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This article examines the close connection between certain models of entrepreneurship and labor control in the 1950s through examining Kemal Seli’s carpet weaving workshops in Turkey. Seli, an entrepreneur who was educated in Germany and in the US in the 1930s, followed different methods of business organization and labor regimes in his workshops. Through paternalist relations he established with the workers, mainly women, on the shop floor, Seli aimed to increase productivity in the workshops and transform the mentality of the work force. The article argues that, by adapting “Human Rationalization” (menschliche Rationalisierung), Seli sought to create new workers and new working-class families that would be more technically, socially, and emotionally suited to the new rationalized work and who will be more politically quiescent. These all-well fit to the economically liberal and conservative-modernist rule of the Democrat Party throughout the 1950s.

Background motivation improves level of efficiency of employees, leads to stability of work force and builds friendly relationship also the People with more autonomy at work are healthier and less stressed. The study aimed at investigating the relationship between the motivational factors and job autonomy among staff nurses. Subjects and Methods: A descriptive correlational design was used in carrying out this study. Which was conducted at a general hospital in Kafr Elshikh governorate namely Sidy Salem which affiliated to ministry of health. Subjects of the study included 150 staff nurses out of 256. The data collection forms consisted of two tools namely motivational factors questionnaire and job autonomy scale. Results: More than one third of staff nurses had high level toward total motivational factor and Slightly more than one third staff nurses had high level toward total job autonomy. Half of staff nurses had the highest level related responsibility of work dimension of motivation More than one third of staff nurses had high level toward total self-autonomy of job autonomy. Conclusion: There was statistically significant positive correlation between motivation factor and job autonomy among staff nurses. Recommendation: Conduct periodical meeting between hospital managers and staff nurses for discussing work problem and develop solutions for each problem

This paper is based on the experiences from Resilience Academy project in Dar es Salaam, Tanzania, where students’ are engaged to a mass-internships for a period of 8-12 weeks. Student internship model of the Resilience Academy is designed to work with the local organisations to conduct geospatial data collection campaigns based on the use of various open-source data and tools combined with community mapping and digital online working. Simultaneously, students’ exposure to practical training during the internship provides them with relevant applied geospatial skills, which increase their future employment opportunities and participation in informed decision-making.

Employee Engagement can be discussed as the positive or negative attachment of the employee’s emotional attachment to their job, colleagues, and organization which profoundly influences their willingness to learn & perform at work. To have a competent work force, every organization needs to have engaged employees at the top level as they have to perform a dynamic task. Especially in the Indian organized retail sector, it is very important to have engaged employees since the industry is growing very fast and also have the full potential to grow further. It is the challenge in front of the organization to have a strategic plan to have and develop employee engagement. Therefore the present study is to prove how exactly the sound HRD practices can act as a tool for Employee Engagement at selected retail organizations at the top level.

Globally, the wind power capacities are growing every passing year, which is an indicative of social and commercial acceptance of this technology by a larger section of the populations. In Indian perspective, the wind power capacities are also increasing with annual additions of new capacities and most of the development work is taking place in the southern part and that too in Tamil Nadu state. Research work in the area of accurate wind power assessment is being conducted to optimize the utilization of wind power and at the same time efforts are being exerted to enhance the operation and maintenance capabilities of the local skilled and semi-skilled work force. This study utilizes 38 years of hourly mean wind speed data from seven locations for providing the accurate wind power assessment and understanding the longitudinal behavior of its characteristics. The wind speed is found to be increasing with decreasing latitudes and having lesser variation in wind direction fluctuations, simply means conversing wind direction to narrower bands. Kanyakumari is identified as the most probable wind power deployment site with annual energy yield of 227.55 MWh and capacity factor of 34% followed by Vedaranyam, and Thoothukudi, as second and third priority sites with respective annual yields of 223.36 MWh and 218.73 MWh.

A hundred years after the Flexner report laid the foundation for modern medical education, a number of authors commemorated the occasion by commenting on how the medical education system had to change once more to serve 21st century patients. Experts called for standardized outcomes and individualized learner pathways, integration of material across traditional areas, attention to an environment of inquiry, and professional identity formation. The medical education community responded and much has been achieved in the last decade, but much work remains to be done. In this paper we outline how the American Medical Association Accelerating Change in Medical Education Consortium, launched in 2013 through significant funding of transformation projects in undergraduate medical education, expanded its work into graduate medical education, and we look to the future of innovation in medical education.

Getting started the constants of our lives building a base for your personal equation setting up variables for your personal equation environment, organizations and technology personal and organizational productivity the nature of work a systems view of work human factors and work processes and results the core-unique-expanding models.

Aims Staff wellness is a fundamental pillar of the modern service. In the current climate, staff are under increasing stress with the potential to feel undervalued. The overarching aim of this project was to try to give something back to the work force to recognise the incredible service they provide. Methods Following a multi-disciplinary discussion, the option of a complimentary post night shift breakfast was trialled. We all acknowledging that post night shift staff can be tired, hungry, emotionally fatigued and stressed. This was available to all staff within RBHSC and not limited to medical or nursing staff. Promotion occurred in the form of posters, emails and word of mouth. Results An emailed survey was distributed to all staff to gain feedback with 49 responders. 79% were aware of the project was running with 93% strongly agreeing or agreeing that this was a great policy. 92% felt the addition of a snack would be beneficial. When questioned if this helped staff get home safe, 50% agreed or strongly agreed, 38% neutral and 12% disagreeing. In the free text box comments included; ‘I believe this would do some way of showing a caring work force they are cared for too’, ‘It’s lovely for staff to bump into others post night and chat/de-stress’, ‘Kindness is magic’ and ‘I think it is a lovely gesture to show that management are trying to support all staff working overnight’. The project started with offering a hot beverage and following feedback was extended to include water, fruit juice, light snacks as well as hot beverages. Conclusion The project was promoted on Twitter with excellent feedback and multiple re-tweets, generating a lot of positive dialogue. This project demonstrates how we can better look after our work force with small improvements aiming to improve morale, make staff feel more valued and prompting a positive culture in our work place. A key component was ensuring this was available to all staff who work nights, not just medical and nursing.

The divisions of the work force intended by the segmented and hierarchical system include the distinctions between full- and part-time workers and those who fall between those categories. Almost everyone aspires to be ‘permed’ – Permanent Full Time – at which point down pour the manna of Disney benefits. The dividing and subdividing of Disney workers and their jobs continues in their placement: they can work on property or off, on stage or backstage; they may be assigned to a department, which is further divided by park, by area, and by attraction. Then they are given a specific position within the attraction, shop, or restaurant. The relentless categorizing and subdividing of employees by place, type, and amount of work has the effect of encouraging workers’ identification with their area, their immediate group, rather than with other people in the park who might be doing similar things but in different places.

International audience; The French Civil Aviation University's (ENAC, Ecole Nationale de l'Aviation Civile) main objectives are to train personnel specialised in air transport, and to help these specialists adapt to civil aviation's evolution, such as the advent of Unmanned Air Systems (UAS) in our skies. This paper shows that in ENAC, education in UAS is carried out in the same way than education in manned aviation topics. The training is divided in main subjects, which are then allocated to each student population according to their future roles: engineers, air traffic controllers, technicians, etc. Teaching is led by skilled personnel and backed up by modern facilities and equipment. This allows ENAC to provide a competent, specialised work force, ready to work on all aspects of the emerging and disruptive UAS-based operations.

This article presents experiences in engaging women in road construction work in Papua New Guinea (PNG) Highlands. Providing labour for road construction is a new experience and a demand for tribal women in the highlands region. Women have never before worked on paid road con-struction works. However, similar to men, women also need cash to pay for goods purchased for the household. Although several road construction activities are in progress in a number of Pacific countries including PNG, there is less evidence reported on the engagement of women. This article initially begins a discussion on gender role in a patriarchy society and gender engagement in road construction program. The article highlights the need for and the process of getting women engaged in road construction works. Women engagement in road construction has been zero in the early years of road construction program which has been increased to 13% of the work force in late 2017. This massive increase is attributable to various strategies adopted by the project staff. The women’s new role in road construction, benefits accrued to both men and women and, recommendation to increase women participation in road construction is discussed. The paper is based mainly on the extensive knowledge gained by the author in working on road construction projects in the Papua New Guinea (PNG) Highlands. Where possible, the findings are supported by previous research.

Surveys required of licensed medical practitioners under the 2011 New Mexico Health Care Work Force Data Collection, Analysis and Policy Act produce knowledge useful for state health care workforce planning. As a case example, we examined responses to the mandatory survey from all obstetricians-gynecologists (ob-gyns) licensed and actively practicing in New Mexico between 2013 and 2015. In 2015, there were 389 licensed ob-gyns in New Mexico; two-thirds (254, 65.3%) practiced in the state. Eleven of 33 counties had no ob-gyn and no inpatient maternity services. More than half of all ob-gyns were female (54.1%), and females were younger than males (median age: 48.2 versus 61.4 years). Very few providers stated that their practice was too full to accept new patients. Most ob-gyns were employed (rather than practice owner-operators), and few worked in independent practices. The 28.7% of all ob-gyns who worked in non-metropolitan counties were more likely to be male, white, older, and work more hours. In conclusion, mandated self-reporting of workforce data provided a rich information source for use in evaluating medical specialty trends in New Mexico. Longitudinal observations will identify trends, along with an ability to isolate factors that either determine or are determined by these trends.

An increasing number of women participate in the work force due to socio-economic development result a big impact to work and family institution. Failure to meet demand for both work and family lead to work-family conflict that may give negative consequences on work and family. An example of major work-related outcome is burnout which can lead to turnover intention. This paper aims to identify the relationship between work-family conflict, burnout and turnover intention. It is proposed that there will be a positive relationship between workfamily conflict and turnover intention, work-family conflict and burnout and also burnout and turnover intention. In addition there is an indirect relationship between work-family conflict and turnover intention through the mediation effect of burnout.

Long-distance commuting (LDC) in Australia has become an entrenched workforce practice. Work force mobility is not limited to the mining sector although for more than a decade, the scale of LDC in the resources industries has been contentious. A diverse range of workforce supply, logistical and employee preference reasons have contributed to the existence of LDC arrangements throughout Australia across many industry sectors. The economic and social consequences of LDC are also varied and complex. This article reports on research conducted with three case-study communities in rural, regional and remote locations where local residents regularly work long periods of time away from home (source communities) in the mining industry. The research analysed the socio-economic impacts on the workers, families, communities and businesses from source communities. Results show that LDC had benefits and by synthesising the key learnings of LDC, potential benefits for regional and community development are highl...

Social media platforms, online forums and comments sections of news media are all depending on the constant work of a largely invisible work force, typically subsumed under the label “content moder...

Work ability research started in Finland in the 1990s due to the challenges of work force aging. The employment rates of older workers (55+) were below 40% and early retirement and work disability rates were rather common in many European countries. The work ability concept and methods were developed and broad international research activities started in the 1990s. A comprehensive promotion model for work ability was created aiming to prevent work ability from declining during aging. However, to be able to impact the work ability is a complicated and difficult task, and requires effects on human resources, work arrangements, and management. Therefore, only a limited number of intervention studies have shown an improvement of work ability during aging. This article introduces some possibilities regarding how to make work ability interventions more successful.

Humanitarian Free/Open Source Software (HFOSS) participation has been shown to promote real world experience and a create a portfolio of work for students that prove to be valuable assets for entering the work force. Creating a senior level software engineering elective that provides the scaffolding for students to participate in an HFOSS project allows professors to ease the often daunting steep learning curve that exists in contributing to these projects. Educators in computer science have recognized that building community within student cohorts provides many benefits for all students as well as being important for creating inclusive environments for underrepresented minorities. Based on the Communities of Practice model, developed by Lave and Wenger, mentorship also plays an important role in bridging entrance into professional communities. Using a classroom model that incorporates both levels of community by putting students into self-selected groups and using mentors from an HFOSS project provides the mechanisms for the aforementioned scaffolding. This poster will show the student perceived benefits of this course for their overall understanding of their place within the community of CS practitioners, their ability to participate with a diverse group of developers, and how this experience influences how they see their skills in relation to a project of this size. Included will also be lessons learned by teaching this course and resources for teachers to build the knowledge for teaching a course in HFOSS development.

The second chapter provides a quantitative framework: first, how much was the population in the various regions and states that composed the Early Modern Italian peninsula? Given this number, in a diachronic perspective, the other two elements will be fundamental in the analysis: how the urbanisation rate changed across time and geographical areas and how much work force was available. These variables are fundamental in order to understand why labour had specific characteristics in specific areas or why these characteristics changed across time. Early modern Italy was a mixture of quite different demographical and “residential” situations that affected—together with other geographical, social, and economic elements—the organisation of work and the life of the workers.

Resumen: Los estudios andinos, en amplio sentido, han atribuido a Juan de Matienzo -oidor de la Audiencia de Charcas entre 1561 y 1579- la elaboración argumentada de la legitimidad del dominio español, a partir de la consideración jurídica de signar a los Incas de tiranos. Como correlato a esta clásica apreciación historiográfica sobre las sentencias del licenciado, sostenemos que paralelamente a la construcción de una tiranía inca prehispánica, aquel propone un diseño de gobierno que sugiere la recuperación de ciertos aspectos de esta civilización, que facilitaron -por cierto- el control de la fuerza laboral nativa y el disciplinamiento de sus prácticas de vida cotidiana. Una atenta mirada al Gobierno del Perú (1567) advierte que el oidor de Charcas observó la política de sujeción incaica como ejemplificadora, fomentando la rearticulación colonial de algunos de sus aspectos. A partir del análisis de fragmentos textuales de su obra principal, ponemos en evidencia el hecho de que la tiranía fue un ejercicio retórico paralelo a la elaboración de una imagen española del Imperio incaico, en tanto garante de formas modernas de control de la población y disposición de su mano de obra.

E-learning at workplace in other words ‘Corporate E-learning’ is being becoming extremely important in today’s globalized organizational scenario. Especially software organizations that facilitate lot of opportunities for its staff members to work in a virtual environment rely upon E-learning solutions to a great extent. E-learning solutions are available in various forms and various tools are available in the market developed with the intention to serve the customized needs of software organizations depending upon the kind of knowledge transfer they would like to impart to their work force. This research intends to analyze empirically the impact of Corporate E-learning solutions in enhancing the team performance of virtual software teams. An empirical study has been conducted on the primary data collected from 202 software professionals spread across various software organizations in India and are leading the virtual teams. A multiple linear regression analysis has been conducted in analyzing the data collected. The results reveal that successful implementation and usage of E-learning systems in software organizations for training employees will enhance the performance of teams even though there are geographically dislocated from one another.

Os catadores de materiais recicláveis podem ser considerados elementos-chave no processo de sustentabilidade ambiental, desempenhando importantes atividades para o tratamento adequado dos resíduos sólidos. Este trabalho visa analisar a dinâmica de trabalho e as condições de saúde dos coletores de lixo no Brasil no ano de 2013 e estabelecer comparações com a totalidade dos trabalhadores ocupados em outras profissões. Foram utilizados os dados quantitativos da Pesquisa Nacional de Saúde 2013 a partir de modelagem estatísticas. Pôde-se constatar que homens, mais velhos, com baixa escolaridade, de cor/raça preta ou parda, com baixa remuneração e que fazem uso do tabaco e/ou do álcool diariamente apresentam mais chances de ocuparem a profissão de catador. Os resultados retratam que os trabalhadores da coleta de materiais recicláveis do Brasil constituem uma fração da força de trabalho bastante vulnerável, sendo necessário que os agentes governamentais de saúde enfrentem a problemática das condições de trabalho e saúde dos catadores

PHOENIX — Many employers don't see a direct connection between credit hours and job skills. Various solutions have been proposed to translate the experience of a student enrolled in a four-year institution to tangible knowledge for the work force. During a session at the annual American Association of Collegiate Registrars and Admissions Officers conference, Kelly Brooks, university registrar at Capella University; Joellen Evernham Shendy, associate vice provost and registrar at the University of Maryland, University College; and Michael Sessa, president of the Postsecondary Electronic Standards Council, discussed initiatives to develop portable credit that reflects a student's collegiate learning as it applies to their work after they graduate, as well as challenges and potential suggestions for institutions looking to move from a traditional to a competency-based transcript.

The article’s aims are to present the action of delegation as a need to every business, especially when they get into a process of growth or expansion of their services and the second object is to propose a delegation model. To achieve the first object, a comparison is performed between the need of delegation in a business and Newton’s third law of action and reaction, considering as “action” the applicant work force from the clients and as “reaction” the business’ capacity to perform a determined work. On the other hand, the proposed “LWPO” model is based in leadership, work, people and objectives of the organization, so it can achieve effectively its strategic. The main feature about the “LWPO” model is that you can select and train contributors in which you may delegate in the future.

Gender strategy may help us better grasp the perplexing phenomenon of working women who continue to struggle with managing career and the non-paying workload of household duties and childcare responsibilities. Gender strategy is composed of emotion management, self-perception and strategy of action. The topic of gender strategy primarily emerged from research conducted by Arlie R. Hochschild in the 1970s and 1980s but has since remained a dormant construct. A valuable tool to enlist gender strategy’s ability to predict and help explain behavior may be Hochschild’s gender ideology model. The rise in dual income households over the past several decades represents the increase of women entering the work force. Along with the employment opportunities came the disproportionate increase in non-work responsibilities for females versus males at home. Early research on dual income households and life balance for women led to groundbreaking work on emotion and the discovery of how couples coped with the changing roles women faced at home. Current research continues to look at these same issues that challenge women in dual income households in today’s society. Implications from conducting research employing gender strategy may help build a practical foundation that creates better understanding and expectations of roles for both men and women. This paper recommends gender strategy as an area of research and identifies methods for additional study.

As educators our primary focus is to scaffold knowledge and concepts so that students are prepared for the future and ultimately the workforce. Due to the rapidly changing digital technological advances there has been debate in education on how we provide the skills and knowledge for students so that they become productive and valued members of society. When our current students are entering the work force many of the jobs that may be available have not yet been developed and this is why the platform of the curriculum area of Digital technology plays such a profound role in preparing our students for the future. The focus of the curriculum is to develop processes that enable students to enhance their problem solving skills and to work collaboratively. This skill based approach is in contrast to a purely knowledge based curriculum. At Rangeville State School I have developed a programme that lays the foundation for prep students to start developing those skills that are emphasised in the curriculum. The intent is then to build on those skills and process and to provide a whole school based programme that will help to enhance opportunities for our older students.

Work place is in most cases a subset of the work force in a cretin community, thus can have a variety of individuals, as in any community it might include a range of category that includes aggressive and abusive people all the way to social predators. At the receiving end are the victims, although anyone can be a victim, still in most cases the target is lower skilled employees, migrant workers cover a considerable number of those victims. Such victims tend to seek help from NGOs and community leaders, with the lack of manpower or an automated system to manage those cases, the NGOs are overwhelmed with the amount of complaints, the proposed portal is a general prototype that aims to acquire the requirements for a migrant workers reporting system.

We examine the impact of rainfall variability and cyclones on schooling and work among a cohort of teens and young adults by estimating a bivariate probit model, using a panel survey conducted in 2004 and 2011 in Madagascar − a poor island nation that is frequently affected by extreme weather events. Our results show that negative rainfall deviations and cyclones reduce the current and lagged probability of attending school and encourage young men and, to a greater extent, women to enter the work force. Less wealthy households are most likely to experience this school-to-work transition in the face of rainfall shocks. The finding is consistent with poorer households having less savings and more limited access to credit and insurance, which reduces their ability to cope with negative weather shocks.

Theory X and Theory Y was an idea devised by Douglas McGregor in his 1960 book “The Human Side of Enterprise”. Theory X is management style where the emphasis is on “productivity”,on the concept of a fair day's work, on the evils of feather-bedding and targeted output.Theory Y is almost in complete contrast to that of Theory X. Theory Y make assumptions that people in the work force are internally motivated, self-direction and self-controlled.

Traceability allows product developers to know more about the logical relationships in model-based systems engineering. Despite the known advantages, traceability is still not established as a standard in product development. High amount of necessary work force for traceability creation counts as one of the major obstacles against traceability. In this work, we investigate the applicability of transitivity rule to automate the creation of traceability. The conducted experiment shows, that automated traceability creation with transitivity rule is possible, however, wrong tracelinks are still inevitable.

This book aims to provide a nuanced and multifaceted answer to the opting-out narrative presented in the media. According to the author, the media coverage of the mothers leaving the work force to ...

Solopreneurs, i.e. entrepreneurs who run their businesses alone, are surprisingly common constituting some 15% of the work force in Europe and the United States. This study aims to clarify solopreneurs’ relationship to growth by analyzing the daily work of established solopreneurs from two different perspectives; how they perceive their well-being at work and how they perceive the development of their businesses. This research objective is addressed by using grounded theory methodology and thematic interviews. According to the findings of this study, solopreneurs follow a specific pattern in their activities that differentiates them from other entrepreneurs. The entrepreneur’s position as a solopreneur encourages him or her to continue alone. The feedback that solopreneurs receive from the environment directs them to focus on their personal professional skills rather than on business and growth. In addition, solopreneurs do not use networks to develop their businesses even though entrepreneurship literature highlights the importance of networks for business development. However, solopreneurs acknowledge the importance of networks for their personal well-being.

Organizations performance evaluation for optimal usage of resources towards increasing of efficiency is important and necessary. Frequently organizations performance has been evaluated by data envelopment analysis. The aim of most investigations for increasing organizations efficiency has been decreasing used inputs (work force). Because in some organizations, mach costs and time is allocated to education of people as organization need their knowledge and specialty. Therefore, dismissal of workforce is not profitable, economically. In this work, idea of reallocation of inputs as a way for improvement of organizations efficiency instead of just decreasing the inputs, has been presented as a design by data envelopment analysis. This proposed design has been examined about data related to some fire department stations.

Women have always been a part of the active work force in Uttarakhand, although their work remains unrecognized and formally unorganized. Health allied issues pertaining to women have always been a remarkable area for researchers and much has been explored. However, minimal research in this perspective has been conducted on women folk belonging to hilly regions. This paper is therefore, an attempt to unveil at least the basic health awareness and concerns prevalent among hill farm women. With ex-post facto research design the study was taken up in Dotiyal gaon of Takula block in Almora district. Sample size consisted of 50 hill farm women. Results signified poor health awareness and concerns among hill farm women, as in majority women were not aware about their blood group and the dietary differences of normal and pregnant women. They were suffering from different ailments as a result of their work culture. Concerted efforts by the medical community, government, NGOs and learned people willing to help is ardently entailed to create awareness and enlightening hill farm women for what is the basis of life i.e. health.

For mothers with young children, child care challenges can pose significant barriers for their labor force participation. Working mothers must arrange for someone else to care for their children when working outside the home. Previous research has shown that women with children spend less time in the labor force compared to women without children. This study used the Fragile Families and Child Wellbeing study to examine whether a range of child care characteristics, neighborhood factors, and individual factors caused mothers of young children to leave the work force. The results indicated that child care-related work exits are common occurrences for mothers in large urban areas. Of those mothers in the FFCW sample who used non-parental child care, more than one in ten mothers reported work exits due to child care-related problems. Logistic regression analysis further revealed that common risk factors for work exits included changing child care arrangements, using multiple types of child care, living in neighborhoods with a higher percentage of Hispanic population, being African American, and having household income between 50 and 99% of FPL. The findings are useful in informing social policies and interventions to help mothers better bridge the gap between adequate child care and gainful employment.

In Sweden, the main program for individuals whose capacity to work has been permanently reduced is disability insurance. Labor market policy in Sweden is characterized by a 'principle of work' - that is, the goal is to help individuals remain in the work force to the extent it is possible even in the event of illness or injury. As a result, many of the social insurance programs allow for a combination of benefit receipt and paid work. In the case of disability insurance, this means that individuals can collect benefits fully or partially in 25 per cent increments.

New technologies in the sense of Industry 4.0 are supporting the digitization process in all manufacturing and logistics sectors, also the seaports, which are responsible for shipping of about 90% of the world commodities. Traditionally, seaport's stevedores are quite conservative with taking up new technologies. Additionally, the European ports are challenged by the demographic change resulting in port handling operations with less staff or less experienced staff, work force which is not especially educated for port work. This paper addresses whether and how Serious Gaming can be a method to develop necessary skills for those stevedores of the port of the future. Game prototypes are briefly introduced and the results from trial session with practitioners are presented.

The study explores how companies specialised in a schoolchild work force represent children’s work and the working child on their official websites. The material is four websites from Swedish companies explicitly offering schoolchildren under 13 opportunities to sell products on commission in order to raise money for school trips. The analysis reveals there is an almost total visual absence of children performing work. Instead focus is placed on joy and on learning skills for the future. Caring adults are highly involved in the work that is described as safe and easy. Any possible negative connotations to exploited child labourers are avoided. These findings contribute to our understanding of how complex and contradictory the image of children is in prosperous societies where children do not have to work for survival, but yet do work.

The present work is dedicated to the study of cold thermal environments in food distribution industrial units through a subjective assessment based on an individual questionnaire which aims to describe the working conditions of employees often exposed to cold. The survey was carried out in Portugal and the sample consists of 1575 valid responses obtained in 61 industrial units. The results show that the food distribution activity sector is characterized by a female population (78.1%) and by a young work force (63.4% of the workers are less than 35 years old). Despite the availability of cold protective clothing (52.8% of the workers indicate one garment) its characteristics require improvements. In addition almost 1/3 of the respondents consider the thermal environment cold and 79.6% of the workers report that working in the cold is harder in wintertime. The results also highlight that 37.3% of the workers report having health problems.

Agriculture sector as a whole has developed and emerged immensely with the infusion of science and technology. But this latest emergence is not capable of plummeting the ignorance of women labour as an integral part of this industry. In developing countries like India, agriculture continues to absorb and employ female work force but fails to give them recognition of employed/hired labour. Women constituted 38% of the agricultural labour force in developing countries. It is also estimated that 45.3% of the agricultural labour force consists of women. But a large number of women have remained as "invisible workers”. Since there has been concern expressed regarding the gap between women’s actual economic participation and public perception of it several researchers have attempted to overcome this invisibility through gendered empirical research studies for using on gender analysis and gender roles. This piece of research is highlighting the trend of female participation in agriculture across various Indian states. The secondary data collated for the research is used to study the growth trend of the agricultural worker from 1961-2001. Analysis is done to categorize the states on their identical behaviour of participation in agriculture by hierarchical clustering of economically active female in agriculture based on measurements like coefficient of variation, compound growth rate and work participation rate.

Individuals attribute outcome to either internal factors or external factors. Individuals who accredit internal factors are categorised to have internal LOC and people who impute to external factors are categorised to have external LOC. Employees experience different levels of work stress and job satisfaction from the same type of job. This study investigates the relationship between LOC, job stress and job satisfaction. Data was collected from working professional using standardised questionnaire. The findings indicate the higher the internal locus of control the lower will be the level of job stress and higher will be the job satisfaction. Though strong positive relationship exists between internal locus of control and job satisfaction, job stress may play partially mediating role. External locus of control (both others and chance) does not impact job satisfaction, but impact positively job stress. In a nutshell individuals or organisations should aim to develop strategies to reinforce internal locus of control in the employees so as to ensure stress free and satisfied work force.

This article discusses the need for an integrated and active change management approach by social workers working in American businesses to develop corporate policies that address the work and personal concerns of the Gulf War Era II veterans who will be returning home over the next 3 years. Many of these veterans were involved in intense combat and/or served multiple tours of duty in Iraq and Afghanistan. The challenges that veterans who served in Iraq and Afghanistan face in their efforts to find jobs and productive work, to establish relationships at work, to remain steadily employed and fulfilled, and to further their education, are discussed.

A discussion of vaccines often focuses on protecting children from vaccine-preventable diseases. However, 10 vaccines are available for adults, and occupational health nurses should consider these vaccines when providing health care to adult workers. This article discusses the 10 adult vaccines, indications for using each vaccine, barriers preventing adults from being vaccinated and occupational health nurses from increasing vaccination rates, and strategies nurses can use to promote adult vaccination. Promoting universal vaccination among adults, especially employees, accomplishes two goals. First, universal vaccination promotes a healthy work force, enabling employees to report to work regularly and be more productive while working. Second, vaccinating adults protects the most vulnerable members of the community, young children, those with immunodeficiencies, and those who cannot be vaccinated, via herd immunity.

In today’s highly competitive and rapidly changing business environment, organizations must take full advantage of their work force’s creative potential to prosper or even survive. The need to enhance creative performance for long-term success is perhaps especially true in the sales profession, where individual and organizational success depends on supplying innovative and useful solutions for customers. Emerging research has shown that a leader’s emotional intelligence positively supports workers’ creative performance. Employing a sample of 460 field members, this study extends this research by exploring how a sales representative’s emotional intelligence influences his or her creativity and key work outcomes. The findings are discussed in terms of theoretical and managerial implications. Limitations and suggestions for future research are offered.

Background Increasingly, people diagnosed with cancer are surviving and continuing to participate in the work force. This trend brings with it new issues regarding survivors' employment-related needs. Objective The research team's objective is to explore cancer survivors' employment-related needs and supports with the ultimate goal of developing a training intervention for them. Methods Data were collected via an online survey. This article reports on the findings from the pilot stage of the study, which included 32 respondents. Results Many cancer survivors experience cancer symptoms at work, but do not tend to seek reasonable accommodations. Levels of awareness of possible programmatic and legal supports are low. Respondents reported that neither employers nor medical practitioners are primary sources of information regarding their individual employment-related concerns. Instead, they relied on general information from cancer advocacy organizations. Conclusions Survivors, employers, and practitioners who treat cancer patients could benefit from training resources about how survivors might address their employment-related needs.

Disadvantaged/Minority/Women business enterprises (DBE/MBE/WBEs) in construction and professional fields face several impediments that hinder their business growth and overall performance. In this study, a survey was conducted to compare the importance of the factors that most affect business performance of these business enterprises, the impediments they face, and the advantages and disadvantages of being a DBE/MBE/WBE; the survey was conducted with construction and professional firms in the transportation industry. When comparing responses from 259 business enterprises, the results indicated that construction firms placed significantly higher importance to financial issues and safe work practices than professional firms. In addition, construction firms ranked lack of technology, an unskilled work force, and an expensive work force as significant impediments to their business success as compared to professional firms. No significant differences were detected ranking the advantages of being DBEs. However, regarding the disadvantages of being a DBE, construction firms ranked excessive bid shopping significantly higher than professional firms. The respondents provided a set of recommendations to improve the status of DBEs for use by government policy-makers/owners and prime contractors.

After entering the new century, the factors that affect the security and stability of colleges and universities are complex and changeable. The problem of political security in Colleges and universities has become more and more prominent, and the pressure of public security and the construction of security and stability work force should be solved urgently. The new task we are facing is that how to correctly analyze the main problems that affect the safety and stability of colleges and universities to take corresponding countermeasures, and make efforts to promote the construction of safe and stable work of the long-term mechanism.

Mit dem demografischen Wandel und dessen Folgen gerät eine spezifische Grundlage der Entwicklung der ostdeutschen Industrie unter Druck. Vor dem Hintergrund einer hohen Verfügbarkeit von Qualifikation, Motivation und Bindung quasi zum Nulltarif und anspruchs- und konfliktarmc Belegschaften auf der Betriebsebene etablierten sich spezifische Konsensorientierungen. Der Beitrag analysiert die Konsensmodelle unter dem Aspekt sich wandelnder Ansprüche an Arbeit und argumentiert, dass Demografie nur zum Treiber „Guter Arbeit“ und Innovationsfähigkeit wird, wenn es gelingt, in den Unternehme Routinen für Beteiligung und interne Konfliktbearbeitung zu etablieren.

This article examines the changes in the female class structure of the urban work force in post-revolutionary Iran by investigating the rate and pattern of the exclusion and the incorporation of women in the market between 1976 and 2006. We examine the gender marginalization thesis and test it empirically by focusing on the class nature of women's exclusion and incorporation into the labour force. We rely on decennial census data and present our empirical finding in the context of the social hierarchy of work. Moreover, we provide a comparative empirical analysis of the economic marginalization process for urban women's and men's class locations historically.

Technological developments in the twentieth century have transformed the majority of wealth-creating work from physically-based to ‘knowledge-based’. Therefore technology and knowledge are the key factors of production. With increased mobility of information and the global work force, knowledge and expertise can be transported instantaneously around the world, and any advantage gained by one organization can be eliminated by competitive improvements overnight by another organization. The objective of the study is to evaluate educational status of different countries including Pakistan i.e., net primary enrolment, gross secondary enrolment, net tertiary enrolment etc. through different national and international reports between the years 2008 and 2010. The result shows that particularly, Pakistan's education sector performance is not very encouraging. The low enrolment rates at the primary level, wide disparities between regions and gender, lack of trained teachers, deficiency of proper teaching materials ...

This paper presents a model of labor participation calibrated on a weekly basis; part-time and full-time employments are also considered. By applying the theory of random utility maximization we model households' choices. In order to have a good temporal and spatial coverage the model is calibrated on three datasets, extracted from both national and regional travel surveys. The results are applied to synthetic households that reproduce the Belgian population. The proposed innovative methodology simulates synthetic agents by accounting both for households' and individuals' characteristics, while not suffering from the problem of the "zero cell value". The results indicate that there is major day-to-day variability in working activity participation; in particular, on Wednesdays and Fridays the number of households working part-time or not working is particularly high. This is consistent with what was expected by the analysts. Working participation is a fundamental component in activity based models where work is considered a skeletal activity. The tools developed here can be useful to study how changes in population characteristics (i.e. increases of flexible working arrangements and of the number of women in the work force) affect activity participation and travel patterns. © 2010 Springer Science+Business Media, LLC.