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Worker cooperatives in Argentina experienced an important boom at the beginning of the 21st century in response to the economic and social crises that affected the country. This situation entailed a restructuring of social and employment policies that emphasized work as a means of social inclusion. The aim of this article is to describe and characterize the type of labor insertion that worker cooperatives propose to their members in terms of income, formalization, benefits, and labor guarantees and the ways in which they organize production and time. The findings are presented of a descriptive study, based on the application of surveys and semi-structured interviews with members of 27 worker cooperatives in the Greater Santa Fe agglomerate, located in the Argentine pampas. The study, carried out between 2019 and 2020, recognizes the possibility of labor insertion offered by cooperatives to many people who have been excluded from the formal labor market and even of becoming a space for support, meeting, and training for members and associates. However, it describes nearly generalized situations of labor precariousness among people working in cooperatives, shaped by the lack of social protections and adequate economic regulation for associative and self-managed organizations. [ABSTRACT FROM AUTHOR]

The article presents an approach to increasing labor productivity by evaluating the labor potential of an enterprise and subsequently developing a personnel incentive system. Labor potential is considered as the ability of human resources to increase their labor productivity by addressing hidden reserves, existence of which depends on internal and external factors. The authors present the results of a construction industry enterprise’s personnel survey. The employees assessed the organization of the labor process, the relationship between the team and departments, their own labor potential, as well as other aspects of their work. The results aim at determining the possible motives of employees to create a staff incentive system. Along with the motives of the staff, the incentive system should take into account the amount of possible labor productivity increase. Thus, it will correspond to the interests of both employees and the enterprise. The study proposes a methodology for assessing the personnel labor potential based on determining the strengths and weaknesses of the studied indicators. The methodology allows to identify promising areas for work with personnel and rationally allocate resources to stimulate labor potential, which, in turn, can reduce time costs and other expences.

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Excavations at Ashdod‐Yam exposed a fortification system that features a massive mudbrick wall with large earthen ramparts laid on either side. This fortified horseshoe‐shaped enclosure once surrounded what was likely a human‐made harbor and an adjacent acropolis with complex earthen architecture, constructed and active during Iron Age IIB–C (eighth–seventh centuries B.C.E.). These Iron Age public structures are at the center of the current research. In this paper, we present the geoarchaeological analyses of Ashdod‐Yam's earthen architecture. We applied a multidisciplinary methodology to new evidence for mudbrick manufacture with the goal of understanding the relationship between governing bodies and craftsmen. The analyses combine X‐ray fluorescence, loss on ignition, environmental scanning electron microscopy, and thin‐section petrography to investigate raw material procurement, manufacturing choices, and labor organization at Ashdod‐Yam during Iron IIB–C. Construction techniques and the standardization of the mudbrick recipe point to a local enterprise regarding the site's public earthen architecture. Furthermore, the degree of labor organization must have been closely observed and supervised by a central political power. Thus, it is argued here that construction and maintenance of the site was carried out by the kingdom of Ashdod, either as a part of its own local initiative or on behalf of the Neo‐Assyrian empire. [ABSTRACT FROM AUTHOR]

The article examines the Lupeni strike action of 1929. While Communist-era historiography exalted the strike as a political action led by party members, the strike was atypical for local labor organization. Placing the strike in the wider context of 1920-1931, the article traces the interaction between local organized labor, the coal companies of the Jiu Valley, and state agents, both locally and in Bucharest. In the post-1918 period, the unions pressed for miners to receive reasonable compensation; given the state’s demand for coal and the companies’ need for labor, this initially fostered compromise. The Romanian state was willing to tolerate local labor unions led by Social Democrats, while using repression — including the army — to suppress strikes and ensure an uninterrupted coal supply. Shifts in the market and coal production, however, reduced the need for miners — resulting in the fragmentation of local unions. In 1929 the combination of a relatively liberal regime, coal companies seeking rationalization of their work force, and a radicalized fringe group resulted in the strike. While rejecting pre-1989 depictions of the strike, the text argues that labor history helps to reveal the limits of Romanian interwar democracy in ways that political and legal approaches may not.

The article is aimed at substantiating the process of formation of human capital through the development of the dual system of education. The article analyzes the main factors that affect the development and formation of human capital of an agricultural enterprise. The accumulation of human capital through the formation of an effective system of training, material and moral stimulation and motivation of staff, which gives the enterprise an advantage in the relevant market segment, is substantiated. The issue of the place of the individual in the development of the strategy of human capital formation is considered both in the individual development trajectory and at the enterprise level. In this regard, the main factors of innovative development of economy in the current conditions of economic management are analyzed. The efficiency of the dual training system is calculated through the analyzed standard methods for assessing human capital and it is revealed that this system is influenced only by wages. Therefore, it is proposed to take into account other costs incurred by the enterprise, such as the «social package» – the compensation provided to the employee, except for wages. Indicators of efficiency of human capital of enterprise are proposed, with the help of which managers can constantly monitor and increase the level of human capital, which will result in an increase in the value and income of enterprise. The issue of public-private partnership in the field of vocational education, which the State should use, was raised. The costs of forming human capital in such a partnership are distributed between the individual, enterprises and the State, where everyone assumes a certain share of risks. The main task is the transition of education from the public sphere to the public-private sphere.

The article examines the identification of an unknown church painting related to the work of the Bulgarian artist Zlatyu Boyadzhiev in the “Dormition of the Virgin” Church in Plovdiv. The author studied documentary texts and spoke with the artist's family before approaching the Plovdiv Metropolis to obtain permission to digitize this mural. The unknown church painting of Zlatyu Boyadzhiev is a real challenge for researchers and provides an opportunity for a new perspective that would complement the biography and expand the knowledge of this great Bulgarian artist. [ABSTRACT FROM AUTHOR]

The paper covers analysis of the international experience of legal regulation of labor rights of public service employees. The influence of the standards of the International Labor Organization on the labor law of Ukraine has been studied. The scope of labor legislation on the regulation of state employees’ labor has been established. It has been concluded that ratification and compliance with international standards of labor organization is one of the promising areas of the country’s development and improving its international image as a democratic and socially oriented state.

This contribution looks at the organizational innovations introduced by digital platforms from a broader reflection, which is positioning them within the historical depth necessary to understand their underlying logic. From this perspective, they emerge not simply as the outcome of the new potentials offered by digital technologies, but as the result of more articulated social dynamics. In tracing the evolutions of the various organizational models that have taken place in the industrial sphere (from Fordism to network capitalism to the rise of digital platforms) what will be highlighted is how these transformations respond to social and political logics having the same goal: the control of labor. Thus, digital platforms appear as the final piece of these transformations, capable of a disruption of space/time coordinates of production that while on one hand allow them to emerge as leader in the global market, on the other provides them increasingly pervasive and effective labor disciplining devices. Despite this, platforms do not appear to be the sole owners of their destiny. The most recent transformations underscore how the mobilization experiences we have seen rising from riders and drivers are succeeding in affecting both the formal dimension of law and the organizational substance of platforms.

Copyright of Plural: History, Culture, Society is the property of Faculty of History & Geography, 'Ion Creanga' State Pedagogical University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Amid the popularity of global cloudwork platforms that connect vast numbers of clients and workers across geographic boundaries, local platforms have emerged. These alternative platforms, such as social enterprises, are established by platform workers and social entrepreneurs offering pro-worker platform-mediated work organization. Through two case studies, I situate the ambivalence of alternative platform formations within the social imaginaries and "entrepreneurial solidarities" underpinning cloudwork in the Philippines and the local sources of identification--spatial and local affinities and gender identities driving them. I then examine how these sources of identification shape the versions of fair and inclusive relations of production that they seek to embed in platform design. These represent an expression of agency aimed at improving platform conditions in ways that simultaneously embody and challenge the platforms' business models. The article seeks to contribute to the enrichment of the debates in terms of the politics, nuances, and possibilities for solidarity and resistance in cloudwork in the Global South amid continuing technological development and platform reforms. [ABSTRACT FROM AUTHOR]

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.

One of the personnel management tasks, including libraries, is the formation of a climate in the work collective. The purpose of the article is to study the state of the socio-psychological climate of the library staff as a factor impacting the efficiency of its activities and to develop recommendations for its evolution. To study the staff of the academic library of Novosibirsk State Technological University (NSTU), the Nemov method for socio-psychological self-assessment of the team, as well as continuous questioning of employees, was used. Based on the results of diagnostics of the socio-psychological climate of the staff of the NSTU academic library, it is shown that the implementation of mentoring practice can contribute to the elimination of the identified shortcomings and to the formation of a more stable socio-psychological climate in the team. In order to reduce the risks of potential conflicts in the team, it is proposed to organize training for the employees of the NSTU scientific library. The results and conclusions obtained can be used in the practical activities of not only the NSTU academic library, but also in any other library with any number of persons in a team.

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 discusses issues surrounding the introduction of new forms of documents and the organization of document circulation in Ukraine during the Soviet period, revises the organization of office work and presents a selection of valuable documents. The authors also explore the organizational and scientific activities in the field of management, stipulated in regulatory enactments, and describe the creation of a network of public organizations, institutes and laboratories that dealt with issues of scientific organization of labor and reference activities. In the article, an analysis of the organization of office work and archival management through the evolution of regulatory framework is presented, highlighting the most important stages of the organization of documentation in the USSR. It is noted that, by the end of the 1980s, a holistic system of documentation support, which met at that time the requirements of Soviet business broadcasting and the standards of compiling official documents, had been formed. [ABSTRACT FROM AUTHOR]

It is well known that Russia is a leading producer and exporter of natural gas. In this regard, it is difficult to overestimate the importance of the development of the domestic gas industry. One of the activities of the gas industry is the construction of gas transmission networks, as well as their repair. During those and other works there are problems that cause disruption of the timing of commissioning of facilities, which negatively affects the financial and image characteristics of enterprises. One of the main directions of solving this problem is the use of new technologies for the construction of gas transmission networks. «Petroholding–St. Petersburg» stock company engaged in construction and repair of gas transmission networks was chosen as the research object. As part of this study, one of the seven sites included in the structure of the enterprise was considered. The study identified a number of causes for the failure of the construction deadlines: high degree of equipment deterioration, lack of automation and mechanization of technological process, lack of clear interaction between the hierarchical structures of the company, etc. Identified problems are not the prerogative of this site, and are systemic to the whole enterprise. In order to address the identified shortcomings in this work, three activities are proposed that will improve theconstruction organization of networks. First of all, this is the replacement of the welding machine, with which manual welding is performed, with a more automated method, which will reduce the time of welding several times. The paper considers two alternative options for replacing manual welding. Secondly, it is the introduction of preventive maintenance of machines, machinery and equipment. Thirdly, establishing communication between the head office and the sites, as well as stimulating the work of staff. These measures will not only increase the efficiency of the company as a whole, but can also be considered as universal for enterprises working in this field. Общеизвестно, что Россия является ведущим производителем и экспортером природного газа. В связи с этим значение развития отечественной газовой отрасли сложно переоценить. Одним из видов деятельности газовой отрасли является возведение магистральных газотранспортных сетей, а также их ремонт. Во время тех и других работ возникают неполадки, которые вызывают срыв сроков введения в эксплуатацию объектов, что негативно сказывается на финансовых и имиджевых характеристиках предприятий. Одним из основных направлений решения данной проблемы является применение новых технологий организации строительства магистральных газотранспортных сетей. В качестве объекта исследования выбрано Акционерное общество «Петрохолдинг–Санкт-Петербург», осуществляющее работы по строительству и ремонту газотранспортных сетей. В рамках данного исследования из семи участков, входящих в структуру предприятия, был рассмотрен один. Исследование позволило выявить ряд причин, вызывающих срывы сроков строительства: высокая степень изношенности оборудования, отсутствие автоматизации и механизации технологического процесса, отсутствие четкого взаимодействия между иерархическими структурами компании и др. Выявленные проблемы не являются прерогативой исключительно данного участка, а носят системный характер для предприятия в целом. С целью устранения выявленных недостатков в рамках данной работы предлагаются три мероприятия, которые позволят усовершенствовать организацию строительства сетей. В первую очередь, это замена сварочного аппарата, с помощью которого производится ручная сварка, на более автоматизированный способ, что позволит сократить сроки проведения сварочных работ в несколько раз. В работе рассмотрены два альтернативных варианта замены ручной сварки. Во-вторых, это внедрение планово-предупредительных ремонтов машин, техники и оборудования. В-третьих, налаживание связи головного офиса с участками, а также стимулирование труда персонала. Данные мероприятия позволят не только увеличить эффективность работы компании в целом, но и могут рассматриваться как универсальные для предприятий, работающих в данной сфере.

«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.

The digital technologies development and widespread in economy and social sphere led to serious labor nature changes and appearance new problems in labor market. The avalanchelike information flows growth, complication of production and technological processes requires countries to use actively as possible the advantages of new technologies in order to increase the competitiveness of their economies. The analysis of digital technologies impact on modern business processes in manufacturing and services sectors revealed the changes in functions and requirements for employees' knowledge, skills and competencies. This necessitates the search for new approaches to the labor organization, modification the forms and social and labor relations content within the company and the labor market as well. Thanks to modern technologies, opportunities are opening up for creating new jobs, increasing productivity and production efficiency, and new industries and specialties emergence. New digital technologies-based production business models need workers with professional as well as developed cognitive and socio-behavioral skills in complex problem solving, logical thinking, teamwork, and the ability to adapt to changing conditions and circumstances. The skills are acquired through learning lifelong. In industrialized countries, including Russia, as the conducted studies indicated employment becomes more flexible, but less stable in connection with the business digitalization. In this regard, the authors propose the measures to ensure the companies personnel potential development, the labor force competitiveness increase in response to the global technological changes' challenges. [ABSTRACT FROM AUTHOR]

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.

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.

Teotihuacan underwent an urban renewal during the Tlamimilolpa phase (AD 250–350) in which more than 2,000 apartment compounds were constructed to accommodate its estimated 100,000 residents. Although the orderly layout and canonical orientation of the city imply top-down planning, growing evidence suggests a bottom-up process of urban transformation. This study combines architectural energetics with archaeometric analysis of nonlocal construction materials (lime plaster and andesitic cut stone blocks) to examine the labor organization behind the construction of the apartment compounds. The results of the energetic analysis suggest that residents relied on labor forces external to their compounds, whereas materials analysis indicates that the procurement, transportation, and production of building material were centrally organized and thus indicative of a state labor tax. Based on these results, I argue that compounds were assembled through corporate group labor exchange or communal (neighborhood-level) labor cooperation/obligation, with differing degrees of support from the state labor tax. Apartment compound construction was not uniform but rather a diverse process in which state labor mobilization, communal labor obligations, and corporate labor exchange were articulated in various ways. [ABSTRACT FROM AUTHOR]

A twenty‐hectare swath of Old Kingdom 4th Dynasty settlement that central authorities laid out at the low, southeastern base of the Giza Plateau as housing and infrastructure for building pyramids shows distinct components that reflect how they mobilized labor into collective action for building on a colossal scale through already existing social bonds and home‐based fellowships from districts, villages and neighborhoods. Correlation between this architectural footprint, builders' graffiti, and recently discovered papyrus day logs with district signs suggests links to larger national networks. Ensconced alongside the major Nile port of its time, community members served in both ships' crews and work gangs with links to broader interregional networks. It is possible that immigrants from source countries who specialized in procurement and transport of exotic products contributed to ethnic diversity in the distinct components of "downtown Egypt." Brought together in a central settlement much larger and denser than any at home, each occupant experienced an exponential increase in social interactions. But we see hints that, as authorities multiplied social clusters for collective action and established procurement networks of broad spatial range, they preserved home‐based fellowships. It may have been true for downtown Egypt at the pyramids that, regardless of a city's size, everyone lived in villages and neighborhoods. [ABSTRACT FROM AUTHOR]

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.

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.

Copyright of Sociologija: Mintis ir Veiksmas is the property of Vilnius University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Forty years ago, Bruce Malina led the way in applying social-scientific models and concepts to the study of the New Testament. He especially argued that respectful reading scenarios could be drawn from the cultural anthropology of the Mediterranean world, which offered the nearest contemporary analogy to biblical societies. His early work on limited good beliefs in biblical cultures is here extended to investigate links between cultural beliefs and conditions of agrarian economic production and to test several corollaries in the cases of the Jesus group in Palestine and Christ-followers in the Roman cities. It is argued that limited good beliefs in the New Testament are related to the actual conditions of the low-productive societies and social-stratification realities in which the Bible was inscribed. [ABSTRACT FROM AUTHOR]

Copyright of Memorias is the property of Fundacion Universidad del Norte and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)