Journal articles: 'Balance of workers'

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Gragnano, Andrea, Silvia Simbula, and Massimo Miglioretti. "Work–Life Balance: Weighing the Importance of Work–Family and Work–Health Balance." International Journal of Environmental Research and Public Health 17, no. 3 (February 1, 2020): 907. http://dx.doi.org/10.3390/ijerph17030907.

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To date, research directed at the work–life balance (WLB) has focused mainly on the work and family domains. However, the current labor force is heterogeneous, and workers may also value other nonworking domains besides the family. The aim of this study was to investigate the importance of other nonworking domains in the WLB with a particular focus on health. Moreover, the importance of the effects of the work–family balance (WFB) and the work–health balance (WHB) on job satisfaction was investigated. Finally, we explored how the effects of the WFB and the WHB on job satisfaction change according to worker characteristics (age, gender, parental status, and work ability). This study involved 318 workers who completed an online questionnaire. The importance of the nonworking domains was compared with a t-test. The effect of the WFB and the WHB on job satisfaction was investigated with multiple and moderated regression analyses. The results show that workers considered health as important as family in the WLB. The WHB explained more of the variance in job satisfaction than the WFB. Age, gender and parental status moderated the effect of the WFB on job satisfaction, and work ability moderated the effect of the WHB on job satisfaction. This study highlights the importance of the health domain in the WLB and stresses that it is crucial to consider the specificity of different groups of workers when considering the WLB.

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Wiefek, Nancy, and Nathan Nicholson. "The retirement security of employee owners in ESOPs in S Corporations." Journal of Participation and Employee Ownership 2, no. 3 (December 9, 2019): 212–21. http://dx.doi.org/10.1108/jpeo-09-2019-0025.

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Purpose American workers at nearly every level of the income spectrum are not and often cannot to save properly to be secure in retirement. Addressing this challenge will require a comprehensive policy discussion by both federal and state policymakers. Employee stock ownership plans (ESOPs) are the primary form of employee ownership, and for reasons explored in this report, companies organized as S corporations are especially likely to be fully ESOP-owned. The purpose of the paper is to explore the role played by employee ownership in retirement security overall and across wage and age groups. Design/methodology/approach The findings described in this report are derived from a survey of privately held S corporation ESOPs. The report compares these findings to nationally representative survey data. The online survey, conducted between January and March 2018, received responses from 39 companies that supplied the median and average account balances of a total of 61,020 plan participants. It breaks new ground by presenting retirement account balances by wage and age categories (e.g. 20,000 lower-wage workers and 8,000 employees nearing retirement). Findings ESOP participants represented in this survey have more than twice the average total retirement balance of Americans nationally: $170,326 vs $80,339. This is not just a function of higher wage ESOP employees driving the average up. ESOP employees making less than $25,000 a year also have on average more than double the retirement savings ($55,526) compared to similar workers nationally ($22,447). Nearly all of the respondent companies (97 percent) offer at least one other retirement plan in addition to the ESOP. By contrast, 32 percent of all workers in the US workforce as a whole do not have access to any retirement benefits at work, and 49 percent of all workers are not participating in the plan that is available to them. Additionally, these S corporation ESOP companies provide an array of benefits at levels solidly higher than firms overall where comparison data exist. Certainly, these benefits make their own contribution to retirement security because workers are less likely to have to dip into savings for critical investments or expenses, such as tuition, to advance their career or unexpected medical expenses. Among the surveyed S ESOPs, workers nearing retirement have on average a median account balance of $147,522 in their ESOP plus $98,974 in a non-ESOP plan(s). By contrast, more than one-third (35 percent) of all workers nearing retirement have neither retirement savings nor a defined benefit pension. This percentage rises to 50 percent among low-income workers in this age bracket. As such, national data place the median account balance of all US workers aged 55–64 years at zero. Even among workers who have retirement accounts, the median balance nationally is $100,000. A typical millennial worker (25–34 years old) at a surveyed S ESOP company has a median ESOP account balance of $22,588 and a median balance of $11,239 in a non-ESOP account. In contrast, the median savings of US millennials is zero. Among the surveyed S ESOPs, lower-wage employees ($10.00–$12.85 per hour) typically have median account balances in their ESOP of $4,381 and in a non- ESOP plan of $2,149. In contrast, nationally, 56 percent of workers in this category do not have access to any retirement benefits at work. This translates into a median savings for this group of zero. Finally, ESOPs are clearly associated with reduced turnover. Respondent companies report quit and separation rates that are more than two times lower than national rates. Originality/value This is the first such study of its kind.

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Murayama, N. "L110 Studies on balance functions in workers." SANGYO EISEIGAKU ZASSHI 41, Special (1999): 466. http://dx.doi.org/10.1539/sangyoeisei.kj00001991224.

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Chan, Albert Ping Chuen, Yat-Hung Chiang, Francis Kwan-Wah Wong, Shulan Liang, and Funmilayo Adenike Abidoye. "Work–Life Balance for Construction Manual Workers." Journal of Construction Engineering and Management 146, no. 5 (May 2020): 04020031. http://dx.doi.org/10.1061/(asce)co.1943-7862.0001800.

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Visser, Miranda, Melinda Mills, Liesbet Heyse, Rafael Wittek, and Vincenzo Bollettino. "Work–Life Balance Among Humanitarian Aid Workers." Nonprofit and Voluntary Sector Quarterly 45, no. 6 (July 9, 2016): 1191–213. http://dx.doi.org/10.1177/0899764016634890.

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A limited body of research has examined satisfaction with work–life balance of expatriate workers who live abroad, residing outside the typical “family” or “life” domain. This study aims to demonstrate how and under which organizational circumstances job autonomy can increase work–life balance satisfaction of humanitarian aid expatriates. We hypothesize that especially in humanitarian work, trust in management can buffer potential negative effects of high autonomy. We test our hypothesis by means of ordinal logistic regression, using survey data collected among expatriates of the Operational Center Amsterdam of Médecins Sans Frontières ( N = 142). Results reveal that high levels of autonomy are positively related with work–life balance satisfaction when trust in the management of the organization is high. When trust in management is low, the effect of high autonomy on work–life balance satisfaction is negative. This implies that trust in management indeed buffers negative effects of high autonomy among expatriate humanitarian aid workers.

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Lawton, Cindy M., Amelia M. Weaver, Martha K. Y. Chan, and Michael E. Cournoyer. "Rotator cuff strength balance in glovebox workers." Journal of Chemical Health and Safety 24, no. 4 (July 2017): 6–13. http://dx.doi.org/10.1016/j.jchas.2016.11.002.

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Li, Pu Hong, Zhi Jun Fan, Jun Zhou, and Jian Xin Deng. "Optimizing and Simulating Production Line Balance Based on Human Factors." Applied Mechanics and Materials 214 (November 2012): 495–99. http://dx.doi.org/10.4028/www.scientific.net/amm.214.495.

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In this paper, combining quantitative human factors load with production line balance (PLB), a set of systematic methodology is developed. Firstly, after analyzed the importance of human factors, the evaluation of those is briefly introduced. Then, a model of PLB considering human factors is developed, whose objectives are to minimize the workers number and smooth the human factors load in one cell/worker. Finally, a piston production line as an example is to optimize and simulate by Quest. The optimizing and simulating results indicate that considering human factor load of each process/task can make workers’ workload more balance and more practical significance than only time.

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Olsen, Karen Modesta. "The power of workers." Employee Relations 38, no. 3 (April 4, 2016): 390–405. http://dx.doi.org/10.1108/er-10-2014-0121.

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Purpose – The purpose of this paper is to examine how occupations and the institutional setting shape the power balance (individual bargaining power) between employees and employers. It builds on theoretical approaches on knowledge work and institutional theory. Design/methodology/approach – The paper uses the European Social Survey data in 2010/2011 to compare the power balance between employees and employers in three countries: Denmark, Sweden, and Norway. Multinomial logit regression was employed. Findings – The results show that occupation and the institutional setting shape the power balance between employees and employers. Employees in highly skilled occupations perceive greater power vis-à-vis their employer, and employees in Denmark, characterized by greater flexibility for employers, perceive less power than in Sweden and Norway. In addition, age and gender are important demographic factors determining employees’ perceived power towards their employers. Originality/value – The literature makes a number of assumptions with regard to the attitudes and behaviour of knowledge workers. However, research that compares employees in knowledge work with other occupational groups is scarce. This paper adds to the literature by comparing employees in highly skilled knowledge work with employees in lower skilled occupations. It also empirically shows how different approaches to definitions of knowledge work correspond.

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Levin, Aaron. "Child-Care Workers Seek Balance in Intervention Strategies." Psychiatric News 45, no. 3 (February 5, 2010): 25. http://dx.doi.org/10.1176/pn.45.3.psychnews_45_3_031.

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Cunningham, John. "New workers, new workplace? Getting the balance right." Strategic Direction 26, no. 1 (January 5, 2010): 5–6. http://dx.doi.org/10.1108/02580541011009725.

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Jong, Jeroen de, René Schalk, and Nele de Cuyper. "Balanced versus Unbalanced Psychological Contracts in Temporary and Permanent Employment: Associations with Employee Attitudes." Management and Organization Review 5, no. 3 (November 2009): 329–51. http://dx.doi.org/10.1111/j.1740-8784.2009.00156.x.

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This study concerns balance in exchange relationships as described in the psychological contract literature about employees’ and employers’ promises and fulfilment of these promises. Balance is investigated, firstly, in relation to temporary versus permanent employment and, secondly, in relation to employees’ attitudes (fairness, job satisfaction, and intention to quit). Analyses were based on a Dutch sample of 290 temporary and 489 permanent workers. Regarding balance in mutual promises, we found that temporary workers were more likely to have psychological contracts with few mutual promises than permanent workers, while permanent workers were more likely to have psychological contracts with many mutual promises compared to temporary workers. Regarding balance in the fulfilment of promises, we found the opposite pattern, namely, that fulfilment was higher in temporary workers compared to permanent workers. Furthermore, only mutual high fulfilment of promises was associated with higher job satisfaction and fairness and with lower intentions to quit.

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Ogbonna, C. "Work-life balance and burnout: the practicing doctor's dilemma." Journal of Epidemiological Society of Nigeria 2 (July 18, 2020): 97–101. http://dx.doi.org/10.46912/jeson.30.

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Burnout rates and physician dissatisfaction are at an all-time high. Work-life balance is the panacea to worker's burn-out. The dictionary defines work-life balance as "the amount of time you spend doing your job compared with the amount of time you spend with yournfamily and doing things you enjoy". Workers in public sector work officially for 8hrs per day and depending on the profession this may be further prolonged as in the health sector for 24hrs in some days of the week.

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Nielsen, Søren, Tae-Hwan Kwon, Jørgen Frøkiær, and Mark A. Knepper. "Key Roles of Renal Aquaporins in Water Balance and Water-Balance Disorders." Physiology 15, no. 3 (June 2000): 136–43. http://dx.doi.org/10.1152/physiologyonline.2000.15.3.136.

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The discovery of aquaporins by Agre and co-workers provided an answer to the long-standing biophysical question of how water can pass cell membranes. The identification and characterization of several aquaporins expressed in the kidney has allowed detailed insight, at the molecular level, into the fundamental physiology and pathophysiology of renal water metabolism.

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Braithwaite, R. J. "From Doktor Kurowski's Schneegrenze to our modern glacier equilibrium line altitude (ELA)." Cryosphere 9, no. 6 (November 18, 2015): 2135–48. http://dx.doi.org/10.5194/tc-9-2135-2015.

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Abstract. Translated into modern terminology, Kurowski suggested in 1891 that the equilibrium line altitude (ELA) of a glacier is equal to the mean altitude of the glacier when the whole glacier is in balance between accumulation and ablation. Kurowski's method has been widely misunderstood, partly due to inappropriate use of statistical terminology by later workers, and has only been tested by Braithwaite and Müller in a 1980 paper (for 32 glaciers). I now compare Kurowski's mean altitude with balanced-budget ELA calculated for 103 present-day glaciers with measured surface mass-balance data. Kurowski's mean altitude is significantly higher (at 95 % level) than balanced-budget ELA for 19 outlet and 42 valley glaciers, but not significantly higher for 34 mountain glaciers. The error in Kurowski mean altitude as a predictor of balanced-budget ELA might be due to generally lower balance gradients in accumulation areas compared with ablation areas for many glaciers, as suggested by several workers, but some glaciers have higher gradients, presumably due to precipitation increase with altitude. The relatively close agreement between balanced-budget ELA and mean altitude for mountain glaciers (mean error – 8 m with standard deviation 59 m) may reflect smaller altitude ranges for these glaciers such that there is less room for effects of different balance gradients to manifest themselves.

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Braithwaite, R. J. "From Doktor Kurowski's Schneegrenze to our modern glacier equilibrium line altitude (ELA)." Cryosphere Discussions 9, no. 3 (June 17, 2015): 3165–204. http://dx.doi.org/10.5194/tcd-9-3165-2015.

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Abstract. Translated into modern terminology, Kurowski suggested in 1891 that the equilibrium line altitude (ELA) of a glacier is equal to the mean altitude of the glacier when the whole glacier is in balance between accumulation and ablation. Kurowski's method has been widely misunderstood, partly due to inappropriate use of statistical terminology by later workers, and has been little tested except by Braithwaite and Müller in a 1980 paper (for 32 glaciers). I now compare Kurowski's mean altitude with balanced-budget ELA calculated for 103 modern glaciers with measured surface mass balance data. Kurowski's mean altitude is significantly higher (at 95% level) than balanced-budget ELA for 19 outlet and 42 valley glaciers, but not significantly higher for 34 mountain glaciers. The error in Kurowski mean altitude as a predictor of balanced-budget ELA might be due to generally lower balance gradients in accumulation area compared with ablation areas for many glaciers, as suggested by several workers, but some glaciers have higher gradients, presumably due to precipitation increase with altitude. The relatively close agreement between balanced-budget ELA and mean altitude for mountain glaciers (mean error −8 m with standard deviation 59 m) may reflect smaller altitude ranges for these glaciers such that there is less room for effects of different balance gradients to manifest themselves.

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Mescher, Samula, Yvonne Benschop, and Hans Doorewaard. "Representations of work—life balance support." Human Relations 63, no. 1 (December 1, 2009): 21–39. http://dx.doi.org/10.1177/0018726709349197.

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This article explores how employers portray themselves as supporters of work—life balance (WLB) in texts found on 24 websites of 10 different companies. With a theoretical framework based on a critical reflection on strategic HRM, feminist studies of organizational culture and hegemonic power processes, we examine implicit and explicit messages of work, life, and WLB support. We study the cultural norms that can be distilled from these articulations, including the concepts of the ideal worker and the ideal parent and discuss the possible (unintended) effects of the implicit and explicit messages. Our analysis shows the ambiguity of the different messages conveyed on WLB support. In contrast to the explicit supportive messages, implicit messages present WLB-arrangements as a privilege. The majority of websites reproduce traditional cultural norms regarding ideal workers and parents and the power of hegemony is not broken. Apparently, WLB support does not always signify support.

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Bataller-Cervero, Ana Vanessa, Cristina Cimarras-Otal, Luis Enrique Roche-Seruendo, Andrés Alcázar-Crevillén, José Antonio Villalba-Ruete, and César Berzosa. "Static Balance Modification during the Workday in Assembly Chain Workers with and without Current Low Back Pain." International Journal of Environmental Research and Public Health 17, no. 20 (October 10, 2020): 7385. http://dx.doi.org/10.3390/ijerph17207385.

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Background: Low back pain (LBP) is a common recurrent pathology among assembly chain workers. This population tends to spend most of the workday in a static standing posture and handling loads, with balance being essential for correct job performance. LBP is related to poorer postural control, so balance could be affected in this condition. Methods: The purpose of the present study is to analyze the deterioration of static balance generated by work activity in a prolonged standing position. We assess sway with a pressure platform at three moments of the workday (before, during, and after work), comparing the different balance parameters in 22 manufacturing plant workers with (17) and without (5) LBP. Results: In the pre-work capture, an independent t-test showed no significant differences between the pain and non-pain groups’ static balance parameters. Between the pre- and mid-workday captures, a two-way ANOVA with repeated measures showed a significant decrease in the medial-lateral center of pressure displacement with open eyes in workers with LBP. Conclusions: workers with low back pain do not show a greater deterioration in static balance than workers without pain during the workday.

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Brito, Paula. "From the Right to be Let Alone to the Control of Personal Data (in the Labour Context)." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 6, no. 5 (2020): 25–30. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.65.1003.

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The theme of this paper is the paradigm shift in the outlook of workers’ privacy protection. The focus of this work is the successive and recent evolution of this theme, defending an active approach to privacy, per which the workers have sufficient control over their data. The theoretical framework of the worker’s right to privacy and its adaptation to the current technological world is the base of the adopted methodology. It includes the study of the legislation, doctrinal and jurisprudential positions, and guidelines from various bodies and entities. The conclusions summarise the current challenges faced by the labour jurist, in an era when NICT (new information and communication technologies) are part of the corporate environment to find ways to raise awareness about the reaffirmation of limits and control of technology, as the only way to guarantee the safeguarding of the workers’ fundamental rights, which are undoubtedly essential for defending the worker in a potentially absorbing context outside his domain, being subject to corporate power. The conciliation between the defence of workers’ privacy, on the one hand, and business interests and rights, on the other hand, is the reference for balance.

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Sudhindra, Sarayu, G. Vasanth Kumar, and B. Valarmathi. "Work-Life Balance Among Women Anganwadi Workers in Bengaluru." Prabandhan: Indian Journal of Management 13, no. 3 (March 31, 2020): 20. http://dx.doi.org/10.17010/pijom/2020/v13i3/151177.

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Beham, Barbara, and Sonja Drobnič. "Satisfaction with work‐family balance among German office workers." Journal of Managerial Psychology 25, no. 6 (August 17, 2010): 669–89. http://dx.doi.org/10.1108/02683941011056987.

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Omer-Salim, Amal, and Pia Olsson. "How do health workers balance infant feeding and employment?" African Journal of Midwifery and Women's Health 2, no. 1 (January 2008): 46–52. http://dx.doi.org/10.12968/ajmw.2008.2.1.28088.

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Kraak, Johannes Marcelus, Marcello Russo, and Alfredo Jiménez. "Work-life balance psychological contract perceptions for older workers." Personnel Review 47, no. 6 (September 3, 2018): 1194–210. http://dx.doi.org/10.1108/pr-10-2017-0300.

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PurposeThe purpose of this paper is to examine the role of work–life balance (WLB) inducements of the psychological contract on three work-related outcomes for a sample of Dutch older workers: psychological contract breach, turnover intentions and intentions to participate in development activities.Design/methodology/approachThis paper employs polynomial regression and response surface methodology.FindingsResults show that the volume at which fulfillment occurs is important in predicting feelings of psychological contract violation and intentions to engage in development activities but that this relationship is not straightforward for turnover intentions. Furthermore, under- and over-fulfillment have different relationships with intentions to participate in development activities than previous literature suggests. Additionally, gender moderates a number of the relationships in this study.Originality/valueThis study provides detailed insights regarding the dynamics between promised and delivered WLB inducements and outcomes for a sample of older workers instead of presenting generalized differences between several age groups.

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Ivana. "Work-life balance for transnational skilled workers in Sweden." Work Organisation, Labour & Globalisation 14, no. 2 (2020): 64. http://dx.doi.org/10.13169/workorgalaboglob.14.2.0064.

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Iwata, Toyoto, Eiji Yano, Kanae Karita, Miwako Dakeishi, and Katsuyuki Murata. "Critical dose of lead affecting postural balance in workers." American Journal of Industrial Medicine 48, no. 5 (2005): 319–25. http://dx.doi.org/10.1002/ajim.20220.

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Лютов, Никита, and Nikita Lyutov. "Works Councils in Russia: Balance of Economic and Social Rights." Journal of Russian Law 2, no. 5 (April 16, 2014): 95–104. http://dx.doi.org/10.12737/3466.

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The Labour Code of the Russian Federation was amended in 2013 in a way that a new body of workers’ representation — works councils — can be established. These amendments don’t add any new rights or obligations neither to employers nor to employees. They are made with purely political purposes and only imitate the creation of the analog of the well-known German system of works councils. The author comes to conclusion that currently existing rights in informing and “taking into account” the workers’ representative body opinion, contained in the Russian Labour Code, are not sufficient for existence of the real industrial democracy. The article is aimed at answering the question, whether an implementation of functioning works councils may be beneficial to the adequate balancing of social rights of workers and economic rights of the employers. Although the full transposition of the German works councils system seems to be impossible, some of its positive features may be effectively adopted in the Russian law. For example, the employer’s obligation to consult workers shouldn’t be dependent on the existence of the workers’ representative bodies. Besides, a range of issues that are subject to the mandatory informing of workers by the employer must be significantly broadened. The procedure of consultations must include the real negotiations between the employer and employees on the basis of good faith principle.

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Williams, Christine L. "The Gendered Discourse of Work-Family Balance in the Oil and Gas Industry." Social Currents 5, no. 2 (December 27, 2017): 120–39. http://dx.doi.org/10.1177/2329496517748334.

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U.S. corporations have been slow to adopt family-friendly workplace accommodations, despite decades of research demonstrating their value. Some hope that the millennial generation will spur corporate change because, compared with older generations of workers, young people purportedly strive for more balanced lifestyles and gender equality in their relationships. This study examines the experiences of early career scientists and engineers employed by a major oil and gas corporation that has not implemented family-friendly accommodations, asking whether these highly trained workers seek work-family balance and whether they parlay these desires into requests for accommodation from their employer. Interviews reveal a gendered discourse of work-family balance at this firm: mothers and prospective mothers describe intense work-family conflict, but they blame themselves and not their employer. A number of men, in contrast, express satisfaction with their work-family balance, yet their narratives reveal that their achievement of balance depends on a traditional gender division of labor in the home. Some men and women seek alternative forms of balance that do not involve family; if thwarted from pursuing this goal, they are inclined to exit the company. These discourses of balance reflect neoliberal assumptions, reproduce gender inequality, and suggest the need for an alternative to the voluntary approach to promoting work-family policies.

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Suharto, Indra Pratama, and Hendrik Sulistio. "PRODUKTIVITAS PEKERJA DALAM PEKERJAAN PLESTERAN DINDING BATA DENGAN METODE CREW BALANCE CHART." JMTS: Jurnal Mitra Teknik Sipil 3, no. 4 (November 1, 2020): 1373. http://dx.doi.org/10.24912/jmts.v3i4.8378.

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The productivity of workers is one of the parameters for the success of a project. With the crew balance chart method, every worker's activity in the field will be displayed, and the results of the observations will be optimized. Observations were made on brick wall plastering in Cempaka Baru residential construction project, which consisted of 2 work groups. The results volume of plastering done by the 1st group, the productivity on the first day was 1.195 m2/hour, and the second day was 3.987 m2/hour, where if the worker was in ideal conditions the volume that could be produced was 1.647 m2/hour on the first day and 6.869 m2/hour on day 2. Whereas in the second group the productivity on the first day was 0.451 m2/hour, and on the second day it was 1.812 m2/hour, where if the worker was in ideal conditions the volume that could be produced was 0.643 m2/hour on the first day and 2.489 m2/hour on the second day. The low productivity of workers caused the contractor to suffer a loss of Rp. 339,782.00 on wall plastering work were observed. ABSTRAKProduktivitas pekerja pada proyek konstruksi merupakan salah satu parameter keberhasilan suatu proyek. Dengan metode crew balance chart akan ditampilkan setiap kegiatan pekerja yang dilapangan, dan dari hasil pengamatan tersebut akan dilakukan optimasi, untuk meningkatkan produktivitas pekerja. Pengamatan dilakukan pada pekerjaan plesteran dinding bata pada proyek pembangunan rumah tinggal Cempaka Baru, yang terdiri dari 2 group kerja. Dari hasil volume plesteran yang dikerjakan group ke-1, produktivitas dihari pertama sebesar 1,195 m2/jam, dan dihari ke-2 sebesar 3,987 m2/jam yang dimana bila pekerja dalam kondisi ideal, volume yang dapat dihasilkan sebesar 1,647 m2/jam dihari pertama dan 6,869 m2/jam dihari ke-2. Sedangkan pada group ke-2 produktivitas dihari pertama sebesar 0,451 m2/jam, dan dihari ke-2 sebesar 1,812 m2/jam, yang dimana bila pekerja dalam kondisi ideal volume yang dapat dihasilkan sebesar 0,643 m2/jam dihari pertama dan 2,489 m2/jam dihari ke-2. Rendahnya produktivitas yang dihasilkan pekerja mengakibatkan kontraktor mengalami kerugian sebesar Rp. 339.782,00 pada pekerjaan plesteran dinding yang diamati.

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Drabble, F., and D. J. Brookfield. "Safety of fall arrest systems: A numerical and experimental study." Proceedings of the Institution of Mechanical Engineers, Part C: Journal of Mechanical Engineering Science 214, no. 10 (October 1, 2000): 1221–33. http://dx.doi.org/10.1243/0954406001523227.

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Workers in elevated positions must be protected from falling or from the hazardous consequences of falls. Protection from falling can include fences, guard rails, etc., or a restraint system preventing the workers from reaching any point from which they can fall. However, protection from falling can be impractical and in such situations a fall arrest system (FAS) must be provided such that the fall does not cause injury to the worker or to others. This paper surveys prior work on the analysis of FASs including the energy balance method historically used. This method is limited to simple FASs where only one worker may fall. A novel numerical analysis technique for predicting the forces occurring in each component of an FAS during a fall is then described. Results from the numerical analysis are compared with results from experimental tests and with those from the energy balance method. It is shown that the numerical analysis technique predicts forces to within better than approximately 7 per cent, the method being conservative, whereas the errors shown by the energy balance method exceed 26 per cent. The new analysis method is also shown to be applicable to multiple falls.

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Zeytinoglu, Isik U., Gordon B. Cooke, and Sara L. Mann. "Flexibility." Articles 64, no. 4 (January 14, 2010): 555–74. http://dx.doi.org/10.7202/038873ar.

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Summary This paper examines whether flexible work schedules in Canada are created by employers for business reasons or to assist their workers achieve work-life balance. We focus on long workweek, flextime, compressed workweek, variable workweek length and/or variable workweek schedule. In the last three decades, two streams of literature have emerged on flexibility. One stream of literature discusses flexibility as demand-driven, that is, a strategic initiative of employers to enhance the business requirements of the firm. The other stream of literature discusses flexibility as supply-driven, where employees have the ability to influence the decisions about the nature of their work schedules and where employees, especially women, demand flexible work schedules for work-life balance. Thus, we ask are flexible work schedules created for business reasons or to assist workers achieve work-life balance? Statistics Canada’s 2003 Workplace and Employee Survey data linking employee microdata to workplace (i.e., employer) microdata are used in the analysis. Results show that more than half of the workers covered in this data have at least one of the five specified types of flexible work schedules. Approximately 5% of workers have a long workweek, 36% have flextime, 7% a compressed workweek, 13% a variable workweek length, and 16% a variable workweek schedule. Only two in five Canadians have a standard work schedule. Employment status, unionized work, occupation, and sector are factors consistently associated with flexible work schedules. Personal characteristics of marital status, dependent children, and childcare use are not significantly associated with flexible work schedules, while females are less likely to have a flexible work schedule than males. Overall, results suggest that flexible work schedules are created for business reasons rather than individual worker interests. Thus, if public policy makers are committed to facilitating workers’ work-family-life balance interests, then our results suggest that separate policy initiatives designed specifically for workers will be required.

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Nwagbara, Uzoechi. "Institutions and organisational work-life balance (WLB) policies and practices." Journal of Work-Applied Management 12, no. 1 (April 8, 2020): 42–54. http://dx.doi.org/10.1108/jwam-11-2019-0035.

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PurposeThis paper examines the relationship between the institution’s organizational work-life-balance (WLB) policies and practices and subsequent challenges faced by Nigerian workers. The paper argues that institutions shape WLB practices (and policies), and thus, constitute WLB challenges.Design/methodology/approachRelying on qualitative, interpretive approach, and the institution-based view of organizational practice, the study investigates the relationship between institutions, WLB practices/policies, and subsequent challenges that female workers undergo, using 25 semi-structured interviews.FindingsThe findings reveal Nigeria’s unique institutional context frames and foster challenges for female workers. Also, it was identified that institutional and sociocultural pressures on female employees demonstrate that consequent challenges, while common to female workers in other countries, are more intense and challenging in Nigeria because of its peculiar institutions and context.Research limitations/implicationsThis study offers an opportunity to unpick how institutions are important in understanding organizational practices as part of wider social structures, which influence organizational realities, including WLB. The qualitative, exploratory approach undertaken can limit generalizing the findings.Originality/valueThis study contributes to the emerging concept of WLB discourse from the developing countries’ perspective. It also reveals how WLB discourse differs from nonwestern context and emphasizes previously identified challenges that female workers experience based on WLB practice. The study also sheds light on how institutions shape organizational practice.

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Yilmaz, Hamid, and Mustafa Yilmaz. "Multi-manned assembly line balancing problem with balanced load density." Assembly Automation 35, no. 1 (February 2, 2015): 137–42. http://dx.doi.org/10.1108/aa-05-2014-041.

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Purpose – The purpose of this paper is balancing multi-manned assembly lines with load-balancing constraints in addition to conventional ones Most research works about the multi-manned assembly line balancing problems are focused on the conventional industrial measures that minimize total number of workers, number of multi-manned workstations or both. Design/methodology/approach – This paper provides a remedial constraint for the model to balance task load density for each worker in workstations. Findings – Comparisons between the proposed mathematical model and the existing multi-manned mathematical model show a quite promising better task load density performance for the proposed approach. Originality/value – In this paper, a mathematical model that combines the minimization of multi-manned stations, worker numbers and difference of task load density of workers is proposed for the first time.

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Lisowska, Kinga, and Majka Łojko. "Professional work and personal life of a social worker during the time of pandemic." Praca Socjalna 36, no. 3 (June 30, 2021): 55–68. http://dx.doi.org/10.5604/01.3001.0015.0733.

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In March 2020, the SARS-CoV-2 coronavirus pandemic took the entire world by surprise. In an incredibly short period of time the effects of the pandemic affected practically all aspects of personal and professional life. The situation of the epidemic has been a challenge for social workers in their professional and personal life. It makes social workers face the need to apply new methods and forms of action and imposes a number of additional professional responsibilities and psychological burdens on them. Changing the organization of work in a pandemic is often a direct threat to a social worker’s physical health, as well as it enters and violates the area of their non-professional life. The goal of this article is to show the problem of keeping balance between professional work and personal life of a social worker during the SARS-CoV-2 pandemic. The empirical material was collected basing on the experience of an employee of the Municipal Social Welfare Centre in Olsztyn.

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Simeonov, Peter I., Hongwei Hsiao, Brian W. Dotson, and Douglas E. Ammons. "Control and Perception of Balance at Elevated and Sloped Surfaces." Human Factors: The Journal of the Human Factors and Ergonomics Society 45, no. 1 (March 2003): 136–47. http://dx.doi.org/10.1518/hfes.45.1.136.27232.

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Understanding roof-work-related risk of falls and developing low-cost, practical engineering controls for reducing this risk remain in high demand in the construction industry. This study investigated the effects of the roof work environment characteristics of surface slope, height, and visual reference on standing balance in construction workers. The 24 participants were tested in a laboratory setting at 4 slopes (0°, 18°, 26°, and 34°), 2 heights (0, 3 m), and 2 visual conditions (with and without visual references). Postural sway characteristics were calculated using center of pressure recordings from a force platform. Workers' perceptions of postural sway and instability were also evaluated. The results indicated that slope and height synergistically increased workers' standing postural instability. Workers recognized the individual destabilizing effects of slope and height but did not recognize the synergistic effect of the two. Visual references significantly reduced the destabilizing effects of height and slope. Actual and potential applications of this research include the use of temporary level work surfaces and proximal vertical reference structures as postural instability control measures during roofing work

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Lingard, Helen, Michelle Turner, and Sara Charlesworth. "Growing pains: work-life impacts in small-to-medium sized construction firms." Engineering, Construction and Architectural Management 22, no. 3 (May 18, 2015): 312–26. http://dx.doi.org/10.1108/ecam-07-2014-0100.

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Purpose – The purpose of this paper is to compare the quality of work-life experiences of workers in construction firms of differing sizes and explored the work conditions and circumstances that impact upon the work-life experiences of workers in small-to-medium sized enterprises (SMEs) in the Australian construction industry. Design/methodology/approach – Data were collected in two stages. First, data from a sub-set of construction industry workers were extracted from a large scale survey of workers in Victoria, Australia (the VicWAL survey). The survey measured work-life interference using the Australian Work and Life Index (AWALI). Next a subset of survey respondents was identified and interviewed to gain more detailed explanatory information and insight into work-life experiences. Findings – The survey results indicated that respondents who reported working for a construction firm with between 16 and 99 employees reported significantly higher AWALI scores (indicating high work-life interference) than workers in organisations employing 15 or less or more than 100 workers. The follow-up interviews revealed that workers in small construction organisations were managed directly and personally by the business owner/manager and able to access informal work-life supports that were provided on an “as needs” basis. In comparison workers in medium-sized firms perceived higher levels of work pressure and an expectation that work would be prioritised over family life. Research limitations/implications – The research shows that the findings of work-life balance research undertaken in large construction organisations cannot be generalised to SMEs. Organisation size should also be treated as an important variable in work-life balance research in construction. Practical implications – The research suggests that a better understanding of how workers in SME construction firms experience work-life balance is important in the design and development of work-life balance programs. In particular the challenges faced by workers as companies grow from SMEs require careful consideration and management. Originality/value – Previous research has focused on the work-life balance experiences of employees in large construction firms. Little was previously known about the experiences of workers in SME construction firms. The research provides new insight into the work-life experiences of construction workers in organisations of varying sizes.

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Garcia Tamariz, Pilar Esperanza, Ricardo Mateo Dueñas, and Macarena Ayleen Mansilla Mahmud. "The influence of subjective well-being on the job satisfaction of the Peruvian Millennials." Harvard Deusto Business Research 10, no. 1 (May 29, 2021): 4–25. http://dx.doi.org/10.48132/hdbr.332.

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This study seeks to understand the relationship between subjective well-being and job satisfaction among Peruvian millennials, in addition to determining the influence of components of subjective well-being, such as work-life balance, opportunity to demonstrate abilities, socialization, and possibility of learning. This study is based on the results of a questionnaire, which included questions to measure the different variables, applied to more than 300 workers in companies in Lima, Peru, from the commercial, industrial, and service sectors. The results indicate a close relationship between job satisfaction and subjective well-being. Because people are unique, organizations must be attentive to the needs of each worker's personal life and the effects of personal life on job satisfaction and must be willing to create balance and provide workers with time and space to resolve situations that arise in their lives.

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Maulidhina, Rachmawati. "The Analysis of the Factors Related to the Quality of Work Life of the Workers at PT. Semen Indonesia Tuban Factory." Indonesian Journal of Occupational Safety and Health 8, no. 3 (December 27, 2019): 310. http://dx.doi.org/10.20473/ijosh.v8i3.2019.310-320.

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Introduction: Quality of work life (QWL) is an essential concept related to the life of a worker. QWL is made to realize the balance between the workers’ needs and interests and the workload to ensure work satisfaction as well as the organization’s productivity. PT. Semen Indonesia is the biggest cement producing company in Java Island. The company manages the human resources to achieve job satisfaction by carrying out QWL programs. The aim of this research is to analyze the factors related to QWL that can lead to the workers’ QWL, especially to the packers and loader workers at PT. Semen Indonesia Tuban Factory. Methods: This research is completed by implementing the cross-sectional design with a qualitative approach. The population of this research is all workers in the packer and loader department Tuban IVth plant, as many as 80 people, while the sample consists of 45 workers chosen by the simple random sampling method. Seven identified factors from the literature review are the workers’ involvement, balanced compensations, a sense of security towards the work, occupational safety and health, career development, work relationships, and a sense of pride in the company. Results: Indicate that there are significant and positive relationships between all seven factors and the QWL. Conclusioan: that developing a non-financial compensation, socializing career development programs, and job guarantee will lead to job satisfaction and to ensure the organization’s productivity. Keywords: job satisfaction, packers and loaders, productivity, quality of work life

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Maulidhina, Rachmawati. "The Analysis of the Factors Related to the Quality of Work Life of the Workers at PT. Semen Indonesia Tuban Factory." Indonesian Journal of Occupational Safety and Health 8, no. 3 (December 27, 2019): 310. http://dx.doi.org/10.20473/ijosh.v8i3.2019.314-324.

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Introduction: Quality of work life (QWL) is an essential concept related to the life of a worker. QWL is made to realize the balance between the workers’ needs and interests and the workload to ensure work satisfaction as well as the organization’s productivity. PT. Semen Indonesia is the biggest cement producing company in Java Island. The company manages the human resources to achieve job satisfaction by carrying out QWL programs. The aim of this research is to analyze the factors related to QWL that can lead to the workers’ QWL, especially to the packers and loader workers at PT. Semen Indonesia Tuban Factory. Methods: This research is completed by implementing the cross-sectional design with a qualitative approach. The population of this research is all workers in the packer and loader department Tuban IVth plant, as many as 80 people, while the sample consists of 45 workers chosen by the simple random sampling method. Seven identified factors from the literature review are the workers’ involvement, balanced compensations, a sense of security towards the work, occupational safety and health, career development, work relationships, and a sense of pride in the company. Results: Indicate that there are significant and positive relationships between all seven factors and the QWL. Conclusioan: that developing a non-financial compensation, socializing career development programs, and job guarantee will lead to job satisfaction and to ensure the organization’s productivity. Keywords: job satisfaction, packers and loaders, productivity, quality of work life

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Bui, Hong T. M., Gordon Liu, and Sarah Footner. "Perceptions of HR practices on job motivation and work-life balance." International Journal of Manpower 37, no. 6 (September 5, 2016): 1004–23. http://dx.doi.org/10.1108/ijm-12-2015-0214.

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Purpose Based on regulatory focus theory and social exchange theory, the purpose of this paper is to explain how care service workers’ job attitudes, such as job satisfaction, organizational commitment and perceived organizational support, help form their promotion-focus or prevention-focus perceptions of firms’ HR practices. Design/methodology/approach A survey study of 709 residential care service workers was used to test the developed framework with structure equation modeling analysis. Findings The empirical results show that the adoption of HR practices in the British care service sector can simultaneously enhance workers’ job motivation and help to correct their work-life imbalance, which have different effects on workers’ job attitudes. Research limitations/implications Perceptions of HR practices can create both promotion- and prevention-focussed perceptions from the workers’ perspective. The mixed perceptions about HR practices trigger both perceptions of job motivation and perceptions of work-life imbalance that can then lead to different outcomes with regard to job attitudes. Practical implications This study helps practitioners apply HR practices suitably, to certain types of employees in order to drive positive, rather than negative impacts. It is important for managers in the care service industry to take into account the conditions that determine the impacts of HR practices on workers’ job attitudes when deciding to adopt HR practices. Originality/value This study contributes to the management literature by providing empirical evidence of the critical role played by job motivation and work-life imbalance in the perceptions of HR practices and job attitudes link.

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Shinozaki, Kaori, Kazue Inami, and Tomoaki Tabata. "How do full-time workers’ families manage work-life balance?" Proceedings of the Annual Convention of the Japanese Psychological Association 82 (September 25, 2018): 1EV—021–1EV—021. http://dx.doi.org/10.4992/pacjpa.82.0_1ev-021.

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Zamyslowska-Szmytke, Ewa, Piotr Politanski, and Mariola Sliwinska-Kowalska. "Balance System Assessment in Workers Exposed to Organic Solvent Mixture." Journal of Occupational and Environmental Medicine 53, no. 4 (April 2011): 441–47. http://dx.doi.org/10.1097/jom.0b013e3182143f46.

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Underhill, Elsa. "Winners or losers? Work/Life Balance and Temporary Agency Workers." Labour & Industry: a journal of the social and economic relations of work 16, no. 2 (December 2005): 29–59. http://dx.doi.org/10.1080/10301763.2005.10669322.

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Moore, Fiona. "Work‐life balance: contrasting managers and workers in an MNC." Employee Relations 29, no. 4 (July 13, 2007): 385–99. http://dx.doi.org/10.1108/01425450710759217.

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Ojha, Gorakh Raj. "State of Remittance and Balance of Payment in Nepal." Economic Literature 11 (May 9, 2016): 15. http://dx.doi.org/10.3126/el.v11i0.14860.

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Foreign employment of Nepali workers is viewed as a potential source of foreign exchange and a way to reduce poverty. This article , on the basis of time series trend of remittance inflow to Nepal , aims at shedding light on the relative importance and contribution of remittance to the BOP of Nepal. It is also tried to spell out problems and remedial measures relating to foreign employment of Nepali workers. Economic Literature, Vol. XI (15-19), June 2013

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Kay, Adam D., Abbie J. Bruning, Andy van Alst, Tyler T. Abrahamson, W. O. H. Hughes, and Michael Kaspari. "A carbohydrate-rich diet increases social immunity in ants." Proceedings of the Royal Society B: Biological Sciences 281, no. 1778 (March 7, 2014): 20132374. http://dx.doi.org/10.1098/rspb.2013.2374.

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Increased potential for disease transmission among nest-mates means living in groups has inherent costs. This increased potential is predicted to select for disease resistance mechanisms that are enhanced by cooperative exchanges among group members, a phenomenon known as social immunity. One potential mediator of social immunity is diet nutritional balance because traits underlying immunity can require different nutritional mixtures. Here, we show how dietary protein–carbohydrate balance affects social immunity in ants. When challenged with a parasitic fungus Metarhizium anisopliae , workers reared on a high-carbohydrate diet survived approximately 2.8× longer in worker groups than in solitary conditions, whereas workers reared on an isocaloric, high-protein diet survived only approximately 1.3× longer in worker groups versus solitary conditions. Nutrition had little effect on social grooming, a potential mechanism for social immunity. However, experimentally blocking metapleural glands, which secrete antibiotics, completely eliminated effects of social grouping and nutrition on immunity, suggesting a causal role for secretion exchange. A carbohydrate-rich diet also reduced worker mortality rates when whole colonies were challenged with Metarhizium . These results provide a novel mechanism by which carbohydrate exploitation could contribute to the ecological dominance of ants and other social groups.

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Young, Fanny YF. "Working conditions of retail industry workers in Hong Kong." Journal of Asian Development 5, no. 2 (January 17, 2019): 41. http://dx.doi.org/10.5296/jad.v5i2.14018.

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This study investigated the relationship of working hour, work-life balance and mental health conditions in full-time retail industry workers in Hong Kong, an area without standard working hour legislation, in a follow up study during reduction in retail sales. Two questionnaire surveys were conducted, one in 2014 and the other one in 2015. Each survey comprised 100 retail industry workers in the same retail industry area in an anonymous basis. In 2014 the working hour was long (51.92 hours per week). During this reduction in retail sales there was a significant reduction in the originally long working hours (from 51.92 hours to 47.25 hours, p<0.0001), an increase in daily hours of personal or private activities (3.06 hours to 3.606 hours, not statistical significant), a significant increase in self-perceived work-life balance (from 3.76 to 4.51, p=0.0009), a decrease in number of workers having problems due to disturbed work-life balance, and a significant decrease in the high mental health score (from 18.93 to 15.36, p=0.0003) indicating improvement in mental health conditions. The findings provide scientific evidence for policy making, the working hour in an area without standard working hour legislation could be long. Reduction in working hour resulted in an improvement in work-life balance and mental health conditions.

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Tucker, Eric. "Shareholder and Director Liability for Unpaid Workers' Wages in Canada: From Condition of Granting Limited Liability to Exceptional Remedy." Law and History Review 26, no. 1 (2008): 57–97. http://dx.doi.org/10.1017/s0738248000003564.

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The essence of the contract of employment is the performance of service in exchange for wages. As such, labor assumes a commodity form—a capacity that is bought and sold in labor markets. But because labor cannot be separated from its bearer, and is not produced for the market, it has been widely recognized as a special or fictive commodity that has been the subject of a distinct legal regime. Historically, that distinct regime—here referred to as employment law—has served both disciplinary and protective functions. On the one hand, it assists employers to extract from the worker the value of the labor they have purchased, while on the other it protects workers against unacceptable exploitation. While these functions are a constant, the scope and techniques of legal discipline and protection vary over time and place, as does the balance between them, depending on such factors as the development of social relations of production, the balance of power between workers and employers, dominant ideologies, etc. In the fulfillment of these functions, law has encountered a series of recurring dilemmas that stem structurally from labor's special commodity status and socially and politically from conflicts between workers' and employers' interests.

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Jamaluddin, Chika Nabella, Ni Luh Nopi Andayani, and Susy Purnawati. "THE CORRELATION STUDY INVESTIGATING THE RELATION BETWEEN QUALITY OF SLEEP AND EXCESSIVE DAYTIME SLEEPINESS WITH BALANCE LEVEL ON AGING WORKERS AT THE CULTURAL OFFICE BALI PROVINCIAL GOVERNMENT." Majalah Ilmiah Fisioterapi Indonesia 7, no. 2 (May 15, 2019): 14. http://dx.doi.org/10.24843/mifi.2019.v07.i02.p04.

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Aging workforce is a new challenge for modern society nowdays. A number of studies have analysed the effects of sleep deprivation on postural control but the effect of sleep deficits, either in quantity or quality and other sleep problem such as excessive daytime sleepiness (EDS) especially on aging workers have not been analysed. The purpose of this study was analyse the relation between quality of sleep and EDS with balance level on aging workers. This study is cross sectional analytic with total sampling technique. Fifty three healthy aging workers (?40 years old) participated in the study. This study was analysed using chi-square test and logistic regression The results showed significant relationship between sleep quality and EDS with balance level (p<0,05). The result of logistic regression test showed that the strength of the relationship from the biggest to the smallest is the quality of sleep as factor which equally influence the balance level (p<0,05). The conclusion of this study is significant correlation between quality of sleep and excessive daytime sleepiness with balance level on aging workers at the Cultural Office Bali Provincial Goverment.

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Yang, Xue, Dan Qiu, Mason C. M. Lau, and Joseph T. F. Lau. "The mediation role of work-life balance stress and chronic fatigue in the relationship between workaholism and depression among Chinese male workers in Hong Kong." Journal of Behavioral Addictions 9, no. 2 (June 2020): 483–90. http://dx.doi.org/10.1556/2006.2020.00026.

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AbstractBackground and aimsFew studies have tested the underlying mechanisms in the association between workaholism and depression. This study aims to investigate the potential mediation effects of work-life balance stress and chronic fatigue and depression among Chinese male workers in Hong Kong.MethodsA population-based study among male workers in Hong Kong (n = 1,352) was conducted. The self-reported scales of assessing workaholism, work-life balance stress, chronic fatigue and depressive symptoms were included in the questionnaire. Path analysis was conducted to test the proposed mediation model.ResultsWorkaholism was directly and indirectly associated with depression through work-life balance stress and chronic fatigue, respectively. The association between work-life balance stress and chronic fatigue was statistically significant in the correlation analysis but not in the path analysis. As high as 30.5% of the participants were classified as having probable chronic fatigue, while 8.4% of the participants were classified as having probable depression.DiscussionWorkaholism is a stressor that may induce negative consequences on well-being and health among male workers in Hong Kong. Interventions to help workers with time and stress management and fatigue reduction may be beneficial for their mental health. Theoretical and practical implications are discussed.

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Schrank, Andrew. "Rebuilding Labor Power in the Postindustrial United States." ANNALS of the American Academy of Political and Social Science 685, no. 1 (September 2019): 172–88. http://dx.doi.org/10.1177/0002716219868672.

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Workers in the United States have lost their voice (or influence) in Washington and the workplace. Industrial unions are ill-suited to the postindustrial economy, and alternative organs of representation and influence (i.e., “alt-labor”) are trapped in a vicious circle of vulnerability and volatility that limits their likely growth. As a result of this, power is increasingly skewed toward employers and their political allies, who add to labor’s difficulties by eliminating and evading remaining labor protections. The federal government could help to restore a balance of power between workers and employers by establishing and enforcing a robust wage floor: (1) a $15 an hour minimum wage, (2) a nationwide hotline for workers who believe that their rights had been violated (“911 for workers”), and (3) a database that would allow regulatory agencies and worker organizations to rationalize and coordinate labor and employment law efforts. Doing so would produce a positive feedback loop so workers regain their voice on the job and in politics.

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O’Connor, Lindsey Trimble, and Erin A. Cech. "Not Just a Mothers’ Problem: The Consequences of Perceived Workplace Flexibility Bias for All Workers." Sociological Perspectives 61, no. 5 (April 13, 2018): 808–29. http://dx.doi.org/10.1177/0731121418768235.

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Flexibility bias and the “ideal worker” norm pose serious disadvantages for working mothers. But, are mothers the only ones harmed by these norms? We argue that these norms can be harmful for all workers, even “ideal” ones—men without caregiving responsibilities who have never used flexible work arrangements. We investigate how working in an environment where workers perceive flexibility bias affects their job attitudes and work-life spillover. Using representative survey data of U.S. workers, we find that perceived flexibility bias reduces job satisfaction and engagement and increases turnover intentions and work-life spillover for all types of workers, even ideal workers. The effects of perceived bias on satisfaction, turnover, and spillover operate beyond experiences with family responsibilities discrimination and having colleagues who are unsupportive of work-life balance. We show that workplace cultures that harbor flexibility bias—and, by extension, that valorize ideal work—may affect the entire workforce in costly ways.

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Journal articles on the topic 'Balance of workers'

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