As African American women left slavery and the plantation economy behind, many entered domestic service in southern cities and towns. Cooking was one of the primary jobs they performed in white ...employers' homes, feeding generations of white families and, in the process, profoundly shaping southern foodways and culture.Rebecca Sharpless argues that, in the face of discrimination, long workdays, and low wages, African American cooks worked to assert measures of control over their own lives and to maintain spaces for their own families despite the demands of employers and the restrictions of segregation. Sharpless also shows how these women's employment served as a bridge from old labor arrangements to new ones. As opportunities expanded in the twentieth century, most African American women chose to leave cooking for more lucrative and less oppressive manufacturing, clerical, or professional positions.Through letters, autobiography, and oral history, this book evokes African American women's voices from slavery to the open economy, examining their lives at work and at home. Sharpless looks beyond stereotypes to introduce the real women who left their own houses and families each morning to cook in other women's kitchens.
Research has been conducted to examine the effect of work motivation, work environment and incentives on the employee satisfaction in one of the most important mines in Serbia called "IBARSKI ...RUDNICI". The empirical research was conducted in the period from September to November 2018, and 49 employees were examined. The questionnaire is compounded by the Likert's five-stage scale. In this study, the T-test is useful as part of the analysis used to test the satisfaction of the various aspects of the work. One-factor analysis (ANOVA) was applied for the research of the desirable characteristics of the manager in the work. Such a sample may not be fully representative, but is sufficiently informative in any case, since it can be concluded that some factors influence the work motivation in the analyzed company. The data was processed with the statistical package IBM SPSS Statistic 20. for Windows shows that: There is a positive and significant influence on the working motivation of employee satisfaction in the mining company. The analyzed models for investigating the motivation of employees indicate that a real managerial approach implies real knowledge and monitoring of employee preferences and preferences, as well as adequate material and non-material incentives, but also desirable qualities that each manager should possess.
Job crafting role, staff involvement and work stress Tsareva, Natalia A; Yakimova, Zoya V; Vlasenko, Albina A
Dilemas contemporáneos: educación, política y valores,
03/2019, Letnik:
VI, Številka:
Special
Journal Article
Recenzirano
Odprti dostop
At present, most companies are faced with the problem of business process provision with highly qualified human resources, the retaining of professionals and the involvement of employees. If an ...employee shares company values, a high motivational potential of the work promotes the development of involvement. The satisfaction of an employee's needs - autonomy, involvement, competence - takes place through the work resources according to E. Desey and R. Rain. The conducted research is focused to reveal the level of involvement, the overall level of satisfaction with the work among different categories of employees (front office, back-office, law enforcement).
Job embeddedness is predominately assumed to benefit employees, work groups, and organizations (e.g., higher performance, social cohesion, and lower voluntary turnover). Challenging this assumption, ...we examined the potentially negative outcomes that may occur if employees are embedded in an adverse work environment-feeling "stuck," yet unable to exit a negative situation. More specifically, we considered two factors representing adverse work conditions: abusive supervision and job insecurity. Drawing from conservation of resources theory, we hypothesized that job embeddedness would moderate the relationship between these conditions and outcomes of voluntary turnover, physical health, emotional exhaustion, and sleep quality/quantity, such that employees embedded in more adverse environments would be less likely to quit, but would experience more negative personal outcomes. Results from two independent samples, one in Japan (N = 597) and one in the United States (N = 283), provide support for the hypothesized pattern of interaction effects, thereby highlighting a largely neglected "dark side" of job embeddedness.
Social security for any salaried individual in a civilized society is a dynamic conception that empowers him for upholding his dignity through a system of participatory approach and collective social ...action in the event of economic turbulences and any type of physical sufferings resulting from death, disease and disablement. The foundation of this system has been laid on the principle of pooling resources in small quantities for larger individual and collective social benefits. Thus while taking into consideration the well being of individuals the social security systems safeguard and maintain the social efficacy of productive manpower which is a criterion for achieving effectual and greater levels of productivity. Social insurance programme, today, are a global phenomenon. In the post war era, country after country have realized that the industrial health cannot be and should not be delinked from a socially conductive and protective work environment for its workforce. In India, social security is fast emerging as an indispensable chapter of national development programme. Economic liberalization and highly competitive global market trend further underline the need for foolproof social security system for the country's workforce, if it to forge ahead successfully on the chosen path of progress and prosperity through industrialization. The proliferation of Employees' State Insurance Act, 1948 by the Government of India was the foremost legislation on social security for workers after the country's independence. The Scheme of the ESI as per the ESI Act provides social protection to the employees of the organized sector and their dependents in the event of occurrence of unforeseen emergencies, such as, illness, maternity, demise or disablement due to any accident at workplace or as a result of an occupational disease. The Scheme, which has been formulated to suit the health insurance needs of employees, provides complete medical care to insured individuals and their dependents along with cash benefits as a compensation for loss of wages or of capacity to earn the livelihood in different unforeseen emergencies. The ESI Scheme is governed by the Employees' State Insurance Corporation of India, a statutory body set up by the Government of India as per the provisions of the ESI Act, 1948. The present study attempts to examine the performance of ESI in Odisha, with special reference to Choudwar zone. More especially the study sets out to find answers to the set of variables identified after the pilot study in the research area. Even though the ESI Scheme has been implemented in different parts of India except Nagaland, Manipur, Tripura, Sikkim, Arunachal Pradesh and Mizoram, the present study is confined to different districts of Odisha; those that come under the Choudwar zone. It attempts to assess the perception of insured persons both in factories and establishments. The study is organized in five chapters. Chapter 1 gives an introduction to the concepts of social security, its evolution, significance, growth and development in India. Chapter 2 reviews the available literature on earlier studies on social security schemes , the objective of the study, limitations of the study, research methodology etc. Chapter 3 deals with the profile of the ESI in Odisha. Chapter 4 deals with the empirical data analysis collected from the field visits in different districts of Odisha under Choudwar zone. Chapter 5 deals with findings, suggestions and conclusions. It is hoped that the findings of the study would be of interest to employees, employers, the ESI Corporation, policy makers, researchers and academicians.
If we look at the labour demand and supply then it can be seen that ample supply is there so is the demand for manpower. ...employment is not a problem. Issues like, gender, caste, clan, language, ...income, location, status such as citizen or migrants, refugee or internally displaced, person with disability etc. are important to address while dealing with the diverse workforce. ...to understand inclusion or inclusive training, there is a need to understand the local market, local sentiments and local barriers. ...it is expected to see significant changes in the organizational policies to adopt the necessary changes to excel in growth.
Established in 1824, the United States Indian Service, now known as the Bureau of Indian Affairs, was the agency responsible for carrying out U.S. treaty and trust obligations to American Indians, ...but it also sought to "civilize" and assimilate them. InFederal Fathers and Mothers, Cathleen Cahill offers the first in-depth social history of the agency during the height of its assimilation efforts in the late nineteenth and early twentieth centuries.Making extensive and original use of federal personnel files and other archival materials, Cahill examines how assimilation practices were developed and enacted by an unusually diverse group of women and men, whites and Indians, married couples and single people. Cahill argues that the Indian Service pursued a strategy of intimate colonialism, using employees as surrogate parents and model families in order to shift Native Americans' allegiances from tribal kinship networks to Euro-American familial structures and, ultimately, the U.S. government. In seeking to remove Indians from federal wardship, the government experimented with new forms of maternalist social provision, which later influenced U.S. colonialism overseas. Cahill also reveals how the government's hiring practices unexpectedly allowed federal personnel on the ground to crucially influence policies devised in Washington, especially when Native employees used their positions to defend their families and communities.
This engaging and thought-provoking text introduces the main techniques, theories, research and debates in personnel selection, helping students and practitioners to identify the major predictors of ...job performance as well as the most suitable methods for assessing them. Tomas Chamorro-Premuzic and Adrian Furnham provide a comprehensive, critical and up-to-date review of the constructs we use in assessing people – intelligence, personality, creativity, leadership and talent – and explore how these help us to predict differences in individuals' performance. Covering selection techniques such as interviews, references, biographical data, judgement tests and academic performance, The Psychology of Personnel Selection provides a lively discussion of both the theory behind the use of such techniques and the evidence for their usefulness and validity. The Psychology of Personnel Selection is essential reading for students of psychology, business studies, management and human resources, as well as for anyone involved in selection and assessment at work.
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