The paper examines assessing female employees’ readiness for flexible work arrangements and empowering women in the workplace. The adoption of flexible work arrangements (FWA) practices in Asian ...countries is prominent. Despite the recognized benefits that FWAs can provide in terms of employee’s well-being and business sustainability, their implementation is still relatively limited. Hence, the purpose of this study is to identify the factors (family responsibilities, FWA benefits, career advancement, company policy, and supportive workplace) that influence Malaysian female employees’ readiness for FWAs. In this study, the Person-Environment (PE) Fit Theory is employed as a framework to comprehend an individual’s readiness for adopting FWAs. To gather data, 200 surveys were distributed online to female employee respondents using the convenience sampling method. The data analysis was carried out. The findings demonstrate an association between female employees' readiness for FWAs and FWA benefits, career advancement, and company policy. However, family responsibilities and supportive workplaces indicate insignificantly on female employees’ readiness in relation to FWAs, warranting further investigation. This study provides valuable insights to various stakeholders, like organizations, practitioners, policymakers, and the government, in understanding and addressing the readiness of female employees for FWAs and serves as a research foundation for more informed decision-making across organizations in Malaysia. Female employees often face challenges in balancing work and family responsibilities, and if a company could provide flexible arrangements, it could create a supportive environment that can help retain skilled female professionals.
International climate governance is increasingly focusing on the role of the private sector. This article explores how companies translate the narrative of deep decarbonization into their ...entrepreneurial visions of the future. Based on a qualitative multiple case study, it shows that overpromising is an essential feature of imagined business futures, and identifies three forms of overpromising: contradiction, exaggeration, and commitment. The research article contributes to the emerging field of hype and overpromising by proposing a contextual and nuanced understanding of overpromising. The results illustrate the power of desirable transformation narratives, but also their limitations and side effects.
Portable Fire extinguishers and hydrant are tools used for overcoming the fire. The purpose of this research is to learn about fire portable and hydrant application as a defensive action of fire in ...PT X. This research is a descriptive research with a cross sectional approach. Variable of this research are portable fire extingusher, hydrant and company policy. The result of this research showed that almost installation of portable fire estingusher is comply with Permenakertans No. 04/PER/MEN/1980 abaout the requirments of portable fire estingusher, either the hydrant also comply with Kepmen PU No. 02/KPTS/1985 about regulation of preventive and defensive action of fire for bulding , but there is one hydrant which covered by the rest of production materials and there is no white writting or mark “HYDRANT” on some box hydrant. Company is suggested to look at, or aware of the height of portable fire estingusher installation and box hydrant may not covered by anything and give an white writting or mark “HYDRANT’.
This study aimed to analyze the legal validity of the DMO policy which was based on the Minister of Energy and Mineral Resources Letter 2783/32/MEM.B/2018 dated April 19, 2018, and the legal ...implications of the DMO quota transfer policy on mining companies. This research was a normative study using a statute approach. The results showed the coal DMO quota transfer policy was a policy that recognized its existence and had binding legal force. The DMO quota transfer policy had implications for fulfilling quotas for mining companies that contract with State Electricity Enterprise and mining companies that did not contract with State Electricity Enterprise. Mining companies that contract with State Electricity Enterprise could buy and sell coal which was more than the 25% coal DMO obligation with State Electricity Enterprise. Quota transfers made by mining companies that did not contract with State Electricity Enterprise had an uncertain price.
Human resources play an important and strategic role in determining company policy. Superior human resources are required to carry out their duties in a quality and good manner. Human resources need ...to be well-managed and emphasised so that employees can feel satisfaction at work. Job satisfaction is vital upon measuring the work performance. If the employee is satisfied with the job, the work performance will be better. Job satisfaction also becomes an indicator for the company survival. The purpose of this study is to analyse the significance of the influence of leadership style, work motivation, and work environment on employees’ job satisfaction. This type of study is survey research on the employees at PT Tri Usaha Sejahtera Pratama company. The study population included 800 people. The research sample was 80 employees, which comprised 32 male and 48 female respondents. The sample is taken using the proportional cluster random sampling technique with criteria based on their education background and working period. The data collection technique used a questionnaire. The data analysis technique used multiple linear regression analysis, T-test, model accuracy test and coefficient of determination. The results showed that all variables, including leadership style, work motivation, and work environment have positive influence towards employees’ job satisfaction. The leadership style, work motivation, and work environment have an essential effect on job satisfaction of the employees at PT Tri Usaha Sejahtera Pratama company. Therefore, it can be concluded that job satisfaction at PT Tri Usaha Sejahtera Pratama company can be measured using three variables: leadership style, work motivation, and work environment
This piece of research presents the concepts of Ethics and Morals in relation to the achievement of Sustainable Development Goal targets 8.5 and 8.8 of the 2030 Agenda. Specifically, this work ...develops an explanation for some possible conflicts generated by the challenges of an ethical and moral nature in the implementation of business policies oriented toward economic sustainability. To this end, first, a reflection of the basic concepts is provided. Second, these two concepts are polemically pitted against each other. Finally, some solutions are suggested as a synthesis of a dialectical process. Additionally, throughout this study, both terms are presented in accordance with the idea of sustainability from a socio-economic and political context, which are generated by the ideological system of their culture.
The issue of violence and harassment at work is a phenomenon that is still present in our society. This forces companies to adopt and apply appropriate policies that take into account these ...situations of violence and harassment, as well as the associated psychosocial risks.
For this, it is necessary to identify and evaluate the behaviors of violence and harassment, in order to adopt preventive measures and control the risks, which should lead us towards the adoption of a series of action protocols, which previously require a thorough study of the aspects relating to the conduct and characters of the active subject, as well as the characters and elements of the victim and the work environment in which the events occur.
A new scenario is opening up in the workplace, where the criminologist can have a lot to say by collaborating in the creation and implementation of future labor compliance systems.
La cuestión relativa a la violencia y el acoso en el ámbito laboral es un fenómeno que sigue presente en nuestra sociedad. Ello exige a las empresas la adopción y aplicación de políticas adecuadas que tengan en cuenta estas situaciones de violencia y acoso, así como los riesgos psicosociales asociados.
Para ello es preciso identificar y evaluar las conductas de violencia y acoso, con el fin de adoptar medidas preventivas y controlar los riesgos, lo cual debería encaminarnos hacia la adopción de una serie de protocolos de actuación, que exigen previamente un estudio concienzudo de los aspectos relativos a la conducta y caracteres del sujeto activo, así como de los caracteres y elementos de la víctima y del entorno laboral en el cual se producen los hechos.
Un nuevo escenario se abre en el ámbito laboral, donde el criminólogo puede tener mucho que decir colaborando en la creación e implantación de futuros sistemas de compliance laboral.
The year 2020 marks the 10th anniversary of the Australian Paid Parental Leave Act 2010. Using Baird’s orientations typology and Brighouse and Wright’s equality framework, with evidence from the ...Workplace Agreements Database and the Workplace Gender Equality Agency, this article assesses changes in policy, bargaining and company provisions over the decade. We find that policy changes may enable more fathers and partners to take leave, although the period is short and barriers to uptake exist. In bargaining and company policy, we find modest growth in the proportion of agreements with paid primary and paid secondary carer leave provisions, but no movement in the duration of the leaves, with secondary carer leave much shorter. We conclude that although these changes suggest growing attention to improving women’s working conditions and fathers’ access to parental leave, short secondary carer leaves set normative standards of fathers as ‘supporters’ rather than recognising substantive involvement in care. Consequently, the changes do not promote gender-egalitarian sharing of parental leave. While the introduction of the government scheme was a ‘giant leap’, the 10 years since have seen modest ‘baby steps’ towards greater gender equality in the availability and potential use of paid parental leave.
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Step therapy, also termed fail-first policy, describes a practice of insurance and pharmacy benefit management companies denying reimbursement for a specific treatment until after other treatments ...have first been found ineffective (i.e. failed). Laws to limit step therapy have been passed in 29 states of the United States. Using extrapolated data on fully insured employees, we find that except for New York and New Mexico, enacted State laws don't apply to even one-third of a state's population. Using the more robust Kaiser Family Foundation (KFF) data, which do not include fully insured employees, we find that only 2–10% of a state's population is covered. Advocating for these laws has been an expensive and time-consuming process, likely to become more so for the 21 states without such laws. The laws that have been enacted can be near impossible, to enforce, and loopholes exist. As a result, using KFF data, more than 90% of people in the United States with health insurance may still be unable to access the treatment chosen as most appropriate for them with their physician. Based on these data, we conclude federal step-therapy legislation is needed.
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