Workers Order. Palestinian section"

Before dawn on Sunday morning, June 20, 2010, upwards of one thousand people gathered near the Port of Oakland, an industrial, sometimes barren section of west Oakland. They then converged on four gates operated by the Stevedore Services of America, one of the main shipping companies on the US Pacific coast and in the world. The protesters were awaiting the arrival of an Israeli cargo vessel in order to protest Israel's ongoing blockade of the Palestinian residents of Gaza as well as the recent Israeli assault on Turkish vessels in the Mediterranean that had resulted in the deaths of nine civilians, part of an international group sympathetic to the Gaza Palestinians. For hours activists protested, including a chant that referenced both the Wobblies and antiapartheid struggle: “An injury to one is an injury to all, bring down the apartheid wall.” Crucially—and not coincidentally—members of Local 10 of the International Longshore and Warehouse Union (ILWU) refused to cross this picket line, citing safety reasons. After several hours of negotiations, an arbitrator agreed with the ILWU members that the situation could cause harm to the workers, who therefore could not be punished for not unloading the vessel. Subsequently, the Zim (Israeli shipping line) vessel departed from San Francisco Bay, looking to be unloaded in nearby Monterey Bay. Simultaneously, dock unions in Norway, South Africa, Sweden, and Turkey—all members of The International Transport Workers' Federation (ITF)—also announced that they would join the “Boycott against Israel campaign.” These dramatic, militant, and overtly political actions by longshore workers across the globe are not unprecedented—at least for union dockers—though they are almost unheard of in the twenty-first century for other sorts of workers on any continent.

In the public administration field, the legislative, executive and judicial frameworks should be consistent. The institutional framework of the Palestinian local government, however, seems largely impacted by an incoherent legal framework. Against this backdrop, this study describes the current local government institutional framework. Secondly, this study investigates the current issues relating to the legal and institutional frameworks of the Palestinian local government. A qualitative research approach was adopted to collect data in order to achieve the objectives of the study. The present research utilizes a combination of primary and secondary data. Nine interviews were conducted to gather the primary data, while scholarly works and government documents were used for gathering secondary data. The results show that fully governmental institutions are the most active within the institutional framework while non-governmental institutions are less active. The results also show that the primary obstacle for an efficient legal framework is due to previous laws, overlapping powers and weak legal practices. Furthermore, the institutional framework suffers from deformed structure and weak integration. The discussion section revealed that the current local government system can be best described as a “Chaotic Hybrid System”. When comparing the empirical results with the theoretical concepts, it is indicated that the current local government structure reflects the Public Choice Theory perspective, which advocates for horizontal and vertical fragmentation. However, the Israeli occupation and international funds seem to contribute to complicating the fragmentation of the structure. The structure hence could be described as “Altered Fragmented Structure”.

This themed section brings together the disciplines of sociology, social work and social policy in order to examine the ways in which contemporary familial diversity is recognised in comparative welfare state regimes. Contributors interrogate the ways in which such diversity is supported in national legislation, policy developments and acknowledged in everyday social work practice. In doing so, the section examines if and how these demographic trends and sociological conceptualisations are reflected in comparative welfare state systems and/or policy related to family. Selected articles will also consider if and how social workers, as ‘street level bureaucrats’ (Lipsky, 1980), incorporate these changes in familial structures, and related policy, into their decision making processes and everyday practice.

This research discusses one of the most important crimes against humanity, where national and international statistics and reports revealed that the bad living conditions or bad troubled situations have forced thousands of women, children and men in their countries to be susceptible to the trafficking and exploitation. The study has been divided into two main sections. The first section presents concept of the trafficking in persons in international charters and conventions, reasons, seriousness and elements of the crime in general. The second section studies the Saudi lawmaker's addressing the crime in terms of definition, forms, prescribed penalty and reasons for augmentation of penalty. The study has concluded to a set of results and recommendations, the most important of which is that the Saudi lawmaker adopted position of the international conventions in defining crime and determining its forms. Moreover, the Kingdom has also made great strides in combating this type of crime at both international and local levels. The study recommended the need to impose harsh penalties on employers, who practice patterns of forced slavery to their workers, as well as the need to intensify efforts in order to take adequate measures to prevent smuggling the illegal labor.

When nine million foreigners visited Japan in 2013, the federal government set a goal to attract an additional two and a half million visitors including medical tourists by 2020. This research investigates the attitudes and concerns of Japanese nurses when they are in a situation dealing with foreign patients. The data were collected from March through September 2010, from 114 nurses at three hospitals, in close proximity to popular tourist destinations in Hiroshima. A questionnaire was developed for this research, named Mari Meter, which included a section to write answers to an open question for the nurses to express their opinions. These responses were examined statistically and by word analysis using Text Mining Studio. Japanese nurses expressed greatest concern about payment options, foreign language skills, and issues of informed consent, when dealing with foreigners. The results confirm that, in order to provide a high quality of patient care, extra preparation and a greater knowledge of international workers and visitors are required by nursing professionals in Japan.

This survey article looks first at the changing demands of the workplace in a globalized economy. The new work order creates a new word order, and the workforce has become a “wordforce” (Heller, in press) with new genres of language and communication. These changes have taken place at a time when global flows of people, from less wealthy and secure societies to more wealthy and secure ones, have created multilingual workplaces. Both sets of changes challenge the traditional notion of second language socialization, and this is the focus of the next section. The workplace represents a complex, dynamic setting where migrants experience a double socialization: into the hybrid discourses of the workplace, which all newcomers experience, and into the specific language and cultural practices that realize these discourses. The new language requirements of the workplace produce for migrant workers and professionals a “linguistic penalty” (Roberts & Campbell, 2006) since the communicative demands of the selection process may be greater than those of the job itself. The last section of the article is concerned with language socialization in multilingual settings where language socialization into the dominant language is only part of the story. There is a contrast between the low status multilingualism of migrant workers, and staff in globalized and international organizations who are being socialized into new lingua franca interaction. The article concludes with an example of how the complex linguistic and technical environment of a high-tech multilingual company produces radically different conditions for language socialization which challenge how this notion can be used in the 21st century.

Managing successful business enterprise requires human resource skills. Human resource capital is soul of the organization; it is the term which is used to describe the formal system and used as a tool to maximize the productivity and effectiveness of the organization as well as describes the workforce capacity. The mission of employees working in the organization is to acquire, develop and retain talent; and be an excellent contributor to the business enterprises. The field of enterprise development is focused on improving the effectiveness of enterprise as well as the skills of the employees. Enterprises have become increasingly dependent on technical and professional skills of the employees. The increasing number of “technical” position has resulted in changing organizational goal and organizational restructuring; these changes include the need for more cognitive skills as well as greater interpersonal skills. For any organization to perpetuate itself, through growth, there is a basic need for developing its manpower resources. Training helps in the development of skills and also updates the knowledge of the employee. Especially in the rapidly changing society, employee training and development is not only an employee developing activity but also a source to utilize the resources of an organization efficiently, so that it can maintain a viable, knowledgeable workforce and achieve sustainability and growth of the enterprise. Workers’ productivity depends on their skills which help in attaining the growth. It is the magic elixir for the enterprise to sustain in changing environment, especially for ageing advanced economies. A case of Bharat Pump and Compressors Ltd is being used in this paper to explain that skills of employees helps in achieving the milestones of success, perpetual growth and sustainability with the objective to maximize their profits and minimize their risks. In the first section of the paper the necessity of HR skills for achieving sustainability and growth, and objectives of the study will be discussed. The second section will give details of the BPCL that how it involves the approaches for Total Quality Management (TQM) and Total Productive Maintenance (TPM) in order to achieve and sustain a reputation for Quality at a Competitive Cost, in National & International Markets for their products and services through collective involvement of all. And in the last section findings and conclusion will be discussed on the basis of SWOT analysis of the company.

AbstractThe Tsunami disaster affected several countries in Southeast Asia in December 2004 and killed or affected many tourists, most of them from Europe. Eight Czech citizens died, and about 500 Czechs were seriously mentally traumatized. The psychosocial needs of tourists included: (1) protection; (2) treatment; (3) safety; (4) relief; (5) psychological first aid; (6) connecting with family members; (7) transportation home; (8) information about possible mental reactions to trauma; (9) information about the normality of their reaction; (10) procedural and environmental orientation; (11) reinforcement of personal competencies; and (12) psycho-trauma therapy.The Ministry of Foreign Affairs of the Czech Republic was in charge of general emergency management. General coordination of psychosocial support was coordinated under the Ministry of Interior of the Czech Republic, which is connected to the Central Crisis Staff of the Czech Government. The major cooperative partners were: the Ministry of Foreign Affairs, the Ministry of Defence, the Ministry of Health, Czech Airlines, psychosocial intervention teams of the Czech Republic, and the Czech Association of Clinical Psychologists.The main goals of relief workers were: (1) to bring back home the maximum number of Czech citizens; (2) to provide relevant information to the maximum number of affected Czech citizens; (3) to provide relevant information to rescue workers and professionals; and (4) to prepare working psychosocial support regional network.Major activities of the Ministry of Interior (psychology section) included: (1) establishing a psychological helpline; (2) running a team of psychological assistance (assistance in the Czech airports, psychological monitoring of tourists, crisis intervention, psychological first aid, assistance in the collection of DNA material from relatives); (3) drafting and distributing specific information materials (brochures, leaflets, address lists, printed and electronic instructions); (4) communicating via the media and advertising; and (5) providing analysis and research studies.Central coordination of psychosocial support has been found as successful in the first phase after the disaster. The plans must be built for preferable cooperation in the psychosocial field in the Czech Republic. Better collaborates with journalists must exist in order to reduce secondary psycho-trauma.There is a need for intensive international cooperation in the psychosocial field and to build the network at the global level.

The article is devoted to the problems and prospects of legal regulation of remote work in Ukraine. Attention is paid to international and European standards dedicated to the features of remote work. Special attention is devoted to the study of the problems of limiting remote work for certain categories of workers under martial law. The conclusion is justified that the concept of “remote work” can be used to denote two phenomena that are different in their content. Firstly, remote work is a special mode of work that can be applied temporarily by the employer’s decision as a forced measure in the event of certain life-threatening circumstances or people’s health. Secondly, remote work as a special labour organization provides that teleworkers constantly perform work outside the employer’s location due to the specificity of their labour function. The use of an electronic digital signature in the interaction between the employer and the remote worker is a separate problem in the course of organizing remote work.The question arises about the financial costs of obtaining it (on whom they should rely)and the need to use such a signature when familiarizing the remote worker with the orders, job description, and local acts of the employer. Also, the possibility of bringing a teleworker to disciplinary responsibility remains an unsolved problem, in particular, in what way the disciplinary offenses of such a worker should be documented, and his guilt should be established if the improper performance of labor duties was due to technical reasons or other circumstances independent of the worker. The latter becomes especially relevant in the current conditions of a full-scale war with russia, given the difficult situation in the dilapidated energy system of Ukraine, constant power outages and lack of mobile or internet connection. Proposals regarding the need to improve the legal regulation of remote work in a separate section of the Labour Code are formulated. In particular with the regulation of the ways of interaction between the employer and the teleworker in the process of performing work (the order of protection and exchange of information, transfer of the employer’s tasks, control over their execution); access of teleworkers to opportunities for training and career growth; the mechanism for protecting the rights of teleworkers with the help of trade unions, their participation in collective negotiations and the resolution of collective labour disputes. Key words: remote work, special form of labour organization, labour contract on remote work, non-standard employment.

Human resources are important assets of every organization. Recruitment and selection play an effective role in improving the organizational performance, because recruitment directly is relating with employee engagement. Employee engagement has emerged as a popular organizational concept in recent years. Employee engagement, strangely enough, has been a crucial priority of HR since before the term was using. It has become one of the leading priorities of human resource practitioners and senior managers in the organization today, so employee engagement has generated great deal of attention among many human resource practitioners. In present day, where is large-scale competition in the market, it is necessary for the organization to have engaged workforce for the survival and smooth functioning of the organization. Every organization wants to make the best utilization of its human resources in order to achieve competitive advantage in the market. When employees are engaged in their work, they have good relationships with their co-workers and working environment becomes better, are not only happy in their job, but also translate that satisfaction into higher productivity and profitability of the organization. High levels of engagement promote retention of talent, foster customer loyalty and improve organizational performance and stakeholder value. The paper discusses theoretical approaches to the significant concept and phenomenon of today – employee engagement and the factors behind it. In addition, the paper examined the type of employee engagement, problematic of individual and organizational engagement that affects organizational decisions. The aim of article is to identify the distinctive features of two types of engagement in the scientific literature employee engagement and organizational engagement, also connections reflecting the possible role of human resource management practices in the process of management of employee engagement. The purpose implies tasks: to reveal the essence of engagement and the factors that determine it ; also is presented a theoretical model of interfaces. The research methodology is the theoretical modeling of the phenomenon employee engagement from a human resource management perspective. The article is presenting in different sections such as meaning and concept of employee engagement, importance and factors influencing employee engagement and impact of employee engagement on organizational performance. The article consists of three logically interconnected parts. The introduction justifies relevance topics. The main part provides a review of literary sources, in which the authors examine the typology of engagement, distinguish types such as job engagement and organizational engagement. This section analyzes the relationship between characteristics and the influence of their design on employee engagement. This section also analyzes the conditions of formation and the results of the manifestation of employee engagement at the individual organizational levels, describes the connection of various aspects of this state with the practice of human resources management. In the final part, is given a theoretical model developed by the author – the main result of the article. It is a hypothetical model of the structure of employee engagement and how various human resources management practices shape employee engagement and how individual engagement of an employee transforms into a competitive advantage of organization. Data sources for the theoretical study described in this article are publications on the topic of engagement of such highly rated publications like Journal of Applied Psychology, Journal of Occupational and Organizational Psychology and The International Journal of Human Resource Management. The value of the results. This paper may serve as the basis for further research in the field of employee engagement generally and individual additional variable components. Research conclusions may have be used to build the organizational policy of the company in relation to the system human resource management.

<div class="section abstract"><div class="htmlview paragraph">Scrap collection from any location is handled with mortal interference in several places and companies which may be extremely harmful or even dangerous to humanity. The demand for robotization has risen rapidly in recent years, owing to cutting-edge technologies that minimize manpower and threat-taking training directly or indirectly. The main objective of the paper is to study, analyze, investigate the main contribution of waste collecting by workers while cleaning in the Mechanical Industry. In order to ensure the safety of the workers during cleaning we had implemented the Automatic Trash Collecting Machine in the industry. For Fabricating the Trash collecting Machine first we had analyzed the problem in the industry and then we had started the free hand sketch of Trash Collecting Machine. Then the design work of Automatic Trash Collecting Machine is done in the modeling software Catia V5. Then the material selection for our model has been done. We had taken the mild steel for the frame, 4 motors for the conveyor and the movement of the vehicle and a movable trash bin for the disposal of waste and a karcher brush for collecting the waste. Then for the Automatic motion we had used Node mc, IoT and the coding part has done for the model. Then the fabrication work for our model is done and finally the testing part for our model in the industry is demonstrated. After the implementation of the model in the industry the safety of the workers while cleaning has greatly increased.</div></div>

In order to reduce maintenance labor of overhead contact lines (OCL), a contactless measurement device for OCL was developed. This device is mounted on a roof of a vehicle of a train and measures static three-dimensional positions of wires of OCL and detects positions of OCL fittings without touching the OCL while the train is running. We proposed hybrid sensing method that combines stereo measurement by image processing with structure measurement by laser range scanners and it realized to measure OCL geometry with high-precision even in sections with complicated OCL structure. In addition, we developed position detection method of the OCL fittings that can cope with changes in height and stagger of OCL by using machine learning. Measurement data of OCL contactless measurement device is static position of OCL without influence of a probe such as a pantograph. With this device, the OCL static position can be measured continuously instead of at each support point or dropper point. For maintenance of OCL, the criterion of OCL is defined as a static position. The device is utilizable for OCL maintenance and it sophisticate maintenance of OCL. For example, this device realize the height difference measurement of the crossing section, which has been conventionally measured by maintenance workers. In addition, the device are utilizable for OCL fittings inspection. Maintenance workers can check the image of OCL fittings without on foot into the field. Furthermore the static position data of OCL can be used to create simulation model of OCL dynamic behavior. Using this model, it is possible to know the dynamic response of cases where various pantographs pass at various speeds. Running tests was conducted on commercial line, and the performance of the device was verified when running at a speed of 130 km/h. The results shown that the repeated measurement accuracy is within 10 mm, and the OCL fitting detection rate is 90 % or more.

U. S. commercial reactor plants are installing spent fuel storage facilities formally called Independent Spent Fuel Storage Installations (ISFSI) to provide needed storage space for spent nuclear fuel assemblies. Although this might be a primary objective for the utility that owns the plant, the U.S. Nuclear Regulatory Commission (U.S. NRC) has other priorities as addressed by ISFSI regulations in Title 10 of the Code of Federal Regulations, Part 72. These regulations establish a number of criteria that ensure that above all, the storage of spent nuclear fuel does not adversely affect the health and safety of the public or the environment. There are 3 primary ISFSI design activities that ensure the health and safety of the public and protection of the environment: site selection, storage system selection, and storage facility design. The regulatory requirements that address ISFSI site selection are found in 10 CFR 72, Subpart E, “Siting Evaluation Factors.” This section requires that potential ISFSI sites be assessed for impacts such as site characteristics that may affect safety or the environment, external natural and man-induced events, radiological and other environmental conditions, floodplains and natural phenomena, man-made facilities and activities that could endanger the ISFSI, and construction, operation, and decommission activities. All of these potential impacts must be carefully evaluated. First, the ISFSI capacity requirements should be determined. Potential sites should then be evaluated for siting impacts to ensure the site has adequate space, it can be licensed, it will minimize radiological doses to the general public and on-site workers, and construction, operation, and decommissioning won’t have a major effect on the environment or nearby population. The regulatory requirements that address storage system selection are found in 10 CFR 72, Subpart F, “General Design Criteria.” This section requires that the storage system be designed to withstand environmental conditions, natural phenomena, fires and explosions and that it includes confinement barriers, retrievability measures, and criticality safety. In order to be licensed by the U. S. NRC, all spent fuel storage systems must be evaluated to show how they meet these requirements. U.S. NRC approval of the system ensures that the requirements have been met and therefore ensure the health and safety of the public and environment are protected. The regulatory requirements that address the ISFSI design are also found in 10 CFR 72, Subpart F as well as 10 CFR 72, Subpart H, “Physical Protection.” Like the storage systems, the ISFSI site must be designed to withstand environmental conditions, natural phenomena, fires, and explosions. But the design must also include security provisions. Security features protect the spent fuel from attack or sabotage and therefore protect the health and safety of the public and the environment. The primary potential impact of spent fuel storage is radiation dose. The key regulatory requirement that addresses radiation dose is found in 10 CFR 72.104. This section requires that the dose to any individual member of the public not exceed 0.25 mSv (25 mrem) to the whole body, 0.75 mSv (75 mrem) to the thyroid, and 0.25 mSv (25 mrem) to any other organ, from exposure to direct radiation from the ISFSI, radioactive liquid or gaseous effluents, and radiation from other nearby nuclear facilities. Design features of the storage system and ISFSI include shielding by the cask enclosure, distance, berms as required, etc. to attenuate direct radiation, and confinement provisions to prevent radiological effluent leakage. The ISFSI must be located such that the cumulative doses from the ISFSI and reactor plant do not exceed regulatory requirements. Thus it can be seen that ISFSI site selection, storage system selection, and storage facility design all work together to ensure the health and safety of the public and environment are protected. Comments regarding the contents of this paper may be submitted to the author, Donald W. Lewis, Shaw Environmental & Infrastructure, 9201 E. Dry Creek Road, Centennial, Colorado, 80112, U.S.A.