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1
Doman, Sanet, e Gerhard Nienaber. "Tax Education: Current Views And Preferences Of South African Employers". International Business & Economics Research Journal (IBER) 11, n. 8 (1 agosto 2012): 951. http://dx.doi.org/10.19030/iber.v11i8.7172.
Testo completoAbstract (sommario):
Various reasons caused the demand for tax practitioners to increase, creating a need for specialised tax education and training. Since the tax profession is not currently regulated in South Africa, educators receive little input from employers on their expectations regarding formal tax qualifications. This causes uncertainty as to whether or not employers are satisfied with tax education in South Africa. This article reports on the current and preferred composition of tax departments, considering South African employees qualifications. The article also highlights employers current views and preferences regarding theoretical knowledge and practical skills included in these qualifications. Any agreements between the employees current views and preferences are indicated. Data was gathered by using questionnaires and the population on which it was tested comprised partners of the tax departments of certain financial consulting firms. The results show that there is not a fundamental difference between the current and preferred composition of tax departments. There is also evidence that employers preferences regarding theoretical knowledge and practical skills differ from their current views. It is therefore recommended that tax education in South Africa is regulated to ensure that employers can provide input on the curricula included in tax qualifications.
2
Василько, І. В. "Supervision and Control as Special Forms of Protecting Labor Rights of Employees who Work for Employers Being Individuals". Bulletin of Kharkiv National University of Internal Affairs 90, n. 3 (22 settembre 2020): 63–69. http://dx.doi.org/10.32631/v.2020.3.06.
Testo completoAbstract (sommario):
The emphasis has been placed on the fact that the number of recent cases of violation of labor rights of employees working for employers being individuals has significantly increased, which, in turn, necessitates effective supervision and control in this area. Based on the analysis of scientific views, the author has provided own definition of supervision and control as special forms of protecting labor rights of employees working for employers being individuals. It has been emphasized that the control within the framework of the considered issues ensures observance of the law in the sphere of labor, allows to reveal and eliminate certain shortcomings in time, as well as to take measures to prosecute employers who have violated current labor legislation. Features of this scientific category have been outlined. It has been stated that the control and supervision activity acts as a kind of guarantee of the realization of the right of employees to fair and safe working conditions, proper equipment of workplaces and compliance with the law by employers while concluding an employment contract with an employee. It has been argued that the implementation of control and supervisory activities in the studied area relies on various public authorities, where their main functions should include the detection of violations of labor rights of employees by employers, development of propositions to prevent violations of labor laws, monitoring the compliance with regulations issued in regard to employer in the result of inspections by the competent authorities, development and approval of the annual plan for scheduled inspections; drawing up minutes on administrative offenses against employers who have violated labor legislation; organization and monitoring of the compliance with labor legislation, including the collection, processing and analysis of information, operation of an automated information system for control and supervision.
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Bočková, Kateřina, e Daniel Lajčin. "Home Office and Its Influence on Employee Motivation". 12th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 12, n. 1 (8 ottobre 2021): 3. http://dx.doi.org/10.35609/gcbssproceeding.2021.12(3).
Testo completoAbstract (sommario):
There are several variants and various modifications of forms of work outside the office. Some companies use, enable or even prefer working from home in the form of a home office. In practice, we often encounter different views on this form of work, both in terms of positive benefits and negatives and risks. In practice, there is probably no uniform view of this issue, both on the part of employers and management and employees. Working from home in the form of a home office shows certain specifics and places specific and different demands on both employees and employers compared to "traditional" work in the office or in another place designated by the employer to perform work. The problem may be not only the decision itself whether to allow and whether to use work from home for employees, but also the decision on which job positions and with what job description are suitable for the mentioned form of work performance. The place of work most likely has a significant effect on the motivation of employees and management. The question is whether and under what conditions positive motivation prevails, or negative motivation, i.e. demotivation. In the presented work, we focus on the advantages and disadvantages, i.e. the risks of the mentioned type of work, especially in the area of employee motivation. In this paper we summarize the development and current theoretical information on this issue and then compare it with current practice. In the following practical part, we will examine the perception of differences in employees, between working in the office and home office, focusing on the mentioned area of motivation. Keywords: Demotivation, Home Office, Leadership, Management, Motivation.
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Frączek, Adriana. "Social Media in the Employee Recruitment Process". Studia Gdańskie. Wizje i rzeczywistość XVII (1 giugno 2021): 61–71. http://dx.doi.org/10.5604/01.3001.0014.9091.
Testo completoAbstract (sommario):
Satisfying the need for human resources in the organization, results from the employment plan. When it turns out that there is a vacancy in a particular position, either newly created or already existing, the recruitment procedure begins. A very important element in the recruitment of employees is the selection, which is understood as a series of actions taken to fill the vacant positions with suitable employees. The company can carry out the entire recruitment process on its own, by its Social Media in the Employee Recruitment Process own specialists, as well as may use the help of employment offices or personnel consulting. The current reality of the global economy gives many opportunities for both employees and employers. One of these opportunities is the recruitment through social media. Communication medium in the form of the Internet, defines new standards of information transfer. Candidates have the opportunity to exchange views about the company and the proposed position, while employers can learn through social networking sites something about potential candidates.
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Grando, Danilla, Catherine Pocknee, Bronwyn Clarke e Margaret Jollands. "What do Life Science employers look for in graduates?" Microbiology Australia 37, n. 2 (2016): 60. http://dx.doi.org/10.1071/ma16021.
Testo completoAbstract (sommario):
As part of an Australian Government Office for Learning and Teaching (OLT) grant to develop graduate employability through partnerships with industry and professional associations1, RMIT University invited industry representatives from Life Science (microbiology focused) professions to a focus group to discuss their views on desirable graduate traits and attitudes. Subsequently current Life Science students at RMIT were also invited to focus groups. Using an expanded framework for graduate employability2, their responses were coded and analysed and compared with responses from similar focus groups from other RMIT programs.
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Stearns, Dan T. "Including Stakeholders in the Curriculum Assessment Process". HortScience 31, n. 4 (agosto 1996): 567f—567. http://dx.doi.org/10.21273/hortsci.31.4.567f.
Testo completoAbstract (sommario):
Decisions regarding curricular direction are often made by departmental committees comprised of faculty who are most closely associated with the curriculum. While knowledgeable about current direction, these faculty may not be positioned to accurately forecast future shifts in industry focus. By including employers, potential employers, alumni, students, and representatives from similar programs in the process, alternative views and opinions critical to the visioning process are generated. Penn State's recent efforts in program assessment will be outlined.
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Hirsch, Peter Buell. "Fit-bitting the dog". Journal of Business Strategy 37, n. 2 (18 aprile 2016): 50–54. http://dx.doi.org/10.1108/jbs-02-2016-0009.
Testo completoAbstract (sommario):
Purpose The purpose of this paper is to examine the increasing use of data monitoring of employees by companies. As companies gather data on employees’ keystrokes and mouse clicks, as well as data on employees’ movements and interactions during the work day, they have an opportunity to strengthen the relationship of trust between employer and employee or weaken it. This viewpoint attempts to lay out some opportunities to have a positive outcome in this changing relationship. Design/methodology/approach The viewpoint looks at current practices in the monitoring of employees through secondary research into published sources to arrive at some hypotheses about how companies could create value for employees with the data they are gathering. Findings The viewpoint concludes that the dangers of poisoning the employer/employee relationship through intrusive monitoring and abuse of the data collected are very real. However, there is also an opportunity to empower employees with the very data being gathered on their behaviors and activities. Research limitations/implications The findings are based largely on anecdotal insights and the views of individual corporate leaders and proponents of monitoring software. Primary research will be required to assess the actual opinions of employees about the monitoring software being used by their employers. Practical implications Those companies that embrace the empowerment of employees through the sharing of data being gathered and practice transparency about its gathering will gain competitive advantage as a favored employer. Originality/value Although there have been a significant number of articles describing the expansion in the digital monitoring of employees, the author is not aware of any discussion of the potential of this data gathering to produce positive results for employees.
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Nadtochiy, Yuliya, Yelizaveta Rozanova, Andrey Solovyev, Svetlana Shiryayeva e Natalya Kazantseva. "Education quality from the viewpoint of educational process participants and the parties concerned". SHS Web of Conferences 98 (2021): 01025. http://dx.doi.org/10.1051/shsconf/20219801025.
Testo completoAbstract (sommario):
The relevance of the study of issues related to improving the quality of education in current realities is not in doubt. One may note a wide range of opinions regarding the content and essence of this concept, its structure, ensuring the quality of the educational process, in particular, in educational institutions of higher education, and understanding of the quality of existing education by the educational process participants (teachers and students) as well as parties concerned (employers, parents, etc.). Improving the quality of education is a multifaceted and continuous process that requires careful attention from the scientific community. The authors consider the main definitions of the concept of quality of education and uncover its content. To study different views on the quality of contemporary education, several surveys of the main participants in the educational process, i.e. teachers and students, were conducted. The authors revealed the opinions of employers and graduates regarding the quality of domestic higher education and, based on these qualities, created a profile of contemporary graduates (young professionals) who have received a high-quality education. As a result of the conducted research, the conclusion is confirmed that quality is understood by each person according to their accumulated experience and the subjective idea of this category, and changes according to the requirements that are dictated by society and the state in a particular historical period, as well as depending on the conditions of the surrounding reality (a clear example is a current situation with coronavirus which shows that the main skills for employees are the skills and abilities to perform work remotely, which also become key ones when making a decision by the employer about hiring an employee).
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Kramer, Bonita, Michael Seda e Georgiy Bobashev. "Current opinions on forensic accounting education". Accounting Research Journal 30, n. 3 (4 settembre 2017): 249–64. http://dx.doi.org/10.1108/arj-06-2015-0082.
Testo completoAbstract (sommario):
Purpose This paper aims to determine current views of educators and practitioners regarding forensic accounting education, given the recent dramatic growth in the number of colleges and universities offering such education. Design/methodology/approach Survey, with statistical analysis of responses. Findings Results find that while both groups agree the demand for forensic accounting services will increase in the near future and that they prefer a separate course or degree be offered at the graduate and undergraduate levels, there are several significant differences between the educators’ and practitioners’ opinions on forensic accounting content and preferred teaching techniques. Practitioners consider topics outside traditional accounting as more important to include in forensic accounting education, and more highly value teaching techniques that add an experiential learning component. Practical implications Results can be useful to educators who have not considered offering forensic accounting courses or who wish to refine or update their existing forensic accounting education. Students seeking a career in forensic accounting can also use these results to facilitate their course choices to develop skills that employers value. Social implications These results find that practitioners value some nontraditional accounting skills, such as in forensic technology and interviewing, more highly than academics, which suggests accounting educators may need to develop interdisciplinary approaches to forensic accounting education. Originality/value As the number of institutions offering forensic accounting education has dramatically increased, current views of forensic accounting educators and practitioners are needed.
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Takemoto, R. Takuji, Hiroko Oe e Yasuyuki Yamaoka. "Sustaianble Relationships within Organisations in an Age of Transition of Economy: Focus on Employees’ Trust in Organisations". Economit Journal: Scientific Journal of Accountancy, Management and Finance 1, n. 2 (31 maggio 2021): 57–69. http://dx.doi.org/10.33258/economit.v1i2.439.
Testo completoAbstract (sommario):
This exploratory research aims to provide an overview of employees’ current views regarding their organisations, with a focus on evaluating their trust in their workplace. A quantitative approach was applied to a dataset collected from Japanese businesspeople. From the analysis, it was found that the respondents’ perspectives differed depending on three demographic variables: gender, education, and annual income. Descriptive analysis results indicate that males express more positivity and support for the organisational directions in the new lifestyle phase resulting from the COVID-19 impact, that more highly educated respondents are more positive than other cohorts, and that higher-income respondents are more positive than others. These findings imply that organisations need to design different communicative approaches with different employee groups if they are to establish sustainable relationships with employers and cope with the disruptive environment.
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Messum, Diana, Lesley Wilkes, Kath Peters e Debra Jackson. "Content analysis of vacancy advertisements for employability skills: Challenges and opportunities for informing curriculum development". Journal of Teaching and Learning for Graduate Employability 7, n. 1 (25 gennaio 2017): 72–86. http://dx.doi.org/10.21153/jtlge2016vol7no1art582.
Testo completoAbstract (sommario):
The process of curriculum development can be informed by seeking the views of stakeholders, including employers, academics, students and recent graduates, about the skills, attributes and personal characteristics required by various professions. The views of several stakeholders may also be compared to help ensure reliability of results and identify areas of agreement or variance. However, there are documented limitations regarding the perceptions of academics and students of employability skills, and also problems with employers’ and recent graduates’ views. Another approach to identifying the skills required in various professions is content analysis of job vacancy advertisements. Content analysis of advertisements is a versatile way of identifying current skills required by various professions, and allows comparison across countries and over time to identify trends. Yet there is little evidence to suggest that this information is used to inform curriculum development. This paper presents a qualitative integrative review of studies looking at employability skills (ES) through the use of content analysis of job vacancy advertisements. Here ES are equated with essential requirements stated in vacancy advertisements. ES is the term adopted in Australia by DEST (2002) to define skills required to both secure employment and progress in an organisation. The Critical Appraisal Skills Programme (2014) checklist for qualitative research was used in this integrative review of 40 studies. The range of application, research methods used and findings are discussed in this paper, as are the advantages and challenges associated with analysing job vacancy advertisements as a method of identifying employability skills (ES) required by employers.
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Williams, Larry E., L. T. Winfree e Lawrence Clinton. "Trouble in the Schoolhouse: New Views on Victimization, Fear of Crime, and Teacher Perceptions of the Workplace". Violence and Victims 4, n. 1 (gennaio 1989): 27–44. http://dx.doi.org/10.1891/0886-6708.4.1.27.
Testo completoAbstract (sommario):
The current study examines the self-reported victimizations of 90 public school teachers, over one-third of whom reported school-based theft of personal property or threats of violence. The study addressed two basic questions. First, what was the relationship between these school-based victimization experiences and the level of fear expressed by teachers? Second, what was the relationship between both the victimizations and fear and teacher satisfaction with their jobs and their employers? In order to provide a thorough examination of these relationships, several recognized correlates of teacher satisfaction, including respondent’s sex, age, work assignments, and racial attitudes and orientations, were included in the analysis. It was found that teacher satisfaction was influenced not only by factors normally associated with teaching, but also by perceptions of and experiences with youthful misbehavior at school. For its part, fear of crime exhibited a strong direct link to both types of satisfaction, and it apparently mitigated the influences of racism on satisfaction with one’s job and employer. These observations were consistent with an emerging perspective in victimization studies, which views the link between victimizations and fear of crime as part of the more general social climate, including perceptions of one’s work environment, a perspective that frees the researcher from the confines of more traditional conceptualizations about crime.
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Schutz, Michele A., Erik W. Carter, Erin A. Maves, Shimul A. Gajjar e Elise D. McMillan. "Examining school-community transition partnerships using community conversations". Journal of Vocational Rehabilitation 55, n. 2 (7 settembre 2021): 131–45. http://dx.doi.org/10.3233/jvr-211152.
Testo completoAbstract (sommario):
BACKGROUND: Effective school partnerships are crucial for supporting transition-age youth with disabilities to transition to adulthood. Although the importance of strong school-community collaboration is widely advocated, many school districts still struggle to establish transition partnerships within and beyond the school. OBJECTIVE: This study examined the application of “community conversation” events as a pathway for convening local communities to reflect on and strengthen their existing transition partnerships. METHODS: Five school districts held events that engaged a total of 213 local citizens in constructive dialogue about enhancing school-employer-community partnerships. RESULTS: Collectively, the individuals involved in these community conversations generated 55 distinct recommendations for developing or deepening transition partnerships, both within and beyond the walls of their local schools. When asked about the strength of current transition partnerships, however, the views of attendees were quite mixed. CONCLUSIONS: We offer recommendations for research, practice, and policy aimed at strengthening partnerships among schools, employers, agencies, families, and communities that improve the preparation and outcomes of youth with disabilities.
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Buligina, Ilze, Biruta Sloka, Ināra Kantāne e Anita Līce. "Role of Social Partners for Work-Based Learning: Results of Surveys". Economics and Business 29, n. 1 (1 agosto 2016): 82–89. http://dx.doi.org/10.1515/eb-2016-0025.
Testo completoAbstract (sommario):
Abstract Introduction of work-based learning (WBL) in Latvia has required new approaches in decision making of different stakeholders. Experience from countries with long-standing WBL tradition has shown the numerous advantages but also the challenges this approach presents. One of these challenges is the need for new forms and mechanisms of cooperation among the key stakeholders – policy makers, public administrators, employers, educators and social partners. The current paper analyses the results of scientific research in this field, as well as uses the empirical results of two surveys performed by the authors: a survey of public sector experts and a survey of employers in Latvia. In order to obtain detailed results, the evaluations of respondents on multiple aspects analysed in the surveys were evaluation in the scale 1–10. The data of both surveys have been analysed by descriptive analysis, cross-tabulations and multivariate analysis – factor analysis. The results have indicated that the views of employers and social partners on the most of the key aspects of introduction and implementation of WBL are similar. However, a more profound analysis has to be performed in order to develop proposals or the most efficient approach to WBL.
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Pantea, Maria-Carmen. "Parents as Gatekeepers? An Indirect Account on the Image of Vocational Education in Historical Context". Journal of Family History 45, n. 4 (20 dicembre 2019): 411–28. http://dx.doi.org/10.1177/0363199019895995.
Testo completoAbstract (sommario):
Vocational education and training (VET) is high on the European agenda. This article adds nuance to the policy ambition of “fixing” parents’ views on VET. It is based on extensive qualitative research in Romania, with over 250 young people. An unanticipated finding was the “absence” of parents from the young people’s accounts, along with a tendency by the teachers and employers to blame young people for having “unreasonable expectations.” This article explores the deeper structural reasons for the current state of “parental disengagement.” It links parents’ precarious working lives with young people’s sense of disillusionment and communist nostalgia.
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Lewis, Suzanne, Gillian Hallam, Ann Ritchie, Catherine Clark, Cheryl Hamill, Melanie Foti e Patrick O'Connor. "Employers’ Perspectives on Future Roles and Skills Requirements for Australian Health Librarians". Evidence Based Library and Information Practice 6, n. 4 (15 dicembre 2011): 57. http://dx.doi.org/10.18438/b8bp61.
Testo completoAbstract (sommario):
Objective – This study, which comprises one stage of a larger project (ALIA/HLA Workforce and Education Research Project), aimed to discover employers’ views on how (or whether) health librarians assist in achieving the mission-critical goals of their organizations; how health librarians contribute to the organization now and into the future; and what are the current and future skills requirements of health librarians.
Methods – Each member of the project group approached between one and five individuals known to them to generate a convenience sample of 22 employers of health librarians. There were 15 semi-structured interviews conducted between October and November 2010 with employers in the hospital, academic, government, private, consumer health and not-for-profit sectors. The interview schedule was sent to each interviewee prior to the interview so that they had time to consider their responses. The researchers wrote up the interview notes using the interview schedule and submitted them to the principal researcher, who combined the data into one document. Content analysis of the data was used to identify major themes.
Results – Employers expressed a clear sense of respect for the roles and responsibilities of library staff in their organizations. Areas of practice such as education and training, scientific research and clinical support were highlighted as critical for the future. Current areas of practice such as using technology and systems to manage information, providing information services to meet user needs and management of health information resources in a range of formats were identified as remaining highly relevant for the future. There was potential for health librarians to play a more active and strategic role in their organizations, and to repackage their traditional skill sets for anticipated future roles. Interpersonal skills and the role of health librarians as the interface between clinicians and information technology were also identified as critical for the future.
Conclusions – Interviews with employers provided valuable insights into the current and future roles and skills requirements of health librarians in Australia, enriching the findings of the earlier stages of the research project. The next step is to work with the stakeholder groups in this project and use the research project’s findings as the evidence base on which to develop a structured, modular education framework comprising a postgraduate qualification in health librarianship and a continuing professional development structure supporting a three-year cycle of certification and revalidation.
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Sándorová, Zuzana. "The Importance of Intercultural Communicative Competences for Tourism Labour Market: Students’ Views and their Self-Assessment". Journal of Language and Cultural Education 7, n. 1 (1 maggio 2019): 103–17. http://dx.doi.org/10.2478/jolace-2019-0007.
Testo completoAbstract (sommario):
Abstract The present paper is founded on two pillars. Firstly, it is one of the current trends in education worldwide, i.e. to connect theory and practice. Secondly, it is the need to be interculturally competent speakers of a foreign language in today’s globalized world of massive migration flows and signs of increasing ethnocentrism. Based upon these two requirements, the ability to communicate in a FL effectively and interculturally appropriately in the tourism industry is a must, since being employed in whichever of its sectors means encountering other cultures on a daily basis. Therefore, the aim of the present study was to find out undergraduate tourism students’ opinion on the importance of intercultural communicative competences for their future profession as well as their self-assessment in the given field. The findings of the research, which are to be compared to employers’ needs, revealed that there is considerable difference between the respondents’ views on the significance of the investigated issues and their self-esteem.
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Webster, Robert L., Kevin L. Hammond e James C. Rothwell. "Customer And Market Orientation Within AACSB Member Business Schools: Comparative Views From Three Levels Of Administrators". American Journal of Business Education (AJBE) 3, n. 7 (1 luglio 2010): 79–92. http://dx.doi.org/10.19030/ajbe.v3i7.460.
Testo completoAbstract (sommario):
This paper is part of a stream of research dealing with customer and market orientation within higher education, specifically within business schools holding membership in AACSB-International. A market orientation strategy leading to a customer and market-oriented organizational culture is based upon the acceptance and adoption of the marketing concept. The market-oriented organization recognizes the importance of coordinating the activities of all departments, functions, and individuals in the organization to satisfy customers by delivering superior value. The market-oriented organization continually monitors customer information, competitor information, and marketplace information to design and provide superior value to its customers. Theory and empirical research suggest that higher levels of customer and market orientation result in a greater ability of the organization to reach its objectives, in other words, higher levels of organizational performance. This paper extends the current research on the use of the market orientation strategy by reporting and analyzing customer and market orientation levels (scores) toward two customer groups within AACSB member business schools. The two customer groups studied were students and employers of students. Data input from three separate administrative levels having responsibilities associated with the business school were collected and analyzed. The administrators participating in the study were academic vice-presidents, business school deans and marketing department chairs. A critical underlying question in the research is whether students and employers of students are viewed as customers by higher education administrators. Comparisons of the various reported scores are made against a benchmark established in the marketing literature and then are compared by administrative group against one another. The university academic vice-presidents, business school deans, and marketing department chairs were surveyed by way of a national mail survey. All administrators were from colleges or universities holding membership in AACSB-International. 102 Vice-Presidents, 141 Business School Deans, and 94 Marketing Department Chairs responded. The paper presents details of the research process, findings, statistical inferences, and discusses the implications of the research for schools of business and academic marketing departments.
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Gow, Laura, e Sam Middlemiss. "Equal pay legislation and its impact on the gender pay gap". International Journal of Discrimination and the Law 11, n. 4 (dicembre 2011): 164–86. http://dx.doi.org/10.1177/1358229112440442.
Testo completoAbstract (sommario):
Equal pay legislation has been in existence for over 40 years in the UK and the legal rules dealing with equal pay have been consolidated and amended recently with the implementation of the Equality Act 2010. However, despite this, problems can still be identified with equal pay in the UK, most notably the continued existence of a sizeable gender pay gap. This article will outline the current legal rules on equal pay and analyse their effectiveness in addressing the issue of the gender pay gap. It is clear that a problem such as the gender pay gap is often caused in society by deeply held stereotypical, discriminatory views and in employment by employers (and some employees) with institutionalised discriminatory attitudes and behaviour. These causes of the gender pay gap militate against it being tackled solely by the law (specifically equality legislation). In this article we will undertake a comprehensive analysis of the topic and establish to what extent the current law can facilitate the necessary changes to eradicate this gap. In areas where it is not sufficiently robust to do this we will analyse what further changes are required through adjustments in the legal rules in the UK. Clearly, much is to be gained from eradicating the gender pay gap. However, there are a number of obstacles to achieving this, which are considered.
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Kovalenko, O., e І. Kaminska. "IMPROVING EMPLOYABILITY SKILLS OF UNIVERSITY STUDENTS: DEVELOPMENT TRENDS IN THE SYSTEM OF TEACHING MODERN LANGUAGES IN GREAT BRITAIN". Visnyk Taras Shevchenko National University of Kyiv. Military-Special Sciences, n. 2 (42) (2019): 29–32. http://dx.doi.org/10.17721/1728-2217.2019.0.29-32.
Testo completoAbstract (sommario):
In this article, the author addresses current views of British researches on enhancing employability skills of universitystudents in the process of foreign languages acquisition. Thus, widening participation of graduates looking for jobs, dependenceof national economic and social wellbeing on a good supply of graduates, showing that the financial sacrifices are economicallyworthwhile are considered to be of crucial importance for the issue of enhancing students’ employability in British labour market.In this regard, employability is construed as a range of developing attributes and skills necessary for the employment ofgraduates, notably developing a scope of attributes employers might demand, forming a range of skills indispensable for acareer progression, demonstrating attributes that employers assume essential for the future efficient functioning of theirenterprise or organization and acquiring a number of skills to develop into a lifelong learner.The general analysis of the respective activities of professional institutions engaged in the issues of employability of thegraduates is presented. Thus, the UK higher education institutions run institutional-wide credit bearing courses that could betaken by any student registered. Moreover, British universities enhance employability skills with the aid of special agenciescalled careers services. The most effective option is integration of the respective courses into the curricula. This is deemedparticularly efficient in case of foreign languages and the related studies acquisition.The list of employability skills specified by the British employers as indispensable for successful employment is cited, therole of language and speech skills is determined.
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Jeske, Debora, e Christian Stamov Roßnagel. "Learning capability and performance in later working life: towards a contextual view". Education + Training 57, n. 4 (11 maggio 2015): 378–91. http://dx.doi.org/10.1108/et-08-2013-0107.
Testo completoAbstract (sommario):
Purpose – The authors contribute to the literature by contrasting the cognitive with a contextual view on learning and development to address preconceptions about aging in order to broaden employers’ views on learning and performance across the working life and careers of their employees. The authors furthermore identify a number of opportunities that exist to support and sustain learning capability and performance in older workers. The paper aims to discuss these issues. Design/methodology/approach – The authors conducted a selective literature search to identify literature that best exemplifies both the cognitive and contextual view. Findings – Age-related declines in performance are observed on very specific and limited tasks, unlikely to be encountered in the workplace. Due to its focus on assessing limits and age differences, such studies will not normally take experience, job and personal resources into account – these are more likely to be present in the workplace. The authors find that much of the more applied evidence suggests older workers can perform at a similar level to their younger colleagues – when the workplace or training context does not restrain them from using their own strategies and resources to complete tasks. Research limitations/implications – The current overview of research that is more representative of the more cognitive view outlines a number of issues regarding the transferability as well as generalisability of these well publicised findings. Many of the laboratory-based cognitive ageing research focuses on “testing the limits” of cognitive processing and efficiency. This paradigm is not compatible with the specific tasks and learning that takes place in the workplace, which led us to a more contextual view. Practical implications – The authors provide several starting points for broader and more inclusive training and development, particularly the role of supervisory practices, climate, self-efficacy and learning competency, resources and strategies. Originality/value – Taking a more contextual view may foster a re-evaluation of how inclusive current managerial practice, policies and current development initiatives are. Distinguishing job and personal resources can help in identifying the aspects that can be influenced by workers themselves and those aspects that are the primary responsibility of organisations and their managers.
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Barron, Paul, Anna Leask e Alan Fyall. "Engaging the multi-generational workforce in tourism and hospitality". Tourism Review 69, n. 4 (11 novembre 2014): 245–63. http://dx.doi.org/10.1108/tr-04-2014-0017.
Testo completoAbstract (sommario):
Purpose – The purpose of this study is to present strategies that hospitality and tourism organisations might adopt as a means of encouraging employee engagement, thus enabling the more effective management of an increasingly multi-generational workforce. This paper evaluates current strategies being adopted that might encourage employee engagement by a selection of hospitality and tourism organisations and develop recommendations for organisations wishing to more effectively engage the multi-generational workforce. Design/methodology/approach – This study adopts a mixed methods approach and presents findings based on a series of semi-structured interviews with management and self-completion questionnaires aimed at employees. Findings – The relationship between the supervisor and the employee remains a key enhancer regarding engagement and employees are increasingly demanding more contemporary methods of communication. Employers should take note of generational characteristics and adopt flexible policies attractive to all employees. Practical implications – This paper contributes no t only to the debate regarding generational differences in the workplace but it also identifies that the various generations evident in tourism organisations are desirous of similar working conditions and benefits. Organisations should consider the development of a range of packages that focus on linking employees with their purpose, their colleagues and their resources as a means of encouraging employee engagement. Originality/value – This study contributes to the debate regarding employee engagement and compares and contrasts initiatives that various tourism and hospitality organisations are adopting as a means of encouraging employee engagement. The study also elicits the views of the organisations employees to understand the extent of the effectiveness of such initiatives and makes recommendations regarding the most effective initiatives from both a management and employee perspective.
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Chowdhury, Faieza. "Work Integrated Learning at Tertiary Level to Enhance Graduate Employability in Bangladesh". International Journal of Higher Education 9, n. 4 (14 maggio 2020): 61. http://dx.doi.org/10.5430/ijhe.v9n4p61.
Testo completoAbstract (sommario):
In the last few years, higher education institutions (HEIs) in Bangladesh have been under severe pressure to transform the way they operate. The present Government of Bangladesh requires all universities to improve their quality of education and has implemented various projects such as Higher Education Quality Enhancement Project (HEQEP) in collaboration with the World Bank. As Bangladesh has set a target to transition out of the status of Least Developed Country (LDC) to Developing country by 2024, graduate employability and education quality are pivotal interests for the Government of Bangladesh. This paper investigates the concept of work integrated learning (WIL) and generic skills vital to enhance the employability of the current graduates in Bangladesh. We explore different types of WIL that can be applied at higher academic institutions in Bangladesh and what are the various benefits of this type of learning to the key stakeholders, namely; students, universities and employers. Finally, we conclude by pointing out the prerequisites that need to be considered in order to successfully implement WIL in Bangladesh. This is a descriptive study and we have collected data from different secondary sources such as documents available from government agencies, research organizations, archives and library. Moreover, we have also used interviews from sources such as newspapers and magazines documenting views of well-respected academicians and personalities in Bangladesh. Our findings indicate that in order to successfully integrate WIL, there are some prerequisites such as modifying the current curriculum, designing and offering work oriented courses, building strong connections with potential employers and creating awareness about WIL among faculty members and students.
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Demidov, Vladimir, Dmitriy Mokhorov, Anna Mokhorova e Kristina Semenova. "PROFESSIONAL PUBLIC ACCREDITATION OF EDUCATIONAL PROGRAMS IN THE EDUCATION QUALITY ASSESSMENT SYSTEM". Humanities & Social Sciences Reviews 8, n. 4 (11 settembre 2020): 1094–105. http://dx.doi.org/10.18510/hssr.2020.84104.
Testo completoAbstract (sommario):
Purpose of the study: This article aims to examine professional public accreditation of educational programs as a means of ensuring that higher education remains relevant to the current socio-economic public needs in the context of shifting requirements of the labour market, digitalization of most areas of life, and new challenges in technical and technological development.
Methodology: The methodological approaches to the examined phenomenon were different, which made it possible to comprehensively assess professional public accreditation of educational programs as a crucial element of independent assessment of education quality. A systems approach views professional public accreditation of educational programs as a set of measures. They aim to ensure the compliance of educational programs with the requirements of professional standards and employers' expectations.
Principal Findings: the result of the study is the established need to develop professional public accreditation of educational programs in the system of independent assessment of education quality, which would make it possible to estimate the significant characteristics of an educational program and to determine whether its implementation in a specific timespan is necessary.
Applications of this study: this study can contribute to the development of the specific practices of professional public accreditation of educational programs, and it can facilitate the development of the legal, theoretical, and organizational foundations of this type of public activity.
Novelty/Originality of this Study: We made an attempt to analyse the role of professional public accreditation of educational programs in the system of higher education quality assessment. We studied its advantages and disadvantages, differences from other accreditation procedures, and we suggested the directions of its improvement taking into consideration the current legislation, interests of education organizations, students, their representatives, and employers.
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Lee, Young-joo. "The feminine sector: explaining the overrepresentation of women in the nonprofit sector in the USA". International Journal of Social Economics 41, n. 7 (8 luglio 2014): 556–72. http://dx.doi.org/10.1108/ijse-01-2013-0011.
Testo completoAbstract (sommario):
Purpose – The purpose of this paper is to examine the factors that affect a person's choice to work in a specific sector to understand the overrepresentation of women in the nonprofit sector in the USA. Design/methodology/approach – This study views a sector choice of prime-age salaried workers as a three-way choice among for-profit, nonprofit, and public sectors. One's choice of employment sector in this study depends on extrinsic and intrinsic motivations, and is also shaped by structural factors. These benefits, in turn, tend to be determined by individual characteristics. Consequently, this study estimated the endogenous switching regression of earnings and sector choice. Findings – Results from 2003 to 2007 Current Population Survey (CPS) September supplement data indicate that the so-called “feminine” industries are concentrated in the nonprofit sector, and this gendered industry structure attributes to women's overrepresentation in the sector. The results also suggest that women with more education and experience may choose nonprofit jobs over jobs in the other sector while nonprofit employment is generally associated with negative wage differentials. Research limitations/implications – This study does not model employers’ behaviors while gender segregation and discriminatory hiring practices may have contributed to women's overrepresentation in the nonprofit sector due to the lack of employer-side information in CPS. Consequently, the estimation of sector choice without employer information is likely to suffer from an endogeneity problem. Practical implications – This study highlights the factors affecting the concentration of women in the nonprofit sector. Nonprofit organizations may use the information to better understand their employees. Social implications – The findings suggest that women's sector choice is largely embedded in the industry structure of the nonprofit sector. Originality/value – This study examines a sector choice of prime-age salaried workers as a three way choice, instead of a binary choice, among for-profit, nonprofit, and public sectors, which reflects the reality better. Further, this study contributes to the literature on nonprofit employment by testing the impact of nonprofit status on an individual's earnings. Lastly, this study contribute to understanding women's overrepresentation in the nonprofit sector by examining both the structural and utilitarian aspects of sector choice.
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MARTIN, GREGORY, DARRYL DYMOCK, STEPHEN BILLETT e GREER JOHNSON. "In the name of meritocracy: managers' perceptions of policies and practices for training older workers". Ageing and Society 34, n. 6 (11 gennaio 2013): 992–1018. http://dx.doi.org/10.1017/s0144686x12001432.
Testo completoAbstract (sommario):
ABSTRACTWorkplaces, managers and employers who are seeking to maintain the standing, capacities and productivity of their workplaces are now facing two crucial facts: (a) an ageing workforce and (b) all workers, regardless of age, need to adapt to the changing requirements for workplace performance. These facts mean that managers and supervisors need to confront issues found in the changing demographics of their own workforce. That is, as the portion of workforces aged over 45 years (i.e.older workers) increases, it is these workers who are available to be employed, and supported in sustaining their ongoing employability. To address these issues requires understanding of particular workers' capacities and aspirations and then acting to develop further their capacities based on new understanding, and rebutting social sentiments about these workers that are often value-laden, contradictory and biased. The case here is made through drawing on literature and analyses of interview data of Australian managers of older workers, that the current logic of management relies upon deeply held and widely shared beliefs of age-blind meritocracy and equal opportunity rather than informed views.
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Ronda, Lorena, Carmen Valor e Carmen Abril. "Are they willing to work for you? An employee-centric view to employer brand attractiveness". Journal of Product & Brand Management 27, n. 5 (20 agosto 2018): 573–96. http://dx.doi.org/10.1108/jpbm-07-2017-1522.
Testo completoAbstract (sommario):
Purpose The present study aims to propose a novel employee-centric framework for the study of employer brand attractiveness. This framework disentangles the role of employer attributes, employee benefits and employee perceived value in the study of employer brands to better develop policies for talent attraction. Additionally, this study formulates a research agenda to help advance an employee-centric view of the employer’s brand management by following the tradition of customer-centric research and identifying benefits and forms of value that are yet unexplored. Design/methodology/approach This paper performs a systematic and critical review of the literature on employer brand attraction from the lens of means-end chains to examine how the notions of “employer attributes”, “employee benefits” and “perceived value” have been addressed in past studies and what relations have been established among these three concepts. Findings The results unveil the existing conflation among attributes, benefits and value in the conceptualization of employer brand attractiveness. By proposing an employee-centric framework following the tenets of current consumer-centric paradigms, this paper disentangles the notions of attributes, benefits and value in the creation of attractive employer brands; establishes a hierarchical relationship among them; and suggests studying the multiple paths of relationships between attributes and benefits. These conditions should help organizations understand how to create successful strategies to ultimately ensure that they are selected as employers of choice. Research limitations/implications Further research is needed to clarify the domains in which the already studied empirical relations hold. This could be achieved by conducting a laddering process based on a means–end chain approach. Additionally, the impact of this framework on the construction of effective value propositions and employee market segmentation should be further explored. Originality/value This paper has revisited the construct of employer brand from a means–ends approach to propose an employee-centric view guiding employer brand strategies. As competition for the best employees sharpens, understanding how employer brand traits are valued in the eyes of different segments of employees and applicants may help organizations to develop more effective strategies to attract the best talent.
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Dembe, Allard E. "The Medical Detection of Simulated Occupational Injuries: A Historical and Social Analysis". International Journal of Health Services 28, n. 2 (aprile 1998): 227–39. http://dx.doi.org/10.2190/ahnq-7d5r-4yn3-nx0f.
Testo completoAbstract (sommario):
Occupational malingering is often thought to involve the deliberate feigning of disease by workers seeking undeserved financial gain. Concern about this form of malingering grew in the late 19th century as a result of the emergence of the new industrial economy and the institution of workers' compensation insurance. Medical judgments about the simulation of work injuries have placed physicians in a crossfire between the interests of employers and workers in numerous medicolegal debates. Because of uncertainty about the true cause of many occupational disorders and the highly charged social environment in which medical opinions are rendered, physicians' views about malingering are often swayed by cultural, political, and economic forces. The historical record shows that a medical diagnosis of occupational malingering can reflect deep-seated cultural and social biases toward women, Jews, immigrants, and other groups representing a potential threat to the privileged social class. Current efforts to eliminate fraudulent workers' compensation claims must be sensitive to the inherent ambiguities in the medical determination of work-relatedness and the potential for judgments about simulated work injuries to conceal deep-seated social biases and class prejudices.
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Tinin, Dmytro. "The concept and essence of mobbing, ways to overcome it". Naukovyy Visnyk Dnipropetrovs'kogo Derzhavnogo Universytetu Vnutrishnikh Sprav 1, n. 1 (29 marzo 2021): 171–76. http://dx.doi.org/10.31733/2078-3566-2021-1-171-176.
Testo completoAbstract (sommario):
Today, employers like to complain about the low efficiency of their employees. However, they do not take into account the fact that they themselves are not only unable to adequately organize the labor process, but also very often create their own non-working atmosphere, full of intrigue, harassment and violence. As a result, labor productivity is low, there is hatred for each other in the team, and the most promising employees can not withstand the pressure and are fired. For the most part, in post-Soviet labor collectives with a well-developed informal management apparatus, the rights of workers enshrined in the current legislation are leveled and the practices of “etching” or “surviving” people from work become acceptable. These may be workers with other socio-political views, those who do not succumb to the dominant practices of psychological or sexual oppression, aim to create an independent union, who prefer to work decently, rather than participate in the competition "who is closer to the throne" at regular banquets and meetings, gradually losing professional and personal dignity. The spread of mobbing in the field of labor shows the vulnerability of the most vulnerable categories of the population to increased labor exploitation, declining social status and lack of social support. Predatory laws of the market system dictate predatory behavior to labor market participants who are afraid of losing their livelihoods. Mobbing is a clear result of material stratification and marginalization of a large part of the population of Ukraine. It is to such consequences that global capitalism leads. And of course, we need to treat the causes, not the consequences. However, with adequate legal mechanisms to combat mobbing, one can hope to reduce the violent pressure on the employee. This will be facilitated by the "legal mechanism of counteraction" and not by the punitive pressure of law enforcement agencies, which stigmatizes victims of mobbing as informers and justifies the need for violence against them instead of protecting professional honor and human dignity.
30
Kashyap, Vaneet, e Richa Chaudhary. "Linking Employer Brand Image and Work Engagement: Modelling Organizational Identification and Trust in Organization as Mediators". South Asian Journal of Human Resources Management 6, n. 2 (27 maggio 2019): 177–201. http://dx.doi.org/10.1177/2322093719844644.
Testo completoAbstract (sommario):
Based on the theories of resource-based view, social exchange, social identity and social information processing, the current research propounds a model that investigates the role an employer’s brand image plays in influencing organizational identification, trust in organizations and work engagement. Data were collected from 508 employees serving in Indian public and private sector companies. Hypotheses were tested using regression analyses. Results suggest that work engagement is influenced directly by employer brand image, as well as indirectly through trust in organizations and organizational identification (mediators). Thus, it is logical that if an organization creates and maintains a unique employer brand image, then employees’ identification and trust with organizations would likely to increase and impact work engagement. Implications for theory and practice are discussed in this article.
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Richert-Kaźmierska, Anita. "Is There any Demand For the Workers Aged 50+ in Poland?" Equilibrium 8, n. 3 (30 settembre 2013): 123–35. http://dx.doi.org/10.12775/equil.2013.023.
Testo completoAbstract (sommario):
The process of ageing affects all the European Union Member States, including Poland. According to forecasts by the Central Statistical Office, in 2035, the population of Poland will decrease in relation to 2010 by more than 2 million, and the share of people aged 50+ in the total population will increase from 34.8% to 46.6% (Prognoza ludności 2009). In the context of current and projected demographic changes, a discussion is taking place and actions are taken to – on the one hand – extend the period of Poles' economic activity and – one the other hand – implement age management systems in enterprises, enabling the efficient exploitation of the potential of workers aged 50+. The paper considers the problem of the situation of people aged 50+ in the Polish labour market. The main objective is to find out whether in Poland there is a need for the work performed by people aged 50+. The employers' views on workers 50+ and the possibilities and conditions of employment of this group are presented. The paper uses and confronts statistics related to the labour market (BAEL) and the results of quantitative and qualitative research carried out by selected Polish research centres within the framework of projects co-financed from EU funds.
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Blythe, Stanley J. "Disabilities and the Canadian Forces Medical System". Alberta Law Review 33, n. 1 (1 dicembre 1994): 1. http://dx.doi.org/10.29173/alr1142.
Testo completoAbstract (sommario):
This article examines and challenges some of the assumptions, procedures and standards implicit in the Canadian Forces (CF) treatment of the disabled. From a human rights perspective, the CF classification system can exclude an individual from joining the CF or may result in the release of a serving member from the CF. The author develops this article in the context of evolving Canadian human rights law and its inherent conflict with the traditional role of the CF. The author views the CF's primary role as being prepared for combat with the forces of a national enemy. At the root of this article is whether CF members are to be considered "soldiers first" or are to fit within the current legal standards and societal norms recognizing disabled persons' rights in the workforce. The author reaches the conclusion that the CF is unique among Canada's employers. While not called upon very often, the primary role of the CF is to provide an armed force for Canadian defence. Although there should be appropriate variations for the responsibilities of individuals in peacetime and wartime periods, a high standard of medical fitness is justified for Canadian service members. Finally, despite the fact that many military decisions regarding the disabled have been upheld in our courts, the author proposes several reforms to enhance the military's sensitivity to its disabled recruits and serving members.
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Houdmont, Jonathan, Raymond Randall, Alistair Cheyne, Shaun Davis, Hannah Evans e Joanne Faichney. "UK Postal Delivery Workers’ Occupational Sun Safety: Using Behavior Change Theories to Identify Intervention Pathways". International Journal of Environmental Research and Public Health 16, n. 19 (2 ottobre 2019): 3712. http://dx.doi.org/10.3390/ijerph16193712.
Testo completoAbstract (sommario):
Postal delivery workers have substantial sun exposure. In the United Kingdom (UK) a high proportion of workers possesses a sun sensitive skin type. This population is at elevated risk for skin cancer, yet uptake of sun safety practices is low. Studies are needed to identify the underlying factors that contribute to the uptake of occupational sun safety practices that may be targeted during behavior change interventions. This study integrated the Theory of Planned Behavior (TPB) and the Transtheoretical Model’s stages of change (SoC) as guiding frameworks to identify underlying beliefs that influence UK postal delivery workers’ uptake of occupational sun safety practices. Thirty-four workers participated in semi-structured interviews that used the SoC to establish current receptiveness to and adoption of two sun safety practices (using sunscreen of at least sun protection factor (SPF) 30 on exposed skin and wearing a wide-brimmed hat when working outdoors in the summer). Beliefs underlying current practices were elicited in accordance with the TPB and stratified by the SoC. For sunscreen use and wearing a wide-brimmed hat, 64% and 3% of participants were in the action or maintenance SoC, respectively. Behavioral and control beliefs differed by SoC, with those in the earlier stages more likely than those in the latter stages to report negative attitudes to, and difficulty enacting, sun safety practices. Normative beliefs concerning the views of colleagues and employers towards sunscreen were relatively consistent across the SoC. This study highlights the need for tailored and targeted behavior change interventions. The SoC-stratified accounts of the influence of TPB components on behavior provide a basis for bespoke interventions that reflect inter-individual and inter-practice differences in their working mechanisms.
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Demidov, Vladimir, Dmitriy Mokhorov, Anna Mokhorova e Kristina Semenova. "Professional public accreditation of educational programs in the education quality assessment system". E3S Web of Conferences 244 (2021): 11042. http://dx.doi.org/10.1051/e3sconf/202124411042.
Testo completoAbstract (sommario):
This article aims to examine professional public accreditation of educational programs as a means of ensuring that higher education remains relevant to the current socio-economic public needs in the context of shifting requirements of the labour market, digitalization of most areas of life, and new challenges in technical and technological development. The study actualizes new approaches that can be used in assessing the quality of educational programs implemented in the field of environmental management, energy, and environmental protection. A systems approach views professional public accreditation of educational programs as a set of measures. They aim to ensure the compliance of educational programs with the requirements of professional standards and employers’ expectations. An institutional approach enabled to identify the subjective characteristics of the examined phenomenon. We also used methods of problem analysis, comparative analysis, data collection, and statistical processing. The result of the study is the established need to develop professional public accreditation of educational programs in the system of independent assessment of education quality, which would make it possible to estimate the significant characteristics of an educational program and to determine whether its implementation in a specific timespan is necessary. This study can contribute to the development of the specific practices of professional public accreditation of educational programs, including in the field of rational and sustainable use of natural resources, and it can facilitate the development of the legal, theoretical, and organizational foundations of this type of public activity.
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Tamminga, Sietske J., Marije D. J. Wolvers, Michiel A. Greidanus, AnneClaire G. N. M. Zaman, Anna M. Braspenning, Monique H. W. Frings-Dresen e Angela G. E. M. de Boer. "Employees Diagnosed with Cancer: Current Perspectives and Future Directions from an Employer’s Point of View". Journal of Occupational Rehabilitation 29, n. 2 (23 luglio 2018): 472–74. http://dx.doi.org/10.1007/s10926-018-9802-x.
Testo completo
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Grant, Kirsteen, Gillian Maxwell e Susan Ogden. "Skills utilisation in Scotland: exploring the views of managers and employees". Employee Relations 36, n. 5 (29 luglio 2014): 458–79. http://dx.doi.org/10.1108/er-09-2012-0069.
Testo completoAbstract (sommario):
Purpose – The purpose of this paper is to explore empirically manager and employee views on employees’ skills utilisation in organisations in Scotland. Design/methodology/approach – Questionnaires to managers and employees, plus three case studies comprising manager interviews and employee focus groups. Findings – Highly significant differences are found between manager and employee views on: the match of employee skills to their current jobs; the extent of utilisation of employees’ skills; and opportunities for promotion. The main difference in views is on the match of employee skills to their current jobs, with employees opining more than managers that employees’ skills exceed the requirements of their job. Also, for managers and employees alike, the meaning of skills utilisation is obscure despite the language of skills being widely used in organisations. Research limitations/implications – The scale of the empirical research is possibly limited. There is potential for manager and employee bias. A case study of a private sector organisation is not included. Practical implications – It is apparent that there is potential to increase employees’ skills utilisation in organisations in Scotland. Managers are challenged with better utilising the skills within their workforces by using these skills to drive improvements in work processes and practices. Originality/value – Previous commentary and research on skills utilisation mainly centres on policy and employer standpoints. This paper focuses on manager and employee viewpoints on employees’ skills utilisation.
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Van Eck, Stefan, e Tungamirai Kujinga. "The Right to Strike and Replacement Labour: South African Practice Viewed from an International Law Perspective". Potchefstroom Electronic Law Journal 21 (2 novembre 2018): 1–34. http://dx.doi.org/10.17159/1727-3781/2018/v21i0a4413.
Testo completoAbstract (sommario):
South Africa is a member of the International Labour Organisation (hereafter the ILO), an establishment that sets international labour law standards through its conventions, recommendations and expert supervisory committees. Also, South African courts have an obligation to interpret labour provisions in accordance with international law and customs. This paper examines whether by way of the Labour Relations Act of 1995 (hereafter the LRA) the current regulation of both the right to strike and the use of replacement labour during strikes falls within the ambits of internationally and constitutionally acceptable labour norms.
Strike action constitutes a temporary and concerted withdrawal of work. On the other hand, replacement labour maintains production and undermines the effect of the withdrawal of labour. Consequently, the ILO views the appointment of strike-breakers during legal strikes in non-essential services as a violation of the right to organise and collective bargaining, and in a number of countries replacement labour is prohibited. The Constitution of the Republic of South Africa, 1996 enshrines every worker's right to strike and the LRA gives effect to this right. However, the foundation of this right is ostensibly brought into question by the LRA in as far as it permits employers to make use of replacement labour during strike action. This article investigates whether replacement labour undermines the right to strike in South Africa and considers to what extent labour legislation may be misaligned with international norms. In conclusion the research makes findings and proposes alternatives that may be considered to resolve this seemingly skewed situation.
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Lee, Chi-Cheng, Rui-Hsin Kao e Chia-Jung Lin. "A study on the factors to measure employer brand: the case of undergraduate senior students". Chinese Management Studies 12, n. 4 (5 novembre 2018): 812–32. http://dx.doi.org/10.1108/cms-04-2017-0092.
Testo completoAbstract (sommario):
Purpose This paper aims to develop the structure of employer brand and discuss whether employees and employers have the same view on the elements of employer brand. Design/methodology/approach The employer brand of Taiwan, which includes 5 facets and 20 eight terms, was obtained. Management, welfare, interest and environment are the common facets of employer brand in China and Western countries. In addition, family and atmosphere is an important factor that merges both Western and Eastern job applicants. Its contents emphasize family life, which is only found in applicants from Taiwan and China. Findings The results showed that enterprises utilize functional factors in order to connect emotions closely and satisfy psychological sustenance, which have true attraction to young Taiwanese applicants and the current workforce of employees. Originality/value In general, after 20 years of establishment and empirical research, the achievements are rich and many practical opinions are provided. However, most of the existing literatures come from the researches of Western scholars, and they may be affected by the Western social value. This study has explored the Oriental and Western literatures. In the study field of Taiwan, it is found that employer brand will definitely show different style features due to the cultural difference. Therefore, when an enterprise applies the relevant connotation of the employer brand, it is necessary considering the cultural difference. This shows the importance of cross-cultural study of employer brand recently. At the same time, this also highlights the contribution of this study on theory and practice.
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Jin, Ruoyu, Patrick Xiaowei Zou, Bo Li, Poorang Piroozfar e Noel Painting. "Comparisons of students’ perceptions on BIM practice among Australia, China and UK". Engineering, Construction and Architectural Management 26, n. 9 (21 ottobre 2019): 1899–923. http://dx.doi.org/10.1108/ecam-07-2018-0275.
Testo completoAbstract (sommario):
Purpose University students are the future driving forces in and leaders of the architectural, engineering and construction (AEC) industry advancement. Although BIM pedagogical studies have been performed in different institutions, there has not been sufficient research providing a global perspective of BIM education and students’ perceptions toward BIM practice and application following their learning progress. The purpose of this paper is to adopt student samples from Swinburne University of Technology (SUT, Australia), Wenzhou University (WZU, China) and University of Brighton (UK) as three case studies to investigate the BIM practice and application-related perceptions and motivations. Design/methodology/approach Based on the thorough understanding of the BIM pedagogical delivery including teaching contents and assessment methods among the three institutions, a questionnaire survey approach was adopted to collect AEC students’ perceptions of BIM. Within each selected case, statistical analysis was conducted to investigate both the overall sample and subgroup differences regarding students’ opinions on BIM’s functions (e.g. as a 3D visualization tool) and BIM usefulness in various industry professions, their motivation in BIM-related jobs and their perceptions of challenges encountered in BIM practice and application. Multiple factors influencing BIM learners’ perceptions were discussed, such as pedagogical assessment approach, and individual factors (e.g. disciplines). Findings The results showed that students were able to discern the latest industry practices and critical thinking in BIM movements. For example, SUT students perceived more challenges from the government legislation or incentive policies, which was consistent with Australia’s BIM policy movement. WZU students tended to have less positive views on BIM usefulness. The results also indicated fewer differences regarding perceived challenges among students from these three institutions. Originality/value This study contributed to the body of knowledge in managerial BIM by focusing on learners’ perceptions from the perspective of students’ understanding, motivation and individual views of BIM, which were insightful to both BIM educators and employers. By initiating the framework of BIM learning process and its influence factors, the current study serves as a point of reference to continue the future work in strengthening the connection between institutional BIM education and industry practical needs worldwide.
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Ali, Haris. "Reciprocity or negotiation in the psychological contract: a power perspective". Employee Relations: The International Journal 43, n. 5 (9 aprile 2021): 1250–67. http://dx.doi.org/10.1108/er-09-2019-0367.
Testo completoAbstract (sommario):
PurposeThe psychological contract literature is generally based on the assumption of reciprocity between employee and employer. The emphasis on reciprocity, however, largely downplays the implications of power dynamics in the employment relationship. In order to bridge this gap, the current research investigates psychological contract from the lens of power particularly focusing on reciprocity.Design/methodology/approachIn total, 43 semi-structured interviews are carried out with 37 employees and six managers of three call center companies in Pakistan. The technique of template analysis is used for data analysis.FindingsIn contrast to the assumption of reciprocity, the research findings highlight employees' perceived inability to reciprocate the employer's inducements on parity basis, because of their view of power asymmetry in the employment relationship. The results further suggest the high tendency among employees to attribute employer reciprocity largely to their managers. The findings also point toward divergence in the reciprocity perceptions of employees and managers in relation with the employers.Research limitations/implicationsThe emphasis on call centers bounds the generality of results. Future research is needed to further explore the impact of power asymmetry on reciprocity in organizations of other industries. With significant implications for the employment relations, negotiated contracts consider the exchange between employee and employer as an obligation rather than a voluntary act of kindness, as emphasized in reciprocity.Originality/valueThis research contributes to knowledge by emphasizing the significance of negotiation rather than reciprocation in the psychological contract. The negotiation approach efficiently recognizes the implications of power asymmetry that remain generally under-researched in the psychological contract literature.
41
Hafit, Nor Intan Adha, Nor Azairiah Fatimah Othman, Syezreen Dalina Rusdi, Nurul Salizawatee Mahpar e Mohd Fariq Izmeer Mat Sharie. "The Effects of Perceived Usefulness and Perceived Ease of Use on Acceptance towards Office Assistance Application among Employers to Disabled Employees". ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 6, n. 1 (31 maggio 2020): 107. http://dx.doi.org/10.24191/abrij.v6i1.9946.
Testo completoAbstract (sommario):
Employment among people with disabilities remains debatable. This paper investigates employers' points of view towards accepting technological assistance for employees with disabilities at the workplace. Specifically, this paper examines the effects of perceived usefulness and perceived ease of use on acceptance towards Office Assistance Application among employers to disabled employees. Acceptance towards any technology has been broadly tested using Davis' Technology Acceptance Model (TAM). To prove if that is the case or not for Office Assistance Applications within the context of employers to employees with disabilities, this research was undertaken to affirm the past research. Data was collected via online questionnaires from 35 employers to Micro Enterprises organization. 6 of surveyed employers were current employers to disabled workers, 18 employers affirmed interest to employ PWDs in the future with 9 employers asserted no interest to hire disabled workers. Data was analysed using Partial Least Square Structural Equation Modelling (PLS-SEM). The result showed two hypotheses were supported evidencing positive and significant relationship between perceived ease of use and perceived usefulness, and relationship between perceived usefulness and technology acceptance. Findings are useful for employers to improve functions of their disabled workers at the workplace along with increasing employment prospects for people with disabilities.
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Казакова, Ю., Yu Kazakova, О. Охотников e O. Ohotnikov. "Increasing the Adaptive Capacity of Young People in the Labour Market: The Experience of the Ural Federal University (Ekaterinburg)". Management of the Personnel and Intellectual Resources in Russia 7, n. 6 (26 dicembre 2018): 61–66. http://dx.doi.org/10.12737/article_5c1773eb550497.91283471.
Testo completoAbstract (sommario):
The current situation in the youth segment of the labour market is characterized by high unemployment and instability. The mechanisms regulating relations between the labour market and the educational services market do not ensure that the educational process of young people meets the needs and requirements of employers. In this regard, a necessary condition today is to improve the mechanisms with greater adaptive capacity, which would effectively solve the problem of youth employment.
Thus, the purpose of this article is to study the practical mechanisms used in the UrFU to improve the adaptive capacity of young professionals and to assess the views of graduates on their application in the University.
To this end, the empirical material obtained in the study of the opinion of students aged 20 to 21 years, on the basis of UrFU in Yekaterinburg, was analyzed using the questionnaire method.
The relevance of the study is due to the existence of the problem of adaptation of young people in the labor market, which requires improvement, and is enhanced by the fact that it has a practical orientation. The materials of the work can be used in subsequent research of the youth segment of the labor market, as well as in the preparation of textbooks and reading training courses in universities on the basics of employment technologies and the effective behavior of young people in the labor market.
The results of the study showed:
1. UrFU pays special attention to the promotion of employment and adaptation in the labor market of graduates, using mechanisms that have a more General (universal) character, but do not contain targeted (individual) assistance to graduates. 2. To solve the identified problems, the authors develop a special training course «technology of effective employment», aimed at improving the adaptive
capacity of graduates of UrFU.
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Ghosh, Montila, e Suvalagna Chatterjee. "Aspirations of unemployed international medical graduates in the UK". Sushruta Journal of Health Policy & Opinion 14, n. 2 (1 maggio 2021): 1–8. http://dx.doi.org/10.38192/14.2.2.
Testo completoAbstract (sommario):
The trials and tribulations of immigrant professionals such as international medical graduates (IMGs) to the UK have been a topic for discussion and debate over many years. Many challenges faced by immigrant doctors have been reviewed and reformed over time and many rules pertaining to the registration and induction of international doctors to UK practice has been modified to facilitate safe delivery of care in the UK National Health Service (NHS). The General Medical Council (GMC), NHS employers, and the UK Home Office contribute to a three-tier filtration sieve for selecting suitable IMGs who aspire to either education and training or pursue a career in the UK health and care sector.
This article pertains to the cohort of IMGs, who have been cleared by immigration regulations to reside in the UK but have not been able to initiate a career or active employment in a medical profession. The process of GMC registration referred to and discussed in this article is based on GMC rules prior to Jan 2021. The perspective from which some of the attributes of the current system has been observed has shown it to be efficient but not uniform, robust but not considerate, thorough but not perfect. During the research for this article, we realised that there are many different opinions or conflicting views on this topic, which have all developed either from an individual or a group’s own experience in the UK. There are similarities and differences in opinions and thus to broaden the scope of the discussion, we report the results of a survey exploring where and how the IMGs (currently resident in the UK) are at the start of their careers in the UK.
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Дружиніна, Вікторія Валеріївна, Галина Павлівна Луценко e Богдан Федорович Романюк. "СУТНІСТЬ ПОНЯТТЯ «ІНВАЛІДНІСТЬ» В ПЕРСПЕКТИВІ СОЦІАЛЬНО-ТРУДОВОЇ ІНКЛЮЗІЇ". TIME DESCRIPTION OF ECONOMIC REFORMS, n. 1 (23 aprile 2021): 15–22. http://dx.doi.org/10.32620/cher.2021.1.02.
Testo completoAbstract (sommario):
Problem statement. In the conditions of financial and economic crisis, military conflicts, state budget deficit, the problem of social protection of persons with disabilities is exacerbated. Modern social policy is focused on ensuring equal rights and opportunities in the realization of the potential capacity and individual resources of each society member. The relevance of this topic is due to the consistently high number of people with disabilities and the lack of a holistic approach to solving problems related to disability, which in turn necessitated the analysis of theoretical approaches to determining the essential characteristics number of concepts. The purpose of the study – to summarize the theoretical approaches and provisions on the essence of the "disability" concept in the perspective of social and labor inclusion. The subject of the research is the theoretical aspects and the current development state of the "disability" concept in the perspective of social and labor inclusion. Research methods: the methodological basis of the study was the scientific achievements of domestic and foreign scientists in revealing the content of concepts. Research hypothesis it is assumed that the basis of socio-labor inclusion should be a set of theoretical principles, historical background and current circumstances of the scientific "disability" concept under the influence of socio-cultural, historical and geographical factors, as well as knowledge about society and its dominant values. Presentation of the main material. As a result of the study of this issue the main approaches and alternative views of domestic and foreign authors on the definition of "disabled", "disability", "disability", "stigmatization" were considered, the concept of full integration of disabled people into society and the main bar era related to disability. Originality and practical significance of the research. The research presents scientific approaches to defining the concept of "disability" taking into account their promotion in society. Conclusions and prospects for further research. It is necessary to take decisive joint action of all self-government bodies, social protection institutions together with health care institutions, non-governmental organizations and employers, which will prevent disability and professionally inclusive people in our country. An effective system should include comprehensive rehabilitation initiated at the earliest stage of the disease to maximize its effectiveness.
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Madan, Anishya Obhrai, e Srishti Madan. "Attracting millennial talent: a signal theory perspective". Evidence-based HRM: a Global Forum for Empirical Scholarship 7, n. 1 (1 aprile 2019): 8–23. http://dx.doi.org/10.1108/ebhrm-01-2018-0009.
Testo completoAbstract (sommario):
PurposeOn the basis of an exploratory research, the purpose of this paper is to identify the criteria used by new entrants to the workforce (specifically premium millennial talent) while making job choices.Design/methodology/approachUsing signal theory, the study attempts to explore what drives prospective millennial candidates to apply to a particular job role by identifying the components that form the initial anticipatory psychological contract (iAPC) of millennial talent from a tier-1 technological school in India and the factors that drive their job application intent. It is an exploratory study which uses survey data from 335 respondents.FindingsThe study identifies the critical components of the iAPC of this set of talent. It highlights the transactional approach of this cohort to evaluate prospective job roles.Research limitations/implicationsThis research is based on an exploratory study which was carried out in a single school in India and may be used as a concept for designing and implementing more generalized studies using standardized tools of measurement in the future. The study highlights the fact that this cohort attends to the transactional components of the signals sent out by recruiters to a larger extent than to other kinds of signals which may be communicated by employers. HR communication strategies for connecting with this set may emphasize the unique employment proposition to potential recruits using the findings from this study to better engage with this cohort.Practical implicationsThe current research gives indications on the components of the iAPC for this cohort and would help HR form appropriate strategies to attract this set of talent.Originality/valueThis research takes a fresh line of reasoning to explain what parameters would drive fresher millennial talent to apply for a job at an organization. It views the group through a generational theory paradigm and signaling theory forms the backdrop for this study. Further, since the study is based on an Indian sample, it contributes to literature from a non-western context.
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App, Stefanie, e Marion Büttgen. "Lasting footprints of the employer brand: can sustainable HRM lead to brand commitment?" Employee Relations 38, n. 5 (1 agosto 2016): 703–23. http://dx.doi.org/10.1108/er-06-2015-0122.
Testo completoAbstract (sommario):
Purpose – The purpose of this paper is to investigate whether both perceived sustainable organizational and supervisor support, which represent a sustainable human resource management (HRM) approach, can induce commitment to the employer brand. Design/methodology/approach – This study includes a diverse sample of 3,016 employees drawn from various German organizations. To test the developed hypotheses, a structural model that included all the hypothesized effects was built, using Mplus 7. Findings – Perceived sustainable supervisor support (PSSS) has a direct effect on brand commitment, whereas perceived sustainable organizational support (PSOS) only generates brand commitment indirectly, mediated by brand prestige, brand distinctiveness, and brand trust. The findings further underline that, compared with PSOS, PSSS has a stronger impact on trust in respect of the employer brand. Originality/value – By considering current employees and their commitment to the employer brand, this study takes an insider view and sheds new light on how an employer brand based on sustainable HRM can achieve commitment, as well as how several mediators affect this link.
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Dries, Nicky, Anneleen Forrier, Ans De Vos e Roland Pepermans. "Self-perceived employability, organization-rated potential, and the psychological contract". Journal of Managerial Psychology 29, n. 5 (8 luglio 2014): 565–81. http://dx.doi.org/10.1108/jmp-04-2013-0109.
Testo completoAbstract (sommario):
Purpose – The purpose of this paper is to study the relationship between self-perceived employability resources and perceived psychological contract (PC) obligations. To examine the extent to which organizational ratings of potential, through their “signaling” function, might serve as a buffer between employability and PC perceptions that are undesirable from an employer's point of view. Design/methodology/approach – Both self-report data (i.e. self-perceived employability resources and perceived PC obligations) and data reported by the HR departments of the participating organizations (i.e. organizational ratings of potential) were collected in a case-control design (n=103). Findings – Self-perceived employability resources are not related to lower intentions to stay with one's current employer. High-potential employees did not perceive themselves as particularly obliged to reciprocate their organizations’ additional investments in them by expressing longer term loyalty, or a higher performance level. Practical implications – Organizations should not be hesitant to assist their employees in enhancing their employability resources. In addition, they should engage in deliberate PC building with their high-potential employees so as to align their perceived PC obligations with the organizational agenda. Originality/value – The relationship between self-perceived employability resources and perceived PC obligations has been underexamined; hardly any PC research has taken organizational variables into account; hardly any research exists on the psychological implications of being identified as a high potential; and the study draws both on self-report data and data reported by the HR departments of the participating organizations.
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Ly, Chau Thi Minh, Margaret H. Vickers e Santha Fernandez. "Master of Business Administration (MBA) student outcomes in Vietnam". Education + Training 57, n. 1 (9 febbraio 2015): 88–107. http://dx.doi.org/10.1108/et-08-2013-0104.
Testo completoAbstract (sommario):
Purpose – Exploratory insights into the graduate student experiences of offshore MBA programmes in Vietnam are presented. Students are considered key stakeholders in the higher education (HE) debate, and their views were sought in light of recent shifts in HE worldwide, associated business education changes, nagging questions around the quality of MBA programmes, and the need to consider how all these factors might influence the MBA student experience in a developing economy such as Vietnam. The literature confirms a disconnection between what management education providers offer in MBA programmes and what management education users (here, students) are actually receiving, especially when compared to student expectations, needs and outcomes. Here, a portion of the findings from a larger exploratory, descriptive qualitative study, located in Vietnam, is presented. Graduate students’ views as to what they were seeking when enroling in offshore MBA programmes in Vietnam, and how the programme subsequently met their needs, are shared. Recommendations are made as to potential improvements in curricula design, review, administration, and processes in response to these findings. The paper aims to discuss these issues. Design/methodology/approach – Findings from an exploratory, descriptive qualitative study, located in Vietnam, are presented. Semi-structured interviews were conducted with graduates of offshore MBA programmes in Vietnam, drawn from the graduates of three case study HE provider organisations. Interviews were transcribed verbatim in Vietnamese, then translated into English. Findings – Graduates’ views as stakeholders in the provision of offshore MBA programmes in Vietnam are shared. Qualitative analysis revealed evidence of their attitudes, perceptions, and knowledge relating to offshore MBA programmes in Vietnam. The narratives and interpretations offer insights into both the perceived benefits and limitations, and empirical evidence as to whether graduates’ original expectations were met. Research limitations/implications – This was a qualitative, exploratory, descriptive study, deliberately undertaken in the absence of others like it in the literature. The research relies upon interview and focus group data gathered from three case study organisations and exploring the perceptions of three different stakeholder groups: graduates of offshore MBA programmes (findings shared here); employers of offshore MBA graduates; and MBA programme providers (including programme managers, administrators and/or teaching staff). This paper includes only the perspective of graduates of offshore MBA programmes in Vietnam, on the basis that rich exploratory information can be derived from a few cases (Perry, 1998). Practical implications – The literature confirms a potential for disconnection between what management education providers offer in MBA programmes and what management education graduates actually receive, compared to graduate’s original expectations, needs and wants. Here, empirical evidence of this intersection is examined. Social implications – The graduate narratives share crucial exploratory evidence offering a better understanding of the needs and expectations of MBA graduates who might be considering enroling in offshore MBA programmes in Vietnam. These findings are especially important with regard to understanding the sustainability and value of offshore MBA programmes being delivered in Vietnam, especially given the country’s current state of economic, political and cultural transition, and the associated need for businesses and workers to be able to operate successfully in an international business environment. Originality/value – No previous studies evaluating the value of MBA programmes in Vietnam have been located. At a time when Vietnam is in economic, cultural, and political transition, knowledge to assist and support their HE sector is crucial. Recommendations are made as to potential improvements in Vietnamese offshore MBA programme curricula design, review, administration, and processes in response to these findings.
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Peterson, Richard B., e John Sargent. "Union and Employer Confederation Views on Current Labour Relations in 21 Industrialized Nations". Articles 52, n. 1 (12 aprile 2005): 39–60. http://dx.doi.org/10.7202/051151ar.
Testo completoAbstract (sommario):
This study reports the results of a cross-sectional mail survey sent to top officials of union and employer confederations in twenty-one industrialized market economics in Western Europe, North America, and Japan. The results regarding their assessment of the current labour relations situation in their own country show some significant differences related to employer vs. Union side and by economic groupings (EEU, EFTA, and other). We conclude that the relatively stable labour-management relationships during the 1960s and 1970s has apparently given way to greater divergence among the major industrial nations in recent years.
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Shakhabov, Islam, Yuriy Melnikov e Aleksey Smyshlyayev. "Peculiarities of Assessment of the Harmful (Dangerous) Production Factors in Healthcare: Medical and Legal Aspects". Glavvrač (Chief Medical Officer), n. 8 (1 agosto 2020): 49–59. http://dx.doi.org/10.33920/med-03-2008-04.
Testo completoAbstract (sommario):
The Order of the Government of the Russian Federation has approved a set of measures to stimulate the employers and employees for improving the labour conditions and health maintenance of employees. Today, one of the main regulatory document in the occupational safety ensuring the employees’ protection against professional diseases is Federal law No. 426-FZ «On the special assessment of labour conditions». This Law is intended for governing the assessment of the harmful (dangerous) production factors. Irrespective of the existing legislation, there are many facts of violations of the occupational safety that compromises the efficient prevention of industrial injuries and professional diseases. Special assessment of labour conditions is important from the point of view of ensuring the labour rights of employees. The special assessment is a multiple-stage and complex process. According to the authors, for an efficient control mechanism of labour conditions in healthcare, a number of changes should be made to the current regulatory documents.