As schools use more technology, they are increasingly likely to hire in-house IT support workers. Nothing is known, however, about relationships between teachers and IT workers. This study examines the perceptions of relationships between these occupational groups at an international private school in Singapore. As an international private school, the research venue is self-governed and self-funded. This autonomy allows the school to establish its own hiring practices and management structures devoid of the political interference and delayed responses that might characterise a larger-scale school system. A review of the literature reveals three themes: perceptions of professional status, perceptions of occupational prestige, and perceptions of occupational cultures – each subsequently investigated in terms of the relationships fostered between the two occupational groups. Twelve teachers and seven IT workers participated in detailed semi-structured interviews – which were then subjected to qualitative analysis using both open and axial coding. The research findings show that extant literature on each individual occupation is largely validated. Relationships between the two occupations were generally regarded as good, with each side reporting sources of minor irritation with the other. These irritants included exploitation by teachers and lack of prompt service from IT workers. Additional findings include: Two forms of inter-occupational ambassador exist: the tweeners, whose jobs place them at an intersection between the two groups; and bridgers, who voluntarily seek to strengthen interactions with their occupational counterparts. Teachers uniformly but sometimes hesitantly claim professional status. IT workers generally deny having professional status on the grounds that they lack complete mastery over their field of work. Other important elements of relationships include secretaries, communication, occupational cultures, and the geography of offices. The study concludes with suggestions for future research and recommendations for schools to improve relationships between teachers and IT workers.

Work-related stress is an issue of growing concern around the world.[1] The relationship between work stress and individuals’ psychological and physical health is well acknowledged.[2] In the survey of “stress in the workplace” conducted by American Psychological Association in 2012, two in five (41%) of employed adults report that they typically feel stressed during the workday, up from 36% in 2011, while less than six in ten (58%) report that they have the resources to manage work stress.[3] Historically, Central Business Districts are a focal point of cities, and are occupied by a large group of office buildings and a number of retail spaces. According to Elsbach and Bechky (2007), office workers regularly leave their offices in search of more relaxed, creative environments.[4] However, there is limited "third space" to serve office workers' daily life in the central business district. Most of the design research about wellness of office workers have done focus on the spaces in which people work during office hours. Consideration for office workers in the CBD after office hours is relatively rare. What else is needed to support the life of the office worker, and what kind of spaces they are looking for after hours. Several primary research methods were adopted. First, a survey of research on how the design of traditionally planned CBDs fails to support wellness of office workers was made. Then, the thesis examined what is needed to support the wellness of office workers. In order to make it be specific to the office workers in the CBD of Richmond, qualitative methodology, including interviews and video records of the daily CBD living habits were made. In addition, case studies of recently done CBDs that tackle this question. The Shibaura House, designed by Kazuyo Sejima, located in the business district of Tokyo in Japan, will serve as a primary case study. There are three aims in this research. First is the design of a series of mixeduse spaces in an existing building in the Central Business District of Richmond to support the life of office workers after office hours. It also aims to improve wellness of the office workers in the CBD of Richmond, and try to define the CBD in a new way. The preliminary results for this research indicates the importance of the concern for office workers after hours. It is necessary to focus on the practical effect of the mixed-use building on reducing work stress, improving office workers’ health and enhancing wellness of office workers.

The present study is an attempt to understand migrant workers' language behaviour in the Native Speaker-Non-Native Speaker (NS-NNS) contact situation. More specifically, it examines face-to-face encounters between first generation Asian migrants and British bureaucrats in two institutional settings - selection interviews and social service encounters. The data source mainly consists of transcripts of video-recordings of actual interactions. Structurally, as well as thematically, the thesis broadly falls into three parts. Part I (chapters 1-4) provides a background to the study and covers the sociocultural dimensions of the migrant situation; the linguistic environment surrounding the migrant workers; a sociological perspective on their interaction with British bureaucrats in institutional settings; and finally, a brief account of the methodological choices made for data acquisition and data treatment. Part II (chapters 5-8) constitutes the core of the thesis and presents an in-depth analysis of migrant workers' participation in institutional discourse involving British bureaucrats. In pointing out that in the institutional setting, language behaviour is necessarily context-specific, this part goes further and seeks various ways of explaining mismatches in the NS-NNS contact situation. It raises the fundamental question: are these mismatches always caused by non-native speakers' culturally determined discourse styles? The main focus here is on the problematic character of various interpretative and explanatory frameworks with particular reference to the NS-NNS contact situation. In this part of the thesis, theoretical premises underlying the pragmatics of "communication in context" - namely, activity types and prototypes - are reassessed in order to account adequately for the dynamic nature of institutional discourse. The two major arguments are as follows: firstly, all activity types are not sealed categories and therefore the fuzzy edges which differentiate one activity type from another need to be given attention in our analytical frameworks; and secondly, because the same discourse routines can occur within different activity types, there is a need to highlight the differential functions that such discourse routines are seen as serving in different activity types. Part III (chapters 9-11) stresses the need to recognise the wider societal context - NS-NNS discourse as asymmetrical communication and NS-NNS discourse as intercultural communication - in order to examine the relationship between participants' perceptions and the occurrence of "misinterpretation". As a conclusion, chapter 12 suggests that, rather than rely on radically distinct analytical frameworks for examining "migrant speech" and thereby in fact reinforcing cultural and linguistic stereotypes, NS-NNS discourse should be studied along the same lines as other kinds of discourse.

The media plays a crucial role in framing social issues, and it decides whether and how these issues become social problems of wider public concern. This study offers a detailed analysis of this process with regard to the reporting of issues related to migrant workers over the last two decades in Chinese evening newspapers. Using data from evening newspapers in Jinan, a combination of quantitative and qualitative content analysis, and discourse analysis are used to explore how these representations have changed. The findings show that, contrary to the previous studies which found that representations of migrant workers in the Chinese evening newspapers tended to be mainly negative, portrayals of migrant workers, in reality, are more dynamic and complex. Actually, positive reports about migrant workers have dominated some evening newspapers. Using a large number of interviews with senior management staff and journalists, this study also illuminates the reasons for the changing representations of migrant workers in the evening newspapers, which are the result of the interaction of politics, market forces and professional practice of Chinese journalists.

My essay will be based on a comparative study aimed to investigate and compare the workers' conditions at Huseby Bruk depending on who ruled the mill during the period between 1919-1957. But also to study conditions on the basis of different work at the factory during the studied time. Gender and patriarkalism will be two theories that will permeate the paper. I will compare various workplaces such as, agriculture, sawmill workers relation to the more middle-class professions, for example inspectors. My purpose is therefore to compare different occupations and their employment terms and conditions on the basis of gender and class.   My aim is also to further compare the factories management and the relationship with the workers, then examine the structure of the relations based on gender, in what way affected the workers' situation based on who owned and ran the factory. More precisely, it means comparing Joseph, Florence and the guardian's powers related to workers at or around the mill. I will examine the period 1919- 1957 in order to study the power from three different owners -Joseph Florence and guardians

D.Phil. / The success of an organisation depends on the mental capability of a comparatively small number of highly proficient knowledge workers who innovate and clarify the business processes others must act on (Zemke, 2004). Many organisations utilise knowledge worker expertise to create a competitive advantage, but this expertise is not incorporated into the business processes and routine operations of the organisation. Organisational design does not create the conditions under which an organisation can optimise knowledge worker expertise (Grant, 1996). As a consequence, when the knowledge worker leaves the organisation, the knowledge created is lost and the competitive advantage is not sustainable. One of the foremost objectives of an organisation must be to optimise knowledge worker expertise to produce new products, services or ways of working for sustaining competitive advantage (Gold, Malhotra & Segards, 2001). Organisational design continues to be seen as the process of assembling and fine-tuning an organisation’s structure to achieve its goal. Much has been written about knowledge, knowledge management, the knowledge-based organisation and the knowledge worker. However, current organisational design methodologies do not place emphasis on the optimisation of knowledge worker expertise (Grant, 1996). For knowledge workers to contribute sufficiently to the production of new products, services or ways of working, consideration must be given to their motivation. Despite all our achievements in technology and product improvements, knowledge workers are not thriving in the organisations they work for because organisations are not clear about where knowledge workers fit and how their contribution is valued. Covey (2004) asserts that managers are still applying the Industrial Age control model to knowledge workers. For an organisation to succeed in the new economy, knowledge workers must be intrinsically motivated so that they can reach new heights of fulfilment (Covey, 2004).

One of the characteristics of the knowledge economy is the high level of mobility of knowledge workers. The cost of labour turnover of these key resources is high in both financial and non-financial terms. There is a need to understand what the factors are that underpin the retention cognitions of knowledge workers in order that organisations may try to reduce the labour turnover of these key employees or to minimise its effects. Literature Research The review of pertinent literature was grouped under the following headings: the new world of work in a knowledge based economy; labour turnover (including its antecedents and consequences); retention; and demographic differences. The review revealed: the high costs associated with the turnover of knowledge workers; the low level of predictive ability of the antecedents of organisational withdrawal; and the wide range of variables considered to impact on knowledge workers’ retention cognitions. The literature also showed that most research had been carried out in single industries and had focused on one or two variables. No literature was found that used multivariate approaches to the problem of knowledge worker retention. Empirical Research Objectives The primary research aim was to determine what factors are important to knowledge workers when they decide to stay with or leave their employing organisation. A secondary aim was to determine if the sample was homogeneous in terms of these retention cognitions or whether they could be segmented into meaningful sub-groupings. Participants In the pilot study, 30 knowledge workers who had recently changed employer were used to determine the independent variables of retention. In the second phase, data was collected from 306 knowledge workers in full time employment. A wide range of demographic and industry groupings were represented by the participants. The Measuring Instrument A quantitative questionnaire was developed. It consisted of questions covering: demographic data, an international scale of job satisfaction factors, job mobility, intentions with regard to future length of service and organisational commitment. Forty three variables relating to retention cognitions, which had been developed through the pilot study, were then presented, with Likert scales used to determine their relative degree of importance. The Research Procedure The data was gathered while the knowledge workers attended a wide variety of courses at a university business school. The data was collected under lecture room conditions to ensure standardisation of the process. Statistical Analysis A wide variety of statistics were used to address the research questions. The data was processed using the Statistical Package for Social Sciences and the Number Cruncher Statistical System computer packages. Descriptive statistics, correlation analyses, CHAID, factor analysis, Mann Whitney U tests, Kruskal Wallis Analysis of Variance, and cluster analysis were used to analyse the data. Conclusions and Recommendations The findings revealed the high level of mobility of the sample. The study showed that job satisfaction and organisational commitment do not predict proposed future length of employment with an organisation but merely co-vary with it. The high levels of individualism, egocentricity, and focus on personal development amongst these workers were demonstrated. Factor analysis revealed seven underlying dimensions of retention cognitions of the respondents, five of which are viewed as important in determining retention. These were: the need for independence; career development provision by the organisation; egocentricity and challenge within the organisation; the organisational setting; and performance related rewards. The two factors found to have a low impact on retention were the desire for a career change and issues related to personal comfort. The latter finding explains the lack of effectiveness of traditional retention devices. A model was offered that consolidates the factors affecting the retention cognitions of knowledge workers. Uni-variate analyses examining differences based on demographic variables detected only 20 significant differences out of the 172 tests. Hence a multivariate approach was used to look at sample segmentation. A cluster analysis revealed a segmentation of these knowledge workers and their retention cognitions into nine distinct categories, termed respectively: the salon culture; the seekers; the groupies; the disengaged; the self sufficient; the depressives; the contented new-agers; the co-dependents and the self starters. Recommendations to academic researchers were offered based mainly on the need to understand the characteristics of knowledge workers operating in the new world of work and, in particular, the drivers of mobility of this important population. Recommendations to management were largely twofold. Firstly, to adapt to the mobility of knowledge workers as this is a defining characteristic of the new world of work. Secondly, to develop compelling employee propositions that highlight challenging work, career development opportunities as well as rewards based on individual performance in order to improve the retention rate of these key employees. / Prof. Chris Welman

M.Com. (Business Management) / A high level of productivity is of utmost importance to any nation seeking economical growth and stability. However, South Africa has fallen behind its most important trading partners regarding levels of productivity. This decline in productivity started during the late 1960's and has resulted in a subsequent decline in competitiveness. Even more alarming is the fact that some third world countries have overtaken South Africa regarding productivity, and are currently maintaining economical growth rates in excess of five percent per annum. Another trend of modern times is the rapid growth in the number of white-collar workers (including knowledge workers). This rise of the knowledge worker is a result of the swing towards technology- and service organizations. It is thus clear that. the importance of knowledge worker productivity cannot be underestimated. There are however a number of problems regarding the management and improvement of knowledge worker productivity. Most of these problems have their origin in the unique characteristics of knowledge work. The aim of this study is thus to investigate the problems regarding the measurement of knowledge work, methods of improving productivity in general as well as improving knowledge worker productivity specifically, and finally to develop a guideline for the management and improvement of knowledge worker productivity. The study begins with a thorough literature study regarding productivity, knowledge workers and productivity improvement techniques. Following this is an empirical study to investigate certain specific factors which influence productivity. Finally a conclusion is made, resulting in a guideline for the management and improvement of knowledge worker productivity.

The purpose of the current study was to determine the constraints to and opportunities for organising the gendered home-based care sector in post apartheid South Africa. Also the gender aspect of care work has been closely examined and the study has revealed that societal stereotypes that view care work as women work in the private sphere have to a greater extent contributed to the devaluation of care work in both society and as a form of paid care work. Qualitative research methodology was used in the form of documentary analysis, interviews and participant observation. The research findings demonstrate that unions themselves, resources and legislation/ policy issues pose as major barriers to organising these atypical workers. Generally, most unions are not yet ready to embrace informal workers into the mainstream as it entails innovation of new organising strategies that could be out of their comfort zone, the pumping out of a vast amount of resources and the avoidance of the huge obligation of breaking through legal barriers. Grassroot mobilising around gender needs has been proposed as the most appropriate strategy for organising the newly emerging mobile and precarious workforce which comprises principally of women. An undeniable link between the formal and informal economy has also been confirmed as formal institutions such as NGOs, hospital, clinics and private companies through the Expanded Public Works Programme here in South Africa make use of informal labour to execute their obligations in the HBC sector. From a gender perspective, this study argues that female jobs are despised by society let alone trade unions where democracy and gender sensitivity should be practiced. Devaluation of female jobs herein care work could be the reason why NEHAWU has taken too long to organise the HBC sector. Finally, results of the study have demistified the societal stereotypes that female jobs are difficult to organise as HBC workers were more than willing to join NEHAWU.

A research report submitted to the Faculty of Health Sciences, University of the Witwatersrand, in partial fulfillment of the requirements for the degree of Master of Public Health Johannesburg June 2016 / Background: The work of Community Health Workers is appreciated in most setups in both developing and developed countries. In Zimbabwe there are a number of cadres who are working to bridge the health services and the community. There has however been limited documentation on the perspectives of Community Health Workers on what enables them to do their work and also barriers they face in providing their services. Aim: The study aimed to explore the perceptions of CHWs on the enablers and barriers to providing services in Nyanga district in Zimbabwe. Method: The study used a qualitative methods of in-depth interviews with Community Health Workers and key informants and document reviews. A thematic content analysis was used to identify key themes. The themes were then further analysed to identify the enablers and barriers to community health work. Results and Conclusion: The major enablers of the CHW work were perceived to be the benefits which have accrued to the communities the CHWs were working with, the benefits which the CHWs had gained and the support given by the hospital, NGO and the community leadership. The following were perceived to be the major barriers to CHW work: limited access to health services by the communities from the health facilities driven by the weak macroeconomic conditions in the country, gaps in support services, workload and geographical coverage. The recommendations include improving the motivation of the CHWs through efficient payment system, improving on quality of care and processes in the service provision. The results provide insights into CHW work which can assist policy makers and managers in making informed decisions on the investments they make for the CHW programmes in Nyanga district and Zimbabwe in general. / MT2016