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Готові списки джерел за темами / Workplace relations

Добірка наукової літератури з теми "Workplace relations"

Автор: Grafiati

Опубліковано: 4 червня 2021

Оновлено: 20 лютого 2023

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Статті в журналах з теми "Workplace relations":

1

Callus, Ron, and Russell Lansbury. "Workplace Industrial Relations." Labour & Industry: a journal of the social and economic relations of work 1, no. 2 (June 1988): 364–72. http://dx.doi.org/10.1080/10301763.1988.10669049.

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2

Kitay, Jim. "Analyzing Workplace Industrial Relations: The Australian Workplace Industrial Relations Survey Typology." Journal of Industrial Relations 33, no. 4 (December 1991): 547–63. http://dx.doi.org/10.1177/002218569103300409.

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3

Morgan, David E. "The Nature of Workplace Relations: A Typology of Social Relations and Analysis of Industrial Relations Systems." Economic and Labour Relations Review 4, no. 1 (June 1993): 140–66. http://dx.doi.org/10.1177/103530469300400108.

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There has been growing concern over the role of industrial relations arrangements in the workplace in Australia. In response more industrial relations research has focused on the workplace over the recent past. Although this work has centred on a range of themes, it has however relied on essentially the same theoretical framework or industrial relations paradigm. The basis of which is the analysis of bargained rules — the result of the joint-regulation of employment and workplace practice. In other words, the bargaining paradigm focuses overwhelmingly on one type of labour-management relation — viz. bargaining. This paper proposes a typology based on a number of types of social relations in order to broaden the basis of industrial relations analysis. It is used to analyse the characteristics and dynamics of a number of industrial relations systems currently under debate in Australia over the reshaping of industrial relations.

4

Terry, Michael. "Workplace unions and workplace industrial relations: the Italian experience." Industrial Relations Journal 24, no. 2 (June 1993): 138–50. http://dx.doi.org/10.1111/j.1468-2338.1993.tb00667.x.

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5

Wazeter, David L., Ali Dastmalchian, Paul Blyton, and Raymond Adamson. "The Climate of Workplace Relations." Industrial and Labor Relations Review 47, no. 1 (October 1993): 147. http://dx.doi.org/10.2307/2524254.

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6

Wood, Stephen, Neil Millward, Mark Stevens, David Smart, and W. R. Hawes. "Workplace Industrial Relations in Transition." Industrial and Labor Relations Review 46, no. 4 (July 1993): 721. http://dx.doi.org/10.2307/2524317.

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7

Davis, Marrie. "Self-Image and Workplace Relations." TEXILA INTERNATIONAL JOURNAL OF NURSING 2, no. 1 (June 22, 2016): 1–7. http://dx.doi.org/10.21522/tijnr.2015.02.01.art008.

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8

Lansbury, Russell D., and Duncan Macdonald. "Workplace Industrial Relations and Deregulation." Employee Relations 16, no. 4 (June 1994): 8–21. http://dx.doi.org/10.1108/01425459410066247.

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9

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

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10

Rotemberg, Julio J. "Human Relations in the Workplace." Journal of Political Economy 102, no. 4 (August 1994): 684–717. http://dx.doi.org/10.1086/261951.

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Дисертації з теми "Workplace relations":

1

Tjulin, Åsa. "Workplace Social Relations in theReturn-to-Work process." Doctoral thesis, Linköpings universitet, Arbetslivsinriktad rehabilitering, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-57658.

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Анотація:

The overall aim of this thesis was to explore the impact of workplace social relations on the implementation of return-to-work interventions. The thesis consists of four separate papers with specific aims. In Paper I, the overall purpose of the study was to analyse how a multi-stakeholder return-to-work programme was implemented and experienced from the perspective of the stakeholders involved, i.e. supervisors, occupational health consultants and a project coordinator. The objective was to identify and analyse how these stakeholders perceived that the programme had been implemented in relation to its intentions. In Paper II, the objective was to explore how workplace actors experience social relations, and how organisational dynamics in workplace-based return-to-work start before and extend beyond the initial return of the sick-listed worker to the workplace. In Paper III, the objective was to explore the meaning of early contact in return-to-work, and how social relational actions and conditions can facilitate or impede early contact among workplace actors. In Paper IV, the objective was to explore the role of co-workers in the return-to-work process, and their contribution to the process, starting from when a colleague falls ill, continuing when he/she subsequently becomes sick-listed and finally when he/she re-enters the workgroup. The general methodological approach to the papers in this thesis has been explorative and interpretive; qualitative methods have been used, involving interviews, group interviews and collection of employer policies on return-to-work. The data material has been analysed through back-and-forth abductive (Paper I), and inductive (Papers II-IV) content analysis. The main findings from Paper I show that discrepancies in the interpretations of policy intentions between key stakeholders (project coordinator, occupational health consultants and supervisors) created barriers for implementing the employer-based return-to-work programme, due to lack of communication, support, coaching and training activities of key stakeholders dedicated to the biopsychosocial intentions of the programme. In Papers II-IV, the workplace actors (re-entering workers, co-workers, supervisors and/or human resources manager) experienced the return-to-work process as phases (time before the sick leave, when on sick leave, when re-entering the workplace, and future sustainability). The findings highlight the importance and relevance of the varied roles of the different workplace actors during the identified phases of the return-to-work process. In particular, the positive contribution of co-workers, and their experience of shifting demands and expectations during each phase, is acknowledged. During the period of time before sick leave the main findings show how workplace actors experience the meaning of early contact within a social relational context, and how early contact is more than an activity that is merely carried out (or not carried out). The findings show how workplace actors experience uncertainties about how and when contact should take place, and the need to balance possible infringement that early contact might cause for the re-entering worker between pressure to return to work and their private health management. The findings in this thesis show how the workplace is a socially complex dynamic setting, which challenges some static models of return-to-work. The biopsychosocial and ecological/case management models and policies for return-to-work have been criticised for neglecting social relations in a return-to-work process at the workplace. This thesis provides increased knowledge and explanations regarding important factors in workplace social relations that facilitate an understanding of what might “make or break” the return-to-work process.

2

Giles, Glenn. "Workplace change and award restructuring /." Title page, contents and abstract only, 1998. http://web4.library.adelaide.edu.au/theses/09ARM/09armg472.pdf.

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3

Poynter, Gavin. "Change in workplace relations : the UK in the 1980s." Thesis, University of Kent, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.315096.

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4

Kang, Youngok. "Workplace industrial relations in South Korea since the 1980s." Thesis, University of Sheffield, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.269405.

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5

Lai, Yanqing. "Employee relations in SMEs : an empirical approach using the Workplace Employment Relation Survey (WERS 2011)." Thesis, Kingston University, 2016. http://eprints.kingston.ac.uk/35057/.

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This thesis is a paper-based thesis. Using a large-scale matched employee-employer dataset, three empirical studies were undertaken to empirically examine: 1) the relationship between employee attitudes, human resource management practices and firm performance in SMEs; 2) the effect of the firm size on firms’ and employees’ experience during the recent financial crisis, particularly firm’s employment related responses to the economic hardship; and 3) the impact of firm size on employee’s experience of work stress during economic recession. The findings of the first study suggest a direct relationship between HRM practices and SME firm performance, but this relationship is moderated by high employee job satisfaction. The results suggest that HR policies and practices may improve small firm performance, especially within firms with low levels of commitment and satisfaction. The estimation results presented in the second study show that SMEs are more vulnerable during times of economic hardship than larger firms, but those with HR practices have shown more resilience to the downturn. There is a significant firm-size effect on the choice of specific HRM measures in response to the recession, and having HR practices increases the likelihood of the firm to adopt organizational measures. Also, the results indicate that the differences in workers’ job experience are moderated by high management formality. For the final empirical research, employees in SMEs experience lower level of overall job stress than those in large enterprise, although the effect disappears once the employee-level and firm-level characteristics are taken into consideration. Finally, the findings suggest that the association and magnitude of estimated effects of the work stressor presented in the Cooper and Marshall’s work stress model differ significantly by firm size. Overall, the thesis has made significant contribution to the employee relations in SMEs literature and provide interesting academic and policy oriented findings.

6

Naidoo, Kameshni. "Workplace conflict : the line manager's role in preventing and resolving workplace conflict." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95588.

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Анотація:

Thesis (MBA)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: The costs of conflict within organizations is higher than is often realized due, amongst others, to lowering morale and lower productivity of employees. One of the most common reasons provided during exit interviews when employees resign from organizations, is the manner in which conflicts were addressed by management. A high turnover of employees has a significant cost to organizations as companies have to spend more money to recruit new employees than they would have needed to had the conflicts that had arisen were effectively resolved. Often as a result of poor conflict resolution within organizations, companies are faced with high litigation costs when employees seek resolution from labour courts and other dispute resolution bodies. The main objective of this study was to identify the role line managers play in resolving and preventing conflicts and to establish strategies that line managers can implement when faced with conflict in their teams. The research methodology for this study first involved a study of relevant literature to determine the theory regarding conflict resolution within organizations. Research reports, dissertations, internet websites, articles and books were used in an attempt to formulate a theoretical basis for this study. Thereafter an empirical survey was conducted among employees of an organization that had already undergone a restructuring process as well as an organization that is currently undergoing a restructuring in order to determine the employees’ views on how conflict within their organizations has been or is being resolved. Questionnaires were formulated by the writer and submitted to responders. The reason the writer had used organizational restructuring as a point of departure for the empirical study, is that organizational restructuring is an example of a project within companies whereby many conflicts arise and line managers need to be proficient in being able to handle these conflicts as well as be able to prevent conflicts from arising. Finally, an analysis of the empirical study was performed so that adequate and relevant conclusions and recommendations could be established.
AFRIKAANSE OPSOMMING: Die koste van konflik binne organisasies is hoër as wat dikwels besef as gevolg van, onder andere, tot die verlaging van moraal en laer produktiwiteit van werknemers. Een van die mees algemene redes wat gedurende afrit onderhoude wanneer werknemers van organisasies bedank, is die wyse waarop konflikte deur die bestuur aangespreek is. 'N hoë omset van die werknemers het 'n beduidende koste vir organisasies as maatskappye het meer geld te spandeer om nuwe werknemers te werf as wat hulle sou nodig het om die konflikte wat ontstaan het is effektief opgelos. Dikwels as gevolg van swak konflikoplossing binne organisasies, maatskappye uitgedaag word met 'n hoë litigasie koste wanneer werknemers soek resolusie van arbeid howe en ander geskilbeslegting liggame. Die hoofdoel van hierdie studie was om te identifiseer die rol lynbestuurders speel in die oplossing en voorkoming van konflikte en strategieë wat lynbestuurders kan implementeer wanneer hulle gekonfronteer word met die konflik in hul spanne te vestig. Die navorsingsmetodologie vir hierdie studie het die eerste keer betrokke by 'n studie van die relevante literatuur om die teorie te bepaal ten opsigte van konflikhantering binne organisasies. Navorsingsverslae, proefskrifte, internet webtuistes, artikels en boeke is gebruik in 'n poging om 'n teoretiese grondslag vir hierdie studie te formuleer. Daarna was 'n empiriese opname uitgevoer onder die werknemers van 'n organisasie wat reeds 'n proses van herstrukturering ondergaan sowel as 'n organisasie wat tans herstrukturering ondergaan om die werknemers se menings te bepaal oor hoe konflik binne hul organisasies opgelos was en/of huidiglik opgelos word. Vraelyste is deur die skrywer geformuleer en aan individue uitgehandig. Die rede waarom die skrywer gebruik het organisatoriese herstrukturering as 'n punt van vertrek vir die empiriese studie, is dat organisatoriese herstrukturering is 'n voorbeeld van 'n projek binne maatskappye waarby baie konflikte ontstaan en lynbestuurders moet vaardig wees in staat is om hierdie konflikte te hanteer, asook in staat wees om die ontstaan van konflikte te voorkom. Ten slotte is 'n ontleding van die empiriese studie uitgevoer sodat voldoende en relevante gevolgtrekkings en aanbevelings vasgestel kon word.

7

Delbridge, Rick. "British factory - Japanese transplant : an ethnographic study of workplace relations." Thesis, Cardiff University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.295944.

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8

Calveley, Moira Dorothy. "Workplace industrial relations in the context of a failing school." Thesis, University of Hertfordshire, 2000. http://hdl.handle.net/2299/14148.

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Over the last two decades the UK public sector has seen the introduction of 'new managerialism' - the devolvement to the local level of management initiatives and techniques more traditionally associated with the private sector; this has arguably increased industrial relations tensions in the workplace as both line managers and workers have become involved in actions and negotiations new to them. This thesis provides a unique, in-depth, consideration of the impact on industrial relations of new managerialism in a 'failing' secondary comprehensive school; it identifies how devolved management and public accountability has inflamed the workplace industrial relations of that school. By taking a qualitative, multi-method, case study approach to the research, the thesis investigates at first hand how management and teachers respond to centralised government initiatives at the school level. It considers, and contributes to, the debate surrounding the extent of managerial autonomy that public sector managers have and how managers may take differing approaches - and achieve different results - when implementing new managerialist initiatives at the local level. As a study of workplace industrial relations, the thesis, engages with and significantly contributes to, the academic literature stressing the importance of local trade union leadership to trade union activity; indeed, the work furthers the debate concerning the inter-relationship between political and trade union activism and the importance of political factions within trade unions, areas which are under-researched. By exploring the tensions between trade union members and their official union representatives, the thesis examines the complex inter-relationship between union democracy and union bureaucracy. Finally, the case study identifies policy implications for both the government and the trade union, particularly with respect to the closing and re-opening of 'failing' schools.

9

Jarvis, Carol Anne. "Changing the deal : implications for the informal contract and workplace relations." Thesis, University of the West of England, Bristol, 2004. http://eprints.uwe.ac.uk/14605/.

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10

Raeburn, Nicole C. "The rise of lesbian, gay, and bisexual rights in the workplace." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1391508575.

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Книги з теми "Workplace relations":

1

Australia. Workplace relations legislation: Workplace relations regulations & rules. Sydney: Thomson, 2006.

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2

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

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3

Takeshi, Inagami. Japanese workplace industrial relations. Tokyo: Japan Institute of Labour, 1988.

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4

Inagami, Takeshi. Japanese workplace industrial relations. Tokyo: Japan Institute of Labour, 1988.

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5

Amossé, Thomas, Alex Bryson, John Forth, and Héloïse Petit, eds. Comparative Workplace Employment Relations. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-57419-0.

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6

Rotemberg, Julio. Human relations in the workplace. Cambridge, Mass: Sloan School of Management, Massachusetts Institute of Technology, 1992.

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7

Mirza, Qudsia. Race relations in the workplace. London: Institute of Employment Rights, 1995.

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8

Dastmalchian, Ali. The climate of workplace relations. London: Routledge, 1991.

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9

Olivo, Laurence M. Labour relations: The unionized workplace. Toronto: Emond Montgomery Publications, 2005.

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10

Drago, Robert W. Productive relations?: Australian industrial relations and workplace performance. North Sydney, Australia: Allen & Unwin, 1992.

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Частини книг з теми "Workplace relations":

1

Brewster, Chris. "Workplace Employee Relations." In Employee Relations, 102–18. London: Macmillan Education UK, 1989. http://dx.doi.org/10.1007/978-1-349-20139-6_7.

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2

Sek-Hong, Ng, and Victor Fung-Shuen Sit. "Workplace Industrial Relations." In Labour Relations and Labour Conditions in Hong Kong, 111–21. London: Palgrave Macmillan UK, 1989. http://dx.doi.org/10.1007/978-1-349-10822-0_5.

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3

Kim, Ki-Min. "Workplace and Worker Characteristics in Surveyed Workplaces." In Employment Relations in South Korea, 8–24. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137428080_2.

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4

Danford, Andy, Mike Richardson, Paul Stewart, Stephanie Tailby, and Martin Upchurch. "Modernization and Workplace Relations." In Partnership and the High Performance Workplace, 1–20. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230501997_1.

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5

Seifert, Roger. "Workplace collective bargaining." In Industrial Relations in the NHS, 294–359. Boston, MA: Springer US, 1992. http://dx.doi.org/10.1007/978-1-4899-3214-3_7.

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6

Amossé, Thomas, Alex Bryson, John Forth, and Héloïse Petit. "Managing and Working in Britain and France: An Introduction." In Comparative Workplace Employment Relations, 1–26. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-57419-0_1.

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7

Forth, John, and Antoine Rebérioux. "Workplace Structure and Governance: How Do Employers Differ Between Britain and France?" In Comparative Workplace Employment Relations, 27–60. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-57419-0_2.

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8

Amossé, Thomas, and John Forth. "Employee Expression and Representation at Work: Voice or Exit?" In Comparative Workplace Employment Relations, 61–103. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-57419-0_3.

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9

Forth, John, Héloïse Petit, and Zinaida Salibekyan. "Tenure, Skill Development, and Pay: The Role of Internal Labour Markets." In Comparative Workplace Employment Relations, 105–40. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-57419-0_4.

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10

Askenazy, Philippe, and John Forth. "Work Organisation and Human Resource Management: Does Context Matter?" In Comparative Workplace Employment Relations, 141–77. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-57419-0_5.

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Тези доповідей конференцій з теми "Workplace relations":

1

Pugnerova, Michaela. "The Issue Of Mobbing In The Workplace." In 4th icPSIRS International Conference on Political Science, International Relations and Sociology. Cognitive-crcs, 2017. http://dx.doi.org/10.15405/epsbs.2017.02.5.

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2

Ardiansyah, Norse Indraswati, and Noviaty Kresna Darmasetiawan. "Psychological well-being and workplace relations gaps on generational differences." In Proceedings of the 16th International Symposium on Management (INSYMA 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/insyma-19.2019.24.

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3

Khairuddin, K. N., Z. Omar, S. E. Krauss, and I. A. Ismail. "Fostering co-worker support: A strategic approach to strengthen employee relations in the workplace." In PROCEEDINGS OF GREEN DESIGN AND MANUFACTURE 2020. AIP Publishing, 2021. http://dx.doi.org/10.1063/5.0044728.

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4

Šimić Banović, Ružica. "CAREER DEVELOPMENT AND MENTORING FOR YOUNG LAWYERS IN CROATIA: RECENT FINDINGS AND PANDEMIC IMPLICATIONS." In The recovery of the EU and strengthening the ability to respond to new challenges – legal and economic aspects. Faculty of Law, Josip Juraj Strossmayer University of Osijek, 2022. http://dx.doi.org/10.25234/eclic/22435.

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Unlike their Western European and American counterparts, most young Croatian lawyers feel they lack the necessary career support during their studies and later at their workplace. Based on the recent primary data, this study investigates the career development services and experiences, perceived legal education-labour market (mis)match and mentoring insights among final year law students and recent graduates in Croatia. Preliminary findings indicate plenty of room for improvement both in transferring Western good practices and organically creating career support initiatives at the workplace and during legal studies. In addition, this study emphasises the (increased) importance of quality mentoring relations in the circumstances of exogenous shocks such as the global COVID-19 pandemic.

5

Sharafutdinova, Natalia. "Social-Psychological Features of Leadership Manifestation Within the Environment of the Work Team." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-50.

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The effectiveness of a police officer’s professional performance depends on many social processes and phenomena, on socially-oriented and/or person-oriented communication with colleagues, different categories of citizens, on the level of organisation of this activity in general, on leadership and management processes. These days, such areas of psychology as communication between work colleagues, leadership in the circle of colleagues, and other factors impacting professional efficiency remain insufficiently covered. The authors have already touched on the issue of leadership and communication in our research, however, the authors have not carried out a specific study. The study is mainly aimed at the theoretical-methodological and empirical research into the phenomenon of leadership in the workplace team environment. Main research methods: observation, testing, mathematical-statistical analysis and socio-psychological influence methods. Key results: the scientific concept of ‘leadership’ and specificity of its manifestation in the service team was revealed; the problem regarding the lack of methods and techniques for the study of leadership and management processes in the service team was noted; in order to characterise the service team as an integrated system of interpersonal relations the indices of mutual acceptability/unacceptability, cohesion, coherence, etc. were calculated; the results of communicative activity and expression of leadership personality and management style, etc. were obtained; recommendations on how to organise joint activities and develop leadership skills are given. It is also noted that in order to develop leadership qualities in the workplace, it is advisable to develop the readiness of the individual to make responsible decisions, skills and abilities to quickly and correctly assess the personality, the situation, the socio-psychological climate of the workplace team, etc.

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Vidmar, Anja, Janja Jerebic, and Vesna Novak. "Primerjalna analiza vidikov ravnanja s starejšimi zaposlenimi v velikih podjetjih v Sloveniji." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.73.

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The aging of society is an important achievement of civilization but at the same time a major organizational challenge. Knowing the specific needs of older people and adapting jobs accordingly, will help companies to retain important skills, be step ahead of the competition and take the path towards sustainable development and progress. By conducting a comparative analysis of aspects of treatment of the elderly employees in large companies in Slovenia, we found more or less consistent pattern of positive and negative beliefs about older employees. On the other hand, it has been shown that companies are now more aware of the importance of implementing voluntary measures (workplace health management, education and training, culture and relations within the company).

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Gharrawi, Azhar M. "HR Planning Pharma Case Study." In 2020 International Conference on Resources Management. Koya University, 2021. http://dx.doi.org/10.14500/icrm2020.gen323.

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In a number of real-life situations, organisations are confronted with taking decisions to adopt different human resource management policies and practices in order to meet the challenges of dynamic business environment. In the case of Pharma, changing business environment and the associated challenges have necessitated the initiation of some HR-related actions. Some of the policies and decisions to meet the market dynamics are likely to affect the employment relationships in Pharma site, because the circumstances have forced the organisation to pursue employee head count reduction measures and implement flexible work designs. Pharma site considers introducing flexible work patterns which are expected to have serious implications like evolution of conflicts within the workplace affecting functional employment relations within the Pharma site. This is likely to lead to breach or violation of psychological contract in the organisation. In order to cope up with the change, Pharma site needs to consider implementation of HR strategies that would help in reducing workplace conflicts and bring back harmony in employment relationships by mitigating the adverse impact of any breach or violation in psychological contract. The work also evaluates possible implications of head count reduction and flexibility strategies on employment relationships and details the courses of action for restoring effective functional employment relationships in the Pharma site.

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Rich, Wilbur. "Preparing Students for the Onslaught of Technology." In InSITE 2006: Informing Science + IT Education Conference. Informing Science Institute, 2006. http://dx.doi.org/10.28945/2960.

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This paper will examine the various predictions about how technology will transform society. We live in an era of rapid technological development and deployment. Teachers are expected to prepare student for this onslaught on biomedical breakthroughs automation and communica-tion/computer tools. In light of these advances, students need to be anticipatory and congruent with rapidly changing technologies. What should they know about technological uncertainty and security? Technological dependency? Information overload? Technology/human relations? How can we, as teachers, stimulate a discourse about technology and changes in the workplace? What should we know about futurists’ predictions for the next decade? What should be the pedagogical strategy as the 21st century becomes more technologically sophisticated? The paper will raise these questions as a stimulus for further discussion.

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Martin, Michael W., and Cale T. Polkinghorne. "Breaking Down Classroom Walls: Fostering Improved Communication and Relations Between Engineers and Tradesmen Through a Joint Semester Project." In ASME 2011 International Mechanical Engineering Congress and Exposition. ASMEDC, 2011. http://dx.doi.org/10.1115/imece2011-62229.

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Recent engineering education research has suggested that most engineering curricula does not promote attainment of many characteristics desired in practicing engineers [1][2]. One such characteristic is effective communication with workers in other disciplines. A method to attain improved communication is simulation of workplace situations in the educational environment [3][4]. In an effort to improve communication between trades and to foster a higher appreciation for the other field, a project simulating the working relationship between engineers and machinists was implemented via a joint semester project coupling a Computer Numerical Control (CNC) machining course and an engineering design course. A significant body of knowledge exists regarding multidisciplinary education for engineering students. Nearly all of the multidisciplinary projects involve one discipline of engineering working with another engineering discipline (i.e. mechanical engineering students working with electrical engineering students). The multidisciplinary work between different disciplines of engineering students has documented benefits; however, the two groups of students are on a similar communication level. By coupling junior and senior level bachelor degree-seeking engineering students with students primarily pursuing a 1 year CNC machining certificate, many communication barriers are encountered that are not seen in typical university multidisciplinary projects. The students from the engineering class were tasked with designing a simple assembly that performs a specified function. The engineering student was responsible for generating a complete set of manufacturing prints. Each engineering student was matched with a group of two or three CNC machining students, who were responsible for manufacturing the parts designed by the engineering student. This type of collaboration closely simulates the design engineer working with the manufacturing shop floor employee in determining how a part is best produced and taking the project to completion by manufacturing and assembly of that part. Data collection methods included student surveys and instructor observations. Primary student outcomes appeared to be; 1) an appreciation for the importance of communication and, 2) greater understanding of the complete process needed to produce a product. The primary difficulties the students encountered were due to communication issues and project management breakdowns. Efforts to address these issues and other lessons learned will be discussed.

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Zakrizevska-Belogrudova, Maija, and Renāte Linuza. "Supervision as Support Opportunity in Adaptation of New Employees during Covid-19 Emergency." In 15th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2022. http://dx.doi.org/10.22616/reep.2022.15.029.

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The research aim is to find out whether the adaptation of new employees is affected by the rapid transition to remote work due to the Covid-19 emergency and to find out is there a need for consultative support for new employees during this time. The study included a two-part survey assessing the adaptation of new employees and the need for consultative support. The survey of new employees included 94 respondents from various industries, who worked in their workplace for less than a month to an average of one year. Respondents were from transport and logistics, marketing, advertising and public relations, education and other fields working in the office or administrative sector which is most exposed to remote work. Summarizing the results of the study, it was concluded that there are no statistically significant differences between the self-assessment of adaptation of new employees and on-site or remote work. However, there were statistically significant differences between remote work and the need for consultative support. The impact of the remote work on the adaptation process in this study appeared as a partial influencing factor. The purpose of this study is to identify the general changes that emerged during the Covid-19 emergency situation and make a basis for further research.

Звіти організацій з теми "Workplace relations":

1

DEFENSE MANPOWER DATA CENTER ARLINGTON VA. 2004 Workplace and Gender Relations Survey of Reserve Component Members: Tabulations of Responses. Fort Belvoir, VA: Defense Technical Information Center, March 2005. http://dx.doi.org/10.21236/ada434439.

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Al Nassir, Fawzi, and Owen Hung. 2010 Workplace and Gender Relations Survey of Active Duty Members. Statistical Methodology Report. Fort Belvoir, VA: Defense Technical Information Center, November 2010. http://dx.doi.org/10.21236/ada540906.

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Rosenfeld, Paul, David McGrath, Eric Falk, Tim Markham, Carole Massey, Sue Reinhold, Bob Fay, et al. 2015 Workplace and Gender Relations Survey of Reserve Component Members: Statistical Methodology Report. Fort Belvoir, VA: Defense Technical Information Center, March 2016. http://dx.doi.org/10.21236/ada630232.

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DEFENSE MANPOWER DATA CENTER ALEXANDRIA VA. 2012 Workplace and Gender Relations Survey of Reserve Component Members. Tabulation of Responses. Fort Belvoir, VA: Defense Technical Information Center, May 2013. http://dx.doi.org/10.21236/ada575620.

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Rock, Lindsay M. 2012 Workplace and Gender Relations Survey of Active Duty Members. Tabulations of Responses. Fort Belvoir, VA: Defense Technical Information Center, April 2013. http://dx.doi.org/10.21236/ada575624.

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DEFENSE MANPOWER DATA CENTER ALEXANDRIA VA. 2012 Workplace and Gender Relations Survey of Active Duty Members; Statistical Methodology Report. Fort Belvoir, VA: Defense Technical Information Center, December 2012. http://dx.doi.org/10.21236/ada575861.

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DEFENSE MANPOWER DATA CENTER ALEXANDRIA VA. 2012 Workplace and Gender Relations Survey of Reserve Component Members: Statistical Methodology Report. Fort Belvoir, VA: Defense Technical Information Center, September 2012. http://dx.doi.org/10.21236/ada575862.

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Reynolds, Julie. Intergenerational relations in the workplace : older women and their younger women co-workers. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6032.

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DEFENSE MANPOWER DATA CENTER ARLINGTON VA. 2004 Workplace and Gender Relations Survey of Reserve Component Members: Administration, Datasets, and Codebook. Fort Belvoir, VA: Defense Technical Information Center, May 2005. http://dx.doi.org/10.21236/ada433387.

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DEFENSE MANPOWER DATA CENTER ARLINGTON VA. 2006 Workplace and Gender Relations Survey of Active Duty Members: Administration, Datasets, and Codebook. Fort Belvoir, VA: Defense Technical Information Center, December 2010. http://dx.doi.org/10.21236/ada536902.

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