scholarly journals Is there Something as an Ex-Yugoslavian HRM Model? – Sticking to the Socialist Heritage or Converging With Neoliberal Practices

2017 ◽  
Vol 63 (4) ◽  
pp. 40-53
Author(s):  
Nina Pološki Vokić ◽  
Andrej Kohont ◽  
Agneš Slavić
Keyword(s):  
Performance Management ◽  
Trade Unions ◽  
Self Management ◽  
Full Time ◽  
Strategic Partner ◽  
Mind Set ◽  
The Mind ◽  
Full Time Employment ◽  
Taking Care

AbstractThe question of this paper is whether there is an ex-Yugoslavia HRM model drawing upon Western imported features fused with ethno open-socialistic and self-management elements? In the empirical part Cranet data for 341 companies from Croatia, Slovenia and Serbia are analysed. Main characteristics of HRM systems in ex-Yugoslavia are: the HRM strategic partner role is still neglected, the mind-set of taking care for everybody is omnipresent, the value of performance management is not fully entrusted, the full-time employment still predominates, and the trade unions retained their barging power. Although 30 indicators revealed specifics of ex-Yugoslavia HRM model, the theorized hybrid HRM system was not disclosed.

scholarly journals An Investigation into the Role of Employer and Management Representatives during Collective Conciliation: Empirical Evidence from Nigeria

2017 ◽  
Vol 9 (4) ◽  
pp. 176
Author(s):  
Adejoke Yemisi Ige
Keyword(s):  
Empirical Evidence ◽  
Trade Union ◽  
Trade Unions ◽  
International Labour Organisation ◽  
Workplace Justice ◽  
Mind Set ◽  
Fear And Anxiety ◽  
The Mind ◽  
The Impact

The International Labour Organisation describes ADR as a set of processes that comprise of negotiation, conciliation, mediation and arbitration. This description includes a set of approaches to settling disputes, which in practice vary significantly in terms of their nature and use from one institutional context to another. ADR has been analysed by some scholars as a means of bringing workplace justice to more people at lower cost and with greater speed than conventional government channels. Within the context of ADR, conciliation is seen as one of the most common and important forms of dispute resolution. Although there is a rising interest in the extent of and outcomes of conciliation, its nature in some contexts remains underexplored. This study presents empirical evidence collated among employer, management and trade union representatives as well as other stakeholders that have a role to play in collective conciliation in Nigeria. The study is qualitative due to its suitability for generating data and gathering rich and robust information. A total of twenty-three interviews were conducted between May 2015 and March 2016. The findings of this study reveal the impact of the independence and objectivity of ADR institutions while carrying out their responsibilities. It establishes that management and trade union interactions during conciliation are characterised by lack of trust, lack of confidence, fear and anxiety. It demonstrates how the attitude of management during negotiation can be attributed to their perception of the behaviour and demeanour of trade unions and conciliators. Lastly, the study affirms the link between the mind-set and approaches of the actors and highlights its connection to the actions and behaviour of trade union and management representatives during their interactions as evident within the Nigerian context.

scholarly journals Employment after Myocardial Infarction Amongst Previously Healthy Men

1986 ◽  
Vol 79 (6) ◽  
pp. 329-330 ◽  
Author(s):  
P A Watson ◽  
J F Mayberry ◽  
B Calcraft ◽  
G Colbourne
Keyword(s):  
Myocardial Infarction ◽  
Trade Unions ◽  
Postal Questionnaire ◽  
Full Time ◽  
Counselling Service ◽  
Manual Work ◽  
Healthy Men ◽  
Asymptomatic Patients ◽  
Full Time Employment ◽  
First Myocardial Infarction

A postal questionnaire was sent to 55 men 18 months after their first myocardial infarction; information obtained was supplemented by interview with two of the authors (PW and GC). Fifty-three men had been in full-time employment prior to their illness, 38 of them in manual work. Their return to work and changes in employment were examined and, in addition, enquiries were made about subsequent health, assistance from trade unions and the local Disabled Resettlement Officer (DRO). Details of attitude to subsequent physical exercise and sexual activity were also recorded. Eighteen months after myocardial infarction, only 35% of these men were employed and 27% asymptomatic. Patients in heavy manual work were largely unable to return to their previous job and little assistance was obtained from trade unions. Even when patients were made aware of the existence of the DRO, few approached him for advice. A counselling service is needed for patients recovering from an infarct to encourage them to return to an active and profitable life.

Practice and performance management strategies of emerging professional musicians in preparation for orchestra auditions

2022 ◽  
pp. 1321103X2110546
Author(s):  
Jolan Kegelaers ◽  
Lotte Hoogkamer ◽  
Raôul RD Oudejans
Keyword(s):  
Music Education ◽  
Performance Management ◽  
Management Strategies ◽  
Full Time ◽  
Structured Interviews ◽  
Professional Musicians ◽  
Collective Case Study ◽  
And Performance ◽  
Full Time Employment ◽  
Performance Strategies

Orchestra auditions form a critical career challenge for many aspiring classical musicians. Hence, emerging professional musicians—defined as promising musicians entering the professional circuit without having yet established full-time employment—require effective practice and performance strategies to manage the demands of auditions. The purpose of this collective case study was to gain an in-depth and contextualized understanding of such practice and performance management strategies in relation to mock orchestra auditions. Data were collected using an intensive qualitative approach, combining semi-structured interviews with regular structured monitoring interviews, with eight musicians. Content analysis revealed that participants, on average, engaged in 33 hr of music-related activities per week, during which they adopted self-regulating strategies (i.e., strategic goal setting, structuring practice, monitoring practice, and reflecting on progress) to a varying degree. Furthermore, participants used different performance management strategies to cope with the pressure of auditions (i.e., practicing under pressure, imagery, relaxation, cognitive reframing, routines, attentional control, and substance use). Overall, the data suggest that the emerging musicians possessed several different practice and performance strategies but showed great variation in the use of such strategies and had a preference for long practice hours. Potential implications for music education organizations aiming to prepare students for auditions are discussed.

Evolution de la gestion des chablis ces 50 dernières années dans la région du Bas-Valais (essai)

2015 ◽  
Vol 166 (3) ◽  
pp. 129-134
Author(s):  
Roland Métral
Keyword(s):  
Natural Hazards ◽  
Dead Wood ◽  
Task Force ◽  
Critical Assessment ◽  
Forest Dieback ◽  
Research Activities ◽  
Mind Set ◽  
The 1960S ◽  
The Mind ◽  
Management Priorities

Trends in windthrow management during the last 50 years in Lower Valais (essay) A review on the measures taken in forests hit by storms during the last 50 years reveals the mind-set behind the evolution of management operations. In the 1960s, to remove all dead wood in a stand was perfectly normal due to timber prices. Between 1984 and 1990, vast sums of money were pumped into the improvement of forest structures facing the threat of a general forest dieback. As a consequence, only few of the windthrow areas caused by storm Vivian remained with no intervention. Vivian also marked the beginning of manifold research activities and practical terrain examination in windthrow gaps. Conclusions of this first research phase resulted in a critical assessment of the windthrow areas caused by Lothar in 1999, considering different goals than systematic removal of damage wood and the prevention of bark beetle outbreaks. Since the 1990s, retaining timber after windthrow has been lively discussed, as well as the maintenance of the protection function against natural hazards and opportunities for biodiversity. Several handbooks were developed and successfully used for the planning and defining of top priority measures in damaged forests that resulted from disturbances in 2011 and 2012 in Lower Valais. These recent disturbances together with the certainty that storms will recur led to the formation of a task force in the canton Valais, aiming to organize both logistics and funds, as well as to define management priorities regarding a next hazard.

Coping experiences of graduate students on full-time employment and full-time academic programmes

2020 ◽  
Vol 39 (5-6) ◽  
pp. 605-618
Author(s):  
Samuel Amponsah ◽  
Alex Kumi-Yeboah ◽  
Stephen O. Adjapong ◽  
Chris Olusola Omorogie
Keyword(s):  
Graduate Students ◽  
Full Time ◽  
Full Time Employment

scholarly journals Gains in employment status following antidepressant medication or cognitive therapy for depression

2015 ◽  
Vol 206 (4) ◽  
pp. 332-338 ◽  
Author(s):  
Jay C. Fournier ◽  
Robert J. DeRubeis ◽  
Jay Amsterdam ◽  
Richard C. Shelton ◽  
Steven D. Hollon
Keyword(s):  
Cognitive Therapy ◽  
Employment Status ◽  
Antidepressant Medication ◽  
Relative Advantage ◽  
Full Time ◽  
Treatment Interaction ◽  
Effect Of Treatment ◽  
Using Data ◽  
A Site ◽  
Full Time Employment

BackgroundDepression can adversely affect employment status.AimsTo examine whether there is a relative advantage of cognitive therapy or antidepressant medication in improving employment status following treatment, using data from a previously reported trial.MethodRandom assignment to cognitive therapy (n = 48) or the selective serotonin reuptake inhibitor paroxetine (n = 93) for 4 months; treatment responders were followed for up to 24 months. Differential effects of treatment on employment status were examined.ResultsAt the end of 28 months, cognitive therapy led to higher rates of full-time employment (88.9%) than did antidepressant medication among treatment responders (70.8%), χ21 = 5.78, P = 0.02, odds ratio (OR) = 5.66, 95% CI 1.16–27.69. In the shorter-term, the main effect of treatment on employment status was not significant following acute treatment (χ21 = 1.74, P = 0.19, OR = 1.77, 95% CI 0.75–4.17); however, we observed a site×treatment interaction (χ21 = 6.87, P = 0.009) whereby cognitive therapy led to a higher rate of full-time employment at one site but not at the other.ConclusionsCognitive therapy may produce greater improvements in employment v. medication, particularly over the longer term.

Reflecting on over a year of remote training, and where businesses must go from here

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nikolas Kairinos
Keyword(s):  
Employee Engagement ◽  
Business Leaders ◽  
Full Time ◽  
Remote Work ◽  
Learning And Development ◽  
Content Type ◽  
Remote Training ◽  
Training Schemes ◽  
The Uk ◽  
Full Time Employment

Purpose The study aims to explore how businesses across the UK have adapted to over a year of remote training, and where there is room for improvement as long-term hybrid working plans are put in place. The study also uncovers what digital tools businesses have relied on to deliver learning and development initiatives during remote working, and their effects on employee engagement and experience. Design/methodology/approach An independent body of research was commissioned among 750 UK business leaders and 1,235 UK adults in full-time employment. Findings The research found that while the majority of businesses were able to leverage digital solutions during extended periods of remote work, significant numbers found it difficult to train and develop employees remotely, with many employees dissatisfied with the outcomes. Originality/value The research offers some valuable insights for business leaders looking to improve their training schemes as workplaces settle into new patterns of working.

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