Relevant bibliographies by topics / EMPLOYEE WELFARE

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'EMPLOYEE WELFARE'

Author: Grafiati
Published: 4 June 2021
Last updated: 27 April 2022

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Journal articles on the topic "EMPLOYEE WELFARE"

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Patro, Chandra Sekhar, and Madhu Kishore Raghunath Kamakula. "A Take on Employee Welfare Facilities and Employees' Efficiency." International Journal of Asian Business and Information Management 7, no. 3 (July 2016): 54–70. http://dx.doi.org/10.4018/ijabim.2016070104.

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Looking back into the history of welfare facilities for employees in an organization, they have always and will keep playing a pivotal role in enhancing employee morale. The welfare schemes in every organization facilitate impetus for employee and employer relations. Employees' welfare is inherent core component, as they act as life blood for achieving the objectives of an organization. The main intention behind implementing the welfare facilities, is to secure the employee force by providing proper human condition of work and minimizing its hazardous effect on the life of the employees and their family members. Welfare facilities are provided in every organization either public or private sector as these would go a long way to cherish their ultimate vision. The present study is an attempt to determine the various welfare facilities implemented with its impact on the work efficiency over different public and private sector organizations. This paper also draws an empirical evidence by studying the influence of welfare facilities on the employee's efficiency.
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Patro, Chandra Sekhar. "Espousal of Welfare Schemes." International Journal of Asian Business and Information Management 8, no. 3 (July 2017): 36–51. http://dx.doi.org/10.4018/ijabim.2017070103.

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Employee welfare is a prerequisite and critical factor for growth of any organization. The welfare facilities improve the organizational relations, and also enhance the competence and effectiveness of the employees. The employees' work life is vital, as they are the pillars of an organization. The main aim of implementing the welfare schemes in any organization is to secure the labour force by providing proper human condition of work and minimizing its hazardous effect on the life of the employees and their family members. The present study is an attempt to determine the various employee welfare schemes adopted by different private pharmaceutical companies, and its impact on the employee's satisfaction on work life.
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Davis, Ann, and Lucy Gibson. "Designing Employee Welfare Provision." Personnel Review 23, no. 7 (November 1994): 33–45. http://dx.doi.org/10.1108/00483489410072208.

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Kumari, Neeraj. "Impact of Employee Welfare Facilities on the Job Satisfaction." Journal of Business Theory and Practice 8, no. 4 (October 29, 2020): p1. http://dx.doi.org/10.22158/jbtp.v8n4p1.

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Employee welfare entails everything from services, facilities and benefits that are provided or done by an employer for the advantage or comfort of an employee. It is undertaken in order to motivate employees and raise the productivity levels. The study aims to find out how job satisfaction depends on employee welfare at Hema Engineering Limited. The descriptive research design has been used to find out whether the employees are aware about the welfare policies of the organization and their opinion on various welfare policies, which they like the most and which they want to get changed for their better future. A survey was conducted with the help of a structured questionnaire at HEL. Data analysis has been done on SPSS. The sample size was 57. Non-Probability Sampling technique has been used. HEL management understands the importance of welfare in the life of the employees and therefore provides them with lots of allowances, high pay scale and other employee benefits. This in return helps HEL to get best out of their employees. HEL has integrated processes which are followed for availing the welfare benefits by the employees. HEL provides a lot of benefits to the employees even after they get separated from the organization. Thus the employees and their families feel secure and motivated. Most of the employees are satisfied and happy with most of the policies at the workplace, especially medical benefits and child allowance. HEL is capable of attracting the best pool of talent and is also able to retain them through their attractive welfare policies.
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Dr.H.M.Thakar, Dr H. M. Thakar, and Prof Urmila Kisan Dubal. "A Study On Employee Welfare Measures In Maha." Indian Journal of Applied Research 1, no. 4 (October 1, 2011): 28–30. http://dx.doi.org/10.15373/2249555x/jan2012/8.

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Ghaly, Mohamed, Viet Anh Dang, and Konstantinos Stathopoulos. "Cash holdings and employee welfare." Journal of Corporate Finance 33 (August 2015): 53–70. http://dx.doi.org/10.1016/j.jcorpfin.2015.04.003.

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White, Michael. "Cooperative unionism and employee welfare." Industrial Relations Journal 36, no. 5 (September 2005): 348–66. http://dx.doi.org/10.1111/j.1468-2338.2005.00364.x.

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Rathbun, Jay K. "The Shift of Employee Welfare." Employee Assistance Quarterly 14, no. 1 (March 11, 1998): 43–48. http://dx.doi.org/10.1300/j022v14n01_04.

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Patro, Chandra Sekhar. "A Study on Adoption of Employee Welfare Schemes in Industrial and Service Organisations." International Journal of Service Science, Management, Engineering, and Technology 7, no. 2 (April 2016): 16–33. http://dx.doi.org/10.4018/ijssmet.2016040102.

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During the past few years practicing employee welfare schemes has become a key factor for the overall growth and development of any organisation. Organizations provide welfare facilities to their employees to keep their motivation levels high. Employees' welfare is essential for any organisation, as they shed the blood for achieving the objectives and goals of the organisation. The welfare schemes improve the organisational relations and also enhance the productivity of the employees. The main aim of implementing the welfare measures in any organisation is to secure the labour force by providing proper working conditions and minimizing its hazardous effect on the life of the employees and their family members. A study was undertaken to know the various welfare schemes adopted by the industrial and service organisations and its influence on the employee's productivity in both public and private sectors.
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Rahardjo, Purwanto, Ce Gunawan, and Isriyani Isriyani. "Pengaruh Gaya Kepemimpinan dan Kesejahteraan Terhadap Kinerja Karyawan (Studi Kasus pada Hotel Selabintana)." Cakrawala Repositori IMWI 4, no. 1 (July 12, 2021): 66–76. http://dx.doi.org/10.52851/cakrawala.v4i1.62.

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This study aims to determine: (1) the influence of leadership style on employee performance, (2) the influence of welfare on employee performance, and (3) the influence of leadership style and welfare on employee performance. The subjects of this research are employees who work at Selabintana Hotel. The number of respondents in this study were 102 employees. The method of collecting data through a survey using a questionnaire. The analysis technique used in this research is multiple linear regression analysis. The results showed that (1) leadership style had a positive and significant effect on employee performance, so Ha1 is accepted; (2) welfare has a positive and significant effect on employee performance, so Ha2 is accepted; (3) simultaneously, leadership style and welfare have a positive and significant effect on employee performance with detemination coefficient of 0,409 so that Ha3 is accepted.
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Dissertations / Theses on the topic "EMPLOYEE WELFARE"

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Mncunzwa, Gcobisa. "Exploring employees' need for the development of an employee assistance programme at a welfare organisation." Thesis, University of Fort Hare, 2017. http://hdl.handle.net/10353/5554.

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The study was conducted in order to determine the employee needs for an employee assistance programme in a welfare organisation in East London, Eastern Cape. This study was born out of a need from the management of this welfare organisation in East London who identified a need for an employee assistance Programme (EAP) within their organisation. According to management, there was a decline in productivity, and high stress levels due to high caseloads and societal demands (Leeuw, May 15, 2015). The theoretical framework that guided this research was systems theory. The rationale for using systems theory is that this study deals with individuals within an organisation who must coexist on a daily basis. There is a general belief that people and their physical-social-cultural environment interact in processes of mutual reciprocity and complementary exchanges (Merton, 2009). A qualitative approach was used in this study. Eight (8) employees from various levels in a welfare organisation were purposively selected to participate in the study. Semi-structured interviews were conducted with the participants and the interviews took more than forty-five (45) minutes each and this enabled the acquisition of rich information which is described in the findings and is used as a basis for the recommendations in the study. After the examination of the needs of employees for an EAP from the observations of both the employer and the employee it was clear that there is a need for employee assistance programmes in welfare organisations. Employees in this organisation are experiencing stress, burnout and were highly concerned about high caseloads that makes them feel incompetent to render adequate and quality services to their employees. The study also revealed that both employees and management of this organisation have different needs, experience different types of problems and view the EAP in different contexts. Despite the differences in their outlook on the situation, the evidence indicates that both employer and employee perceive that there is a need for an EAP, especially clinical services. At the same time, the issue of funding such a programme is also a concern. Recommendations were made for the organisation to develop an EAP to address the needs identified by employees, and for a clear communication strategy be developed to make all levels of employees within the organisation aware of the existence of such a programme. Another recommendation was made for the organisation to identify specific days on which they will conduct preventative awareness and debriefing sessions for the employees. It was also recommended that the South African Council for Social Services Professionals must standardise, regulate and monitor caseloads for the social work profession.
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Saakov, Konstantin. "Corporate governance, employee welfare and firm performance in Russia." Thesis, De Montfort University, 2005. http://hdl.handle.net/2086/4222.

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[Verfasser], Tigabu Degu Getahun. "Industrial Clustering, Firm Performance and Employee Welfare / Tigabu Degu Getahun." Frankfurt : Peter Lang GmbH, Internationaler Verlag der Wissenschaften, 2016. http://d-nb.info/1090774044/34.

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Rind, A. A., Saeed Akbar, S. Boubaker, S. Lajili-Jarjir, and S. Mollah. "The role of peer effects in corporate employee welfare policies." Wiley, 2021. http://hdl.handle.net/10454/18505.

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Yes
This paper investigates the role of peer effects in the employee welfare policies of organizations. Using US panel data for a sample of 11,451 firm-year observations from 1996 to 2017, we find that firms’ employee welfare decisions are driven by their peers and show that peer firms play a significant role in defining corporate employee welfare policies. Our findings are robust to various sensitivity checks, including alternative definitions of employee welfare, alternative peer proxies, and several identification strategies. Our additional analysis shows that herding behavior is prevalent in followers, who mimic leaders' behavior, but we do not find any such relationship for industry leaders. Further, we show the evidence suggesting that mimetic and normative isomorphic pressures are driving the peer effects. Finally, we document the economic consequence of peer mimicking in employee welfare policies. Our findings on firms’ peer effects and herding behavior have policy implications.
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Haney, Deatrice. "Perceptions of Leadership and Employee Performance in Child Welfare Agencies." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3944.

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Child welfare leaders reflect their organizations' mission and vision and are entrusted to provide support to employees, who in turn provide services to one of the most vulnerable populations, children. Little, however is known about how leaders perceive their roles and responsibilities in terms of providing sufficient supervisory and guidance to child welfare workers in order to support organizational goals. Guided by Houses' path-goal theory, this phenomenological study examined the perceptions of child welfare leaders related to leadership behaviors, strategies to improve administration, work performance, communication, and fostering an inclusive work environment. A sample of 16 participants working as administrators, county directors, and supervisors in the nonprofit sector of a southeastern state completed semi structured open-ended surveys using Survey Gizmo. Data were analyzed via Moustaka's modified vanKaam method. Findings from this study indicated that participants perceived positive experiences with a supportive leadership style that allowed for more alignment to the workgroup by increasing job sharing that created autonomy and accountability. Factors such as coaching to better manage caseloads were believed to improve employee performance and satisfaction. Effective leaders removed barriers that prevented upward mobility, and provided sustainable work practices. The results of this study may impact social change by raising awareness among organizational leaders to recognize the value of employees and provide an inclusive and supportive workplace environment.
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Chartrand, Sébastien. "Work in voluntary welfare organizations : A sociological study of voluntary welfare organizations in Sweden." Doctoral thesis, Stockholms universitet, Sociologiska institutionen, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-165.

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Since Sweden has one of the most comprehensive welfare states, the role of voluntary organizations active in the field of welfare is often neglected. The unique Swedish nonprofit sector is characterized by 1) the tradition of popular mass movements in which members are central and the real owners of the organization, 2) large membership and volunteering, but low employment levels, 3) dominance in the fields of culture and recreation, but the relative marginalization in welfare. This Ph.D. dissertation empirically studies work and the perception of work in voluntary welfare organizations (VWOs) in Sweden. I completed a series of 38 interviews of employees and volunteers in four VWOs: 1) a children’s rights organization; 2) a women’s center; 3) a volunteer bureau; and 4) a humanitarian organization. A quantitative survey of some 200 VWOs supplements the qualitative data. Looking at the internal work setting and interactions between workers one realizes that work in VWOs is influenced not only by the popular mass movements (folkrörelser), which are the foundation model of all Swedish voluntary organizations, but also by paradigms emerging out of the public and for-profit sectors: 1) the public paradigm permanently shapes voluntary welfare organizations through the action of paid workers who often have public sector work experience; and 2) work in voluntary organizations is partly integrated into the regular labor market, and interfaces emerge between volunteering and professional life (for-profit paradigm). The private sphere also interferes with volunteering. Finally, this sheds a new light on the claims of VWOs that they are autonomous, “free” entities, and their contribution to social integration and strengthening of social ties.
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Cho, Young-Shin. "Job stability and mobility for welfare recipents in Missouri /." free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3052165.

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郭文山 and Man-shan Kwok. "Welfare in Chinese state enterprises: managerial and employee response to state-mandated reforms." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31214198.

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Kwok, Man-shan. "Welfare in Chinese state enterprises : managerial and employee response to state-mandated reforms /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18696405.

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Mabengano, Cecilia Mathe. "Factors that influence job turnover of social workers in the directorate of developmental social welfare services (DDSWS) in Namibia." Diss., University of Pretoria, 2003. http://hdl.handle.net/2263/27180.

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The research project was aimed at exploring and describing the factors that influence job turnover of social workers in the Directorate of Developmental Social Welfare Services (DDSWS) in Namibia. The researcher was motivated to carry out this study due to the challenges experienced as a manager, working for DDSWS. In addition, the lack of literature on factors that influence job turnover of social workers motivated the researcher to conduct the study. This led to the research question of what are the factors that influence job turnover of social workers in the DDSWS in Namibia. A qualitative approach was adopted in this study and interviews were used to gather data about the factors that influence job turnover of social workers in the directorate of developmental social welfare services (DDSWS) in Namibia. A structured interview schedule and a dictaphone was used to collect data from 10 respondents who previously worked for DDSWS for the last five years, who were either male or female and based in the Khomas region. Suitable respondents for the study were selected by means of a purposive sampling method. An applied research was utilized as a means to determine and identify factors that influence job turnover of social workers because it focused on solving problems that are experienced in practice. The phenomenological research strategy was used because it understands and interprets the meaning that subjects give to their everyday lives. The researcher intended to identify and understand the factors that influence job turnover of social workers in the DDSWS from the respondents’ perspective. An overview of the structure and functions of DDSWS were discussed in Chapter 2 presenting the type of services the organization offers. A literature review on factors that influence job turnover was presented, which focused on the description of job turnover; the advantages and the disadvantages of job turnover; the type of job turnover; reasons for measuring job turnover; and job turnover costs. The factors that influence job turnover were divided into three sub-sections namely the personal, internal and external factors. The empirical findings indicated that all the respondents were influenced by a variety of factors to leave DDSWS. They identified the factors that influenced their decisions to leave as being low salaries, bad working conditions, lack of supervision, managerial support, promotional opportunities, training opportunities, job, selection and recruitment procedures, motivation, satisfaction, dissatisfaction, economic conditions, worthwhile and many others. The above factors that influence job turnover of social workers in the DDSWS in Namibia should be addressed to ensure that job turnover is maintained to a minimum. In addition, the study indicated that management has not realized the full implications of job turnover. In order to comprehend this, management should be aware of the factors that influence job turnover of social workers and devise a mechanism on how to keep job turnover to a minimum. Conclusions were formulated and recommendations made to management on how to reduce the rate of job turnover.
Dissertation (MSD (Social Work))--University of Pretoria, 2003.
Social Work and Criminology
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Books on the topic "EMPLOYEE WELFARE"

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Brennan, Ruth. Employee welfare: Do employers really care? Dublin: University College Dublin, 1994.

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Leibowitz, Arleen A. Multiple employer welfare arrangements. Santa Monica, CA (P.O. Box 2138, Santa Monica 90407-2138): RAND, 1992.

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1961-, Moore Kathryn L., ed. Law of employee pension and welfare benefits. 2nd ed. Newark, N.J: LexisNexis, 2008.

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Frolik, Lawrence A. Law of employee pension and welfare benefits. New Providence, NJ: LexisNexis, 2012.

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1961-, Moore Kathryn L., ed. Law of employee pension and welfare benefits. Newark, NJ: LexisNexis, 2004.

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Callery, Paul. Employee welfare in medium sized companies in Ireland. Dublin: University College Dublin, 1994.

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Marsden, Harry. The difficulties recruiters experience when hiring staff: A welfare to work perspective. Dublin: University College Dublin, Graduate School of Business, 1998.

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Sillanpää, Matti. Loma ja hyvinvointi =: Vacation and welfare. Helsinki: Lääkintöhallitus, 1989.

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William, Jack. Employee cost-sharing and the welfare effects of flexible spending accounts. Cambridge, MA: National Bureau of Economic Research, 2005.

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William, Jack. Employee cost-sharing and the welfare effects of flexible spending accounts. Cambridge, Mass: National Bureau of Economic Research, 2005.

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Book chapters on the topic "EMPLOYEE WELFARE"

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Cheatle, Kelvin, and Richard Pettinger. "Employee support and welfare." In Mastering, 219–30. London: Macmillan Education UK, 2001. http://dx.doi.org/10.1007/978-1-349-91298-8_13.

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Behling, Felix. "Trade Unions and the Challenge of Employee Welfare." In Welfare Beyond the Welfare State, 235–61. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-65223-8_9.

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Behling, Felix. "Employee Welfare in the Shadow of the Post-war Welfare State." In Welfare Beyond the Welfare State, 85–115. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-65223-8_4.

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Behling, Felix. "A Long Way Ahead to a Long Way Ahead: Employee Welfare and Women." In Welfare Beyond the Welfare State, 205–34. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-65223-8_8.

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Attwood, Margaret. "Looking after Employees — Welfare and Counselling Services." In Personnel Management, 126–34. London: Macmillan Education UK, 1989. http://dx.doi.org/10.1007/978-1-349-20137-2_10.

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Attwood, Margaret, and Stuart Dimmock. "Looking after Employees: Welfare and Counselling Services." In Personnel Management, 141–49. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-13939-2_11.

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Behling, Felix. "Welfare beyond the State: Employers as Welfare Providers in Germany and the UK." In The Changing Worlds and Workplaces of Capitalism, 144–63. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137427083_8.

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Ahuja, Ravi. "Minoritarian Labour Welfare in India: The Case of the Employees’ State Insurance Act of 1948." In One Hundred Years of Social Protection, 157–88. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54959-6_5.

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AbstractThrough a case study of the Employees’ State Insurance Act of 1948, this chapter examines the historical evolution of a type of welfare schemes in India that made entitlements conditional on specific forms of employment. Global trends in social policy had influenced debates on a social insurance for Indian workers since the 1920s. Transformations of Indian industry, World War II, the post-war crisis and postcolonial economic planning then created conditions for legislation. Just when the international welfare discourse, Indian contributions included, converged on social welfare as a universal citizen right, the regulatory content of the health insurance scheme devised for India diverged from this normative consensus: “Employees’ State Insurance” remained strictly employment-based but also generated horizons of expectation that continue to inform labour struggles.
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Oude Nijhuis, Dennie. "Explaining employer support for welfare state development in the Netherlands." In Business Interests and the Development of the Modern Welfare State, 57–83. Abingdon, Oxon; New York, NY : Routledge, 2019. |Series: Routledge studies in the political economy of welfare |Includes bibliographical references and index.: Routledge, 2019. http://dx.doi.org/10.4324/9781351002394-3.

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Meuret-Campfort, Eve. "Being Dependent and an Employer: The Realities of Private Individual Employment for Dependent Elderly People in France." In The Dynamics of Welfare Markets, 215–37. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-56623-4_8.

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Conference papers on the topic "EMPLOYEE WELFARE"

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Baruno, Agustiawan, Meithiana Indrasari, Dandy Wirawan, and Jovi Iristian. "Atmospheric Impact Analysis of Work on Employee Performance Through Aspects of Employee Welfare." In Proceedings of the 1st Asian Conference on Humanities, Industry, and Technology for Society, ACHITS 2019, 30-31 July 2019, Surabaya, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.30-7-2019.2287587.

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Riksen, Sean, Thomas Pols, Krystal Sexton, Marcos Sanchez, and Johannes Berg. "Learnings from a Worker Welfare Program Implementation for Employees." In SPE International Conference and Exhibition on Health, Safety, Environment, and Sustainability. Society of Petroleum Engineers, 2020. http://dx.doi.org/10.2118/199493-ms.

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Anneberg, I., and P. Sandøe. "7. Negotiating welfare in daily farm practice – how employees on Danish farms perceive animal welfare." In 14th Congress of the European Society for Agricultural and Food Ethics. The Netherlands: Wageningen Academic Publishers, 2018. http://dx.doi.org/10.3920/978-90-8686-869-8_7.

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Kusumaningtyas, Menur, and Johni Putranto. "Does Sharia Coffee Business Development Influence Employee’s Welfare?" In Proceedings of the 1st Conference on Islamic Finance and Technology, CIFET, 21 September, Sidoarjo, East Java, Indonesia. EAI, 2020. http://dx.doi.org/10.4108/eai.21-9-2019.2293969.

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Miao, Li, and Xinyi Yu. "The Research on Factors Influencing Welfare Sharing Willingness of Financial Industry Employees Based on Wechat." In 2018 International Joint Conference on Information, Media and Engineering (ICIME). IEEE, 2018. http://dx.doi.org/10.1109/icime.2018.00031.

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Dióssy, Kitti. "Are the Robots Going to Take Our Jobs? This Is How American and Hungarian Economists of Generations Y and Z Conceive the Impact of Artificial Intelligence." In New Horizons in Business and Management Studies. Conference Proceedings. Corvinus University of Budapest, 2021. http://dx.doi.org/10.14267/978-963-503-867-1_02.

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This paper examines how American and Hungarian economists of generation Y and Z view the impact of artificial intelligence (AI) in the short and long term. The choice of topic is motivated by the integration of AI into our everyday lives. Research has been carried out in human resources and social perspectives. Based on the responses of 147 Hungarian and 105 American economists surveyed within the framework of an online, anonymous questionnaire method, a positive vision emerges for young economists. They were confident in the social and economic welfare effects of AI. No significant difference can be found between the thinking of the two generations and the opinion of the nations. The most important conclusion from the empirical results is that AI does not take away the job of economists, but transforms it, and supports to appreciate the virtues of human resources. Accordingly, employers need to develop a shortand long-term action plan to secure their employees’ future.
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Nordin, Maria, Marina Romeo, Montserrat Yepes-Baldó, and Kristina Westerberg. "O31-4 Managers’ commitment and employees’ turnover intent and perception of quality of care in welfare health organisations in spain and sweden." In Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.155.

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Gürel, Fatih, Zehra Meliha Tengiz, and Osman İnan. "ARDSI Supports in the Rural Tourism Area: Example of Kastamonu." In International Conference on Eurasian Economies. Eurasian Economists Association, 2019. http://dx.doi.org/10.36880/c11.02325.

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Rural development; It is one of the most fundamental elements of countries' having a strong economy and developing. The most important activity area in rural development is rural tourism. Natural wealth, historical memories, local values, etc. recognition and promotion will bring social and cultural development together. In other words, “rural tourism” will be the most important door in the development of domestic and foreign tourism in Turkey and opening up to the world. In the process of European Union accession process, the ARDSI, which is established by aiming to make the modern enterprises sustainable by increasing the welfare and livelihood of the citizens living in the countryside with the competitiveness at the international level, making stronger investments in domestic and foreign marketing, and increasing the welfare and livelihood level of our citizens living in the country, is the relevant institution of the Ministry of Agriculture and Forestry. Since 2011, ARDSI has invested approximately 3.8 billion TL in our country's economy. Within the scope of these investments, approximately 60 000 people were employed, 14 441 of whom were directly employed. In Kastamonu, ARDSI has signed an investment agreement with 11 investors to date, exceeding 11.5 million TL. For that reason, Kastamonu has become a model city for our country in the tourism area of the rural development movement. In this study, general information about the rural tourism potential in Kastamonu and ARDSI was given first and rural tourism applications in Kastamonu province were examined.
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Martin, Janet H. "Implementing Disaster Plans for Municipal Solid Waste Systems." In 10th Annual North American Waste-to-Energy Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/nawtec10-1015.

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Municipal solid waste managers face an urgent need to review disaster plans as well as the myriad of other management plans for health, safety and welfare of employees and the service area. Other planning areas include financial and capital improvements. The planning process is an important management tool. The evaluation of management is one of the factors included in the assignment of municipal credit ratings. This paper profiles how Fitch Ratings incorporates management in their credit analysis and provides key points for solid waste managers to consider as they prepare or refresh plans.
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Yurnalis, Yurnalis, Nashrillah Anis, Hamdi Harmen, Nurchalil Nurchalil, Nurlina Nurlina, and Sri Murni. "The Effect of Job Insecurity on the Welfare and Performance of Contract Employees at the Administration Center Office, Syiah Kuala University, Banda Aceh." In Proceedings of the 1st Aceh Global Conference (AGC 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/agc-18.2019.108.

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Reports on the topic "EMPLOYEE WELFARE"

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Jack, William, Arik Levinson, and Sjamsu Rahardja. Employee Cost-Sharing and the Welfare Effects of Flexible Spending Accounts. Cambridge, MA: National Bureau of Economic Research, May 2005. http://dx.doi.org/10.3386/w11315.

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Dolado, Juan J., Etienne Lalé, and Hélène Turon. Zero-hours Contracts in a Frictional Labor Market. CIRANO, January 2022. http://dx.doi.org/10.54932/hvdc9170.

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We propose a model to evaluate the U.K.’s zero-hours contract (ZHC) – a contract that exempts employers from the requirement to provide any minimum working hours, and allows workers to decline any workload. We find quantitatively mixed welfare effects of ZHCs. On one hand they unlock job creation among firms that face highly volatile business conditions and increase labor force participation of individuals who prefer flexible work schedules. On the other hand, the use of ZHCs by less volatile firms, where jobs are otherwise viable under regular contracts, reduces welfare and likely explains negative employee reactions to this contract.
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Glick, Mark. An Economic Defense of Multiple Antitrust Goals: Reversing Income Inequality and Promoting Political Democracy. Institute for New Economic Thinking Working Paper Series, March 2022. http://dx.doi.org/10.36687/inetwp181.

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Two recent papers by prominent antitrust scholars argue that a revived antitrust movement can help reverse the dramatic rise in economic inequality and the erosion of political democracy in the United States. Both papers rely on the legislative history of the key antitrust statutes to support their case. Not surprisingly, their recommendations have been met with alarm in some quarters and with skepticism in others. Such proposals by antitrust reformers are often contrasted with the Consumer Welfare Standard that pervades antitrust policy today. The Consumer Welfare Standard suffers from several defects: (1) It employs a narrow, unworkable measure of welfare; (2) It excludes important sources of welfare based on the assumption that antitrust seeks only to maximize wealth; (3) It assumes a constant and equal individual marginal utility of money; and (4) It is often combined with extraneous ideological goals. Even with these defects, however, if applied consistent with its theoretical underpinnings, the consideration of the transfer of labor rents resulting from a merger or dominant firm conduct is supported by the Consumer Welfare Standard. Moreover, even when only consumers (and not producers) are deemed relevant, the welfare of labor still should consistently be considered part of consumer welfare. In contrast, fostering political democracy—a prominent traditional antitrust goal that was jettisoned by the Chicago School—falls outside the Consumer Welfare Standard in any of its constructs. To undergird such important broader goals requires that the Consumer Welfare Standard be replaced with the General Welfare Standard. The General Welfare Standard consists of modern welfare economics modified to accommodate objective analyses of human welfare and purged of inconsistencies.
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Chakravorty, Ujjayant, and Martino Pelli. Electrification and development: Empirical evidence on the effect of electricity provision on household welfare. CIRANO, 2022. http://dx.doi.org/10.54932/soan1297.

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The effect of electrification on economic outcomes is a major new area of study in environment and development economics. Almost a billion people in the world do not have access to grid electricity. Providing them a grid connection will be costly and polluting as well, even if powered by cleaner fossil fuels such as natural gas, instead of coal. However, the economic benefits of electricity are not well understood. Some studies find large effects on economic development in the long run, while others find small or negligible impacts on households in the short run. These benefits may also depend on household characteristics such as credit constraints that prevent them from consuming power or investing in complimentary assets. This paper highlights the state of current knowledge on the costs and benefits of electrification by reviewing the recent empirical literature. We discuss the identification strategies employed and evaluate the effect of electrification on a variety of household-level outcomes such as income, employment and education.
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