Academic literature on the topic 'Collective job action'
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Journal articles on the topic "Collective job action"
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Pierce, Jon L., Dahui Li, Iiro Jussila, and Jianyou Wang. "An empirical examination of the emergence of collective psychological ownership in work team contexts." Journal of Management & Organization 26, no. 5 (2019): 657–76. http://dx.doi.org/10.1017/jmo.2019.68.
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AbstractAs work teams have increasingly become the cornerstone of the post bureaucratic organization, there have been calls for a greater understanding of collective thought and action. Such understanding is deemed important for the design and management of teamwork. Theory suggests that feelings of ownership manifest themselves at the collective level, and positively affect team performance effectiveness. This study illuminates the role played by teamwork complexity and team self-management in the emergence of the psychological processes that are associated with the manifestation of job-focused collective psychological ownership (CPO). In addition, employment of serial mediation suggests that both teamwork dimensions put employees on two routes (intimate knowing of and the collective investment of the team members' selves into the job) that lead to the emergence of a collective sense of ownership, and together these two route variables and CPO sequentially mediated a positive relationship between teamwork design and team performance effectiveness.
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Motter, Arlete Ana, Daniel Silva, and Marta Santos. "Opportunities to enhance collective activity to meet the demands of a task: A case of job rotation among port workers." Work 69, no. 1 (2021): 283–93. http://dx.doi.org/10.3233/wor-213477.
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OBJECTIVE: This article aims to demonstrate the ways in which port workers collectively respond to task demands, work organization and functional turnover instituted in a Portuguese port. METHODS: Based on both the theoretical debate on the cooperative aspects during the performance of the activity and the contextual research matrix of the activity ergonomics, the investigation conducted focused on the room for maneuvering that is assigned to the work teams and, more specifically, how collective action materializes more visibly in the elaboration of new rules of action with a view to the arbitration between the preservation of health, the guarantee of safety and the response to the required performance levels. RESULTS: The results of the analysis of port activity make evident the development of a high degree of operational synchronization between the professional skills articulated in the team, specialized communication in certain work subprocesses, and strategies for collective surveillance of risks.
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SIFISO, NDLOVU. "A MODEL FOR CONCEPTUALISING THE CIVIL SERVICE COLLECTIVE BARGAINING IN ZIMBABWE." GPH-International Journal of Business Management 06, no. 11 (2023): 86–94. https://doi.org/10.5281/zenodo.10154469.
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<strong>The issues of salary negotiations and other conditions of service in Zimbabwe's public sector, have always been contentious issues following the failure by both, the employer (Government) and employees (civil servants) to seriously engage in collective bargaining for time immemorial. The civil servants through their representatives, staff associations and their coalition body, the Apex council have often resorted to collective job action or labour unrest in a bid to force government to accede to their demands. This has always resulted in poor labour relations between the two parties. The study used the library analysis and interviews which culminated in interesting findings such as; civil servants were consulted through their coalition body, the Apex council. They were not involved in the final decisions. That was left to the prerogative of the labour minister, cabinet and treasury. The study recommended that there was need to amend both the Public Service Act and the Amended Labour Act 2 :01 (2015) and be aligned with the New National Constitution of 2013 which has provision for collective bargaining. Also staff associations who represent the civil servants' different professionals should speak with one voice so that there is a holistic approach without prioritising sectoral</strong>
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KOLSTØ, PÅL. "Nationalism, ethnic conflict, and job competition: non-Russian collective action in the USSR under perestroika†." Nations and Nationalism 14, no. 1 (2008): 151–69. http://dx.doi.org/10.1111/j.1469-8129.2008.00332.x.
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Nazari, Kamran, and Mostafa Emami. "Knowledge Management: FROM THEORY TO PRACTICE." Australian Journal of Business and Management Research 01, no. 11 (2012): 22–30. http://dx.doi.org/10.52283/nswrca.ajbmr.20120111a03.
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Knowledge management is a process that helps organizations to find important information, select, organize and publish them; and it’s a proficiency that will be necessary for actions like solving problems, dynamic learning, decision making. Knowledge management can improve a wide range of organization performance properties by enabling company to more intelligent performance, but it’s not enough alone; because knowledge management to be useful needs undertaking staff to organization and their job, that accept the knowledge management process with spirit and heart and perform it (Wiig, 1999:14).Knowledge management is the leveraging of collective wisdom to increase responsiveness and innovation. It is important that you discern from this definition three critical points. This definition implies that three criteria must be met before information can be considered knowledge. » Knowledge is connected. It exists in a collection (collective wisdom) of multiple experiences and perspectives Knowledge management is a catalyst. It is an action – leveraging. Knowledge is always relevant to environmental conditions, and stimulates action in response to these conditions. Information that does not precipitate action of some kind is not knowledge. In the words of Peter Drucker, ‘‘Knowledge for the most part exists only in application.’’ » Knowledge is applicable in un-encountered environments. Information becomes knowledge when it is used to address novel situations for which no direct precedent exists. Information that is merely ‘‘plugged in’’ to a previously encountered model is not knowledge and lacks innovation.
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King, Karen N., and Denise E. Wilcox. "Employee-Proposed Discipline: How Well is it Working?" Public Personnel Management 32, no. 2 (2003): 197–209. http://dx.doi.org/10.1177/009102600303200202.
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Using data from 298 disciplinary action records of employees with the City of Albuquerque (New Mexico) Public Works Department from 1995–1999, the researchers examined the use of employee-proposed discipline as provided for in two collective bargaining agreements. Unlike punitive discipline, which typically involves managers coercing employees into changing conduct or job performance, an employee-proposed discipline policy encourages workers to take responsibility for their actions by allowing them to propose their own discipline. Results of the study indicate that employee-proposed discipline is being used in approximately 40 percent of the disciplinary actions and that the management acceptance rate is about 60 percent, even though the discipline proposed by employees was more lenient than that recommended by management.
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Nunes, Danilo, Neusa Maria Bastos Fernandes dos Santos, and Fernando Fukunaga. "GROUP DYNAMICS AND LEADERSHIP: A COLLECTIVE PROCESS CONSTRUCTION." Journal on Innovation and Sustainability RISUS 10, no. 4 (2020): 27–36. http://dx.doi.org/10.23925/2179-3565.2019v10i4p27-36.
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The human being is the true source of a competitive advantage. If so understood, it is necessary to break with some paradigms that guide the traditional management models. The current posture requires aptitude and willingness for change, whether in the forms of vision, action or thought. The objective of this study was to score some of these variables that should be perceived by the leader who wants to do a good job and aims to improve their skills to work with and for the groups. The research was based on productions that address this issue and what possible changes we may have in organizational environments. Everything is moving so that we have a scenario different from what we find today in organizational contexts. There will be a change in the conception of work, and with this there will be a need to review organizational practices, including the dynamics of groups and the relationship with the leadership process. This discussion calls into question the very concept of a group, and of course it is not exhausted here and, judging by the changes and future scenarios, it would not be audacious or reckless to say that they will never be exhausted. It is a continuous and uninterrupted path of discussion.
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Perkins, John. "What Cowboy Ever Wished to Join a Union? 'Wild West' Industrial Relations before 1914." Journal of Industrial Relations 36, no. 3 (1994): 319–31. http://dx.doi.org/10.1177/002218569403600301.
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After the Civil War the cowboy came to epitomize the ideology of United States capitalism, an ideology antithetical to collective action by workers to defend and enhance their interests. More tangible factors explaining the relative absence of industrial militancy among ranch workers have been suggested, including the geographical dispersal of a labour force employed in small numbers even on large enterprises, and the pronounced seasonality of employment. To these can be added the youth of most of the ranch workforce, the ensuing transient nature of the job, the diverse social and ethnic origins of participants, the hierarchical nature of work organization and the attractions of the employment. Neverthless, the myth of the cowboy had a pronounced influence on the worker's perception of the employ ment, to the extent that it became more a 'way of life'than a job.
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Monticelli, Lara, and Matteo Bassoli. "Precariousness, youth and political participation: the emergence of a new political cleavage." Italian Political Science Review/Rivista Italiana di Scienza Politica 49, no. 1 (2018): 99–113. http://dx.doi.org/10.1017/ipo.2018.11.
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AbstractThe article aims at disentangling the existing relation between job precariousness and political participation at the individual level illustrating that the former can be considered an emerging political cleavage. The authors apply an interpretive framework typical of political participation studies to an original data set composed of two groups of young workers (with precarious and open-ended contracts) in a big Italian post-industrial city, Turin. First, applying a confirmatory factor analysis, a typology of three ‘modes’ of political participation – voting, collective action, and political consumerism – is used to reduce data complexity. Second, logistic regressions are deployed to analyze the role played by occupational status, political positioning, and the interaction between the two, on the different modes of political participation. Precarious youth show a higher level of political participation in representational behaviours (voting). Left-wing youth are generally more active than non-left-wing ones in non-representational behaviours (collective actions and consumerism), the impact is more pronounced for precarious young people. Thus, results demonstrate the relevance of occupational status in explaining patterns of participation and invite scholars to promote a dialogue between industrial relations and political participation studies.
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Voss, Kim. "Disposition Is Not Action: The Rise and Demise of the Knights of Labor." Studies in American Political Development 6, no. 2 (1992): 272–321. http://dx.doi.org/10.1017/s0898588x00000997.
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Recent theoretical and historical studies of working-class formation have raised important doubts about standard interpretations of the American working class. Nowhere is this more obvious than in the renewed debate over “American exceptionalism,” that unexpected combination of political conservatism and weak working-class institutions in the nation that underwent the modern world's first democratic revolution. Once it was popular to argue that American workers felt no need for collective action, either because of a classlessness that was firmly rooted in the psyche of the first new nation or because of an innate job consciousness that was able to attain full flowering only in the United States, that most bourgeois of countries. But two decades of social history have documented such a rich diversity of militant working-class activity that such explanations are now rarely invoked.
Dissertations / Theses on the topic "Collective job action"
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Mathers, Andrew. "The European Marches Network against Unemployment, Job Insecurity and Social Exclusion : collective action beyond class?" Thesis, University of the West of England, Bristol, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.274386.
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This thesis is a study of the development of the European Marches Network against Unemployment, Job Insecurity and Social Exclusion. It is considered as a component of an emerging international social movement that has contested the consequences of neoliberal European integration to develop the goal of a social and democratic Europe as part of a different world order. This study engages critically with the dominant sociological paradigm of social movements that renders the class politics associated with the labour movement as anachronistic. This paradigm asserts that fundamental socio-structural changes dictate that to be progressive, contemporary new social movements (NSMs) have to operate according to a new logic of collective action that is beyond class. The Network is investigated through the application of ethnographic methods that are integrated into a dialectical analysis. This methodological approach involved the author taking the role of `activist-researcher' that was consistent with his commitment to producing knowledge that was not only about progressive social change but also useful to the collective struggle to achieve it. The findings of the empirical investigation are presented under the headings of 'mobilisation', 'agenda formation' and 'organisation'. These headings represent three interconnected elements of collective action that form the totality of the Network. The Network is related to the locally and nationally based economic and social struggles through which it developed and is also located within a broader international social movement of which it was a product and producer. Various elements of the Network arising from the investigation are discussed in relation to the work of writers from the dominant paradigm. It is argued that the Network is not comprehensible as a manifestation of a postmaterial politics that is beyond class, but rather as a form of class politics in the present conjuncture of neoliberal restructuring. Therefore, it is concluded that far from indicating the terminal decline of labour as a progressive social actor, the Network suggests its renewal as a social movement.
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Ismayilov, Orkhan M. "Economic Resilience, Disasters, and Green Jobs: An Institutional Collective Action Framework." Thesis, University of North Texas, 2017. https://digital.library.unt.edu/ark:/67531/metadc1062807/.
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This dissertation is about economic resilience of local governments to natural disasters. Specifically, the dissertation investigates resilience on regional level. Moreover, the dissertation also investigates growth in the green job sector in local governments. The findings indicate that local governments working with each other helps green job creation. In addition, the dissertation finds that green jobs, following disasters, experience three percent growth. This dissertation is important because it investigates the relationship between climate- related disasters and green jobs, which is an area that is under-investigated.
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Fomosoh, Raymond Awa. "Globalisation and work regulation in South Africa." Thesis, University of the Western Cape, 2009. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8106_1310982701.
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<p>This research paper examines the different forms of employment patterns that have emerged as a result of globalisation as well as the mechanisms that have been used by the legislator to accommodate those in non-standard employment relationships.</p>
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Bengtsson, Berit. "Kampen mot § 23 : Facklig makt vid anställning och avsked i Sverige före 1940." Doctoral thesis, Uppsala University, Department of Economic History, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-6318.
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<p>The aim of this thesis is to use a power perspective to describe the workers’ struggle for co-determination in the Swedish labour market during the period 1890–1939. The study explores how trade unions in general attempted to limit article 23, which asserted employers’ control over hiring and dismissal. At the same time the study clarifies differences in union power between various groups of workers. The prevalent historical view regarding the distribution of power in the labour market is thus questioned.</p><p>The study shows that workers were not powerless before the Saltsjöbaden agreement in 1938. In certain areas workers, through their unions, already at the beginning of the 20th century had fairly good possibilities of influencing both hiring and dismissal. Collective agreements that were entered into before the defeat of the workers in the great conflict in the Swedish labour market in 1909, as well as collective agreements signed during the 1920s and 1930s, can make both the Saltsjöbaden agreement and present-day regulations look “hostile to workers”. In collective agreements workers achieved considerable limitations of employers’ arbitrary freedom to hire and dismiss workers. Certain unions could control their labour market efficiently by means of a labour exchange of their own. The development, however, varied over time and between different trade unions. Business cycles generally influenced how much power unions could exert. Access to power resources and other conditions varied between different workers’ groups. While some attained considerable power over hiring and dismissal, others had no possibilities of taking part in decision-making.</p>
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Gosselin, Danielle. "An actor's approach: stepping into a role and a world of the past." Master's thesis, University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5637.
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To step into a character and a world of the past, the actor must not discard the present, but seek to find connections and links between the worlds. I was cast in the Orlando Shakespeare Theater production of Sense and Sensibility, a Jon Jory adaptation of Jane Austen's novel, in the role of Lucy Steele. This was an equity production, and it ran February 6th – March 17th, 2013, in the Orlando Shakespeare Theater's Margeson Theater. Lucy is a female character from England in a period often referred to as the Regency era. As a woman from today's United States of America, first I explored how Lucy's words and actions fit into the society of her time, and second I explored how I, a contemporary actor, could organically step into her shoes. One of the greatest tools I had to help me address these questions was the playwright himself, Jon Jory. He was at the Orlando Shakespeare Theater for the 2012 Harriett Lake Festival of New Plays, during which he gave a keynote address and taught a master class in acting, in which I participated. Furthermore, I had the unique opportunity to personally interview him regarding Sense and Sensibility and his connection to the world of Austen and her characters. Along with applying this insight, I applied tools from his acting master class to my work on his Sense and Sensibility text. This special access to the playwright greatly influenced the work and served as a key into Lucy's world. In addition to working with the playwright, I further researched Austen and her work, because Lucy and her world originate there. I explored various resources about England's Regency era society and the role of women in this society. By comparing the world and people of the play to the current cultural and political landscape with which I am most familiar, I found fundamental links between people living in different times and places, breaking down walls between Lucy's world and my own. Finally, this performance thesis project utilized the practical acting, voice, and movement skills, which I cultivated in my studio work as an MFA acting candidate at the University of Central Florida. It was a wonderful opportunity as an aspiring young actor to participate in an equity production and work with professional actors. I exercised my stage dialects training by using a standard British dialect, and I applied what I learned in my theatre styles acting class and in various movement classes to develop the behavior and physicality of my character. In order to preserve the new information gained from this study, I chronicled my explorations and discoveries throughout the rehearsal and production process. Through my work with the playwright Jon Jory, my research on Jane Austen and the Regency era, and my application of what I learned in the studio, I strove to create a model process for an actor to utilize when stepping into a role and a world of the past.<br>M.F.A.<br>Masters<br>Theatre<br>Arts and Humanities<br>Theatre; Acting
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Lasmezas, Franck. "Vies et mises en récits (auto) biographiques : la collection "l'un et l'autre" de J.B Pontalis (1988 - 2013)." Thesis, Lyon, 2019. http://www.theses.fr/2019LYSE2091.
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Déclaré moribond avec le XXème siècle finissant, le genre biographique allait renaître sous l’impulsion de figures du monde éditorial dont J.-B. Pontalis fut l’une des principales. La collection L’un et l’autre explore la relation biographique sous les angles de la paternité, de la maternité, du soin. Ces notions ne sont pas littérales, mais littéraires, inscrites non seulement dans le langage, mais dans une langue particulière. La collection fait vivre des parallélismes dont le plus important est celui de la création littéraire de J.-B. Pontalis : la collection a influencé l’œuvre, qui a à son tour rétro-agi sur la collection. C’est ce dont témoignent les motifs humains, animaux et objectaux qui innervent la collection et sont autant d’avatars de l’altérité. L’autre peut s’incarner dans la figure du frère, de la sœur, mais aussi dans un lieu lui-même emblématique d’un temps, notamment celui de la Shoah. Dans la collection L’un et l’autre comme dans l’œuvre de Pontalis, l’écrivain peut trouver son alter ego dans le peintre ou le musicien, les mots se muer en images ou en mélodies. C’est toutefois l’écrivain qui reste le meilleur miroir, parfois narcissique, de cet écrivain particulier qu’est un biographe. La collection de J.-B. Pontalis a de plus en plus évolué de l’hétérographie vers l’autographie, reflétant en cela la pratique littéraire et existentielle tardive de son directeur. Du vivant et après la mort de Pontalis émergea une poétique autographique lisible et scriptible dans d’autres collections et hors-collection ; ses motifs dispersés témoignent d’un retour de la littérature à ce qui la dépasse et qu’elle dépasse : la vie<br>In France, biography was said to be close to its death at the end of the twentieth century, but J.-B. Pontalis and other editors helped promoting its renewal. Biographical relationship is being explored by L’un et l’autre under the focus of fatherhood, motherhood and care. These topics are less things than words, they belong to literature and language, and to a peculiar language. L’un et l’autre reflects the literary work of J.-B. Pontalis : one had an impact on the other and then the other way round. This is true for the human, animal and objectal topics which are spread throughout L’un et l’autre and may be called variorum of otherness. The other being or the other thing might be brother, sister, place or time, the last one referring especially to the Holocaust. In L’un et l’autre as well as in the work of Pontalis, the writer may find his alter ego in a painter or a musician, words can become pictures or tunes. Nevertheless the best mirror for a writer, and a biographer is a writer indeed, is another writer. More and more, the books edited by J.-B. Pontalis evolved from biography of the other towards biography of the self, following thus the late work of Pontalis as a writer. During the late life and after the death of J.-B. Pontalis, a « autographic » way of writing was born, the widespread topics of which show that french literature performed and still performs a comeback towards its second self : life
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Ngcobo, Richard Sibongiseni. "Is there a relation between the labour market regulation and high unemployment rate in South Africa? :an assessment of the South African labour market regulation." Thesis, 2009. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3217_1297930046.
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<p align="left">This research paper is a review of the assertion by some commentators that the regulation of the labour market is a cause of the high unemployment rate in South Africa. It starts by providing a historical background of statutory industrial relations in South Africa leading to the current labour dispensation. The discussion includes a review of the current labour legislation and assessment of its compliance with international law. The rating of the South African labour market by the Doing Business study is discussed. This study seeks to ascertain whether there is a causal relation between labour market regulation and the unemployment rate. The conclusion reached is that South African labour legislation complies with international law as espoused in International Labour Organisation (ILO) Conventions, is not excessively rigid and, most importantly, that there is no convincing evidence of a causal relation between labour market regulation and the unemployment rate.</p>
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Manamela, Makwena Ernest. "The social responsibility of South African trade unions : a labour law perspective." Thesis, 2015. http://hdl.handle.net/10500/20069.
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Trade unions have been in existence for many years. Although their introduction was generally met with resistance, since their establishment trade unions have been important agents of social change worldwide. Over the years, trade unions have been involved in politics and other societal activities. In South Africa, trade unions for many years not only fought for worker’s rights within the workplace but also beyond the workplace. Trade unions started as friendly societies aimed at assisting their members with various matters, including offering financial help for education purposes and also in cases of illnesses. Although the main purpose of trade unions is to regulate relations between employees and their employers, trade unions perform other functions in society which can be broadly referred to as their social responsibility role. Unlike corporate social responsibility, which is
recognised and formalised, trade union social responsibility is not, with the role and importance of social responsibility for trade unions having been largely ignored. This thesis aims at changing this by investigating their core responsibilities and their social responsibilities and subsequently making recommendations on how trade unions could recognise and accommodate their social responsibilities in their activities. It also considers factors that could assist trade unions in fulfilling their social responsibilities. Trade unions generally obtain legislative support for their core responsibilities, but not their social responsibilities; however this should not obstruct trade unions in such endeavours. As modern organisations it is high time that trade unions make a contribution towards sustainable development through their social responsibility role.<br>Private Law<br>LLD
Books on the topic "Collective job action"
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Colin, Philip, and IPMZ Resource Centre, eds. Collective job action in Zimbabwe, 1985-1990: An overview. s.n., 1990.
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Susan, Manos, ed. Collectible male action figures: Including G.I. Joe figures, Captain Action figures, Ken Dolls. Collector Books, 1990.
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Kilian, Jeff. Tomart's price guide to G.I. Joe collectibles. Tomart Publications, 1993.
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Santelmo, Vincent. GI Joe: Official identification and price guide, 1964-1999. Krause Publications, 1999.
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DeSimone, James. The new official identification guide to GI Joe and accessories, 1964-1978. James DeSimone, 1994.
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Boffo, Vanna, Sabina Falconi, and Tamara Zappaterra, eds. Per una formazione al lavoro. Firenze University Press, 2012. http://dx.doi.org/10.36253/978-88-6655-304-5.
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The volume is a collection of the papers from a study seminar held at the University of Florence Faculty of Education and Training Sciences in March 2012 entitled Formazione e orientamento al lavoro. Le sfide della disabilità adulta. The aim of the initiative was to highlight a topic/problem which has little or no resonance in civil society, or in study and research contexts, namely, training and career guidance for disabled adults. The volume also recounts a course of studies carried out by Le Rose, a cooperative from the municipality of Florence, involving empirical research on the relationship between disability and job placement. As well as proposing an interdisciplinary and multifaceted reflection on a definitely innovative topic, the intention is to emphasize the central place of work in the lives of all people and the role that suitable education and training plays in constructing the adult identity. Care for the place where the job training is carried out, as well as attention to the relationships and actions pursued by the workers undertaking to develop job placement programmes, are central dimensions for the construction of a renewed culture of inclusion, citizenship and social and personal recognition.
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Bellomo, Mark W. The ultimate guide to G.I. Joe, 1982-1994: Identification & price guide. kp books, 2005.
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DeSimone, James. The official collectors guide to collecting & completing your GI Joe figures and accessories. Published by James DeSimore, 1993.
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Manos, Susan, and Paris Manos. Collectible Male Action Figures: Including G.I. Joe Figures, Captain Action Figures, Ken Dolls. Collector Books, 1989.
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Eggebeen, Josh, and Greg Agustin. After Action Report G.I. Joe Character Guide Book Vol #1 - Unofficial: Volume #1 G.I. Joe A-Teams. After Action Report Guide Books, 2023.
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Cilliers, Jakkie. "The Future of Work in Africa." In The Future of Africa. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-46590-2_9.
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AbstractIn this chapter, Cilliers addresses the challenge of widespread unemployment in Africa, and how trends collectively labelled as the ‘future of work’ could unfold on the continent. It describes the differences between the ways in which Africa will likely experience the effects of automation and digitisation on the labour market, and argues that the fourth industrial revolution is less a threat to jobs in Africa than in developed economies. Nevertheless, clear action is needed. Using Ghana as an example, the chapter explores innovative approaches to expanding inclusion in the formal sector, including enabling policies for financial inclusion and increased revenue collection. In addition, it speaks to Africa’s readiness to benefit from the emergent ‘gig economy’, and other forms of labour flexibilisation.
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Eriksen, Arild, Deni Ruggeri, and Esben Slaatrem Titland. "Urban Agriculture and the Right to the City: A Practitioner’s Roadmap." In Urban Agriculture in Public Space. Springer International Publishing, 2024. http://dx.doi.org/10.1007/978-3-031-41550-0_10.
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AbstractThis essay approaches urban agriculture from the perspective of an architect and urban farmer/beekeeper practicing bottom-up, participatory design in Oslo. It discusses the motivations for the co-creation of livable, experientially rich, place-making, and inclusive urban agriculture in public space to complement to compact city development. It touches on a few critical dimensions of urban agriculture in public space, which relate to the private and corporate claim on these landscapes, and their potentiality as multifunctional and abundant contributors to sociocultural and ecological diversity, food security, health, and democratic discourse. It also critiques its current aesthetics of impermanence and temporality and questions the notion that the joy and a sense of freedom urban agriculture brings to a community should be built upon and enriched by future development and policy. Rather than a replicable model of urban gardening, what emerges from this essay is a rich collection of stories of regeneration and change and of collective action and cultivation.
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Brans, Marleen, Arco Timmermans, and José Real-Dato. "Strategy of Data Collection and Analysis for Comparing Policy Advisory Roles." In The Advisory Roles of Political Scientists in Europe. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-86005-9_3.
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AbstractThis chapter presents the research design of the ProSEPS comparative project on advisory roles of political scientists. In order to operationalize the theoretical concepts on policy advice and policy advisory roles as introduced in Chap. 10.1007/978-3-030-86005-9_2, the project uses the questions included in a large scale comparative survey to European political scientists conducted under the ProSEPS COST Action in 2018 to assess whether and how they engage in advisory activities. Chap. 3 first presents details about the content, scope, and implementation of this survey. Second, it describes how survey questions are used to operationalize the four basic types of advisory roles analyzed in the book (pure academic, expert, opinionating scholar, and public intellectual). Finally, the chapter also presents some details about the sample of 12 countries analyzed in the book, including on gender, job status, sub-disciplinary orientation, and external positions of political scientists.
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Schudel, Kai, and Katharina Maag Merki. "Taking Composition and Similarity Effects into Account: Theoretical and Methodological Suggestions for Analyses of Nested School Data in School Improvement Research." In Accountability and Educational Improvement. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-69345-9_6.
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AbstractSchool improvement research is faced with a school teaching staff, which is not a simple homogeneous entity. The compositional attributes of the teaching staff – such as diversity – can have a crucial influence on school processes. Whether the teaching staff is highly fractured, consists of sharply dissociated subgroups, or has shared beliefs, affects the adoption of school improvement programs differently. However, school improvement research has not yet taken into account what different compositions of the teaching staff mean from a methodological viewpoint. It is true that the use of multilevel analysis is standard in school improvement research and that it considers nested school data. However, this method alone only takes averaged measures of teaching staffs into consideration but not their different compositions. In this contribution, we argue that school improvement research has to consider, theoretically and methodologically, how compositional attributes of the teaching staff can be conceptualized. We first discuss some advancements in the conceptualization of group composition from research on small groups and organizations. We then incorporate suggestions for different diversity typologies from small group research to describe the compositional attributes of the teaching staff. Additionally, we address how the composition of the teaching staff influences each teacher differently, depending on the specific position a teacher has within the teaching staff. We further suggest incorporating the Group Actor-Partner Interdependence Model (GAPIM; Kenny, DA, Garcia RL, Small Group Res 43:468–496, 2012) as a methodological approach for assessing these compositional influences. In addition to classic multilevel analysis, the GAPIM also considers the effects of the other teachers on staff and the similarity and dissimilarity of a teacher to the other members of the teaching staff. Finally, we illustrate the possibilities of the theoretical and methodological endorsements discussed by applying the GAPIM to a data set of 37 German upper secondary schools by way of example. We show that a teacher’s job satisfaction is not only influenced by their individual and collective teacher self-efficacy but also by positional effects: The similarity of a teacher to the other teachers on staff and the similarity among the other members of the teaching staff have additional influences on job satisfaction.
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Duckert, Lowell. "Speaking Stones, John Muir, and a Slower (Non)Humanities." In Animal, Vegetable, Mineral. punctum books, 2012. https://doi.org/10.21983/p3.0006.1.12.
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By the time you arrive at this point in the collection, you will have realized that the essays herein demand a slow reading. Perfect: the practice of tracing con-nections between actors, slowly, as Bruno Latour’s ant (or ANT, short for Actor Network Theory) would tell us, is the way to go. According to Latour’s self-defined “slowciology,” we are to follow the actors themselves—examining the relationships they assemble, interrupt, or disturb. Latour’s process is “agonizingly slow” by necessity.2 Yet in writing my response, I find myself running down a fast lane. The time when these authors first presented their work at the conference, “Animal, Vegetable, Mineral: Ethics and Objects in the Medieval and Early Modern Periods,” coincided with one of the most accelerated points in my doctoral career. Then as now, I was deep in my dissertation topic of eco-materialism: reconceiving early modern waterscapes as vibrant, living, actor-networks of (non)human desires and assemblages. Ecocriticism is a vast road to travel. And six months later, I was racing onto the job market. Do academics move too hastily? So let us slow down. My response will pick up on Eileen Joy’s idea of the humanist as a “slow recording device,” a being involved in a world of complication who also describes a world of co-implication, of sentience, becomings, and desires shared between actors inanimate and animate. What happens when we slow down, when we take the time to take these ethical steps seriously?
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Harris, Anne, and Karen Eileen Overbey. "Field Change/ Discipline Change." In Burn after Reading: Vol. 1, Miniature Manifestos for a Post/medieval Studies + Vol. 2, The Future We Want: A Collaboration. punctum books, 2014. https://doi.org/10.21983/p3.0067.1.26.
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The experimental essays gathered here had their origin in performance at the 48th International Congress of Medie-val Studies in Kalamazoo, Michigan (May, 2013). The idea of this twelve-way collaboration was dreamed through a series of emails exchanged among Jonathan Hsy, Lowell Duckert, Eileen Joy, and Jeffrey Cohen. We set as our task imagining collective modes for contemplating how to shape the humanities, as well as the communities to which we belong at many levels, to bring about a future more our own, while wondering all the while how that first-person plural comes into being. Building upon a se-ries of sessions at the previous year’s Congress that had focused on the active engagement to which humanists must commit in order not to find themselves in merely passive, reactive, protest-oriented positions within their home institutions as well as at the many other homes we inhabit through daily acts of creation, we hoped to extend and intensify a conversation about how to shape the hu-manities, and ourselves, in the years ahead. We knew from the start that any such intervention had to be fully collab-orative. Changing the world is not a solo project. But the working out of how such alliance and enmeshing might proceed was left to the participants.
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Brennan, Jason, William English, John Hasnas, and Peter Jaworski. "The Effect of Incentives: Diffusion of Responsibility." In Business Ethics for Better Behavior. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190076559.003.0010.
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Diffusion of responsibility refers to the problem that when something is everyone’s job, it in effect ends up being nobody’s job. This explains why many collective problems arise. People face perverse incentives to free ride on others’ actions and not to do their part. As a result, agents often think in short-term rather than long-term ways. Problems such as climate change can be modeled as instances of the tragedy of the commons, one form of a collective action problem that arises due to perverse incentives created by the diffusion of responsibility.
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Kolstø, Pål. "Nationalism, Ethnic Conflict and Job Competition: Non-Russian Collective Action in the Ussr Under Perestroika." In Strategic Uses of Nationalism and Ethnic Conflict. Edinburgh University Press, 2022. http://dx.doi.org/10.3366/edinburgh/9781474495004.003.0003.
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Chapter 3 follows up the effect of job competition on ethnic relations but examining the situation of the multinational Soviet state during perestroika. Demographic increase leads to competition for blue-collar jobs, whereas an increase in the number of graduates from higher education leads to competition over elite jobs. In the first case, people risk unemployment; in the second, blocked career opportunities. Mass-level unemployment may lead to anger-driven mass riots, while a nationally conscious intelligentsia in a multi-ethnic environment may formulate more rational strategies to eliminate threatening competitors from the labour market. One such strategy is to insist that the state should be a national state with the indigenous national elites in control. Whereas questions of identity have enormous mobilising power in times of national resurgence, identity issues are normally intermeshed with interest politics. I trace these mechanisms through the history of ethnic mobilisation and nationalism in the late Soviet Union and the immediate aftermath of its collapse, drawing on, inter alia, Susan Olzak’s theory of ethnic competition on the labour market and Ernest Geller’s theory of ethnic elite mobilization.
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Fish, Stanley. "Do Your Job." In Save the World on Your Own Time. Oxford University Press, 2008. http://dx.doi.org/10.1093/oso/9780195369021.003.0006.
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So back to the basic question. What exactly is the job of someone who teaches in a college or a university? My answer is simple and follows from legal theorist Ernest Weinrib’s account of what is required if an activity is to have its own proper shape. It must present itself “as a this and not a that.” As I have already said, the job of someone who teaches in a college or a university is to (1) introduce students to bodies of knowledge and traditions of inquiry they didn’t know much about before; and (2) equip those same students with the analytical skills that will enable them to move confidently within those traditions and to engage in independent research should they choose to do so. Job performance should be assessed on the basis of academic virtue, not virtue in general. Teachers should show up for their classes, prepare lesson plans, teach what has been advertised, be current in the literature of the field, promptly correct assignments and papers, hold regular office hours, and give academic (not political or moral) advice. Researchers should not falsify their credentials, or make things up, or fudge the evidence, or ignore data that tells against their preferred conclusions. Those who publish should acknowledge predecessors and contributors, provide citations to their sources, and strive always to give an accurate account of the materials they present. That’s it, there’s nothing else, and nothing more. But this is no small list of professional obligations, and faculty members who are faithful to its imperatives will have little time to look around for causes and agendas to champion. A faculty committee report submitted long ago to the president of the University of Chicago declares that the university exists “only for the limited . . . purposes of teaching and research” and reasons that “since the university is a community only for those limited and distinctive purposes, it is a community which cannot take collective action on the issues of the day without endangering the conditions for its existence and effectiveness” ( Kalven Committee Report on the University’s Role in Political and Social Action, November 11, 1967).
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Rothstein, Sidney A. "Counterhegemonic Tactics." In Recoding Power. Oxford University Press, 2022. http://dx.doi.org/10.1093/oso/9780197612873.003.0006.
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Chapter 6 traces how workers at Siemens saved thousands of jobs by mobilizing against layoffs. Similar to the other cases, management established market fundamentalism as hegemonic in the workplace, framing employment conditions as determined by markets. In contrast to the other cases, however, organizers at Siemens developed counterhegemonic tactics to recode management’s discourse, which allowed them to attribute employment conditions to factors within workers’ control and to do so in a discourse that workers found credible. Workers at Siemens mobilized because they believed that collective action could be effective in protecting their jobs. In the end, they were right. In addition to making mobilization possible, workers at Siemens made it effective by enforcing national institutions in order to make job cuts prohibitively expensive, thereby forcing management to rescind layoffs.
Conference papers on the topic "Collective job action"
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Acilar, Ali, and Øystein Sæbø. "Exploring the Differences Between Students in IS and Other Disciplines in the Perceptions of Factors Influencing Study Program Choice: A Survey Study in Norway." In Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.24.
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In this study, we explored the differences between students in IS and other disciplines in their perceptions of factors influencing study program choice. A quantitative research approach was employed. We used an online survey for data collection. Data was collected in a Norwegian public university in the Fall semester of 2021. The findings from this study showed that the factors that most influence students' choice of study program are career-related. The most influencing factor for students in choosing a study program was identified as job availability, followed by job security, career opportunities, and interesting work assignments. Significant differences were found between students in IS and other disciplines in the following five factors influencing study program choice: job security, opportunity to be innovative, personal skills, ease of study topics, and performance in high school subject matter courses.
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Mogerman, Jo-Elle, and Michelle Ciurria. "“We Are the World” and Other Views on Collective Action: A Discussion." In Moral Motives & STEM-Informed Action / Motivos morales y acción basada en STEM. Knology, 2023. http://dx.doi.org/10.55160/codk5728.
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A dialogue between Jo-Elle Mogerman and Michelle Ciurria dances between lived experiences of the US healthcare system, their parallels in visitor studies, and the question of whether hierarchy is fundamental to human nature. They challenge the “individualization” of collective problems—in this case, starting from critical disability theory rather than Indigenous environmental studies and sciences. Their dialogue is particularly valuable because they arguably represent the poles of conference participants in terms of application: Mogerman, with a PhD in Biology, directs a zoo and grapples with communicating science to families every day; Ciurria is a feminist philosopher who does the necessary work of thinking at a high level of abstraction in order to question assumptions. Yet they share an amazing capacity to synthesize: it sometimes feels like Ciurria reads across the entire academy, while Mogerman weaves in influences from Michael Jackson (the pop singer, not the anthropologist) to evolutionary biology.
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Sun, Lijun, Zhefei Mao, and Jie Zhou. "The Effect of Employees’ Marital Satisfaction on Job Performance: Based on the Perspective of Conservation of Resource Theory." In 10th International Conference on Foundations of Computer Science & Technology (FCST 2022). Academy and Industry Research Collaboration Center (AIRCC), 2022. http://dx.doi.org/10.5121/csit.2022.120803.
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The study linking the marriage with work explores the mechanism of action of employees’ marital satisfaction and job performance through establishing a moderated mediating effect model. The results of the correlation and regression analyses conducted by collecting questionnaires from 290 employees indicated that: (1) Emotional exhaustion and work engagement play a chain mediating role in the positive relationship between marital satisfaction and job performance. (2) Work meaningfulness and work engagement play a chain mediating role in the positive relationship between marital satisfaction and job performance. (3) The need to support a family moderates the relationship between marital satisfaction and work meaningfulness, as well as the mediating effect of work meaningfulness and work engagement on the relationship between marital satisfaction and job performance. (4) The need to support a family moderates the relationship between marital satisfaction and emotional exhaustion, as well as the mediating effect between emotional exhaustion and work engagement on marital satisfaction and job performance. (5) Self-efficacy moderates the relationship between marital satisfaction and work meaningfulness, as well as the mediating effect between work meaningfulness and work engagement on marital satisfaction and job performance. This study provides a new perspective of family as resources for improving employees’ job performance in management.
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HO, Boon Keng. "Future Workforce Planning - Building a Future-Ready Organization Using a Prospective Study Approach." In ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/216527-ms.
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Abstract To stay competitive in a rapidly changing world, it is imperative to rethink the business model, workforce, and skills with the future in mind. This is a forward-looking approach to imagine the different potential scenarios of the future and use that as a frame to design the how it will impact the business. With this ‘future’ as the vision, a back casting approach was adopted to then anticipate the changes needed today to help to transform the business successfully into the desired Future-Ready organization. This prospective study is done based mainly on qualitative research. An external "prospectivist" (Future analyst) was engaged to work with the HR team to conduct this study. A series of external and internal research, as well as internal interviews with business leaders were conducted to imagine the potential business scenarios of the future. A backcasting strategy was then adopted to compare the current workforce and to anticipate the required evolution of the business, workforce, and competencies. An innovative approach was adopted using big data for external competency benchmarking. Business leaders from each business were involved in the early stages from choosing the external sectors to benchmark against and the internal key jobs to be benchmarked, to reflecting collectively on the results to design action plans. Other than the direct interventions for each business, the results were reviewed at a macro level to create a Future Workforce Plan for the organization. Further interviews and discussions with management leaders to review the key findings had created specific manpower and HR action plans to develop the workforce. These short and mid-term action plans provide the blueprint not only for workforce planning but to set the course on developing the workforce of the future that can steer the business transformations. The scope includes identifying job evolutions, workforce reskilling and upskilling needs, potential new jobs for the future (not existent in the company) and approaches to build the workforce (external recruitment - social communities, upskilling of employees, outsourcing - gig workforce).
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Andaç, Faruk. "The Importance of Unemployment Insurance in Underdeveloped Countries." In International Conference on Eurasian Economies. Eurasian Economists Association, 2011. http://dx.doi.org/10.36880/c02.00348.
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In the absence of unemployment insurance, unemployment descends over like a nightmare on the personnel in business life and constitutes his/her utmost anxiety. Particularly in underdeveloped countries where population increase is rapid whereas speed of industrialization is back, unemployment introduces with itself a good number of adverse effects as well.
 On accounts of these reasons there is a substantial need for Unemployment Insurance which is a state-enforced social security in order to meet maintenance and living expenses of the dependant personnel whose active business life has been, due to socio-economic accounts, terminated against their will. Indeed, Unemployment Insurance not only provides fiscal support to the worker but it also guarantees future employment and gains collective bargaining power to the person. By means of an effective job-oriented training and effective operating job-placement system the insurance system also offers a chance of obtaining a new job to the unemployed. In other terms “it provides the power and opportunity to acquire in better conditions a new job with appropriate payment answering to the competency and skill of the unemployed”.
 Unemployment insurance that is desperately needed to make people live happy under the security of job must be, as it is the case for the rest of other countries as well, established in underdeveloped states as well.
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Machocki, Krzysztof Karol, Zahrah Marhoon, Amjad Shaarawi, Ossama Sehsah, Tom Dixon, and Jamal uddin Muhammad. "A New Condition Monitoring System Improves the Reliability of the RCD Element During the MPD Jobs." In IADC/SPE Managed Pressure Drilling & Underbalanced Operations Conference & Exhibition. SPE, 2021. http://dx.doi.org/10.2118/206386-ms.
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Abstract Managed pressure drilling (MPD) is a technology that allows for precise wellbore pressure control, especially in formations of uncertain geomechanical properties (in specific: Fracture pressure and pore pressure gradients). The rotating control device (RCD) is the backbone to the MPD equipment. A new condition monitoring system was developed to improve the reliability of the RCD elements and to eliminate its catastrophic failures during MPD jobs. The new method to increase the reliability of an RCD is based on understanding and quantifying the factors affecting the lifetime of the RCD components. The condition monitoring system was designed to be attached onto the RCD and collect data from an array of sensors during the MPD jobs. Sensors are measuring: vibrations, acoustic emissions, rotation, pipe movement, temperatures and contamination level in the coolant fluid. System is capable to display the measurements in the real time to the operator, giving early warnings to take actions in order to prevent catastrophic failures of the RCD during the job. Data is also recorded to allow further processing and analysis using ML and AI techniques. The authors will discuss in detail the background and rationale to the new technology, including a review of the condition monitoring system, its elements, and functionality. The system design and intended operation will be explained including, sensors and data collection points in the condition monitoring process. No catastrophic failures of the RCD were encountered when the RCD condition monitoring system was installed and running in the field up to date. The measurements collected from the array of sensors and presented in the real time to the MPD operators, allows to monitor changes in condition of the critical RCD elements. From the system design, sensor type, and frequency of data inputs, it was concluded that the quantification of some parameters affecting the lifetime of RCD could be successfully performed in post analysis, using advanced AI techniques. This condition monitoring system can optimize the MPD operations, making MPD jobs safer and reducing the Non Productive Time. The novelty of this condition monitoring system is in the approach of measuring and displaying critical values to the operator during the job and possibility to quantification of the factors affecting the RCD elements lifetime.
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Rošková, Eva, Milica Schraggerová, Nina Urukovičová, and Jozef Smoroň. "REGULATING ROLE OF TECHNOSTRESSORS AND PERSONALITY IN PREDICTION OF ENGAGEMENT AND BURNOUT AT WORK." In PSYCHOLÓGIA PRÁCE A ORGANIZÁCIE 2023. Vydavateľstvo ŠafárikPress, Univerzita Pavla Jozefa Šafárika v Košiciach, 2023. http://dx.doi.org/10.33542/ppo-0265-7-08.
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Based on the Job Demands-Resources (JD-R) model, the aim of the study was to examine the relationship between technostressors (invasion, overload, uncertainty, ambiguity, complexity) acting as job demands, personality characteristics (Big Five), and employee well-being (engagement, burnout). The study employed a cross-sectional design using questionnaires and online data collection (RedCap web platform). It was conducted with a sample of employed Slovak respondents (N=257). Hierarchical regression modeling revealed that work engagement was predicted by personality characteristics (extraversion, conscientiousness). Technostressors (techno-overload, techno-invasion, techno-uncertainty) played a significant role in predicting burnout. Techno-ambiguity contributed surprisingly positively to engagement. The study contributes to the evidence on the consequences of technostressors and personality traits in the workplace context.
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Wilson, Mark, and Holly Cusack-McVeigh. "Telling Stories of Trauma: The Impacts of Interpreting Museum Collections and Exhibitions." In 6th World Conference on Arts, Humanities, Social Sciences and Education. Eurasia Conferences, 2024. https://doi.org/10.62422/978-81-970328-4-4-035.
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Exposure to traumatic material may result in stress for museum workers who are involved with the collection and care of items in a museum or relating difficult narratives to visitors of the museum. The goal of this study is to quantify the psychosocial factors in a museum setting and the effects of exposure to potentially traumatic material. Only a small percentage of the participants reported not encountering a situation while performing their job that they consider to be emotionally disturbing or traumatic in nature. Recalling accounts of individuals who have been victims of crime, discrimination, etc. is the situation most frequently reported to be disturbing in nature. Nearly two thirds of participants stated that they have taken action to address the effects of stress they are experiencing on the job. Very few participants seek help from an employee assistance program. Talking with a therapist/psychologist or a friend are the most common methods of dealing with stress experienced at work. An understanding of the stress and psychological trauma experienced by museum workers will help aid in the development of intervention strategies to improve the working conditions of museum workers.
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Khan, Haroon. "Disruptive Innovation in People Development." In ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/210933-ms.
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Abstract "People are our biggest assets" is a common statement by top leaders however in their entity balance sheet people are listed as expenses which can be reduced, replaced or even eliminated. In current processes, people could face disciplinary actions when their attendance shows they have less worked hours. The typical HR doesn't consider even if they work close to burnout daily. On the other hand low productive employee has no HR issues if they meet clock in and clock out requirements. Effective processes are not used to identify learning needs and provide just in time effective learning solutions. People are sent to external (vendor) trainings and they return unchanged. The trust level in the organization is low. A visible generation gaps where the leadership is unable to capitalize on next generation for collective organizational success. In order to truly engage current work force, we need to re-think beyond current practices and bring new concepts to transform an organization as competent, dynamic & outcome focused. One of the concept of this transformation journey is to replace organization structure from functional to project based. Departments and functions or divisions are to be converted to projects and each year projects are awarded as yearly goals based on company strategy. Employees are assigned to projects to complete them as one team. The progress and performance of employees is monitored through the appraisal system not only by the success of the assigned goals but the active participation and contribution of any employee in those project goals. Job titles are eliminated and people work under project titles to enhance collaboration and flexibility. Job descriptions are replaced by competencies. Each project is created based on required resources, competencies and minimum required hours which are validated to ensure employees are fully occupied & engaged. Flexible working hours are introduced keeping required collaboration and project effectiveness. "Skill Trade" concept is introduced where employees will utilize 20 hours per month to learn competencies to enhance their projects. By introducing skill trade, people will learn from each other (coaching & mentoring) in their areas of passion and to improve their projects. Boosting employee productivity by removing time bound barriers and it will enhance employee collaboration, engagement, commitment & competence.
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Ignatssons, Jans Ivans, and Indra Odina. "State of the Art Analysis and Professional Needs Identification in Vocational Training Design for Eurasian Prison Chaplains." In 78th International Scientific Conference of University of Latvia. University of Latvia, 2020. http://dx.doi.org/10.22364/htqe.2020.09.
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Prison chaplaincy in the context of whole penitentiary system has been under continuous change with its ups and downs, criticized and appraised by historians, rejected by secular society, yet appreciated by prisoners, and open for judgment of generations to come. The image of the prison chaplain, who is highly educated, not young, skilled in psychological mastery calls far beyond his pastoral functions for a perfect advocate’s portrait, which is, however, still under reconstruction. The article aims to identify what state of the art of Eurasian prison chaplains is to outline the needs of prison chaplains for the framework development of an e-learning platform that would serve as a prototype of vocational training design. An action research was based on Objective-Oriented Project Planning and Logical Framework Approach concepts and studied the participants from six regions in Eurasia with help of such data collection methods as interviews, diary notes and document analysis. The data of action research formed an accurate civilian and professional profile of a prison chaplain and outlined the requirements to maintain the work in line with the trends in the branch. Findings of the research serve as a ground for organizational, educational, professional and personal changes. Eurasian prison chaplains (national directors) express their professional interests in regular training, professional and career growth, improved job practices and better work environment as they can still be an outstanding example and catalyst of well-being in the life of ex-prisoners.
Reports on the topic "Collective job action"
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Shapovalova, Daria, Tavis Potts, John Bone, and Keith Bender. Measuring Just Transition : Indicators and scenarios for a Just Transition in Aberdeen and Aberdeenshire. University of Aberdeen, 2023. http://dx.doi.org/10.57064/2164/22364.
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The North East of Scotland is at the forefront of the global energy transition. With the transformation of the UK’s energy sector over coming decades, the lives of communities and workers in the North East will be directly affected as we collectively transition to a Net Zero economy. A Just Transition refers to a fair distribution of the burdens and benefits as society and the economy shifts to a sustainable low-carbon economy. It calls for action on providing decent green jobs, building community wealth, and embedding participation. While it is a well-established concept in the academic literature and in policy there is a notable lack of approaches and data on measuring progress towards a Just Transition. In Scotland, with Just Transition planning underway, there are calls for clarity by the Scottish Parliament, Just Transition Commission, and many stakeholders on how to evaluate progress in a place-based context. The project ‘Just Transition for Workers and Communities in Aberdeen and Aberdeenshire’ brought together an interdisciplinary team from the University of Aberdeen Just Transition Lab to identify and collate the relevant evidence, and engage with a range of local stakeholders to develop regional Just Transition indicators. Previous work on this project produced a Rapid Evidence Assessment on how the oil and gas industry has shaped our region and what efforts and visions have emerged for a Just Transition. Based on the findings and a stakeholder knowledge-exchange event, we have developed a set of proposed indicators, supported by data and/or narrative, for a transition in Aberdeen and Aberdeenshire across four themes: 1) Employment and skills, 2) Equality and wellbeing, 3) Democratic participation, and 4) Community empowerment, revitalisation and Net Zero. Some of the indicators are compiled from national/local data sets, including data on jobs and skills, fuel poverty or greenhouse gas emissions. Other indicators require further data collection and elaboration, but nevertheless represent important aspects of Just Transition in the region. These include workers’ rights protection, community ownership, participation and empowerment. We propose four narrative scenarios as springboards for further dialogue, policy development, investment and participation on Just Transition in Aberdeen and Aberdeenshire. Indicators, as proxies for evaluating progress, can be used as decision support tools, a means of informing policy, and supporting stakeholder dialogue and action as we collectively progress a Just Transition in the North East. There are no shortcuts on a way to a Just Transition. Progress towards achieving it will require a clear articulation of vision and objectives, co-developed with all stakeholders around the table. It will require collaboration, trust, difficult conversations, and compromise as we develop a collective vision for the region. Finally, it will require strong political will, substantive policy and legal reform, public and private investment, and building of social licence as we collectively build a Net Zero future in the North East.