The Precariat
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Grim Consequences of Workplace Traditional Bullying and Cyberbullying by Way of Mediation: a Case of Service Sector of Pakistan Mehwish Iftikhar , Loo-See Beh
International Journal of Recent Technology and Engineering (IJRTE) ISSN: 2277-3878, Volume-8 Issue-2S, July 2019 Grim Consequences of Workplace Traditional Bullying and Cyberbullying by Way of Mediation: A Case of Service Sector of Pakistan Mehwish Iftikhar , Loo-See Beh healthy workforce. Therefore, a healthy workforce is the Abstract: Various studies have been conducted to measure precondition of productivity and economic development bullying incidence and prevalence in multiple organizational (World Health Organization (WHO), 2007). Employee settings based on a variety of methods and research design. health plays a significant role in the efficiency of any Nonetheless, these studies indicate that bullying is a devastating organization. Accordingly, providing a healthy work and crippling problem that should be addressed in relation to its environment should be the leading priority of each adverse effects and implications. This study identified several organization. Every work environment is considered healthy gaps in the literature when expanded specifically to the service sector of Pakistan, where the problem of bullying is prevalent. if harmful working conditions are absent and This research endeavored to fill in the aforementioned gaps by health-promoting activities and actions are present. The precisely focusing on organizational climate as a cause of maintenance of occupational health is costly (i.e., to promote bullying (based on frustration–aggression theory and social and maintain the highest degree of physical, mental, and interaction approach), technology in relation to cyberbullying, emotional well-being of workers) and the burden of such cost and effects on employee health. Hence, this study contributes to is increasing. The WHO Factsheet (2014) indicated that a the emergent discussion in identifying the debilitating outcomes majority of countries faced an economic loss of 4% to 6% of of bullying. -
SOCHUM-Modern-Day Slavery.Pdf
Letter from Newton MUN's Secretary-General Dear Delegates and Faculty Advisors, Welcome to NewMUN 2019! Before anything, I would like to wish you the best of luck in this two-day conference which is going to bring together the best MUN delegates from Lima. I am sure that I will witness the highest level of debate at this conference. More than as a MUNer, but as a responsible citizen, I understand that the global issues in our world must be solved by the international community. I also understand that MUN delegates don't have the capabilities to take the decisions to change the world, but at least we have the capacity to outrage ourselves when seeing that something is not working for our well being. That capacity to go out and speak for your beliefs, to stand up and raise the flag of your country demanding for consensus, demanding for peace, demanding for the well being of everyone. That capacity is the only way in which countries can move forward, and it is the only way in which we will contribute to building a better world. Maybe a little visionary, but is the truth. This year, the Newton team has decided to increase the number of committees in order to have a MUN conference of the best quality. The topics that we have chosen tackle issues from the past, present, and future, therefore presenting a challenge for delegates to combine their knowledge and application to reach solutions. In many of the committees, Directors have been prepared to take the flow of the committee to a maximum moment of crisis in order to assess the networking and negotiating skill from delegates. -
Working Families Task Force Final Report
WORKING FAMILIES TASK FORCE Final Report 16 April 4th, 2016 EXECUTIVE SUMMARY After passing an ordinance that will provide more than 400,000 Chicago workers with a raise over the next five years, Mayor Emanuel launched the Working Families Task Force to identify additional reforms to strengthen the protections in place for the city’s workers. In addition, nearly 82 percent of Chicago voters supported the adoption of paid sick days for workers citywide via a non-binding referendum held in February 2015. The Task Force examined three issue areas: (1) paid sick leave, (2) schedule predictability for shift workers, and (3) paid family and medical leave. After 6 months of research, community engagement, and deliberation, the task force is proposing a framework for expanding access to sick leave and family and medical leave while recommending further research and discussion on schedule predictability before any legislative action is taken. The following is a summary of Task Force recommendations: Paid Sick Leave The Task Force recommended a framework that would provide workers with paid sick leave while having a nominal impact on employer costs. This proposal would: • Allow workers to accrue and use up to 5 earned sick days over the course of 1 year. • Workers would earn sick time at a rate of 1 hour earned for every 40 hours worked. This approach ensures that employees earn and accrue sick time at a proportional rate based on hours worked. • Accrued sick leave could be used by new employees after an initial 6-month probationary period. • Allow employees to roll over up to 2.5 unused sick days to the following year. -
Shrinking “Salariat” and Growing “Precariat”? Estimating Informal and Non-Standard Employment in Malaysia
DISCUSSION PAPER 10/20 | 10 AUGUST 2020 Shrinking “Salariat” and Growing “Precariat”? Estimating Informal and Non-standard Employment in Malaysia Hawati Abdul Hamid and Nur Thuraya Sazali Khazanah Research Institute KRI Discussion Papers are a series of research documents by the author(s) discussing and examining pressing and emerging issues. They are stand-alone products published to stimulate discussion and contribute to public discourse. In that respect, readers are encouraged to submit their comments directly to the authors. The views and opinions expressed are those of the author and may not necessarily represent the official views of KRI. All errors remain authors’ own. DISCUSSION PAPER 10/20 | 10 AUGUST 2020 Shrinking “Salariat” and Growing “Precariat”? Estimating Informal and Non-standard Employment in Malaysia This discussion paper is prepared by Hawati Abdul Hamid and Nur Thuraya Sazali, researchers at Khazanah Research Institute (KRI). The authors are grateful for the valuable comments from Dr Lim Lin Lean, Datuk Dr Norma Mansor from University of Malaya, Muhammad Farqani Mohd Noor from Social Security Organisation (SOCSO), and Siti Aiysyah Tumin and Ahmad Ashraf Ahmad Shaharudin from KRI. The authors also thank Shariman Arif Mohamad Yusof and Amos Tong Huai En for their excellent assistance. Our special gratitude to Employees Provident Fund (EPF) and SOCSO for their support and assistance. Authors’ email address: hawati. [email protected] and [email protected] Attribution – Please cite the work as follows: Hawati Abdul Hamid and Nur Thuraya Sazali. 2020. Shrinking “Salariat” and Growing “Precariat”? Estimating Informal and Non-standard Employment in Malaysia. Kuala Lumpur: Khazanah Research Institute. -
"Don't Wake Me, My Desk Is Far Too Comfortable": an Autoethnography
Eastern Washington University EWU Digital Commons EWU Masters Thesis Collection Student Research and Creative Works 2015 "Don't wake me, my desk is far too comfortable": an autoethnography of a novice ESL teacher's first year of teaching in Japan Delaney Holland Eastern Washington University Follow this and additional works at: http://dc.ewu.edu/theses Part of the Bilingual, Multilingual, and Multicultural Education Commons, and the English Language and Literature Commons Recommended Citation Holland, Delaney, ""Don't wake me, my desk is far too comfortable": an autoethnography of a novice ESL teacher's first year of teaching in Japan" (2015). EWU Masters Thesis Collection. 292. http://dc.ewu.edu/theses/292 This Thesis is brought to you for free and open access by the Student Research and Creative Works at EWU Digital Commons. It has been accepted for inclusion in EWU Masters Thesis Collection by an authorized administrator of EWU Digital Commons. For more information, please contact [email protected]. “DON’T WAKE ME, MY DESK IS FAR TOO COMFORTABLE”: AN AUTOETHNOGRAPHY OF A NOVICE ESL TEACHER’S FIRST YEAR OF TEACHING IN JAPAN A Thesis Presented To Eastern Washington University Cheney, Washington In Partial Fulfillment of the Requirements for the Degree Master of Arts in Teaching English as a Second Language By Delaney Holland Spring 2015 Abstract This thesis explores and analyzes a first year ESL teacher’s experience teaching at an all-girl’s private school in Nishinomiya, Japan. Chapter 3 is divided into 15 sections that tell the teacher’s story of living and teaching in Japan. -
The Precariat: the New Dangerous Class
Standing, Guy. "Why the Precariat Is Growing." The Precariat: The New Dangerous Class. London: Bloomsbury Academic, 2011. 26–58. Bloomsbury Collections. Web. 2 Oct. 2021. <http:// dx.doi.org/10.5040/9781849664554.ch-002>. Downloaded from Bloomsbury Collections, www.bloomsburycollections.com, 2 October 2021, 10:56 UTC. Copyright © Guy Standing 2011. You may share this work for non-commercial purposes only, provided you give attribution to the copyright holder and the publisher, and provide a link to the Creative Commons licence. 2 Why the Precariat Is Growing o understand why the precariat is growing one must appreciate the nature Tof the Global Transformation. The globalisation era (1975–2008) was a period when the economy was ‘disembedded’ from society as fi nanciers and neo-liberal economists sought to create a global market economy based on competitiveness and individualism. The precariat has grown because of the policies and institutional changes in that period. Early on, the commitment to an open market economy ushered in competitive pressures on industrialised countries from newly industrialising countries (NICs) and ‘Chindia’ with an unlimited supply of low-cost labour. The commitment to market principles led inexorably towards a global production system of network enterprises and fl exible labour practices. The objective of economic growth – making us all richer, it was said – was used to justify rolling back fi scal policy as an instrument of progressive redistribution. High direct taxes, long used to reduce inequality and to provide economic security for low earners, were presented as disincentives to labour, save and invest, and as driving investment and jobs abroad. -
Work-Life Balance As an Innovative Concept and Its Potential Influence on Japanese Family Life
Research Note Work-Life Balance as an Innovative Concept and its Potential Influence on Japanese Family Life Tabea Bienek Freie Universität Berlin In this article, I systematically explore how Work-Life Balance (WLB) in recent years became a concept in Japan to focus on the solution of social problems like the declining birthrate or the balance of work and family. I will show how political measures have been implicated and if the intention of these measures has been fruitful to Japanese society regarding the potential WLB bears. The idea of WLB in Japan is focussed on the balance of work and family in order to make Japanese family life easier and bring family members together. It also aims to bring back women to the working force after giving birth. How is Japanese society corresponding to these ideas of WLB? Providing that measures will be implemented by the government and the working environment, WLB strategies in Japan can be used to change Japanese family life and life style. Although the aim is very high, WLB measures already do have a visible influence on family life. Keywords: Work-Life Balance, Japanese family, balance of work and family in Japan 1. Introduction Nowadays having both parents working seems to be normal for German children. According to the Federal Statistical Office there are more than 50% of double income households in Germany. This also does not seem to be unusual for Japanese families. But regarding the official statistics on working women this is a rather new development. If we talk about Japanese working women in the age range of 30 to 50 years one can see that in accordance with the Work and Life Balance Report 2012 especially the number of permanent female employees has been growing during the last twenty years. -
The Precariat for Itself: Euromayday and Precarious Workers' Movements
The Precariat For Itself: EuroMayDay and Precarious Workers’ Movements Alex Foti A decade before Guy Standing wrote The Precariat, the precariat had already named itself. In the Fall of 2004 in London, anti-globalization activists drafted “The Middlesex Declaration of Europe’s Precariat”, a manifesto that set forth a call for a Pan-European May Day and listed a set of basic demands.1 It called an international May Day across Europe focusing on precarity and reclaiming labor, welfare, social rights denied to the precarious youth by neoliberal governments and corporations. As ChainWorkers had (in)famously written in 2001, the service precariat is to the industrial proletariat what informationalism is to fordism.2 From its inception, the EuroMayDay was intended as a First of May for the precariat and by the precariat, the class composed of young/queer/female/migrant precarious workers temping and toiling in the big cities transformed by the transnational flows of capital, knowledge, culture, information. The precariat was first mobilized by media and union activists in Milan, then in Barcelona, and then Hamburg, Berlin, Helsinki, Paris, Liège, Malaga, Sevilla, Lisboa, Ljubjana, Maribor, Stockholm, Copenhagen (just to name some of EuroMayDay’s hotspots).3 At the origin of this dynamic was a creative collective of Milanese subvertisers which had started networking social spaces in the city in 2001-2003, and started to interact with the rest of Italy and Europe, in order to reinterpret, in terms of discourse and communication, the meaning and purpose of International Workers’ Day, in the light of the radical transformations in the economy and the workplace that had taken place due to the combined effects of neoliberal deregulation and information revolution. -
Number of Home Schools Growing Across the State
•Football, girls volleyball, cheerleading, boys soccer, cross-country and girls tennis tryouts and practice underway among four area high schools. •When the World Series came toWhiteville. Sports See page 1-B. ThePublished News since 1890 every Monday and Thursday Reporterfor the County of Columbus and her people. Monday, August 3, 2015 Number of home schools Whiteville Volume 125, Number 10 City Hall Whiteville, North Carolina growing across the state 75 Cents More than 340 in Columbus County moving due By NICOLE CARTRETTE to mold Inside News Editor By JEFFERSON WEAVER When the Michaud sisters of Staff Writer 3-A Whiteville head back to school •Railroad deal this week there will be no uniform Whiteville’s city offices will likely have a ‘slightly delayed’ to put on, book bag to pack or new temporary home within a few months, nervousness about meeting a new according to officials. 4-A teacher. “The mold problem has just become too Isabella, 12, and Collette, 9, are bad,” said City Manager Darren Currie. •Overpass bridge among an estimated 521 children in “Right now we’re setting up a workshop with damaged; fire at Lake 341 homeschools across Columbus council to explore all our options.” destroys motorcycles. County. The entire building will require mold re- Their mother, Laura Michaud, mediation, Currie said. has been homeschooling her The city has been involved in a drawn-out daughters for the last six years. fight against mold that started in the base- “It was just a decision that we ment of the 1930s structure. The mold spread felt was a good fit for our family,” through the ventilation system, and affects said Michaud, who is a member of nearly every part of the building. -
State Officials
COLL ECTIONS ARf O A DOCU l ON PR 1.3:V 15/1966/V.3.3 tCAL R Ht.R AH E. I I IL .. A LI G lJ S T . I 9 6 6 " ERIE STANIEY GARDNER r>"--, "Encourage the Prison Writer" I Page 9 i \ . -���- .,... _:_..... / I( .,,--·-·-" ....,I �- � .. '/ ,,· �l r ,--, ( r&'·\ '\ ALBERT D. LANE . \ -- ·;·( ) . "') . :y -' I 11 j.;:· / .,,.., "Sinister Grins of Cats and Men -; (\ (fi·'. \ ��....___,, ... .... .. - ,,·.-.:_,.__ ,7_"·· :'.o. Page 15 V .. ·,:_-._:-:�:�-.,�- . .----. --=- -,·~ ":. .:: ..-· 1st Prize ••• The VANGUARD 1S 2nd / ,:~:sif:~1 Annual Literary Contest••• 11 THE ttMA:ZI� COYNE" � ';!Ji: ' Page 22 _ I MARSHALL SMITH COVER STORY (See page 4.) 11 The Big Man" I Special Editorial Feature: 11 EX-CON WRITES �10,000.00 11 U[KE BRADIEY PRIZE-WINNING NOVEL! Page 12 I "The Imprisonment" 7 / Ii Page 31 STATE OFFICIALS Sam Geddard GOVERNOR Darrell F. Smith ATTORNEY GENERAL Sarah Folsom , . ' SUP"T· OF PUBLIC· - · INSTRUCTION W. · W. Witt· · · ·. CHAIRMAN, BOARD OF PARDON and PAROLE - r •. · r . .. .. f .. If • I ◄ ... I t. _. I • • - • • • • • • j• DIRECTCR OF EDUCATION: · . jAJ:·K· b.· D·1LL .ARD ASS 1 T DIRECTOR OF EDUCATION: . j'.::: .�.. ,J ERR Y . �: THO f\11 SONP 01 . • • • . • • • · ft.1 � EDITOR: ., , , . � , _ . , � ::::!:::' . CON" . RAD. HANS[N. ii{ .. , ::f?:,·•:•:-·❖=.:•Z•!•-•:O: ...❖y._:.- ·jJ ..:)\� };11,?t'�Nt•:':;.::\:t?��,:�::•�� ...>;:}:· ;::J; ...... .. .... 1t=•r�r-.�� ·. ·. - PR I.S.O N . O.F Fl CI A L.S. Frank A. Eyman " . SUPERINTENDEN.T • L. H. Hochstatter .•ASS. 1 T. SlJP. 1 T, CUST.ODI • 1 �� � • � . A • . E .• G omes • . • • • • ASS'T SUP 1 T, BUSINESS Laurence White SECRETARY TH. -
Closing the Gender Pay
Closing the gender pay gap: A review of the issues, policy mechanisms and international evidence Closing the gender pay gap: A review of issues, policy mechanisms and international evidence Gender, Equality and Diversity ILO Branch CLOSING THE GENDER PAY GAP: A REVIEW OF THE ISSUES, POLICY MECHANISMS AND INTERNATIONAL EVIDENCE JILL RUBERY* AND ARISTEA KOUKIADAKI** *Professor, Alliance Manchester Business School, University of Manchester **Senior Lecturer, University of Manchester’s School of Law International Labour Office • Geneva Copyright © International Labour Organization 2016 First published (2016) Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Licensing), International Labour Office, CH-1211 Geneva 22, Switzerland, or by email: [email protected]. The International Labour Office welcomes such applications. Libraries, institutions and other users registered with a reproduction rights organization may make copies in accordance with the licences issued to them for this purpose. Visit www.ifrro.org to find the reproduction rights organization in your country. Rubery, Jill; Koukiadaki, Aristea. Closing the gender pay gap: a review of the issues, policy mechanisms and international evidence / Jill Rubery, Aristea Koukiadaki; International Labour -
An Employee's Living Wage and Their Quality of Work Life
sustainability.hapres.com Article An Employee’s Living Wage and Their Quality of Work Life: How Important Are Household Size and Household Income? Stuart C. Carr *, Jarrod Haar *, Darrin Hodgetts, James Arrowsmith, Jane Parker, Amanda Young-Hauser, Siautu Alefaio-Tuglia, Harvey Jones Project GLOW (Global Living Organizational Wage), EPIC (End Poverty & Inequality Cluster), Auckland, 1311, New Zealand * Correspondence: Stuart Carr, Email: [email protected]; Jarrod Haar, Email: [email protected]. ABSTRACT Living Wage (LW) campaigns normally assume a prototype household configuration in setting their LW rate, comprised of number of dependent householders and the number of incomes. This information is used to calculate the hourly pay rate required to sustain their quality of life and work life. Real households are nonetheless diverse in terms of number of householders and incomes, rendering the living wage conceptually more of a continuous variable than a single constant, across a wage spectrum. We explored this spectrum and its links to job attitudes with a nationally representative sample of N = 1011 low-waged New Zealanders. We measured each participant’s: hourly pay rate, number of household dependents and total household income, alongside individual job attitudes indicative of quality of work life (job satisfaction, work engagement, career satisfaction, meaningful empowerment, affective commitment, organizational citizenship behaviours and work-life balance). As a set, job attitudes consistently pivoted upwards into positive values approximating the campaign LW rate in New Zealand, regardless of either number of household dependents or household income (net of personal wage). However household income net of personal wage (unlike number of household dependents) buffered the gradient of the pivot upwards.