scholarly journals "The Worst Place in the World for Women"

2021 ◽  
Vol 2 ◽  
pp. 80-99
Author(s):  
Coralie Gaia Niggeler
Keyword(s):  
Sexual Violence ◽  
Democratic Republic Of Congo ◽  
Organisational Change ◽  
Armed Forces ◽  
Local Context ◽  
Institutional Pressures ◽  
Military Reform ◽  
Contextual Elements ◽  
General Strain ◽  
The Individual

This paper explores the nature of conflict-related sexual violence committed by the State Armed Forces (FARDC) in the Democratic Republic of Congo, through the application of the general strain theory. Findings show that sexual violence committed by the FARDC is commonly used as a form of personal catharsis and emotional release from perceived strains, as opposed to resulting from sexual desires or external institutional pressures. Further, the most influential contextual elements present in the local context of the FARDC, and which particularly encourage the propagation of sexual violence, include female FARDC soldiers receiving desired military positions, the centrality of strains to personal notions of masculinity and aspirations, the dismantling of social cohesion through patronage networks, and a lack of behavioural coping options. In turn, these factors reduce the efficiency of non-criminal coping strategies. Hence, interventions aimed at reducing the propagation of conflict-related sexual violence may benefit from more bottom-up and inductive approaches improving the individual circumstances of soldiers as opposed to solely focusing upon organisational change and military reform.

scholarly journals Strengthening Community Program toward Healthy Ageing: What are the Potential Interventions?

2021 ◽  
Vol 4 (1SP) ◽  
pp. 6
Author(s):  
Endang Mariani Rahayu ◽  
Nuri Purwito Adi ◽  
Levina Chandra Khoe
Keyword(s):  
Adult Population ◽  
Healthy Ageing ◽  
Health Interventions ◽  
Local Context ◽  
Public Health Programs ◽  
Life Course Approach ◽  
Elderly Populations ◽  
Contextual Elements ◽  
Unhealthy Diet ◽  
The Individual

Background: The number of elderly populations is increasing each year. As the number of elderly populations increases, the risk of non-communicable diseases, such as hypertension, diabetes, stroke, will also increase. The main risk factors for this disease include unhealthy diet, inadequate physical activity, smoking, inadequate rest, frequent stress and etc., which are considered as individual's lifestyle. This lifestyle starts when the individual grows up. Therefore, health interventions must be carried out since the individual turns to adulthood in order to prepare themselves for healthy ageing.Purpose: This study aimed to review the conceptual framework necessary to develop public health programs in preparation for healthy aging.Discussion: In the preparation for healthy ageing, health interventions should be conducted by targeting the adult population. The health interventions should be based on the theory of behavior change, life-course approach, and ecological approach. In addition, with the advancement of technology, the health interventions can also be carried out by involving digital intervention. The contextual elements, such as social, cultural and psychological context are also important in implementing the program so that it can be accepted by the targeted community.Conclusion: There is no intervention that fits all levels of society. Therefore, the interventions must be developed specifically for the population according to the local context.

scholarly journals Commentary: Push and Pull Factors and the Reintegration of Children in the DRC

2020 ◽  
Vol 3 ◽  
pp. 64-67
Author(s):  
Aneeta Williams
Keyword(s):  
Sexual Violence ◽  
Democratic Republic ◽  
Democratic Republic Of Congo ◽  
Armed Forces ◽  
Child Soldiers ◽  
Financial Assistance ◽  
Pull Factors ◽  
Push And Pull Factors ◽  
Or Groups ◽  
Push And Pull

The recruitment and use of child soldiers creates a lasting tear in society, and none so severely as the civil war in the Democratic Republic of Congo. It is estimated that there are 310,000 children who are associated or formerly associated with armed forces or groups. Many (both girls and boys) experience sexual violence prior, during and/or following their association. As Arpita Mitra described in her paper, the scale of the tragedy is both widespread and brutal. She argues that despite the huge sums of financial assistance poured into the area for Disarmament, Demobilization, and Reintegration (DDR) programming, the implementation has failed to meet its goals.

Motivations for sexual violence in armed conflicts: voices from combatants in eastern Democratic Republic of Congo

2021 ◽  
Vol 37 (1) ◽  
pp. 15-33
Author(s):  
Ali Bitenga Alexandre ◽  
Kitoka Moke Mutondo ◽  
Juvenal Bazilashe Balegamire ◽  
Amini Emile ◽  
Denis Mukwege
Keyword(s):  
Sexual Violence ◽  
Democratic Republic ◽  
Democratic Republic Of Congo ◽  
Armed Conflicts ◽  
Republic Of Congo

scholarly journals Deployment-Related Traumatic Events and Suicidal Behaviours in a Nationally Representative Sample of Canadian Armed Forces Personnel

2017 ◽  
Vol 62 (11) ◽  
pp. 795-804 ◽  
Author(s):  
Jitender Sareen ◽  
Tracie O. Afifi ◽  
Tamara Taillieu ◽  
Kristene Cheung ◽  
Sarah Turner ◽  
...  
Keyword(s):  
Child Abuse ◽  
Mental Disorders ◽  
Suicidal Behaviour ◽  
Traumatic Events ◽  
Armed Forces ◽  
Canadian Armed Forces ◽  
Increased Risk ◽  
Nationally Representative ◽  
The Individual ◽  
Suicidal Plans

Objective: Worldwide, there has been substantial controversy with respect to whether military deployment is a risk factor for suicidal behaviour. The present study examined the relationship between lifetime exposure to deployment and deployment-related traumatic events (DRTEs) and past-year suicidal ideation (SI), suicidal plans (SP), and suicidal attempts (SA). Method: Data were analysed from the 2013 Canadian Forces Mental Health Survey (8161 respondents; response rate, 79.8%; aged 18-60 years). A total of 12 individual items assessed exposure to DRTEs (e.g., combat, witnessing human atrocities, feeling responsible for the death of Canadian or ally personnel, knowing someone who was injured or killed). We examined each individual DRTE type as well as the number of types of DRTEs in relation to suicidal behaviour. Results: Lifetime deployment was not significantly associated with suicidal behaviour. In models adjusted for sociodemographic variables, most of the individual DRTE items and the DRTE count variable were significantly associated with suicidal behaviours (adjusted odds ratio ranged between 1.10 and 5.32). When further adjusting for child abuse exposure, these associations were minimally attenuated, and some became nonsignificant. In models adjusting for mental disorders and child abuse, most DRTEs and number of types of DRTEs became nonsignificant in relation to SI, SP, and SA. Conclusions: Active military personnel exposed to increasing number of DRTEs are at increased risk for SI, SP, and SA. However, most of the association between DRTEs and suicidal behaviour is accounted for by child abuse exposure and mental disorders.

The recognition and management of body temperature disturbances in Royal Navy personnel

2014 ◽  
Vol 100 (3) ◽  
pp. 259-267
Author(s):  
DJC Angus ◽  
EHN Oakley
Keyword(s):  
United Kingdom ◽  
Body Temperature ◽  
Armed Forces ◽  
Initial Presentation ◽  
Royal Navy ◽  
The United Kingdom ◽  
Chain Of Command ◽  
The Individual ◽  
Return To Duty ◽  
Navy Personnel

AbstractThis article discusses hypothermia and hyperthermia, described together as thermal illness. These conditions are seen within the United Kingdom (UK) Armed Forces population at home and abroad and may endanger life, with significant implications for both the individual and the chain of command. Recognition and management from initial presentation to return to duty is discussed and guidance given on occupational considerations.

‘Persistence and Silence: A Narrative Analysis of Employee Responses to Organisational Change’

2003 ◽  
Vol 8 (4) ◽  
pp. 73-87 ◽  
Author(s):  
Melanie Bryant
Keyword(s):  
Narrative Analysis ◽  
Workplace Violence ◽  
Management Practices ◽  
Resistance To Change ◽  
Organisational Change ◽  
Original Intent ◽  
Career Opportunities ◽  
Response To Change ◽  
The Individual ◽  
Employee Responses

This article is concerned with how employees talk about organisational change and focuses specifically on how employees discuss reactions and responses to change through the construction of narratives. Employees included in this study suggest that the use of voice as an attempt to inform managers of their discontent, or remaining silent and passive are the most common responses to organisational change. Within sociology and management literature, voice has been considered as a constructive response to change, providing invaluable feedback to managers about declining conditions or performance lapses. Alternatively, remaining silent or passive has been documented as a weak strategy in which the individual renounces control and forms a dependency relationship with powerful groups such as managers. The primary aim of this paper is to challenge the argument that voice is a constructive response to change and suggest that voice is likely to be perceived as destructive, thus leading to the removal of responsibilities and career opportunities. Furthermore, this paper argues that silence is the more constructive response to change, which is documented in this research as leading to the advancement of careers. Relationships between the way employees respond to organisational change and the type of narrative that they construct is also discussed. Those who report remaining silent construct ‘conversion stories’ suggesting that organisational change provided a turning point in which employees could embrace management practices and gain career advancement. Alternatively, those who reported using voice construct ‘atrocity tales’ in which change is associated with stories of workplace bullying, removal of career opportunities and workplace violence. These narratives suggest that the use of voice as a response to change is more complex than its original intent and explanation in the literature, providing challenges for researchers in understanding where voice as a constructive response ends and where resistance to change begins.

scholarly journals Motivational Factors in Organisational Change

2021 ◽  
Vol 5 (3) ◽  
Author(s):  
Marcel Biewendt ◽  
Florian Blaschke ◽  
Arno Böhnert
Keyword(s):  
Organisational Change ◽  
Employee Motivation ◽  
Motivational Factors ◽  
Working Environment ◽  
The Other ◽  
Corporate Structure ◽  
Recommendations For Action ◽  
Individual Productivity ◽  
The Individual ◽  
The Right

The presented paper gives an overview of the most important and most common theories and concepts from the economic field of organisational change and is also enriched with quantitative publication data, which underlines the relevance of the topic. In particular, the topic presented is interwoven in an interdisciplinary way with economic psychological models, which are underpinned within the models with content from leading scholars in the field. The pace of change in companies is accelerating, as is technological change in our society. Adaptations of the corporate structure, but also of management techniques and tasks, are therefore indispensable. This includes not only the right approaches to employee motivation, but also the correct use of intrinsic and extrinsic motivational factors. Based on the hypothesis put forward by the scientist and researcher Rollinson in his book “Organisational behaviour and analysis” that managers believe motivational resources are available at all times, socio-economic and economic psychological theories are contrasted here in order to critically examine this statement. In addition, a fictitious company was created as a model for this work in order to illustrate the effects of motivational deficits in practice. In this context, the theories presented are applied to concrete problems within the model and conclusions are drawn about their influence and applicability. This led to the conclusion that motivation is a very individual challenge for each employee, which requires adapted and personalised approaches. On the other hand, the recommendations for action for supervisors in the case of motivation deficits also cannot be answered in a blanket manner, but can only be solved with the help of professional, expert-supported processing due to the economic-psychological realities of motivation. Identifying, analysing and remedying individual employee motivation deficits is, according to the authors, a problem and a challenge of great importance, especially in the context of rapidly changing ecosystems in modern companies, as motivation also influences other factors such as individual productivity. The authors therefore conclude that good motivation through the individual and customised promotion and further training of employees is an important point for achieving important corporate goals in order to remain competitive on the one hand and to create a productive and pleasant working environment on the other.

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