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Copyright of Space & Form / Przestrzeń i FORMA is the property of West Pomeranian University of Technology, Department of Architecture & Urban Planning 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.)

Copyright of Gruppe. Interaktion. Organisation: Zeitschrift für Angewandte Organisationspsychologie (GIO) is the property of Springer Nature 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.)

Resume The article attempts to tell about what the author saw in one of the UAE hospitals. This hospital is not an ordinary one, it belongs to the leaders in the Middle East. Cooperates with John Hopkins Medicine. As part of the work, visits by lecturers and specialists are held to conduct demonstration operations and train interns. The organization of work in the operating room is described, in particular, the division of duties of nurses is carried out. Practical performance of work duties, such as storing medicines, accounting for equipment, monitoring its condition, the organization of the workplace, labeling of syringes, etc. The lack of work is greatly helped by institution, which we do not have. Foreign word Supervisor. Usually a female person comes (they are less prone to sentiments), stands, observes and records. Cleaners and nurses have supervisors. They become the best and most advanced according to the specialty. Attention is focused on the elements of the JCIA system and their importance for the organization of safe work for both the patient and the staff. Some details of work duties that are not always known to us. What is Time Out and why does it exist. A lot of attention is paid to the operation of a fully computerized hospital. There are no paper medical histories (patient files) in the hospital. They are there, they are binders with a few sheets of paper, everything else is on the server. This server is used by several hospitals and affiliated clinics. The work of the anesthesiologist in and outside the operating room, the documentation and equipment at the disposal of the anesthesiologist are described. What access and to what documentation of the patient do certain doctors have (to diaries that are written in electronic form, to the results of all possible studies, pictures, ECG, conclusions, results of computer tomography and others). A template is filled out for the statement, and this is one of the few paper documents. Describes how the patient care system works during surgery. Many technical details are given. How to warm a patient in the operating room, which aspiration systems are used, etc. The author hopes that the article will be interesting for domestic doctors and nurses, and will also find the use of some of the examples given in practical activities.

Safety risks at work during a pandemic and war require new standards for the organization of work. Increasing socio-psychological pressure requires a better definition of staff duties, communication rules, and work and rest regimes. The purpose of the study is to determine the most acceptable regulations for the organization of labor that help to maintain the efficiency of a company’s activities in an unstable environment. In the course of the research, a content analysis of regulatory documents was carried out and a survey among HR managers, heads of Ukrainian companies, and their employees was conducted. All data were collected in two waves. The first wave was in November-December 2021 with 301 participants. Due to the beginning of the war, the second wave of the study was conducted in April-May 2022, when the wartime conditions have already made their impact, with 271 participants — managers, HR managers, and staff of Ukrainian enterprises. The results confirmed that working conditions and global risks that determine the types of the organization of work under uncertainty require a flexible approach. Mixed and flexible standards of the organization of work provide for optimal work modes and safer working practices, so they have been approved to be more effective. It has been determined that the disregard of global challenges, trends, and the social nature of labor by the company management reduces the effectiveness of labor organization regulations.

Workplace sexual harassment (SH) has been highlighted as a key issue for female agricultural workers in the United States. This study investigated how workers' descriptive data (age, job experience, attitudes) and specific organizational variables (how work crews are structured) potentially facilitate SH in an agricultural setting. Harassment was reported by 30% of surveyed female viticulture workers in their current jobs. Harassed women tended to be younger, employed seasonally and working in crews where hostile sexist views were prevalent. Harassment affected worker productivity; harassed women and their male co-workers were less satisfied with their jobs and more likely to seek other employment. Efforts to address SH by restructuring at the level of the field crew may be ineffective. Instead, addressing workers' hostile sexist attitudes and the extent to which an organization tolerates SH appears to have the most promise for reducing SH in agricultural industries.

The article attempts to analyze informal practices at a late Soviet factory through the prism of the factory ethnographic project of the Soviet sociologist Andrei Alekseev, who in the 1980s. worked in the workshop of the Lenpoligraphmash plant. Based on the materials published as a result of the research project, a number of questions are raised: What is remarkable about the experience of the sociologist Andrey Alekseev? How does participant observation research help to study the organization of labor in a Soviet factory? Is it possible to say that informal practices in the work of workers were aimed only at “escaping” from the control of the factory administration, and autonomy at the workplace served solely to satisfy personal needs? The focus of the article is an informal practice, which the workshop workers called "partisanism" — the informal production of spare parts that are subsequently used not for personal purposes, but for the needs of production. It is argued that, firstly, contrary to the belief of researchers of Soviet labor, the ability of workers to act outside the field of view of the administration can be aimed not only at shirking and avoiding work, but also at building new ways of organizing labor, aimed, among other things, at management of collective planning obligations; secondly, Alekseev’s research project itself became “partisan”, since, on the one hand, it made it possible to explore and capture in detail the informal life of a Soviet enterprise shop in the 1980s, on the other hand, it became an alternative way to study Soviet society, a methodological and empirical initiative, an invention , but at the same time a contribution to the history of Soviet industrial sociology.

Copyright of Tijdschrift voor Arbeidsvraagstukken is the property of Amsterdam University Press 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.)

Abstract Background Micro, small and medium-sized enterprises (SMEs) represent the majority of businesses in the EU. Little is known about psychosocial demands faced by company owners, managers, and employees in SMEs, especially in the health and service sector. The current study aimed to identify which psychosocial demands related to work organization are reported by managers and employees in the health and service sector, and if managers and employees differ in their perspective on these psychosocial demands. Methods We conducted nine single interviews and two focus group discussions with seven company owners and managers as well as eleven employees from six different German companies between January and February 2020. The psychosocial factors of the psychosocial risk assessment of the Joint German Occupational Safety and Health Strategy (GDA) served as a framework for data collection and analysis. The interview material was analysed using Mayring’s method of qualitative content analysis. Results We identified four prevailing work-related psychosocial demands related to work organization among managers and employees: (1) possibilities and time for recovery after work, (2) communication and cooperation, (3) work intensity, and (4) interruptions, and prioritization. According to the managers, they were confronted with a lack of possibilities and time for recovery after work. They report issues related to inadequate communication and cooperation affecting the entire company team, and also face high work intensity and frequent interruptions and prioritization. Employees reported a clearer division between work and private life. However, they also face periods of high work intensity, frequent interruptions and the need for prioritization. Conclusion Managers and employees in SMEs in the health and service sector would benefit from evidence-based and evaluated tailored interventions and approaches for improved work organization. Further studies are needed to support managers and employees in SMEs in the health and service sector in facing and handling work-related psychosocial demands like lack of possibilities and time for recovery after work, high work intensity or frequent interruptions.

This overview paper first aims to outline and consolidate all the biographical facts available today in libraries and archives, and then list the teaching, scientific and professional contributions made by Professor Vukan Dešić during his fruitful life, such as: 1) his contribution to the development of higher education through performing the functions of a Vice-rector, Dean and Rector at the University of Belgrade and the Faculty of Mechanical Engineering; 2) his contribution to the development of railways as the general manager of the Yugoslav State Railways and assistant to the Minister of Railways, i.e. Transport; 3) the fact that, as early as in 1949, he developed the course in Scientific Organization of Work and founded the Department for scientific organization of work at the Faculty of Mechanical Engineering in Belgrade exactly 70 years ago; 4)the fact that he is responsible for the establishment of the Faculty of Transport and Traffic Engineering, an initiator of the founding of the Faculty of Organizational Sciences and the Technical College of Mechanical Engineering; 5) his contribution to the development of scientific space as a head and/or founder of a large number of institutes and scientific associations (e.g. Centre for Multidisciplinary Studies, Yugoslav Society of Mechanics); 6)his numerous scientific and professional contributions of tremendous importance, with special emphasis on the fact that he is the founder of the contingent theory of organization, the creator of an innovative Complex Analytical Method, which seriously raised the level of organization of the Yugoslav companies at the time, the forerunner of the invention of Ishikawa, a serious critic of Taylor's contributions, who refuted the premises that Henry Town laid the foundations of management and organization.

Workplace sexual harassment (SH) has been highlighted as a key issue for female agricultural workers in the United States. This study investigated how workers' descriptive data (age, job experience, attitudes) and specific organizational variables (how work crews are structured) potentially facilitate SH in an agricultural setting. Harassment was reported by 30% of surveyed female viticulture workers in their current jobs. Harassed women tended to be younger, employed seasonally and working in crews where hostile sexist views were prevalent. Harassment affected worker productivity; harassed women and their male co-workers were less satisfied with their jobs and more likely to seek other employment. Efforts to address SH by restructuring at the level of the field crew may be ineffective. Instead, addressing workers' hostile sexist attitudes and the extent to which an organization tolerates SH appears to have the most promise for reducing SH in agricultural industries.

To meet the requirements of California's Sustainable Groundwater Management Act, there is a critical need for crop production strategies with less reliance on irrigation from surface and groundwater sources. One strategy for improving agricultural water use efficiency is reducing tillage and maintaining residues on the soil surface. We evaluated high residue no-till versus standard tillage in the San Joaquin Valley with and without cover crops on the yields of two crops, garbanzo and sorghum, for 4 years. The no-till treatment had no primary or secondary tillage. Sorghum yields were similar in no-till and standard tillage systems while no-till garbanzo yields matched or exceeded those of standard tillage, depending on the year. Cover crops had no effect on crop yields. Soil cover was highest under the no-till with cover crop system, averaging 97% versus 5% for the standard tillage without cover crop system. Our results suggest that garbanzos and sorghum can be grown under no-till practices in the San Joaquin Valley without loss of yield.

Teamwork requires quality two-way communication in a team, both formal and informal, which can only be achieved by increased engagement of senders and recipients of information in the communication process. Quality communication removes, or minimizes, psychological, semantic, physical and technical obstacles to the communication process. Successful functioning of a team requires constant exchange of information between team members, creating a favorable organizational climate (team atmosphere), motivating team members, encouraging team members to creative work and initiative and subtly guiding team members towards the goal.

Copyright of Journal of Management Analysis / Revista Gestão em Análise is the property of Revista Gestao em Analise 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.)

Copyright of Farol - Revista de Estudos Organizacionais e Sociedade is the property of Farol - Revista de Estudos Organizacionais e Sociedade 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.)

Background: Micro, small and medium-sized enterprises (SMEs) represent the majority of businesses in the EU. Little is known about psychosocial demands faced by company owners, managers, and employees in SMEs, especially in the health and service sector. The current study aimed to identify which psychosocial demands related to work organization are reported by managers and employees in the health and service sector, and if managers and employees differ in their perspective on these psychosocial demands.Methods: We conducted nine single interviews and two focus group discussions with seven company owners and managers as well as eleven employees from six different German companies between January and February 2020. The psychosocial factors of the psychosocial risk assessment of the Joint German Occupational Safety and Health Strategy (GDA) served as a framework for data collection and analysis. The interview material was analysed using Mayring's method of qualitative content analysis.Results: We identified four prevailing work-related psychosocial demands related to work organization among managers and employees: (1) possibilities and time for recovery after work, (2) communication and cooperation, (3) work intensity, and (4) interruptions, and prioritization. According to the managers, they were confronted with a lack of possibilities and time for recovery after work. They report issues related to inadequate communication and cooperation affecting the entire company team, and also face high work intensity and frequent interruptions and prioritization. Employees reported a clearer division between work and private life. However, they also face periods of high work intensity, frequent interruptions and the need for prioritization.Conclusion: Managers and employees in SMEs in the health and service sector would benefit from evidence-based and evaluated tailored interventions and approaches for improved work organization. Further studies are needed to support managers and employees in SMEs in the health and service sector in facing and handling work-related psychosocial demands like lack of possibilities and time for recovery after work, high work intensity or frequent interruptions. [ABSTRACT FROM AUTHOR]

In this study, I examine training in the work-based part of Norwegian technical vocational education and training (TVET). The TVET model includes two years in school followed by two years of apprenticeship at an authorized training enterprise. The empirical findings are based on one year of fieldwork combined with interviews, while following communities of plumbers and apprentices on construction sites and at a training agency. The article describes how work tasks and training on the construction site are continued and elaborated at the training agency, where technical theory and drawing are intertwined in practical plumbing. Over the past two decades, Norway has welcomed a significant number of eastern European migrant workers. Construction is among the industries most affected. This study explores how plumbers negotiate work and training at the intersection with dominant groups of foreign construction workers. [ABSTRACT FROM AUTHOR]

Demands of automotive industry is especially focused on new solutions. Nowadays, these needs are stronger than have ever been. Manufacturers are constantly looking for new ways to release their products in the shortest possible time. The research described in the paper concerns work organization and project management in automotive industry. It is a part of PhD project, dedicated to the implementation of remote team collaboration, and is focused on wiring harness development. The first part of the paper is devoted to the review of different forms of work organization with special attention paid to Follow The Sun approach. In the second part of the paper, the characteristic of the wiring harness production was described. Especially, the methodology and design processes. The third part of the article presents a proposition of transforming the currently existing development process with the use of remote teamwork solutions. The article concludes with a description of the implementation of the test projects. Selected indicators were introduced to determine the profitability of this implementation. [ABSTRACT FROM AUTHOR]

The paper hypothesizes that the worldwide market-friendly political/institutional transformations of the early 1980s had an impact on the direction of technological change. Their crucial effect was to make an integrated global labor market politically feasible, which raised demand for what eventually became global value chains and production networks, requiring in turn the further development of IT to lower communication and information costs. IT investment and demand for high skills, driven up by the large set up costs of global networks, eventually stagnated once these networks were in place making the expansion of low-skill employment around the world less dependent on their services. [ABSTRACT FROM AUTHOR]

Given the limited number of middlemen in short food supply chains, producers marketing through such channels must carry out various tasks associated with production, processing (if applicable) and marketing. Since productivity increases with specialization, it is presumably difficult for such producers to achieve high levels of labor productivity in each of the tasks they perform (in terms of organizing the work and controlling for costs). This study reports on the results of a detailed analysis of the apparent labor productivity in each activity segment (production, processing and distribution) on farms in Quebec (Canada) that market through short food supply chains. We adapted the concept of a complex activity system and the Work Assessment method to reflect the context in Quebec and the unique features of integrated farming models based on direct marketing. In total, we analyzed work organization on 32 Quebec farms to determine how added value and work hours are allocated among different activity segments. Our analysis of apparent labor productivity highlights the heterogeneity of farms involved in direct marketing as every farm studied had a unique profile. In addition, work patterns reflected the background, choices and skillsets of farmers and different combinations of production factors were utilized. Overall, labor productivity was lower in production-related tasks, although this was often offset by higher productivity levels in other activity segments. Our results indicate that greater productivity in the areas of processing or distribution allows farms in short food supply chains to be financially sustainable. The findings of our study also confirm that farmers involved in direct marketing work hard to sustain their activity systems, even though net earnings are often low when compared to the amount of effort involved. However, farmers are partially compensated in other ways, such as through client appreciation and work enjoyment. [ABSTRACT FROM AUTHOR]

The organization of work is closely related to how employees perceive the multiple aspects (either positive or negative) of their work activity. The approach of psychodynamics of work deals precisely with the effects of work on the workers’ mental health, in particular with the pleasure or pain it produces. That is why we consider it appropriate to discuss the organization of work from the perspective of the psychodynamics of work, which gives significant knowledge contributions for this complex reality.

Presentamos aquí un análisis y discusión del material producido en los Conversatorios de salud mental y sufrimiento en el trabajo, realizados como preparación para el encuentro entre Christophe Dejours y diferentes colectivos de trabajadores chilenos. Desde la voz de los trabajadores se van reconfigurando algunos conceptos clave de la Psicodinámica del trabajo: la distinción entre el hecho de trabajar y la organización del trabajo, la problemática del sufrimiento y la identidad, las patologías de la soledad y el suicidio en el trabajo, entre otras. Las líneas finales enfatizan en la doble centralidad del trabajo: sobre la subjetividad y sobre las relaciones sociales, planteando la relevancia de pensar y desarrollar en Chile perspectivas clínicas del trabajo. We present here an analysis and discussion produced in the conversations of mental health and suffering at work done in preparation for the meeting between Christophe Dejours and different groups of chilean workers. From the voice of the workers, some key concepts of the Psychodynamics of work are re-configured: the distinction between the fact of working and the organization of work, the problem of suffering and identity, the pathologies of loneliness and suicide at work among others. The final lines emphasize in the double centrality of the work: on the subjectivity and on the social relations, raising the relevance of thinking and developing in Chile work clinics perspectives Nós apresentamos aqui uma análise e discussão do material produzido nas palestras sobre a saúde mental e sofrimento no trabalho feito em preparação para o encontro entre Christophe Dejours e diferentes grupos de trabalhadores chilenos. Desde a voz dos trabalhadores vai (re) confi guração de alguns conceitoschave da psicodinâmica do trabalho: a distinção entre o fato de trabalhar e de organização do trabalho, o problema do sofrimento e da identidade, as patologias de solidão e suicídio no trabalho, entre outros. As linhas fi nais enfatizar a centralidade do trabalho: na subjetividade e as relações sociais, elevando a importância de pensar e desenvolver perspectivas clínica do trabalho no Chile.

Copyright of Revista Española de Sociología is the property of Federacion Espanola de Sociologia 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.)

The organization of work is closely related to how employees perceive the multiple aspects (either positive or negative) of their work activity. The approach of psychodynamics of work deals precisely with the effects of work on the workers' mental health, in particular with the pleasure or pain it produces. That is why we consider it appropriate to discuss the organization of work from the perspective of the psychodynamics of work, which gives significant knowledge contributions for this complex reality. [ABSTRACT FROM AUTHOR]

Background: US government child labor policies allow children as young as age 10 to be hired as workers on farms not operated by family members. Children may face substantial health risks in an industry known for high worker morbidity and mortality rates, due to high demands for productivity, and low control and little support because of the organization of the workplace. This paper examines how child farmworkers in North Carolina experience their work situation. Methods: In‐depth interviews conducted in 2016 with 30 Latinx child farmworkers, ages 10 to 17, were analyzed using concepts from the demand‐control‐support model. All had worked as either migrant or seasonal hired farmworkers within the past year. Results: Children reported planting, cultivating, and harvesting crops including fruits, vegetables, and tobacco. The crew leader supervisory system, piece‐rate pay, and coworker pressure produced significant demands to work quickly and take risks including lifting heavy loads, operating mechanical equipment, and working in excessive heat. Children had little control over work to counter demands they experienced; and they labored in a state of fear of firing, wage theft, and other sanctions. Support was variable, with younger children more likely to experience family and coworker support than older children. Conclusions: The high demands with limited control and, for some, little support, that these children experience place them at risk and show the possibility of injury and exploitation. Future research should systematically document the occupational injury and illness of hired child farmworkers, and consider whether changes in labor policy are warranted. [ABSTRACT FROM AUTHOR]

The essence of the catering industry is providing food and beverages services. The food and beverages department provides the food and beverages in the hotel industry, with its restaurant being the most visible part where the food and beverages supply and demand takes place. The researching of this organizational segment is important because it contributes to the understanding and improvement of the organizational efficacy of the food and beverage department, in particular the restaurant units of the catering organizations. The aim of this paper is to explore the organization of work within the food and beverage department in the Hotel Radisson Blu Resort in Split. The proposed research evolves around the problems of the organization of work of a specific restaurant Fig & Leaf located in the Radisson Blue Resort Split Hotel. The research was conducted by means of questionnaire that included all the employees of the restaurant (N=20). Certain problem areas have been identified in the restaurant’s organization of work: a) a sub-optimal number of employees; b) multiple chain of commands; c) problems of sub-optimal organizational structures in the work of the restaurant; d) problems regarding certain aspects of the organizational culture of the restaurant relating to team work, participatory decision-making, inter-personal trust. For the diagnosed problems in the organization of the restaurant organizational solutions were offered aimed at improving management. This way of solving the organizational sub-optimality can be generally applied within the restaurant business.

This article, composed using literary sources and archival materials, is dedicated to the 155th anniversary of Alexander Grigoryevich Lyutkevich - a prominent Russian ophthalmologist of the late 19th and early 20th centuries (12.09.1867-18.04.1928) and one of the founders of the Voronezh Medical Institute. The paper traces the main stages of his biography, notes his work in rapid-reaction emergency care units, and pays attention to his teaching activities. The importance of Lyutkevich's doctoral dissertation on the treatment of high myopia is emphasized. The article also highlights his important role as editor of the classic textbook "Course of eye diseases" by A.A. Kryukov. In Lyutkevich's public activities, his contribution to the establishment of the Society of Ophthalmologists in Moscow is particularly noteworthy. Lyutkevich's high organizational skills are highlighted, which were clearly manifested in the Yuriev University and in the creation of the medical faculty of the Voronezh University.

Resumo Neste artigo teórico, tem-se como objetivo analisar as diferenças e possíveis sobreposições conceituais a respeito de tipologias de violências no trabalho, as quais são cada vez mais sutis. A reflexão crítica sobre o trabalho de Hershcovis (2011) nos instigou a pensar nas diferenciações entre as tipologias de violência, visando sua compreensão a partir de modelos que se aproximam de uma visão mais complexa e realística das interações sociais (Andersson & Pearson, 1999; Cortina, Kabat-Farr, Magley, & Nelson, 2017; Leymann, 1996; Vasconcelos, 2015). Os principais resultados consistem na identificação de dois riscos potenciais para a compreensão do tema: (a) a aglutinação dos conceitos, o que prejudica avanços teóricos e tratamentos específicos no trabalho; e (b) o isolamento dos tipos em silos, o que contribui para a perda de avanços alcançados em outros domínios. Ainda, postula-se a necessidade de vislumbrar as diversas tipologias de violências em um continuum conforme o contexto social.

Copyright of Romanian Review of Private Law / Revista Română de Drept Privat is the property of Universul Juridic Publishing House 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.)

The ways in which patient care is organized, managed and delivered are changing dramatically. As these changes continue to unfold, the organizational arrangements within which they take place - the production process - need to be redesigned. Redesign is always challenging, as peoples' routines, habits and expectations are frequently disrupted, and need to be modified or replaced by new ones. However, it should be a priority, as the need for change is only going to increase over time. [ABSTRACT FROM AUTHOR]

Copyright of Trabalho EnCena is the property of Trabalho EnCena 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.)

We present here an analysis and discussion produced in the conversations of mental health and suffering at work done in preparation for the meeting between Christophe Dejours and different groups of chilean workers. From the voice of the workers, some key concepts of the Psychodynamics of work are re-configured: the distinction between the fact of working and the organization of work, the problem of suffering and identity, the pathologies of loneliness and suicide at work among others. The final lines emphasize in the double centrality of the work: on the subjectivity and on the social relations, raising the relevance of thinking and developing in Chile work clinics perspectives. [ABSTRACT FROM AUTHOR]

Negative anthropology attempts to describe the human being on the basis of the concrete historical project of his annihilation. The project is connected to a new organization of work, whose exemplar can be seen in extermination camps, but which continues in a diluted form in liberal democracy: it relies on making the working beings invisible, letting them disappear. What is behind this mechanism of making invisible? In every community, in every people, this concerns the relation of the governing "whole" and the governed part. The governed, excluded part provides for the others and is the condition of possibility of the whole; this condition, however, remains hidden, unnoticed. This violent origin must remain hidden in order for the community to endure. The issue is not only the subjugation of the governed by those who govern. Also, those who govern are dependent on the governed, time and again they perceive the desire for autonomy. If they cannot sublimate it, then they can only hate the dependence with all the forms of the other who remind them of it. However, it is the other that can show also the way out of violence. [ABSTRACT FROM AUTHOR]

Copyright of Scientific Papers of Silesian University of Technology. Organization & Management / Zeszyty Naukowe Politechniki Slaskiej. Seria Organizacji i Zarzadzanie is the property of Silesian Technical University, Organisation & Management Faculty 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.)

Efficient and effective functioning of a military organization means consolidation and coordination of work of a great number of personnel, which ensures the accomplishment of the set tasks and the successful performance of a mission or operation of any kind. Having stated this, one should have in mind two manifestations of such a process: organization as a structure (formation of a unit or command) and organization as a process function of command and control. Development interests of the Serbian Armed Forces' operational capabilities require a complex approach to the scientific organization of work. This means that none of the problems can be solved partially, i.e. separately from other problems. A comprehensive and systematic approach means introducing scientific achievements and experiences of the current practice into an organizational activity, and using scientific organization to encompass the military work of all instances of the Serbian Armed Forces on the whole. In the aforementioned segment of the work organization process, particularly significant is the standardization of time, which is, basically, a standard for carrying out certain processes in a military organization.

Copyright of Réseaux (07517971) is the property of Editions La Decouverte 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.)

Copyright of Revista Colombiana de Sociologia is the property of Universidad Nacional de Colombia, Facultad de Ciencias Humanas, Departamento de Sociologia 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.)

The man, a great pillar of support organizations, is gradually undergoing a process of crushing. Under the impetus of numerous conflicts, the design of employer-employee relationships is turning and the worker is losing more and more control over the means of production in the face of new technologies. In this essay will seek to identify the impact of these organizational transformation process from the technological modernization of work organization and the introduction of new technology has been changing the most common forms of control in companies. The process of technological modernization has brought about side effects such as insecurity, uncertainty, fatigue, fear of unemployment, more violent vigilance, since it is made by sophisticated mechanisms, achieved through emotional pressure and introjection of general fears to aversive situations (unemployment, loss of purchasing power, negative self-image, loss of status, among others). Adapting to the current era, power holders develop new and more sophisticated control strategies. In this sense, the potential abuse of control by the dominant groups are underestimated, because the new clothing used for control in business organizations are disguised by the technological apparatus. [ABSTRACT FROM AUTHOR]