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Group dismissal for poor performance as a response to excessive stock shrinkage : a study of owner-managed franchised grocery retailersBrown, Timothy Glen 12 1900 (has links)
Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: Excessive shrinkage threatens the viability of retailers, especially grocery retailers
because they operate on low profit margins.
One possibility is for retailers to dismiss employees who are perceived to be
responsible for excessive shrinkage, but South African law generally requires that the
employer prove individual culpability or poor performance to justify a dismissal. In
most cases, retailers are not able to identify the exact causes of shrinkage or those
employees who may be responsible for the shrinkage.
Pep Stores has developed a novel group dismissal model, using a poor performance
process, in terms of which a store's entire staff complement is dismissed on the basis
of collective responsibility for failing to avoid excessive shrinkage. The Pep model is
attractive to retailers because it overcomes the retailer's inability to produce evidence
relating to excessive shrinkage.
This Study Project seeks to determine whether collective responsibility for shrinkage
may be introduced in owner-managed grocery stores and, if not, whether adaptation
of the model or new technology might facilitate its introduction. A further objective is
to determine whether the applicability of the Pep model correlates to factors such as
the size, activity level and complexity of retail stores.
Three barriers to the application of the Pep model in grocery retail stores were
identified: firstly, the determination of an "acceptable level of shrinkage" that is
reasonably attainable; secondly, the conducting of sufficiently accurate stock takes to support dismissals and, thirdly, the existence or creation of circumstances allowing the implementation of collective responsibility for shrinkage.
Grocery retailers have no difficulty in identifying an attainable "acceptable level of
shrinkage" or in conducting highly accurate stock takes and stock counts.
Circumstances allowing the imposition of collective responsibility for shrinkage were,
however, clearly not present. Collective responsibility was precluded by the
specialised nature of the employees' tasks and a lack of co-responsibility arising from
employees' inability to directly observe each other. However, an adapted Pep model
is applicable in grocery retail stores at departmental level if the departments are
insulated from fraud or error by receiving clerks and cashiers. This insulation may be
achieved by implementing joint receiving procedures that involve each department in
receiving departmental stock and an increase in cashier monitoring.
The introduction of Radio Frequency Identification Technology will ultimately facilitate
the implementation of the Pep model through the enhanced insulation of
departments. This enhanced insulation is achieved through the ability to track the
movement of individual items in stores and the reduction of receiving and cashier
error and fraud as a result of the automation of aspects of these functions. This
technology, however, is unlikely to be implemented in the short term given the
significant cost of RFID tags and the technical and organisational constraints to
adoption.
Perceptions on the applicability of the Pep model are correlated in smaller stores to
total store floor areas, while the applicability of the model in larger stores is correlated to the size of staff complements. This suggests that the model may be ideally
applicable in smaller stores, where the total store floor area is relatively smaller and
in larger stores, where the staff complements are relatively larger. / AFRIKAANSE OPSOMMING: Oormatige voorraadverlies bedreig die lewensvatbaarheid van kleinhandelaars, veral
kruidenierswarehandelaars, omdat hulle met klein winsmarges werk.
Een moontlikheid is dat kleinhandelaars werknemers ontslaan wat gesien word as
die verantwoordelikes vir oormatige voorraadverlies, maar die Suid-Afrikaanse reg
vereis oor die algemeen dat die werkgewer indiwiduele skuld of swak prestasie
bewys om ontslag te regverdig. In die meeste gevalle is kleinhandelaars nie in staat
om die presiese oorsake van voorraadverlies, of die werknemers wat vir die
voorraadverlies verantwoordelik mag wees, te identifiseer nie.
Pep Stores het 'n vindingryke groep-ontslagmodel ontwikkel, met gebruik van 'n
swakprestasieproses, ingevolge waarvan 'n winkel se hele personeel ontslaan word
op grond van kollektiewe verantwoordelikheid weens versuim om oormatige
voorraadverlies te vermy. Die Pep-model is aantreklik vir kleinhandelaars, want dit
oorkom die kleinhandelaar se onvermoë om bewys te lewer in verband met
oormatige voorraadverlies.
Hierdie navorsingsprojek probeer vasstel of kollektiewe verantwoordelikheid vir
voorraadverlies ingestel kan word in eienaarbestuurde kruidenierswinkels en, indien
nie, of aanpassing van die model, of nuwe tegnologie, die invoer daarvan sou kon
fasiliteer. 'n Verdere doelstelling is om vas te stel of die toepaslikheid van die Pepmodel
korreleer met faktore soos die grootte, bedrywigheidsvlak en kompleksiteit van
kleinhandelwinkels.
Drie struikelblokke vir toepassing van die Pep-model in kleinhandelkruidenierswinkels
is geidentifiseer: eerstens, die bepaal van 'n "aanvaarbare
voorraadverliesvlak" wat redelik haalbaar is; tweedens, die uitvoer van voldoende
akkurate voorraadopnames om ontslag te steun en derdens die bestaan of skep van
omstandighede wat die implementering van kollektiewe verantwoordelikheid vir
voorraadverlies moontlik sal maak.
Kruidenierskleinhandelaars ondervind geen probleme met die identifisering van
haalbare "aanvaarbare voorraadverliesvlakke" of met die uitvoer van hoogs akkurate
voorraadopnames en - tellings nie.
Omstandighede wat die oplê van kollektiewe verantwoordelikheid vir voorraadverlies
moontlik maak, was egter duidelik nie aanwesig nie. Kllektiewe verantwoordelikheid
is uitgesluit weens die gespesialiseerde aard van die werknemers se take en 'n
gebrek aan mede-verantwoordelikheid weens werknemers se onvermoë am mekaar
direk waar te neem. 'n Aangepaste Pep-model is egter toepasbaar in
kruidenierskleinhandelwinkels op departementele vlak indien die departemente van
bedrog of foute deur ontvangsklerke en kassiere afgeskerm word. Die afskerming
kan bereik word deur die implementering van gesamentlike ontvangsprosedures wat
elke departement betrek by die ontvangs van departementele voorraad en verskerpte
kassiermonitering.
Die invoer van Radiofrekwensie-identifikasietegnologie sal uiteindelik die
implementering van die Pep-model fassiliteer deur die verhoogde afskerming van
departemente. Hierdie verhoogde afskerming word bereik deur die vermoë om die
beweging van indiwiduele items in winkels na te speur en die vermindering van
ontvangs- en kassierfoute en -bedrog as gevolg van die outomatisering van aspekte
van die funksies. Hierdie tegnologie sal egter waarskynlik nie oor die korttermyn
toegepas word nie weens die aansienlike koste van RFIO-etikette en die tegniese en
organisatoriese beperkings op die invoer daarvan.
Persepsies oor die toepasbaarheid van die Pep-model word in kleiner winkels
gekorreleer met die totale winkelvloeroppervlak, terwyl die toepasbaarheid van die
model in groter winkels gekorreleer word met die grootte van die personeelkorps. Dit
suggereer dat die model ideaal toepasbaar mag wees in kleiner winkels waar die
totale winkelvloeroppervlak relatief kleiner is en in groter winkels waar die
personeelkorps relatief groter is.
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Analysis of Texas Education Agency Commissioner of Education Decisions Regarding Superintendent, Associate Superintendent, School Administrator, Athletic Director and Central Office Administrator Term Contract Nonrenewal Appeals From 1983 to 2013Ramirez, Carlos 12 1900 (has links)
I conducted a legal analysis of decisions by Texas Commissioners of Education in appeals by Texas school administrators from nonrenewal decisions made by Texas school districts from 1983 to 2013. I analyzed the findings of fact and conclusions of law described in the commissioners’ rulings to determine the legal basis of school districts’ decisions to nonrenew school administrators’ term employment contracts. I also examined the legal rationale for commissioners’ rulings and determined which party most commonly prevailed in these administrative proceedings—the respondent school district or the petitioner school administrator. In particular, the study determined factors that contributed to commissioners’ decisions to overrule or support school districts’ nonrenewal decisions. A careful review of commissioner decisions, which are accessible on the Texas Education Association website, identified 44 commissioner decisions involving appeals by superintendents, associate superintendents, public school administrators, athletic directors, or central office administrators concerning school districts’ term contract nonrenewal decisions from 1983 to 2013. Commissioners’ decisions in these cases were surveyed using legal research methods. This study provides recommendations to assist local education agencies to refine current policies and regulations regarding the nonrenewal of administrators’ term contracts, and provides insight on Texas Commissioners’ rulings on term contract nonrenewal appeals brought by Texas school administrators. The findings revealed that school boards’ lack of understanding of local policies and lack of evidence resulted in commissioners granting 27% of appeals. Additionally, commissioners denied 73% of the appeals because school boards provided at least one reason that met the substantial evidence standard of review, and respondents failed to substantiate allegations or enter evidence in evidentiary hearings.
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Vybrané relativní důvody odmítnutí zápisu ochranné známky / Chosen relative grounds for dismissal of a Trademark registrationLajsek, Vladimír January 2014 (has links)
Vladimír Lajsek: Chosen Relative Grounds for Dismissal of a Trademark Registration This topic is dealing with two chosen relative grounds of dismissal of a trademark registration, particularly with sec. 7 (1) (i) and sec. 7 (1) (j) statute No. 441/2003 Coll. The first part presents a general introduction in the whole issue, as with relative grounds for dismissal of a trademark registration and with proceeding on objections. Afterwards, there is described historical development of these provisions, which helped to their establishing into Czech legal order. The author finds, that these provisions were not established until convergence with the European law. Next parts are focusing on the particular provisions. The chapter about objection to the older copyright contains the role of the Czech Industrial Property Office in the proceedings of author crafts and their authorship. The Office should make its own conclusion in these circumstances, so it is not dependent on the binding decision of a court. In the issue of considering, whether particular mark is or is not an author craft, the author offers his own three-level-test of uniqueness, which is based on summarisation of the former decision-making of the Office. To the issue of the right to sue on grounds of this objection the author concludes, this...
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Les accords collectifs de gestion de l’emploi / Collective employment management agreementsMeftah, Inès 30 November 2018 (has links)
Pratiqués depuis les années 1970, les accords de gestion connaissent une fulgurante ascension. Devenus un instrument de promotion d’une gestion pacifiée des relations sociales, leurs conclusions sont évoquées par la presse généraliste. « Le nouveau contrat social » ou « l’accord de compétitivité », respectivement conclus au sein des groupes PSA et Renault, illustrent bien la diffusion de ces pratiques. Pourtant, l’analyse juridique dominante bute devant la très grande originalité de ces accords. Rarement identifiés pour leurs propriétés intrinsèques, guère plus définis par des critères précis, les accords de gestion constituent au mieux une figure juridique évanescente. Les consécrations du plan de sauvegarde de l’emploi conventionnel, de l’accord de méthode, de « l’accord social d’accompagnement », de l’accord de gestion des emplois et des parcours professionnels, de l’accord de performance collective, des « plans de départs provoqués » et de l’accord portant rupture conventionnelle collective invitent pourtant à caractériser l’existence d’un objet d’étude particulier. / Practiced since the 1970s, management agreements are experiencing a meteoric rise. Become an instrument for promoting a peaceful management of social relations, their conclusions are evoked by the mainstream press. "The new social contract" or "the competitiveness agreement", respectively concluded within the PSA and Renault groups, illustrate the diffusion of these practices. However, the dominant legal analysis stumbles against the very originality of these agreements. Rarely identified for their intrinsic properties, hardly defined by specific criteria, management agreements are at best an evanescent legal figure. Consecrations of the plan of safeguarding the conventional employment, the agreement of method, the "social agreement of accompaniment", the agreement of management of the jobs and the professional paths, the agreement of collective performance However, "plans of induced departures" and the agreement of collective collective rupture invite us to characterize the existence of a particular object of study.
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Assistente T?cnico Judici?rio na Defensoria P?blica: Suporte da teoria de WinnicottGon?alves, Marcos Antonio Barbieri 01 December 2015 (has links)
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Previous issue date: 2015-12-01 / This dissertation deals with the possibilities of action of the psychologist as judiciary technical assistant in the Public Defender in the dismissal of family power lawsuit. The topics include social inequality, power relations in the justice system and healthy human
development. These themes are central to the work of psychologists in Public Defender, since this organ works exclusively with whom the law defines as economically needy population. The objective was to find a critical way of action wich is proper to the place of the technical assistant in legal proceedings. Possible interventions was thought to the technical assistant capable to modify the family realities on the prevention of the occurrence of separation of children from their households due to lawsuit. The method used was qualitative documental research, in wich nine Administrative Procedures (PA) of the Public Defender were read and organized into vignettes and cases. The PA contain documents from agencies such as the Public Prosecutor, Court of Justice and others. Thus, it was possible to observe four problem situations that were common in the analyzed procedures. These are: babies institutionalized directly from maternity hospital, evaluation of material issues, individual guilt and lack of
theoretical and technical background in the documents. The issues were discussed from the potencial of action of the technical assistant in their confrontation. Practical proposals, like the development of a visitation diary, were thought in the scope of the psychologist s work. It was concluded that preventive and community actions are useful tools to the work of the technical assistant. / A presente disserta??o versa sobre as possibilidades de atua??o do psic?logo como assistente t?cnico judici?rio na Defensoria P?blica em a??es de destitui??o do poder familiar. Os temas abordados abrangem a desigualdade social, as rela??es de poder no sistema de justi?a e o
desenvolvimento humano saud?vel. Estes temas s?o centrais para o trabalho do psic?logo na Defensoria, posto que este ?rg?o trabalha exclusivamente com o que a legisla??o estabelece como popula??o economicamente necessitada. O objetivo do trabalho foi o de encontrar uma forma de atua??o cr?tica que seja pr?pria ao lugar do assistente t?cnico em processos judiciais. Foram pensadas interven??es poss?veis ao assistente t?cnico capazes de modificar as realidades familiares a ponto de se evitar a ocorr?ncia da separa??o de crian?as de seus n?cleos familiares decorrente de a??o judicial. O m?todo utilizado foi o qualitativo com pesquisa documental, em que nove Procedimentos Administrativos (PA) da Defensoria foram lidos e organizados em vinhetas e casos. Os PA cont?m documentos de ?rg?os como o Minist?rio P?blico, Tribunal de Justi?a e outros. Foi poss?vel observar quatro situa??es problemas frequentes nos procedimentos analisados. S?o elas: beb?s acolhidos institucionalmente diretamente da maternidade, avalia??o sobre quest?es materiais, culpabiliza??o individual e falta de embasamento te?rico-t?cnico em documentos. Os problemas foram discutidos a partir do potencial de atua??o do assistente t?cnico no enfrentamento deles. Propostas pr?ticas, tal qual a elabora??o de um di?rio de visitas, foram pensadas no ?mbito da atua??o do psic?logo. Concluiu-se que a??es preventivas e comunit?rias se mostram instrumentos ?teis ? atua??o do assistente t?cnico.
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Social Drama at Southwestern Baptist Theological Seminary : The Dilday ControversyDrake, Webster F. (Webster Ford) 12 1900 (has links)
This study examines the events surrounding the firing of Russell Dilday at Southwestern Baptist Theological Seminary as a social drama. The results suggest that, for application to post-industrial cultures, adaptations need to be made to Victor Turner's original method. The addition of Thomas Farrell's anticipation phase, identification of the breach with the transgression, and examination of unique facets of post-industrial cultures such as economic factors and the role of the media are recommended modifications. In light of these differences, the study concludes that the state of affairs at Southwestern is characteristic of schism in a post-industrial culture.
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Os destinos do desmame de executivos - demissão: um estudo sobre separação e exclusão do mundo corporativoGiuliese, Mariá Aparecida de Barros Freire 16 May 2008 (has links)
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Previous issue date: 2008-05-16 / The author uses the civilization, as well as nowadays uneasiness, as a
starting point to write on the uneasiness experienced in the corporations, taking
into consideration, and as a reference, the processes of dismissal-separation
that happen to the executives under her care. The objective of the present study
is to analyze the symbolic representation of the weaning and its destinies when
the rupture with the professional activity caused by dismissal or compulsory
retirement takes place. The symptoms that make clear the nature of the relation
of the executives with the work, as well as the pathogenic character of the
corporations have increased importance in this process.
The six clinic cases presented show that the way dismissal process
occurs can cause disorganization, denial of reality, resentment, resignation or
relief; and clearly show that the lack of work, after dismissal or retirement,
besides compromising self-image and excluding the individual from the place
and position he had in the culture, it promotes anxiety and depression that may
require professional care.
The listening process carried out by the author is precise, and occurs
only when required, with the objective of creating conditions for the executive to
recognize the dismissal, work out the grief and build a new project; its purpose
is to recover interests and vocations, to identify old professional projects, as
well as to draw the future; and guide the executive to adequate and efficiently
approach the market / A partir do mal-estar na civilização e na atualidade, a autora aborda o
mal-estar nas organizações, tomando como referência os processos de
demissão-separação que ocorrem com os executivos que atende. O presente
estudo tem como objetivo a análise da representação simbólica do desmame e
seus destinos quando da ruptura com a atividade profissional causada por
demissão ou por aposentadoria compulsória de executivos. Ganham
importância nesse processo os sintomas que evidenciam a natureza da relação
dos executivos com o trabalho e o caráter patogênico das organizações.
Os seis casos clínicos apresentados mostram que a forma como a
demissão ocorre pode acarretar desorganização, negação da realidade,
revolta, resignação ou alívio e deixam claro que a falta do trabalho, após
demissão ou aposentadoria, além de comprometer a auto-imagem e excluir o
sujeito do lugar e posição que ocupava na cultura, promove ansiedade e
depressão que demandam cuidados profissionais.
A escuta realizada pela autora é pontual e sob demanda, com o objetivo
de criar condições para que o executivo reconheça a demissão, elabore o luto
e construa novo projeto; tem a finalidade de resgatar interesses e vocações,
identificar antigos projetos profissionais, desenhar o futuro; e orientar o
executivo a abordar o mercado com adequação e eficiência
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A dispensa individual motivada sob a perspectiva constitucionalDias, Maria Beatriz Ribeiro 20 March 2013 (has links)
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Previous issue date: 2013-03-20 / The labor is a factor of production that, besides supporting the economy, provides to Human Beings means to guarantee their livelihood and their basic needs. Therefore, it is valued by the Constitution of the Federative Republic of Brazil as the foundation of the Federal Republic, as a principle of the economic order, and as the basis of the social order. In this sense, mechanisms for employment protection acquire importance. The object of this study is the analysis of the individual motivated dismissal from the perspective of Article 7, I, of the Constitution of the Federative Republic of Brazil. We sought to identify its classification and consequences of its application, based on the historical analysis, on the international standard, and on the Portugal's law, which is a country with culture, social and economic influence similar to Brazil, and with an interesting proceeding for the individual motivated dismissal. With regard to the research techniques, we use both documental and bibliographical researches. In the bibliographical research we note the excellence of the authors chosen and the corresponding pertinence of the central theme of this dissertation, without excluding books that helped us to base concepts to complete this debate / O trabalho é fator de produção que, além de sustentar a economia, garante ao ser
humano meios para seu sustento e para manutenção de suas necessidades básicas
Por isso, é valorizado pela Constituição da República Federativa do Brasil como
fundamento da República Federativa (artigo 1º, IV); como princípio da ordem
econômica (artigo 170, VIII); e como base da ordem social (artigo 193). Neste
contexto, os mecanismos para a proteção da relação de emprego ganham
importância. O objetivo deste estudo é a análise da dispensa individual motivada sob
a perspectiva do artigo 7º, I, da Constituição da República Federativa do Brasil.
Buscamos identificar o seu conceito e as consequências da sua aplicação, valendonos
da análise histórica, do padrão internacional (Convenção nº 158, da
Organização Internacional do Trabalho) e da legislação desenvolvida por Portugal,
país com traços culturais, sociais e econômicos semelhantes ao Brasil e com
interessante procedimentalização da dispensa individual motivada. Em relação às
técnicas de pesquisa, empregamos tanto a documental quanto a bibliográfica. Na
pesquisa bibliográfica observamos a excelência dos autores escolhidos e a
respectiva pertinência com o tema central do trabalho, sem afastar obras que nos
ajudaram a embasar conceitos periféricos para complemento do debate
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The Departing Experience: a Qualitative Study of Personal Accounts by Women Who Are Former Athletic Directors of Intercollegiate Athletic Programs for WomenDisselkoen, Jackie M. 12 1900 (has links)
What happened to women who are former athletic directors of intercollegiate athletic programs during each of the four stages of the departing experience was the problem of this study. A qualitative design using personal interviews for data collection and ethnoscientific explanation for analysis of the data were used to study thirty-one women who were athletic directors between 1975 and 1986. Analytical tasks performed for each of the four levels of analysis helped answer research questions directed toward finding patterns among women in the following areas: what happened to them within and throughout the four stages of the departing experience, reasons they left the position of athletic director, and satisfaction in their subsequent job.
Analysis of the data established that the departing experience occurred in four stages. How the subjects responded to the way that opportunities for female student-athletes were offered during each st3ge of the departing experience determined whether they were in positive or negative circumstances. Sixteen subjects either were in positive circumstances throughout the departing experience or ended it in positive circumstances. Fifteen subjects were either in negative circumstances throughout the departing experience or ended it in negative circumstances.
The ability to reevaluate their beliefs and values, adapt to changes in their programs, make rational decisions, and influence others to support their decisions determined whether they were in positive or negative circumstances in each stage of the departing experience. In general, the findings of this study support literature on women in administrative positions and literature on the effects of job loss and job change.
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Nurse Anesthesia Program Administrator's Decision-Making in Determining Interventions for a Student Exhibiting Unsatisfactory Clinical PerformanceBonanno, Laura S 23 May 2019 (has links)
The purpose of this grounded theory study is to define the process that nurse anesthesia program administrators use to determine if a student nurse anesthetist’s unsatisfactory clinical performance warrants intervention by the program. There is little room for error in anesthesia practice as mishaps typically result in significant injury and death. Students who exhibit unsatisfactory clinical performance may pose an immediate risk to patient safety as well as a future risk if allowed to progress in the program. The lack of guidance in the form of clearly articulated expectations and processes contribute to the emotional strain nurse anesthesia faculty and administrators experience when observing unsatisfactory clinical performance. From the data collected in the interviews with ten nurse anesthesia program administrators, a five-phase decision-making model entitled the Nurse Anesthesia Program Administrator Decision Making Model was developed. The five phases of the model include: receiving the feedback, validating the concern, assessing accountability and planning for remediation, removing the student from clinical training and moving to dismissal, and notifying the student of the decision. The guiding principle of this model is the importance of following institutional and program policies throughout the process. This study is intended to provide guidance to nurse anesthesia program administrators who are faced with a student demonstrating unsatisfactory clinical performance regarding what behaviors may require an intervention by the program.
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