Implementation of the 2014-2015 programme of work: subprogramme 13: subregional activities in the Caribbean

This report highlights the activities carried out by ECLAC in the Caribbean subregion between 1 January 2014 and 31 March 2015. Subprogramme 13 of the ECLAC programme of work 2014-2015 (���Subregional activities in the Caribbean���) covers the Commission���s work in Antigua and Barbuda, the Bahamas, Barbados, Belize, Cuba, Dominica, the Dominican Republic, Grenada, Guyana, Haiti, Jamaica, Saint Kitts and Nevis, Saint Lucia, Saint Vincent and the Grenadines, Suriname and Trinidad and Tobago, as well as Anguilla, Aruba, the British Virgin Islands, the Cayman Islands, Cura��ao, Guadeloupe, Martinique, Montserrat, Puerto Rico, Sint Maarten, the Turks and Caicos Islands and the United States Virgin Islands. Subprogramme 12 (���Subregional activities in Central America, Cuba, the Dominican Republic, Haiti and Mexico���) includes activities conducted in the Caribbean member States of Cuba, the Dominican Republic and Haiti. In addition, countries of the Caribbean were included in activities organized under the 12 other substantive subprogrammes of the ECLAC programme of work 2014-2015, namely: (i) linkages with the global economy, integration and regional cooperation; (ii) production and innovation; (iii) macroeconomic policies and growth; (iv) financing for development; (v) social development and equality; (vi) mainstreaming the gender perspective in regional development; (vii) population and development; (viii) sustainable development and human settlements; (ix) natural resources and infrastructure; (x) planning of public administration; (xi) statistics; and (xii) support for regional and subregional integration and cooperation processes and organizations.

Directions for advancing the study of work transitions in the 21st century

Objectives: The purpose of this article is to share the details, outcomes and deliverables from an international workshop on work transitions in London, Ontario, Canada. Participants: Researchers, graduate students, and community group members met to identity ways to advance the knowledge base of strategies to enhance work participation for those in the most disadvantaged groups within society. Methods: A participatory approach was used in this workshop with presentations by researchers and graduate students. This approach included dialogue and discussion with community members. In addition, small group dialogue and debate, world cafe discussions, written summaries of group discussion and reflection boards were used to bring new ideas to the discussion and to build upon what we know. Findings: Two research imperatives and six research recommendations were identified to advance global dialogue on work transitions and to advance the knowledge base. Occupational justice can be used to support future research directions in the study of work transitions. Conclusions: Moving forward requires a commitment of community of researchers, clinicians and stakeholders to address work disparities and implement solutions to promote participation in work.

An Input-Process-Output Approach to Interorganizational Teams: The Influence of Work Group Diversity, Trust and Shared Leadership on Communication Network and Team Outputs.

The market���s challenges bring firms to collaborate with other organizations in order to create Joint Ventures, Alliances and Consortia that are defined as ���Interorganizational Networks��� (IONs) (Provan, Fish and Sydow; 2007). Some of these IONs are managed through a shared partecipant governance (Provan and Kenis, 2008): a team composed by entrepreneurs and/or directors of each firm of an ION. The research is focused on these kind of management teams and it is based on an input-process-output model: some input variables (work group���s diversity, intra-team's friendship network density) have a direct influence on the process (team identification, shared leadership, interorganizational trust, team trust and intra-team's communication network density), which influence some team outputs, individual innovation behaviors and team effectiveness (team performance, work group satisfaction and ION affective commitment). Data was collected on a sample of 101 entrepreneurs grouped in 28 ION���s government teams and the research hypotheses are tested trough the path analysis and the multilevel models. As expected trust in team and shared leadership are positively and directly related to team effectiveness while team identification and interorganizational trust are indirectly related to the team outputs. The friendship network density among the team���s members has got positive effects on the trust in team and on the communication network density, and also, through the communication network density it improves the level of the teammates ION affective commitment. The shared leadership and its effects on the team effectiveness are fostered from higher level of team identification and weakened from higher level of work group diversity, specifically gender diversity. Finally, the communication network density and shared leadership at the individual level are related to the frequency of individual innovative behaviors. The dissertation���s results give a wider and more precise indication about the management of interfirm network through ���shared��� form of governance.