To see the other types of publications on this topic, follow the link: Workplace policies.
Dissertations / Theses on the topic 'Workplace policies'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Workplace policies.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Grassman, Kelsey N. "Single and Working: A Content Analysis of Workplace Romance Policies." University of Dayton / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1430489925.
Full text
2
Mackay, Hayley. "Critical analysis of employer’s workplace policies towards HIV positive employees." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/27261.
Full textAbstract:
The courts approach to HIV positive employees will be studied as they give a rough This dissertation takes its focus from the plight of millions of South Africans living with HIV/AIDS. HIV sufferers count for 11.2 percent of our entire population. It has furthermore been predicted that in the next 10 years to come, 40 to 50 percent of the current workforce will be lost to HIV/AIDS.1 Only certain people qualify for free government issued anti-retrovirals (HIV/AIDS medication), this leaves a large portion of people unable to afford their much needed medication. This ultimately leads to them becoming very ill and often unable to work. These statistics do not leave the South African employment situation with great confidence. Much legislation has been promulgated that prohibits the discrimination of those suffering from the disease and this legislation and its impact will be analyzed to see if it does meet the current needs of those suffering from HIV/AIDS. What will be discussed is how this legislation does not make available for the mechanism for employers to provide either the treatment or the access to a medical aid for their employees suffering from HIV. The cost of such a provision of treatment will be a great expense to any employer, especially those of a smaller nature. What will be dealt with is ways in which to encourage employers to implement such a scheme, through tax rebates and seeing the financial benefits of implementing such an arrangement. The provision of treatment encourages a better working relationship and reduces, amongst other things, the cost of staff replacement. The Labour Relations Act2 does offer employer’s guidelines as to how HIV positive employees should be handled at the workplace. However these are just guidelines. What will be examined is how such a policy can be implemented in any workplace, the contents of such a policy and benefits of it being a compulsory workplace addition. Successful workplace policies and legislative guidelines will be used to create an ideal HIV workplace policy model. The courts approach to HIV positive employees will be studied as they give a rough indication of whether HIV positive person’s rights are being affected at the workplace. This will dictate to us whether there is a need for improvement and to what extent. What will be seen is that there are large gaps in the South African employment arena. HIV positive employees are falling through these gaps with no protection and no one willing to take on the challenge of helping to improve their lives.Dissertation (LLM)--University of Pretoria, 2013.
Public Law
unrestricted
3
Fleming, Anthony. "Strategies for Implementing Workplace Violence Prevention Policies in Small Businesses." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7848.
Full textAbstract:
Workplace violence can produce adverse financial outcomes for organizational shareholders, harms employees, and might create long-lasting mental health issues for survivors. Leaders of small businesses might lack the tools available to larger organizations to effectively address the growing incidence of violence in the workplace. The purpose of this multiple case study was to explore strategies some leaders of small businesses used to prevent workplace violence. The targeted population consisted of 3 leaders of small businesses from 3 different organizations in the government consulting industry in northern Virginia who successfully implemented workplace violence prevention programs. The general systems theory was the conceptual framework for this research. Data were collected from applicable company documents and semistructured interviews. The data were analyzed through a 5-phase qualitative analysis cycle. Emergent themes included effective workplace violence prevention policies and procedures and leaders’ role in creating a positive working environment. The implications of this study for positive social change include the potential to reduce work-related stress so that employees are healthy members of society. Leaders of small business who promote a positive work environment and understand the importance of an effective workplace violence prevention policy might be able to increase the performance of their businesses, which could allow them to be more involved in their communities.
4
Dimberio, Amy M. "Status of worksite smoking policies in Indiana manufacturing industries." Virtual Press, 1991. http://liblink.bsu.edu/uhtbin/catkey/774760.
Full textAbstract:
The purpose of this study was to assess the status of worksite smoking policies in Indiana's manufacturing industries and to describe the relationship between policy, workforce size, and manufacturing type. Of the 493 questionnaires distributed, 181 (36.7%) were returned. Approximately 67% percent of the industries reported having some type of restrictive policy with the majority of those policies not allowing smoking at the worksite except in designated areas. Most policies were developed within the last five years and were implemented due to a concern for employee health. Workforce size was directly related to the prevalence of significant restrictions. Those companies employing greater then 100 employees were the most likely to have a policy whereas the employing less than 11 were the least likely to have a policy. Standard industrial classifications 34 (fabricated metal products) and 35 (machinery, except electrical) had less restrictive policies as compared to other S.I.C. classifications. A follow up on 10% (n=30) of the nonrespondents yielded similar results to those who did respond.Department of Physiology and Health Science
5
Brown, Tim. "A study of the relationship between workplace change and conflict and housing struggles in Coventry." Thesis, Birmingham City University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263385.
Full text
6
Nthinya, Bojoalo Cynthia. "Implementation of workplace HIV/AIDS policies and programmes by small and medium enterprises in Masery." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/79922.
Full textAbstract:
Thesis (MPhil)--Stellenbosch University, 2013.ENGLISH ABSTRACT: An alarming rate of HIV/AIDS in the country has compelled the Government of Lesotho to make changes in the labour act; to accommodate HIV/AIDS in the workplace. In order to assist businesses in complying with the labour Act requirements, the Government put in place guidelines, aimed at assisting businesses in the development and implementation of workplace HIV/AIDS policies and programmes. However, it has been observed SMEs have not been utilising these guidelines. The purpose of the study therefore is to establish the level of knowledge SMEs have about the Government guidelines; to determine whether they have existing workplace HIV/AIDS policies; and establish the challenges SMEs face in using the guidelines to implement workplace HIV/AIDS policies and programmes; with the purpose of providing guidelines for support in the implementation of workplace HIV/AIDS policies. The results show 46.7% and 46% of employers and employees respectively is not aware of the guidelines. There were only five managers who indicated they have policy in place. Only 21 employees were aware of the existence of HIV/AIDS workplace policies at their work. There were various challenges that were stipulated by the SMEs. Some businesses pointed out they did have the expertise and financial strength to develop and implement HIV/AIDS workplace policies. Further it was stated the guidelines were not clear, therefore could not be put in practice. It is therefore essential to ensure training is provided to SMEs and their employees; to ensure they do understand what is required of them. It is also imperative to make sure those who are in financial need are also assisted. The other important aspect that needs to be addressed during training is why HIV/AIDS should be treated as a workplace issue. This will enlighten SMEs on the importance of developing and implementing workplace policies and programmes. Thus they will understand the benefits of effective management of HIV/AIDS in the workplace; which can be brought about by effective HIV/AIDS policies and programmes.
AFRIKAANSE OPSOMMING: ‘n Kommerwekkende koers van MIV/VIGS in die land het die Lesotho regering gedwing om veranderinge in die Arbeids wet aan te bring, om sodoende MIV/VIGS in die werkplek te akkomodeer. Om besighede te help om die Arbeids wet se riglyne na te kom, het die regering sekere riglyne in plek gestel wat daarop gemik is om MIV/VIGS programme te ontwikkel en implementeer in die werkplek. Dit is egter opgemerk dat KMG ondernemings nie die riglyne toe pas nie. Die doel van die studie is dus om vas te stel wat die vlak van kennis die KMG’s het in verband met die regering se riglyne; of hulle enige bestaande MIV/VIGS beleide in plek het en om die eise wat die implementering van die riglyne om ‘n MIV/VIGS beleid in die werkplek stel. Die doel is dus om die riglyne te voorsien wat die implementering van werkplek MIV/VIGS beleid ondersteun. Die resultate toon dat 46.7% en 46% van werkgewers en werknemers onderskeidelik, nie bewus is van die riglyne nie. Daar was slegs 5 bestuurders wat aangedui het dat daar wel ‘n beleid in plek is. Net 21 werknemers was bewus van die MIV/VIGS beleid by hul werk. Verskeie uitdagings is deur die KMG’s uitgewys. Sommige besighede het aangedui dat hulle wel die kennis en finansies om die MIV/VIGS beleid te ontwikkel en te implementer. Verder is ook aangedui dat die riglyne nie duidelik is nie en daarom nie geimplementeer kon word nie. Dit is daarom noodsaaklik om te verseker dat opleiding verskaf word aan die KMG’s en hul werknemers, om te verseker dat hulle verstaan wat van hulle verwag word. Ook is dit noodsaaklik dat persone wat finansiele hulp benodig ondersteun moet word. ‘n Ander belangrike aspek wat aangespreek moet word tydens opleiding is hoe MIV/VIGS behandel moet word in die werkplek. Dit sal vir KMG’s verlig hoe belangrik die ontwikkeling en implementeering van werkplak beleid en programme is. Sodoende sal hulle die voordele van effektiewe bestuur van MIV/VIGS in die werkplek, wat deur effektiewe MIV/VIGS beleid en programme te weeg gebring kan word, beter verstaan.
7
Foster, Scott. "An investigation into organisational commitment to spirituality in the workplace." Thesis, Liverpool John Moores University, 2014. http://researchonline.ljmu.ac.uk/4362/.
Full textAbstract:
This study examined the emerging debate on spirituality in the workplace. As spirituality gains impetus, organisations have proactively accommodated the needs of their multi-ethnic and multi-faith workforce and have started integrating spirituality into their policies. The study sought to gauge the employees and managers’ perceptions of the importance of spirituality in the workplace. Spirituality represents a complex phenomenon that embraces an awareness of others, coupled with a sense of fulfilment and values, which add meaning to life. Overall, a lack of clear policy and acknowledgment regarding spirituality within organisations is apparent. The extant literature suggests that spirituality as a research topic suffers from fragmentation, dearth, and confusion which sometimes makes it difficult to propose a comprehensive theory. The complexity and ambiguity of spirituality as a concept means it is often confused with religious rituals. Spirituality is not the same as religion, although religion can be the focus of an individual’s spirituality or the way in which an individual’s spirituality is recognised and expressed. Both spirituality and religion can operate independently from each other. As a result, many scholars have realised the need for a more unified interpretation of the term spirituality. Adopting a predominantly positivist stance, two organisations in England were surveyed. Using a purpose-designed questionnaire, a return of 628 was achieved, with a reliability of 0.87 (Cronbach Alpha). Analysis was undertaken as a data set using independent variables which related to biographical factors, including a person’s faith and their organisation. This was supported by qualitative data using semi-structured interviews with senior management in both organisations. Findings and analysis highlighted that employees did not feel comfortable discussing spirituality; nor did they feel it was appropriate to practise spirituality within the workplace. In their perceptions of spirituality policies, both organisations proffered initiatives that, in the absence of a coherent policy, employees struggled to accommodate employee spiritual needs. Overall, the findings revealed that the limited policies or procedures that were in place often left the employees ambivalent as to whether the organisation had any genuine interest in their spiritual well-being. Since employee spirituality is under-researched, this study investigated the nature of workplace spirituality to benefit academic research through expanding the knowledge in this area, to produce a model of spirituality. The study findings will led to new knowledge on spirituality that can assist in the formulation of suitable strategies to enhance employee spiritual well-being. This study is pertinent in the current economic recession, whereby employees of different ethnic backgrounds may feel vulnerable, with the possibility of spirituality manifesting itself in the workplace as a source of conflict. To address the issue of potential spiritual conflict, organisations will need to build high-trust relationships in the workplace.
8
Cavanagh, Jillian Maria. "Women, Work and Learning." Thesis, Griffith University, 2007. http://hdl.handle.net/10072/367916.
Full textAbstract:
Contemporary work is beset by changing laws, globalisation and technology. Such changes, together with the growing intensity of work, means work practices are constantly changing. Increasing numbers of women are entering into this work, often in contingent roles and many in administrative and service-related employment. Frequently, these contingent forms of work offer little in the way of career paths or support for ongoing learning and career development. This study investigates the work and learning experiences of a cohort of nine female auxiliary workers within the legal sector. These women are held to be illustrative of the growing ranks of contingent workers and their experiences in contemporary working life. The study examines the affordances for these women’s learning and levels of support available to them for participation in learning through their work.The study is informed by a critical ethnographic approach that recounted the work and learning practices of these women through a series of structured interviews, observations and reflective journals written by both the participants and the researcher. This is interwoven with an autoethnography of the researcher’s work experiences within the legal workplace. Having advanced the case for learning through auxiliary kinds of work, the study describes and discusses three legal practice managers’ purposes of, conceptions about and practices for the learning of auxiliary legal workers in their legal practices. Next, it elaborates and discuses these women’s experiences of, conceptions about and practices to learn through their work. The literature dealing with aspects of the changing nature of work and contemporary issues affecting women at work such as power relations, the impact of policy, gender equity and discrimination illuminates the problems for these women workers. It also elaborates the nature of learning through work, and the self-identity and social identity of women at work and the notion of workplace knowledge within organisational practice. How opportunities were afforded and maximised by these women was important as their learning was set within the structures of the workplace that served to inhibit their progress. Yet, these women needed to learn to perform effectively and to retain their employment, and perhaps to progress. The women worked within an environment characterised by change and the findings of the study positioned each of them as committed workers and continuous, self-directed learners; that is, learning was fundamental to their everyday work and they shared a strong resolve to find ways to learn. The study found strong and consistent evidence of personal epistemologies, reflexive practice and personal agency being exercised in the conduct of these women’s work and learning. Through these processes, the women developed a sense of their own identity at work as workers and learners and they enacted those identities. Yet, all this was found, to be necessitated by and in the face of low workplace affordance for their work and learning. That is, formal learning policies and programs were not readily accessible to auxiliary level women at work. However, the study suggests that if these women were offered opportunities to participate in formal learning programs at work they would probably do so. It was concluded that improvement in the workplace norms, values and practices associated with contingent workers, such as these nine auxiliary legal workers, was needed, firstly, for the legal practices to enact policies, procedures and opportunities for auxiliary level staff to participate in kinds of learning that promote professional and self development and, secondly, for auxiliary level women to be aware of, to learn and to participate in new ways to practice and to strive for professional and self development. Overall, this study illustrated how workplace policies and practices can work against the needs, learning and aspirations of workers, who perform essential support and service roles, yet are not seen as being central to workplace success. Interactive collaborations between workplace managers and contingent workers are needed to continually find new ways to help these workers change and grow at work within workplace environments that are invitational for them. In all, the study found that the agency and personal epistemologies of these auxiliary workers was essential in their negotiation of learning, the enactment of peer support and to necessarily cross boundaries of practice in learning and working. While such agency is commendable, it is held that this agency might be deployed more productively in workplaces, if it were not continually having to be exercised to overcome the low invitational qualities of the very workplaces in which they work and learn.Thesis (PhD Doctorate)
Doctor of Education (EdD)
School of Education and Professional Studies
Faculty of Education
Full Text
9
Neal, Geraldine Mary. "Unequal Partners? Women Solicitors' Experiences of Workplace, Discrimination, Flexibility and Success in Queensland." Thesis, Griffith University, 2010. http://hdl.handle.net/10072/366535.
Full textAbstract:
This thesis explores issues of discrimination, flexibility, and success in the solicitors’ branch of the Queensland legal profession. It interrogates the discrimination and disadvantage practitioners report in their daily legal practice; whether they have access to achievable flexible workplace policies and practices; and whether they feel able to attain success, however that might be defined by individual lawyers. Although there have been numerous studies on the circumstances of women lawyers in other jurisdictions, no work had been carried out in Queensland at the inception of this doctoral research. There is no subsequent Queensland work that explores the specific circumstances of solicitors within the three key areas of discrimination, workplace flexibility and success. This thesis addresses this gap. The central research question in the thesis asks whether, and to what extent, prejudice and gender bias exist within the profession. Findings are analysed and set against the backdrop of extensive literature on women in the profession both within Australia and overseas. The research adopts a multi-method approach within an over-arching feminist framework. Qualitative and quantitative methods have been utilised, with the principal data being collected through a State-wide anonymous survey and a series of in-depth semi-structured interviews...Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Socio-Legal Research Centre
Faculty of Law
Full Text
10
Hiller, Sarah E. "The Parental Patriarchy: How U.S. Parental Leave and Child Care Policies Perpetuate Motherhood Inequality in the Workplace." Scholarship @ Claremont, 2015. http://scholarship.claremont.edu/scripps_theses/665.
Full textAbstract:
This thesis looks at how parental leave and early child care policies in the U.S. can reshape our understanding of the role of government, parental responsibility, and gender within paid labor in order to dismantle the systems of oppression and domination that lead to motherhood inequality. The United States is the only developed economy without mandated paid parental leave, and privatized child care costs can be greater than tuition at public universities. As a result, mothers, still overwhelmingly the primary caregivers in families, are forced to juggle the responsibilities of paid and domestic labor in a way that leads to employment discrimination. Because policies have a unique power to incentivize behavior and change socially ingrained biases, I propose that Congress institute paid parental leave through the FAMILY Act and revives the Comprehensive Child Development Act of 1971 to establish public child care.
11
Geil, Rachel. "The Effect of Pet-Friendly Policies on Organizational Attractiveness." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier151595670058544.
Full text
12
King, B. J. "Employee Use of the Internet and Acceptable Use Policies in the Academic Workplace: Controlling Abuse while Creating Culture." Digital Commons @ East Tennessee State University, 2007. https://dc.etsu.edu/etd/2161.
Full textAbstract:
The use of the Internet has grown substantially, especially since the late 1990s. Businesses are relying increasingly on the Internet and intranet as tools to promote productivity. Use of the Internet has several implications for institutions of higher education. Some of the issues institutions are faced with include legal liability for defamatory postings and sexually explicit materials, monitoring versus privacy, motivations to abuse Internet privileges, and use of the Internet to create a corporate culture. Institutions of higher education need to consider how the Internet is being used and how it should be used when acceptable use policies are being formulated.
The purpose of this quantitative study was to gain an understanding of perceptions about acceptable use of the Internet by employees at work, attitudes about personal use of the Internet during working hours, and the knowledge and effectiveness of an acceptable use policy within the context of institutions of higher education. The data gathered could be used as a foundation for an effective, progressive acceptable use policy for higher education.
The data for the research were gathered from December, 2005 through January of 2006. Six 4-year institutions were surveyed. The study revealed older employees responded that the use of the Internet at work as not acceptable, while younger employees, faculty members and respondents with more Internet experience or more hours of overtime indicated that personal use was acceptable. The study identified significant differences in self-reported use of the Internet, both at home and at work. Additionally, a general lack of knowledge existed regarding an institutional Internet acceptable use policy. The results of the study were applicable to the formulation of policy for institutions of higher education.
13
Bakuwa, Rhoda. "An investigation of factors enabling the adoption of formal HIV/AIDS workplace policies by private sector companies in Malawi." Thesis, University of Manchester, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.511840.
Full text
14
Naumann, Samantha. "Pets in the Workplace| The Impact of Pet-Friendly Policies on Employee Stress and the Mediating Role of Perceived Organizational Support." Thesis, Southern Illinois University at Edwardsville, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1589076.
Full textAbstract:
This study investigated whether pet-friendly workplace policies, specifically dog-friendly policies, serve as a buffer against stress, as well as impact perceived organizational support (POS). Using a mediational questionnaire design, this study examined whether the availability of a pet-friendly policy was significantly related to employee occupational stress levels and employee POS, with POS mediating the relationship between a pet-friendly policy and stress. One-hundred eighty-eight full-time employees recruited via crowdsourced and snowball sampling methods completed an online survey, including several measures of workplace attitudes. Results supported all hypotheses, revealing that the presence of a pet-friendly policy was significantly related to lower stress, and POS fully mediated this relationship. Significant interactions were also found, indicating that this effect was stronger for dog owners than for employees without dogs. Ultimately, these findings provide support for the affordance of a pet-friendly policy in organizations, when appropriate.
15
Abbah, Blessing. "Human Resource Policies in the Workplace: A Comparative Analysis on the Perception of Female African Immigrants and Female U.S. Born Workers." Thesis, University of Oregon, 2014. http://hdl.handle.net/1794/18316.
Full textAbstract:
A qualitative research design served to explore the effects of human resource policies in the workplace with narratives developed from a group of 15 women comprising African immigrants and their U.S counterparts in Oregon through analysis and interpretation of data from one-on-one interviews. The findings suggest that human resource policies in the workplace greatly impact women's work experiences.
This study explored major factors such as pay difference, language and communication proficiency, cultural/religious differences, skill transferability and employment skill prejudice and discrimination and working conditions. Despite women's qualifications, competence and belief that equal skill mean equal opportunity, the strictures of human resource work policies makes it harder to excel in the workplace. Work experience and policies in Africa and America differ, and life circumstances of African women are distinctively different from those of their U.S counterparts. The analysis concludes with recommendations and implication for employers, managers, and human resource personnel.
16
Aku, Anizizo. "Role of Middle Managers in Mitigating Employee Cyberloafing in the Workplace." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3967.
Full textAbstract:
Companies in the United States are concerned about the indeterminate effectiveness of corporate cyberloafing mitigation efforts leading to the persistence of employee cyberloafing behavior. Although middle managers are the driving force behind the transformational influences that guide employee productivity and could proffer practical solutions, a lack of clarity surrounds the middle manager's role in the overall cyberloafing mitigation efforts within organizations. The central research question for this transcendental phenomenological research study explored the lived experiences of middle managers regarding their roles in mitigating employee cyberloafing at higher education institutions in Florida. This study used a social constructivist-interpretive framework that draws from the multiple realities constructed through social interactions and lived experiences. Participants included 7 middle managers with experience mitigating cyberloafing at higher education institutions in Florida. Four major themes emerged from an inductive analysis of the data, including managing employee performance, proximity matters, cyberloafing interventions, and understanding employee online technology use. The results and recommendations of this study provide implications for social change. Business organizations may modify cyberloafing mitigation strategies and policies from a better understanding of manager/employee interactions, transformational managerial influences used to mitigate employee cyberloafing, and managerial knowledge of employee appropriation of online technology.
17
Jones, Gregory Allen. "What policies can the United States implement in order to improve its efforts to transition those with learning disabilities into the workplace." CSUSB ScholarWorks, 2008. https://scholarworks.lib.csusb.edu/etd-project/3408.
Full textAbstract:
The purpose of this project is to examine what strategies can be devised to transition those with learning disabilities into the workforce. This is accomplished by a qualitative review of the history of educational policies and programs used in England, France, Russia, China, Hong Kong, Kenya, and Nigeria. These strengths and weaknesses are compared with the history of policies implemented in the United States, to see what strategies can be used to affect policy changes that will better the chances for employment for those with learning disabilities.
18
Ben-Galim, Dalia. "Equality and diversity : the gender dimensions of work-life balance policies." Thesis, University of Oxford, 2008. http://ora.ox.ac.uk/objects/uuid:d078b9c7-ceab-454c-a1b6-09ebe88fb725.
Full textAbstract:
This thesis analyses the gender dimensions of work-life balance policies in the UK. It focuses on three related questions: firstly, to what extent are work-life balance policies framed by 'diversity'; secondly, how does this impact on the conceptualisation and implementation of work-life balance policies (in government and in organisations); and thirdly, what are the implications for gender equality? Through analysing published research, the UK Government's work-life balance agenda and data generated from three selected case study organisations, the prominent dimensions of diversity that shape the conceptualisation and implementation of work-life balance policies are presented. This thesis argues that the concept of diversity - as defined by the feminist literature - offers the potential to progress gender equality through overcoming the same-difference dichotomy, and by recognising multiple aspects of identity. However, this theoretical potential is not necessarily reflected in practice. With the emphasis on the individual worker and choice, diversity has been primarily defined as 'managing diversity', and has a significant affect on how work-life balance policies have been applied in both government policy and organisational practice. The UK Government states that work-life balance policies are meant to provide everyone with opportunities to balance work with other aspects of life. The current policy framework targets parents and in particular mothers, potentially limiting the choices that men and women have to 'work' and 'care'. Locating work-life balance policies within the context of 'managing diversity' supports and facilitates women's employment, but does not necessarily challenge fundamental gender disparities such as occupational segregation and gender pay gaps. Analysis of the UK Government's current agenda and organisational case studies show that despite progressive equality, diversity and worklife balance agendas, work-life balance policies are limited in challenging persistent structural gender inequalities.
19
Stewart, Margaret Patricia Ann. "Perceptions of Leadership in Equity in Relation to Sexuality and Gender Identity Within an Australian Higher Education Institution Notable for its Policies in this Area." Thesis, Griffith University, 2007. http://hdl.handle.net/10072/366284.
Full textAbstract:
This qualitative study set out to explore the perceptions of leadership in an Australian higher education institution in relation to the introduction of an equity agenda related to sexuality and gender identity. The topic had professional and personal importance for me, both in my role as an equity practitioner occupying a relatively senior role in an Australian university, and as a woman who identifies as lesbian. There is a relatively small body of literature focussing upon leadership in higher education in Australia, still less about matters of equity, and a paucity of quality research related to sexuality and gender identity in this context. This study contributes to these three areas. The purpose of the research was to explore the way staff of a university involved in the initiation and implementation of a specific sexuality-equity agenda identified the leader or leaders of the agenda and perceptions of how that leadership behaviour was expressed. A secondary aspect of the research was to investigate the process by which change was implemented by these leaders in a controversial area of equity and social justice. The research used the introduction of a sexuality equity agenda as a frame through which leadership behaviours could be explored with a view to informing this area of equity practice in the higher education context. The research used a case study approach, the case study university being selected on the basis of its identifiably good practice in the area. Staff who had been closely involved with the introduction and implementation of the sexuality equity agenda were invited to participate in the research and self-selected to do so. Participants represented academic and general staff across the University at different levels of seniority, and identified variously as heterosexual, gay or lesbian. The sexuality equity agenda was implemented in a wider context of considerable public debate about issues of sexuality. The state in which the case study university was located, like many Australian States, had a government that was contemplating a liberalising revision to their anti-discrimination legislation. This somewhat volatile context was pertinent to the introduction of the agenda and the issues that arose for those involved with its introduction. Interviews in the form of 'guided conversations' were conducted with all participants and a range of relevant documentary evidence was gathered. Interviews were transcribed and data was thematically analysed using a grounded theory approach. QSR N6 and Leximancer, two software tools developed to manage large quantities of data, were used to assist the management of data in the analytic process. Analysis was undertaken from a theoretical framework informed by post-positivist theory, in particular social constructivism and critical theory, which are concerned with issues of power and social justice, the ways in which discourses interact, and how individuals make sense of their world through interpreting and constructing their realities through this multiply discursive field. The research found that the model of leadership in the case study university that operated to initiate and implement the sexuality equity agenda was one that appears different from those discussed in much of the leadership literature, which generally suggests that there is 'one' leader. In this study, participants identified three distinct leader groups. Initiating leaders (I-leaders) were the primary drivers in putting forward the proposed changes. Positional leaders (P-leaders) were identified by I-leaders on the basis of their seniority and strategic positioning in the university to promulgate the agenda, and had the necessary skills and understandings to enable them to effectively take up this role. The D-leader was the designated institutional leader with responsibility for overseeing the development of policies and programs in the social justice area. While each of the three leadership groups enacted a different leadership role in the implementation of the sexuality agenda, all nevertheless operated in a collaborative and synergistic relationship. Participants also identified a number of key characteristics which they associated with the process of enacting leadership and which were common to all three groups, particularly: risk, influence, respect, courage, and personal values. While these qualities were represented in all three leader groups, they were nevertheless manifested differently in each group in relationship to the function of that group. Findings from this case study have implications for equity practitioners in universities and students of leadership. They point to a number of potential further areas for research that would expand and build on this work. The elucidation here of key leadership patterns in the institution and their manifested characteristics stand to alert others to possibilities of similar patterns, occurrences and factors for consideration in similar contexts. It identifies possibilities and calls for reflection upon alternatives and options that might exist in those contexts.Thesis (Professional Doctorate)
Doctor of Education (EdD)
School of Cognition, Language and Special Education
Full Text
20
Sultan, Tipu. "Gender Equality a case study of Sweden : Gender Equality Gender Equity and policies of combating inequality at workplace to make the society equal." Thesis, Högskolan Dalarna, Sociologi, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:du-5726.
Full textAbstract:
The paper analyses Gender Equality, Gender Equity and policies of combating inequality at workplace to make the society equal as a case study of Sweden. The aim of paper is see the gender equality, gender equity, discrimination against women at workplace and to describe the policies combating inequality in the welfare state of Sweden. This work highlights the gender equality in terms of institutionalizing gender equality, gender equity, gender and pay gap, parental leave, gender and the pension system and sexual behavior directed towards women and policies combating inequality to bring equality in society. For my research I used the secondary data the fact sheets, scientific literature, statistics from eurostate of Sweden and case studies about Swedish society and the theoretical explanation to explain the phenomena. To achieve my aim I used the combination of both qualitative and quantitative methods of research. I showed the empirical evidences of these phenomena from the Swedish society and theoretical analysis about equality and equity of gender in different wakes of life. I found an interesting conclusion that there are good policies and legislation to combat inequality to bring society but there are no policies to change the perception of society about male and female role.
21
Jaffer, Rozmina Akbarali. "Diversity in higher education hiring policies and practices to diversify faculty in the College of Agriculture at a midwestern university /." Diss., Connect to online resource - MSU authorized users, 2008.
Find full textAbstract:
Thesis (Ph. D.)--Michigan State University. Dept of Higher, Adult, Lifelong Education, 2008.Title from PDF t.p. (viewed on Aug. 19, 2009) Includes bibliographical references (p. 182-194). Also issued in print.
22
Bateesa, Carole Sekimpi. "Workplace response to HIV/AIDS and the effect of HIV/AIDS on the carriers and occupations of the infected urban population." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/3343.
Full textAbstract:
Thesis (MPhil (Industrial Psychology. HIV/AIDS Management))--University of Stellenbosch, 2009.The Uganda government through the ministry of health, collaborating with several NGOs and donors has done a commendable job in arresting the medical effects of HIV/AIDS. This has been done through provision of ARVs and treatment of opportunistic infections. As a result, Uganda has enjoyed a lot of international praise for its response to the medical effects of HIV/AIDS. However, inadequate attention has been paid to the epidemics social economic effects. It is known that HIV mostly affects young people in their years of economic productivity. These people spend eight or more hours of every day in their work place but despite this; work places especially private institutions have not taken steps to respond to the scourge of HIV/AIDS. HIV/AIDS work place policies have not been formulated, and in some cases, they are on paper but no implementation is being done. Consequently, HIV/AIDS still affects the carriers, income and occupational activities of infected workers. This study reveals that the working population is generally ignorant about workplace HIV/AIDS policies, and their relevance to workers living with HIV/AIDS. A significant proportion of the respondents have lost jobs because of their HIV status, while majority affirm that living with HIV/AIDS has affected their occupations, carriers and income
23
Kochan, Thomas A. "Part Time Partner Redux: So We Solved the Problem, Didn't We?" MIT Workplace Center, 2002. http://hdl.handle.net/1721.1/7309.
Full text
24
Canella, Daniela Silva. "Densidade energética da alimentação oferecida em ambiente de trabalho e da dieta de trabalhadores." Universidade de São Paulo, 2011. http://www.teses.usp.br/teses/disponiveis/6/6138/tde-24022011-204309/.
Full textAbstract:
Introdução: A densidade energética (DE) de alimentos e dietas é apontada como importante fator na regulação do peso corporal e está intimamente relacionada ao consumo energético. Objetivos: Estimar a DE de refeições ofertadas em amostra de empresas inscritas no Programa de Alimentação do Trabalhador (PAT), e analisar a DE da dieta de trabalhadores da cidade de São Paulo e sua associação com características sócio-demográficas. Métodos: A dissertação é composta por dois manuscritos, que analisaram a DE utilizando como métodos de cálculo: a inclusão de todos os alimentos sólidos e das bebidas, excluindo apenas água (DE1); inclusão de todos os alimentos sólidos e bebidas calóricas que contém, no mínimo, 5 kcal/100g (DE2); e a inclusão de todos os alimentos sólidos e exclusão de todas as bebidas (DE3). O primeiro manuscrito avaliou refeições de 21 empresas, pelos métodos DE1 e DE3. Os valores para energia e peso dos alimentos/bebidas foram obtidos pela avaliação do cardápio do almoço em três dias consecutivos. Utilizaram-se testes não-paramétricos nas análises estatísticas. O segundo manuscrito avaliou a dieta de 852 trabalhadores, por meio de recordatório de 24 horas, considerando os três métodos de cálculo da DE. Na análise da relação entre DE e variáveis sócio-demográficas utilizou-se regressão linear. Resultados: Para as refeições oferecidas, a mediana da DE1 foi 1,10 kcal/g e da DE3 foi 1,43 kcal/g. Para a dieta dos trabalhadores, os valores observados foram 1,18 kcal/g (+0,08), 1,22 kcal/g (+0,08) e 1,73 kcal/g (+0,16), considerando os métodos de cálculo DE1, DE2 e DE3, respectivamente. Nos modelos múltiplos de regressão, apenas a variável idade apresentou associação negativa com todos os métodos de DE. Para a DE3, houve incremento da DE para indivíduos não-brancos. Conclusão: Observou-se que a densidade energética das refeições oferecidas pelas empresas estudadas, assim como a dieta dos trabalhadores, em especial dos mais jovens, apresentaram valores elevados. Esses achados sinalizam a necessidade de intervenções nutricionais para promoção de dietas com menor densidade energética, a fim de prevenir a obesidade entre trabalhadoresIntroduction: Energy density (ED) of food and diets is considered as an important factor in the regulation of body weight and is intimately tied to energy intake. Aims: To estimate ED of meals offered in a sample of companies enrolled in the Workers Food Program (WFP), and to analyze ED of the diet of workers from the city of São Paulo and its association with socio-demographic characteristics. Methods: The dissertation consists in two manuscripts, which have analyzed ED utilizing as methods of calculation: including all solid food and beverages, excluding water (ED1); including all solid food and beverages containing at least 5 kcal/100g (ED2); including all solid food and excluding all beverages (ED3). The first manuscript evaluated meals from 21 companies, using methods ED1 and ED3. The values for energy and weight of food/beverages were obtaining through the evaluation of the lunch menu during three consecutive days. Non-parametric tests were used for the statistical analyses. The second manuscript evaluated the diet of 852 workers using a 24-hour recall, taking into account the three methods for calculating ED. In the analysis of the relation between ED and socio-demographic variables linear regression was used. Results: For the meals the median of ED1 was 1.10 kcal/g and ED3 1.43 kcal/g. For the workerss diet the ED values observed were 1.18 kcal/g, 1.22 kcal/g and 1.73 kcal/g, considering respectively ED1, ED2, ED3 methods. In the multiple regression models only the age variable was maintained in the final model and showed inverted association with all methods of ED. For ED3 there was an increase of ED for non-white individuals. Conclusion: It was observed that both the energy density of the meals offered by the companies as well as the energy density of the workerss diet, in special the younger ones, showed high values. These findings point out to the necessity of nutritional interventions for promoting diets with lower energy density in order to prevent workerss overweight
25
Sommerfeldt, Vernon. "An identification of factors influencing police workplace motivation." Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/34460/1/Vernon_Sommerfeldt_Thesis.pdf.
Full textAbstract:
Police work tasks are diverse and require the ability to take command, demonstrate leadership, make serious decisions and be self directed (Beck, 1999; Brunetto & Farr-Wharton, 2002; Howard, Donofrio & Boles, 2002). This work is usually performed in pairs or sometimes by an officer working alone. Operational police work is seldom performed under the watchful eyes of a supervisor and a great amount of reliance is placed on the high levels of motivation and professionalism of individual officers. Research has shown that highly motivated workers produce better outcomes (Whisenand & Rush, 1998; Herzberg, 2003). It is therefore important that Queensland police officers are highly motivated to provide a quality service to the Queensland community.
This research aims to identify factors which motivate Queensland police to perform quality work. Researchers acknowledge that there is a lack of research and knowledge in regard to the factors which motivate police (Beck, 1999; Bragg, 1998; Howard, Donofrio & Boles, 2002; McHugh & Verner, 1998). The motivational factors were identified in regard to the demographic variables of; age, sex, rank, tenure and education. The model for this research is Herzberg’s two-factor theory of workplace motivation (1959). Herzberg found that there are two broad types of workplace motivational factors; those driven by a need to prevent loss or harm and those driven by a need to gain personal satisfaction or achievement. His study identified 16 basic sub-factors that operate in the workplace.
The research utilised a questionnaire instrument based on the sub-factors identified by Herzberg (1959). The questionnaire format consists of an initial section which sought demographic information about the participant and is followed by 51 Likert scale questions. The instrument is an expanded version of an instrument previously used in doctoral studies to identify sources of police motivation (Holden, 1980; Chiou, 2004). The questionnaire was forwarded to approximately 960 police in the Brisbane, Metropolitan North Region.
The data were analysed using Factor Analysis, MANOVAs, ANOVAs and multiple regression analysis to identify the key sources of police motivation and to determine the relationships between demographic variables such as: age, rank, educational level, tenure, generation cohort and motivational factors. A total of 484 officers responded to the questionnaire from the sample population of 960.
Factor analysis revealed five broad Prime Motivational Factors that motivate police in their work. The Prime Motivational Factors are: Feeling Valued, Achievement, Workplace Relationships, the Work Itself and Pay and Conditions. The factor Feeling Valued highlighted the importance of positive supportive leaders in motivating officers. Many officers commented that supervisors who only provided negative feedback diminished their sense of feeling valued and were a key source of de-motivation. Officers also frequently commented that they were motivated by operational police work itself whilst demonstrating a strong sense of identity with their team and colleagues. The study showed a general need for acceptance by peers and an idealistic motivation to assist members of the community in need and protect victims of crime. Generational cohorts were not found to exert a significant influence on police motivation. The demographic variable with the single greatest influence on police motivation was tenure. Motivation levels were found to drop dramatically during the first two years of an officer’s service and generally not improve significantly until near retirement age.
The findings of this research provide the foundation of a number of recommendations in regard to police retirement, training and work allocation that are aimed to improve police motivation levels. The five Prime Motivational Factor model developed in this study is recommended for use as a planning tool by police leaders to improve motivational and job-satisfaction components of police Service policies. The findings of this study also provide a better understanding of the current sources of police motivation. They are expected to have valuable application for Queensland police human resource management when considering policies and procedures in the areas of motivation, stress reduction and attracting suitable staff to specific areas of responsibility.
26
Castro, Adriana Garcia Peloggia de. "Intervenção educativa para promoção do consumo de frutas e hortaliças sob a perspectiva de gestores de Unidades de Alimentação e Nutrição." Universidade de São Paulo, 2011. http://www.teses.usp.br/teses/disponiveis/6/6138/tde-19012012-112017/.
Full textAbstract:
Introdução: O incentivo ao consumo de frutas e hortaliças ocupa importante espaço na atual agenda de promoção de saúde, já que sua ingestão insuficiente representa risco para a obesidade e doenças crônicas. O ambiente de trabalho é reconhecido como um lugar importante para facilitar este acesso e consumo. Objetivo: Avaliar o efeito de uma intervenção educativa para promoção do consumo de frutas e hortaliças nos gestores de Unidades de Alimentação e Nutrição. Materiais e métodos: Trata-se de um ensaio comunitário controlado aleatorizado desenvolvido com 29 gestores de Unidades de Alimentação e Nutrição (UANs) vinculadas ao Programa de Alimentação do Trabalhador, divididos em dois grupos (15 do grupo intervenção e 14 do grupo controle). Foi realizada uma intervenção multicomponente que abordou aspectos referentes ao planejamento de cardápio, oficina culinária e estratégias de motivação para o consumo de frutas e hortaliças, em quatro etapas, com intervalo médio de um mês e meio e duração média de seis meses, e em todas elas ocorreu a participação dos gestores da Unidade de Alimentação e Nutrição (UAN). A coleta de dados foi realizada antes e após a intervenção e para avaliar o seu efeito sobre os gestores, observou-se a alteração nos estágios de mudança, no planejamento do cardápio e a adesão aos materiais e recursos educativos utilizados. As associações de interesse foram estudadas por meio do teste exato de Fisher e do qui-quadrado. Resultados: Todos os gestores eram mulheres e a maioria nutricionistas. A maior parte das empresas apresentava gestão terceirizada da UAN. A intervenção não alterou os estágios de mudança dos gestores, mas observou-se que a maioria dos gestores do grupo intervenção referiu mudar o planejamento das refeições, sendo o principal motivo dessa mudança aumentar a oferta de frutas e hortaliças. Diante dos recursos educativos utilizados, os que tiveram mais adesão foram o display de mesa e a oficina culinária, assim como também, na percepção dos gestores, estes foram os recursos educativos mais efetivos. Observou-se que os materiais educativos que dependiam das empresas e dos gestores para sua implantação tiveram menor adesão que os materiais entregues pelos pesquisadores. Conclusão: Embora a intervenção não tenha alterado o estágio de mudanças dos gestores, proporcionou modificação do planejamento dos cardápios, indicando que mais ações devem ser direcionadas a esses atores para promoção da oferta e consumo de frutas e hortaliçasIntroduction: The promotion of the consumption of fruits and vegetables occupies an important place on the health promotion agenda. Low intake of these foods increases the risk of developing chronic diseases and obesity. The workplace is recognized as an important place to increase access and consumption of fruits and vegetables. Objective: Evaluate the effect of an educational intervention to promote the intake of fruit and vegetables with managers of Food and Nutrition Units. Methods: A randomized intervention involving a sample of 29 managers of workplace cafeteria, participating in the Worker Food Program, divided into two groups (15 in the intervention group and 14 in the control group), was employed. A multicomponent intervention based on the ecological model of health promotion, with an average duration of six months, with four different stages was used. The cafeterias managers participated in all steps of the intervention strategies that involved aspects like menus planning, culinary workshops and motivational strategies for the intake of fruit and vegetables. Data collection occurred in two stages, before the intervention and after intervention. The effect of the intervention in the managers was investigated using the following indicators: alteration in the state of change, changes on menus planning and the adhesion to the educational resources. It was used Fishers exact test and Chi-Square test to evaluate the change. Results: All interviewed managers were women, most were dietitian and the majority of the surveyed Units were outsourced managed. The intervention did not affect the stages of change of cafeterias managers, however most of the managers in the intervention group, reported changing meal planning. The main change mentioned was the increase in the offer of fruit and vegetables. In the evaluation of educational resources used in intervention, the managers indicated the table display and culinary workshop as the most effective. It was observed that the educational materials that depended on the companies and managers for its implementation were considered less effective, in the evaluation of the managers. Conclusion: Although the intervention hasnt altered the stage of change in the managers, it provided modifications on the menus planning, designating that more actions should be directed to these players in order to promote the offer and consumption of fruit and vegetables
27
Bandoni, Daniel Henrique. "Índice de qualidade da refeição de empresas cadastradas no programa de alimentação do trabalhador na cidade de São Paulo." Universidade de São Paulo, 2006. http://www.teses.usp.br/teses/disponiveis/6/6133/tde-20102006-150237/.
Full textAbstract:
Objetivo. Avaliar a qualidade global das refeições oferecidas por uma amostra de empresas beneficiárias do Programa de Alimentação do Trabalhador (PAT) na cidade de São Paulo. Métodos. Estudou-se amostra aleatória de 72 empresas cadastradas no PAT na cidade de São Paulo. A partir dos dados das refeições oferecidas, foi desenvolvido o Índice de Qualidade da Refeição (IQR), com pontuação máxima 100 e mínima 0. As empresas foram agrupadas utilizando-se análise de cluster hierárquico. Utilizou-se teste t-Student para avaliar diferenças nas médias do IQR segundo as categorias das empresas. Resultados. Foi desenvolvido o IQR com cinco itens (frutas e hortaliças, carboidratos, gorduras, gorduras saturadas e variedade). A média do IQR para as grandes refeições foi de 66,25 (dp=23,83). Foram obtidos dois grupos na análise de cluster. As empresas do primeiro, composto em sua maioria por empresas do setor de comércio de micro e pequeno porte, cadastradas na modalidade de autogestão e sem supervisão de nutricionista, obtiveram pior qualidade da refeição (56,23) sendo classificadas como refeição que precisa de melhoras. As empresas do segundo cluster, constituído principalmente por empresas de médio e grande porte do setor industrial, com gestão terceirizada e supervisão de nutricionista, obtiveram pontuação média de 82,95 e foram classificadas como refeição adequada. Conclusão. O IQR desenvolvido mostrou-se eficiente na avaliação de refeições nesta amostra de empresas inscritas no PAT, que, em média, ofereciam refeições classificadas como precisa de melhoras. As empresas de maior porte e estrutura oferecem refeições melhores quando comparada às de menor porte e estrutura.Objective. To evaluate the global quality of the meals offered by a sample of beneficiary companies of the Worker Food Program (WFP). Methods. It was studied a random sample of 72 companies registered in the WFP in the city of São Paulo. From the data of the offered meals, Meal Quality Index (MQI) was developed, with maximum score 100 and minimum 0. The companies had been grouped using analysis of hierarchic cluster. It was used t-Student to evaluate the differences in the mean of the MQI categories of companies. Results. It was developed the MQI with five itens (fruits and vegetables, carbohydrate, saturated fats, fats and variety). The MQI mean for the main meals was 66,25 (sd=23,83). It had been obtained two groups of companies in the analysis of cluster. The companies of first, composed in its majority by commercial sector, micro and small size, registered in the modality self management and without supervision of nutritionist, had horse meal quality (56,23) classified as meal which needs improvements. The companies of second cluster, mainly constituted by companies of medium and large size, from the industrial sector, with subcontracting management and supervision of nutritionist, had gotten mean punctuation of 82,95 and had been classified as adequate meal. Conclusions. The developed MQI revealed efficiency in the evaluation of meals in this sample of companies registered in WFP, that, in average, were classified as meals which needs improvement. The companies of large size and structure better offered better meals when compared with smaller and structure.
28
Brodeur, Vanessa. "FEMALE LAW ENFORCEMENT OFFICER'S EXPERIENCES OF WORKPLACE HARASSMENT." CSUSB ScholarWorks, 2018. https://scholarworks.lib.csusb.edu/etd/621.
Full textAbstract:
Prior research shows that female police officers experience more incidents of harassment than male police officers, and these experiences of harassment have been shown to have negative effects on their mental and physical health, retention, and job satisfaction. The current study examined the experiences of harassment of 20 female police officers from agencies around Southern California. A survey interview was used, and it was found that none of the women had experienced quid pro quo harassment, but every woman recalled experiencing environmental harassment at some point throughout their career. Hostility towards women was more commonly experienced than harassment which was sexual in nature. Several themes arose from responses to open-ended questions. Female police officers reported that: gender related comments/jokes are not “unwanted”; that they participate in the jokes; gender related jokes are part of the policing culture; and that female officers are negatively targeted because of their sex. Some women stated they did not want to report the harassment and risk ruining their career.
29
Kilic, Osman. "Information Literacy Skills in the Workplace: A Study of Police Officers." Thesis, University of North Texas, 2010. https://digital.library.unt.edu/ark:/67531/metadc31537/.
Full textAbstract:
Information literacy has become more important as more information is produced and communication has become easier. Better information skills are vital for individuals working in governmental organizations as well as in the business sector. Employees are expected to be confident and competent in interacting with information in their workplaces in order to deliver better service to customers and to the public. This study examines the differences in information literacy skills (ILS), computer literacy skills (CLS), and frequencies of use of information sources (FIS) among police officers, based on their socio-demographic characteristics, namely education, departmental affiliation, ranks, and experience. Information literacy process models developed in an educational environment are combined to explore information literacy process in the workplace. Bivariate and multivariate analyses indicated significant differences of ILS and CLS based on education, departmental affiliation, and ranks but no difference for experience. In addition, there were differences of FIS for all demographic variables except departmental affiliation. The findings of the study may guide both future researchers in the process of developing new models in understanding information literacy process and the managers in police organizations in planning better training programs by considering information and computer literacy skills and use of information sources of police officers.
30
Adonis, Bernice. "Workplace literacy practices of clerks in the South African Police Services (SAPS)." Master's thesis, Faculty of Humanities, 2019. http://hdl.handle.net/11427/31163.
Full textAbstract:
This thesis examines the patterning of literacy practices of clerks in the South African Police Services (SAPS) and how power relations are perpetuated through institutional structures and associated divisions of workplace tasks, within a workplace like SAPS. An ethnographic-style case study approach was used to examine the literacy practices of three clerks at three different SAPS sites. The data collected included participant observations, interviews, analysis of texts and photographs of documents. The data was then analysed using thematic analysis and discourse analysis. The qualitative data analysis indicated fragmentation of literacy tasks into “bits and pieces” reflecting the “old” capitalism of the traditional workplace. The fragmentation of the clerks’ literacy tasks also resonated with the decontextualized, skillsbased approach of literacy and language curricula and pedagogies that still dominate formal education and literacy learning. Furthermore, it would appear as if the literacy tasks were used as mechanisms to regiment workers since the paper trail served as a means of accountability for compliancy. The problem was compounded by the disjuncture between what is prescribed by SAPS language policy and what was happening in practice, namely, that English is the only “working language” used by SAPS in all official documents despite its claim to facilitate “functional multilingualism” (in Government Gazette, 8 March 2016). Thus, the study concludes that SAPS work-based literacy practices, like the literacy and language practices of the schooling system, are not conducive to producing students and workers who could apply critical and holistic thinking to make sense of disparate literacy tasks. Hence, the patterning of the literacy practices within the workplace serves to perpetuate institutionalized power in a context where needs for compliancy and accountability are high. The study points to the importance of the development of a language and literacy curriculum in the training of members of SAPS that is a hybridization of principles of the skills based and social practices approaches, especially where critical literacy skills still have to be honed. It argues that enabling workers to fulfil tasks with a more holistic understanding of the nature of their work could improve their efficiency, effectiveness and work satisfaction. Clarity, and I daresay, the political will, around the implementation of the prescribed “additive multilingualism” would go a long way to challenging the hegemony of English in powerful institutions of the state.
31
Frawley, J. W., University of Western Sydney, College of Social and Health Sciences, and School of Applied Social and Human Sciences. "Country all round : the significance of a community's history for work and workplace education." THESIS_CSHS_ASH_Frawley_J.xml, 2001. http://handle.uws.edu.au:8081/1959.7/528.
Full textAbstract:
The purpose of this research is to investigate the significance of a Tiwi community's history in order to better understand the work of Aboriginal Community Police Officers (ACPO).The situation under study is a workplace on Bathurst Island in the Northern Territory. The literature on workplace education offers the proposition that an understanding of the socio-cultural and historical context of workplaces is fundamental to thinking about workplace education.It is hypothesised that ACPOs have a dual consciousness of their profession and their workplace, and this consciousness has been informed and shaped by their common history.It is argued that this history is characterised by syncretism. The process of acculturation is researched, where police officers draw on experiences with, and knowledge of, both Tiwi and murrintawi societies.An historical account of the Tiwi society is given.A literary device of vignettes is used, followed by a descriptive-analytical interpretation in which historical events and various social-cultural aspects are described, analysed and interpretedDoctor of Philosophy (PhD)
32
Randall, Christine Ursula. "Management of Workplace Stress Injury: Improving Occupational Rehabilitation Systems through Action Research." Thesis, Griffith University, 2012. http://hdl.handle.net/10072/365708.
Full textAbstract:
Occupational stress is an increasingly significant economic and social burden in Australia, yet workers’ compensation systems do not adequately address the impact of occupational stress, leaving employers and individuals to find new ways of responding to this challenge. Management of workplace stress injury is therefore an ongoing concern to employers, requiring the integration at the workplace of more effective occupational rehabilitation systems to prevent and mitigate this condition. Research indicates that organisations, which are successful in developing wellintegrated occupational rehabilitation systems that incorporate work-based interventions, benefit measurably from this investment in human resources. However, there is limited research demonstrating how specific organisations can develop effective occupational rehabilitation strategies, especially in Australia and especially in response to workplace stress. In response to this situation the aim of this research was to develop and implement a process for identifying an effective occupational rehabilitation system conducive to the large organisational environment of the Queensland Police Service (QPS). The study utilised an Action Research design, incorporating a systems thinking framework to address the research aims. Data was collected in three phases, using interviews, focus groups and a survey, to gain an understanding of the organisational context of the QPS, issues pertaining to stress and injury, potential solutions to the identified issues from the perspectives of organisational stakeholders, and existing injury and illness prevention and rehabilitation processes.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Human Services and Social Work
Griffith Health
Full Text
33
Lackay, Bradley. "Recognition of prior learning, benefits and social justice in the policing sector." University of the Western Cape, 2015. http://hdl.handle.net/11394/5281.
Full textAbstract:
Magister Educationis (Adult Learning and Global Change) - MEd(AL)Conceptualised within Habermasian critical theory, the conceptual framework includes concepts such as domination, emancipation and emancipatory education, and frames RPL as emancipation. Recognition of prior learning is promoted by the South African government as an instrument for access and redress. This research paper focuses on an investigation into the benefits of the implementation of RPL policies and practices in the policing sector. Findings reveal that the participants in the study who are employed in the policing sector enjoyed a wide range of emancipatory benefits, including access to formal academic programmes. Furthermore, these programmes enabled historically disadvantaged staff to gain formal qualifications which in turn provided access to higher salaries and promotions. Explaining the latter as redress, I argue that RPL is a form of emancipation that has liberated disadvantaged staff from apartheid discrimination and domination.
34
Frawley, J. W. "Country all round : the significance of a community's history for work and workplace education /." View thesis View thesis, 2001. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030416.131433/index.html.
Full textAbstract:
Thesis (Ph.D.) -- University of Western Sydney, 2001."A thesis submitted in the School of Applied Social and Health Sciences at the University of Western Sydney (Nepean) for the degree of Doctor of Philosophy, February 2001" Bibliography : leaves 327-343.
35
Schwartz, Gerrit Jacobus. "The reconstruction of the identity of police trainers in a changing work environment." University of the Western Cape, 2016. http://hdl.handle.net/11394/5101.
Full textAbstract:
Magister Educationis (Adult Learning and Global Change) - MEd(AL)This study set out to determine how trainers construct their professional identities in a changing work environment in a training academy of the South African Police Service (SAPS) in the context of a police-university partnership. The study differentiates between three professional identities (academic, police and trainer) and builds on the notion that the construction of professional identity is a conscious and dynamic process, which is formed in social contexts and settings where individuals participate in communities of practice or act on affordances to participate in organisational activities. Following a constructivist methodological approach, the study involved face-to-face interviews with trainers of the SAPS Academy and an analysis of police documents in the Academy. The study portrays trainers’ professional identity construction as relational and ongoing. Trainers perceive their changing roles in the SAPS Academy as a form of progression in their professional identity where one aspires to become an academic as a form of achievement. While the SAPS Academy attempts toregulate the construction of professional identity through enforcement of policies, it strengthens police trainer identities rather than enabling the construction of the needed new academic identities. Trainers therefore have to navigate the tensions between the institutional culture and construction of professional identity. Trainers negotiate their professional identities when they become part of the trainer pool, where they join smaller communities of practice, and when they make use of affordances for learning and development. The practice of multi-skilling of trainers, an authoritarian institutional culture and challenges to academic freedom and autonomy hamper their attempts to construct academic identities at both institutional and disciplinary level. The study suggests that organisations need to understand how policies contribute to employees’ construction of professional identities, particularly when new and unfamiliar professional identities are to be constructed. Development of higher academic qualifications is not enough. Workplaces need to apply organisational policies consistently and without ambiguity. A holistic approach should be followed when organisations embark on the construction of professional academic identities as employees construct professional identities through their lived experiences. Finally, the study showed that workplaces should provide a suitable environment that would stimulate professional and academic identity construction.
36
Maier, Barcroft Kerstin. "Diversity management and the political economy of policing." Thesis, University of Stirling, 2014. http://hdl.handle.net/1893/21788.
Full textAbstract:
Diversity management and diversity training have been part of the standard management repertoire for several decades, and have recently received fresh impetus in the UK through the Equality Act 2010. The Police Services in England and Wales and in Scotland have further reasons to ensure the fair treatment of their own workforces and equality in their dealings with the public since the Macpherson Inquiry and the subsequent revelations relating to the Stephen Lawrence case. For the Police Service, diversity is particularly crucial as it forms a key element of public legitimacy and therefore impacts upon the very principle of ‘policing by consent’, the foundation of British policing (Jackson et al. 2012). However, diversity policies and diversity training tend to be viewed narrowly and used as a decontextualised medium to reduce racism (and other ‘isms’), seen as fulfilling their purpose regardless of the political and occupational context. This thesis, in contrast, suggests that there is a need to examine diversity management and diversity training, not only within an organisational context, but also within the broader political economy into which it is introduced and in which it is implemented. Tracing the various aspects that make up the political economy of policing, the thesis outlines social, economic, legal and political influences, as well as the occupational culture of the police and its emotional ecology. Given the longitudinal design of the research, and the profound changes that have occurred to the political economy of policing over a relatively short time, the thesis is able to examine the impact of these changes on diversity practices within the Police Service of Scotland. Longitudinal data collected at two points in time, 2008/9 and 2013 – straddling not only the introduction of the Equality Act 2010, but also the creation of a single Police Service in Scotland, amongst other changes – suggests that significant changes have occurred to diversity training and diversity professionals, as well as to the ways in which diversity is managed. Using the notion of emotional spaces, diversity training in particular reveals complex interactions in the context of the changes, exposing the tensions police officers and police staff are currently experiencing. Drawing on the analytical framework of emotional ecology, it is argued that in addition to other changes to the political economy of policing, diversity training courses reflect demands for the police to be more open, sensitive and collaborative, by challenging and ‘opening up’ the emotional ecology of the police during training. Interviews and longitudinal observational data suggest that this process has intensified greatly since the creation of Police Scotland, thereby placing competing demands on officers to consolidate the new with the conventional emotional ecology of the police.
37
Naudé, Annemarié. "An evaluation of the HIV/AIDS workplace programme of the South African Police Service (SAPS) / by Annemarié Naudé." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2100.
Full text
38
Kazeem, Ganiat Omolara. "Technology In Policing : An ethnographic study of the use of information and communication technology within Bedfordshire police force." Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-76419.
Full textAbstract:
Policing in The United Kingdom is an intricate business, balancing the enforcement of statute and other laws while dealing with public safety and security. Policing engages a diverse and complicated set of organisational structures and processes relying heavily on the skill and expertise of officers on the ground. Their role in preventing and or intercepting crime before, during and after it occurs is integral to sustaining peace, security, law and order in communities. The police operational and logistics staff work day to day with information and communication technologies, ranging from conventional databases and information systems to ubiquitous and specialised tools. Understanding the use of technology and its management in policing has formed the backbone of this research conducted through a qualitative approach. This study adopted an interpretive paradigmic analytical lens using ethnography situated in the workplace as a methodology. The qualitative study took the form of field immersion for nine months using interviewing, and shadowing/observation to suit the complexity of the socio-technical context. Analysis was conducted using thematic analytical methods. Understanding how the police force interact with and shape the way that information and communication technologies enable them to fight crime is, then, the subject of this thesis. The findings highlighted the complexities and intricacies involved in the use of technology, identifying unique differentiations in the way technology is engaged and integrated into policing including comparative understanding relative to other sectors and industries. On the whole the central features of this work highlight understanding of the role information and communication technologies; usefulness, usage in practice and operational activity, strategic business goals, knowledge management, business intelligence and intelligence led architecture, governance and performance models in policing the county of Bedfordshire, England.
39
Clayton, William Bernard. "Measuring the perceptions of team effectiveness within the South African police service." Thesis, Peninsula Technikon, 2002. http://hdl.handle.net/20.500.11838/966.
Full textAbstract:
Thesis (MTech (Business Administration))--Peninsula Technikon, 2002Team effectiveness is imperative for the enhancement of service delivery in the South African Police Service. This research is based on the implementation ofteam effectiveness strategies and the impact it has on the service delivery of the South African Police Service. This is an action research project and the theory that is included, serves to underpin this approach. A crucial element ofthe research is the analysis of the driving forces that have a positive influence on team effectiveness and the restraining forces that have a negative impact on team effectiveness.The personnel who are responsible for visible policing in the SAPS in the Area West Metropole were the respondents in this study. The research attempts to show the real issues regarding team effectiveness and the vast benefits which could be achieved by implementing this intervention. A structured questionnaire was distributed to the different commanders different police stations in the Area, in order to distribute to the personnel that were responsible for visible policing, ranging from the civilian rank to the rank of Superintendent. The respondents gave the questionnaire after completion to the commanders and the researcher collected it afterwards from the commanders. The method of data collection was within a qualitative methodology. Conclusions were made which were put up for recommendations.
40
Zherebina, Nadezhda. "New transportation actors : An analysis of the potential for Stockholm’s workplaces to contribute to mobility management." Thesis, Stockholms universitet, Kulturgeografiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-182398.
Full textAbstract:
This research in the field of transport sociology explores how workplaces in Stockholm can become actors in managing transport demand and through soft measures contribute to an increase of sustainable and active commuting to work and short-distance travel on work purposes. It uses a mixed-method approach consisting of a review of official documents, publications and initiatives, a web-survey and semi-structured interviews with representatives of Stockholm’s public and private workplaces. The study uncovers the current role of workplaces in mobility management policies of Stockholm, analyzes internal and external factors that influence the likelihood of workplaces to encourage sustainable and active commute and travel to meetings within the city among their employees and provides recommendations on how workplaces engagement can be increased. Being occasionally mentioned in the policy documents or invited to take part in climate or cycling-focused initiatives, workplaces in Stockholm are now at different stages in their willingness to have travel policies and participate in on-site mobility management. Internal and external factors influence the motivation of public and private, larger and smaller workplaces differently. With further research, comprehensive communication, questioning the status quo and establishing a constant dialogue between the city and workplaces there is a big potential to involve workplaces as new actors into various existing initiatives.
41
Garshasebi, Miranda, and Pulido Valentina Restrepo. "Fjolla, butch och en polisuniform : En intervjustudie med fyra medlemmar av Gaypolisföreningen." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-26050.
Full textAbstract:
Syftet med denna studie är att öka förståelsen för den sexuella läggningens betydelse för upplevelsen av arbetsplatsen. Undersökningen baseras på fyra intervjuer med homosexuella poliser som är medlemmar i Föreningen för gaypoliser i Sverige. Studien undersöker hur öppna de är med sin sexuella läggning på arbetsplatsen, kollegornas bemötande angående deras sexuella läggning och hur medlemskapet i föreningen har påverkat dem på deras arbetsplats. Studien använder tre teoretiska utgångspunkter: begreppen socialkonstruktivism och heteronormativitet och även Raewyn Connells teori om maskuliniteter. Resultatet av studien redovisas i fem delar. Den första delen beskriver att det finns stereotyper inom polisyrket om både homosexuella och poliser. Den andra delen visar på att en heterosexualitet förutsätts och visar sig exempelvis i vardagliga samtal med kollegor. Den tredje delen inbegriper de reaktioner, både positiva och negativa, som intervjupersonerna har fått från sina kollegor. Den fjärde delen innefattar föreningens påverkan på intervjupersonerna i deras arbetsroller, som till stor del är positiv. Den femte, och sista, delen visar på skillnaden mellan att arbeta inom polisen i en storstad eller en mindre stad. Att arbeta som homosexuell polis i en storstad visar sig vara fördelaktigt. Sammanfattningsvis hade poliserna i Stockholm en bättre arbetssituation än den polisen i den mindre staden där flera reaktioner sker och det finns starkare förutsättningar om heterosexualitet.The purpose of this study is to increase the understanding of the significance of sexual orientation for the workplace experience. The study is based on four interviews with homosexual police officers that are members of “The association for gay police officers in Sweden” [English translation]. The study research how open they are with their sexual orientation in their workplace, their colleagues response to their sexual orientation and how the membership in the association has affected them in their workplace. The study uses three theoretical starting points: the notions of social constructivism and the normativity of heterosexuality and also Raewyn Connells theory about masculinity (1996). The result of the study is presented in five different parts. The first part describes that there are stereotypes within the police profession about both homosexuality and police officers. The second part shows that there is a presumption about heterosexuality that for example becomes clear within everyday conversations with colleagues. The third part describes the colleagues’ reactions, both positive as well as negative, towards the interviewed people. The fourth part describes the association’s effect on the interviewed police officers, which to a large part is positive. The fifth, and final, part clarifies the difference between working within the police force in a big city or a small city. Working as a homosexual police officer in a big city shows to be favorable. In conclusion the police officers in Stockholm have a better work situation than the police officer in a smaller city where there are more reactions and stronger presumptions about heterosexuality.
42
Broomfield, John S. "Policing and performing gay sexualities : how do gay men neg(oti)ate their sexual identities in the workplace and how does occupational setting frame these processes? : a comparative study into the working lives of gay male police officers and performers." Thesis, University of Warwick, 2011. http://wrap.warwick.ac.uk/100740/.
Full textAbstract:
This thesis explores the working realities of gay police officers and performers in relation to ‘gay-friendly’/‘gay-hostile’ worksites and embodied sexual identity, developing an understanding of the meanings gay workers attach to their working lives by mobilising conceptual resources primarily from sociology. Deep seated assumptions pervade current perceptions regarding gay male sexuality and certain occupations. The idea is that there are gay industries like fashion, nursing and the performing arts. In contrast, occupations such as the police and the armed forces are often seen as homophobic, yet a dearth of academic research investigates the lived experiences of gay men located within perceived ‘gay friendly’ or ‘gay hostile’ worksites. Acknowledging this as a missed opportunity for developing empirical insight, I bring to the fore the work realities of some of these overlooked people. Taking the performing arts as an example of a ‘gay-friendly’ occupation, the police as an example of a ‘gay-hostile’ occupation, and drawing on in-depth interview data with 20 gay performers/police officers, I show that the perspectives and experiences of these men allow us to nuance existing research on how LGB employees understand, value and experience ‘gay-friendly’ workplaces, an emerging construct in the organisation studies literature. Focusing on the significance of embodied, sexual identity for the performance of the occupational roles of interest allows this study to consider the relationship between gender and sexuality at work. Literature on the gendered nature of work along with the promising literature on (homo)sexuality in the workplace have proceeded relatively separately, with the exception of the literature on sexualized labour and the commodification of women's (assumed hetero)sexuality in sales-service work (Tyler, 1997). The effect is that the experience and performance of gender and/in/through sexuality at work has been neglected as a topic of empirical investigation. Although sociologists argue that sexuality cannot be understood without reference to gender, and vice versa, few organizational scholars explore the experiences of work with this in mind. This thesis addresses this gap in knowledge. It brings together the perspectives of gay performers and police officers and highlights the prevalence of a „gender imperative‟ throughout the day-to-day lives of these workers. In detailing the workplace experiences of my participants, this thesis also builds on existing studies that tend to focus solely on the general working lives of gay employees. Gay workers face important contextual issues relating to 'passing', 'coming out' and homophobia. Although these are key areas of interest to existing literature, studies so far fail to address these concepts in detail with reference to specific occupational settings. In other words, the research contributes to the area of lesbian, gay and bisexual (LGB) disclosure and management at work. Stigma-based models (Goffman, 1963) are particularly useful here in framing some of the empirical insights of my research.
43
Retief, Rita Theresa. "Guidelines for the handling of sexual harassment in the South African Police Service." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51782.
Full textAbstract:
Thesis (MA)--Stellenbosch University, 2000.ENGLISH ABSTRACT: Sexual harassment is an old problem for the women who are its victims but is relatively new as a social issue. Studies carried out in South Africa and internationally indicate that sexual harassment is a problem in virtually every organisation and that a substantial proportion of working women are the recipients of unwanted sexual attention in the workplace. A number of misconceptions, myths as well as stereotyping regarding sexual harassment in the workplace have added to the frustration female employees experience in trying to have their sexual harassment complaints recognised. Like many organisations, the South African Police Service (SAPS) knows the problem exists, but is unaware of its full extent or the destructive effects it has on employees and the workplace. As sexual harassment usually occurs in private, the women in the SAPS who are being harassed usually do not know how to react or how to handle the harassing situation and conseq uently suffer in silence. Most female employees despair of having the traditionally male dominated management component in the SAPS understand how much sexual harassment humiliates and frustrates them. They also despair of having the support of managers in addressing the problem of sexual harassment in the workplace. Even though the SAPS has a sexual harassment policy, the problem of sexual harassment continues to occur in the workplace. The only protection for the organisation and its employees, is prevention, or lacking that, immediate and appropriate action, following notification of a sexual harassment complaint. Prevention is only likely when the sexual harassment policy has been well communicated to all parties and enforced consistently and fairly. Inher capacity as a social worker in the SAPS, the researcher became aware that even though managers and employees are aware that this type of misconduct occurs, they avoid addressing this sensitive issue because of a lack of proper guidelines. Therefore, the aim of the study was to present guidelines for the composition of a training programme for the implementation of the existing policy document regarding the handling of sexual harassment in the SAPS. The purpose was to ensure that intervention and prevention of sexual harassment in the SAPS will be handled more effectively. Existing literature on the subject of sexual harassment was studied and presented in a theoretical framework. The history, legislation and dimensions of sexual harassment in the workplace i.e. internationally as well as in South Africa and the SAPS, were discussed. The development and consequences of sexual harassment for the organisation and all employees concerned were emphasized. Preventative measures and implementation guidelines for addressing sexual harassment in the SAPS, were explored. The prevalence of sexual harassment in the workplace and the subsequent experience(s) of and effects on female employees regarding such harassment (in the SAPS) is brought into focus. Exploratory - descriptive research was done with the aid of a questionnaire as an instrument for data-collection, at police stations in one area of the West Metropole in the SAPS (Western Cape) where social workers are rendering services. The opinions and attitudes of female employees with regard to their experience(s) or knowledge of the occurrence and the handling of sexual harassment in the SAPS, were determined. Information obtained from the questionnaire is presented in six categories, namely : demographic characteristics of respondents, behaviour of male employees toward female employees, the person(s) responsible for the sexual harassment incident, reactions to the sexual harassment incident, effects of sexual harassment experience(s) on women as well as on the workplace and the addressing of sexual harassment in the workplace. Conclusions and recommendations are made regarding the opinions, knowledge and sexual harassment experiences of female employees in the SAPS as well as how sexual harassment should be handled by various parties such as managers and social workers employed by the SAPS. The implementation of a sexual harassment training programme can be of great value to the South African Police Service and all its employees, provided the staff at management level, professional personnel (social workers, psychologists and personnel practitioners) and all other levels of employees commit themselves to working together on addressing and preventing sexual harassment in the workplace. Regular evaluations should be done by the social worker after the sexual harassment training programme has been implemented, in order to determine the effectiveness of the prevention training programme for addressing sexual harassment in the SAPS. Social workers in the SAPS should endeavour to clarify the extent of the problem of sexual harassment and should bring the seriousness of the problem to the attention of managers and all other employees. Social workers therefore have a crucial role in assisting with the implementation of the organisation's sexual harassment policy and in doing further research regarding sexual harassment in the workplace.
AFRIKAANSE OPSOMMING: Seksuele teistering is 'n ou probleem vir die vroue wie die slagoffers daarvan is, maar dit is relatief nuut as 'n sosiale kwessie. Studies wat in Suid-Afrika en internasionaal uitgevoer is, dui aan dat seksuele teistering 'n probleem in feitlik elke organisasie is en dat 'n aansienlike getal werkende vroue ongewensde seksuele aandag in die werkplek ervaar. Die bestaande wanopvattings, mites sowel as stereotiperings wat in die werkplek voorkom rakende seksuele teistering, dra by tot die frustrasie wat vroulike werknemers ervaar in hul poging om die bestuur hul klagtes oor seksuele teistering te laat insien. Soos baie organisasies, is die Suid-Afrikaanse Polisiediens (SAPD) bewus dat die probleem voorkom, maar onbewus van die omvang daarvan of die skadelike gevolge wat dit inhou vir werknemers en die werkplek. Aangesien seksuele teistering gewoonlik plaasvind in privaatheid, weet die vroue in die SAPD wat geteister word gewoonlik nie hoe om te reageer of hoe om die teisterende situasie te hanteer nie. Gevolglik ly hulle in stilte. Baie vroulike werknemers is in vertwyfeling oor hoe om die bestuurskomponent in die SAPD, wie tradisioneel oorheers word deur mans, te laat besef hoe vernederend en frustrerend seksuele teistering vir hulle is. Hulle is ook desperaat om die ondersteuning van bestuurders te kry ten einde die probleem van seksuele teistering in die werkplek aan te spreek. Alhoewel die SAPD oor 'n beleidsdokument vir seksuele teistering beskik, kom die probleem van seksuele teistering steeds voor in die werkplek. Die enigste beskerming vir die organisasie en die werknemers, is voorkoming of indien dit ontbreek, onmiddellike en gepaste optrede nadat 'n klagte van seksuele teistering aangemeld word. Voorkoming kan slegs geskied indien die beleid ten opsigte van seksuele teistering, goed bekend gemaak word aan alle partye en dit konsekwent en regverdig toegepas word. Die navorser het in haar kapasiteit as maatskaplike werker in die SAPD bevind dat alhoewel bestuurders en werknemers bewus is dat hierdie tipe misdryf voorkom, hulle die hantering van die sensitiewe probleem ontwyk as gevolg van 'n gebrek aan behoorlike riglyne. Die doel van die studie was gevolglik om riglyne daar te stel vir die samestelling van 'n opleidingsprogram vir die implementering van die bestaande beleidsdokument vir die hantering van seksuele teistering in die SAPD. Die doel was om te verseker dat intervensie en voorkoming van seksuele teistering meer effektief hanteer sal word in die SAPD. Bestaande literatuur ten opsigte van die onderwerp van seksuele teistering is bestudeer en aangebied in 'n teoretiese raamwerk. Die geskiedenis, wetgewing en omvang van seksuele teistering op internasionale vlak, sowel as in Suid-Afrika en die SAPD is bespreek. Die ontwikkeling en gevolge van seksuele teistering vir die organisasie en al die betrokke werknemers is beklemtoon. Voorkomingsmaatreëls en riglyne vir die implimentering van die bestaande beleidsdokument oor seksuele teistering in die SAPD is verken. Die voorkoms van seksuele teistering in die werkplek en die gevolglike ervaring(s) en effek daarvan op vroulike werknemers in die SAPD is in fokus gebring. 'n Verkennende-beskrywende studie is gedoen met behulp van 'n vraelys, as instrument vir data-versameling, by polisiestasies in een area van die Wes-Metropool in die SAPD (Wes- Kaap) waar maatskaplike werkers dienste lewer. Die opinies en houdings van vroulike werknemers met betrekking tot hul ervaring(s) of kennis is bepaal ten opsigte van die verskynsel en die hantering van seksuele teistering in die SAPD. Inligting verkry vanaf die vraelys, is aangebied in ses kategorieë naamlik: demografiese kenmerke van respondente, gedrag van manlike werknemers teenoor vroulike werknemers, die persoon verantwoordelik vir die seksuele teisterende insident, reaksies ten opsigte van die seksuele teisterende insident, effekte wat die seksuele teistering ervaring(s) vir die vroue en die werkplek inhou asook die aanspreek van seksuele teistering in die werkplek. Gevolgtrekkings en aanbevelings is gemaak rakende die opinies, kenmerke en ervarings van vroulike werknemers ten opsigte van seksuele teistering in die SAPD, asook ten opsigte van die hantering van seksuele teistering deur die verskeie partye soos, byvoorbeeld bestuurders en maatskaplike werkers in diens van die SAPD. Die implementering van 'n opleidingsprogram ten opsigte van seksuele teistering kan waardevol wees vir die Suid- Afrikaanse Polisiediens en al die werknemers mits die bestuurders, professionele personeel (maatskaplike werkers, sielkundiges en menslike hulpbronbestuur) hulself verbind tot samewerking ten opsigte van die aanspreek en voorkoming van seksuele teistering in die werkplek. Gereelde evaluerings deur die maatskaplike werker moet gedoen word na die implementering van die seksuele teistering opleidingsprogram, ten einde die effektiwiteit van die voorkomingsprogram te bepaal vir die aanspreek van seksuele teistering in die SAPD. Maatskaplike werkers in die SAPD moet hulself beywer om duidelikheid te verkry oor die omvang van die probleem van seksuele teistering en moet die erns van die probleem onder die aandag bring van bestuurders en alle ander werknemers. Maatskaplike werkers het dus 'n beslissende ondersteuningsrol om te vervul ten opsigte van die implimentering van die organisasie se beleid vir seksuele teistering, asook om verdere navorsing ten opsigte van seksuele teistering in die werkplek aan te moedig.
44
Axelsson, Martin. "HR-medarbetares upplevelser kring spelprevention och policyimplementering på arbetsplatsen." Thesis, Stockholms universitet, Psykologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-154516.
Full textAbstract:
Skadligt bruk är ett brett begrepp som omfattar många olika former av bruk, till exempel av alkohol, droger eller spel om pengar vilket kan påverka arbetsprestationen negativt hos en arbetstagare. På uppdrag av Folkhälsomyndigheten ville man värdera verkningsgraden av genomförda utbildningsinsatser kopplat till problematiskt spelande. Syftet med den här studien är att kvalitativt utvärdera upplevelser av genomförda utbildningsinsatser som organisationen Alna genomfört kring skadligt bruk med fokus på spelproblem. Tematisk analys användes och datainsamling skedde genom semistrukturerade intervjuer med tio HR-medarbetare, vars fem organisationer ingick i utbildningsprojektet Spel och spelförebyggande insatser för arbetslivet. Resultatet visar att Alnas metoder och verktyg upplevs som effektiva och värdefulla av undersökningsdeltagarna. Vissa hinder för effektiv implementering av uppdaterade policys och riktlinjer identifierades och dessa kunde bestå av tidsbrist, underbemanning eller eftersatt prioritering av spelfrågan. Vidare framgår det att Alnas utbildningsinsatser främjat utformandet av policys och riktlinjer kring skadligt bruk med fokus på spel och spelproblem i organisationerna.The complex concept regarding harmful use of different nature, could be related to the use of alcohol, drugs or gambling. Such activities could affect the efficiency and productivity of an employee in a workplace environment in a negative way. At the request of the Public Health Agency of Sweden, a group of scientist was given the task to evaluate a project regarding education concerning problematic gambling. The purpose of the current study is to evaluate a project regarding education concerning gambling and gambling prevention, and was carried out by the organization Alna. Thematic analysis was used and collection of data was done with semi structured interviews, with ten HR-employees whose five organisations was included in the project Gambling and gambling preventive efforts directed towards the labour market. The results show that the methods and tools used by Alna is perceived as efficient and valuable by the participants. Some obstacles which works against efficient implementation of updated policies and guidelines were identified and these could consist of time constraints, under staffing or subordinated priority of the gambling issue per se. Furthermore it seems that the education project regarding gambling prevention performed by Alna has contributed to the development of policies and guidelines regarding harmful use of different kinds with focus on the gambling issue.
Utvärdering av projektet Spelförebyggande Insatser för Arbetslivet – Praktisk Tillämpning och utvärdering.
45
Clysén, Amanda, and Elin Berglund. "Den begreppsmässiga problematiken : En kvalitativ intervjustudie om komplexiteten att beskriva arbetsplatsrelaterat hot och våld mot poliser i särskilt utsatta områden." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och kriminologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-30338.
Full textAbstract:
Syftet med denna studie var att skapa förståelse för komplexiteten av att beskriva arbetsplatsrelaterat hot respektive våld mot poliser som arbetar i särskilt utsatta områden, med utgångspunkt i den begreppsmässiga problematiken. Genom semi-strukturerade intervjuer med fem poliser som arbetar i särskilt utsatta områden fann vi att det råder en begreppsförvirring avseende arbetsplatsrelaterat hot respektive våld. Det framkom att hot var mer svårdefinierat än våld samtidigt som det var möjligt att identifiera en ambivalens som påvisade att inget av begreppen erhöll en självklar definition. Definitionen baserades dels på vilka uttryck och handlingar som inkluderades respektive exkluderades, dels på vem som sätter gränserna för hot respektive våld. Definitionen baserades även på vem som utför handlingarna. Studiens viktigaste slutsats var att det inte med säkerhet bör gå att dra slutsatser kring omfattning och karaktär utan att ta hänsyn till den begreppsmässiga problematiken som råder avseende arbetsplatsrelaterat hot respektive våld i särskilt utsatta områden.The purpose of this study was to create an understanding regarding the complexity of describing workplace violence against police officers who work in particularly vulnerable areas, based on the definitional problem. Through semi-structured interviews with five police officers who work in particularly vulnerable areas, we found that there is a definitional confusion regarding workplace violence. It emerged that threats were more difficult to define than violence, while it was possible to identify an ambivalence that showed that none of the concepts received a definite definition. The definition was based partly on which expressions and actions were included and excluded, respectively, on who sets the boundaries regarding threat and violence, but was also based on who is performing the actions. The main conclusion of the study was that it may not be possible to draw conclusions about range and character with certainty, without taking into account the definitional problem that prevails regarding workplace violence in particularly vulnerable areas.
46
Holte, Kjersti Lien. "Hysj : En kritisk didaktisk relasjonsanalyse av Curriculum Silentium; den skjulte policyen for taushet om arbeidsrelatert kritikk hos ansatte." Doctoral thesis, Karlstads universitet, Avdelningen för arbetsvetenskap, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-4405.
Full textAbstract:
This study has developed a tool for explaining why employees fail to speak up with regard to work related criticism; there is a hidden policy of silence that teaches employees to remain silent. This hidden policy is here designated as the "Curriculum Silentium" and is described in detail on the basis of empirical and theoretical data. After identifying a gap between the intentionally and experienced policy for employees freedom of speech in organizations I suggest that there are on-going unofficial, partially hidden learning processes in the organizations. The overall research question is; How does the Curriculum Silentium; the hidden policy of silence among employees, look like? I make an analytic construction of the hidden policy as if it were planned policy, using the didactic categories applicable to organizations. These didactic categories are: goals, content, teaching strategies and the motivation of employees. The empirical data was collected in three different organizations: an elementary school, a home for the elderly and a factory in the process industry, using qualitative methods such as interviews and observation. The theoretical foundation of the study is taken from existing theory within the field of work life research and educational science. The study is not a comparative study of the three organizations, but does involve a comparison of whether and how the Curriculum Silentium is expressed in three such different organizations. The challenge of examining hidden relationships in organizations was met through the development of guidelines for an analytical approach called a critical didactic relations analysis. The study concludes that a hidden policy of silence resembling that presented here exists in organizations where employees fail to voice working life related criticism.
47
Harwood, Susan. "Gendering change : an immodest manifesto for intervening in masculinist organisations." Western Australia. Police Service, 2006. http://theses.library.uwa.edu.au/adt-WU2007.0017.
Full textAbstract:
[Truncated abstract] Conservative, incremental and modest approaches to redressing gendered workplace cultures have had limited success in challenging the demographic profile of densely masculinist workplaces. In this thesis I draw on a study of women in police work to argue that combating highly institutionalised, entrenched masculinist practices calls for more than modesty. Indeed the study shows that ambitious, even contentious, recommendations for new procedures can play an important role when the goal is tangible change in cultures where there is an excess of men. In conclusion I posit the need for some bold risk-taking, alongside incremental tactics, if the aim is to change the habits and practices of masculinist organisations . . . This dissertation maps that interventionist process across a four-year period. In assessing the role played by the feminist methodology I analyse what people can learn to see and say about organisational practices, how they participate in or seek to undermine various forms of teamwork, as well as how individual team members display their new understandings and behaviours. I conclude that the techniques for supporting women in authoritarian, densely masculinist workplaces should include some bold and highly visible ‘critical acts’, based on commitment from the top coupled to strongly motivated and highly informed teamwork.
48
Fourie, Marius (Mattheus Hermanus Wessels). "Die bestuur van diversiteit in die Suid-Afrikaanse Polisiediens." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/52768.
Full textAbstract:
Thesis (PhD)--Stellenbosch University, 2002.ENGLISH ABSTRACT: Organisation development is an emerging behavioural science discipline. Its goals are to make organisations more effective and to develop individual potential. For this reason organisation development provides a set of methodologies to bring about organisational change and improvement systematically. The techniques introduced by organisation development adhere to a set frame of values. This research proposes that organisation development, as an evolving discipline, can depend on the management of diversity as a tool for change under certain conditions. Organisations are faced with the problem of surviving a fiercely competitive world. This they have to do with a workforce that is becoming increasingly diverse. Diversity as highlighted in this study, is a complex phenomenon. It does not entail only race and ethnicity as is sometimes believed, but also incorporates aspects like cultural differences and individual preferences. The traditional view of diversity has been assimilation, where race and other differences were standardised in a type of melting pot. In real life groups want to retain their individuality and this is being increased by today's non-hierarchical, collaborate and flexible management styles. The challenge is therefore to acknowledge differences and then to get the same and even more productivity from a diverse workforce as had been the case with the homogeneous workforce. This must be done without artificial programmes, standards or barriers. The limited data strongly suggest that efforts to manage diversity, as undertaken by leading organisations, have been fairly successful in improving performance regarding productivity, absenteeism and turnover. If diversity is ignored or improperly managed, it could become a detractor from performance. On the other hand, if diversity is managed well, organisations will be able to make diversity an asset to performance. This research shows that the management of diversity can and should be used to change organisation culture and to promote satisfactory performance. In this regard the monoculture of the South African Police Services is described as an example of an organisation culture that hampers the personal growth of its members and thus leads to ineffectiveness. This study identifies the main characteristics of the so-called police culture that prevents the organisations performance from being effective. It does so in the light of recent quantitative and qualitative research. Out of this a framework is developed that can be used to implement the management of diversity. The study also proposes proposals to utilise the management of diversity as an organisational development technique. For this purpose a measurement instrument is developed. The dissertation concludes with an exposition of strategies that the South African Police Service can implement on individual, group and organisation level, to manage diversity effectively.
AFRIKAANSE OPSOMMING: Organisasie-ontwikkeling, 'n ontluikende gedragswetenskaplike dissipline, het as doelwit die verhoging van organisasies se effektiwiteit en die ontwikkeling van individue se potensiaal. Om dié rede maak organisasie-ontwikkeling voorsiening vir 'n stel metodologieë gerig op die stelselmatige teweegbring van organisatoriese verandering en verbetering. Die tegnieke wat deur organisasie-ontwikkeling toegepas word, is op 'n vaste waardestelsel gefundeer. Hierdie navorsing doen aan die hand dat organisasie-ontwikkeling, as 'n jong dissipline, onder sekere omstandighede kan reken op die bestuur van diversiteit as 'n instrument vir verandering. Organisasies kom te staan voor die probleem van oorlewing in 'n hoogs mededingende wêreld en kan dit slegs aandurf met die beskikbare menslike hulpbronne van 'n toenemend diverse aard. Diversiteit, soos in hierdie studie toegelig, is 'n komplekse verskynsel wat nie slegs, soos dikwels aanvaar, ras en etnisiteit behels nie, maar ook aspekte soos kulturele verskille en individuele voorkeure insluit. Die tradisionele siening van diversiteit was een van assimilasie waar ras en ander verskille in 'n tipe smeltkroes gestandaardiseer is. In die werklike lewe wil groepe hul individualiteit behou, 'n beginsel wat bevorder word deur die hedendaagse nie-hiërargiese, samewerkende en buigsame bestuurstyle. Die uitdaging is dus om, met erkenning van die verskille, met die diverse arbeidsmag selfs hoër produktiwiteit te behaal as met 'n homogene arbeidsmag. Dit moet sonder kunsmatige programme, standaarde of hindernisse bewerkstellig word. Die beperkte data laat deurlopend blyk dat die diversiteitsbestuurspogings, soos deur vooraanstaande organisasies aangewend, in 'n mate geslaag het om verbeteringe in produktiwiteit, werksafwesigheid en arbeidsomset teweeg te bring. Indien geïgnoreer of swak bestuur, kan diversiteit nadelig op produktiwiteit inwerk, soos die teendeel ook waar is, naamlik dat diversiteit, wanneer goed bestuur, tot voordeel van produktiwiteit kan wees. Hierdie navorsing toon dat die bestuur van diversiteit kan en behoort gebruik te word om organisasiekultuur te verander en om bevredigende werkverrigting te bevorder. In hierdie verband word die monokultuur van die Suid-Afrikaanse Polisiediens beskryf as 'n voorbeeld van 'n organisasiekultuur wat die persoonlike groei van lede strem en so tot oneffektiwiteit aanleiding gee. Aan die hand van resente kwantitatiewe en kwalitatiewe navorsing identifiseer hierdie studie die hoofkenmerke van die sogenaamde polisiekultuur wat belemmerend inwerk op effektiewe werkverrigting. Hieruit word 'n raamwerk ontwikkel wat gebruik kan word vir die implementering van diversiteitsbestuur. Die studie doen ook voorstelle aan die hand om die bestuur van diversiteit as Organisasie-Ontwikkelingstegniek te optimaliseer. Vir die doeleindes word 'n meetinstument ontwikkel. Die proefskrif sluit af met 'n uiteensetting van strategieë wat die SA Polisiediens vir die effektiewe bestuur van diversiteit op individuele, groeps, organisasie en interorganisatoriese vlakke kan implementeer.
49
Clark, Edward William. "Die effek van personeelplasing op dienslewering in die Suid-Afrikaanse Polisiediens : Area Oos-Metropool : Kaapstad." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53370.
Full textAbstract:
Thesis (MPA)--Stellenbosch University, 2003.ENGLISH ABSTRACT: The General Elections of 27 April 1994 lead the country to a new democracy which caused changes in the political-, social- and constitutional domain in South Africa. This brought about new winds of change in the Public Sector too. The South African Police Service (SAPS) is also identified as a component of the Public Sector and this lead to an investigation of service delivery standards which are rendered to local communities by the SAPS. The hypothesis is that personal placement in the SAPS can have an effect on the organisation's service delivery standards. Various concepts were investigated and defined. Methodological considerations and research methods were applied as guidelines to the underlying principles, for possible answers to the research problem. A theoretical base was established as foundation of a practical investigation. Recruitment, selection and personnel placement are discussed with various references to current legislation includes aspects such as affirmative action and the implications it could have on service delivery. A final practical investigation included the distribution of questionnaires to police members and members of the public in the policing areas under discussion. The answers were processed where upon recommendations were made for the improvement of service delivery in the SAPS. Research was completed in the East Metropole, Cape Town to establish what effect personal placement could have on service delivery in the South African Police Service. The specific policing area (referring to the Area East Metropole) is used as a practical case study as if appears that currently personal placement within the SAPS could be implemented more effectively in order to enhance service delivery to all communities in the East Metropole. Due to personal shortages within the SAPS, these communities encounter problems such as increases in crime on a daily basis. The research process was encouraged by problems experienced by members of the SAPS and the public. Although the research outcome cannot be ruled as a success or failure, it was an attempt to focus on the effect that crime have on the lives of members of the SAPS and communities within the Area East Metropole.
AFRIKAANSE OPSOMMING: Die Algemene Verkiesing op 27 April 1994 het die land gelei na 'n nuwe demokrasie wat tot 'n totale verandering op die politieke-, sosiale- en konstitusionele terrein in Suid-Afrika gevolg het. Dit het die geleentheid geskep vir veelvuldige veranderinge in die Openbare Sektor. Hieronder is die Suid-Afrikaanse Polisiediens (SAPD) ook geïdentifiseer en dit het gelei tot 'n ondersoek in die dienslewering standaarde wat die SAPD aan plaaslike gemeenskappe verskaf. Die hipotese is dat personeelplasing in die SAPD 'n effek kan hê op die organisasie se dienslewering standaard. Verskeie konsepte is ondersoek en gedefinieer. Metodologiese oorwegings en navorsingsmetodes is as riglyne toegepas om 'n moontlike antwoord te vind op die navorsingsprobleem. 'n Teoretiese basis is geskep as fondasie vir 'n praktiese ondersoek. Werwing, keuring en personeelplasing word bespreek met verskeie verwysing na huidige wetgewing op aspekte soos regstellende aksie en die impak wat dit op dienslewering kan hê. 'n Finale praktiese ondersoek het die verspreiding van vraelyste onder polisiebeamptes en lede van plaaslike gemeenskappe in die polisiërings area onder bespreking, ingesluit. Die antwoorde is verwerk, waarna aanbevelings gemaak is tot die verbetering van dienslewering in die SAPO. Navorsing is voltooi in die Area Oos-Metropool, Kaapstad om te bepaal watter effek personeelplasing op dienslewering in die Suid-Afrikaanse Polisiediens kon hê. Hierdie spesifieke polisiëringsgebied (verwysend na die Area Oos-Metropool) word as 'n praktiese gevalle studie aangewend aangesien dit wil voorkom dat personeelplasing in die SAPD tans meer effektief geïmplementeer kan word ten einde dienslewering te verbeter aan alle gemeenskappe in die Oos-Metropool. As gevolg van personeel tekorte binne die SAPD ondervind hierdie gemeenskappe 'n toename in misdaad op 'n daaglikse basis. Die navorsingsproses is aangemoedig deur probleme wat deur lede van die SAPD en publiek ondervind word. Alhoewel die navorsingsuitkoms nie as 'n sukses of mislukking uitgeskakel kan word nie, was dit 'n poging om te fokus op die effek wat misdaad op die lewens van die lede van die SAPD en gemeenskappe in die Area Oos-Metropool het.
50
Brown, Georgia. "The relationship between workplace behaviour policies and experiences of workplace bullying." Thesis, 2018. http://hdl.handle.net/2440/131462.
Full textAbstract:
This item is only available electronically.Workplace bullying is a global phenomenon, associated with significant negative individual and organisational consequences. Workplace behaviour policies represent a commonly promoted prevention and intervention method. However, research examining the relationship between workplace behaviour policies and bullying experiences is limited. Accordingly, this systematic review examined available research in this area, identifying what is known, what remains unknown and the requirements surrounding future research. Results revealed that studies which have attempted to explore the relationship are marked by limitations, significantly restricting their implications. Ultimately, it is unclear whether the presence of a workplace behaviour policy reduces the experience of workplace bullying. The implications of these results are discussed and directions for future research are outlined.
Thesis (M.Psych(Organisational & Human Factors))-- University of Adelaide, School of Psychology, 2018