The main research problem in this study centred around the assessment of the impact of an absenteeism monitoring and management system at Willard Batteries. The main research problem had five sub-problems which were addressed through the following actions: A literature study was conducted to identify the causes and impact of absenteeism in the workplace. The researcher also conducted interviews with the Human Resources Manager, line managers and employees at Willard Batteries to obtain their views of the absenteeism management strategies utilised, as well as the effects of absenteeism in their organisation. The insights gained from these interviews were incorporated into the questionnaire. The absenteeism figures of the organisation for the period 2005 to 2008 were analysed and compared against the internationally accepted absenteeism norm of three percent. An absence rate above three percent is considered as unacceptable and would imply that the current absenteeism management system is not effective. The theoretical study also entailed the reviewing of the legal framework within which absenteeism needs to be managed, as well as the literature that deals with strategies for the effective management of absenteeism. These strategies relate to the recording, calculation, analysis, benchmarking and practical management of absenteeism in the workplace. A survey questionnaire was developed to determine the perceptions of managers, supervisors and employees in relation to the impact of absenteeism on the company as well as the extent to which managers and supervisors were utilising selected absenteeism monitoring and management strategies within the company. The results from the empirical study revealed that management and supervisors were more aware of the impact of absenteeism on the organisation than their employees. It can therefore be concluded that employees perceived their absence from work to have little impact on aspects such as employee morale, cost, production and the customer. This could possibly be due to ineffective communication in terms of the cost and other consequences of absenteeism in the organisation. Employees also felt that managers were effective in taking the necessary disciplinary action with regards to absenteeism-related transgressions, but that they were not diligent in the recording and communication of absence information, as well as comparing absenteeism information inter-departmentally. Absenteeism has proven to be globally pervasive, expensive and extremely disruptive to organisations. Managers and supervisors who employ the various absence monitoring and management strategies, could be more effective in improving employee attendance. Their efforts could be further enhanced if employees are made aware of the negative impact that their absence has on the morale of their fellow employees, the cost to the company, the customer, as well as the achievement of production targets and the quality of outputs.

Masonry construction is labor-intensive. Processes involve little to no mechanization and require a large number of crews made up of workers with diverse skills, capabilities, and personalities. Relationships among crews are tight and very dependent. Often crews are re-assembled and the superintendent is responsible for assigning workers to crews and allocating crews to different tasks to maximize workflow. This dynamic environment can influence the motivation of workers and impose pressure and stress on them. Workers, unlike other resources, have their own needs and requirements beyond the financial compensation for their work. Workers place a great value on requirements such as certainty about work assignments, matching assignments to career development goals, and work satisfaction. If managed properly, workers may bring considerable benefits to both the project and the contractor. A project that links workers to career goals not only allows contractors to develop more qualified staff for its future projects, but also gives the worker opportunities for career growth and development. Additionally, job satisfaction and efficiency increases from suitable worker assignment and consideration of tasks. Therefore, the study of sustainable labor management practices is of interest in masonry construction and other labor-intensive industries. A mixed-integer programming (MIP) model enables the integration of workers needs and contractor requirements into the process of labor allocation. Furthermore, the model can be used to quantify strategies that maximize productivity, quality of work, and the well-being of workers. Developing such a model is a necessary task. To plan and manage masonry construction, the contractor has to take into account not only multiple workers with different characteristics but also rules for crew design and makeup and project requirements in terms of personnel needs. Providing an analytical description of all the needs and requirements is challenging. Therefore, to determine labor management practices that indeed maximize production and maximize workers satisfaction, the model needs to realistically represent the realities in masonry construction sites and staffing practices, while remaining computationally manageable such that optimization models can be derived. This dissertation proposes a decision support system (DSS) for sustainable labor management in masonry construction that takes into consideration information on workers and job characteristics with the intention of assisting decision makers in allocating crews. Firstly, semi-structured interviews were conducted with masonry practitioners to gather perspectives on labor requirements, rules for crew design, and drivers for crew makeup. Secondly, a model that incorporates realities was implemented. The model supports masonry contractors and superintendent in the challenging process of managing crews, that is, to determine the composition of each crew and the allocation of crews to maximize productivity and workflow while considering workers’ preferences and well-being. With the DSS, project managers and superintendents are not only able to identify working patterns for each of the workers but also optimal crew formation and investment and labor costs. Data from real case study is used to compare the schedule and allocation on the site with the one proposed by the model. The comparison shows the model can optimize the allocation of crews to reduce the completion time to build the walls while maximizing the utilization of masons and outlining opportunities for concurrent work. It is expected that the DSS will help contractors improve productivity and quality while efficiently managing masonry workers in a more sustainable way. The contributions for the masonry industry are two-fold. Firstly, the proposed model considers a set of rules that masonry practitioners typically use to design crews of masons and analytically captures the realities of masonry construction jobsites when managing labor. Secondly, it attempts to quantify and mathematically model the practices that contractors use for crew makeup and evaluate labor management allocation both in terms of contractor requirements and worker needs. Literature review indicates that the existing models for labor allocation have not taken into consideration masonry site realities. An optimization framework, which combines masonry site realities from the semi-structured interviews is proposed. The framework results in a MIP model that is used to solve a crew scheduling and allocation problem. The model is formulated to determine which masons are in a crew and to assign crews to the different walls in a project. Additionally, it is used to evaluate crew design strategies that maximize productivity.

In the mid 1980s, national enterprises started to hire illegal foreign workers without the official introduction in Taiwan. Following with the soaring national economic growth, wage and income and the popular trend in stock, lottery and gambling games in 1985, workers were less willing to work. Industries, such as the 3K or 3D industry (dirty, dangerous and difficult), were less favored. In addition with the delaying participation of youth in job market due to the rising educational level, the supply for grassroots workers faced decreasing. Meanwhile, the national birth controlling policy also led to low birth rate, slow population growth and aging population, which triggered a serious labor shortage in Taiwan and enterprises also started calling for solving the labor shortage problem by introducing foreign workers. When Taiwanese government had first initiated the 14 major infrastructures project, the deadline of the project was kept postponing due to labor shortage. Therefore, the government set up a ¡§mechanism of workers demanding for14 major infrastructures project¡¨ by executive order, allowing entities to introduce foreign workers for the project. 3 years had gone, a ¡§mechanism for temporary labor shortage¡¨ was enforced. This mechanism allowed domestic industries to introduce foreign workers officially, announcing it can be applied to 15 jobs in 6 major industries. Through legislative procedure, the Employment Service Act had been passed on 3rd reading in 1992. Thus, a formal source of law can be found for introducing foreign workers. A riot started by Thai workers at Kaohsiung MRT in August 2005 not only revealed problems, such as foreign workers management and human rights, but also affected Taiwan¡¦s international reputation by large. Some foreign workers have received maltreatments, such as forced labor or involuntary labor. Moreover, the amount of foreign workers who are unaccounted for has kept increasing, too. In 2012, more than 30 thousand are missing. For researching the core problem, based on the 5 major frameworks of administration law, including the administrative principles, administrative organization, administrative authority, administrative remedy and administrative supervision, this study aims at examining the legal system of missing foreign workers prevention for national police to redress the deficiency of the legal system with researching by reference, historical analysis, comparative analysis and induction analysis. By comparing current management manners in Hong Kong, Singapore, Austria and Switzerland, I wish some valuable lessons can be learnt with more significant and concrete suggestions for related regulations to the missing foreign workers prevention and to protect human rights.

The aim of this essay is to discuss the problems concerning the right of priority for re-employment in connection to employing temporary agency workers. This will be done with the help of relevant laws, preparatory work and literature that fall within the scope of the legal dogmatic method. Using temporary personnel is becoming considerably more common throughout the Swedish workplace. In recent years there has been a rapid growth of work agencies and a tendency to employ temporary personnel. At the same time employees are made redundant, suffering the consequences that arise from the workplace failing to abide by the rules of re-employment. In order to claim that the employer has failed to follow the right of priority for re-employment, evidence must be sufficient. It must also show that the employers’ actions were unfit in relation to the circumstance. It is difficult to identify whether the employer has failed to follow the right of priority for re-employment. The aim, measures and actions of the right of priority for re-employment must be reassessed in order to apply the law effectively. Unfortunately, in comparison to the labor management rights act, the right of priority for re-employment is easily bypassed.

No description available.

The purpose of this study is twofold. First, it will examine employer techniques used to thwart the rights of newly certified unions. Second, this study will attempt to determine the effectiveness of the Act's remedies. Some statistical characteristics of cases and firms involved in violations of the duty to bargain collectively will be evaluated. Statistics from the Board's annual reports as well as from a recent study by Philip Ross will be used. The increase of Board cases dealing with violations of refusal to bargain, the average number of violations per case, and the prevalence of other unfair labor practices will be examined. The size of firms committing the majority of violations of collective bargaining will be compared with the size of firms involved in the majority of Board certification elections. National Labor Relations Board, circuit court of appeals, and Supreme Court cases will be used to investigate the effectiveness of three of the most prevalent violations of the duty to bargain collectively used by employers to circumvent the purposes of the Act. They are (1) refusal to meet with the newly certified union, (2) engaging in unilateral activity, and (3) refusal to bargain in good faith. This study will also examine the effectiveness of the remedies of the Labor Management Relations Act in protecting the worker's right to bargain collectively with his employer through representatives of his own choosing. Four of the standard Board remedies will be examined---(1) posting of notices, (2) reinstatement of employees discriminated against, (3) payment of back pay, and (4) a Board order to bargain in good faith.

This project takes a systemic approach to hospital labor planning and allocation rather than sub-optimizing the individual components of workload demand forecasting, scheduling, and staffing separately. The research considers all three components within their interdependent, dynamic, cyclical systemic nature to develop a better labor planning and allocation cycle (LPAC) management model across the various subsystems of the hospital. We used an Action Design Research (ADR) method to the guided emergence of innovative artifacts – Systemic LPAC Management Model and LPAC Performance Metrics – that we evaluate and improve through interventions in situ with practitioners. The Systemic LPAC Management Model leveraged an optimization of organizational structures, work tasks and human interactions based on patient flow to create improved outcomes. Outcomes were measured via the LPAC Performance Metric artifact to assess pre and post-implementation performance. The ADR research method allowed us to assess the resulting utility and acceptance of the new model and metrics in a real-world hospital environment from both a qualitative and quantitative perspective. Implementation of the new model resulted in outcome improvement in each of the individual LPAC phases. Additionally, we observed labor management flexibility and responsiveness improvement due to the systemic approach of improving upon the previous siloed and narrowly focused labor-management model.

This paper primarily concentrates on the causation of labor mobility and laid-off workers in China. In order to realize the causation of the Chinese labor mobility in urban and rural China after 1978, this paper has collected data and materials about institutional changes of labor management in China. This paper has found that China¡¦s rural labor migration to the urban labor market has been steadily rising. Because of the gap between urban and rural wages, pressures on the urban job market have increased, while urban labors migrating to the rural job market has been minimal. The institutions for labor management in China have undergone changs, and although central and local authorities have inacted various restrictions on labor migration, these restrictions have been a statistic bias and lacked in real effects.

There is no abstract available for this dissertation.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1968. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 328-340).