Leadership in Tourism

This chapter proposes to discuss the application of authentic leadership as the ‘vehicle' forward for tourism. Specifically, how authentic leaders in the tourism industry can help achieve the United Nations Sustainable Development Goals (SDGs), and why they are important to the Tasmanian tourism industry. As such, the authors propose the research question: How can authentic leadership enable the sustainable development of tourism in Tasmania? This chapter commences by exploring tourism in Tasmania and the related leadership gap found in the industry, followed by a brief explanation of our critical review method. The literature review then examines how tourism, a diverse industry, has the potential to contribute to the United Nation's SDGs. The authors aim to demonstrate how sound authentic leadership behaviours among tourist vendors facilitate ethical employment practices and economic growth in Tasmania. Finally, the chapter explores the possible implications of a synthesis of authentic leadership and sustainable development in the context of Tasmania.

Socially Irresponsible Employment in Emerging-Market Manufacturers

Are socially irresponsible employment practices, such as abusive discipline and wage theft, systematically tied to manufacturing outcomes in emerging-market countries? Drawing on a stream of stakeholder theory that emphasizes economic interdependencies and insights from the fields of industrial relations and human resource management, we argue that working conditions within a firm are facets of a systemic approach to value creation and value appropriation. Some manufacturers operate “low road” systems that rest on harmful practices. Others operate “high road” systems in which the need to develop employees’ human capital deters socially irresponsible employment practices. To test the theory, we conduct a large-scale study of labor violations and manufacturing outcomes by analyzing data on over four thousand export-oriented small manufacturers in 48 emerging-market countries. The analysis demonstrates that socially irresponsible employment practices are associated with inferior firm-level manufacturing outcomes even after controlling for the effects of firm size, industry, product mix, production processes, host country, destination markets, and buyer mix. The theory and results suggest an opportunity for multinational corporations to improve corporate social performance in global value chains by encouraging their suppliers to transition to systems of value creation that rely on the development of worker human capital.

Unfortunate Strangers: Lascars in the British Maritime World c. 1849-1912

<p>In 1903, there were 36,893 lascar sailors out of the 247,448 seamen working on British merchant ships. Lascars were non-white workers mostly recruited from Asia. As a result of changes to the British maritime industry in the second half of the nineteenth century, notably the shift from sail to steam, lascar numbers increased. Lascars became critical to the success of the British shipping fleet. They filled the gap that had formed because of the lack of British sailors to crew ships. Lascars were characterised as cheap, lazy, and dirty, as well as being regarded as poor sailors. Lascars were essentially perceived as everything the British sailor was not. Although lascars were British subjects, they were paid less than British sailors, ate inferior food, and slept in substandard accommodation. Once in British ports, after their voyages had ended lascars enjoyed fewer settlement rights, access to welfare and resources than their counterparts. As a result, lascars struggled to survive in Britain. Strategies that created a racial division of labour and hierarchy entrenched a low social status for lascars compared to that of their British counterparts. This thesis discusses how and why some groups of non-white sailors were given the label lascar. It analyses how the label lascar became a term to represent and enforce difference. Being cheap labour, and non-white was the basis for lascar difference, but the strict regulation and control of their conditions put these men in a much more subordinate position than their British counterparts. The strict conditions and tight regulation that lascars experienced became characteristics of the label they were tagged with. Many lascars were abandoned or chose to stay in Britain where the strategies they employed to survive further enforced their difference. This thesis highlights the period 1849-1912 because of the significant increase in lascar numbers during this period. Chapter one discusses who a lascar was and the interchangeable nature of the term lascar with other labels that describe non-white maritime workers. Chapter two draws on newspaper evidence, plus the works of Gopalan Balachandran and Michael Fisher to examine the effects on lascar recruitment and employment practices that reinforced difference. Chapter 3 focuses on lascars in Britain and what strategies they employed to survive and how they reinforced difference. The majority of the discussion will focus on examples from port cities of London, Glasgow, and Dundee because lascars were a visible part of the social diversity of these cities. Between 1849 and 1912 lascars contributed significantly to the economic success of Britain’s maritime industry.</p>

Unfortunate Strangers: Lascars in the British Maritime World c. 1849-1912

<p>In 1903, there were 36,893 lascar sailors out of the 247,448 seamen working on British merchant ships. Lascars were non-white workers mostly recruited from Asia. As a result of changes to the British maritime industry in the second half of the nineteenth century, notably the shift from sail to steam, lascar numbers increased. Lascars became critical to the success of the British shipping fleet. They filled the gap that had formed because of the lack of British sailors to crew ships. Lascars were characterised as cheap, lazy, and dirty, as well as being regarded as poor sailors. Lascars were essentially perceived as everything the British sailor was not. Although lascars were British subjects, they were paid less than British sailors, ate inferior food, and slept in substandard accommodation. Once in British ports, after their voyages had ended lascars enjoyed fewer settlement rights, access to welfare and resources than their counterparts. As a result, lascars struggled to survive in Britain. Strategies that created a racial division of labour and hierarchy entrenched a low social status for lascars compared to that of their British counterparts. This thesis discusses how and why some groups of non-white sailors were given the label lascar. It analyses how the label lascar became a term to represent and enforce difference. Being cheap labour, and non-white was the basis for lascar difference, but the strict regulation and control of their conditions put these men in a much more subordinate position than their British counterparts. The strict conditions and tight regulation that lascars experienced became characteristics of the label they were tagged with. Many lascars were abandoned or chose to stay in Britain where the strategies they employed to survive further enforced their difference. This thesis highlights the period 1849-1912 because of the significant increase in lascar numbers during this period. Chapter one discusses who a lascar was and the interchangeable nature of the term lascar with other labels that describe non-white maritime workers. Chapter two draws on newspaper evidence, plus the works of Gopalan Balachandran and Michael Fisher to examine the effects on lascar recruitment and employment practices that reinforced difference. Chapter 3 focuses on lascars in Britain and what strategies they employed to survive and how they reinforced difference. The majority of the discussion will focus on examples from port cities of London, Glasgow, and Dundee because lascars were a visible part of the social diversity of these cities. Between 1849 and 1912 lascars contributed significantly to the economic success of Britain’s maritime industry.</p>

RURAL TEACHER SERAFIMA KILINA: RECONSTRUCTION OF THE BIOGRAPHY OF "THE DEPRIVED WOMAN" OF THE 1930S.

The article is devoted to the analysis of the social situation of disenfranchised citizens. The object of the study is an ordinary citizen of the USSR: a former rural teacher and the wife of a priest Serafima Aleksandrovna Kilina (born in 1888), the subject of the article is the reconstruction of her biography. The methodological basis of the research is the anthropological approach and the synthesis of macro- and micro-history. The main source of the study is the personal file of a citizen who filed a petition before the election commission to restore their electoral rights. The personal file is a complex and multi-component source, which contains documents reflecting the quasi-judicial procedure for considering the applicant's appeal, as well as necessary and sufficient materials for making a decision, received at the initiative of the applicant or members of the election commission. The source base is supplemented by legal acts regulating the deprivation and restoration of voting rights. Materials of S. A. Kilina's personal file contain significant factual data that allow us to reconstruct her biography; they describe the bureaucratic procedures figuratively and in detail; they contain fragments of direct speech of the participants of the events, which makes this historical source very valuable. S. A. Kilina's biography includes both typical and unique facts that allow us to expand our understanding of the procedure for disenfranchisement and employment practices in early Soviet society. The fate of the citizen in the transition era allows us to reflect the process of social construction of the "new person", which, contrary to the declared goals, not only provoked downward social mobility and negative social selection, but could have more tragic consequences.

Hubungan Antara Kualitas Guru dengan Prestasi Belajar Siswa pada Mata Pelajaran Housekeeping

Teacher Quality is one factor that determines student achievement, the research to find out the relationship and contribution to the quality of teachers to student achievement in subjects Housekeeping. This Reseach is expected to expective to be useful for teachers to improve performance. To measure student achievement are used Pearson Product Moment analysis method. Of test data analysis can be seen that there is asignificant relationship with the teacher quality anatara student achiement, which toount (7.09423) is greater than ttable (2.021). Whereas the contribution of teacher quality on student achiement is the amount of KP 46.64% while the remaining 53.36% is determinedby other variables is one of the largest employment practices in the industry.

Human Rights Activists and the Question of Sex Discrimination in Postwar Ontario

This article examines the varied understandings of human rights in Ontario in the immediate aftermath of the Second World War. The article compares the social origins and implementation of Ontario’s Fair Employment Practices Act – which combatted racist and religious discrimination – with Ontario’s Female Employees Fair Remuneration Act – which mandated equal pay for women who did the same work as men. Although a few feminists called for the Fair Employment Practices Act to prohibit sex discrimination as well, their pleas fell mainly on deaf ears in this period. Men and women who fought against racist injustice were frequently unaware of gender injustice, for they, like so many others, subscribed to the deeply embedded ideology of the family wage. Conversely, some of the most outspoken advocates of women’s rights were unconscious of – or chose to ignore – racism. At the same time, some of the most committed advocates of equal pay for equal work actually reinforced certain conventional assumptions about men’s gender privilege at work and at home. Moreover, while the enforcement of both acts was constrained by the conciliatory framework embedded within them, the government officials who were charged with applying both acts interpreted the equal pay act quite narrowly and were significantly more diligent in tackling racist and religious employment discrimination.

Introduction

Antitrust law has very rarely been used by workers to challenge anticompetitive employment practices. Yet recent empirical research shows that labor markets are highly concentrated and that employers engage in practices that harm competition and suppress wages. These practices include no-poaching agreements, wage-fixing, mergers, covenants not to compete, and misclassification of gig workers as independent contractors. This failure of antitrust is due to a range of other failures—intellectual, political, moral, and economic. Until recently, economists assumed that labor markets are usually competitive when in fact recent studies reveal that they are usually not competitive. Commentators and politicians also seems to have assumed—falsely—that employment and labor law adequately addresses inequality of bargaining power and the resulting risk of wage suppression. The impact of this failure has been profound for wage levels, economic growth, and inequality.

How Antitrust Failed Workers

Antitrust law has very rarely been used by workers to challenge anticompetitive employment practices. Yet recent empirical research shows that labor markets are highly concentrated, and that employers engage in practices that harm competition and suppress wages. These practices include no-poaching agreements, wage-fixing, mergers, covenants not to compete, and misclassification of gig workers as independent contractors. This failure of antitrust to challenge labor-market misbehavior is due to a range of other failures—intellectual, political, moral, and economic. And the impact of this failure has been profound for wage levels, economic growth, and inequality. In light of the recent empirical work, it is urgent for regulators, courts, lawyers, and Congress to redirect antitrust resources to labor market problems. This book offers a strategy for judicial and legislative reform.