Academic literature on the topic 'Factories – Great Britain – Employees'
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Journal articles on the topic "Factories – Great Britain – Employees"
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B. Plijter, Evelien, Theo J.M. van der Voordt, and Roberto Rocco. "Managing the workplace in a globalized world." Facilities 32, no. 13/14 (2014): 744–60. http://dx.doi.org/10.1108/f-11-2012-0093.
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Purpose – The purpose of this study is to provide a better insight into the role of national cultures on the management and design of workplaces of multinationals in different countries. Design/methodology/approach – This explorative study is based on an extensive literature review of dimensions of a national culture in connection to corporate real estate management, interviews with ten representatives of multinationals on corporate real estate strategies and workplace characteristics and a multiple case study of two multinational firms with site visits and observations at offices in The Netherlands, Germany and Great Britain. Findings – Whereas all interviewed companies had their real estate portfolio to some extent aligned to the local national culture, none had a strict central policy about this issue. Differences in workplace characteristics were mainly caused by the involvement of local people in workplace design. Using Hofstede’s cultural dimensions, the case studies showed relationships between masculinity of a culture and the expression of status and between uncertainty avoidance and openness to innovation; however, no relationships were found related to differences in power distance and short-/long-term orientation. Research limitations/implications – The case studies were conducted in three European Union countries. Due to practical reasons, most interviewees were Dutch. Additional empirical research including more different national cultures is needed to advance more unequivocal conclusions and to develop a clear set of guidelines for decision-making. Practical implications – The findings stress the importance of finding a balance between aligning facilities to business purposes and meeting the needs of different (groups of) employees in multinational environments. Originality/value – Although much has been written about national culture, not much research is yet available in connection to facilities management and corporate real estate management.
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Di Re, Avv Gualtiero. "Financial participation of bank employees in Italy, Great Britain and Sweden: survey evidence." Transfer: European Review of Labour and Research 8, no. 1 (2002): 118–21. http://dx.doi.org/10.1177/102425890200800117.
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Kamerāde, Daiga. "Part-Time Work and Activity in Voluntary Associations in Great Britain." Sociological Research Online 14, no. 5 (2009): 92–104. http://dx.doi.org/10.5153/sro.2049.
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This paper evaluates both the economic, or rational choice, and sociological theories to examine the effects of part-time working on employees’ activity in voluntary associations. Using longitudinal data analysis of the British Household Panel Survey from 1993 to 2005, this study demonstrates that, in Britain, part-time work increases the likelihood of individual level involvement in expressive voluntary associations (i.e. associations orientated to relatively immediate benefits for their members) but it is negatively related to their involvement in instrumental-expressive (such as trade unions and professionals’ associations) and instrumental (political, environmental, and voluntary service) associations. The main conclusion is that time is an important resource for activity in expressive voluntary associations; however, for activity in instrumental and instrumental-expressive associations other factors are more important.
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Giovanis, Eleftherios. "The relationship between flexible employment arrangements and workplace performance in Great Britain." International Journal of Manpower 39, no. 1 (2018): 51–70. http://dx.doi.org/10.1108/ijm-04-2016-0083.
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Purpose There is an increasing concern on the quality of jobs and productivity witnessed in the flexible employment arrangements. The purpose of this paper is to examine the relationship between various flexible employment arrangements and the workplace performance. Design/methodology/approach Home-based working, teleworking, flexible timing and compressed hours are the main employment types examined using the Workplace Employee Relations Survey (WERS) over the years 2004 and 2011 in Great Britain. The workplace performance is measured by two outcomes – the financial performance and labour productivity. First, the determinants of these flexible employment types are explored. Second, the ordinary least squares (OLS) method is followed. Third, an instrumental variable (IV) approach is applied to account for plausible endogeneity and to estimate the causal effects of flexible employment types on firm performance. Findings The findings show a significant and positive relationship between the flexible employment arrangements and the workplace performance. Education, age, wage, quality of relations between managers-employees, years of experience, the area of the market the workplace is operated and the competition are significant factors and are positively associated with the propensity of the implementation of flexible employment arrangements. Social implications The insights derived from the study can have various profound policy implications for employees, employers and the society overall, including family-work balance, coping with family demands, improving the firm performance, reducing traffic congestion and stress among others. Originality/value It is the first study that explores the relationship between flexible employment types and workplace performance using an IV approach. This allows us to estimate the causal effects of flexible employment types and the possible associated social implications.
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Sutherland, John. "The workforce adjustment strategies used by workplaces in Britain during the Great Recession." Evidence-based HRM: a Global Forum for Empirical Scholarship 7, no. 2 (2019): 114–26. http://dx.doi.org/10.1108/ebhrm-06-2018-0038.
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Purpose The purpose of this paper is to provide a human resource management perspective of the workforce adjustment strategies implemented at workplaces in Britain in response to the Great Recession. Design/methodology/approach The analysis uses an ordered probit and a series of binomial probits to examine a micro data set from the 2011 Workplace Employment Relations Study. Findings Not all workplaces were affected equally by the recession. Not all workplaces chose to implement workforce adjustment strategies consequential of the recession, although the probability of a workplace taking no action decreased the greater the adverse effect of the recession on the workplace. Most workplaces used a combination of workforce adjustment strategies. Workplaces implemented strategies more compatible with labour hoarding than labour shedding, i.e., cutting/freezing wages and halting recruitment to fill vacant posts rather than making employees redundant. Research limitations/implications What was examined was the incidence of the workforce adjustment strategies, not the number of employees affected by the implementation of a strategy. Further, what was examined were outcomes. What is not known are the processes by which these outcomes were arrived at. Originality/value This paper concurs with the findings of previous economic studies that workplaces hoarded labour, cut hours and lowered pay. In so doing, however, it provides a more detailed and more informed human resource management perspective of these adjustment strategies.
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Saidov, Il'khomzhon M., and Rakhima I. Saidova. "UZBEKISTAN'S ASSISTANCE TO THE BATTLE-FRONT DURING THE GREAT PATRIOTIC WAR." RSUH/RGGU Bulletin. Series Eurasian studies. History. Political science. International relations, no. 3 (2020): 55–67. http://dx.doi.org/10.28995/2686-7648-2020-3-55-67.
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The article considers the contribution of the Uzbek Soviet Socialist Republic to the victory in the Great Patriotic War. During the war, thousands of Soviet Uzbekistan’s citizens went to the battle-front, but the participation of the Republic in the war does not end there. The agricultural sector of Uzbekistan tried to make up for the losses of acreage and livestock suffered by the Soviet Union in the first year of the war. A number of Uzbekistan’s enterprises were urgently converted to the production of military goods. Production at factories evacuated to Soviet Central Asia was developing at a rapid pace on the territory of the Republic. Not only skilled personnel, but also volunteers took part in the construction of new factories, plants, and hydroelectric power stations. The authors emphasise that during the war, there was a significant transformation of the Republican economy: the share of industry in the volume of production in the national economy of Uzbekistan increased from 50 to 80%, and the share of heavy industry from 14.3 to 52.4%. In September 1940, 141.6 thousand workers and employees were employed in the Republic’s industry, while in 1945, it was 196.2 thousand. The share of women employed in industrial production increased significantly (from 34.0% in 1940 to 63.5% in 1945). More than 23 thousand young citizens of Uzbekistan aged 14–17 became workers during the war and replaced professionals who had gone to the battle-front. When assessing the contribution of the Uzbek Soviet Socialist Republic to the Great Victory, the authors note that the labour feat of the Republic’s citizens caused its transformation into a reliable arsenal of the battle-front against fascism.
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Ilja, Tryakhov. "Working Conditions at the Enterprises in the Years of the Great Patriotic War (on the Materials of the Vladimir Region)." TECHNOLOGOS, no. 2 (2021): 30–43. http://dx.doi.org/10.15593/perm.kipf/2021.2.03.
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The analysis of employment conditions of workers at the enterprises of Vladimir region during the Great Patriotic War (1941-1945) has been presented in the article. Employment conditions in which the workers on home front existed have been considered not only as an act of bravery but as the problem of efficient enterprise functioning in the years of war as well. Predominance of the state and social interests over the interests of individual employee has been paid attention too. The materials of the party funds of Vladimir region city committees stored in the State Archives of the Vladimir Region (GAVO) has become the source base of the article. In addition, the memoirs of workers on home front about their personal experience during the hard times of war are significant sources. The study identifies the most important and frequent difficulties which took place at the enterprises of the region under consideration. The author highlights the poor adherence to safety standards, unsatisfactory working conditions in the shops (low temperatures, lack of amenities, unsanitary conditions, lack of overalls and footwear) as the problems faced by workers of factories. In addition, there was an irrational use of existing employees, inadequate nutrition, conflicts between individual employees and their immediate superiors. The latter often led to the execution of cases against workers for violations of labor discipline in accordance with the decrees of June 26, 1940 and December 26, 1941. As a result of the analysis of wartime documents the author comes to the conclusion that a number of problems that workers of factories of the studied region faced with during the war years were constantly unresolved. Despite the ongoing war human conflicts have not disappeared, the clarification of which for some administrators was more important than the successful functioning of the area of work entrusted to them. This resulted in cases of illegal persecution of workers for alleged violations of labor discipline, which did not increase the authority of the enterprise administration.
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Medineckiene, Milena, and Viktorija Kirdaite. "Evaluation of Influencing Factors on Great Britain‘S Export Values." Economics and Culture 18, no. 1 (2021): 59–69. http://dx.doi.org/10.2478/jec-2021-0005.
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Abstract Research purpose. The research aimed at identifying the main factors influencing export values in the region of Great Britain (GB) for the period of the last 30 years. Design / Methodology / Approach. In order to implement the investigation, the following tasks were intended: (1) To analyse scientific literature and mark out at least five non - dependent variables that impact export values of Great Britain. (2) Basing on findings, outlined in a scientific review, suggest or choose the methodology that is the most appropriate for this kind of tasks’ determination. (3) Collect the data for dependent and non-dependent variables (at least 30 samples). (4) Based on the presented methodology, determine the selected factors’ impact and make the statistical and economic analysis. The research was mainly done using quantitative analysis methods (descriptive, correlation, regressive analysis). Quantitative modelling and descriptive statistics methods are selected for investigation because they can suggest a different approach to analysing the factors influencing export values. Findings. Five non-dependent variables were marked out as factors influencing the export values in the selected region: gross domestic product (GDP); the number of employees in the region; amounts of cargo transportation; average salary in the region and labour costs. Calculation of the correlation coefficients showed that all independent variables were statistically significant. There is a very strong relationship between export values and GDP, employment, and labour costs. Originality / Value / Practical implications. The findings of this research can be applied in order to evaluate and determine the economic impact of the GB processes on the entire world, as Britain’s export values are among the top ten in the world. It is important to emphasise that the deeper analysis of the influencing factors of the volume of export in Great Britain showed an interrelation of these factors. So further investigation of this factor’s impact is essential.
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Petrov, A. A. "Opportunities and directions for digital economy development in Russia and blocking factors of its development." Actual Problems of Russian Law, no. 3 (May 4, 2019): 45–66. http://dx.doi.org/10.17803/1994-1471.2019.100.3.045-066.
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The paper shows the importance of the 4th Industrial Revolution and its product — the digital economy — in the development of mankind, its dual impact on the welfare and labor market of a specific people, the country, as well as the world community as a whole. The author examines the consequences of introduction of artificial intelligence, cyberphysical systems in production processes. Also, the paper analyzes the German program “Industry 4.0” shifting a German manufacturing industry on a digital basis through the use of digital technologies and setting up smart factories. The author summarizes the digital programs of the USA, Great Britain, Japan. The possibilities and problems of development and blocking of digital economy in Russia are shown. The author describes such basic components of the digital economy as blockchain, cyberphysical systems, digitalization, big data, artificial intelligence. He considers adverse consequences of the digital economy, factors blocking its development, as well as possible ways of their neutralization and elimination.
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Drobyazko, Svetlana, Yurii Malakhovskyi, Ruslana Zhovnovach, and Mohamed Mohamed. "The concept of the mechanism of managing the intellectual resources of the innovative active enterprises’ employees (experience of Great Britain)." Economics. Ecology. Socium 4, no. 1 (2020): 24–32. http://dx.doi.org/10.31520/2616-7107/2020.4.1-3.
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Introduction. Management of competencies of innovative workers in specific conditions of functioning of innovatively active enterprises as producing ecosystems is considered as the dominant direction of managing the process of production of new knowledge, localized within a specific organization, which can increase the consumer value of final consumption goods/services in the process of global value chains’ formation.
 Aim and tasks. The purpose of the publication is to summarize United Kingdom practices in the management of intellectual resources of innovatively active enterprises.
 Results. The purpose of the United Kingdom science and innovation policy is to develop the professional skills of the population, to organize world-class research and education, to apply knowledge and skills to develop a competitive economy. The established network of science and innovative policy management entities is in line with the open innovation demand model, which implies the establishment of effective cooperation between universities, business organizations, suppliers, consumers. The generalized model of organizational and economic mechanism of regulation of intellectual resources of innovatively active enterprises personnel as knowledge-intensive sociocentric networks is presented in the form of a structured system focused on the behavioral aspects of the activity of subjects of production of new knowledge of means of regulatory and indicative influence on the configuration of regulatory objects that are subordinated to the sub-system in the conditions of global competition.
 Conclusions. To fully meet the requirements of innovating the organizational and economic mechanism regulation of intellectual capital’ innovatively active enterprises corresponds to the incorporation into the toolkit of realization of the purpose and tasks of development of the means of forecasting the future state, structure, prospects of increasing the value of its elements. This trend of modernization provides an opportunity to increase intellectual capital through the introduction of Foresight procedures for analysing the impact on it of scientific and technological innovations, formulating and modernizing the mission of forecasting inclusive social capital, comprehensive specification of the regulatory sector, taking into account economic macro and mesoscenarios. At the same time, the proposed means increase the degree of scientific substantiation of the processes of regulation of enterprise development by implementing the analysis of alternative scenarios of intellectual capital growth of innovatively active ecosystems of microeconomic level, open the possibility of developing technological roadmaps for the implementation of targeted programs for long-term research, long-term research development of themes and programs for the implementation of applied social technologies at the request of stakeholders.
Dissertations / Theses on the topic "Factories – Great Britain – Employees"
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Sarvanidis, Sofoklis. "The implementation of information and consultation of employees regulations in Great Britain." Thesis, University of Bath, 2010. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.527136.
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The thesis focuses on the impact of the EU Directive (2002/14/EC), which was incorporated into UK employment law, with its phased implementation starting on 6th April 2005. The empirical evidence is based on a survey and predominantly on case-study research that involved interviews with: managers, employees and trade union representatives, together with the collection of relevant documentary evidence. The empirical findings, especially for the non-unionised sector, indicate that the reflexive nature of the Information and Consultation of Employees (ICE) Regulations has mainly stimulated the development of organisation-specific or tailor-made information and consultation arrangements, which minimally comply with the legislative provisions. Moreover, the development of such arrangements is primarily based on the ad hoc momentum that is generated by business pressures (i.e. collective redundancies, transfer of undertakings etc) and can be viewed as reflecting the conceptual framework of legislatively prompted voluntarism. The ICE Directive is aimed at bringing a consistency to the establishment of basic and standard information and consultation arrangements across the workplaces in Great Britain. Subsequently, it should promote the harmonisation of employee participation practices amongst the UK and other EU countries, as it has the goal of ensuring that there is a minimum floor of rights in relation to information sharing and consultation with employees. Nevertheless, the Europeanisation of British industrial relations cannot instantly take place through the adoption of such EU directives. With regard to this research endeavour, it emerges that the extant national idiosyncrasies cannot be substantially altered, whilst business pressures and employers’ goodwill continue to be key drivers in the development of employee participation and consultation arrangements in Great Britain, albeit within the newly adopted legislative and statutory framework.
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Manning, W. E. G. "The content of the #psychological contract' between employees and organisations in Great Britain in the early 1990s." Thesis, Birkbeck (University of London), 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.282095.
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Weiss, Victoria A. "Food and the Master-Servant Relationship in Eighteenth and Nineteenth-Century Britain." Thesis, University of North Texas, 2017. https://digital.library.unt.edu/ark:/67531/metadc984138/.
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This thesis serves to highlight the significance of food and diet in the servant problem narrative of eighteenth and nineteenth-century Britain and the role of food in master-servant relationships as a source of conflict. The study also shows how attitudes towards servant labor, wages, and perquisites resulted in food-related theft. Employers customarily provided regular meals, food, drink, or board wages and tea money to their domestic servants in addition to an annual salary, yet food and meals often resulted in contention as evidenced by contemporary criticism and increased calls for legislative wage regulation. Differing expectations of wage components, including food and other perquisites, resulted in ongoing conflict between masters and servants. Existing historical scholarship on the relationship between British domestic servants and their masters or mistresses in context of the servant problem often tends to place focus on themes of gender and sexuality. Considering the role of food as a fundamental necessity in the lives of servants provides a new approach to understanding the servant problem and reveals sources of mistrust and resentment in the master-servant relationship.
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Kilfedder, Catherine J. "An interactional model of occupational stress in health service employees." Thesis, University of Stirling, 2003. http://hdl.handle.net/1893/21835.
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This large scale study (869 participants from a mental health Trust) employed a questionnaire based on an interactional model of occupational stress to investigate (i) burnout in psychiatric nurses, (ii) occupational stress in medics and the professions allied to medicine, (iii) job satisfaction in health service management and support staff, and (iv) the moderating effect of social support in health service personnel. A range of analytic procedures were used including hierarchical regression analysis. Levels of burnout in nurses were low overall, although a significant proportion reported higher levels of emotional exhaustion. Among nurses, negative affectivity and predictability acted as common factors across the three constructs of the burnout syndrome. Medics and professions allied to medicine (P.AM. 's) reported similar levels of stressors to each other. Role ambiguity, role conflict and predictability, in combination with negative affectivity, accounted for most of the reported work related stressors of medics and P.AM. 's. Levels of job satisfaction in management and support staff was on a par with their peers elsewhere. Role ambiguity, role conflict, job future ambiguity, control and non-occupational concerns had an influence on job satisfaction among management and support staff. A significant proportion of nurses, medics and P.AM.'s reported low levels of work support. Those most at risk in this regard appeared to be highly educated, community based, non-shift workers. Higher levels of support were associated with increased job satisfaction and lower levels of both emotional exhaustion and psychological distress. The model adopted in the present study, although not necessarily applicable to all occupational groups, had utility in understanding the complex relationships between variables in this population from a mental health Trust. Despite common themes emerging across occupational groups, clear differences were also apparent, reinforcing the need for tailor-made interventions in occupational stress. The results also highlighted the necessity of including individual characteristics and nonoccupational stressors in any consideration of occupational stress. Further recommendations for each occupational group and the NHS in general are discussed.
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McCall, Vikki. "The 'chalkface' of cultural services : exploring museum workers' perspectives on policy." Thesis, University of Stirling, 2012. http://hdl.handle.net/1893/9798.
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The difficulties faced by services in the cultural sector have been immediate and challenging. Public services that are cultural in nature have faced funding cuts, closures and redundancies. Museum services are low in political importance and unable to provide clear evidence of their policy impact. Despite these challenges, there has been limited evidence about the policy process at ground-level. This thesis builds on theoretical and empirical ideas in social and cultural policy to present museum workers’ perspectives within a cultural theory framework. Following Lipsky’s (1980) work on street-level bureaucrats, this thesis presents an analysis of street-level workers’ roles in delivering social and cultural policy. Museum workers’ perspectives are presented through a series of case studies (drawing on qualitative interviews and observations) from three local-authority museum services in England, Scotland and Wales. The findings showed evidence that top-down cultural and social policies have had an influence on workers actions, but service-level workers’ understandings were central to the policy process. Museum workers actively shaped museum policy through ground-level interactions with visitors and groups. Workers experienced policy in the cultural sector as fragmented, vague and difficult to engage with at the ground-level. Workers mainly viewed policy as meaningless rhetoric. Despite this, those working at ground-level often utilised policy rhetoric effectively to gain funding and manipulate activities towards their own needs and interpretations. Policy evaluation was also fragmented and underdeveloped within the services studied. Workers found themselves under pressure to fulfil policy objectives but were unable to show how they did this. Furthermore, there was a perceived distance from managers and local authority structures. This allowed a space for workers to implement and shape policy towards their own professional and personal ideals. Vague policies and a lack of formal mechanisms for evaluation led to high levels of worker discretion at ground-level. Economic policy expectations were resisted by workers, who tended to have more egalitarian views. Museum workers effectively managed policy expectations through a mixture of discretion and policy manipulation. Delivery at the ground-level was seen as effective – despite, not because of, cultural sector policies.
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Gammie, Robert Peter. "Psychological contracts in a business school context." Thesis, University of Stirling, 2006. http://hdl.handle.net/1893/228.
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Over the last three decades the UK higher education system has operated under an ideological approach sometimes referred to as New Managerialism (Deem, 2004). The psychological contract of the individual actor within this altered environment was the subject of the research in this study. The psychological contract has been defined as an individual’s beliefs regarding the terms and conditions of a reciprocal informal exchange agreement between themselves and their organisations (Rousseau, 1989). The thesis focused on the psychological contracts of higher education lecturers in a post-92 University Business School in the United Kingdom. The study considered the construction of the psychological contract, the appropriateness of the initial contract, perceived influences on the contract, and behavioural consequences of contract breach and/or violation. The research was focussed on the role of the lecturer in interpreting and unpacking his/her perceptions and understandings. The research questions required data that was personal and experiential. Interviews were undertaken which allowed participants to provide life history accounts that described and theorised about their actions in the social world over time. The approach used had a number of limitations which were identified and considered within the thesis. Notwithstanding the limitations of the research approach, the data suggested that each individual had analysed the extent to which a new employment context would deliver transactional, relational, and ideological reward. However, ideology was less relevant in making the decision to accept higher education employment than either transactional or relational elements. Post-entry, sensemaking acted as a confirmation mechanism in respect of the expectations of what the job would entail and the pecuniary and non-pecuniary benefits that would be received. Initial contracts were relatively accurate in their conceptualisation of the work involved in being a higher education academic. Within the Business School examined in this study, management decisions impacted on participants from both an economic and socio-economic perspective. Employees described how individual work contexts were altered by management decisions. Reaction to decisions depended on individual circumstances at any given juncture based on the influences from multiple contexts both internal and external to the workplace. Context was not homogenous and wide-ranging individual differences were apparent. These contexts played a part in defining to what extent changed work environments would be accepted or not. Participants were continuously active and involved in the evaluation of the multiple contexts that were relevant to them. The capacity to manipulate managers and influence decisions to counteract context change was also evident. The ability to thwart changes to work context varied between individuals and over time. This study identified how participants were able to create and shape their own work environment to satisfy their needs and wants during their careers within a structure that remained predominantly organic in nature despite a changing higher education environment. The goal of the employee was to create the idiosyncratic deal, the specific individually tailored work environment that would deliver the satisfaction required from higher education employment. The psychological contracts were self-focussed and self-oriented but this did not necessarily mean that employees were not also actively involved in assisting the organisation to achieve its ambitions. The notion that a managerial agenda had resulted in the erosion of individualism in higher education was not supported. There was evidence that the psychological contract was unilaterally changed and altered by the employee whenever he or she chose, rather than a negotiated change to a binding agreement. Alteration was intrinsically a private determination and often not communicated.
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Lake, Rosalind. "Discrimination against people with mental health problems in the workplace : a comparative analysis." Thesis, Rhodes University, 2006. http://hdl.handle.net/10962/d1005712.
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For a long time the rights of disabled persons have been ignored worldwide. A major obstacle faced by disabled persons is discrimination in the workplace. Due to the development of a social approach to disability and the efforts of the Disability Rights Movement, legislation has been passed throughout the world to improve this dire situation. The thesis considers the efficacy of some of these statutes. It is concluded that stigma and negative stereotypes remain a constant hurdle in overcoming discrimination. The forthcoming UN Disability Convention is demonstrative of the recognition of the importance of the needs and rights of disabled people. The convention proposes some innovative measures to overcome stigma and stereotyping. Mental health problems constitute one of the leading causes of disability. The thesis explores how people with mental health problems fit within the concept of people with disabilities and whether they are included in anti-discrimination legislation and affirmative action measures. Special attention is given to statutory definitions of disability, the different forms of discrimination and the concept of reasonable accommodation. A comparative approach is taken to analyse how South Africa's disability law measures up against that of Britain and Australia in terms of its substantive provisions and enforcement thereof. In considering the South African position American and Canadian jurisprudence is consulted in order to aid in interpretation. It is concluded that although South Africa has a comparatively good legislative framework, it is held back by an overly restrictive and medically focused definition of disability. As a result many individuals with mental health difficulties, desirous of obtaining and retaining employment may be excluded from protection against discrimination in the workplace. It is argued that it will be necessary either to amend the Employment Equity Act or for the courts to adhere strictly to the concept of substantive equality in order to ensure that the rights and dignity of people with mental health difficulties are adequately protected.
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Huneberg, Samantha. "A critical comparison between how the rights of employees are affected by winding-up and business rescue proceedings." Thesis, 2015. http://hdl.handle.net/10210/15099.
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LL.M. (Commercial law)<br>This dissertation seeks to explore the fundamental differences between the rights of employees in terms of windiqg-up procedures and that of business rescue proceedings. I will be specifically looking at each procedure, winding-up and business rescue proceedings, and the effect that each of these procedures have on the rights of employees. In terms of the analysis of the procedures, I will be looking at the history of both insolvency law and labour law, as well as a look at the old Companies Act of 1973 and specifically at judicial management. By looking at the history we can gain an outlook on the problems we encountered then and how they can be improved today. I will then move on to look specifically at the specific proceedings of winding-up in Chapter 14 of the old 1973 Act and Chapter 6 of the new 2008 for the provisions on business rescue. Through analysing the proceedings I will also look at the legal position in other jurisdictions on the specific matter into account. Specifically I will look to the UK and Australia. Additionally, I will be looking at the International Labour Organisations position on employees' rights in terms of insolvency law. The specific rights of employees that I will be considering are employees rights to commence proceedings, their right to be informed, their right to be consulted, the effect on their employment contracts, retrenchments, claims which they may have against the company as well as the specific rights of employees in the case of a transfer of the business. In analysing all of the above aspects, I will come to conclude from my findings that the rights afforded to employees under business rescue and Chapter 6 of the 2008 Act are extremely beneficial to the employees and are so extensive that they cover almost all rights of employees. In comparison with the rights afforded to employees' in terms of winding-up procedures under Chapter 14 of the 1973 Act these rights are stiII beneficial to employees but they are not as extensive. Both procedures afford employees a significant amount of protection.
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YANG, HUI-YING, and 楊蕙熒. "A Study of Fixed-term Labor Contract: Also Discuss The Protection of Fixed-term Employees in EU and Great Britain Legal System." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/x88f9v.
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碩士<br>國立臺北大學<br>法律學系一般生組<br>104<br>Fixed-term contract is one of the common atypical job offers since it refers to a short specified contractual relationship between employees and employers in the industry. Compared to a Non-fixed term contract, Fixed-term contract terminates employees as the contract expires while non-fixed term contract continuously exists unless conform to legal grounds. According to the employer, fixed-term contract leads to a lesser labor cost but it results to a lower rate stability of worker’s employment. Therefore, the legislators decide to take actions to prevent fixed-term contract from abusing. Labor Standard Act Article 9 regulates that a contract in nature for temporary, short-term, seasonal or specific work may be made as a fixed term contract, but a contract for continuous work should be a non-fixed term contract. This article also legalizes, in some cases, a fixed-term contract shall be deemed as a non-fixed term upon the expiration of the contract.
Though the article has limited fixed-term contract to establish, there are some unresolved issues. Firstly, the article does not stipulate what “continuous work” is about. Secondly,the article limits fixed-term contract into four types namely: temporary, short-term, seasonal and specific ,but these types often cause obsession. Finally, the article rules in some cases in a fixed-term contract will forcibly convert into a non-fixed term contract ; in fact , the legal case is too strict to happen. Through these, Analysis of the opinions of our courts, competent authority, and literature will be done and proposal of recommendations to these unresolved issues will be given afterwards.
In principle , fixed-term contract should conform to Labor Standard Act Article 9, but there are special laws which are different to Labor Standard Act Article 9 for particular employees , such as“ Employment Service Act”, “Enforcement Statute for Substitute Services”,“Workers Hired under the Governmental Plan For Expanding Employment through Public Service ”, and “The Seafarer Act”.These laws allow some continuous work which can establish fixed-term contract. Therefore, scrutinizing why the legislators allow these particular employees eliminate the application of Labor Standard Act Article 9 will take upon place , and give a feedback whether these special laws are reasonable or not. Besides these special laws , “minimum years of service clauses” and “probationary”sometimes are misunderstood to regard as fixed-term contract ; due to these, the two concepts and fixed-term contract ‘s similarities and differences need to be analyzed .
The protection of Fixed-term contract labors become more sufficient after
“Labor Pension Act”, “Employment Insurance, and “Act for Worker Protection of Mass Redundancy” enact. The article will illustrate some dispute about fixed-term contract labors’ job tenure, severance pay, maternity leave, medical period by occupational accidents and wage compensations which are resulted. At last, the study will introduce protection of fixed-term employees in EU and Great Britain legal system as a good reference for our legislation, mainly the principle of prevention of less favourable treatment and employer’s notification obligations about non-fixed term vacancies in the undertaking.
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Joubert, Engela Petronella. "A comparative study of the effects of liquidation or business rescue proceedings on the rights of the employees of a company." Thesis, 2018. http://hdl.handle.net/10500/25092.
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Whenever legal disciplines overlap interesting scenarios occur and differences in opinions create intellectual tension. One such interesting scenario occurs when employees’ rights are affected during a company’s liquidation or business rescue. The employees of a company are normally the last persons to find out that a company is struggling financially. They are also the only stakeholders who are in no position to negotiate their risk should the company be liquidated. It is therefore necessary to evaluate the rights given to employees during a company’s liquidation and business rescue. The fundamental ideologies of company law, insolvency law and labour law are challenged and examined to attempt a harmonizing result that respects the core of each discipline. It is crucial to determine whether an appropriate balance is struck between the interests of all the stakeholders of the company during these procedures.
The aim of this thesis is to evaluate whether South Africa manages to strike this balance. If employee rights are protected whilst a company is restructured back to solvency and success, this balance will be struck. An evaluation will also be made whether employees are always better protected during business rescue than in liquidation.
The study analyses employee rights in a company’s liquidation and during a company’s restructuring process. The comparative study of employee rights in liquidation and rescue is done with the jurisdictions of Australia and England – countries with similar procedures.
Important conclusions show that South Africa protects employee rights during business rescue procedures the best. An appropriate balance is indeed struck between the interests of all stakeholders of a company during business rescue procedures and employees are most of the time better off after a restructuring than in a liquidation. Should the recommendations for law reform be implemented in our legislation, South Africa will overcome the few obstacles currently in its way to be seen as a world leader where employee rights are concerned in liquidation proceedings as well as business rescue.<br>Mercantile Law<br>LL. D.
Books on the topic "Factories – Great Britain – Employees"
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Lloyd, Henry Demarest. Labor copartnership: Notes of a visit to co-operative workshops, factories and farms in Great Britain and Ireland, in which employer, employee and consumer share in ownership management and results. Harper, 1998.
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Whittaker, D. H. Managing innovation: A study of British and Japanese factories. Cambridge University Press, 1990.
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Health and Safety Agency for Northern Ireland. Consulting employees on health and safety: In Northern Ireland : a guide to the law. Health and Safety Agency for Northern Ireland, 1997.
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Health and Safety Executive for Northern Ireland. Employer's Liability (Defective Equipment and Compulsory Insurance) (Northern Ireland) Order: Ba guide for employees and their representatives. HSENI, 2000.
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Office, National Audit. Ministry of Defence: Incorporation of the Royal Ordnance Factories : report by the Comptrollerand Auditor General. HMSO, 1985.
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Kelly, Richard N. Parliamentary pay and allowances. House of Commons Library, 2006.
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Allamby, Les. Debt - an emergency situation?: A history of the Payments for Debt Act in Northern Ireland and its effects on public employees and people on state benefits. CAJ, 1989.
Find full textBook chapters on the topic "Factories – Great Britain – Employees"
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Chance, Helena. "‘The Factory in a Garden’/‘The Garden in a Factory’." In The Factory in a Garden. Manchester University Press, 2017. http://dx.doi.org/10.7228/manchester/9781784993009.003.0004.
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Industrialists exploited the powerful cultural, symbolic and metaphorical meanings of gardens and parks to ‘engineer’ particular feelings, ideas, modes of behaviour and well-being amongst employees and consumers, particularly women. Gardens and landscaping had at times been employed for these means since the beginning of the factory system, but by the end of the century, landscaping at factories was becoming more sophisticated in terms of design and amenity. In America from the 1880s and to a lesser extent in Britain from the 1900s, the expertise of professional landscapists with specialist design and horticultural knowledge made it possible to enhance the beauty, function and symbolic value of the available space with the ultimate aims of increasing productivity and profit. Whilst promoted as a means to create a healthy environment, the union of gardens and factories was a form of social engineering to manipulate employees and to promote industrial capitalism as healthy, respectable, responsible and sustainable; therefore gardens and parks became agencies of control.
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Manz, Stefan, and Panikos Panayi. "The Extent and Nature of the Camp System." In Enemies in the Empire. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198850151.003.0006.
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This chapter gives a broad overview of British imperial internment, stressing its globality. It first looks at internee numbers both within Britain and in the Empire as a whole. It then develops a camp typology which includes specially built environments such as Knockaloe, military establishments and forts, old factories, and prison islands. Some of these structures were permanent, others only temporary. The chapter then tackles cultural life within camps, as well as conditions and the notorious barbed-wire disease. The chapter moves on to a detailed examination of two areas of the British Empire which have attracted limited attention from scholars of internment during the Great War in the form of Canada, where attention has tended to focus upon Ukrainians rather than Germans, and the West Indies and Bermuda.
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Goldstein, Inge F., and Martin Goldstein. "Childhood Leukemia Near Nuclear Plants." In How Much Risk? Oxford University Press, 2002. http://dx.doi.org/10.1093/oso/9780195139945.003.0009.
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In 1983 a television crew was making a documentary film about the health of the employees of a nuclear fuels reprocessing plant in England on the coast of the Irish Sea. This plant had previously been the site of a facility for the production of plutonium for nuclear weapons until it was converted to fuels processing after a fire in the reactor in 1957, during which there had been some release of radioactive material to the environment. The crew, filming in a town called Seascale 3 kilometers from the plant, where a number of the employees lived, was shocked to learn from the townspeople that there had been a surprising number of cases of leukemia among their children. Childhood leukemia is a rare disease, but in this small town there had been five cases in the preceding few years, ten times the number of cases that would have been expected from the average rate elsewhere in Great Britain. The focus of the film was changed from the health of the staff of the nuclear facility to the childhood leukemia in Seascale. Shown on television later that year, it aroused national attention and concern, making its points forcefully with shots of rapidly clicking Geiger counters in the neighborhood of the plant, claims that the coastline there is “the most radioactive environment on earth,” interviews with the anguished parents of sick or deceased children, reports of cows on neighboring farms born with malformations, and scenes of children playing on the beach with the smokestacks of the plant in the immediate background. It also reported that there had been some 300 other accidents at the plant in which radiation had been released, though the amounts were all of lesser magnitude than in the 1957 fire. The process for recovering plutonium from spent fuel from power plants does not recover all the plutonium, and some has to be disposed of as waste, along with other radioactive elements. Those responsible for the design of the plant had made the decision, based on both economic considerations and what was then known about the health hazards of radiation, to discharge much of this radioactive waste into the Irish Sea.
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"No. 14294. Agreement between the Government of the United Kingdom of Great Britain and Northern Ireland and the Government of the Union of Soviet Socialist Republics for the avoidance of double taxation of air transport undertakings and their employees. Signed at London on 3 May 1974." In United Nations Treaty Series. UN, 2001. http://dx.doi.org/10.18356/6065c582-en-fr.
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"No. 14294. Agreement between the Government of the United Kingdom of Great Britain and Northern Ireland and the Government of the Union of Soviet Socialist Republics for the avoidance of double taxation of air transport undertakings and their employees. Signed at London on 3 May 1974." In Treaty Series 1772. UN, 2000. http://dx.doi.org/10.18356/2a4b9610-en-fr.
Full textConference papers on the topic "Factories – Great Britain – Employees"
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Nezhadmasoum, Sanaz, and Nevter Zafer Comert. "Historic-geographical and Typo-morphological assessment of Lefke town, North Cyprus." In 24th ISUF 2017 - City and Territory in the Globalization Age. Universitat Politècnica València, 2017. http://dx.doi.org/10.4995/isuf2017.2017.6254.
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Historic-geographical and Typo-morphological assessment of Lefke town, North Cyprus Sanaz Nezhadmasoum¹, Nevter Zafer Comert² Department of Architecture. Eastern Mediterranean University. Famagusta. North Cyprus.Via Mersin 10. Turkey E-mail: sanaz.nezhadmasoum@gmail.com, nzafer@gmail.com Keywords: Historic-geographic approach, Typo-morphology, Urban form, Lefke town Conference topics and scale: Urban morphological methods and techniques Morphological analysis in cities have been employed to conduct the research on the urban form and fabric of the place, that helps to determine the conservation plans or strategies of towns that reveal clues to their own history (Whithand,2001). Such analysis methods are a process that reviews the evolution and evaluation of towns throughout history. This paper focuses on, Conzen’s and Caniggia’s ideas, MRG Conzen’s historic-geographical approaches (1968) on planning level and Caniggia’s typo-morphological process (2001) on architectural level. Those methodologies help to understand the transformation procedure of different regions of city throughout the years and recovering how the city elements and urban hierarchy are interrelated. Additionally, the focus of this paper is to study the town’s morphological transformations, regarding its spatial, geographical and historical combinations. Within this context, Geographical and historical surveys done on the whole town of Lefke, in north-west Cyprus, and a detailed explanation on the typo-morphological analyses of some particular regions will be given in this article. One of the significant character that makes the town unique is its historical background which lay down with an organic urban pattern from Ottoman period. Lefke town was first formed with a medieval character, and through centuries of functional and physical transformations, has been highly influenced by British extensions, which were either prearranged modifications affected by socio- natural, economic, and political situations, or instinctive and spontaneous changes. All these historical factors, along with its geographical features, make Lefke an interesting case to be studied with an urban typo-morphological approach. References Caniggia G, Maffei G., 2001, Interpreing Basic building Architectural composition and building typology Alinea editrice, Firenze, Italy Cömert, N. Z., &amp; Hoskara, S. O. (2013) ‘A typo-morphological study: the CMC industrial mass housing district, lefke, northern cyprus’, Open House International, 38(2), 16-30. Conzen, M. R. G. (1968) ‘The use of town plans in the study of urban history’, in Dyos, H. J. (ed.) The study of urban history (Edward Arnold, London) 113-30. Larkham, P. J. (2006) ‘The study of urban form in Great Britain’, Urban Morphology, 10(2), 117. Moudon, A. V. (1997) ‘Urban morphology as an emerging interdisciplinary field’, Urban morphology, 1(1), 3-10. Whitehand, J. W. (2001) ‘British urban morphology: the Conzenion tradition’, Urban Morphology, 5(2), 103-109.