864 resultados para Issachar Work Israel Tribal life Wage earning.
Resumo:
Cette tude traite des difficults que rencontrent les travailleurs agricoles salaris dans lexercice de leur droit la libert dassociation et la ngociation collective. Ils sont souvent exclus des rgimes lgislatifs nationaux de protection des droits syndicaux ou restreints dans leur capacit de les exercer en dpit du fait quils sont parmi les plus pauvres et mal nourris de la plante et donc requerraient une protection accrue. Quelles sont les causes historiques de ce traitement discriminatoire (premire partie) ? Comment le droit international du travail contribue-t-il remdier cette situation (deuxime partie) ? En quoi est-ce que le droit international du travail a-t-il influenc le droit interne canadien pour la protection des travailleurs agricoles salaris (troisime partie) ? Les causes du traitement singulier accord ces travailleurs remontent aux origines mmes de lagriculture. Consciente des caractristiques particulires de cette activit, lOrganisation internationale du travail affirmera ds le dbut du 20e sicle quil est injustifi dempcher les travailleurs agricoles salaris de se syndiquer. Elle insiste sur la valeur fondamentale des droits syndicaux devant diffrents forums onusiens et favorise leur promotion travers llaboration de normes du travail mais galement dinstruments de soft law, considrs mieux adapts dans un contexte contemporain de mondialisation. Ce droit international du travail influencera ensuite linterprtation de la Charte canadienne des droits et liberts par les tribunaux canadiens dans leur analyse de la constitutionnalit de lexclusion totale ou partielle des travailleurs agricoles salaris des rgimes lgislatifs de protection des droits syndicaux.
Resumo:
Les dirigeants-propritaires des petites et moyennes entreprises (PME) sont de plus en plus intresss par la gestion des ressources humaines (GRH); certains y voient un avantage concurrentiel face la pnurie de main-duvre actuelle. Considrant que la compatibilit entre les caractristiques des travailleurs et celles de lorganisation peut gnrer des rsultats positifs (Kristof-Brown et Guay, 2011), notre tude sintresse aux pratiques de GRH associes aux valeurs au travail de la gnration Y ainsi que leur effet sur la capacit des PME attirer et retenir cette cohorte. Cette tude qualitative sest ralise grce des donnes primaires colliges la suite dentrevues avec des dirigeants de quatre PME du secteur de la construction et seize employs appartenant la gnration Y uvrant au sein de ces entreprises. Par nos rsultats, nous avons relev que la qualit des relations, autant avec les collgues que les superviseurs, demeure gnralement la principale source dattraction et de rtention des Y dans les PME. Nos rsultats soutiennent aussi que leur attraction et rtention peut tre trs fortement favorise grce des pratiques de communication bidirectionnelle et illimite, une communication stratgique et une libert dans la gestion du temps et des mthodes de travail. La conciliation travail et vie personnelle, les dfis varis, les possibilits davancement, la gestion des ressources humaines socialement responsable, la reconnaissance des comptences ainsi que la gestion participative sont aussi des pratiques pouvant tre fortement lies lattraction et la rtention de cette gnration. Nos rsultats montrent aussi que lattraction et la rtention des Y dans les PME sont modrment favorises par le travail dquipe, les conditions de travail quitables et objectives et la rmunration globale concurrentielle. linverse, la prsence de technologies de linformation et des communications et la formation continue sont des sources plus faibles dattraction et de rtention en comparaison aux autres pratiques abordes dans cette tude. En somme, cette tude contribue la littrature sur la GRH dans les PME, puisque les spcificits relatives ces entreprises ont t peu considres jusqu aujourdhui. Elle permet aussi la recommandation de pratiques utiles aux dirigeants-propritaires et professionnels en ressources humaines uvrant avec le dfi dattraction et de rtention de la gnration Y au sein de leur entreprise.
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Durant la deuxime moiti du 20e sicle, divers amnagements structurels ont amen lidologie du systme dentreprise japonais tre accepte globalement, non seulement comme un modle lgitime, mais aussi comme un modle suivre (et poursuivre). Figure emblmatique de ce systme, le salaryman employ masculin rgulier des grandes entreprises ou administrations japonaises sest impos au sein de la socit japonaise. Lidologie que vhicule le systme dentreprise a ds lors t interprte par quelques auteurs comme un discours hgmonique, une image culturellement dominante du travail et de la vie quotidienne au Japon. Aujourdhui, la suite dune conjoncture conomique particulire fruit de la crise conomique des annes 1990, limage du salaryman seffrite et son caractre hgmonique tend se fragmenter pour laisser place de nouvelles pratiques et de nouvelles valeurs souvent antagonistes avec les discours et les reprsentations du travail et de la masculinit qui ont domin jusqualors. Une analyse historique et une enqute de terrain (entrevues semi-directives) nous montreront la fois pourquoi le salaryman peut tre compris comme un discours hgmonique et comment les nouvelles pratiques et reprsentations des jeunes japonais tmoignent du caractre nouvellement fragmentaire de limage du salaryman en contexte de crise. Ces rsultats nous amneront considrer plus globalement limplication des transformations du systme demploi dans le changement social au Japon.
Resumo:
El problema de la propiedad de la tierra en Colombia es un problema bastante antiguo que se remonta mucho antes del siglo XX, el cuestionamiento de los ttulos de propiedad de los terratenientes, representa el inicio de una larga lucha del campesinado por defender su trabajo y su propia vida. En la presente investigacin, se busca establecer la relacin entre los conflictos por el acceso a la tierra y el origen de grupos guerrilleros en la regin de Sumapaz, oriente y sur del Tolima en los aos 1946 a 1966. En los aos 1946 a 1966, en la transicin de los grupos de autodefensa de masas a movimientos guerrilleros, fueron determinantes factores como: la desigualdad social en el campo, los conflictos por el acceso a la tierra, la lucha bipartidista y la influencia del Partido Comunista. Estos factores tuvieron una fuerte incidencia en la organizacin campesina y posteriormente en la conformacin de las Fuerzas Armadas Revolucionarias de Colombia, FARC.
Resumo:
El propsito de este estudio fue describir la Calidad de vida laboral (CVL) y el estilo de liderazgo percibido por el personal administrativo/asistencial de un centro oncolgico y estimar la asociacin entre ellas, considerando las caractersticas sociodemogrficas. Para ello se aplic el Cuestionario de Vida profesional [CVP-35] y el Test de Adjetivos de Pitcher [PAT]. En general, los participantes presentan una CVL satisfactoria, caracterizada principalmente por motivacin intrnseca, lo cual fue ms evidente en el personal asistencial. Respecto al liderazgo, se observ una percepcin de ausencia de liderazgo o caractersticas poco deseables de ste, lo cual aunque no determina la CVL, si constituye un factor modulador de la misma, las variables sociodemogrficas no guardaron relacin con la CVL. Por ltimo se resalta la responsabilidad social que tienen los directivos sobre bienestar de los trabajadores de la salud, y consecuentemente sobre la atencin al paciente. Se discuten estos hallazgos y lo pertinente de utilizar las categoras emergentes del PAT.
Resumo:
La literatura sobre determinantes de los ingresos laborales ha evolucionado en sus fundamentos tericos, metodolgicos y estimaciones empricas. Colombia no ha sido ajena a este proceso, pero su evolucin, notoria en fertilidad, ha venido relajndose en rigor conceptual: se tiende a considerar a los cuenta propia y asalariados como categoras relativamente semejantes. Para mostrar el efecto de dicha relajacin realizamos estimaciones conjuntas de determinantes del ingreso laboral para ocupados asalariados y cuenta propia, y luego las contrastamos con estimaciones ms detalladas y desagregadas ilustrando los sesgos efectivos que se generan si no se tienen en cuenta las caractersticas laborales de los ocupados cuenta propia y asalariado.
Resumo:
El inters de este estudio de caso es analizar el Programa Conjunto de UNFPA y UNICEF sobre MGF/E en Kenia bajo la luz de los postulados poscolonialistas. Partiendo de la idea de que la MGF es una manifestacin de las desigualdades de gnero, se argumenta que el PC reproduce la imagen de la mujer keniana como una vctima del poder masculino. A partir de esta imagen se deslegitima el orden cultural de los grupos que siguen esta tradicin, afectando las lgicas de unidad y cohesin de la sociedad. El anlisis de este tipo de dinmicas permite comprender mejor los procesos de intervencin de las organizaciones internacionales sobre las estructuras sociales de actores frgiles del sistema internacional.
Resumo:
Surrealismo y psicoanlisis, dos movimientos que buscaban liberar al sujeto de sus represiones, mantuvieron una relacin cercana desde distintas perspectivas, la cual alcanz su apogeo bajo la representacin de sus principales referentes, Sigmund Freud, Andr Breton y Salvador Dal. Este ltimo se destaca por su deseo intenso de acercarse al analista austriaco, una vez se aproxim a la obra psicoanaltica, corriente de pensamiento que influira en su obra artstica y vida personal. En este sentido, se realiza una revisin sistemtica de literatura con la intencin de reconocer la influencia de la obra psicoanaltica en la vida y obra de Salvador Dal. Se encontr que la relacin entre la corriente de pensamiento y el artista espaol se ubica en el plano terico y personal. Siendo admirador de las ideas psicoanalticas, Salvador Dal las incorpora como fundamento terico del mtodo paranoico-crtico, propuesta de creacin artstica, dando lugar a la paranoia como elemento sistematizador de la confusin.
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This chapter argues that in the international career context there is a need to conceptualise the adjustment of the family unit holistically. We discuss what that means and how it can be done. We note that to date the family has almost always been conceptualised as a hindrance to or a support for the working expatriate. However, in international assignments the family as a whole is expatriated and the family may become part of the expatriate resources with the line between work and family/personal life blurring. We draw on the Family Adjustment and Adaptation Response (FAAR) literature to argue that previous conceptions of adjustment have failed to capture the complexity of the process from the family perspective and we use that literature to develop our understanding of the process of adjustment of the family unit and suggest ways forward.
Resumo:
The objective of the paper is to build a Perceived Human Development Index (PHDI) framework by assembling the HDI components, namely indicators on income, health and education on their subjective version. We propose here to introduce a fourth dimension linked to perceptions on work conditions, given its role in the happiness literature and in social policy making. We study how perceptions on satisfaction about the individuals satisfaction with income, education, work and health are related to their objective counterparts. We use a sample of LAC countries where we take advantage of a larger set of questions on the four groups of social variables mentioned included in the Gallup World Poll by the IADB. We emphasize the impacts of objective income and age on perceptions. Complementarily, in the appendix we use the full sample of 132 countries where a smaller set of variables can be included, which provides a greater degree of freedom to study the impact of objective HDI components observed at country level on the formation of individuals perception on income, education, work, health and life satisfaction. These exercises provide useful insights about the workings of beneficiaries point of view to understand the transmission mechanism of key social policy ingredients into perceptions. In particular, the so-called PHDI may provide a complementary subjective reference to the HDI. We also study how ones satisfaction with life is established, measuring the relative importance given to income vis--vis health and education. Estimating these instantaneous happiness functions will help to assess the relative weights attributed to income, health and education in the HDI, which is a benchmark in the multidimensional social indicators toolbox used in practice.
Resumo:
A rea de tecnologia de infonnao (TI) tem sofrido mudanas constantes que, por consequncia, impactam diretamente no profissional e nas empresas que trabalham com este setor. O presente estudo visou identificar a questo motivacional na relao do profissional de TI com seu trabalho, assim como a inclinao de carreira destes profissionais. Para tal, primeiramente foi realizado um estudo terico sobre o tema, de fonna a constituir os alicerces para a pesquisa. Uma vez tendo-se a questo a ser investigada bem definida, foi realizada a pesquisa dentro de um grupo de profissionais de TI e de outro grupo de estudantes de TI como alvo da pesquisa. Foram aplicados questionrios fechados com o grupo focal que foi dividido em profissionais e estudantes de TI. Os dois instrumentos utilizados foram o inventrio de Valores de Schwartz (IVS) que oferecem algumas perspectivas de valorizao do empregado, que correspondem as suas metas e interesses, e o outro instrumento foi o questionrio de Edgar Schein sobre inclinao profissional, que pennite identificar a relao e as perspectivas destes com o trabalho e suas vidas. Com os resultados expostos constatou-se, atravs do Inventrio de Valores de Schwartz e do questionrio de Inclinao Profissional de Schein, que os estudantes e profissionais de TI aqui pesquisados so indivduos auto-detenninados, que valorizam o estilo de vida, so benevolentes e hedonistas, buscam o bem-estar e a satisfao no trabalho e adoram desafios.
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Background: Despite an increasing body of knowledge concerning gender and lifestyle factors as determinants of sickness absence in well-developed countries, the relationship between these variables has not been elucidated in emerging economic power countries, where the burden of non-communicable diseases is particularly high. This study aimed to analyze the relationships among lifestyle-related factors and sick leave and to examine whether gender differences in sickness absence can be explained by differences in socio-demographic, work and lifestyle-related factors among Brazilian workers. Methods: In this longitudinal study with a one year follow-up among 2.150 employees of a Brazilian airline company, sick leave was the primary outcome of interest. Independent variables collected by interview at enrolment in the study were gender, age, educational level, type of work, stress, and lifestyle-related factors (body mass index, physical activity and smoking). In addition, the risk for coronary heart disease was determined based on measurement of blood pressure, total cholesterol and glucose levels. The total number of days on sick leave during 12 months follow-up was available from the company register. Logistic regression analysis was used to determine the influence of socio-demographic, type of work and lifestyle-related factors on sick leave. Results: Younger employees, those with lower educational level, those who worked as air crew members and those with higher levels of stress were more likely to have sick leave. Body mass index and level of physical activity were not associated with sick leave. After adjustment by socio-demographic variables, increased odds for 10 or more days of sick leave were found in smokers (OR = 1.51, CI = 1.05-2.17), and ex-smokers (OR = 1.45, CI = 1.01-2.10). Women were more likely to have 10 or more days of sick leave. Gender differences were reduced mainly when adjusted for type of work (15%) and educational level (7%). Conclusions: The higher occurrence of sick leave among women than among men was partly explained by type of work and educational level. Our results suggest that type of work, a stressful life, and smoking are important targets for health promotion in this study population
Resumo:
The theoretical recital of the present study it is initiated of the evidence that the work occupies an important space in the man s life in way that the majority of the people works and passes great part of its time inside organizati ons. However, it is verified that the relation between man and work is becoming increasingly disagreement a time that the employees had started to complain work s routines, stress, not use all their potential and inadequate work s conditions. It can be observed by the way of Dejours (1994) studies. Thus, as contribution for the quality of work life s (QWL) studies the research developed here objectified to characterize the public employees quality of work life at EMATER -RN taking as reference an instrumen t of research synthesized from the typical academic literature of the subject. The synthesis of an ampler instrument is a necessity not taken care to the literature that treats on the subject but already perceived by some studies like Moraes et al (1990); Rodrigues (1989); Siqueira & Coleta (1989); Moraes et al (1992); Carvalho & Souza (2003); El -Aouar & Souza (2003) and Mouro, Kilimnick & Fernandes (2005); Adorno, Marques & Borges (2005) amongst others. These studies point out weak points of the existing models in the QWL s literature, as well as they recommend the elaboration of a model more flexible, that contemplates Brazilian cultural characteristics, and that contemplates the entire variable studied in the main existing models. For reach this objectiv e the adopted methodology was characterized as a case study with collected data in qualitative and quantitative way. Questionnaires and comments had been used as sources of evidences. These evidences had been tabulated through of statistical package SPSS ( Statistical Package for Social Science), in which the main technique of multivariate analysis used were the factorial analysis. As for the gotten results, it was verified the grouping of the quality of work life s indicators in 11 factors which are: Work s execution, Individual accomplishment, Work s equity, Relation individual and organization, Work s organization, Adequacy of the remuneration, Relation between head and subordinate, Effectiveness of the communication and the learning, Relation between work and personal life, Participation and Effectiveness of the work processes. Whatever to the characterization of the EMATER -RN s quality of work life it was clearly that to the measure that the satisfaction s evaluation with the QWL in the organization walks to intrinsic factors for extrinsic factors this level of satisfaction goes diminishing what points to the importance to improve these extrinsic factors in the institution. In summary it is possible to conclude that the organization studied has offered a significant set of referring variable to the quality of work life of the individual
