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1
Symon, Graham. "Institutions, learning and labour : state policy, management strategies and worker response". Doctoral thesis, Luleå, 2007. http://epubl.ltu.se/1402-1544/2007/47/.
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Leung, Kit-ming. "From Labour shortage to rising unemployment : viewing the labour market of Hong Kong in the 1990s from a human resource management perspective /". Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18024543.
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Paul, Regine. "Labour migration management as multidimensional border-drawing : a comparative interpretive policy analysis in the EU". Thesis, University of Bath, 2012. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.558862.
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This thesis examines and compares current labour migration management of non-EU workers in Germany, France and the United Kingdom. It aims to explain cross-national similarities and differences from an interpretive policy analysis perspective. The research entails analyses of 33 legal documents and in-depth interviews with 25 high-ranking policy-makers and is anchored in case contexts. In order to gain comparative explanations the analysis maps legal classifications and rights regimes governing incoming migrant workers, explores meanings policy-makers vest in these, and thereby reconstructs the economic, social and political normative references these meanings entail in comparative perspective. By conceptualising migration policy as border-drawing I challenge the main stream migration policy literature, offering an alternative approach which changes the parameters of policy analysis more generally. While most migration policy research concentrates on explaining the control gap between restrictive admission policies and de facto migratory flows, I shift the analytical focus towards states’ power to define legal and illegal positions through policy and allocate rights in a differential way. Empirically, I overcome partial policy accounts by contributing a multidimensional analysis of labour migration policy across its economic, social, and politico-formal dimension, and develop an innovative methodology to explain crossnational variation in the interaction of these aspects. By associating each dimension with a specific borderdrawing site – capitalist coordination system, welfare state regime, and citizenship model – the thesis utilises regime theories to develop benchmarks for the empirical analysis while at the same time testing the explanatory scope of these theories in the field of labour migration. Migrant workers are selected by skill level and labour scarcity in all three cases in line with widely shared economic values surrounding labour migration agendas. Yet, the analysis also pinpoints considerable divergences when selecting migrants by origin, social cohesion concerns or with annual caps. The variable labour geographies into which migrant workers are admitted – mainly relating to post-colonial relationships, distinct uses of EU free movement, and demographic context – are seized by policy actors to selectively contextualise economic border-drawing. It is this distinct socio-political contextualisation of a shared cultural political economy of labour migration which explains similarities and differences in European labour migration management. The thesis hence contributes an empirically detailed understanding of an integrating EU common market which coexists with persistently diverging labour geographies and societies. Findings bear considerable policy implications in terms of European integration and the unequal distribution of labour mobility rights for migrants in Europe.
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Leung, Kit-ming, i 梁傑明. "From Labour shortage to rising unemployment: viewing the labour market of Hong Kong in the 1990s from a humanresource management perspective". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267452.
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Turner, Donna. "The Malaysian state and the régulation of labour : from colonial economy to k-economy /". Access via Murdoch University Digital Theses Project, 2006. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20070424.111203.
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Lee, Oi-man Grace, i 李藹雯. "Labour importation in Hong Kong: a study of its implications on human resource management and workplacerelations". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31237277.
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Goritz, Leif. "The ideological orientation and policy formulation of organised labour during a period of societal transition : a comparison of South Africa and Germany". Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53642.
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Thesis (MBA)--Stellenbosch University, 2003.ENGLISH ABSTRACT: This project attempts to assess critically the 'dualistic' role of Organised Labour within the complexities of societal transition processes. As observed by Bendix (1976/2000), the Industrial Relations System, and Organised Labour within it, is a generator for societal and political change. At present, the German union federation Deutscher Gewerkschaftsbund (DGB and the Congress of South African Trade Unions (COSATU) do not only hold prominent positions in their respective collective bargaining systems, but also a considerable amount of political power. In both societies, strict labour legislation and strong social-democratic or even communist factions prevent government from adopting more liberal and flexible labour laws. In this paper, the historical and the present role of Organised Labour in its wider societal, context has been critically examined within the framework of the EQUILIBRIUM CONVERGENCE approach (Willy Bendix, 1979) and the TRADE UNION POLICY MATRIX (Willy Bendix, 1979). Both, the EQUILIBRIUM CONVERGENCE model and the TRADE UNION POLICY MATRIX have been applied to place the Deutcher Gewerkschaftsbund (DGB) and the Congress of South African Trade Unions (COSATU) into their own societal perspectives in order to establish their role and policy in the societal transition process of their respective countries. In this respect, great similarities between problems, developments and policy formation have been found. Also that, albeit with a historical 'time lag', COSATU appears to follow the structural developments of its German counterpart, the DGB. Perhaps the most salient observation and conclusion is that, while the adaptation of the trade union movement in Germany within this country's societal, industrial transition phases, and particularly in the period of the reunification of East and West Germany, entailing the integration of a communist-socialist system into a social market economy and parliamentary democracy, was of a relatively realistic nature and resulted in a high degree of co operation between the social partners at the highest level leading to 'post modern unionism', South Africa, in its present industrial transition phase, has still to contend with strongly ideologically driven 'fighting unions'. This might hamper an effective economic policy formulation by the government.
AFRIKAANSE OPSOMMING: Die doel van hierdie werkstuk is 'n evaluasie van die 'tweeledige' rol van die arbeidsbeweging binne die kompleksiteit van 'n sosiale oorgangsproses. Soos deur Bendix (1996/2000) beweer, is die nywerheidsverhoudingsstelsel met arbeid as hoofakteur daarbinne as 'n dryfkrag, die katalisator vir sosiale en politiese verandering. Die vakbondfederasies Deutscher Gewerkschaftsbund (DGB) end die Congress of South African Trade Unions (COSATU) speel tans nie net prominente rolle in hulle individuele nywerheidsverhoudingsstrukture nie, maar het ook sterk magsbasise in hulle sosiale konteks. In albei samelewings verhinder streng progressiewe arbeidswetgewing en oorweldigende sosiaal-demokratiese, of selfs kommunistiese faksies die regering daarvan om meer liberale en buigbare arbeidswetgewing in te stel. In hierdie skrif word die geskiedkundige en huidige rolle van georganiseerde arbeid ondersoek binne die raamwerk van die EQUILIBRIUM CONVERGENCE Benadering (Willy Bendix, 1979) asook die TRADE UNION POLICY MATRIX (Willy Bendix, 1979). Albei, die EQUILIBRIUM CONVERGENCE model en die TRADE UNION POLICY MATRIX is toegepas om die Deutscher Gewerkschaftsbund (DGB) en die CONGRESS OF SOUTH AFRICAN TRADE UNIONS (COSATU) in hulle samelewingskompleksiteit te plaas om hulle rolle en beleid in hulle eie lande te bepaal. In hierdie proses van ondersoek is 'n groot ooreenstemming tussen hulle ontwikkelinge en posisies gevind, en ook dat, alhoewel met 'n historiese 'time lag', COSATU die pad van strukturele ontwikkelings van sy eweknie in Duitsland, die Deutscher Gewerkschaftsbund (DGB), volg. Miskien die mees belangrikste bevinding en gevolgtrekking is dat, terwyl die aanpassing van die Duitse vakbondbeweging binne die land sy industriele oorgangsfase, en besonders in die periode van die herenigingsproses van Oos en Wes Duitsland, en dus die inlywing van 'n sosialistiese sisteem in 'n sosiale markekonomie en sosiale demokrasie op 'n relatiewe, realistiese basis bewerkstellig was, wat in 'n hoe mate van samewerking tussen die sosiale venote op die hoogste vlak bewerkstellig het, wat na die stadium van 'post modern unionism' voer, Suid Afrika in sy teenwoordige industriele oorgangsfase nog steeds aan die probleem van sterk ideologies gedrewe 'fighting unions' bloot gestel is, wat 'n effektiewe proses van ekonomiese beleidsformulering mag benadeel.
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Ward, Kim. "Transforming neighbourhoods : an exploration of the neighbourhood management process in Ilfracombe, Devon". Thesis, University of Exeter, 2011. http://hdl.handle.net/10036/3603.
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The neighbourhood became one of the key sites for urban policy development during the previous New Labour government, and Neighbourhood Management Pathfinders were amongst their final strategies to combat “the most difficult problems faced by deprived neighbourhoods” (SEU 2000:5). This thesis explores the process of neighbourhood management in the coastal town of Ilfracombe, Devon. Ilfracombe features the characteristics of decline found in a number of coastal towns across the country, and suffers from high levels of deprivation (House of Commons Report 2006). Consequently, the neighbourhood management pathfinder ‘Transform’ was deployed in Ilfracombe in an attempt to address high deprivation. This thesis uses empirical findings collected through interviews and focus groups to examine the process of ‘Transform’, from its conception to its practical operation. It specifically considers the ‘voices’ of residents whose opinions and experiences, as targets of neighbourhood intervention are not always sufficiently documented within policy narratives. Consequently, the thesis unravels the process of neighbourhood management through findings generated by qualitative research ‘on the ground’. These are then examined through the lens of governmentality, allowing the methods, practice and outcomes of government, to be unpacked through a presentation of my empirical findings (Foucault 1991). These examinations take a particular interest in notions of community engagement and participation, partnership working, and the process of social exclusion. Here, partnership is demonstrated to be a tentative and fragile process underlined by local histories and differing temporal frameworks for action. But, this research also demonstrates that joint working can be improved through neighbourhood management which widens routes of communication to officers ‘on the ground’. However, what this thesis hopes to demonstrate most strongly is the continuing depth of problems felt by residents in Ilfracombe and that the process of ‘inclusion’ through paid work and ‘active’ citizenship, underlined in Labour’s neighbourhood renewal strategies, is not tackling some of the main problems of ‘deprived’ neighbourhoods, as experienced by the residents themselves.
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Feuerbacher, Arndt. "Economy-wide Modelling of Seasonal Labour and Natural Resource Policies". Doctoral thesis, Humboldt-Universität zu Berlin, 2019. http://dx.doi.org/10.18452/19825.
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Die vorliegende Dissertation widmet sich methodischen und empirischen Forschungsfragen mit Bezug auf saisonale Arbeitsmärkte und Politiken zur nachhaltigen Nutzung natürlicher Ressourcen. Hierfür wird ein gesamtwirtschaftlicher Modellierungsansatz angewendet, für den das im südöstlichen Himalaya gelegene Königreich Bhutan als empirische Fallstudie dient. Das methodische Forschungsziel der Arbeit ist, die Relevanz der Darstellung von saisonalen Arbeitsmärkten innerhalb von allgemeinen Gleichgewichtsmodellen (sog. CGE Modelle) zu ergründen. Dies stellt eine Neuheit in der Literatur dar. Die Arbeit zeigt auf, dass Modelle ohne saisonale Arbeitsmärkte systematisch Ergebnisse, wie Angebotsreaktionen und Wohlstandseffekte, verzerren. Die Saisonalität von Arbeit hat eine hohe Relevanz für gesamtwirtschaftliche Analysen im Kontext landwirtschaftlich geprägter Volkswirtschaften, insbesondere für Untersuchungen des Strukturwandels und agrarpolitischer Interventionen. Empirisch wird die wechselseitige Abhängigkeit von Politiken zum nachhaltigen Management natürlicher Ressourcen mit Zielen des Umweltschutzes und der ländlichen Entwicklung untersucht. Basierend auf unterschiedlichen Modellierungsansätzen, konzentrieren sich drei Studien auf agrar- und forstpolitische Szenarien in Bhutan. Es wird gezeigt, dass Bhutans Ziel, seinen landwirtschaftlichen Sektor auf 100% ökologische Landwirtschaft umzustellen, zu substantiellen Wohlfahrtsverlusten und negativen Folgen für die Ernährungssicherung führen würde. Die Analyse verschiedener forstpolitischer Szenarien demonstriert, dass eine höhere Forstnutzung in Bhutan im Sinne der gesamtwirtschaftlichen und ländlichen Entwicklung nachhaltig möglich ist. Die Arbeit weist auf verschiedene zukünftige Forschungsfelder hin, wie zum Beispiel die Integration von Ökosystemdienstleistungen, was als eine der wesentlichen Einschränkungen bei der modellgestützten Analyse von Politiken zur Nutzung natürlicher Ressourcen identifiziert wurde.Using an economy-wide modelling approach, this dissertation investigates methodological and empirical research questions related to seasonal labour markets and natural resource policies. The Kingdom of Bhutan, located in the south-eastern Himalayas, serves as a case study. The methodological research objective of this thesis is to gain an understanding of the relevance of seasonal labour markets in the context of economy-wide modelling. The depiction of seasonal labour markets at national scale using a seasonal social accounting matrix (SAM) and computable general equilibrium (CGE) model presents a novel development within the literature. It is demonstrated, that the absence of seasonal labour markets leads to systematic bias of model results. The consequences are distorted supply responses and biased welfare effects, underlining the pivotal implications of seasonality for economy-wide analysis in the context of agrarian economies, particularly for scenario analysis involving structural changes and agricultural policy interventions. The empirical research objective addresses the interdependence of natural resource policies with objectives of environmental conservation and rural development. Employing modelling techniques, three studies focus on specific agricultural and forest policy scenarios in Bhutan. Simulating Bhutan’s ambitious policy objective to convert to 100% organic agriculture demonstrates substantial welfare losses and adverse impacts on food security, causing trade-offs with objectives of rural development and food self-sufficiency. Analysing forest policy reforms shows that increased forest utilization contributes to economic development, particularly in rural areas, without jeopardizing the country’s forest conservation agenda. The dissertation points at numerous areas of future research, as for example the incorporation of ecosystem services, which is identified as one key limitation of economy-wide analysis of natural resource policies.
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Gould, Anthony Morven Francis, i n/a. "Employment Relations In The Fast Food Industry". Griffith University. Griffith Business School, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20061106.114525.
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The McDonald's model of labour management has been widely adopted throughout the fast food industry. Literature that is critical of fast food labour management policy and practice often portrays employers as offering work that is low paid, unchallenging and uninteresting. However, others argue that the industry provides young workers with: a first resume entry, training opportunities, the chance to develop a career and a path into employment. This study interprets these two perspectives as reflecting either misalignment or alignment of employee/crew and employer preferences. Such an interpretation recognises that fast food work does not represent a career for many who do it but is short term or 'stop-gap' in nature. The study's research question is: to what extent does management preference for elements of work align with the preferred working arrangements of crew at McDonald's Australia? This research subjects McDonald's Australian stores to independent scrutiny. Previous research in this area has mostly used qualitative methods. Earlier studies, by and large, provide descriptive accounts of fast food employment however they often lack the rigour of an empirical investigation. The present research uses a structured survey method to obtain data from crew and managers. Results are analysed using descriptive and inferential statistics. Findings focus on three areas of labour management: industrial relations, work organisation and human resource management. Several themes relating to alignment of preferences in the fast food employment relationship are identified. These are: crew have scant knowledge of industrial relations, do not like aspects of work organisation, but respond positively to certain human resource management policies and practices; crew lack knowledge of labour management issues generally; crew work is simple and repetitive; and, many young crew seem to dislike aspects of fast food work as they get older but others, who have distinctive characteristics, appear to continue to like the McDonald's approach as they age.
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Gould, Anthony Morven Francis. "Employment Relations In The Fast Food Industry". Thesis, Griffith University, 2006. http://hdl.handle.net/10072/366873.
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The McDonald's model of labour management has been widely adopted throughout the fast food industry. Literature that is critical of fast food labour management policy and practice often portrays employers as offering work that is low paid, unchallenging and uninteresting. However, others argue that the industry provides young workers with: a first resume entry, training opportunities, the chance to develop a career and a path into employment. This study interprets these two perspectives as reflecting either misalignment or alignment of employee/crew and employer preferences. Such an interpretation recognises that fast food work does not represent a career for many who do it but is short term or 'stop-gap' in nature. The study's research question is: to what extent does management preference for elements of work align with the preferred working arrangements of crew at McDonald's Australia? This research subjects McDonald's Australian stores to independent scrutiny. Previous research in this area has mostly used qualitative methods. Earlier studies, by and large, provide descriptive accounts of fast food employment however they often lack the rigour of an empirical investigation. The present research uses a structured survey method to obtain data from crew and managers. Results are analysed using descriptive and inferential statistics. Findings focus on three areas of labour management: industrial relations, work organisation and human resource management. Several themes relating to alignment of preferences in the fast food employment relationship are identified. These are: crew have scant knowledge of industrial relations, do not like aspects of work organisation, but respond positively to certain human resource management policies and practices; crew lack knowledge of labour management issues generally; crew work is simple and repetitive; and, many young crew seem to dislike aspects of fast food work as they get older but others, who have distinctive characteristics, appear to continue to like the McDonald's approach as they age.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
Full Text
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Kinge, Josie. "The partnership experiment : changing employee relations in the National Health Service : examining the viability of partnership between management, trade unions and the workforce". Thesis, University of Bedfordshire, 2008. http://hdl.handle.net/10547/296753.
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Partnership has enjoyed fresh attention since the 1990s and consequently is a growing yet increasingly fragmented area of research. With the incoming Labour Government in 1997, policy has aimed to replace conflict with co-operation in employee relations. Partnership is an approach to managing the employment relationship based on the search for common ground between management, employees and their representatives and involves the development of long-term relationships built on high levels of trust and respect. Approaches to, and models of, partnership are still at a formative stage with no consensus on how partnership develops effectively. Despite the recognition that to understand partnership fully the study of the processes involved is necessary, little is known about these processes involved. Furthermore, the current body of literature on partnership in a UK context is limited in terms of its theoretical basis. The research set out to identify through which theoretical mechanisms partnership works. Informed by social exchange theory, the study examines the viability of partnership within the NHS and attempts to understand the conditions for its successful development. Two stages of empirical research using a mainly qualitative design were conducted. The first stage of fieldwork involved a preliminary investigation of the introduction of partnership in the National Health Service. The aim of this stage was to trace the introduction of partnership and to understand its antecedents and what had set out to achieve using data from eleven in depth interviews with key players at national, regional and local levels throughout the service. Stage two followed a case study approach and investigated the development of partnership in four NHS Acute Trusts. This stage involved a range of techniques (i.e. semi-structured interviews, focus groups, and documentation) examining the views of fifty five respondents from management and trade union representatives across the four Trusts and used data from 543 questionnaires to investigate employee's experiences of partnership. The study contributes to the partnership literature on the developmental processes of partnerships by utilising social exchange theory to better understand the viability of partnership. In particular, examining partnership from a social exchange perspective enabled a deeper understanding of the decision processes involved when deciding whether to co-operate. The study demonstrates that the theory (and its related concepts) can be helpful in examining the viability of partnership in understanding the mechanisms that lead to its successful development and the maintenance of the relationship over time. In assessing the viability of partnership, the thesis identifies the conditions under which partnership produces its effects and demonstrates how these differed in terms of changes in both the climate and the behaviour and attitudes of participants. In sum, the idea of social exchange would seem to provide an underpinning rationale for partnership. Some support for a new and expanding role for the trade union involving jOint work in developing policies was found. Trade unions appear to have a legitimate role in the relationship which is on the whole accepted by key management and trade union players. However, the union role has a low profile amongst managers and employees and trade unions lacked the organisation needed for partnership to be effective. Moreover, if trade unions are going to reap the potential rewards of partnership there should be a continuing effort to address the problems of capacity and capability (by increasing the numbers and capability of union representatives) in order to raise the profile and acceptance of the union among management and employees. In addition, there is a requirement for adequate training and support to ensure that these representatives have the attitude, skills and confidence to become effective representatives of the workforce.
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MacNeill, Jessica Dawn. "The effects of labour law on small firms in South Africa : perceptions of employers in the hospitality sector in Pretoria, Gauteng". Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1018934.
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The South African government has attempted to find a balance of interests between the employer and the employee by the introduction of the Labour Relations Act in 1995 and the Basic Conditions of Employment Act in 1997. It is critical to the health of the South African economy that these labour laws do not impact small businesses to the extent that the Gross Domestic Product of the country is negatively affected. There are conflicting reports as to how these labour laws affect small businesses. It is therefore important for government to be able to understand, define and measure the impact of its labour laws on small businesses, in order for it to strategise corrective measures, which may include reconsidering the application of the legislative directive, regulated flexibility, if required. The study was limited in the sense that it was solely based on evidence collected from employers. An interpretivist approach was applied as a research methodology to data collected through in-depth interviews. The main findings of the empirical analysis demonstrate that labour legislation does not heavily impact small firms. It was thus determined that extensive measures were not needed with regard to correcting the framework of regulated flexibility.
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Clements, Paul. "The arts, culture and exclusion : with reference to New Labour cultural policy 1997-2002 : this is a critical examination of the social function and evaluation of the arts in Britain and the extent to which they legitimate social difference or integrate the socially excluded". Thesis, City University London, 2003. http://openaccess.city.ac.uk/8403/.
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With specific reference to the cultural policy set out by New Labour, this research explores the individual and social function of the arts and the extent to which they are agents of inclusion. The arts, an important aspect even driver of culture, can be perceived as exclusive with taste reflecting socio-economic concerns which contradicts this function. Such a paradox requires an investigation into the complex and sometimes contradictory relationship between cultural and social inclusion and exclusion, as well as the methods used of evaluating impact. The thesis is divided into four sections. Part One sets out definitions of social exclusion and relevant government cultural policy. Part Two investigates valuation methodology and techniques of evaluating the social impact of the arts programmes in particular. This includes an analysis of relevant reports. Part Three then investigates cultural exclusion. A trilateral approach is taken that assets at, cultural democracy and popular culture. Part Four relates specifically to causal factors of inclusion and how the arts enable emancipation, empowerment and satisfy personal need. It also explores the wider social function and ideal location of the arts, especially with regards to a leisure framework. Throughout, the research questions the extent to which the social role of the arts and policy is one of accommodation or more concerned with reflecting individual needs and a wider counterculture. It concludes that an engaged freedom is the more natural agenda of the arts, which contrasts with an instrumental New Labour government policy that treats social inclusion as primarily related to employment and training issues in order to increase individual social capital.
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Ribeiro, Thiago Figueiredo Fonseca 1973. "Autogestão dos trabalhadores como alternativa para recuperação de empresas falidas ou em processo falimentar". [s.n.], 2013. http://repositorio.unicamp.br/jspui/handle/REPOSIP/286174.
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Orientador: Rodrigo Lanna Franco da SilveiraDissertação (mestrado) - Universidade Estadual de Campinas, Instituto de Economia
Made available in DSpace on 2018-08-23T19:49:35Z (GMT). No. of bitstreams: 1 Ribeiro_ThiagoFigueiredoFonseca_M.pdf: 1716047 bytes, checksum: 7a37a5051c411a0c149faddf9641b56f (MD5) Previous issue date: 2013
Resumo: Os processos de criação e destruição de empresas são inerentes aos ciclos econômicos capitalistas. Diariamente, criam-se novas empresas, e se encerram outras. Parte dessas teria condições de continuar operando. O Direito Falimentar brasileiro atua como instrumento de proteção e busca preservar as atividades empresariais, recuperar o empreendimento em crise, salvaguardar os interesses dos credores e maximizar o valor dos ativos da empresa falida. Para cumprir seus objetivos, prevê-se o instrumento da recuperação judicial, abrindo-se também aos trabalhadores (enquanto credores) alternativas distintas para o encaminhamento da situação. O presente trabalho objetiva avaliar se a autogestão dos trabalhadores se constitui em uma alternativa viável à recuperação de empresas falidas ou em processo falimentar no Brasil
Abstract: The processes of creation and destruction of firms are inherent to capitalist economic cycles. Every day, new companies are created, while others are terminated. Part of these companies may have conditions to continue in operation. The Brazilian Bankruptcy Law acts as an instrument of protection and seeks to preserve the business activities, recovering the enterprise in crisis, safeguard the interests of lenders and maximize the value of the assets of the bankrupt company. To fulfill its objectives the instrument from bankruptcy, opening up also to workers (as creditors) distinct alternatives for the referral of the situation. This study aims to evaluate if the self-management of workers constitutes a viable alternative to the recovery of failed businesses in Brazil
Mestrado
Economia Social e do Trabalho
Mestre em Desenvolvimento Econômico
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Buchbach, Jacinta M. "Social media policies and work: Reconciling personal autonomy interests and employer risk". Thesis, Queensland University of Technology, 2017. https://eprints.qut.edu.au/112184/1/Jacinta_Buchbach_Thesis.pdf.
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The thesis provides an analysis of the boundary shifting which social media creates between the public/private dimensions of employees and the regulation of social media and work. The thesis analyses the legal complexities of corporate control over personal social media use and the challenges in both managing corporate risk and preserving personal autonomy interests of identity, participation and speech in online spaces. The research outlines what is wrong with social media policies and highlights uncertainties in the law from an individual autonomy perspective. It proposes an innovative model for constructing social media policies through the lens of communicative tenets of Corporate Social Responsibility.
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Meng, Ke. "Political institutions, skill formation, and pension policy : the political-economic logic of China's pension system". Thesis, University of Oxford, 2014. http://ora.ox.ac.uk/objects/uuid:4fd792f6-3b4a-46e0-9566-582de50e7106.
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A central theme in the comparative political economy of the welfare state is the complementaries between political institutions, social policy, and labour markets. Yet little has been written to uncover this political-economic nexus in China, the world’s second largest economy. This thesis partly addresses this gap by studying the country’s public pension arrangement, the most expensive component of the Chinese welfare state. It reveals the working of the political-economic nexus in contemporary China by showing how it leads to two puzzling characteristics of the Chinese pension system, namely the rapid expansion in the absence of electoral pressures and the persistent regional fragmentation despite an authoritarian central government. It argues that the decentralised authoritarianism, in which China’s authoritarian central state delegates to regional governments and motivates them to achieve its developmental goals, drives municipal authorities to compete with each other in generating economic growth. In the inter-municipal economic competition, local leaders adopt an expansionary yet localising pension policy. This facilitates the formation of specific industrial skills, which are productive for particular local industries, and the retention of skilled industrial workers. All of this is important to local economic development in a context of industrial upgrading and labour market tightening. It is argued this is the political-economic logic of China’s pension system.
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Kaliyati, William Qinisela. "Staying or leaving New Zealand after you graduate? : reflecting on brain drain and brain circulation issues facing graduates : a thesis submitted in partial fulfilment of the requirements for the degree of Master of Commerce and Management at Lincoln University /". Lincoln University, 2009. http://hdl.handle.net/10182/1535.
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Brain drain and brain circulation are forms of skilled labour migration which have a significant impact on New Zealand’s economic growth. Based on their importance, it is suggested that economies rethink how they compete for skilled labour in an international labour market. This research study reviews economic and non-economic factors that influence an individual’s decisions to stay or leave New Zealand. Data is collected from a survey sample of Lincoln University final year undergraduate and postgraduate students, who represent New Zealand’s future skilled labour. The research study employs a data reduction technique called factor analysis to collate large sets of variables into small sets for econometric analysis. The key econometric tool, logit analysis, provides probabilities of graduates leaving New Zealand and marginal effects of changes in key economic and non-economic variables. These key findings, providing new knowledge, are used to engage in a policy discussion in the last chapter. The research study importantly maintains focus on three key stakeholders, the government, the business community and the individual/student when addressing and analysing New Zealand’s brain drain and brain circulation issues.
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Carriere, Brian. "Public Policies Enabling Social Impact Investment Funds: Tax-Credits and Cash Transfers". Thesis, Université d'Ottawa / University of Ottawa, 2019. http://hdl.handle.net/10393/38791.
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Over the past decade, Social Impact Investing (SII) has garnered increasing attention among public policy makers as a solution for multigenerational, complex, intractable social and environmental problems, or as some advocates like to say, ‘wicked’ problems. The growing interest in SII aligns with the expansion, since the 1980s, of a set of public sector reforms that make use of new public policy instruments to achieve public objectives. Neoliberal economists and New Public Management (NPM) theorists have long argued for these reforms to improve the effectiveness and efficiency of government bureaucracies. These reforms have led to a paradigm shift that Lester M. Salamon has labeled ‘New Governance’, characterized by public policies that make use of market mechanisms, partnerships with new actors, networks and flexible rules. Public administration scholars have suggested focusing on public policy instruments instead of the traditional focus on programs and institutions to gain an understanding of the dynamics of the ‘New Governance’ paradigm and to address important questions that go beyond the dimensions of effectiveness and efficiency. This dissertation draws on Lester M. Salamon’s framework for analyzing public policy instruments combined with a conceptual framework developed by the Organization for Economic Development and Cooperation (OECD). The thesis uses this framework to assess the SII market by examining three cases of Canadian federal public policy instruments designed and implemented to achieve socio-economic objectives. These policy instruments provide either a cash transfer or a tax incentive to create investment funds mandated to invest with a purpose of making a return and achieving a positive social outcome. The dissertation employs a qualitative research approach and case study method to explore questions of equity and effectiveness to produce findings and recommendations useful to pubic administration scholars who focus their research on public policy instruments and to public policy makers who are considering policy options for structuring and growing the SII market. Data was collected through an extensive document review and 19 semistructured interviews. A dimensional analysis, SII analysis and discourse analysis of the data were undertaken. The researcher made the choice of undertaking a discourse analysis in order to fill a gap in the public policy instrument literature and inform the debate on SII. This dissertation contributes to the body of knowledge on public policy instruments and SII by presenting the results of a comparative analysis of three public policy instruments that created investment funds mandated to produce socio-economic outcomes.
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Economou, Nicholas. "Greening the Commonwealth : the Australian Labor Party government's management of national environmental politics, 1983-1996 /". Connect to thesis, 1998. http://eprints.unimelb.edu.au/archive/00000333.
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Andrews, Charles G. "Comparative Analysis of Management and Employee Job Satisfaction and Policy Perceptions". Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4239/.
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The purpose of the study was to investigate the perceptions of job satisfaction as defined by management and nonmanagement employees and to compare both parties' perceptions of organizational benefits to a list prepared by the organization's benefit personnel. Turnover is costly to the organization, both in money and in the impact it has on those individuals remaining with the organization. Every effort should be undertaken to reduce the amount of turnover within the organization. A contributing factor leading to turnover may be a gap between what the employees believe is important to them and what management believes is important to the employees. The boundaries of the gap need to be identified before any effort can be made to reduce or bridge the gap. Once the boundaries are identified, policies can be analyzed and the possibility of reducing the gap investigated. Management as a whole must be aware of the needs and wants of their employees before any attempt to develop a retention strategy is undertaken. This knowledge can be acquired only through two-way communication with the employee. The communication process includes the simple process of asking employees for this information and then listening to how they respond. This study suggests that little difference exists in perception of job satisfaction importance for gender, age group, length of time with the organization, topic training hours, and between management and nonmanagement employees. However, perception gaps exist between the job satisfaction items addressed by organizational policies and procedures and those perceived by employees. Additional studies that include a number of varied organizations are needed before extensive generalizations can be made.
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Udo, Friday Daniel. "Trade unionism in the City of Atlanta civil service: problems of the multilateral approach to labor management relations". DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1986. http://digitalcommons.auctr.edu/dissertations/1070.
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This paper examines trade unionism in the City of Atlanta Civil Service. Focusing on the American Federation of State County and Municipal Employees (AFSCME) and general service employees, with the city as members, the study employed the qualitative research methods of participantobservation and analysis of secondary data sources.
Major findings of the study are first, the lack of collective bargaining agreement (contract) between AFSCME and the City of Atlanta. This problem is found to be related to the legal setting of the City of Atlanta, the influence of the Civil Service Board on labor relation matters and the attitudes of public managers towards collective bargaining. Georgia's law pertaining to collective bargaining is vague. As a non-statutory state, collective negotiations in Georgia are limited to a meet-and-confer policy and the use of the union security measure of dues check-off.
Secondly, board members are found to lack proper qualifications in personnel matters yet are trusted with initial responsibilities of assisting the city in serving and maintaining highly skilled, motivated and productive personnel. In addition, the board is responsible for a complete evaluation and the passing of final disciplinary decisions on employees, without adequate experience and knowledge in these areas. The results are inconsistent judgement and delay in adjudicating grievance cases.
Thirdly, the attitude of public managers towards collective bargaining with public employees in the city is negative. This negative attitude is enhanced by over reliance on attorney general opinions which govern and shape labor-relation matters in the city.
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Steinhouse, Adam. "Workers' participation and the French state, 1944-1948". Thesis, University of Oxford, 1999. http://ora.ox.ac.uk/objects/uuid:3c55c0da-460f-4f12-9e93-db25ae76a181.
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This thesis explores attempts by state officials to enable workers and the principal trade union, the Confédération Générate du Travail, to participate at the workplace and in the French state from 1944 to 1948. At a time of increased state intervention and new social welfare policies, workers gained new responsibilities in the comités d'entreprises, or works councils. The regional government, the commissaires, helped to initiate worker control experiments, notably at the Berliet truck plant in Lyon. By the end of 1948, however, the strength of the French labour movement had not significantly increased, either at the workplace or in the state. In their demand for greater participation, workers faced resistance from state officials, employers and even unions. State actors, such as labour inspectors, prefects, and commissaires, actively sought social peace and greater productivity in 1944-1946. At the level of the shopfloor, the new comités d'entreprises gave workers, for the first time, an official voice in the firm. However, they had no say over production decisions. Nor did worker participation extend to unskilled workers, immigrants, or women. Worker participation did not go further at the time for three reasons. Employers intensified rationalisation measures at the workplace and refused to accept new powers given to the works councils. The CGT was insufficiently committed to workplace participation. Finally, the power of the centralised state was entrenched in the domain of economic planning but did not influence the workplace sufficiently to support participation, particularly in 1946-1948. The postwar settlement that led to increased growth in the 1950s was structured around the private sector and the planning capabilities of the state, at the expense of any involvement by labour. The exclusion of workers from planning decisions and the failure of worker control attempts led not only to the strikes of 1947-1948, but to a profound degree of powerlessness that was to mark the labour movement for the next generation.
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Jain, Aditya Kailash. "Development and implementation of policies for the management of psychosocial risks : exploring the role of stakeholders and the translation of policy into practice in Europe". Thesis, University of Nottingham, 2011. http://eprints.nottingham.ac.uk/12295/.
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The key aim of this research is to evaluate the impact of policy level interventions for the management of psychosocial risks in Europe. This research is exploratory in nature and seeks to clarify the policy framework in relation to psychosocial risk management, identify key policy stakeholders, examine their perceptions and clarify their role in the policy making process. The research also evaluates the impact of selected policies by analysing their implementation and impact on action at the national and enterprise levels. A combination of qualitative and quantitative methodologies was employed. Three qualitative and two quantitative studies were conducted and sought to: a. identify all stakeholders relevant to psychosocial risk management, b. analyse the role of key stakeholders in the policy development process as well as drivers and barriers for the development and implementation for such policies for psychosocial risk management, c. investigate the effectiveness and needs related to EU and national regulations governing health and safety and psychosocial risk management at the workplace, d. explore stakeholders’ views on the impact of policy interventions and priorities for action at the policy level, and e. analyse the translation of policy into practice at the enterprise level, by assessing the impact of policies on enterprise action (specifically on the implementation of procedures and measures to manage psychosocial risk management), and by identifying the key drivers, barriers and needs of European enterprises in relation to psychosocial risk management. Overall, the findings of this work recognise many challenges in relation to policy evaluation for psychosocial risk management. However, unless the impact of these policies is evaluated using predefined and appropriate evaluation methodologies and criteria, the basis on which further policies can be developed will not be clear. The research also highlighted that despite the increased awareness of issues relating to psychosocial risks in Europe, there are several differences in perceptions amongst stakeholders and lack of prioritisation of these issues at the policy level that may seriously hinder practice. In this context, the role of researchers and academics is important. Evaluation of policies must therefore ideally be carried out on a tripartite plus basis and should not be within the remit of governmental agencies alone.
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Mai, Angela Marie. "Beliefs Influencing Hiring Agents' Selection of Qualified Autistic Candidates". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5022.
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Qualified and capable working age autistics face an 83% unemployment rate, thus, straining the economy and deteriorating their quality of life. This research examines potential contributing factors by inquiring what hiring agents' beliefs may be influencing their selection of qualified autistic candidates. This quantitatively weighted, concurrent, mixed methods (QUAN > qual), multiple linear regression study measured the influence of hiring agents' control, normative, and behavioral beliefs upon their selection of qualified autistic candidates. Through the theoretical lens of Ajzen's theory of planned behavior, conceptually crystallized with other validated theories; a representative, simple, random probability sample of hiring agents throughout the contiguous United States (n = 212) participated in this study. This model statistically significantly identified hiring agents' beliefs influencing their selection of qualified autistic candidates to fill open positions (F(45, 73) = 36.067, p < .001, adj. R2 = .930). The inclusion of autistics in organizational diversity policies and practices (B = 0.266), overcoming dependability stereotypes (B = 0.195), and the fear of embarrassment (B = 0.187) were the most significant (p < .001) quantitative influencers. Participants (30%) qualitatively conveyed a desire for comprehensive autistic education. Future study should explore public policy aimed at organizational education relative to qualified autistic candidates. This increased scientific understanding could help develop expanded public policy leading to decreased unemployment rates for autistics, increased organizational performance for all business types, and improved socioeconomic stability across the nation resulting from increased economic contributions and decreased social service expenditures.
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Kafidi, W. "Strategic options for trade unions in the Namibian Police Service". Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53600.
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Thesis (MPA)--Stellenbosch University, 2003.ENGLISH ABSTRACT: Freedom of association is a constitutional fundamental freedom denied the members of the Namibian Police Service. This led to the researcher to conduct a study on current labour practices in the said organisation. The aim thereof was to establish whether the inexistence of unions has a detrimental effect on labour relations, and also to explore possibilities of introducing trade unions in the Police Service. A study was conducted within a qualitative approach with the data obtained from existing literature as well as through interviewing police officers and other public office bearers. It was ultimately found that the entire organisation is fraught with labour related problems, which would have been handled differently within unionism. The study therefore recommends that a union be formed for the Namibian Police members.
AFRIKAANSE OPSOMMING: Vryheid van assosiasie is 'n konsitusionele fundamentele vryheid wat die lede van die Namibiese Polisiediens ontsê is. Dit was aanleidend tot die navorser se ondersoek van bestaande werkspraktyke in die gemelde organisasie. Die studie is daarop gerig om vas te stel of die bestaan van unies nadelig inwerk op werksverhoudings asook om die moontlikheid van die instelling van vakunies in die polisiediens te ondersoek. Die studie is met 'n kwalitatiewe benadering onderneem en data is bekom uit bestaande literatuur asook onderhoudsvoering met polisiebeamptes en ander openbare ampsdraers. Daar is uiteindelik bevind dat die hele organisasie gebuk gaan ander werksverwante probleme wat binne vakunie-verband anders hanteer sou word. Die studie beveel dan ook aan dat 'n unie vir die lede van die Namibiese Polisie ingestel moet word.
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Thomsen, Stephan Lothar. "Evaluating the employment effects of job creation schemes in Germany". Heidelberg : [Mannheim] : Physica-Verlag ; ZEW, Zentrum für Europäische Wirtschaftsforschung, 2007. http://dx.doi.org/10.1007/978-3-7908-1950-2.
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Abdel-Wahab, Mohamed Samir. "An examination of the relationship between skills development and productivity in the construction industry". Thesis, Loughborough University, 2008. https://dspace.lboro.ac.uk/2134/4658.
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In recent years, the UK government skills policy has emphasised the role of workforce skills development as a key driver of economic success and improving productivity across all sectors of the economy. The importance of skills (as a vehicle for enhancing productivity performance) is highlighted within numerous government reports, such as Skills White Papers (2003 and 2005), in addition to the Leitch Review of Skills (2006) which coincided with the outset of this research. Thus, the aim of this research was to examine the relationship between skills development and productivity in the construction industry in order to assess the assumptions of government skills policy in the context of the sector. A multi-method approach was adopted in this research. This involved the analysis of: official construction statistics, levy/grant and financial accounts data of construction companies, in addition to a telephone survey. The main findings of the research are published in five peer reviewed academic papers, demonstrating the tenuous nature of the relationship between skills development and productivity performance, particularly when considering the heterogeneous nature of the construction industry. Government claims about the mono-causal relationship between skills and productivity should be treated with caution. A simple boost in qualification levels or participation rates of training is unlikely to lead to productivity improvements in the construction sector. However, skills development and training activities needs to be targeted and focused if the desired outcome of enhancing productivity performance is to be achieved. Construction companies needs to be proactive in addressing the skills and training needs of their business through drawing on the various support available through CITBConstructionSkills training grants or participating in appropriate skills/training initiatives, such as apprenticeship schemes. The provision of 'productivity-based' training grants should be considered by CITB-CS in order to prompt construction companies to consider training as a plausible means for enhancing their productivity performance. Finally, the recommendations presented in this thesis and areas for further research sets out the potential way forward in terms of advancing knowledge in this area.
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Cornelius, Andre. "The impact of time lost through absenteeism on service delivery in the South African Police Services (SAPS), the area Kuilsriver cluster, Cape Town, Western Cape". Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2358.
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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2016.Absenteeism in the South African Police Service is without doubt one of the most difficult aspects to manage. It is therefore important for the organisation to have measures in place to reduce absenteeism. More focus is put on the cost of absenteeism without realising the enormous adverse effect it has on service delivery in the South African Police Service. By reducing the absenteeism rate by just one day per employee, organisations can boost productivity, improve morale and improve their profit margins significantly (Nel, 2013:1). This research project examined the impact on service delivery of time lost through absenteeism in the South African Police Service with specific reference to the Kuils River cluster Cape Town, Western Cape, South Africa. Problems relating to absenteeism as well as the main contributors to absenteeism were identified by the researcher and recommendations were made. A quantitative research approach was followed with a survey amongst staff members. The data analysis from the questionnaire was compiled by the in-house statistician that was recommended by Cape Peninsula University of Technology. The research project makes recommendations that address the problems highlighted in this empirical study, as well as a recommendation for further studies.
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Ranochová, Aneta. "Úroveň lidských zdrojů a jejich úloha v regionálním rozvoji Zlínského kraje". Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192982.
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There are two main aspects this thesis is based on. These are human resources as a major factor of regional development and human capital as the most valuable asset of the organization. The aim of the thesis is to map the situation in the labor market in the Zlín region as seen from the perspective of employers and from the perspective of further regional development in prospective sectors of the economy. The thesis deals not only with the level and quality of human resources in the Zlin region, but also with employers' satisfaction with the current level of the workforce. The first part is based on the theoretical background and focuses on human resources as a factor of regional development in the Czech Republic. The following chapters deal with regional policy and regional development in the country. The next part is aimed at human resources in terms of organization and especially personnel management. It describes selected areas of human resource management that are important for the theoretical basis of the thesis. The practical part is divided to three parts. The first part introduces the analysis of the situation in the Zlín Region. It contains basic indicators of the level of human resources and compares them with other Czech regions. Then there are the results of a survey and structured interviews, which were conducted among employers in the Zlín region. The aim of the survey was to identify employers' satisfaction with human resources in the region and assess the quality of human resources in terms of the appropriateness of the focus of education and its level compared to the needs of employers in the region. The final part of the thesis summarizes the results obtained in the analysis and compares them with the results from employers in the region. It is concluded by the evaluation of hypotheses.
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Кирієнко, Є. М. "Вплив демографічних та міграційних процесів на управління трудовими ресурсами в Україні". Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/21109.
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Кирієнка, Є. М. Вплив демографічних та міграційних процесів на управління трудовими ресурсами в Україні : магістерська робота : 073 Менеджмент / Є. М. Кирієнка ; керівник роботи Холодницька А. В. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 66 с.Метою кваліфікаційної роботи є дослідження впливу демографічних та міграційних процесів на управління трудовими ресурсами в Україні. Об’єктом кваліфікаційної роботи є визначення впливу демографічних та міграційних процесів на управління трудовими ресурсами в Україні. Предметом кваліфікаційної роботи є визначення напрямків удосконалення управління трудовими ресурсами в Україні з урахуванням впливу на них демографічних та міграційних процесів. У дослідженні застосовувались такі методи: міждисциплінарний, логічного узагальнення, аналіз, синтез та узагальнення, компаративного аналізу, економіко-статистичного, структурного та економіко-математичного моделювання та прогнозування. Наукова новизна кваліфікаційної роботи обумовлена тим, що в роботі вперше досліджено взаємний вплив демографічних та міграційних процесів на управління трудовими ресурсами України та визначено актуальні методи подолання відтоку робочої сили за кордон. Практична значущість отриманих результатів полягає в можливості реалізації розроблених рекомендацій щодо подолання негативних демографічних тенденцій в Україні та відтоку робочої сили за кордон з метою удосконалення управління трудовими ресурсами в Україні.
The purpose of the qualification work is to study the impact of demographic and migration processes on the management of labor resources in Ukraine. The object of the qualification work is to determine the impact of demographic and migration processes on the management of labor resources in Ukraine. The subject of the qualification work is to determine areas for improving the management of labor resources in Ukraine, taking into account the impact of demographic and migration processes. The following methods were used in the study: interdisciplinary, logical generalization, analysis, synthesis and generalization, comparative analysis, economic-statistical, structural and economic-mathematical modeling and forecasting. The scientific novelty of the qualification work is due to the fact that for the first time the mutual influence of demographic and migration processes on the management of labor resources of Ukraine is studied and the actual methods of overcoming the outflow of labor abroad are identified. The practical significance of the obtained results lies in the possibility of implementing the developed recommendations for overcoming the negative demographic trends in Ukraine and the outflow of labor abroad in order to improve the management of labor resources in Ukraine.
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周游. "新加坡人力資源政策分析以及對澳門的啟示". Thesis, University of Macau, 2009. http://umaclib3.umac.mo/record=b2554119.
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SILVA, MARIA C. C. da. "O comprometimento como estratégia para a adoção de um sistema de gestão ambiental: O caso de uma instituição pública de pesquisa". reponame:Repositório Institucional do IPEN, 2017. http://repositorio.ipen.br:8080/xmlui/handle/123456789/27970.
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Esta tese, utilizando-se do mapa cognitivo Strategic Options Development and Analysis - SODA, se propôs a atender o objetivo nela especificado, ou seja, avaliar a importância do comprometimento organizacional para a implementação de um Sistema de Gestão Ambiental SGA por parte dos quinze Gerentes de uma Instituição Pública Federal, localizada no estado de São Paulo. Os dados que compuserem o mapa cognitivo, foram obtidos por meio de entrevista face a face, no período de maio a novembro de 2015, e de reuniões grupais com os referidos Gerentes, no período de dezembro de 2015 a março de 2016. A utilização do método de estruturação de problemas - Problem Structuring Methods (PSMs) - mapa cognitivo - SODA possibilitou investigar, as possíveis incertezas, complexidades e conflitos, voltados para o elemento comprometimento, provenientes da adoção de uma gestão ambiental, por intermédio da implementação de um Sistema de Gestão Ambiental SGA. O resultado da análise do mapa cognitivo demonstrou a importância do comprometimento organizacional quando da intenção de se adotar um Sistema de Gestão Ambiental. Diferentemente do entendimento de Barbieri (2007), o presente estudo coloca a importância desse comportamento não somente por parte da alta direção, mas também por parte de toda a equipe a ser envolvida nas atividades concernentes a tal sistema. Permitiu também a construção de um modelo de mensuração do comprometimento em relação ao Sistema de Gestão Ambiental SGA. O comprometimento mensurado por meio de referido instrumento, está dividido em dois componentes: afetivo que tem o comprometimento como um apego, como um envolvimento, onde ocorre a identificação com a empresa, funcionários com forte comprometimento afetivo permanecem na empresa porque querem, e normativo o comprometimento como uma obrigação em permanecer na organização, funcionários identificados com esse comportamento permanecem na empresa porque sentem que tem essa obrigação. O modelo de mensuração do comprometimento neste estudo sugerido, a ser validado em estudos longitudinais, permitirá mapear elementos de forma que possam observar tendências. Referido instrumento não foi validado neste estudo, no entanto sugere-se que estudos futuros, por meio de estudos longitudinais procedam sua validação.
Tese (Doutorado em Tecnologia Nuclear)
IPEN/T
Instituto de Pesquisas Energéticas e Nucleares - IPEN-CNEN/SP
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Peres, Gislaine Alves Liporoni [UNESP]. "Gestão do trabalho no sistema único de assistência social". Universidade Estadual Paulista (UNESP), 2016. http://hdl.handle.net/11449/139545.
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Esta tese aborda o tema da gestão do trabalho na Política de Assistência Social, instituída pela Norma Operacional Básica de Recursos Humanos do Sistema Único de Assistência Social (NOB-RH/SUAS), com o objetivo de compreender a gestão do trabalho no SUAS, a partir de reflexões sobre o conceito desse eixo fundamental da política e da análise sobre o significado atribuído à gestão pelos responsáveis por essa norma reguladora nos municípios da região de Franca/SP. Para aprofundar a compreensão sobre o objeto de estudo – a gestão do trabalho na Política de Assistência Social – no âmbito municipal, foi realizada pesquisa teórica, exame de documentos, legislações e consultas a organismos públicos – um estadual e vários federais. O estudo seguiu o método indutivo, utilizando a abordagem qualitativa. A investigação de campo compreendeu a realização de entrevistas com os sujeitos, gestores municipais de assistência social e coordenadores de entidades de assistência social, através da aplicação de formulário semiestruturado contendo questões fechadas que identificaram o perfil dos sujeitos e das entidades de assistência social, assim como questões abertas, permitindo maior aproximação com a realidade da gestão do trabalho nos municípios. As falas dos sujeitos revelaram tanto os avanços quanto os limites à implantação da NOB-RH/SUAS nos municípios da região de Franca e deram origem às categorias empíricas, levando à conclusão de que o Estado não dispõe das condições técnicas, políticas e financeiras necessárias para assumir e executar a responsabilidade da sua primazia sobre a NOB-RH/SUAS, apontando para a necessidade de revisão da normativa.
This thesis aims the labor management issues in the Social Assistance Policy, established by the Basic Operational Norm of Human Resources of the Social Assistance System (BON-HR /SAS), in order to understand the work management in SAS based on reflections upon the concept of this politics fundamental axis, as well as analyzing the importance given to the management by those who are responsible for this regulatory standard within the cities in the region of Franca/SP. To deepen the understanding of the object of study – the work management in the Social Welfare Policy – focusing the municipal level, a theoretical research was conducted, papers and legislations were reviewed, and consultations with public organizations were performed - a state and some federal. The study followed the inductive method, using a qualitative approach. The field research consisted of interviewing the people responsible for the area, municipal social assistance managers and coordinators of social assistance organizations, through semi-structured form containing closed questions with the purpose of identifying the profile of the interviewed people along with the social assistance entities, as well as open questions, enabling greater rapprochement with the reality of labor management in the municipalities. The answers revealed both the advances and the limits of the BON-HR/SAS deployment in the municipalities in the region of Franca, rising the empirical categories, leading to the conclusion that he State does not have the technical, political and financial conditions necessary to assume and perform the responsibility of its primacy over the BONHR/SAS, indicating the need of revising the rules.
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Tolbert, Harrison. "The effects of higher education on law enforcement". CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2537.
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This paper focused on many aspects of higher education, and how this complex topic is affeccting law enforcement today and will continue to affect it in the future. The role of police officers has changed over the preceding two hundred years from watchman to professional peacekeeper. Experts attribute this change to increases in societal awareness of crime, the implementation of civil service protection, and educational advances.
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Wright, Ursula Tiershatha. "Institutional Ethnography: Utilizing Battered Women’s Standpoint to Examine How Institutional Relations Shape African American Battered Women’s Work Experiences In Christian Churches". FIU Digital Commons, 2017. http://digitalcommons.fiu.edu/etd/3188.
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The purpose of the collected papers dissertation was to critically examine the individual and institutional conditions that shaped battered women’s work experiences in church organizations. The studies in the collected papers shared the provision of using a methodological and analytic tool, institutional ethnography (IE), that offers a strategic and comprehensive means of investigating issues related to institutions and institutional processes that merge a macro and micro view. The first paper was a conceptual paper that emphasized the socio-political context in which adult vocation education is practiced and shared a practical means of using IE to uncover the interconnected and interdependent social processes that prohibit an individual’s ability to navigate structural and political subsystems that impact learning, teaching, and work. The second paper was an empirical paper that used IE to help us see how battered women’s needs as workers in Christian churches are evaporated behind institutional ideologies and actions that invalidate her concerns while preserving their ideals. The study revealed four ways that African American battered women entered into an institutional death process by direct disclosure or assumed disclosure: (a) invalidation, (b) overspiritualization, (c) inauthenticity, (d) and bifurcation. It was found, that once disclosure took place, women placed a different expectation upon the church to respond to their issue of domestic abuse. In summation, Study #2 highlighted the use of IE in uncovering the institutional relations that shaped women’s experiences as work in Christian churches. Overall, the findings elucidate ways that social workers, churches, adult educators, and HRD researchers and practitioners can engage in research that has implications for how to collaborate for implementable solutions. The findings provide ways for African American women to navigate oppressive regimes; and lends insight to how adult educators, HRD practitioners, and pastors who work with battered women can assist and intervene in the educational, emotional, and natural support areas for African American battered women working in Christian churches.
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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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Дайчак, Оксана Володимирівна, i Oksana Daichak. "Удосконалення організації праці на підприємствах готельно-ресторанного господарства (на прикладі готельно-ресторанного комплексу “Три бажання”)". Master's thesis, ТНТУ, 2021. http://elartu.tntu.edu.ua/handle/lib/36920.
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Кваліфікаційна робота магістра (101 с., 11 рис., 22 табл., 35 літ. джерел) за спеціальністю 241 “Готельно-ресторанна справа”. – Тернопільський національний технічний університет імені Івана Пулюя. Факультет економіки та менеджменту. – Тернопіль, 2021.Кваліфікаційна робота магістра робота присвячена розгляду питань удосконалення організації праці на підприємствах готельно-ресторанного господарства в умовах реформування економіки. У процесі дослідження розглянуто питання організації праці у системі управління підприємствами готельного-ресторанного бізнесу у сучасних умовах, її особливості та специфіку, а також роль, значення та вплив клієнтоорієнтованого підходу на покращення організації праці на підприємствах готельно-ресторанної сфери. У роботі проаналізовано виробничо-господарську, організаційно-економічну та фінансову діяльність досліджуваного підприємства – готельно-ресторанного комплексу “Три бажання”, досліджено кадрову політику даного підприємства, зокрема основні етапи набору та управління персоналом, методи матеріальної та нематеріальної мотивації працівників. З метою удосконалення організації праці у готельно-ресторанному комплексі “Три бажання” запропоновано впровадити систему мотиваційного моніторингу та сучасні методи відбору персоналу, надан
This master’s thesis is devoted to the improving the work organization of the hotel and restaurant industry in the context of economic reform. In the course of research the questions of the work organization in the context of management system, its features and specifics, importance and impact of customer-oriented approach to improving the organization of labor on the hotel and restaurant industry was considered. The paper analyzes the production, economic and financial activities of the researched enterprise – the hotel and restaurant complex “Three Wishes”, investigate the personnel policy of the enterprise, including individual stages of recruitment and management of personnel, material and intangible motivation of employees. In order to improve the work organization in the hotel-restaurant complex “Three Wishes” it is proposed to introduce a system of motivational monitoring and modern methods of personnel selection, provided practical recommendations for improving the quality of service in the hotel.
Вступ...6 1. ТЕОРЕТИЧНІ АСПЕКТИ УДОСКОНАЛЕНННЯ ОРГАНІЗАЦІЇ ПРАЦІ НА ПІДПРИЄМСТВАХ ГОТЕЛЬНО-РЕСТОРАННОГО ГОСПОДАРСТВА...10 1.1. Дослідження організації праці у системі управління підприємствами готельного та ресторанного бізнесу у сучасних умовах...10 1.2. Специфіка організації праці підприємств готельно-ресторанного господарства...19 1.3. Вплив клієнтоорієнтованого підходу на покращення організації праці на підприємствах готельно-ресторанної сфери ...23 2. ДОСЛІДЖЕННЯ ОРГАНІЗАЦІЇ ПРАЦІ ГОТЕЛЬНО-РЕСТОРАННОГО КОМПЛЕКСУ “ТРИ БАЖАННЯ...33 2.1. Організаційно-економічна характеристика та дослідження основних засад діяльності готельно-ресторанного комплексу “Три бажання”…33 2.2. Оцінка фінансового управління закладу ресторанного господарства...42 2.3. Аналіз застосування методів відбору персоналу у готельно-ресторанному комплексі “Три бажання”…53 3. НАПРЯМИ УДОСКОНАЛЕННЯ ОРГАНІЗАЦІЇ ПРАЦІ У ГОТЕЛЬНО-РЕСТОРАННОМУ КОМПЛЕКСІ “ТРИ БАЖАННЯ”…61 3.1. Забезпечення ефективного процесу мотивації праці за допомогою системи мотиваційного моніторингу готельно-ресторанного закладу...61 3.2. Рекомендації щодо покращення якості обслуговування у готелі...69 3.3. Удосконалення методів відбору персоналу у готельно-ресторанному комплексі “Три бажання” ...78 РОЗДІЛ 4. ОХОРОНА ПРАЦІ ТА БЕЗПЕКА В НАДЗВИЧАЙНИХ СИТУАЦІЯХ...87 4.1. Організація охорони праці у готельно-ресторанному комплексі “Три бажання”…87 4.2. Забезпечення ефективної роботи персоналу при розробленні і реалізації заходів з евакуації персоналу та клієнтів готельно-ресторанного комплексу “Три бажання”…92 Висновки ...94 Перелік використаних джерел ...97 Додатки ...101
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Wright, Timothy H. "How can the DOD minimize the impact on the reservist/National Guardsman's civilian employer while transforming to an operational force?" View report via DTIC View report via CGSC website, 2008. http://handle.dtic.mil/100.2/ADA482989.
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Thesis (Master of Military Art and Science)--Command and General Staff College, Fort Leavenworth, 2008.Title from title screen (viewed June 16, 2009). "ADA482989"-DTIC URL. Includes bibliographical references (p. 77-81).
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Haile, Yohannes. "Sustainable Value And Eco-Communal Management: Systemic Measures For The Outcome Of Renewable Energy Businesses In Developing, Emerging, And Developed Economies". Case Western Reserve University School of Graduate Studies / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1459369970.
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Rodrigues, Sharlene Goulart. "A emergência do "campo" da educação permanente em saúde no Brasil : o ordenamento da formação de recursos humanos no Sistema Único de Saúde, 2003-2007". reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2015. http://hdl.handle.net/10183/164775.
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Esta dissertação teve como tema a Educação na Saúde, no contexto da criação da Secretaria de Gestão do Trabalho e da Educação na Saúde (SGTES) no Ministério da Saúde (MS), em 2003, e da formulação da Política Nacional de Educação Permanente em Saúde (PNEPS), ação que fazia parte do mandato constitucional do ordenamento da formação de recursos humanos da área. A estratégia adotada foi o estudo de caso, por se tratar da análise da atuação de indivíduos e de grupos na condução estatal nacional da política pública, na área da saúde, relativa à educação na saúde. Investigou-se, a partir da Teoria dos Campos, o desenvolvimento da política pública, a historicidade da ação dos atores, a articulação dos envolvidos e seus processos de disputa, até o reconhecimento de evidências à emergência de um “campo” na cena da saúde coletiva e da educação nacional. As teorias de análise em políticas públicas informam o delineamento das perguntas centrais desta pesquisa, compondo o enquadramento deste estudo. Verificou-se, na atuação dos atores dirigentes da SGTES, no período da sua criação e da formulação da PNEPS, entre 2003 a 2007, a conformação de um “campo de ação estratégica” específico. Isto é, a criação da SGTES e a formulação da Política Nacional de Educação Permanente em Saúde, no âmbito do Ministério da Saúde, constituíram as condições para a emergência de um campo específico, o da educação na saúde, na gestão política, com repercussão nos setores da saúde e da educação. Observa-se que essa ação do Estado reorganizou a área da educação de profissionais de saúde, em formação ou inseridos nos cenários do trabalho.This dissertation has as its theme Health Education in the creation context of the Secretariat of Labor Management and Health Education (SGTES) in the Ministry of Health (MOH) in 2003 and the formulation of the National Policy of Permanent Health Education (PNEPS), action that was part of the constitutional mandate of the training planning of human resources on the area. The strategy adopted was the case study, because it is the performance analysis of individuals and groups in national state conduct of public policy on health, regarding health education. It is investigated, from the Fields Theory, the development of public policy, the historicity of the actors actions, the articulation of those involved and their dispute processes, from the recognition of evidences to the emergence of a "field" in the collective health scene and national education. The analysis of theories on public policies inform the design of the central questions on this current research, forming the framework of this study. It was verified, in the performance of the leaders actors of SGTES in the period of its creation and formulation of PNEPS from 2003 to 2007, the formation of a specific "strategic action field". Namely, the creation of SGTES and the National Policy of Permanent Health Education, under the Ministry of Health, constitute the conditions for the emergence of a specific field, the health education in policy management, with repercussions in health and education sectors. It is observed that this state action reorganized the educational area of the health professional, either on training process or inserted in the work scenarios.
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Salters, Gregory A. "A Phenomenological Exploration of Black Male Law Enforcement Officers' Perspectives of Racial Profiling and Their Law Enforcement Career Exploration and Commitment". FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/877.
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This phenomenological study explored Black male law enforcement officers’ perspectives of how racial profiling shaped their decisions to explore and commit to a law enforcement career. Criterion and snow ball sampling was used to obtain the 17 participants for this study. Super’s (1990) archway model was used as the theoretical framework. The archway model “is designed to bring out the segmented but unified and developmental nature of career development, to highlight the segments, and to make their origin clear” (Super, 1990, p. 201).
Interview data were analyzed using inductive, deductive, and comparative analyses. Three themes emerged from the inductive analysis of the data: (a) color and/or race does matter, (b) putting on the badge, and (c) too black to be blue and too blue to be black.
The deductive analysis used a priori coding that was based on Super’s (1990) archway model. The deductive analysis revealed the participants’ career exploration was influenced by their knowledge of racial profiling and how others view them. The comparative analysis between the inductive themes and deductive findings found the theme “color and/or race does matter” was present in the relationships between and within all segments of Super’s (1990) model. The comparative analysis also revealed an expanded notion of self-concept for Black males – marginalized and/or oppressed individuals.
Self-concepts, “such as self-efficacy, self-esteem, and role self-concepts, being combinations of traits ascribed to oneself” (Super, 1990, p. 202) do not completely address the self-concept of marginalized and/or oppressed individuals. The self-concept of marginalized and/or oppressed individuals is self-efficacy, self-esteem, traits ascribed to oneself expanded by their awareness of how others view them. (DuBois, 1995; Freire, 1970; Sheared, 1990; Super, 1990; Young, 1990). Ultimately, self-concept is utilized to make career and life decisions.
Current human resource policies and practices do not take into consideration that negative police contact could be the result of racial profiling. Current human resource hiring guidelines penalize individuals who have had negative police contact. Therefore, racial profiling is a discriminatory act that can effectively circumvent U.S. Equal Employment Opportunities Commission laws and serve as a boundary mechanism to employment (Rocco & Gallagher, 2004).
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Grugan, Cecilia Spencer. "Disability Resource Specialists’ Capacity to Adopt Principles and Implement Practices that Qualify as Universal Design at a 4-Year Public Institution". Wright State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=wright1526997302503817.
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Claro, Mauro. "Dissolução da Unilabor: crise e falência de uma autogestão operária - São Paulo, 1963 - 1967". Universidade de São Paulo, 2012. http://www.teses.usp.br/teses/disponiveis/16/16133/tde-04032013-103923/.
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Este estudo busca trazer elementos para explicar a crise que dissolveu a Unilabor, uma experiência autogestionária operária única a seu tempo, em São Paulo, através da análise da documentação interna da empresa, das informações prestadas por alguns dos participantes, entrevistados, e pelo recurso à hipótese de prevalência de uma racionalidade instrumental, a certa altura dos acontecimentos, em lugar da racionalidade substantiva pressuposta nos fundamentos da comunidade. Os elementos para a formulação e exame dessa hipótese provêm das teorias marxistas do trabalho, conforme reformuladas e atualizadas por autores como Robert Kurz, Roberto Schwarz, Moishe Postone, Jürgen Habermas, André Gorz e Ricardo Antunes, os quais, mesmo não uniformemente, apontam os elementos atuais de uma crise da categoria \'trabalho\' como elemento central da formação da riqueza. Também os conceitos de comunidade, solidariedade, esperança e amizade, conforme expostos e analisados por Giorgio Agamben e Terry Eagleton, servirão para problematizar as conclusões do trabalho. O aspecto estético, consubstanciado no desenho industrial utilizado nos móveis produzidos pela Unilabor, aparece como fundamento secundário da hipótese de insuficiência substantiva apresentada, pois pretendeu ser fator pedagógico, portanto de aprendizado de ofício, para os operários envolvidos na autogestão. Tal programa estético, tanto quanto a solidariedade, a amizade e a racionalidade substantiva, também mostrou-se insuficiente para a manutenção dos laços comunitários.This study aims to gather elements to explain the crisis that dissolved Unilabor, a workers\' self-management experience in São Paulo that was unique in its time, through the analysis of the company\'s internal documentation, through information provided by some of the participants who were interviewed, as well as by resorting to the hypothesis of prevalence of an instrumental rationality, at one point, in place of the substantive rationality assumed in the fundamentals of the community. The elements for the formulation and analysis of this hypothesis come from Marxist theories of labor, as reformulated and updated by authors such as Robert Kurz, Roberto Schwarz, Moishe Postone, Jürgen Habermas, André Gorz, and Ricardo Antunes, who, albeit not uniformly, have pointed out the current elements of a crisis of the category \'work\' as a central element in the creation of wealth. Additionally, the concepts of community, solidarity, hope, and friendship, as defined and analyzed by Giorgio Agamben, and Terry Eagleton will be used to open the conclusions of this paper up to discussion. The aesthetic aspect, embodied in the industrial design of the furniture produced by Unilabor is present as a background for the substantive insufficiency hypothesis that is presented, since it intends to function as a factor that is pedagogical, thus concerning the learning of one\'s craft by workers involved in the self-management. This aesthetic program, as much as the solidarity, friendship, and substantive rationality, also proved to be insufficient for the maintenance of community ties.
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Yuan, Chang Jung, i 張榮元. "The Study on Human Power management of Foreign Labour in Taiwan:Anayze Policy Implementation". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/00303525555988226422.
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Stevenson, Mark Patrick. "Measuring and determining a need for industrial relations management skills and policy within ABC (Pty) Ltd". Diss., 2012. http://hdl.handle.net/10500/6315.
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This research investigated the need and requirements for the development of a suitable labour relations policy and also investigates the importance of training managers in the skills necessary for achieving harmonious employment relations.The research considered the complexity of the subject through the evaluation of theoretical frameworks, and expert opinion in the form of a literature review.
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Al-Ali, Jasim. "Structural barriers to Emiratisation : analysis and policy recommendations". Thesis, 2008. https://vuir.vu.edu.au/15483/.
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Decades of rapid development on the Arabian Peninsula attracted numerous migrant workers who now dominate the labour markets. In the United Arab Emirates, expatriate workers take some 98 per cent of jobs in the private sector and 91 per cent in the public sector; Emirati nationals have the few remaining jobs, yet also have a high unemployment rate. The purpose of this research project is to identify the factors that enhance placement and retention of UAE nationals in Dubai’s workplace and propose a feasible strategy for greater job opportunities for UAE nationals and achieve an increased workforce participation. This study employs a theoretical framework based on three aspects of capital theory: human capital elements, that is, education, skills, and experience; social capital factors, such as gender inequality, nepotism and trust; and organisational capital variables, such as culture, English fluency and human resource management (HRM).
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Meekers, Lisa. "The need for workplace democracy within the context of South Africa's developing political democracy". Thesis, 1998. http://hdl.handle.net/10413/6325.
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This research undertakes a theoretical investigation of concepts related to industrial democracy and examines the need for workplace democracy within South Africa's dynamic contemporary context. It looks at the history of labour relations in South Africa as well as current labour relations and new legalisation in order to identify relevant change that has occurred that may facilitate the realisation of a democratic working environment. Labour relations in South Africa have always been conflictual and currently, during South Africa's transition to democracy, they continue to pose many challenges. This dissertation examines these challenges and investigates ways and means of achieving successful and sustainable transformation within the workplace that reflects the broader ideals of an improved quality of life anticipated by a political democracy.Thesis (M.A.)-University of Natal, Durban, 1998.
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Alfarran, Abeer. "Increasing women's labour market participation in Saudi Arabia: the role of government employment policy and multinational corporations". Thesis, 2016. https://vuir.vu.edu.au/31703/.
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The Kingdom of Saudi Arabia has one of the world's lowest women's labour force
participation rates, a multi-faceted problem on which the government spends a significant
proportions of its budget. New to higher education, women nevertheless dominate
undergraduate studies in the Saudi Arabia and undertake international scholarships. The
Saudi government is also actively supporting Saudis, women particularly, entry into the
private sector through employer penalties and incentives, the Nitaqat policy. Despite these
efforts,35 per cent of women in the labour force remain unemployed and the majority have
university degrees. Evidence suggests that there are considerable barriers to Nitaqat
initiatives in the form of legal restrictions on women‟s employment, cultural norms,
economic influence and relevant skills. Therefore, this study aims to identify, explore and
analyse the political, economic, legal, social and cultural factors that impact on Saudi
women's low labour force participation rate, particularly in the multinational sector.
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Das, Pulak Kumar. "Pay, Promotion And Pay Satisfaction Of R & D Personnel In Some Indian Manufacturing Organizations". Thesis, 1995. http://etd.iisc.ernet.in/handle/2005/1868.
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