Karoshi, or death from overwork, is a tragic modern work event. Continuous occurrence of karoshi in Japan offers an opportunity to reconsider the contemporary working environment, and especially the workers' compensation system. Strongly bound by the traditional notion of work accident, the Japanese workers' compensation system has shown difficulty handling karoshi cases. This fact calls into question the adequacy of the current workers' compensation scheme in the work environment it is meant to oversee. To analyze the issue, this thesis will use a comparative law method. The basis of comparison will be Ontario, Canada, which shares a system similar to Japan's, but does not produce karoshi cases. Particular emphasis will be put on stress claims and claims from women, since both share some similarities with karoshi claims. The findings from this comparison will offer a valuable basis for discussion of the current and the future of workers' compensation and other protection systems in Japan.

This study investigates the supranational policy engagement of Turkish migrant associations in France and Germany in EU immigration policy process from a comparative perspective. It seeks the answer to the following question: What explains similarities and differences in terms of forms and levels of participation by migrant associations in different national contexts as they engage in the EU immigration policy process? In addressing this question, it analyzes the forms and levels of migrants' supranational engagement by focusing on the combined impact of emerging macro-level political opportunity structures (EU institutional context and EU) and micro-level (collective action problems of nationally organized stakeholders) variables. / The study claims that in spite of the newly introduced supranational channels into the EU policy process, the collective organizational experience at the national level locks-in a certain path dependency that holds back the new policy actors (migrant groups) from making full use of EU-level opportunities. Consequently an incompatibility surfaces between the supranational opportunities provided by the EU and the capabilities of national-level stakeholders who intend to use them. Through an examination of two cases, this study claims that there exists a supranational opportunity/national capability rift in terms of stakeholder participation in EU policy processes. Underlying this rift are the problems intrinsic to the design of supranational opportunities which impair their potential to cater to national-level clients. At the same time, while national-level capabilities allow actors to operate in the domestic context (albeit with problems), they are not readily transposed so as to permit reaping supranational benefits. / Accordingly, this study claims that despite the variety and extensiveness of EU efforts, the re-definition of the dynamics of policy involvement and the expansion of the policy space to include multiple stakeholders remain at an incipient stage. The problems and limits of activities at the supranational level continue to originate from constraints associated with the nation state as much, if not more, than the problems of the supranational channels themselves.

Compensation Services manages return to work, wage loss, pension and health-care benefits to injured workers, and those suffering from occupational diseases. This thesis presents the methodology and results of a comprehensive study conducted to determine the relationships between existing performance measures, quantify the factors influencing these performance measures, and deterrriine relative efficiencies across case management operations. We use principal components analysis, cluster analysis, and multiple regression to derive the relationships between performance outcomes and influencing factors. We then use data envelopment analysis, incorporating these multiple inputs and outputs, to assess overall relative efficiencies and set performance targets. The analysis has brought about an increased understanding of service delivery location performance and performance measurement. Results may be used to provide managerial decision support, communicate best practices, and serve as a basis for further efficiency or quality initiatives. The factors accounted for in the multivariate analysis can explain between 20% - 50% of the variability in key performance outcomes across case management desks. The overall efficiency analysis revealed strong performers both within case management offices and across regions. Four case management offices consistently contain strongperforming case management desks across several methods of evaluating efficiency. Transferring best practices has the potential to significantly increase relative efficiency improvements for case management desks across the province.

<p>The Western Cape AIDS Training,Information and Counselling Centre (ATICC) primarily focuses on the development and provision of information and different types of training programmes on HIV/AID/STIs. The Director of the Health Service of the Cape Metropolitan Council was invited by ATICC to select seven health educators and nurses who were involved in health education and counselling in their local clinics to complete a six-month training course. The objective of this study was to evaluate the effectiveness of the ATICC training course on the counselling practice of trainees at their clinics.</p>

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mso-style-parent:"" / mso-padding-alt:0cm 5.4pt 0cm 5.4pt / mso-para-margin-top:0cm / mso-para-margin-right:0cm / mso-para-margin-bottom:10.0pt / mso-para-margin-left:0cm / line-height:115% / mso-pagination:widow-orphan / font-size:11.0pt / font-family:"Calibri","sans-serif" / mso-ascii-font-family:Calibri / mso-ascii-theme-font:minor-latin / mso-hansi-font-family:Calibri / mso-hansi-theme-font:minor-latin / mso-bidi-font-family:"Times New Roman" / mso-bidi-theme-font:minor-bidi / mso-fareast-language:EN-US / } </style> <![endif]--><span style="font-size:12.0pt / line-height:115% / font-family:&quot / Times New Roman&quot / ,&quot / serif&quot / mso-fareast-font-family:&quot / Times New Roman&quot / mso-ansi-language:EN-ZA / mso-fareast-language:EN-ZA / mso-bidi-language:AR-SA">The Western Cape AIDS Training, Information and Counselling Centre (ATICC) primarily focuses on the development and provision of information and different types of training programmes on HIV/AID/STIs. 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In this paper the researcher discusses the importance of specialized training for workers in child welfare who are responding to allegations of child sexual abuse in the context of custody/access disputes. The researcher has implemented an experimental design involving two matched groups of staff, equally sized, from an Ontario child welfare agency. Participants were requested to complete a pre-test and post-test which measured the priority assigned to a set of fictitious scenarios developed for the project. A training session was offered to the experimental group prior to the post-test. / The outcome data suggests that the training affected the coding which members of the experimental group applied to scenarios. The experimental group tended to consider dynamics related to the issue of custody/access when assessing the priority of response time given to a referral. The control group evidenced no consideration of such dynamics. / The researcher has included a number of recommendations within the analysis section so that future applications of similar studies may be improved. The conclusion of this study clearly states that adequate worker training is essential in order that objective, reliable, and competent service is available to child welfare clients.

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

An ageing population is changing the nature of the workplace, one outcome of which is an increase in the proportion of older workers. Unlike older workers of some twenty or so years ago, today's older workers plan to stay at work longer than at first anticipated. However, as many older workers have found, their intended and continued presence in the workplace is not always appreciated. As such, they are subject to subtle and not so subtle forms of discrimination associated with ageist practices, or ageism, and negative perceptions regarding their ability to compete on equal terms with younger workers. In turn, it is suggested that older workers, too, indulge in ageist practices and the stereotyping of younger workers. It is proposed that underlying generational differences,when combined with ageism, negative stereotyping and discriminatory organisational practices, are responsible for a new phenomenon called intergenerational tension in the workplace. The notion of tension, which can be thought of as suppressed anxiety or a strained relationship between individuals and groups, is important because intergenerational tension is presented as a latent or covert phenomenon. From this comes the following definition: "lntergenerational tension in the workplace is a latent or covert form of intergroup conflict caused by value and attitudinal differences between the generations." lntergenerational tension can be thought of as an everyday fact of organisational life which exists as an undercurrent or type of background organisational noise that is so pervasive that it is rarely noticed. In this respect, intergenerational tension bears similarities to gender and ethnic tensions both of which have been recognised as counterproductive to organisational efficiency. This thesis proposes a construct to measure this intergenerational tension. To investigate the generational differences associated with this new construct, a 25-item questionnaire was developed. The first stage in the development of the questionnaire was an informal experience survey that was completed by a small sample (n=54) of adults ranging in age from 21 years to 70+ years. A pilot study questionnaire was then constructed and administered to a small, stratified random sample of employees (n=60) from the Western Australia Police Service (WAPS). WAPS has recently changed from a seniority-based promotion system to a merit-based system for most positions and is undergoing a major cultural change in response to social and political pressure. Following data analysis, the final questionnaire was developed. The questionnaire, called the Intergenerational Tension Questionnaire (ITQ) was administered to a stratified random sample of employees from WAPS. Five hundred completed responses were subject to factor analysis in which principal components analysis extracted seven factors or dimensions thought to underlie intergenerational tension. Further data analysis revealed that on average, younger workers (i.e., less than 40 years of age) displayed less intergenerational tension than did older workers (i.e., more than 40 years of age). Data for workers a generation apart (i.e., 20 years apart) were also analysed, with the younger generation being those less than 30 years of age (the Under 30s) and the older generation being those more than 50 years of age (the Over 50s). The younger generation, on average, displayed less intergenerational tension than did the older generation. Of the measures, organisational change was associated with the greatest degree of intergenerational tension for all groups. Multiple regression analysis revealed that the best predictors of intergenerational tension for younger workers and older workers were age, the length of service with one's current employer, and the number of years in the paid work force. For workers a generation apart, multiple regression analysis revealed that age was the only predictor. It was fortuitous that at the time of the study, the majority of younger workers were Generation X and the majority of older workers were Baby Boomers. This meant that to all intents and purposes, the questionnaire measured differences between two well-studied generational cohorts. The findings supported the notion that organisations should not assume they are treating all workers equitably. In particular, older workers feel disenfranchised and angry at their treatment by organisations which, in their opinion, favours younger workers. The implication for organisations is that both groups should be treated independently, with each having its own special needs and expectations. This includes, for example, implementing strategies such as training methods suited to the needs of each age group and conducting age diversity training to raise awareness of what it means to be either a younger worker or an older worker.

Thesis (M.A.)--University of Toronto, 2005. / Includes bibliographical references (leaves 180-193).