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The article is aimed at identifying the impact of remote learning during the COVID-19 pandemic on the quality of labor life of scientific-pedagogical employees. The article examines changes in the norms of working time for certain types of labor of teachers in both the mixed and remote modes compared to the norms of working time in the traditional (classroom) mode of teaching. A survey of scientific-pedagogical staff on the empirical dimension of the change in the time spent on the implementation of types of work in the pandemic period was carried out. The analysis of the study findings showed that the norms of working time for certain types of labor performed by scientific-pedagogical employees under the conditions of remote learning need to be increased taking into account the working peculiarities and conditions. Additional types of labor of scientific-pedagogical employees, which appeared as a result of the introduction of mixed form of training, are identified, these are associated mainly with the organization of various forms of remote learning. Based on the results of the research, the conclusions about the impact of the pandemic on the quality of labor life of scientific-pedagogical employees are formulated and the main ways to increase this quality are determined. The need for significantly new forms of labor organization in the conditions of a remote format of training is determined. New challenges that can lead to professional burnout and stress of scientific-pedagogical staff in the absence of timely correction of working time standards are outlined. It is substantiated that bringing the norms of working time in line with the new realities of the pandemic period through the rational use of working time will improve the working conditions of scientific-pedagogical employees, and, accordingly, the quality of their labor life.

The research featured the effect of household problems of hunters in the Chita region on the fur trade in Soviet Russia. It focused on their everyday life during the hunting season: supply chain, hunting and taiga infrastructure, shared camp property, specialized equipment and food, etc. The study was based on archival sources, reports of hunting expeditions, and memories of hunters. The author defined two stages of organizational and technical arrangement of hunting life in the conditions of the mountain taiga. The first stage lasted from 1930s to early 1950s. The woodlands were socialized, and individual form of exploitation of fishing grounds replaced the group one, which inevitably complicated the organizational and technical issues. The supply system worked intermittently, and no one was in charge of the land development. As a result, the quantitative indicators were low. During the second stage (1950s – early 1990s), the local hunting management improved radically. The hunting areas were officially distributed among collective farms and hunting teams. The newly established chain “procurement – farm – hunter” improved both the living conditions of the hunting population and increased the amount of furs and skins.

�� ������������ ������������������������������ ������������ �������������������������� ������������������ ������������������ ����������������. �������������� �������������������� ���������������� ������������ �������������������������������� �������������������� ������������������ ���� �������������� ���������������������� ������������ �� ���������������� ���������������� ���������� ���� �������������������� ��������������. ���������������������� ������������������ ��������������, ������������������ �� ������������������������������ �������������� ������������������ ���������������� �� ������ �������������������� ������ �������������������������� ������������������ ���������� �������������������� �� ��������������������������., The article examines the origins of the institution of the labor contract. The author conduct a legal analysis of the legislation of the Russian Federation since the organization of work in wage labor conditions to the present. Various approaches are investigated related to the characterization of the nature of an employment contract and its purpose in regulating relations between an employee and an employer.

Введение. Над вопросом повышения экономической эффективности отрасли молочного скотоводства работают ученые и практики не один десяток лет. Предлагаются самые разные варианты, от самых стандартных, таких как снижение издержек, повышение продуктивности, использование соответствующей породы и т. д., до самых креативных, таких как использование различных приемов в организации труда, используя варианты материального и морального стимулирования для создания комфортной среды работающих в отрасли и популяризации профессии животновода. Материалы и методы. Значимость проблемы можно объяснить и тем, что без применения прогрессивных методов морального и материального стимулирования работников невозможна успешная и эффективная работа любого предприятия. В настоящее время данная проблема представляет особый интерес для теоретиков и практиков, так как до конца не изучены и не рассмотрены основные вопросы морального стимулирования. Проблема привлечения молодежи в сельское хозяйство – это проблема государственного уровня и требует участия самых высокопоставленных руководителей. Результаты и обсуждение. В краткосрочной перспективе для бюджета предприятия подобные инициативы выглядят весьма затратными, но если смотреть чуть дальше, то можно увидеть определенные положительные перспективы для развития конкретного производства. Закрывая извечный вопрос по набору квалифицированных кадров в производство, в конечном итоге зависят многие экономические показатели по сельскохозяйственным отраслям, в том числе и в животноводстве. Конкурентоспособность, рентабельность, экономическая эффективность и т. д., на что влияет молочная продуктивность, получение привесов и приплода. Заключение. В данной статье мы затронули тему о самых нестандартных приемах повышения экономической эффективности отрасли животноводства, где обратили внимание на вопросы организации трудовой деятельности. Подобные принципы работы, конечно же, не прямо влияют на экономический результат, но как стратегическая политика предприятия позволяет в более длительной перспективе эффективно решать любые самые сложные производственные вопросы с выгодой для хозяйства., Introduction. Scientists and practitioners have been working on the issue of increasing the economic efficiency of the dairy cattle breeding industry for decades. A variety of options are offered, from the most standard, such as reducing costs, increasing productivity, using the appropriate breed, etc., to the most creative, such as using various techniques in the organization of work, using options for material and moral incentives, to create a comfortable working environment in the industry and popularization of the livestock breeder profession. Materials and methods. The significance of the problem can also be explained by the fact that without the use of progressive methods of moral and material incentives for workers, the successful and efficient operation of any enterprise is impossible. At present, this problem is of particular interest to theorists and practitioners, since the main issues of moral stimulation have not been fully studied and considered. The problem of attracting young people to agriculture is a problem at the state level and requires the participation of the most senior leaders. Results and discussion. In the short term, for the enterprise's budget, such initiatives look very costly, but if you look a little further, you can see certain positive prospects for the development of a particular production. Closing the age-old question of recruiting qualified personnel for production, many economic indicators in the agricultural sectors, including livestock, ultimately depend. Competitiveness, profitability, economic efficiency, etc., which are affected by milk production, weight gain and offspring. Conclusion. In this article, we touched on the topic of the most non-standard methods for improving the economic efficiency of the livestock industry, where we paid attention to the issues of organizing labor activity. Such principles of work, of course, do not directly affect the economic result, but how the strategic policy of the enterprise allows in the longer term to effectively solve any of the most complex production issues for the benefit of the economy.

The productive forces development in the capitalist production model demanded intensive uses of information and communication technologies. This condition promotes the formation of new ways of labor organization and collaborates for mass cooperation process emergence in the production of digital goods. The research object was the development of the Android project, led by Google. The research was conducted following the Critical Epistemology of Concrete - CEC and following the theoretical body of the Political Economy of Power. The descriptions of the CEC research method were the basis for treatment information collected by documentary analyses, nonparticipating observations, and applied interviews. The study indicated that the labor on massive cooperation does not surpass the generator labor of surplus-value appropriate by capital, even promoting significant changes in the Marxist category Cooperation. Also, the development of capitalism continues incorporating technological elements in the labor organization and masking fundamental aspects to ensure control over the work and the extraction of surplus-value, even if apparently the labor had become more “free”. Finally, the research has shown that the classic Marxist categories are still contemporary and function to understand the reality moves in organizations.The productive forces development in the capitalist production model demanded intensive uses of information and communication technologies. This condition promotes the formation of new ways of labor organization and collaborates for mass cooperation process emergence in the production of digital goods. The research object was the development of the Android project, led by Google. The research was conducted following the Critical Epistemology of Concrete - CEC and following the theoretical body of the Political Economy of Power. The descriptions of the CEC research method were the basis for treatment information collected by documentary analyses, nonparticipating observations, and applied interviews. The study indicated that the labor on massive cooperation does not surpass the generator labor of surplus-value appropriate by capital, even promoting significant changes in the Marxist category Cooperation. Also, the development of capitalism continues incorporating technological elements in the labor organization and masking fundamental aspects to ensure control over the work and the extraction of surplus-value, even if apparently the labor had become more “free”. Finally, the research has shown that the classic Marxist categories are still contemporary and function to understand the reality moves in organizations.

Cet article vise à proposer une analyse des mutations contemporaines de l’organisation du travail des soignants à l’hôpital public. A partir du constat d’une intensification du travail, constat partagé par la littérature sur l’hôpital public français, l’objectif est de reconstruire la logique qui sous-tend cette intensification. Le diagnostic d’une taylorisation du soin est alors posé sans pour autant limiter celle-ci au simple développement d’une méthode taylorienne d’organisation du travail. En repartant de l’analyse du taylorisme proposée par Harry Braverman, l’intensification du travail à l’hôpital peut être ainsi comprise comme l’expression concrète du développement de principes tayloriens de gestion de la force de travail - la dissociation, la séparation et la monopolisation – qui met en place une logique générale de dépossession de la force de travail des connaissances nécessaires à la production. This article aims to propose an analysis of contemporary changes in the organization of the work of caregivers in public hospitals. Starting from the observation of an intensification of work, an observation shared by the literature on French public hospitals, the objective is to reconstruct the logic underlying this intensification. The diagnosis of a Taylorization of care is then made without limiting it to the simple development of a Taylorian method of work organization. Taking Harry Braverman's analysis of Taylorism as a starting point, the intensification of work in hospitals can thus be understood as the concrete expression of the development of Taylorian principles of work force management - dissociation, separation and monopolization - which sets up a general logic of dispossession of the work force of the knowledge necessary for production.

The main objective of this thesis is to characterize, in the form of a typical ideal, the "total mobilization" of the labor force, the mutations of the organization of work in France since the end of the Fordist period. From a reflection on the knowledge necessary for production, its nature and its form, this thesis analyzes the mutations of control over work between the end of the 1970s and the contemporary period. Centered on the work of the journalist, philosopher and economist, André Gorz, this thesis borrows from Marxist and regulationist theoretical corpuses, such as the theses around cognitive capitalism, and more generally from management sciences and the sociology of work, to characterize the mutations of the mode of production since the end of the regime of Fordist accumulation. The first part develops the works around cognitive capitalism as well as the critiques that André Gorz has proposed. The concept of "total mobilization" is extracted from Gorz's work and compared to works in economics, sociology of work and management sciences on the evolution of work. The second part extends the analysis to all employees through the use of the employment survey on working conditions and psychosocial risks. The identification and analysis of changes in the constraints on work make it possible to discuss the concept and to validate its relevance for characterizing changes in employees' work in general. The third part proposes to extend the analysis to the health sector, by showing that the work of caregivers in public hospitals is facing a Taylorization of care. Nevertheless, this Taylorization should not be analyzed through an analogy with the Fordist period, but rather as the articulation of principles of work management that carry a logic of dispossession of the caregivers of the knowledge necessary for production, producing, under different modalities than in the private sector, a "total mobilization" of the work force., L’objectif principal de cette thèse est de caractériser, sous la forme d’un idéal type, la « mobilisation totale » de la force de travail, les mutations de l’organisation du travail en France depuis la fin de la période fordienne. À partir d’une réflexion autour de la connaissance nécessaire à la production, de sa nature et de sa forme, cette thèse analyse les mutations du contrôle sur le travail entre la fin des années 1970 et la période contemporaine. Centrée sur les travaux du journaliste, philosophe et économiste, André Gorz, cette thèse emprunte aux corpus théoriques marxistes et régulationnistes, tels que les thèses autour du capitalisme cognitif, et plus généralement aux sciences de gestion et à la sociologie du travail, pour caractériser les mutations du mode de production depuis la fin du régime d’accumulation fordiste. La première partie développe les travaux autour du capitalisme cognitif ainsi que les critiques qu’André Gorz en a proposé. Le concept de « mobilisation totale » est dégagé de l’oeuvre de Gorz et confronté aux travaux en économie, en sociologie du travail et en sciences de gestions sur les évolutions du travail. La seconde partie permet d’étendre l’analyse à l’ensemble des salariés grâce à l’utilisation de l’enquête emploi conditions de travail – risques psychosociaux. L’identification et l’analyse des évolutions des contraintes qui pèsent sur le travail permettent de discuter la notion et de valider sa pertinente pour caractériser les évolutions du travail des salariés en général. La troisième partie propose d’étendre l’analyse au secteur de la santé, en montrant que le travail des soignants à l’hôpital public fait face à une taylorisation du soin. Néanmoins, cette taylorisation ne doit pas s’analyser au travers d’une analogie avec la période fordiste, mais plutôt comme l’articulation de principes de gestion du travail qui porte une logique de dépossession des soignants des connaissances nécessaires à la production, produisant, sous des modalités différentes du secteur privé, une « mobilisation totale » de la force de travail.

В статье рассматривается процесс эволюции теории и практики управления персоналом, ее модернизация в условиях коронакризиса. Представлены наиболее популярные подходы к управлению персоналом. Рассмотрены преимущества и недостатки, с которыми столкнулись организации в период пандемии., The article considers the process of evolution of the theory and practice of personnel management, its modernization in the conditions of the coronavirus crisis. The most popular approaches to personnel management are presented. The advantages and disadvantages faced by organizationsduring the pandemic are considered., Научные известия, Выпуск 23 2021, Pages 70-74

Using cross-country data from the European Company Survey, we investigate the relationship between workplace employee representation and management perceptions of the climate of industrial relations, sickness/absenteeism, employee motivation, and staff retention. For a considerably reduced subset of the data, a fifth indicator – strike activity – is also considered alongside the other behavioral outcomes. From one perspective, the expression of collective voice through works council-type entities may be construed as largely beneficial, especially when compared with their counterpart union agencies either operating alone or in a dominant position. However, if heightened distributional struggles explain these differential outcomes in workplace employee representation, it should not go unremarked that the influence of formal collective bargaining is seemingly positive.

関西地方の縄文社会の地域的特色，それを醸し出した要因や背景を問うた。議論のポイントは，〈資源の収穫期間の長さ〉と〈資源利用の方向性と強化の程度〉である。そこで，出土堅果類，打製石斧数，磨製石斧数，堅果類貯蔵量の数量的分析などを行った。結果，東日本に比べ，遺跡出土の堅果類はより多様で，収穫期間もより長く，集約的な労働編成の必要性が低かった可能性を改めて見いだした。また，土地・森林の開発強化には消極的で，資源利用の強化の程度も低く抑えられていたことも見いだせた。関西縄文社会の集団規模は極小さく，求心的な社会構造も生まれていないが，それは資源環境が貧しいからではなく，集団の求心性よりも世帯の自律性が優先され続け，社会の階層化や財・権力の集中にブレーキをかける仕組みが保持されていたからであり，収穫期間がより長い森林資源環境が，その地域的特色の維持を支えていたと考えられる。, This paper discusses the factor and background of characteristic of Jomon society in Kansai district. The points of the discussion are “Length of the harvest time”, and “Direction of the subsistence system and the degree of the reinforcement”. Therefore I analyzed the variety of nuts which were excavated, the amount of the tool, and the amount to be stored of the nut. As a result, I got the following conclusions.In the Kansai district, harvest season is considered to be was longer, because kinds of nuts of the remains exhumation are various than East Japan. The Jomon society of the Kansai district avoided the active reinforcement of the environmental development, and they held down the degree of the reinforcement of the use of resources. The scale of the Kansai-Jomon society is very small, and never made centripetal social structure. It was not because resources environment was poor. It was because “underproduction style” was maintained. They continued to give priority to autonomy of the household, and to hold the mechanism to apply a brake to the concentration of social hierarchy and goods and power. Since forest vegetation in the Kansai region had a long harvest season, it was difficult born the need for intensive labor organization. Such a resource environment maintained the character of the Kansai Jomon society.

The advantages and disadvantages of centralization of the labor service division in the enterprise are considered in the article. Optimization of the number of labor service division of enterprise, tasks of the centralization of labor service are studied.

Today, there is no unambiguous definition of the phenomenon of professional deformation of an individual, which makes it impossible to separate the professional deformation from common errors in work, inadequate education of managers, normal fatigue, workaholism and professional “burnout”. An important feature of professional deformations is their gradual development in the process of activity and unawareness thereof by the employee. The lack of clear qualification requirements in the case when negative qualities are compensated with positive qualities often allowing the employee to perform his duties effectively lead to the fact that the professional deformation is not taken into account by the management. One of the problems of the professional deformation phenomenon is that the professional and personal deformations may not match and even contradict each other. The professional deformation is also developed if there is a mismatch between the education and the requirements of a particular job. The experience in different occupations, in addition to the development of positive qualities of a professional, often contributes to the development of negative qualities, i.e., professional deformations produced by various activities. The paper demonstrates the ambiguous relationship between professional deformations and professional incompetence, inadequate professional and life experience, common errors in professional activities. For every of such “paradoxes” general preventive measures are proposed not to allow these phenomena to escalate into a real professional deformation.

Article is devoted to review of concepts of sociotechnological systems, quick responsive manufacturing and teal organizations from the perspective of labor organization. Ways of level of quality of working life improving are used as a base for concepts comparison. This ways is considered as a modern vector of labor organization development. It is argued that recent socio-cultural and technological conditions of enterprise functioning cause the need of transformation of labor organization in order to provide better labor potential utilization.

«Belarusian Metallurgical Works – the Management Company of the Holding «Belarusian Metallurgical Company». Organizational communication between the main production shops of the enterprise and repair shop of the equipment of hardware shops at planning, preparation and implementation of repairs of the equipment of structural divisions, and also acceptance of the equipment after the carried-out repair is provided. The organizational structure of management of shop on repair of the equipment of hardware shops of the enterprise is presented. Prospects of development at the centralized organization of repair service are noted. The main advantages and disadvantages of centralization of repair service of the enterprise peculiar to such organization of repairs are formulated. The variants of material stimulation of the personnel of the workshop on repair of the equipment of hardware shops and personnel of the main shops of hardware production of the enterprise are offered.

В данной статье проведен анализ кадрового потенциала Общества с ограниченной ответственностью «Запаска 46», наглядно представлена организационная структура управления и персонала изучаемой компании. А также подробно рассмотрены стратегические цели кадровой политики и проведена оценка фактического состояния организации труда в организации., This article analyzes the personnel potential of the limited liability Company "Zapaska 46", clearly presents the organizational structure of management and personnel of the studied company. Also, the strategic goals of the personnel policy are considered in detail and the actual state of the organization of labor in the organization is evaluated., Экономика и предпринимательство, Выпуск 2 (115) 2020

В статье анализируются современное состояние уровней занятости и безработицы населения, а также тенденции их изменений. Исходя из политики занятости государства, автором предложены основные пути решения обеспечения рациональной занятости населения и сокращения уровня безработицы., The article analyzes the current state of employment and unemployment, as well as trends in their changes. Based on the state employment policy, the author suggests the main ways to solve the problem of ensuring rational employment of the population and reducing unemployment.

This thesis seeks to contribute to the understanding of European labor organization by focusing on two guiding questions: (1) How can a framework integrating (competing) logics explain the current form of European trade union organization? and (2) Which critical junctures explain the formation and stabilization of the present form of European trade union organization? The practical implications of the findings highlight the importance of political incentives for non-governmental cooperation on the European level as well as the role of cross-national community building, lobbying activities and clear coordination strategies with global partners for European trade unions. A longitudinal single case study of the European Federation of Building and Woodworkers from the 1950s to ca. 2015 was selected as an extreme case since pressure for European coordination in this industry is particularly high while competitive pressures among workers are also especially intense. European associations are explained by an interplay of the multilevel logics of influence, membership, and administration (Schmitter and Streeck 1999 [1981], Child et. al. 1973; Donaldson and Warner 1974). These diverse logics entail conflicting rationalities leading to potentially constraining conflicts. The current form of Europeanization in the construction sector was established in the mid-1980s to 1990s when critical developments in all three logics set the federation in its current organizational form with the role of coordinating non-binding standards: Commission funding and Posted Workers legislation triggered increased joint activities coordinated by the European federation (influence), a highly motivated administration had the will and energy to create European organizational structures (administration) and a growing and more diverse membership needed a European federation to provide information and conduct lobbying activities (membership). The conclusions indicate that although unions in the construction sector have expanded their organizational activities across national boundaries, two self-reinforcing processes partly seem to explain the stabilization of the current form: resource dependence and adaptive expectations. The first result suggests a pattern whereby organizational development adjusts to external project funding, potentially overshadowing alternative forms of action. This is enhanced by a diminishing resource base from the membership, while at the same time the diversity and number of affiliates have risen. As the coordination needs of the members increase, the administration needs to secure external funds to implement the federation’s goals. Over time, the expectation of the members to implement their goals with contentious politics seemed to conflict with a logic of goal implementation which focuses on cooperation. And within the federation, democratic goal formation among the members started to conflict with flexible and autonomous goal implementation by the administration. The second outcome implies that the orientation toward project funding has been underpinned by the EFBWW’s logic of membership, which is defined by both the “shadow of the past” of the traditional division of labor between the international federation BWI and the EFBWW and the legacy of the European trade union movement’s political and religious division. Over time, adaptive expectations might have led to a stabilization of the division of labor and resources between the two federations., Diese Arbeit möchte einen Beitrag zu unserem Verständnis Europäischer Gewerkschaftskooperation leisten, indem auf zwei Fragen fokussiert wird: (1) Welcher theoretische Rahmen kann die aktuelle Form europäischer Gewerkschafsorganisation erklären? und (2) Welche kritischen Ereignisse erklären die Herausbildung und Stabilisierung der aktuellen Form Europäischer Gewerkschaftsorganisation? Eine longitudinale Einzelfallstudie der Europäischen Föderation der Bau- und Holzarbeitervon den 1950ern bis ca. 2015 wurde als extremer Fall untersucht, da sowohl der Koordinationsdruck, als auch der Konkurrenzdruck zwischen ArbeiterInnen in diesem Sektor besonders hoch ist. Der theoretische Ansatz geht davon aus, dass Europäische Mitgliedsorganisationen durch ein Zusammenspiel von Einfluss-, Mitglieder- und Verwaltungslogik erklärt werden können (Schmitter and Streeck 1999 [1981], Child et. al. 1973; Donaldson and Warner 1974). Spannungen zwischen diesen Logiken können zu Trade-Offs führen, die erklären, warum sich Organisationsformen dauerhaft stabilisieren, obwohl alternative – oft bessere – Kooperationsformen möglich wären. Die Analyse zeigt, dass die gegenwärtige Form der Europäisierung im Bausektor etwa Mitte der 1980er Jahre bis zu den 1990er Jahren erfolgte, als Entwicklungen in allen drei Logiken die Föderation in ihre aktuelle Rolle der Koordinatorin von nicht-bindenden Standards brachte: Kommissionsfinanzierung und Gesetzgebung zu Arbeitsmigration lösten verstärkte gemeinsame Aktivitäten aus, die von der Europäischen Föderation koordiniert wurden (Einfluss), eine hochmotivierte Verwaltung hatte den Willen und die Energie, eine europäische Organisationsstruktur aufzubauen (Verwaltung) und eine wachsende und zunehmend diverse Mitgliedschaft benötigte eine Europäische Föderation, um Informationen bereitzustellen und Lobbying-Aktivitäten zu koordinieren (Mitgliedschaft). Die Ergebnisse deuten an, dass - obwohl Gewerkschaften im Bausektor ihre Aktivitäten über nationale Grenzen hinweg ausgeweitet haben - zwei selbstverstärkende Mechanismen die Stabilisierung der jetzigen Form zu erklären scheinen: Ressourcenabhängigkeit und adaptive Erwartungen. Der erste Punkt weist auf ein Muster hin, wonach organisationale Entwicklung sich an externe Projektfinanzierung anzupassen scheint, was möglicherweise zu einer Überschattung alternativer Aktionsformen führen kann. Dies wird verstärkt durch verminderte interne Ressourcen von den Mitgliedern, während gleichzeitig die Diversität und Anzahl der Mitgliedsgewerkschaften steigt. Da auch die Koordinationsbedarfe der Mitglieder steigen, muss die Verwaltung externe Ressourcen sichern, um die Ziele der Föderation umzusetzen. Das zweite Ergebnis impliziert, dass die Orientierung auf Projektfinanzierung von der Mitgliedslogik verstärkt wurde, die sowohl vom “Schatten der Vergangenheit” der traditionellen Arbeitsaufteilung zwischen internationaler und europäischer Föderation als auch von früheren religiösen und politischen Differenzen geprägt war. Mit der Zeit könnten adaptive Erwartungen zu einer stabilen Arbeits- und Ressourcenaufteilung zwischen der internationalen und der Europäischen Föderation geführt haben. Indem diese Arbeit ein Licht auf die Rolle von gegensätzlichen Logiken und nicht-intendierten Konsequenzen wirft, trägt die Arbeit zum Verständnis der Faktoren bei, die das Entwicklungspotential Europäischer (Gewerkschafts-)Kooperation gestalten – oder hindern - können.

В статье представлены внутренние факторы, влияющие на эффективность деятельности предприятий. Рассмотрено планирование себестоимости, организация финансов, используемая система налогообложения на предприятии, организация труда персонала на предприятии, производительность труда. Исследование показывает о необходимости их понимания и необходимости управления ими., The article presents internal factors that affect the efficiency of enterprises. The article deals with cost planning, organization of Finance, the tax system used in the enterprise, organization of personnel work in the enterprise, labor productivity. Research shows the need to understand them and the need to manage them., Экономика и предпринимательство, Выпуск 6 (119) 2020

Статья представляет собой описание практического опыта разработки системы рекрутинга линейного персонала в компании розничной торговли товаров для дома ООО «Идея», анализируются нормативно-правовые основы, регламентирующие требования к процессу подбора и отбора персонала; фиксируется методологический подход к разработке системы рекрутинга и его организационное обеспечение. Статья содержит описание конкретного алгоритма деятельности по разработке системы рекрутинга линейного персонала и представляет интерес для специалистов кадровых служб предприятий производственной сферы, This article describes the practical experience of developing a linear personnel recruiting system in the home goods retail company Idea LLC, analyzes the regulatory framework governing the requirements for the selection and selection of personnel; a methodological approach to the development of a recruiting system and its organizational support is fixed. The article contains a description of a specific algorithm for the development of a system for recruiting linear personnel and is of interest to specialists in personnel services of enterprises in the manufacturing sector., Актуальные вопросы современной экономики, Выпуск 6 2020

Реальностью современной экономики становится цифрровизация, которая меняет все сферы общества. Сфера труда не стала исключением. Цифровизация активно воздействует на рынок труда, организацию труда. В статье рассматриваются направления воздействия цифровизации на рынок труда России, изменения качественных характеристик спроса и форм занятости.

В статье представлены результаты сравнительного анализа особенностей управления персоналом на примере организацией мобильной связи США, Китая, Индонезии и России. Использован компаративный методы исследования данных. Проанализированы подходы к организации труда персонала, выделены особенности в каждой из стран, приведены данные. Результаты анализа могут быть использованы в процессах разработки и реализации политики управления персоналом транснациональных компаний., The article presents the results of a comparative analysis of the features of personnel management using the example of the mobile communications organization of the USA, China, Indonesia and Russia.Used comparative methods of data research. The approaches to the organization of staff work are analyzed, features in each of the countries are highlighted, data are provided. The results of the analysis can be used in thedevelopment and implementation of the personnel management policy of multinational companies., Экономика и предпринимательство, Выпуск 7 (120) 2020

El presente trabajo investigativo se desarrolló con el ánimo de identificar si la modalidad de teletrabajo contribuye a la reducción de gastos administrativos en la Universidad Santo Tomás seccional Bucaramanga, dentro del cual se analizaron los cargos administrativos y sus funciones para determinar cuáles podían estar sujetos a teletrabajo y de esta manera definir la optimización de los gastos, a partir de la información financiera suministrada por la Universidad del año 2018. Así mismo se aplicó una encuesta ya validada anteriormente, con el fin de medir la percepción de los trabajadores frente a esta modalidad de trabajo y determinar si el personal actual se considera apto para una posible implementación, según las teorías plasmadas en este proyecto. Por otra parte, se verificó los aspectos legales, tecnológicos y de seguridad laboral que se requieren para una adecuada implementación según el libro blanco del teletrabajo, con el fin de conocer el estado actual de la Universidad y determinar un presupuesto para cumplir estos lineamientos. Finalmente, se analizaron los gastos que pueden ser optimizados con el teletrabajo y se determinó la reducción de estos a partir del personal sujeto a esta modalidad, asociando la información financiera del año 2018 con el número de empleados administrativos en la modalidad de trabajo tradicional frente a aquellos clasificados para la nueva forma de organización laboral. Como resultado de la investigación se identificó una optimización de gastos que puede verse reflejada en el mediano o largo plazo y estará condicionada al número de trabajadores que finalmente se acojan a esta modalidad. Así mismo se identifican debilidades dentro de los procesos de la Universidad, que deben ser mejoradas con el fin de garantizar una adecuada implementación en caso que se desee y evitar efectos adversos en el logro de susobjetivos. De igual forma existen aspectos importantes que podrían rescatarse de una posible implementación y que deben ser evaluados en futuras investigaciones para potencializar los beneficios de esta nueva forma de organización laboral. This research work was carried out with the aim of identifying whether the teleworking modality contributes to the reduction of administrative expenses at the Santo Tomás University Bucaramanga, within which administrative charges and their functions are analyzed to determine which ones may be subject to teleworking and in this way define the optimization of expenses, based on the financial information provided by the University of the year 2018. Also, a previously validated survey was applied, in order to measure the workers' perception of this work modality and determine if current personnel are considered suitable for possible implementation, according to the theories embodied in this project. On the other hand, the legal, technological and occupational safety aspects that are required for proper implementation were verified according to the teleworking white paper, in order to know the current status of the University and determine a budget to meet these guidelines. Finally, the expenses that can be optimized with teleworking were analyzed and the reduction of these is determined from the personnel subject to this modality, associating the financial information of the year 2018 with the number of administrative employees in the traditional work modality versus those classified for the new form of labor organization. As a result of the investigation, an optimization of expenses is identified that can be reflected in the medium and long term and will be conditioned according to the number of workers who finally take advantage of this modality. Weaknesses are also identified within the processes of the University that must be improved in order to ensure proper implementation if desired and avoid adverse effects in achieving its objectives. In the same way there are important aspects that could be rescued from a possible implementation and that should be evaluated in future research to maximize the benefits of this new form of labor organization. Magister en Administración MBA Maestría

A new understanding of the term personnels self-development as a complex phenomenon that includes social and individual characteristics and managed by different tools is developed in many ways in this article. The feasibility of using self-development process by the organization as a method of enhancing the creative and labor potential of workers is substantiated, it is shown that it signifi cantly increases the social provisions and the human capital of the organization, meet personnel needs of self-realization, status and career development, etc., increases the level of professional and personal competence of employees. The paper also discusses the most important social determinants of personnels self-development in the enterprise: the organization of labor, material and career incentives, organizational culture, organizational climate, as well as the destructive factors of motivation.

In the article, the main theoretical questions of the organizational capital of the enterprise are considered. The concept of «organizational capital of the enterprise» as a system consisting of three subsystems (organization of production, labour organization and management) is introduced. It is shown that the organizational capital forms the labour relations system at the enterprise consisting of the cooperation, technological, economic, moral labour relations and the relations of workers’ responsibility. The model of cyclic evolution of crisis at the enterprise caused by shortcomings of the organizational capital is revealed. It is shown that the organizational capital is a basis for the realization of the human capital, which creates value added. A considerable attention is paid to the experience of the creation and functioning of the organizational capital at the enterprises of the Japanese corporation «Toyota». The Russian economic literature on crisis management quite often considers only the financial aspects of diagnostics, proposing the optimization of cash flows, elimination of excess stocks, transition to the medium-term budgeting and others. However, the deep reasons of crisis need to be found not only in financial streams, but also in the system of the work relationships. The shortcomings in the development of technological, cooperation, economic, moral labour relations and the relations of responsibility directly reflects the shortcomings in the development of the elements of the organizational capital as they «are adjusted» by these elements. In turn, organizational problems affect the product quality leading to the customer attrition and decrease in the enterprise’s financial performance. The lack of financial resources cause the need to save costs (first of all, on personnel, that was brightly shown by the economic crisis of 2009) that even more weakens the enterprise and system of labour relations. Finally, the enterprise loses its main resource, which is the personnel with necessary level of knowledge and skills.

В статье рассказывается о преимуществах тимбилдинга и его неотъемлемой роле в жизни организации. На примере нескольких крупных компаний, таких как «Роснефть», «Газпром нефть» и «Лукойл», являющихся лидерами в нефтегазовой отрасли, можно увидеть, как данный метод эффективно применяется внутри предприятий. Ключевая цель данного метода научить сотрудников взаимодействовать между собой с целью построения эффективной команды, которая может решить любую проблему, если научиться ладить между собой. Для того, чтобы этому научиться, организации направляют своих сотрудников на специальные курсы по тимбилдингу, которые призваны обучить работников не только умению контактировать друг с другом, но также совместно решать поставленные задачи. И как данной программы повышается не только рост производительности компании, но и также личностный рост каждого из сотрудников, который смог обучиться данному методу., The article describes the benefits of team building and its integral role in the life of the organization. Using the example of several large companies, such as Rosneft, Gazprom Neft, and Lukoil, which are leaders in the oil and gas industry, one can see how this method is effectively applied within enterprises. The key goal of this method is to teach employees to interact with each other in order to build an effective team that can solve any problem if you learn to get along with each other. In order to learn this, organizations send their employees to special teambuilding courses, which are designed to train employees not only in the ability to communicate with each other, but also jointly solve tasks. And as of this program not only the productivity growth of the company is increased, but also the personal growth of each of the employees who were able to learn this method

Обосновано, что основным условием перехода предприятия к новому технологическому укладу является формирование соответствующей культуры и организации труда. Выявлено, что приведение культуры и организации труда в соответствие технологическому укладу обеспечит устойчивую эффективность и безопасность предприятия. Показано, что отечественные предприятия имеют достаточно высокий резерв для повышения производительности труда, использование которого позволит значительно повысить их экономическое благополучие и конкурентоспособность., It is proved that the main condition for the transition of the enterprise to a new technological mode is the formation of an appropriate culture and organization of labor. It was revealed that bringing the culture and organization of labor in line with the technological structure will ensure sustainable efficiency and safety of the enterprise. It is shown that domestic enterprises have a sufficiently high reserve for increasing labor productivity, the use of which will significantly increase their economic wellbeing and competitiveness. Key words: technological structure, transition, labor, labor safety, labor efficiency, labor organization, work culture

Антипова Евгения Игоревна, заместитель декана по учебной работе факультета инклюзивного и коррекционного образования, Южно-Уральский государственный гуманитарно-педагогический университет (г. Челябинск), antipova_evgeniy@mail.ru E.I. Antipova, antipova_evgeniy@mail.ru South Ural State Humanitarian Pedagogical University, Chelyabinsk, Russian Federation Обоснование. В условиях реализации требований профессионального стандарта работники системы социальной защиты населения осуществляют трудовую деятельность на высоком уровне риска, обусловленного ответственностью за качественный результат при ограниченных финансовых ресурсах, эмоциональных и информационных перегрузках. Цель. На основе теоретического, методического и экспертного анализа научной литературы выявить особенности психологических, психофизиологических и профессиографических характеристик специалистов по социальной работе, определяющих успешность трудовой деятельности. Методы. Теоретический анализ и обобщение данных научных публикаций. Результаты. Обобщены различные точки зрения на содержание понятия «социальная работа» и сформулирована авторская дефиниция данного понятия. Проанализированы требования к профессиографическим характеристикам специалистов по социальной работе, в том числе к специфическим особенностям психологического и психофизиологического профиля. Обоснована необходимость учета специфических личностных и функциональных характеристик работников социальной сферы для обоснования научной организации труда на основе принципов эргономики и здоровьесбережения. Заключение. На современном этапе развития теории и практики социальная работа представляет собой неустоявшуюся дефиницию, содержание которой постоянно трансформируется и выступает как динамично меняющаяся концепция. Большинство отечественных авторов учитывают в основном модификацию социальной работы, которая связана с оказанием помощи человеку, попавшему в трудную жизненную ситуацию, что не учитывает все направления и риски профессиональной деятельности. Такой подход ограничивает требования к научной организации труда на основе принципов эргономики и здоровье сбережения. Aim. To comply with the requirements of the professional standard, social work experts face the high risks determined by the responsibility for a high quality result under conditions of limited financial resources, as well as emotional and information overload. The article deals with establishing the features of psychological, psychophysiological, and job-related characteristics of social work experts determining the success of their professional activities. The study is based on the theoretical, methodical, and expert analysis of the scientific literature. Materials and methods. The theoretical analysis and synthesis of scientific data were used for the study. Results. The different points of view on the notion of social work were synthesized, and the author’s definition of this notion was formulated. The requirements to the job-related characteristics of social work experts were analyzed, including the specific features of psychological and psychophysiological profiles. The necessity of taking into account personal and functional characteristics of social work experts was justified for the labor organization based on the principles of ergonomics and health preservation. Conclusion. Currently, social work still remains an unstable definition the content of which is constantly transforming and used as a dynamically changing concept. The majority of Russian authors mostly relies on the modification of social work, which is connected with helping people experiencing life difficulties. Such approach does not take into account all directions and risks connected with professional activities and limits the requirements to the labor organization based on the principles of ergonomics and health preservation.

В статье рассматриваются вопросы совершенствования организации труда, проблемы и перспективы развития трудовых сил, повышения эффективности производства, причины низкой производительности труда национальной экономической системы. Проводится исследование подходов в организации труда, с учётом развития технологий искусственного интеллекта, мероприятий регулирования соответствующих процессов со стороны государства., The article deals with the issues of improving the organization of labor, the problems and prospects of development of the labor force, improving the efficiency of production, the causes of low productivity of the national economic system. The study of approaches to the organization of labor, taking into account the development of artificial intelligence technologies, measures of regulation of relevant processes by the state.

The technical professional improvement of the teachers of the electric branch, regardless of the transformations that follow, is vital to respond to the needs in the training of the technician of medium level in the specialty of Electricity and the skilled worker in the specialty of Electricity of Industrial Maintenance, becoming especially important the updating, complementation and reorientation of the professional technical content. Toward this direction the present work is addressed, in which theoretical referents are approached related to the process of improvement and presents a pedagogical model containing components and relations that harmonized with each other, contributes in a significant way to the solution of the needs of improvement Of teachers in the current conditions and requirements of Technical and Vocational Education (ETP), since it is characterized as relevant and generalizable and reveals as a novelty the relation polytechnic institute-labor, as the main feature where collaborative and interactive work Of the teachers and specialists of the labor entity. From a materialistic dialectic approach, different methods were used to elaborate the pedagogical model and its theoretical and practical validity, it was carried out through the criteria methods of specialists and users, all of which provided levels of coincidence in relation to the real possibility of to insert the teachers in the work entity taking advantage of the space of the pre-professional practices of the students. La superación profesional técnica de los profesores de la rama eléctrica, con independencia de las transformaciones que se sucedan, es vital para dar respuesta a las necesidades en la formación del técnico de nivel medio en la especialidad de Electricidad y el obrero calificado en la especialidad de Electricidad de Mantenimiento Industrial, cobrando especial significación la actualización, complementación y reorientación del contenido técnico profesional. Hacia esta dirección se dirige el presente trabajo, en el cual se abordan referentes teóricos relacionados con el proceso de superación y se presenta un modelo pedagógico contentivo de componentes y relaciones que armonizados entre sí, contribuye de manera significativa a la solución de las necesidades de superación de los profesores en las condiciones y exigencias actuales de la Educación Técnica y Profesional (ETP), pues se caracteriza por ser pertinente y generalizable y revela como novedad la relación instituto politécnico-entidad laboral, como particularidad principal donde tienen lugar el trabajo colaborativo e interactivo de los profesores y los especialistas de la entidad laboral. Desde un enfoque dialéctico materialista se utilizaron diferentes métodos que permitieron elaborar el modelo pedagógico y su validez teórico-práctica, se efectuó a través de los métodos criterio de especialistas y de usuarios, todo lo cual proporcionó niveles de coincidencia en relación con la posibilidad real de insertar a los profesores en la entidad laboral aprovechando el espacio de las prácticas pre-profesionales de los estudiantes.

Large-scale farming that utilizes industrial methods to intensify production is becoming more significant worldwide. This study explores this phenomenon and sheds light on its consequences. Contingency factors serve as key drivers when determining the advantages and disadvantages of both large-scale and small-scale farming. Significant shifts in agro-production methods have fundamentally altered ownership and production structures in agriculture and had a disastrous impact on the livelihoods of people living in rural areas.

Resumen En este artículo se estudia cómo cambiaron las prácticas laborales y sociales que normaban la organización laboral en el puerto de Veracruz entre 1895 y 1908. En esos anos la Cía. Pearson & Sons trabajó como contratista para el Gobierno mexicano en la construcción de nuevas instalaciones portuarias. A través del análisis de una serie de juicios criminales, mi objetivo es abrir nuevas posibi-lidades de investigación que permitan comprender dinámicas laborales tales como la subcontratación, las relaciones de poder entre vigilantes y trabajadores y las formas de pago. Abstract This article studies how labor and social practices that ruled labor organization at the port of Veracruz changed between 1895 and 1908. During this period, the Pearson & Sons Co. worked as a contractor for the Mexican government in the building of new port facilities. Through the analysis of a series of criminal trails, the main goal here is to open-up new research possibilities to unders-tand labor dynamics such as sub-contracting, power relations among watch-man authorities, and workers and payment. Resumo Este artigo estuda como mudaram as práticas laborais e sociais que regularam a organização laboral no porto de Veracruz, entre 1895 e 1908. Durante este período a Cía. Pearson & Sons foi contratada pelo governo mexicano para a construção de novas instalações portuárias. Por análises de uma série de processos criminais, o objetivo é abrir novas possibilidades de pesquisas para entender as dinâmicas laborais tais como a subcontratação, as relações de poder entre os vigilante e os trabalhadores e as formas de pagamento.

Within the broad tradition of studies on corporate mergers in the field of the sociology of organisations, the literature has paid special attention to the influence of the organisational cultures and the national origin of the companies involved in such processes. This study addresses the acquisition of Sealand (US company) by Maersk (Danish company) based on a case study of its terminal in Algeciras, Spain. The employees of both companies underwent a complex integration process in the early 2000s. An inquiry into the factors that caused the culture shock they experienced led to a review of their organisational and national cultures and their impact on the post-merger process. The results suggest that differences in organisation, management style and concept of industrial relations hindered the integration of both groups.

Osoba s invaliditetom je osoba koja je onesposobljena više ili manje u svakodnev- nom funkcioniranju pri svladavanju prostornih, ekonomskih ili socijalnih prepreka koje ne može uspješno savladati kao ostali ljudi prosječnih sposobnosti. Temeljni je problem može li osoba s invaliditetom funkcionirati više ili manje samostalno ili joj je, koliko i u čemu neophodna pomoć druge osobe. Fizički invaliditet postoji kod osobe bez npr. ruke/u, noge/u, bez slezene ili žuči koja slabi imunitet organizma, odstranjenja želuca ili debelog crijeva kod karcinoma, kod trans- plantacije pluća, srca, jetre, bubrega. Gubitak vida, sluha ili glasa nakon operacije karcinoma grla je senzorni invaliditet. Pored opće smanjene radne sposobnosti postoji i profesionalna nesposobnost za rad prema propisima mirovinskog osiguranja. Posebna skupina su osobe s poteškoćama u učenju, ometene i zaostale u mentalnom ili psihičkom razvoju, autisti. Često istovremeno postoje različiti oblici invaliditeta. Gluhi i nagluhi su ljudi djelomično ili potpuno hendikepirani u sluhu, jednom od pet osnovnih ljudskih osjetila. Djelomična ili potpuna nesposobnost pretvaranja podražaja zvuka može se javiti u jednom ili oba uha. Gluhoća i nagluhost je oštećenje sluha zbog bolesti ili povrede. Nagluhost je česta posljedica jake buke pri eksploziji, na radnom mjestu, barotraume pri ronjenju kao i presbyacusis, staračka nagluhost koja se javlja u starijoj životnoj dobi. Gluhonijemi su oni koji ogluše kao bebe, prije nego nauče govoriti i oni su posebna kategorija u ovoj skupini. Gluhima je ne/mogućnost govora manje važna od toga što ne čuju jer s okolinom komuniciraju znakovnim jezikom a znaju i da čitaju s usana. Držanje tijela, dinamika pokreta, mimika lica i usana postoji kod svih ljudi. Razlikuje se kod zaljubljenog para ili para ljudi koji konflikt rješavaju nasiljem. Postoji tu i jedna prednost: gluhonijemi ne trebaju znati ni učiti strane jezike, njihovi znaci su univerzalni. Albanac, azijat, crnac, arap ili bilo koji drugi gluhi turist bilo gdje u svijetu normalno prima informaciju sa bilo koje tele- vizije, ne sluša spikera nego gleda ,,mote“ koje radi ,,tumačica“ za gluhe u malom okviru. Profesionalna rehabilitacija je dio postupka koji slijedi nakon medicinske rehabilita- cije. To je skup usklađenih mjera koje se provode s ciljem da se osobe s invaliditetom dovedu 52 do takvog stupnja duševne, stručne, gospodarske i socijalne sposobnosti da mogu sebi naći odgovarajuće mjesto u zajednici. Time postupkom se osobu dovodi u stanje da se bavi prvi put nekim zanimanjem ili poslom ili nekim novim poslom u slučaju profesionalne nesposob- nosti za rad. U postupku se prvo utvrdi koliko neka osoba ima preostalih i općih radnih sposobnosti u odnosu na prosječnog zaposlenog na nekom poslu. Uzimajući u obzir formalnu školsku i stručnu spremu i radno iskustvo prvo se testiraju mogućnosti ispitanika i radi procjena profe- sionalnih mogućnosti za neki konkretni posao. Nakon toga slijedi neki oblik radnog osposob- ljavanja, prekvalifikacije ili dokvalifikacije. Uz to se provodi i kraći program održavanja i poboljšanja radnih i socijalnih vještina radi konkurentnosti pri ulasku na tržište rada. Person with disability is person who is less or more disabled in everyday life during overcoming social,economic and other barriers for whom they are not able to succeed like average people.The main problem with person with disability is if he/she can normally funcionate less or more or he/she needs help from the other person. Physical disability is when some person do not have hand(s), leg(s), spleen or bile which causes weak imunity, or lungs, liver or kidney during surgical process. Sight lose , hearing or voice loseness after surgical process of carcinoma is sensory disability. Besides general decreased fitness for work there is a professional disability for fitness for work to the old-age disablement insurance regulation. Special part are persons with autism, mentally deficient and psychophysiologic disorder. There are different shapes of disability. Deaf and half-deaf are people with particulary or complete disability with hearing, in one of five basic human sensory. Particulary or complete hearing transformation disability caused in one or both ears. Deafness and partial deafness is hearing damage caused by sickness or injury.Partial deafness is caused by strong noise during explosion , diving-trauma, on work place and presbyacusis- an old-age partial hearness. Deaf and mute are people born with this problem and they are special category in this part. Speech disability is less important to the deaf people because they use body language ( read from lips) to comunicate with others. They know what other person thinks by reading their`s body position, movement dinamics, face and lips mimicking approach. There are differencies between couple in love or violent group of people. Also there is some advantage: deaf and mute people do not have to learn foreign languages because they have universal language. Deaf tourists with different parts of world, language and body colour can normally collect information with any television because he/she receives information from translator who gives hand movements which presents words for deaf people. Professional rehabilitation is procedure after medicinal rehabilitation. That is group of balanced rules with specifical goal for person with disabilty so he/she can achive 54 economical and social abilities so they can find good place in community. The main goal is to help to person with disability to recruit or get a new job in case of professional incompetence. It is important to see how many work capacity person with disability have in relation to the average worker. It is important to see school and personal skills, work experince so they are treated to see performance and professional abilites for particular kind of job. After all comes some kind of fitness for work, retraining or additional qualification training. After all there is a short maintain program with work and social skills improvement to make a person more competence for laybour world.

Submitted by Miriam Lucas (miriam.lucas@unioeste.br) on 2017-08-25T13:34:56Z No. of bitstreams: 2 Sueli de Farias 2017.pdf: 1117116 bytes, checksum: 3f5afd91f15f9ceaa8594671db36468c (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Made available in DSpace on 2017-08-25T13:34:56Z (GMT). No. of bitstreams: 2 Sueli de Farias 2017.pdf: 1117116 bytes, checksum: 3f5afd91f15f9ceaa8594671db36468c (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2017-03-20 This study has as general objective to verify if, in the practice of labor organization of attendance to users with severe and persistent mental disorder in the Center of Psychosocial Attention in Foz do Iguaçu, there is interdisciplinary action. Thus, we first sought to make a discussion about the world of labor, starting by the ontological sense of the social being, and then the labor in the capitalist mode of production and the its forms of organization, through the Taylorism, Fordism and Toyotism. In the Toyotism, there is an intensification in the fragmentation and desregulation of labor and, consequently, of labor rights. We discussed about interdisciplinarity and its relation to labor. In order to present the reality of the Psychosocial Care Center (CAPS) II of the municipality, we first briefly presented the health policy, starting with the Sanitary Reform, which culminated in the approval and implementation of the Brazilian Unified Health System, in 1988. It also happens, in the late 1970s, the Psychiatric Reform Movement, which began the proposal of deinstitucionalization of people with mental disorder in psychiatric hospitals, being replaced by a network of services to them. However, in the Brazilian political, economic and social conjuncture – in the early 1990s – there is an openness to the neo-liberal ideology that is advancing in an overwhelming way in the country, with cuts especially in social areas. Nevertheless, the Psychiatric Reform continues in the search for deinstitucionalization and the country has begun to install CAPS as the central strategy of this process. The Law regulating these services was only approved in 2001. In December of the same year, the III National Conference of Mental Health was held, in which, among other proposals, is approved the interdisciplinary teams for action in the CAPS. Hence, we present the proposal in national level for the operation of these in the municipalities. Following, we bring the political, economic and social conjuncture in municipal scope, and the consequences coming, particularly, to health policy, from the outbreak of Pecúlio Operation in the municipality, which investigates politicians, former secretaries, directors, businessmen and public servants for frauds against the public administration. This situation influences directly in the working conditions of the servers and, consequently, the users of the public services. So, we present the work organization of the CAPS II and the answers of the subjects of research. Finally, through the analyzes, it is possible to verify that there are no interdisciplinary practices in this socio-occupational place of attendance to users with severe and persistent mental disorder. In order to respond to what was proposed in this study, it was based on the perspective of Dialectical and Historical Materialism, opting for Qualitative Research method of approach. The research technique was the exploratory research, field research, using for the data collection the bibliographic research and the questionnaire with open questions elaborated by the researcher and delivered to the research subject, so that they respond it and hand it back. The research area was CAPS II of Foz do Iguaçu, having as subjects of research the professionals that work in this socio-occupational place, adding up to nine subjects. Este estudo tem por objetivo geral verificar se, na prática da organização do trabalho de atendimento a usuários com transtorno mental severo e persistente no Centro de Atenção Psicossocial em Foz do Iguaçu, há ação interdisciplinar. Deste modo, primeiramente buscouse realizar uma discussão referente ao mundo do trabalho, iniciando pelo sentido ontológico do ser social, e na sequência o trabalho no modo de produção capitalista e as formas de organização do mesmo, através dos modelos taylorista, fordista e toyotista. No modelo toyotista, há uma intensificação na fragmentação e desregulamentação do trabalho e, consequentemente, dos direitos trabalhistas. Tratou-se da interdisciplinaridade e a sua relação com o trabalho. Para apresentar a realidade do Centro de Atenção Psicossocial (CAPS) II do município, antes realizamos uma breve apresentação da política de saúde, a partir do processo da Reforma Sanitária, que culminou com a aprovação e implantação do Sistema Único de Saúde em 1988. Também ocorreu desde o final da década de 1970, o Movimento de Reforma Psiquiátrica, o qual iniciou a proposta de desinstitucionalização das pessoas com transtorno mental dos hospitais psiquiátricos, sendo substituído por uma rede de atenção de serviços. No entanto, na conjuntura política, econômica e social brasileira – no início dos anos 1990 – há abertura para o ideário neoliberal que avança de modo avassalador no país, com cortes especialmente nas áreas sociais. Porém, o movimento da Reforma Psiquiátrica continua na busca da desinstitucionalização e tem início pelo país a instalação dos CAPS, enquanto estratégia central deste processo. A Lei que regulamenta estes serviços somente é aprovada em 2001. Em dezembro deste mesmo ano, é realizada a III Conferência Nacional de Saúde Mental, na qual entre outras propostas, tem-se a aprovação de equipes interdisciplinares para atuação nos CAPS. Assim, apresentamos a proposta em âmbito nacional para o funcionamento destes nos municípios. Na sequência, trazemos a conjuntura política, econômica e social em âmbito municipal, as consequências advindas, particularmente, à política de saúde, a partir da deflagração da Operação Pecúlio no Município, a qual investiga políticos, ex-secretários, diretores, empresários e funcionários públicos por fraudes contra a administração pública. Situação essa que rebate diretamente nas condições de trabalho dos servidores e, consequentemente, nos usuários dos serviços públicos. Portanto, apresentamos a organização do trabalho do CAPS II e as respostas dos sujeitos da pesquisa. Por fim, através das análises, é possível verificar que não há práticas interdisciplinares neste espaço sócio ocupacional de atendimento aos usuários com transtorno mental severo e persistente. Para responder ao que se propõe neste estudo, fundamentou-se na perspectiva do Materialismo Histórico e Dialético, optando pelo método de abordagem da Pesquisa Qualitativa. A técnica de pesquisa foi a exploratória de campo, utilizando para a coleta de dados a pesquisa bibliográfica e o questionário com perguntas abertas elaboradas pelo pesquisador e entregues ao sujeito de pesquisa, para que este responda e lhe devolva. O universo da pesquisa foi o CAPS II de Foz do Iguaçu, tendo como sujeitos de pesquisa os profissionais que atuam neste espaço sócio ocupacional, totalizando nove sujeitos.

【目次】 1．はじめに 2．看護職の能力育成に関する研究：OJT を中心に 3．外来看護職場の労働編成 4．外来看護職場の職務間関係 5．能力育成を組み込んだ職務編成のあり方 6．おわりに, The purpose of this paper is to focus on job placement and training of nurses intended for the hospital outpatient department． Also to discuss the organization and planning of the nursing administration． There are three key methods to accomplish this objective． 1） Labor process and organization． 2） Streamlining nursing duties． 3） Allocation， training and evaluation． Conclusion： 1）Each nurse must carry out 11 separate tasks on a single patient in 3～5 minutes， while the doctor is with another patient． Multiplicity of duties are performed on up to five patients． Unfortunately there is too much“office type”work which reduces time for professional nursing． 2）I suggest an extra“migratory”nurse to be available at times when these rushed duties are carried out． This additional support will reduce stress for the nurses as assistance can be offered on many items of concern． 3）To carry out these duties management must create an independent mind for each nurse， improve efficiency while carrying out tasks， but always focusing on professional nursing standards． 4）Maintaining correct scheduling between OJT’s and doctors． For example each nurse should be allocated to the same doctor for the period it takes to gain confidence in her job．

Рассматриваются преимущества и недостатки централизации службы труда на предприятии. Оптимизация численности службы труда предприятия. Решаемые задачи при централизации службы труда.

Cette thèse s’intéresse à la manière dont des discours et des pratiques mis sous l’égide de la Responsabilité Sociale des Entreprises (RSE) et du Développement Durable (DD) se structurent dans le secteur hôtelier, en rendant compte de la façon dont ils participent à la dégradation du rapport social de travail. En proposant le concept intermédiaire de démarches DD/RSE nous montrons qu’elles sont construites à partir d’une articulation avec les stratégies de profit de chacun des deux modèles productifs qui s’imposent, en l’occurrence les hôtels de luxe et les hôtels de chaînes intégrées. Incarnant de nouvelles stratégies de différenciation, elles participent au processus de sectorisation et renforcent les stratégies de domination intra-sectorielle La construction de ces démarches dans les hôtels de luxe se fait par externalisation, quand elle se fait par intégration au processus de production dans les chaînes. Les démarches DD/RSE y sont standardisées à travers un modèle industriel de production. Il ressort de cette analyse que la manière dont ces hôtels intègrent les démarches participe de la dégradation du rapport social de travail. Telles qu’elles sont construites, les démarches de DD/RSE renforcent la division technique et genrée du travail, participant à l’intensification du travail et au renouvellement des stratégies de mobilisation et de mise au travail des salariés. The thesis focuses on the practices deriving from Sustainable Development (SD) and Corporate Social Responsibility (CSR), and on the way these practices transform the French hotel industry. An intermediary concept of SD/CSR process is introduced in order to specify these practices and discourses. This allows showing that the SD/CSR processes are the result of successful and powerful actor strategies inside the hotel industry, from both luxury hotels and franchised hotels. These processes contain new forms of differentiation strategies, which contribute to strengthen those two types of hotels and the sectorial dynamic. SD/CSR processes inclusion in luxury hotels is achieved through outsourcing, whereas franchised hotels integrate them directly into their production process. SD/CSR processes are standardized on an industrial model of production. The thesis proves that the specific type of SD/CSR integration participates to the deterioration of the wage labor nexus, especially regarding the working conditions and the forms of mobilization of the employees. It is also shown that, considering the specific way in which the SD/CSR processes are implemented, they serve the corporate strategy, strengthen the technical and gendered division of labor, intensify labor, and renew mobilization discourses around the theme of nature protection

This paper examines the role of changes in sectoral productivity gaps over time in accounting for growth realized by countries over the past few decades. To quantify the productivity impact of the sectoral gaps, a simple model of resource allocation is developed in which the gaps arise due to distortions in the form of asymmetrical taxes across sectors. The paper finds a limited role of changes in distortions over time in accounting for actual growth. Implied growth from changes in distortions accounts for less than 2.5 percent of actual growth for the median country. To check if the lower contribution of changes in distortions is because of unrealized gains suggested by high levels of present distortions, productivity gains are estimated when distortions across countries are reduced to the US levels. Barring a couple of cases, the gains in aggregate productivity are modest across the sample of countries.

Over the past 30 years, Vietnam has experienced significant shifts of employment away from agriculture toward manufacturing and services, away from household enterprises toward registered and regulated businesses, and away from state-owned enterprises toward private firms. This paper argues that for these processes to continue in the future, appropriately designed and implemented labor market policies need to be in place, including labor market regulations that protect workers but do not inhibit creative destruction and creation of formal sector jobs; labor market interventions that improve workers' human capital, eliminate information asymmetries, and are fiscally sustainable; and labor market institutions that give voice to workers and employers. As a part of all of these measures, Vietnam will also have to renew its efforts to integrate vulnerable groups into the labor market.

Živimo v času, ko so edina stalnica spremembe (Ovsenik in Ambrož, 2010), ki vplivajo na vsa področja poslovnega pa tudi osebnega življenja, inovativnost pa je v takšnih razmerah velik izziv. Delovna organizacija, ki hoče v teh spreminjajočih se razmerah preživeti, mora graditi na človeškem kapitalu. Ljudje, kot edini proizvodni faktor, ki dodajajo vrednost, postajajo vse bolj ključni za preživetje organizacije. We live in a time when the only constant are changes (Ovsenik in Ambrož, 2010) that affect all areas of business as well as personal life and innovation in such situation is a major challenge. The labor organization who wants to survive in this changing context must be built on human capital. People, as the only production factor that adds value, are becoming increasingly crucial for the survival of the organization.

This paper examines how the dismantling of coercive institutions associated with the end of apartheid in South Africa in 1994 affected the distribution of rents from natural resource exports. It identifies the interplay between coercive institutions and natural resource rents as an important driver of local development. Using data from the 1996 census, the paper documents large income gaps between communities located just-inside and just-outside the former self-governing territories set aside for black inhabitants. Examining relative changes between 1996 and 2011, the paper finds that spatial income convergence was considerably stronger among marginalized communities with higher initial exposure to resource rents. These results accord with standard bargaining theory in which the dismantling of coercive institutions improves the negotiating position of unionized workers in the mining industry.

The treatment of waste in industrial production creates a sector apart from the production process in which activities are developed with varied ergonomic risks, either in treatment, transportation or disposal of material generated. Using Ergonomic Work Analysis (EWA) methodology, questions were raised about the influence of waste generated in the production of steel and its implications at work. The determining factors for ergonomic risk in a work activity are related to various aspects of the production process, the industry's physical characteristics, the layout of the work area, the types of tools used and work organization. These elements may influence the operating mode a worker adopts. Understanding the variability of activity may allow for taking corrective actions or for design in the workplace, providing better interaction with humans, reduced physical and cognitive overloads which directly influence worker productivity. Therefore, this study highlights the determinants for ergonomic risks, recommending improvements in the work process that are related to adequacy and sustainability in the production process.

Bulgaria is undergoing both a rapid demographic transition and a significant structural shift in its economy. Increasing longevity combined with low fertility and emigration have made Bulgaria’s age structure increasingly top-heavy and its dependency ratios higher. At the same time, the economic sectors that absorbed low-skilled workers during the high-growth early 2000s, such as construction and manufacturing, were those that contracted most during the 2008–09 economic crisis and they have not yet recovered. Meanwhile, activities demanding high-skilled labor, such as financial and business services and information, communication, and technology (ICT), have been faring relatively well. This study uses a new dataset with direct measures of cognitive and socio-emotional skills to examine the relationship between skills and labor market outcomes in Bulgaria. For a long time, labor market studies had to rely on formal educational attainment as a measure of an individual’s skills. However, the correlation between formal education and skills is not perfect, and not all diplomas are equal in terms of imparting certain skills to students. Moreover, valuable skills can be acquired without formal diplomas, for example through on-the-job training or learning-by doing. In addition to using educational attainment this study therefore looks at direct measures of two types of skills that employer’s value: cognitive skills, such as functional literacy and numeracy, and socio-emotional skills, such as self-discipline, perseverance, and ability to work well with others. The objective is to assess the extent to which these direct measures shed light on what matters for labor market success, defined as being in the labor force, being employed, and earning more. This analysis relies on original data (the Bulgarian Longitudinal Inclusive Society Survey, BLISS) collected by the World Bank and Open Society Institute–Sofia in the spring of 2013, which for the first time in the country included nationally-representative information on the cognitive and socio-emotional skills of the working-age population.

In the article, the main theoretical questions of the organizational capital of the enterprise are considered. The concept of organizational capital of the enterprise» as a system consisting of three subsystems (organization of production, labor organization and management) is introduced. It is shown that the organizational capital forms the labor relations system at the enterprise consisting of the cooperation, technological, economic, moral labor relations and the relations of workers' responsibility. The model of cyclic evolution of crisis at the enterprise caused by shortcomings of the organizational capital is revealed. It is shown that the organizational capital is a basis for the realization of the human capital, which creates value added. A considerable attention is paid to the experience of the creation and functioning of the organizational capital at the enterprises of the Japanese corporation Toyota». The Russian economic literature on crisis management quite often considers only the financial aspects of diagnostics, proposing the optimization of cash flows, elimination of excess stocks, transition to the medium-Term budgeting and others. However, the deep reasons of crisis need to be found not only in financial streams, but also in the system of the work relationships. The shortcomings in the development of technological, cooperation, economic, moral labor relations and the relations of responsibility directly reflects the shortcomings in the development of the elements of the organizational capital as they are adjusted» by these elements. In turn, organizational problems affect the product quality leading to the customer attrition and decrease in the enterprise's financial performance. The lack of financial resources cause the need to save costs (first of all, on personnel, that was brightly shown by the economic crisis of 2009) that even more weakens the enterprise and system of labor relations. Finally, the enterprise loses its main resource, which is the personnel with necessary level of knowledge and skills. © V. N. Belkin, N. A. Belkina, O. A. Antonova, 2016. Рассмотрены основные теоретические вопросы организационного капитала предприятия. Показано, что причиной экономических проблем многих предприятий является несовершенство системы трудовых отношений работников. Представлены инструменты организационного капитала предприятий корпорации "Тойота".

Tunisia today represents a paradox: despite political progress since its 2011 revolution, wide economic and social disparities persist, threatening stability. While Tunisia has several social protection and labor programs in place, its ability to respond to increasing social needs is compromised by inefficiency, fragmentation, and inequity. The objective of this note is to evaluate the effectiveness of Tunisia’s main social protection and labor programs and identify options for reform through a systems-based approach. The note accompanies the Tunisia systematic country diagnostic (2015) with evidence on the efficiency and equity of key social protection and labor programs. Importantly, this note contributes new analysis on how to bolster Tunisia’s social protection and labor programs by focusing on three main areas of systems building: (i) financing and sustainability, (ii) institutions and governance, and (iii) service delivery. The note argues that without significantly improving institutional coordination on financing and delivery, Tunisia’s social protection and labor system will be ill equipped to strengthen economic and social inclusion.

Solutions for Youth Employment (S4YE) were launched in October 2014 as a multi-stakeholder coalition to positively disrupt the youth employment landscape. S4YE is a partnership initiated by the World Bank, Plan International, the International Youth Foundation (IYF), and Youth Business International (YBI), RAND, Accenture, and the International Labor Organization (ILO) with a view to contributing to a world where all youth have access to work opportunities. The mission of S4YE is to provide leadership and catalytic action and mobilize efforts to significantly increase the number of young people engaged in productive work by 2030. It seeks to develop innovative solutions through practical research and active engagement with public, private and civil stakeholders, to enable solutions for all youth at scale. This inaugural report explores how S4YE can find and advance solutions to the challenges of getting all youth into productive work.

Solutions for Youth Employment (S4YE) were launched in October 2014 as a multi-stakeholder coalition to positively disrupt the youth employment landscape. S4YE is a partnership initiated by the World Bank, Plan International, the International Youth Foundation (IYF), and Youth Business International (YBI), RAND, Accenture, and the International Labor Organization (ILO) with a view to contributing to a world where all youth have access to work opportunities. The mission of S4YE is to provide leadership and catalytic action and mobilize efforts to significantly increase the number of young people engaged in productive work by 2030. It seeks to develop innovative solutions through practical research and active engagement with public, private and civil stakeholders, to enable solutions for all youth at scale. This inaugural report explores how S4YE can find and advance solutions to the challenges of getting all youth into productive work.

This paper examines the phenomena of high rates of youth that are out of school and out of work in Latin America. The analysis pursues a dynamic approach by constructing a pseudo-panel from 234 household surveys for 18 countries in the region that allow tracing the life cycle trajectories of different cohorts over time. The trajectories are associated with a series of variables characterizing the household, community, and macro environment in which schooling and labor market participation decisions take place. The most important result obtained is that the persistently high rates of being out of school and out of work among males are strongly associated with greater labor force participation by women, which can be generating a “crowding out” effect against men, given slow job creation rates across the region. The analysis also explores the possibility of scarring effects, and finds that higher shares of out of school and out of work youth at ages 15–20 years are associated with lower wages for the same cohorts later in life, at ages 35–40 years, for males and females. As for employment prospects, the analysis finds scarring effects only for females, with greater out of school and out of work youth shares being related to lower proportions of women in the labor market later in the life cycle.

Mauritius is a high middle-income country with low levels of poverty and inequality. The headcount poverty level was 6.9 percent in 2012; measured by the international standard of United States (U.S.) $2 per day (PPP), poverty was less than 1 percent. On inequality, Mauritius also fared well compared to its peer middle-income countries. On the negative side, Mauritius’ growth has not been equally shared, despite the general improvement in welfare. The economy’s polarization was associated with a structural transformation from labor-intensive industries to services and knowledge-intensive industries. Inclusiveness remains the main challenge for the current growth pattern. When Mauritius will be able to become a high-income country will depend on its ability to improve the labor force’s skill set, develop infrastructure, and further improve the business environment to attract foreign direct investment (FDI) and generate domestic investment. Reduction in inequality and boost of shared prosperity will require more growth and a more pro-poor pattern of growth. An increase in female labor force participation, reduction of high youth unemployment rates, improving the efficiency of the social protection system will reduce growing skills mismatch facilitating inclusive growth and eradicating poverty in Mauritius.

The recent decline in India’s rural female labor force participation is generally attributed to higher rural incomes in a patriarchal society. Together with the growing share of the urban population, where female participation rates are lower, this alleged income effect does not bode well for the empowerment of women as India develops. This paper argues that a traditional supply-side interpretation is insufficient to account for the decline in female participation rates, and the transformation of the demand for labor at local levels needs to be taken into account as well. A salient trait of this period is the collapse in the number of farming jobs without a parallel emergence of other employment opportunities considered suitable for women. The paper develops a novel approach to capture the structure of employment at the village or town level, and allow for differences along six ranks in the rural-urban gradation. It also considers the possible misclassification of urban areas as rural, as a result of household surveys lagging behind India’s rapid urbanization process. The results show that the place of residence along the rural-urban gradation loses relevance as an explanation of female labor force participation once local job opportunities are taken into account. Robustness checks confirm that the main findings hold even when taking into account the possibility of spurious correlation and endogeneity. They also hold under alternative definitions of labor force participation and when sub-samples of women are considered. Simulations suggest that for India to reverse the decline in female labor force participation rates it needs to boost job creation.