Thesis (M.Arch.)--Massachusetts Institute of Technology, Dept. of Architecture, 1982. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Includes bibliographies. / Much of the historical discussion concerning the office building has operated at the level of image . In this reading architects, faced with specific program requirements and technical possibilities, adopt a language for the expression of the facade which refers to certain ideas considered to be important - whether these relate to structural expression or historical allusion. In the process the assumption is made that the planning of the interior space of the office is the solution of a rational equation whose terms are well understood. While issues like economy and flexibility have been the explicit basis for a rationalized approach to planning, these issues have often been interpreted in ways that produce a homogeneity and rigidity that does not have any real basis in the program of the office . At its most general level, the office presents us with an environment in which individuals work together in concert with a larger group . This relationship - of the individual to the collective - presents a range of conflicts between territory and needs for communication that must be understood if the physical organization of space is to respond to the nature of the institution served. An analysis of the development of the office which evaluates the degree to which this relationship has been considered and its manner of expression allows us to approach the problem of the design of the office with a critical perspective . A discussion of the development of the typical office before and after World War Two is combined with an analysis of two office buildings; Frank Lloyd Wright's Larkin Building of 1904 and Herman Hertzberger's Central Beheer of 1972. While the typical office responded to contemporary assumptions about the important determinants of spatial organization in the workplace, often sacrificing territoriality and variety to perceived needs for order and economy, the two buildings chosen as case studies are exceptional to the degree that their organization was developed, in large part, from a more conscious concern on the part of the architect for the social relationships which characterize the work environment. / by Linda Stewart Gatter. / M.Arch.

Thesis. 1978. M.Arch--Massachusetts Institute of Technology. Dept. of Architecture. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Bibliography: leaves 47-51. / M.Arch

The purpose of this study was to expand on previous literature by examining the role of racial identity attitudes in the workplace, which have been infrequently studied. The current study tested the relationships between workplace variables and racial identity attitude statuses, specifically in STEM fields. This study, using a national sample of 485 STEM employees, examined associations using bivariate correlations between two predictor variables (racial climate and racial/ethnic microaggressions) on three outcome variables (job satisfaction, turnover intentions, and person-organization fit). Moderation relationships of four variables (racial identity attitude statuses: Conformity, Dissonance, Immersion, Internalization) on the paths between the predictor and outcome variables were also examined using structural equation modeling. Results provide mixed support for hypothesized associations. Racial climate and microaggressions attitudes yielded significant direct associations with the workplace outcome variables and Dissonance and Immersion attitudes yielded moderation effects on the paths between predictor and outcome variables. Implications of these findings are discussed, as well as implications for future research, clinical interventions, and workplace recommendations.

Organizational assimilation is an ongoing and dynamic relationship between organization and individual member, where employees learn the expected norms of the organization and feel that they are able to attempt to make a change to the organization. Organizational members rely on social interactions within the organization to acquire the necessary knowledge they need to perform their roles, as well as support to attempt changes within the organization. This study proposes that feelings of inclusion, or the perception that an employee both belongs to and is unique within an organization, may be an influential construct associated with organizational assimilation and beneficial assimilation outcomes. This study conducts quantitative analysis of survey data collected from employees at a university in the Pacific Northwest, and considers the following components of organizational assimilation, organizational knowledge and individualization, and their potential connection to inclusion in the workplace. Inclusion in the workplace is conceptualized as social inclusion and task inclusion. This study finds that organizational knowledge and individualization are positively associated with social and task inclusion. This is useful to assimilation literature, because inclusion is not often considered when studying organizational assimilation. In addition, these results indicate that inclusion in the workplace is valuable to creating a workplace where employees feel that they can invest themselves in an organization, and are free to individualize their role or attempt to make some sort of change to the organization.

No description available.

University of Technology, Sydney. / The study critically examines definitions of "informal learning", focussing on the term's application in workplace training contexts. Drawing on Foucault, Heidegger and Habermas, it is argued that we cannot understand ourselves (and thus our informal learning) without challenging the assumptions of modernity and coming to terms with what Lyotard has termed "the postmodern condition". Industry trainers are at the forefront of implementing "designer" corporate cultures which, in the rhetoric of "work-based learning", make enterprises more innovative and competitive. This study challenges that rhetoric, showing that the implicit philosophy of contemporary workplace learning and training is framed by an economistic "human capital theory". The "stories" of industry trainers from several multinational corporations challenge assumptions about what is learnt through competency-based training and about corporate uses of informal learning. It is argued that being at work entails far more than simply performing the tasks one is required to do, which, in turn, effects the links between informal learning and formal education. The final chapters are directed towards expanding and realigning interpretations of "informal learning" away from the narrow and instrumental purposes for which the term has been appropriated. Equity, respect for the dignity of others, and a philosophy of ethics have a place in "workplace learning". Informal learning is shaped by our deepest ethical and moral responses. It does not follow that measurable tasks, what one can be observed doing at work, represent one's learning.

Thesis (M.A.)--University of Nevada, Reno, 2005. / "December, 2005." Includes bibliographical references (leaves 24-26). Online version available on the World Wide Web.

University of Technology, Sydney. / The study critically examines definitions of "informal learning", focussing on the term's application in workplace training contexts. Drawing on Foucault, Heidegger and Habermas, it is argued that we cannot understand ourselves (and thus our informal learning) without challenging the assumptions of modernity and coming to terms with what Lyotard has termed "the postmodern condition". Industry trainers are at the forefront of implementing "designer" corporate cultures which, in the rhetoric of "work-based learning", make enterprises more innovative and competitive. This study challenges that rhetoric, showing that the implicit philosophy of contemporary workplace learning and training is framed by an economistic "human capital theory". The "stories" of industry trainers from several multinational corporations challenge assumptions about what is learnt through competency-based training and about corporate uses of informal learning. It is argued that being at work entails far more than simply performing the tasks one is required to do, which, in turn, effects the links between informal learning and formal education. The final chapters are directed towards expanding and realigning interpretations of "informal learning" away from the narrow and instrumental purposes for which the term has been appropriated. Equity, respect for the dignity of others, and a philosophy of ethics have a place in "workplace learning". Informal learning is shaped by our deepest ethical and moral responses. It does not follow that measurable tasks, what one can be observed doing at work, represent one's learning.

<p>Specialists in ergonomics believe that what is good ergonomics is also goodeconomics for many industrial settings. This relationship between ergonomicsand economics is supported by research on several industrial settings. Thisstudy turns to investigate this relationship within the maritime domain.Shipping naturally faces the same work environment problems as commonlyseen on work places ashore. Additionally, there is however a social and culturaldimension to the work environment in what might be the most globalisedindustry of all.This study is performed as a pilot study to a larger project within theeconomics of maritime ergonomics. The aim of this thesis is to review themajor issues in the research of maritime ergonomics and how cost-benefit ofergonomics is calculated in other domains. Furthermore, the thesis also aims atinvestigate which ergonomic factors that are considered the most important bythe shipping industry itself and if the economics of ergonomics is calculated inthe Swedish shipping industry.The review of scientific literature on maritime ergonomics is divided into threeareas of interest: organisation and management, occupational health and safetyand psychosocial work environment. No studies were found on cost-benefitcalculations within shipping. There are however several methods for evaluationand calculation from other domains. The result of the nine qualitativeinterviews shows a predominant occupation in the area of organisation.Important factors mentioned in the interviews that are believed to affect safety,productivity and well-being include leadership and social skills,communication between and within the shorebased organisation and the vessel,as well as knowledge on several levels. A survey among ten Swedish shippingowners shows that beyond the costs of sick-leave, the shipowners do not on aregular basis calculate the costs and benefits of ergonomics.Further research includes a stakeholder analysis; defining the operativemeasurements of productivity, quality and effectiveness for a maritime setting;an accident analysis and the compilation of Best Practise within shipping.</p> / <p>Specialister inom arbetsmiljöområdet är övertygade om att en bra arbetsmiljöockså är bra för ett företags ekonomi. Detta förhållande mellan arbetsmiljö ochekonomi har påvisats i flera studier inom olika branscher. Den här studienundersöker sambandet mellan en god arbetsmiljö och god ekonomi inomsjöfarten. Inom sjöfarten återfinns naturligtvis samma arbetsmiljöproblem somhos andra branscher men i det som kanske är den mest globaliserade branschenav alla finns det också en framträdande social och kulturell dimension iarbetsmiljön.Den här uppsatsen är utförd som en pilotstudie till ett större forskningsprojektinom sjöfart och arbetsmiljöekonomi. Målet med uppsatsen är att undersökainom vilka områden det forskas på inom sjöfartens arbetsmiljö samt attundersöka hur kostnadsnytta av arbetsmiljö beräknas. Dessutom ämnaruppsatsen undersöka vilka arbetsmiljöfaktorer som de olika sjöfartsaktörernasjälva anser vara de viktigaste och om branschen själv räknar på arbetsmiljönidag.Granskningen av den vetenskapliga litteraturen om sjöfartens arbetsmiljö äruppdelad i tre områden: organisation och ledarskap, hälsa och säkerhet, samtden psykosociala arbetsmiljön. Inga studier återfanns som berördearbetsmiljöekonomi inom sjöfarten. Det finns däremot ett flertal metoder ochmodeller för ekonomisk utvärdering och beräkning av arbetsmiljöåtgärder frånandra branscher. Resultatet av nio kvalitativa intervjuer visar fokus påorganisatoriska arbetsmiljöfaktorer. Viktiga faktorer som informanterna anserhar inverkan på säkerhet, arbetsmiljö och produktivitet inkluderar ledarskap;kommunikation ombord och mellan fartyg och landorganisation; och kunskappå olika nivåer. En undersökning hos tio svenska rederier visar att utöverkostnader för sjukfrånvaro räknar företagen inte regelbundet på kostnader ochvinster för arbetsmiljön.Förslag till framtida forskning inkluderar en intressentanalys, att definiera ochbeskriva de operativa rationalitetsmåtten produktivitet, kvalitet och effektivitetför sjöfarten, olycksfallsanalys och sammanställandet av exempel av ”BestPractise” inom sjöfarten.</p>

<p>Arbetsmiljö är ”summan” av både fysiska, sociala och psykiska upplevelser som en arbetstagare möter i arbetslivet. Dessa upplevelser skapas eller formas av olika faktorer som arbetstagaren dagligen möter på sin arbetsplats. Då psykosocial arbetsmiljö idag är en relevant och aktuell fråga är uppsatsen inriktad på detta ämnesområde.</p><p>I uppsatsen framställs den psykosociala arbetsmiljörätten ur tre olika perspektiv - rättsdogmatiskt, historiskt och empiriskt. Det rättsdogmatiska perspektivet är grunden för uppsatsen då det undersöks hur den psykosociala arbetsmiljön regleras i arbetsmiljölagstiftningen, samt vilket ansvar arbetsgivare respektive arbetstagare har gentemot den psykosociala arbetsmiljön. Den psykosociala arbetsmiljön och arbetsgivarna respektive arbetstagarnas ansvar regleras i Arbetsmiljölagen (1977:1160), i det följande AML, 3 kapitlet 1a, 2, 2a, 3 och 4 §§ samt föreskriften Systematiskt arbetsmiljöarbete (AFS 2001:1), i det följande SAM. Arbetsgivaren har tillsammans med arbetstagarna en skyldighet att samverka för att främja den psykosociala arbetsmiljön.  Arbetsgivaren har dock huvudansvaret att vidta alla åtgärder som krävs för att uppnå detta, bland annat att systematiskt genomföra undersökningar och riskbedömningar som beaktar de psykosociala aspekterna på arbetsplatsen. Arbetsgivaren ska dessutom tillgodose arbetstagarna med introduktion, instruktion och vid behov aktuell utbildning, allt för att arbetstagarna ska kunna vara aktiv i arbetsmiljöarbetet.</p><p>Som komplement till den rättsdogmatiska undersökningen utfördes en empirisk undersökning i form av två kvantitativa studier. Där undersöktes hur arbetstagarna upplevde den psykosociala arbetsmiljön på arbetsplatsen. Det framgick inga alarmerande resultat som krävde någon större redovisning.</p><p>Det psykosociala arbetsmiljöarbetet kan vara kostsamt samtidigt som det kan vara en framtida investering som i slutändan kan ge arbetsgivaren friska och mer tillfredsställda arbetstagare. Om kraft och energi läggs ned på goda arbetsförhållanden kan detta öka både trivseln och intresset hos arbetstagarna, som i sin tur ger resultat av en bättre ekonomi för verksamheten och därmed en attraktivare arbetsgivare.</p>