Materialism, autonomy, intersectionality: revisiting Virginia Woolf through the Wages for Housework perspective

Virginia Woolf's 1938 essay Three Guineas contends that the material basis is indispensable for women not only to survive but also to voice their political opinions. Woolf proposes three strategies for women to take. First, women should assert their right to have access to independent income, and for this purpose they should demand that the state pay for their reproductive work that often limits their opportunity to do waged work. Second, they must object to the very wage system which is indeed in complicity with patriarchy, and through which women are doubly exploited as unwaged or under-waged workers. And third, women must remain outside male-dominated movements and must organise an autonomous group even if they share the same cause with male workers; intersectional association will be possible only when each exploited group empowers itself and regains its own voice. This article examines how this highly materialist aspect of Woolf's feminism was revisited by the Wages for Housework movement in the 1970s. By so doing, it argues that despite its facade of literary modernism and alleged elitism, Woolf's text contributes to real-life movements and continues to inspire people of different class backgrounds in different times. Discovering the connection between Woolf and Marxist feminism alters our way of seeing the history of feminist theory: the history is never a linear progress from one wave to another but a complex and interwoven narrative, in which once-forgotten ideas can travel across time and space, resurging as new ideas in different contexts.

UPAH PEMBUATAN KANDANG PUYUH DALAM TINJAUAN FIQH MUAMALAH (Studi di Jorong Kamboja Nagari Lubuak Jantan)

The main problem in this study is how to pay wages for making cages in Jorong Cambodia, Nagari Lubuk Jantan, North Lintau Buo District, Tanah Datar Regency, and how to review muamalah fiqh on wages for making quail cages in Jorong Cambodia, Nagari Lubuk Jantan, North Lintau Buo District, Tanah Regency. Flat. The purpose of this study was to find out and explain the wages for making quail cages and explain the fiqh muamalah review of wages for making quail cages in Jorong Cambodia, Nagari Lubuk Jantan, North Lintau Buo District. The type of research that the author uses is qualitative research, while the nature of the research is descriptive qualitative. Qualitative descriptive research is to describe phenomena that occur in the field as they are according to reality. Data collection was carried out using interview and documentation techniques. Based on the results of the research that the author did, it was concluded that the implementation of the wage system in the manufacture of quail cages, the owner of the cage asked for the contents of one box of 40 quails, then the total wages of one box was Rp. 120,000,-. If one row of wages Rp. 9,000,000, - then after the cage is ready, the owner fills a box with 50 quails, then the craftsman suffers a loss in one box of Rp. 30.000,-. one row of 75 boxes, the craftsman suffers a loss of Rp. 2.250.000,- in one row of quail cages. The form of aqad carried out by the owner of the cage with the worker who made the cage verbally, this is not in accordance with the agreement because there is an element of gharar which is not allowed because it will cause harm to one party or a mutual agreement and harm the party concerned. Overview of Fiqh Muamalah on wages in making The quail cage that occurred in Jorong Cambodia Nagari Lubuk Jantan was not in accordance with the Fiqh Muamalah concept because there was a loss caused by one of the parties. Islam forbids anything that harms one of the parties to the muamalah, every loss and harm must be eliminated.

Analyzing Women’s Exploitation in Agrarian Society: A Case of Musahar Community in Bihar

The exploitation of Musahars women has been closely linked with the question of land and it exposes three different systems of women's exploitation within the agrarian economy – The wage system, the loan system, and the working hour monopoly. This paper analyzes these three systems of women's exploitation, the semi-feudal and the semi-capitalist social structure in reference to the case of Kuria village of Bihar. Using a case study as a method, the paper has a key objective to find out the pattern of Musahars exploitation by looking at different aspects of existing social conditions. The caste system, in this, will be treated as the primary force of exploitation in the agrarian community.

Analisis Pengaruh Sistem Pengupahan, Motivasi Kerja, Dan Lingkungan Kerja Terhadap Kepuasan Kerja Karyawan

This study aims to determine the role of the Wage System, Work Motivation and Work Environment on Employee Job Satisfaction in the study on CV. Asa Putra Promosindo Purworejo. This research method uses descriptive quantitative and primary data using a questionnaire. The population in this study were all employees who worked at Cv. Asa Putra Promosindo Purworejo, totaling 130 employees. The sampling technique in this research is simple random sampling. Data was obtained by distributing a list of questionnaire questions to 99 respondents. The data source of this research is primary data. Test the quality of the data using the Validity Test, Reliability Test, and Classical Assumption Test. The data analysis technique in this study uses Multiple Linear Regression Analysis, t-Statistical Test, F-Statistical Test, and Coefficient of Determination (Adjust R2). The partial test results in this study indicate that the Wage System, Work Motivation and Work Environment Variables have a positive effect on Employee Job Satisfaction Cv. Asa Putra Promosindo. While the results simultaneously also show that the Wage System, Work Motivation and Work Environment together have a positive and significant effect on Employee Job Satisfaction Cv. Asa Putra Promosindo Purworejo. Keywords: Wage System, Work Motivation, Work Environment, Satisfaction Employee Work.

Remuneration to improve employee performance at waled regional hospital, Cirebon regency

Remuneration is a government policy that aims to improve employee welfare and improve employee performance. Through allowances in the form of remuneration, it is hoped that it can encourage more fun and can improve employee performance. However, even in agencies that already have remuneration, in reality, there are still dissatisfied employees. This study used a qualitative research design, with an inductive descriptive approach. The results of the study say that remuneration is closely related to performance, so the better the wage system, the better the employee's performance. However, it turns out that providing good remuneration does not necessarily result in good performance. Employee performance, in terms of service quality has been considered quite good, the speed, ability and initiative of employees are not considered maximal.

Law Enforcement Policy on Wage Provision for Workers with a Work Period of more than 1 (One) Year

This paper aims to determine whether the government has imposed drinking wages in a national wage system. Considering that wages are one of the important aspects in the protection of workers, as mandated in Article 88 Paragraph (1) of the Manpower Law. This means that every worker has the right to earn income in the form of wages that meet a decent living for humanity. The implementation of the minimum wage is intended as one way to improve the welfare of workers and their families. The research method used is normative juridical using secondary data. Based on the results of the research, it is known that the application of a minimum wage in a national wage system is one of the important aspects in the protection of workers as mandated in Article 88 Paragraph (1) of the Manpower Law.

prevailing wage system toward the potential of trade unions in local situations

Impatience with the prevailing wage system - due to its components that place too much emphasis on non-monetary rewards and too much emphasis on age and seniority - is evident among young workers. The Directors strongly felt that the growing pool of trained workers in the city did not fit into the current system of relations in the factory. These feelings are expressed both in training programs intended to instill traditional values ??and in prevailing recruitment procedures. There are no examples of other types of tension and anxiety-caused by lagging the current factory system from (to) the changes taking place. In society at large - rather than the role of women in Japanese companies. Perhaps more than any other interaction. The relationship between men and women in Japan is very different from what has developed in the West. Perhaps more than any other type of relationship, the changes caused and accelerated by the events of the last years have influenced the roles, attitudes and behavior of Japanese women. The resulting tensions were evident in factories and in the offices of large Japanese companies.

Salary scale and the diversity of wage systems

In any society or group, the behavior and manner of acting that are highly rated can be estimated based on the level of appreciation given by the group to that level of behavior. This reward system will be studied to show the kinds of behavior group members are expected to get by the group and the kinds of behavior that - through the reward system - will be strengthened and perpetuated in the group. The study of the wage and incentive systems of Japanese factories revealed very well the differences between Western industry and modern Japanese industry. The study also showed both the types and magnitude of the differences that underlie attitudes and behaviors that distinguish modern industry in Japan from that in the United States. In the following discussion, the wage system in one factory will be examined in detail to illustrate the particular central trend that appears in all studied factories. Since the monetary wage system for work performed is only a part of the entire wage system, it will also examine the general pattern of non-monetary benefits, welfare efforts, incentive programs for workers, using specific plans and costs of a particular factory.