Macrocognition in Teams Letsky, Michael P.; Warner, Norman W.; Fiore, Stephen M. ...
2008, 2008-09-01
eBook
Macrocognition in Teams provides readers with a greater understanding of the macrocognitive processes which support collaborative team activity, showcasing current research, theories, methodologies ...and tools. It will be of direct relevance to academics, researchers and practitioners interested in group/team interaction, performance, development and training.
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13.
Dying for an IPhone Chan, Jenny; Selden, Mark; Ngai, Pun
2020, 2020-06-20
eBook
Based on undercover research, Foxconn and Apple's treatment of workers is revealed.
Aim: The aim of this study was to explore and understand the complexity of ageing in relation to factors of importance for extending working life. Method: Discourse analysis of documents was used in ...an integrative review including 128 articles. Result: Four different conceptualisation of ageing are shown to affect older workers’ ability to extend their working life: (a) biological ageing people’s health in relation to their physical and mental work environment, their pace of work and recuperation needs; (b) chronological ageing statutory retirement age and policies and economic incentives devised for older workers by society, unions and organisations/enterprises; (c) social ageing inclusion in different social groups, the attitude of managers, organisations and family members, the leisure activities and surrounding environment; and (d) mental/cognitive ageing self-crediting, motivating and meaningful activities, competence and skills in working life. Conclusions: Societies today focus mostly on chronological ageing and are looking to increase the retirement age with regard to statutory pension systems, e.g. beyond 65 years of age. The inter-relationships between chronological, mental, biological and social ageing and the nine areas identified as being important to older workers in these respects need to be considered when aiming to provide a sustainable working life for the increasing numbers of older workers in modern society. The theoretical model developed is a contribution to the critical debate that can be applied by societies, employers and managers in order to provide older workers with an inclusive and sustainable extended working life.
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Lived Experiences of Exclusion in the Workplaceshares the emotional expressions of those who have faced alienation and marginalisation, providing guidance on how to trigger inclusion through various, ...often simple measures.
Research has associated parenthood with greater daily time commitments for fathers and mothers than for childless men and women, and with deeper gendered division of labor in households. How do these ...outcomes vary across countries with different average employment hours, family and social policies, and cultural attitudes to family care provision? Using nationally representative time-use data from the United States, Australia, Italy, France, and Denmark (N = 5,337), we compare the paid and unpaid work of childless partnered adults and parents of young children in each country. Couples were matched (except for the United States). We found parents have higher, less gender-equal workloads than nonparents in all five countries, but overall time commitments and the difference by parenthood status were most pronounced in the United States and Australia.
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This article uses a differential salience-comparable salience approach to examine the effects of work demands and resources on work-to-family conflict and facilitation. The analysis is based on data ...from 1,938 employed adults living with a family member who were interviewed for the 1997 National Study of the Changing Workforce. The results support the differential salience approach by indicating that time- and strain-based work demands show relatively strong positive relationships to work-to-family conflict, whereas enabling resources and psychological rewards show relatively strong positive relationships to work-to-family facilitation. The availability of time-based family support policies and work-family organizational support is negatively related to conflict and positively related to facilitation, thereby supporting the comparable salience approach.
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18.
Demanding work Green, Francis
2007, 2013., 20131024, 2013, 2005, 2006-01-01, 20060101
eBook, Book
Since the early 1980s, a vast number of jobs have been created in the affluent economies of the industrialized world. Many workers are doing more skilled and fulfilling jobs, and getting paid more ...for their trouble. Yet it is often alleged that the quality of work life has deteriorated, with a substantial and rising proportion of jobs providing low wages and little security, or requiring unusually hard and stressful effort.
In this unique and authoritative formal account of changing job quality, economist Francis Green highlights contrasting trends, using quantitative indicators drawn from public opinion surveys and administrative data. In most affluent countries average pay levels have risen along with economic growth, a major exception being the United States. Skill requirements have increased, potentially meaning a more fulfilling time at work. Set against these beneficial trends, however, are increases in inequality, a strong intensification of work effort, diminished job satisfaction, and less employee influence over daily work tasks. Using an interdisciplinary approach,Demanding Workshows how aspects of job quality are related, and how changes in the quality of work life stem from technological change and transformations in the politico-economic environment. The book concludes by discussing what individuals, firms, unions, and governments can do to counter declining job quality.
It is now recognized that workplace aspects (scheduling, shift work, physically demanding work, chemical exposure) not only increase the risk of injury and illness, but also impact health behaviors ...(smoking, physical activity) and health outcomes (sleep disorders and fatigue, obesity, musculoskeletal disorders). In turn, ill health and chronic conditions can affect performance at work, increasing risk for injury, absenteeism, and reduced productivity. In the past few decades, programs that expand the traditional focus of occupational safety and health to consider nontraditional work-related sources of health and well-being have been shown to be more effective than programs that separately address these issues. This Total Worker Health approach has been recognized by the National Institute for Occupational Safety and Health (NIOSH) as a method for protecting the safety and health of workers, while also advancing the overall well-being of these workers by addressing work conditions. This compendium presents work from an international collection of scholars exploring the relationship between workplace factors and worker safety, health, and well-being. It provides guidance for improving the organization and design of work environments, innovative strategies for promoting worker well-being, and novel methods for exposing underlying occupational causes of chronic disease.
Develop Your Teamwork SkillsTeamwork allows us to engage in important work, and teams hold immense power. Those on teams share perspectives, brainstorm ideas, and produce results beyond what’s ...possible alone. With organizations relying increasingly on teams to deliver impact, teamwork skills are needed more than ever.Part of the ATD Soft Skills Series, Teamwork in Talent Development is for talent development professionals who serve as team leaders or team members and wish to improve their collaboration abilities, build successful teams, and maximize their team performance for solving business problems, meeting learning needs, promoting culture change, and more.In this book, you will learn what teamwork means, why teams and teamwork skills matter, and how to overcome common challenges related to teaming. Organization development expert Thane Bellomo introduces a model for how you can form teams and develop your teamwork skills. It starts with framing the work around clear and important goals. This positions you and the team to encourage curiosity and build trust while you embrace conflict and engage in (healthy) conflict. Included are detailed takeaways and advice for applying the concepts.Other books in the series:Emotional Intelligence in Talent DevelopmentAdaptability in Talent DevelopmentCreativity in Talent DevelopmentInfluence in Talent Development
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