Tod und Trauer am Arbeitsplatz

2021 ◽  
Author(s):  
Sarah Maria Fröhlingsdorf

The meaning of death and grief in labor law and working life - a highly current issue that has been greatly neglected in legal discussions to date. The study is characterised by a scientific-theoretical and a practical part. It examines the extent to which employers are required to improve the situation of grievers at the workplace as part of their corporate health management. The focus is on the distinction between mandatory and voluntary measures, with special differentiation between purely private and company-related bereavement. The author develops a model company agreement on the subject of death and grief which combines all the findings of the preceding study.

2021 ◽  
Vol 2 (2) ◽  
Author(s):  
Mario S. Staller ◽  
Swen Koerner

AbstractGamification is regularly defined as the use of game elements in non-gaming contexts. However, discussions in the context of the pedagogical value of gamification suggest controversies on various levels. While on the one hand, the potential is seen in the design of joyful learning environments, critics point out the pedagogical dangers or the problems related to optimizing working life. It becomes apparent that the assumptions guiding action on the subject matter of gamification in educational contexts differ, which leads to different derivations for pedagogical practice—but also allows for different perspectives on initially controversial positions. Being aware of these assumptions is the claim of a reflexive pedagogy. With regard to the pedagogical use of gamifying elements and their empirical investigation, there are three main anchor points to consider from a reflexive stance: (a) the high context-specificity of the teaching undertaken and (b) the (non-)visibility of the design elements and (c) the (non-)acceptance of the gamified elements by the students. We start by providing a discussion of the definitional discourse on what is understood as gamification leading to our argument for a non-definition of gamification. We describe the potential of this non-definition of gamification and exemplify its use in a gamified concept of teaching police recruits professional reflexivity. The concept features the narrative of a potential crime that has been undertaken and that students decide for themselves if they want to engage with it.


2021 ◽  
Author(s):  
Malek Said

Meanwhile, digitalization has become a "mega-topic" in the legal debate. The implications of a changed working life are occasionally approached in individual employment law and social law. So far, however, little attention has been paid to the changes arising from a dependent world population to an independent performance of tasks, which is significant for the scope of collective bargaining agreements. The author therefore deals abstractly with the overriding question of how the old collective labor law system fits into the modern structures of working life. For this reason, the author develops a legislative proposal that upholds the constitutional and supranational implications of personnel reach.


2021 ◽  
Vol 6 (14) ◽  
pp. 67-81
Author(s):  
Altuğ YENGİNAR

The right to work has been recognized as a fundamental human right in almost all international human rights documents and in the constitutions of many countries. This right has been recognized and guaranteed as a fundamental human right also in the Constitution of the Republic of Turkey. However, not only recognizing and guaranteeing "work" as a fundamental human right but also regulating its implementation and functioning within the framework of laws is of great importance. The concept of overwork is a concept that has been mentioned in the Labor Law regarding the implementation and functioning of the concept of work and it is regulated in our Labor Law No. 4857. In order to talk about overwork, a limited working time is required. In this context, upon determining the maximum number of hours a worker can work per week by drawing a limit on working hours in Labor Law No. 4857, overwork, which is the subject of work exceeding this period, is defined. Furthermore, the types of overwork that arise depending on the reasons for overworking, as well as the jobs that cannot be overworked, are regulated in the same Law.


2017 ◽  
Vol 22 (1) ◽  
pp. 61-66
Author(s):  
Fiona MacVane Phipps

Purpose The purpose of this paper is to identify a common theme linking the articles in this issue of IJHG. The review editor elucidates on this topic while presenting key findings from the articles which comprise the current issue. Design/methodology/approach The design is a general review describing the articles under review while expanding on the subject matter through reference to other authors. Social implications The Review provides readers with a brief overview of the current articles enabling them to select the ones which reflect their needs or interests. Originality/value IJHG is the only Emerald journal providing a Review section of this type.


Author(s):  
Sara Watkin ◽  
Andrew Vincent

This chapter seeks to demystify the complex area of human behaviour and motivation in a manner that makes it not only accessible but also useful to someone facing an interview situation. Far from being filled with complex, interrelated behavioural constructs, we have simplified a genuinely complex area sufficiently to allow practical application in the form of conscious competence. A thorough understanding of what makes people tick is a significant competitive advantage in an interview. This section is in sufficient depth to give you the edge, but if you would like to understand more about behaviour, difference and influencing, then we’d strongly recommend attending a good course on the subject. It will benefit your interview and indeed the rest of your working life. . . . Can and should we consider ‘classifying’ individuals? . . . Some might consider that delving into human psychology in interviews represents a risky departure from the factual and predictable into a less ‘tangible’ field. We see it differently. An otherwise good candidate who ignores interpersonal difference at interview runs the risk of being inadvertently declined, not because he/she is not worthy of appointment but because he/she is simply a poor behavioural match to the decision makers. It is vital that we appreciate the decision to appoint is as much an emotional one as a logical one, however much we would like to kid ourselves otherwise. Interviewers hold a mandate to assess candidates for ‘fit’ to the department they will join. After all, you may well work with your new colleagues for many years and those years could seem long for everyone if the fit is not good. Fit is very much an emotional judgement, rather than an objectively detached one. Whereas many inputs will form the ultimate decision to appoint or not, likely fit with fellow department members will be an important consideration, with roots firmly in ‘gut feeling’ rather than rational assessment. What is important is that you adopt a simple and easily manageable framework for behaviour that allows you to adequately and smoothly adapt your approach with confidence.


2018 ◽  
Vol 59 (4) ◽  
pp. 17-21
Author(s):  
Ulrich Boelcke ◽  
Steffen Hillebrecht ◽  
Michael Majer

Abstract Betriebliches Gesundheitsmanagement kann verschiedenen Studien zufolge einen positiven Return on Investment im Bereich von ca. 1:2 bis 1:6 erbringen. Allerdings wird dieser Nutzen von vielen Führungskräften bisher nicht wahrgenommen oder als nicht eindeutig quantifizierbar eingeschätzt. Anhand einer Beispielrechnung wird aufgezeigt, dass insbesondere bei erfolgskritischen Mitarbeitern im Mittelstand das wirtschaftliche Risiko ungleich höher ist und von daher regelmäßig von eindeutigen wirtschaftlichen Vorteilen jeglicher Investition in das Betriebliche Gesundheitsmanagement ausgegangen werden kann. Corporate Health Management has soften been recognized as not clearly justified in economic means. Therefore any achivement in defining economic advantages will be helpful for HR Management. This article suggests to compare invested costs and gainings not only in a general way, but taking a closer look on risks provides by employees critical to corporate success. Keywords: return on investment, psycho ergonomie, physio ergonomie, gesundheitsförderung, bem


1960 ◽  
Vol 64 (589) ◽  
pp. 1-23
Author(s):  
W. P. Smith

The Fifteenth British Commonwealth Lecture “Some Recent Progress in Air Survey with Particular Reference to Newly- Developed Territories" was given by W. P. Smith, M.B.E., B.A., F.R.I.C.S. before the Royal Aeronautical Society at the Institution of Mechanical Engineers on 19th November 1959. Mr. Peter G. Masefield, M.A., F.R.Ae.S., Hon.F.I.A.S., President of the Society, presided. Introducing the Lecturer the President said: This lecture was the second of their four premier named annual lectures. The first was the traditional Wilbur Wright Lecture, the second this Commonwealth Lecture, the third was the Louis Bleriot Lecture and the fourth the Lanchester Memorial Lecture. Five years ago, as many of them would recall, His Royal Highness, Prince Philip, the Duke of Edinburgh, honoured them by giving the Commonwealth Lecture on ”Aviation and the Development of Remote Areas.“He thought that they could say that the subject of Mr. Smith's Commonwealth Lecture was in some ways a projection of the Duke of Edinburgh's lecture, under the title "Some Recent Progress in Air Survey with Particular Reference to Newly- Developed Territories.”Mr. W. P. Smith was a Director and leading light of Fairey Air Surveys Limited. Naturally as befitted a Commonwealth Lecturer, Mr. Smith was a master of his subject—one could almost say that he was “monarch of all he surveys.” He was a Durham man, born in 1920; he was educated at Wellfield School, Durham, and went up to Oxford and took his degree there. During the War, Mr. Smith was in command of Survey Units in the Royal Engineers and after the War he transferred to the Survey Branch of the Control Commission, in Germany. Then, in 1946 he left the Army to join the new Directorate of Colonial Surveys as a Senior Surveyor, and went to West Africa on the Volta River Project. He worked in Africa for a period and then in 1950 he joined Fairey Air Surveys Limited, then known as the Air Survey Company, as many would remember. He was a General Manager then, and was now a Director. So Mr. Smith had spent all his working life dealing with the subject on which he was going to talk about that evening, and in particular, he had been in charge of that vast Kariba Hydro-Electric Survey, on the Zambesi. They could have no one better to talk about Air Survey, and it was said that “life is the art of drawing sufficient conclusions from insufficient premises.” Air Survey, and the sort of things Mr. Smith was going to talk about was, in some ways, a way of filling in some of those insufficiencies.He had much pleasure in calling on Mr. Smith to deliver the Fifteenth British Commonwealth Lecture.


Sign in / Sign up

Export Citation Format

Share Document