Legislation, arbitral and judicial decisions, and public opinion provide evidence of increasing concern for protecting employees from unfair dismissal in both union and nonunion firms. Management's right to discharge is being questioned today more than at any other time in the history of labor-management relations. Thus, organizations must stay abreast of the developments that affect their right to discharge employees. This study investigates arbitration awards and judicial decisions in discharge cases to provide answers to these questions. Are companies aware of the types of misconduct for which discharge is considered appropriate? Are companies aware of what constitutes the burden of proof requirements in discharge cases? Does management know and follow the proper procedures in handling discharge cases? The purposes of the study are 1. To determine the extent to which discharges were overturned or modified because the company did not meet the burden of proving a reasonable cause for discharge; 2. To determine the extent to which discharges were overturned or modified because the company did not follow proper dismissal procedures; 3. To develop a model set of guidelines to assist companies in the proper handling of discharge cases. These guidelines present criteria for meeting the just cause and procedural requirements in discharge cases.

Ghana, like many African countries, is plagued with unemployment, poverty and annual trade deficits. Unemployment and poverty have led to a socio-economic breakdown. They are believed to be among the causes that led to the 1994 Rwanda genocide. Despite the abundance of an unemployed labor force, Ghana continues to depend on imported equipment, costing $174 million annually for its earthmoving and construction activities. In 1986, the Government of Ghana, the World Bank, the International Labor Organization and the United Nations Development Program introduced labor-based road rehabilitation program in Ghana to help create more jobs and reduce the high unemployment and poverty incidence. The program has not been patronized due to the casual labor usage and labor organizational and management problems. This research formulates the Family-Based Labor Management (FBLM) concept (also referred to as the HPWT-FBLM concept) by incorporating High Performance Work Team (HPWT), the Ghana Family System, and Roles and Responsibilities Matrix (RRM) concepts to make the program more attractive to labor and management. The FBLM concept would equip local contractors with the managerial skills to increase average monthly production from 1.33km to between 4km and 6km gaining competitive advantage over the 3.07km monthly production of the equipment-intensive contractor. Since the HPWT-FBLM concept has not been used, the related concepts HPWT and RRM concepts are used to validate the newly formulated recruitment, training, work method, communication and reward strategies. When adopted, the HPWT-FBLM concept would annually invest 10% of the $174 million for five years and yield employment increase of 23,000-34,000 the first year, growing to a total of 116,000-170,000 in five years. This concept will help reduce import deficit, conserve foreign exchange, and develop a pool of skilled workers and managers in Ghana. It has the potential of boosting the Ghanaian manufacturing industry for making hand-tools in lieu of purchasing imported equipment. The HPWT-FBLM concept can be adopted by the agriculture and building construction and other industries in Ghana that use large supplies of unskilled and semi-skilled labor. / Ph. D.

Master of Agribusiness / Department of Agricultural Economics / Jason Bergtold / Company managers continually face challenges in the market, such as increased demand for their services and variability in the types of service requested. In addition, managers may face internal challenges during periods adjustment such as moving the company forward through a hiring freeze. In these situations, a manager must be able to allocate their scarce resources in a way to continue to perform. For employees, this could mean specializing in tasks or increasing crosstraining to improve work schedule flexibility. The objective of this research is to determine the optimal allocation of employees to tasks, given resource constraints and the need for staff flexibility, to satisfy alternative management strategies. The setting is the service industry, in particular a laboratory setting providing testing and consulting services. An optimization model was developed to incorporate key aspects of a company’s operation, and determine labor allocation among tasks, and for how many hours, to satisfy the manager’s objective. The model estimates the optimal allocation of labor and how much production and net revenues would be generated, with more specialized employees. A sensitivity analysis was employed to determine the impact of cross-training current staff. Results indicate that cross-training affords flexibility; however, the impact on overall production varies depending on the employee trained. The highest benefit is derived from training a lower-producing employee into a high value task at a high productivity rate. Specialization can help to improve productivity in net returns for higher valued tasks, but may limit flexibility, as employees cannot switch between tasks as readily.

This study examines the reporting compliance, as defined by section 203(b) of the Labor -Management Reporting and Disclosure Act (LMRDA), 1959, of labor relations consultants who engage in persuader activity. Organized labor suggests that the loss in union strength results, in large part, from management's use of labor relations consultants and their failure to file required reports with the U.S. Department of Labor. Two samples of labor relations consultants known to have engaged in persuader activity and two samples of those who could be engaged in persuader activity are identified. A research questionnaire is mailed to 779 of the total of 887 labor relations consultants for whom an address could be developed. Discriminant analysis using 16 variables correctly classifies 93.8 percent of the responding labor relations consultants grouped according to whether they had filed required reports. Other discriminant analyses using selected variables are also conducted. Three associated questions are answered. First, there are an estimated 850 labor relations consultants who have engaged in persuader activity or who can be presumed to have engaged in persuader activity. Of this number, almost 500 are estimated to have engaged in persuader activity and only 30 percent of these are estimated to have filed required reports. Second, the labor relations consultants surveyed is, on average, male, an attorney, is titled "president" and is located in California, Michigan or Illinois. Third, solely in the context of National Labor Relations Board election processes, the effect on the loss of the union strength caused by (1) labor relations consultants and (2) the failure of the consultants who engaged in persuader activity to file a required report cannot be determined. However, because the estimated decrease in the number of union members over the years 1960 - 1989 exceeds the number of eligible voters in N.L.R.B. elections lost by unions over the same period, this effect is assessed as minimal

O tema desta tese de doutorado contempla as relações que são estabelecidas no trabalho organizado entre os profissionais que devem liderar e os trabalhadores de suas equipes. O problema é caracterizado como a violência que pode estabelecer-se nas relações entre os líderes e os liderados ou de outro modo, a dificuldade dos líderes em administrar as suas relações com seus subordinados de modo a ocuparem um lugar de mediação entre as demandas organizacionais e as dos trabalhadores, sem recorrem à violência. O objetivo é estabelecer as bases de uma modalidade grupal que possa contribuir para reduzir a presença da violência nessas relações e estabelecer os princípios para relações humanas fundadas na ética humanista. A proposta volta-se, portanto, para contribuir na fundamentação das condições necessárias para uma clínica das relações humanas assimétricas que são típicas do trabalho em sistemas organizacionais. O interesse pelo tema vem em continuidade do debate que foi proposto anteriormente na nossa dissertação de mestrado, quando foram analisadas as dificuldades para conduzir processos grupais nos ambientes organizacionais, momento esse em que foram analisadas as resistências dos sistemas de poder nas organizações de trabalho envolvendo as autoridades que as comandam, na medida em que se sentem ameaçadas pelo movimento que contribui para a autonomia dos trabalhadores. A revisão de literatura envolve a discussão sobre as questões que envolvem a aplicação da psicologia e da psicanálise em sistemas organizacionais e a questão da violência psicológica no trabalho. O método envolve a pesquisa do campo teórico sobre processos grupais de fundamentação psicanalítica aplicáveis ao trabalho, para permitir a opção por uma modalidade grupal que permita aos profissionais a elaboração dos conteúdos relacionados com a ansiedade e a angústia vinculados à atividade de liderar; é feita a opção pela modalidade grupal Balint com a proposta de capacitar os líderes para estabelecerem junto a suas equipes um espaço de palavra, considerado fundamental para que os trabalhadores possam assumir o estatuto de 9 profissionais respeitados. Consequentemente, é pesquisado o campo teórico discutido por esse psicanalista, visando propiciar ao autor desta tese a habilitação necessária para estabelecer os fundamentos de uma modalidade grupal Balint aplicada aos líderes do trabalho organizado, implicando essa opção na necessidade de promover a discussão sobre as categorias de análise aplicáveis. Esse setting foi aplicado em diversos processos grupais com profissionais que lideram. Complementa-se o método buscando a validação da opção realizada. Nesse sentido, os conteúdos verificados nos grupos são analisados com base no campo teórico discutido, bem como nas categorias de análise. Conclui-se que a proposta se apresenta adequada, com potencial para contribuir em uma clínica das relações assimétricas do trabalho. / This Doctoral Thesis explores the relationships that are established in organized working spaces between professionals in charge of leading and the workers in their teams. The problem addressed here is the violence that may arise in the relationships between leaders and their led ones, or else, a discussion on how difficult it is for the leaders to manage relationships with their subordinates so as to serve as mediators between the organization\'s and the workers\' demands, without turning to violence. The objective is to establish the basis for a group model that will contribute to reduce the presence of violence in these relationships and to set up principles for human relations based on humanist ethics. The proposal therefore aims at contributing to the foundation of conditions necessary to the investigation and adjustment of the asymmetric human relations that are typical of labor in organizational spaces. This subject is of interest since the debate proposed previously in our Master\'s Dissertation, in which were investigated the difficulties in handling group processes within organizational scenarios. At the time were analyzed resistances occurring in power structures present in work organizations which involved their commanding authorities and which occurred while feeling threatened by the movement that encouraged the workers\' autonomy. Reviewing the literature available on the subject involves discussing issues that address the matter of applying psychology and psychoanalysis within organizational spaces and the issue of psychological violence at work. The method involves theoretical field research on group processes of psychoanalytical foundation applicable in labor relationship, in order to make available a group model option that could allow professionals to elaborate issues related to the anxiety and angst associated to act of leading. Thus we opted for the Balint group model, proposing to prepare leaders to establish a \"space of discussion\" within their teams. This communication channel would be an essential tool to allow the employees to take over their positions as respected professionals. Consequently were pursued the theoretical field research 11 proposed by this psychoanalyst with the intention of enabling the researcher to establish the foundations of a Balint group model to be applied to the team leaders. This choice implies the need to promote discussions about the analytical categories that should be applicable. This setting was applied in several group processes that included leading professionals. The method is complemented by expecting to validate the chosen option. In that sense, the issues verified in those groups are analyzed based on the discussed theoretical field, as well as on the analytical categories. The research\'s conclusion is that this proposal is adequate to reaching the objectives above mentioned and may potentially contribute to an investigation and adjustment of the asymmetric relations existing within organized working spaces.

Submitted by Fabricia Fialho Reginato (fabriciar) on 2015-07-01T23:29:50Z No. of bitstreams: 1 SilvanaFlores.pdf: 1197313 bytes, checksum: ba394f29ca7f021ec99de7cc993af163 (MD5) / Made available in DSpace on 2015-07-01T23:29:50Z (GMT). No. of bitstreams: 1 SilvanaFlores.pdf: 1197313 bytes, checksum: ba394f29ca7f021ec99de7cc993af163 (MD5) Previous issue date: 2011 / Nenhuma / O presente estudo se propôs a analisar a prática avaliativa realizada pelos gestores e trabalhadores de uma instituição pública de saúde, com o objetivo de identificar a preocupação com o desenvolvimento do trabalhador, o diálogo e a melhoria dos processos de trabalho. Através da pesquisa, buscou-se responder em que medida o processo de avaliação individual vem contribuindo para a qualificação do trabalhador com consequências para uma prestação de serviços de qualidade. O referencial teórico recorreu a autores como Yves Schwartz, José Dias Sobrinho, Paulo Freire e Boaventura de Sousa Santos, sem detrimento de outras contribuições. Quanto à metodologia, o estudo caracterizou-se como uma pesquisa qualitativa, na qual o principal método investigativo foi a análise documental dos registros de avaliações individuais, analisando-se os pareceres finais e os planos de ação realizados pelos gestores e trabalhadores no ano de 2009. A pesquisa possibilitou o aprofundamento sobre o tema, a reflexão sobre as práticas avaliativas dentro da instituição e a compreensão de alguns aspectos fundamentais como: a nova postura do trabalhador, participando e refletindo sobre o processo de trabalho; e a do gestor que reconhece a qualificação do trabalhador no momento da avaliação, contribuindo com melhorias para o desenvolvimento individual e da equipe. / This study aims to examine evaluation practices conducted by managers and employees of a public health institution in order to identify the concern with the worker development, the dialogue and the improvement of work processes. Through research, we try to answer to what extent the individual assessment process has contributed to the qualification of the worker with consequences for the provision of quality services. The authors drew on theoretical as Yves Schwartz, José Dias Sobrinho, Paulo Freire and Boaventura de Sousa Santos, without the expense of other contributions. Regarding the methodology, the study characterized as a qualitative research, in which the main investigative method was the analysis of documentary records of individual assessments, analyzing the final opinions and plans of action carried out by managers and workers in 2009. The research enabled a deepening on the subject, reflection on assessment practices within the institution and understanding of some fundamental aspects such as: the attitude of the worker, participating and reflecting on the work process, and the new attitude of the manager who recognizes the qualifications of the worker at the time of evaluation, contributing to the improvement of individual and team development.

Made available in DSpace on 2015-05-14T12:20:16Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 927023 bytes, checksum: 84aa177854fcc88e28ee81e07396f763 (MD5) Previous issue date: 2014-09-29 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The research aims to analyze the performance of preventive legal counsel alongside Human resourse management and their effect on the quantity of labor lawsuits. The evolution of Human Resource Management and Employment Law concepts are studied in order to understand the relationship between the newer stiles of human resource managment and labor laws , proposing a series of preventive joint actions to promote rhe reduction of incidents that may result in future lawsuits increasing the company´s labor liabilities through preventive legal counsel. The empirical field is the Commercial Ramos Company . Data collection spanned from 2009 to 2013 , during counsel contract . The research is of an applied, literary, documentary and exploratory natures making use of qualitative and quantitative methods . For quantitative data analysis the Pearson correlation coefficient was used. Analyzing the period in which preventive labor counsel acted and actions taken with or without HR, it is concluded that this is an important meas in whitch to prevent and reduce costs and risk in the company´s labor issues. / A pesquisa tem como objetivo analisar a atuação da assessoria jurídica preventiva em conjunto com a gestão de pessoas e seus efeitos sobre o número de ações judiciais trabalhistas. Estuda-se a evolução dos conceitos da Administração de Recursos Humanos e do Direito do Trabalho, para compreender as relações entre a nova gestão de recursos humanos e os direitos trabalhistas, propondo uma série de ações conjuntas preventivas que possibilitem diminuir a incidência de situações ensejadoras de ações judiciais futuras que aumentem o passivo trabalhista da empresa através da atuação da assessoria jurídica preventiva. O campo empírico é a Empresa Comercial Ramos. A coleta de dados se estendeu de 2009 a 2013, período em que a assessoria jurídica atuou. A pesquisa é de natureza aplicada, bibliográfica, documental e exploratória e utiliza-se de métodos qualitativos e quantitativos. Para análise dos dados quantitativos, utilizou-se o coeficiente de correlação de Pearson. Analisando-se o período em que assessoria jurídica trabalhista preventiva atuou e as ações empreendidas junto ao setor de Recursos Humanos e fora dele, conclui-se que esta é uma importante forma de prevenção e redução de custos e riscos na área trabalhista da empresa.

O tema desta tese de doutorado contempla as relações que são estabelecidas no trabalho organizado entre os profissionais que devem liderar e os trabalhadores de suas equipes. O problema é caracterizado como a violência que pode estabelecer-se nas relações entre os líderes e os liderados ou de outro modo, a dificuldade dos líderes em administrar as suas relações com seus subordinados de modo a ocuparem um lugar de mediação entre as demandas organizacionais e as dos trabalhadores, sem recorrem à violência. O objetivo é estabelecer as bases de uma modalidade grupal que possa contribuir para reduzir a presença da violência nessas relações e estabelecer os princípios para relações humanas fundadas na ética humanista. A proposta volta-se, portanto, para contribuir na fundamentação das condições necessárias para uma clínica das relações humanas assimétricas que são típicas do trabalho em sistemas organizacionais. O interesse pelo tema vem em continuidade do debate que foi proposto anteriormente na nossa dissertação de mestrado, quando foram analisadas as dificuldades para conduzir processos grupais nos ambientes organizacionais, momento esse em que foram analisadas as resistências dos sistemas de poder nas organizações de trabalho envolvendo as autoridades que as comandam, na medida em que se sentem ameaçadas pelo movimento que contribui para a autonomia dos trabalhadores. A revisão de literatura envolve a discussão sobre as questões que envolvem a aplicação da psicologia e da psicanálise em sistemas organizacionais e a questão da violência psicológica no trabalho. O método envolve a pesquisa do campo teórico sobre processos grupais de fundamentação psicanalítica aplicáveis ao trabalho, para permitir a opção por uma modalidade grupal que permita aos profissionais a elaboração dos conteúdos relacionados com a ansiedade e a angústia vinculados à atividade de liderar; é feita a opção pela modalidade grupal Balint com a proposta de capacitar os líderes para estabelecerem junto a suas equipes um espaço de palavra, considerado fundamental para que os trabalhadores possam assumir o estatuto de 9 profissionais respeitados. Consequentemente, é pesquisado o campo teórico discutido por esse psicanalista, visando propiciar ao autor desta tese a habilitação necessária para estabelecer os fundamentos de uma modalidade grupal Balint aplicada aos líderes do trabalho organizado, implicando essa opção na necessidade de promover a discussão sobre as categorias de análise aplicáveis. Esse setting foi aplicado em diversos processos grupais com profissionais que lideram. Complementa-se o método buscando a validação da opção realizada. Nesse sentido, os conteúdos verificados nos grupos são analisados com base no campo teórico discutido, bem como nas categorias de análise. Conclui-se que a proposta se apresenta adequada, com potencial para contribuir em uma clínica das relações assimétricas do trabalho. / This Doctoral Thesis explores the relationships that are established in organized working spaces between professionals in charge of leading and the workers in their teams. The problem addressed here is the violence that may arise in the relationships between leaders and their led ones, or else, a discussion on how difficult it is for the leaders to manage relationships with their subordinates so as to serve as mediators between the organization\'s and the workers\' demands, without turning to violence. The objective is to establish the basis for a group model that will contribute to reduce the presence of violence in these relationships and to set up principles for human relations based on humanist ethics. The proposal therefore aims at contributing to the foundation of conditions necessary to the investigation and adjustment of the asymmetric human relations that are typical of labor in organizational spaces. This subject is of interest since the debate proposed previously in our Master\'s Dissertation, in which were investigated the difficulties in handling group processes within organizational scenarios. At the time were analyzed resistances occurring in power structures present in work organizations which involved their commanding authorities and which occurred while feeling threatened by the movement that encouraged the workers\' autonomy. Reviewing the literature available on the subject involves discussing issues that address the matter of applying psychology and psychoanalysis within organizational spaces and the issue of psychological violence at work. The method involves theoretical field research on group processes of psychoanalytical foundation applicable in labor relationship, in order to make available a group model option that could allow professionals to elaborate issues related to the anxiety and angst associated to act of leading. Thus we opted for the Balint group model, proposing to prepare leaders to establish a \"space of discussion\" within their teams. This communication channel would be an essential tool to allow the employees to take over their positions as respected professionals. Consequently were pursued the theoretical field research 11 proposed by this psychoanalyst with the intention of enabling the researcher to establish the foundations of a Balint group model to be applied to the team leaders. This choice implies the need to promote discussions about the analytical categories that should be applicable. This setting was applied in several group processes that included leading professionals. The method is complemented by expecting to validate the chosen option. In that sense, the issues verified in those groups are analyzed based on the discussed theoretical field, as well as on the analytical categories. The research\'s conclusion is that this proposal is adequate to reaching the objectives above mentioned and may potentially contribute to an investigation and adjustment of the asymmetric relations existing within organized working spaces.

Cesarean birth rates are associated with increased maternal morbidity. This project evaluated a quality improvement (QI) initiative implemented to reduce cesarean births among Nulliparous Term Singleton Vertex (NTSV) obstetric populations, the largest contributor to cesarean births. Variations in labor management practice contribute to cesarean birth rate; implementation of labor management bundles have been endorsed to influence practice- and system-level changes in the promotion of vaginal births. The problem addressed in this project was an organizational NTSV cesarean section rate of 30%. The purpose of the project was to use secondary data to evaluate a previously implemented labor management bundle at a large hospital in the northwestern United States. The model of improvement was used as a framework for the QI initiative and this evaluation project. The practice-focused question asked in this project was: Did NTSV cesarean birth rates change after implementation of an evidenced-based standardized labor management bundle? Archived data were collected on cesarean birth rates for 3 time periods: prebaseline, 1 year postimplementation, and 2 years postimplementation. Chi-squareï? tests compared the differences between observed and expected results of data following implementation of labor management bundles. Results show no statistically significant difference between the pre- and post- implementation periods in the NTSV laboring population. Results suggest use of labor management practice bundles alone may not lead to expected outcomes improvements and that operationalization of such practices are sensitive to institutional and/or patient population contexts. This project may serve to promote positive social change by framing evidence-based practice as a process that must attend to contextual considerations.

Thesis (MPA.) -- University of Limpopo, 2008 / Refer to document