Made available in DSpace on 2016-03-15T19:26:12Z (GMT). No. of bitstreams: 1 Paula Pamplona de Castro.pdf: 1995262 bytes, checksum: 166087a610140788bcc0e9316fd744e6 (MD5) Previous issue date: 2013-12-19 / Instituto Presbiteriano Mackenzie / The themes happiness and inclusion has become extremely valuable in a heterogeneous society like Brazil. Through quantitative analysis and inferring a possible relationship between experience of inclusion and happiness at work, this study was designed to answer the following research problem: What is the relationship between experience of inclusion and happiness at work? The general objective was to examine the relationship between experience of inclusion and happiness at work. The specific objectives were analyze if the experience of inclusion has greater impact on eudemonic aspects of happiness than on hedonic aspects, and analyze if the experience of inclusion and happiness at work differ by sex, race/color, age, religion, sexual orientation, hierarchical level, salary range and time in the working group. To achieve the proposed objectives, two questionnaires were used: the Scale of Experience of Inclusion and the Scale of Well-Being at Work. For research purposes, two samples were collected, and by descriptive statistics, linear regression and analysis of variance, the results were achieved. There was a moderate correlation between experience of inclusion and the factors of positive affect and realization/expressiveness, and moderate negative correlation between experience of inclusion and the negative affect. Moreover, the importance of individual and environmental characteristics for individuals fell more included and happier at work was observed. This study sought to contribute to the advancement of the concept of inclusion, in that it sought to clarify the role of the variable happiness at work in the theoretical model of the experience of inclusion. It also enabled contribute to the importance of promoting inclusion in the workplace so that there is happiness, since the latter concept, according some studies, appear to be antecedent of the performance and effectiveness in organizations. / Os temas felicidade e inclusão tem se tornado extremamente preciosos em uma sociedade heterogênea como o Brasil. Por meio de análises quantitativas e inferindo uma possível relação entre experiência de inclusão e a felicidade no trabalho, este estudo propôs-se a responder o seguinte problema de pesquisa: Qual é a relação existente entre Experiência de Inclusão e Felicidade no Trabalho? Teve por objetivo geral analisar a relação entre Experiência de Inclusão e Felicidade no Trabalho. Apresentou, por objetivos específicos, analisar se a experiência de inclusão tem maior impacto sobre os aspectos eudaimônicos da felicidade do que sobre os aspectos hedônicos, e analisar se a experiência de inclusão e felicidade no trabalho diferem por sexo, raça/cor, idade, religião, orientação sexual, nível hierárquico, faixa salarial e tempo no grupo de trabalho. Para alcançar os objetivos propostos, foram utilizados dois questionários: a Escala de Experiência de Inclusão e a Escala de Bem-Estar no Trabalho. Para o estudo realizado, foram utilizadas duas amostras e, por meio de estatística descritiva, regressão linear simples e análises de variância, os resultados foram alcançados. Houve correlação positiva moderada entre experiência de inclusão e os fatores afeto positivo e realização/expressividade, e correlação negativa moderada entre experiência de inclusão e afeto negativo. Além disso, foi observada a importância de características individuais e ambientais para os indivíduos sentirem-se mais incluídos e serem mais felizes no ambiente de trabalho. Este estudo procurou contribuir para o avanço do conceito de inclusão, na medida em que procurou explicitar o papel da variável felicidade no trabalho no modelo teórico da experiência de inclusão. Além disso, permitiu contribuir na identificação da importância de promoção de inclusão no ambiente de trabalho para que haja felicidade, uma vez que este último conceito, segundo alguns estudos, parece ser antecedente ao desempenho e efetividade nas organizações.

Esta pesquisa representa um esforço teórico no sentido de evidenciar ao Direito do Trabalho a possibilidade de se compreender o fenômeno do assédio moral no trabalho por mais um referencial: a cultura do narcisismo. A consideração da cultura do narcisismo em estudos sobre assédio moral sinaliza ao Direito do Trabalho a tendência de banalização do assédio moral no trabalho e a necessidade primordial de se combater e prevenir tal fenômeno em uma perspectiva coletiva e social, promovendo debates que não estejam restritos ao ambiente de trabalho, mas que também considerem a discussão do agir do trabalhador como ser humano em outras esferas sociais que não apenas a produtiva. Encarar o assédio moral considerando a cultura do narcisismo implica forçosamente reconhecer que respostas individuais na justiça do trabalho são meramente paliativas e circunscrevem-se à categoria de reparação e não de efetiva transformação social. O Direito deve implementar mecanismos que contribuam para a conscientização sobre o assédio moral no atual contexto da cultura do narcisismo e para seu efetivo combate. / This research is a theoretical effort to demonstrate how the phenomenon of moral harassment at work can be understood in Labor Law using the culture of narcissism. When considering the culture of narcissism while studying moral harassment, it is possible to bring to Labor Laws attention the trend toward the trivialization of moral harassment at work and the primordial need for fighting against and preventing such phenomenon in a collective and social manner. Such fight and prevention should be carried out by promoting debates which are not restricted to the work environment and which also consider the discussion of the workers acting as human beings in areas other than the productive one. Viewing moral harassment with the narcissism culture in consideration necessarily entails recognizing that individual responses in labor justice are merely palliative and are confined to repairing an issue rather than socially transforming it. Law should implement mechanisms that contribute to raising the awareness of and fighting against moral harassment in the current context of the culture of narcissism.

There is a wealth of literature on job satisfaction from both Western and Eastern experiences and perspectives, but the literature is limited when it comes to happiness at work, especially in the Arab region. This study is an attempt to encourage research studies in the field of happiness at work in the Middle East and specifically in the United Arab Emirates, the context of the present research, to influence planning in government organisations in implementing a strategy for long-term impacts on happiness levels. This research uses a mixed methods approach of both questionnaires and interviews to collect data. The analysis is conducted by using quantitative and qualitative tools to recognise the gaps and the factors that influence happiness at work and suggests recommendations in order to raise happiness across organisations over the long run. The findings of this study emphasise the necessity of correlating HRM practices, rules and systems with strategic planning that focuses on employee happiness as the greatest purpose of an organisation. The findings emphasise the power of three factors related to employees' feelings towards work which are: Leadership style, organisational culture and organisation structure and how reflecting them in an organisation will positively influence satisfaction and build a strong, positive and happy workplace. This research also discusses one of the controversial inquiries found in the literature about the relationship between job satisfaction and happiness. A conceptual framework is suggested to illustrate the connection between job satisfaction and happiness from a new perspective and clarify how these two concepts positively interact. It clarifies that organisations that indicate a high-level of happiness at work usually indicate a high-level of job satisfaction, and when an organisation achieves a high-level of job satisfaction, it can be deduced that people in the organisation are happy, even where happiness per se is not measured. The findings also show that the role of religion in raising happiness in general is clearer than its role in raising happiness at work and that employees from the sample group, who emphasise the importance of practicing religious rituals, still indicate low feelings towards work regardless of all the facilities that are provided to them to practice their religion.

Arbetet spelar en central roll i livet för de flesta människor och vi spenderar större delen av vår vakna tid på arbetet. I denna uppsats definieras yrkesstolthet som en självupplevd känsla som gör att individen känner sig viktig och engagerad i sitt yrkesliv och i en organisation. För att förstå individens känsla av yrkesstolthet behöver ett par aspekter tas i beaktning. Undersökningsledarna har genomfört en kvantitativ studie med 122 deltagare, varav 79 kvinnor. Enkäten innehöll 25 påståenden angående yrkesstolthet, individens arbetsplatstrivsel och sociala relationer med en skala från ett till fem. Resultatet visade att de deltagande svarade generellt fyra på enkätfrågorna och därför antas trivas på arbetsplatsen. De effekter som visade sig vara starkast var sambanden mellan individens arbetsplatstrivsel, sociala relationer och yrkesstolthet. Att ingå i ett socialt sammanhang påverkar trivseln på arbetet och yrkesstoltheten. Andra faktorer som visade sig ha betydelse för yrkesstolthet var kön, ålder och utbildningsnivå.

How do we match our education with the needs of the construction line of business and the requirements of the Swedish National Agency for education? Is there something that we have to change? In this study I have asked our former students about their opinion of our education and I have also asked them to give me their view on what a good teacher is like. I have been able to benefit a lot from their answers in my efforts to be that good teacher. This survey took place at Facebook. The answers showed that we carry on a piece of solid workmanship. But you can always improve, try harder. The profession contains so many techniques, so many innovations that is impossible to match them all. So, training has to get on and on through all of the students professional life, starting when they leave school and get their first employment as apprentices. School education gives them 2500 hours. The trade union gives them still 300 hours if they have passed the core subjects. If they have been working during holidays they get a further 600 hours, making it a total of 3400 hours, equivalent to half way getting fully paid. The construction business and school have a shared responsibility for the education of constructors. The business has no specific requirements for their apprentices, more than the intention to work as best as they can, and to learn. Social behaviour is also very important, taking parts in conversations during breaks and being parts of good team work.

As the downward movement in the economy, many corporations still remains high expense on the debit. In order to lower the personnel expenses, technically, most corporations will directly lay off employees, or compress the working requisite, such as: unpaid leave, or deduction on the salary. After the downsize method has been conducted, there are some negative impacts on the employees (both to lay off and the remaining employee), this research will probe into the impact on the insecurity and commitment to the organization on remaining employees after the conduction of the downsizing method. According to the research result, it concluded the impacts from the downsizing method on increasing the insecurity at work, it will also affects remaining employees¡¦ trust to the company and further diminish the commitment to the organization. This research has examined the downsized corporations¡¦ remaining employees (to both general and managerial position employees) during July 2008 to February 2009 on the degree of insecurity and commitment to the organization. According to the examined result, this research has the following conclusion: 1.The downsizing method¡¦s actual impact on remaining employee¡¦s insecurity at work will be varied by the procedure, so the hypothesis is not approved. 2.The hypothesis on the remaining employees¡¦ insecurity at work has the negative impact on commitment to the organization, disapproved. 3.The hypothesis on downsizing by lay off and unpaid leave has the negative impact on commitment to the organization, approved; managerial and non-managerial position employee has the negative impact on the commitment to the organization, disapproved. 4.Insecurity from the downsizing method has a moderate effect on commitment to the organization; nevertheless, it can¡¦t approve the moderate impact on the insecurity at work from the downsizing method, so the result is insignificant.

The leader of preschool institutions has to deal with various conflicts which he/she has to participate in and even exercise the role of mediator between the employees while solving different institutional tasks and controlling relationships at work. Conflicts, their causes and solutions at work in educational system, beginning with preschool institutions, are not given proper attention, although this problem exists. The aim of present work is to analyze conflicts which rise at work in preschool institutions. The present paper consists of three parts. The first part discusses the notion of relationships conflicts at work, various classifications, functions and causes of the conflicts. The second part focuses on the analysis of how to regulate the conflicts at work, what is the influence of working atmosphere to the problem of conflicts, the specific features of the conflicts and their solutions. What is more, the same part deals with the methods of prevention of those conflicts given by various authors. The third part presents the analysis of relationship conflicts at work. In order to analyze the conflicts at work in preschool institutions, their causes and the behavior of employees and the leader solving them, the research was hold in February-March, 2006. The leaders and some of the employees (teachers and other service personnel) of Vilnius preschool institutions were given anonymous questioners. As the part of the questioners did not return after the first poll, the... [to full text]

Im Rahmen der Begehung der Betriebsstätte am Standort B an der der Werkstattleiter teilgenommen hat, wurden verschiedene Gefahrenbereiche identifiziert. Für den Batterieladeplatz, bei dem es verfahrenstechnisch bedingt zur Bildung einer explosiven Atmosphäre kommen kann und Gefahren durch die Elektrolytflüssigkeit bestehen, soll die Gefährdungssituation beurteilt werden. In einem ersten Schritt wurde das zu untersuchende Arbeitssystem Batterieladeplatz abgegrenzt und die relevante Arbeitsumgebung hinsichtlich deren Wechselwirkung mit dem Batterieladeplatz analysiert. Unter Anwendung des Erklärungsmodells der Gefährdungsermittlung wurden für das Arbeitssystem die relevanten Gefährdungsfaktoren, Gefahrenquellen, gefahrbringende und begünstigende Bedingungen, Gefährdungen und mögliche Belastungen hinsichtlich der Gesundheit der Mitarbeiter evaluiert. Die Beurteilung erfolgte nach dem Standardverfahren für die Risikobeurteilung für Fachkräfte für Arbeitssicherheit. Die Eintrittswahrscheinlichkeit und das Schadensausmaß wurden auf Grund von Erfahrungen eingeschätzt. Um die verantwortlichen Führungskräfte zu unterstützen und der Beratungsaufgabe einer Sifa gerecht zu werden, wurden Ziele formuliert und ein Maßnahmenkatalog erarbeitet.

Happiness has recently gained interest as an influential variable in managing the employment relationship, as studies have suggested benefits for productivity and performance. Knowledge on workplace happiness is, however, still relatively limited and more understanding is needed on employee perceptions and benefits of and expectations for happiness, as well as happiness responsibility. Qualitative approaches can provide new information on such a highly subjective and complex phenomenon as happiness, which has mainly been addressed with quantitative methods. 24 young professionals from various fields, based in Edinburgh, took part in this study. They were requested to take photos when experiencing work-­‐ related happiness during a two-­‐week period. Afterwards they were asked to talk through their photos. Narratives were supported by semi-­‐structured interviews. Data was analysed using thematic inductive coding, leaning on the framework from Fisher (2010), psychological contract (Rousseau, 1989) and interactionist perspective (Ahuvia et al., 2015). Collected data revealed insights into workplace happiness expectations, enablers, responsibility and happiness concepts. Participants emphasised the importance of workplace happiness and expectations to be happy at work. Happiness was seen to improve performance and social behaviour, but there was also a pressure to be happy at work. The five main happiness enablers were: having sense of control, work going well, doing something that matters, physical environment and working with friends. Participants highlighted their responsibility for their own happiness at work, however, shared responsibility was also proposed. The results suggest that young professionals want to be happy at work. If they are not, they are likely to leave. The happiness requirement is mainly based on expectations on authenticity, work-­‐life integration and being a good employee. The findings suggest that listening to the employees and enhancing conversations is the key in creating happier workplaces. This study also shows how happiness is better elucidated through empirical narratives than through intellectual abstractions and definitions. Theoretical contributions include four pathways into happiness responsibility, clarifying and reasoning the importance of the five main happiness enablers and providing suggestions to existing happiness models. On the practical side, this study contributes to the gaps of knowledge from the employees' point of view based on lived-­‐experiences. It deepens understanding of employee happiness, providing vital information for the HR/management personnel, policy makers and academics about the values and expectations of young professionals. Furthermore, it supplies new insights into elucidating employee happiness, by explaining the advantages and challenges of using narrative methods and visual data.

The topic of the submitted diploma thesis are matters which restrict the performance of work activity as legal facts which cause a temporary suspension of work obligation. Therefore it interferes fundamentally into the labor-law relationship between the employee and the employer. As no employment contract is carried out, it brings along significant effects, especially on the social status of the employee. At the same time the employer faces difficulties connected with organization of assignments as well as increased costs of workforce. The author of the thesis strives for a comprehensive description of this issue. In the first part of the thesis she gets a understanding of general definition of obstacles at work and their consequences in the labor-law relationship. The impact of obstacles on the stability of the employment, trial period and vacation is described in detail. In the next part of the thesis the author deals with the current law concerning individual obstacles at work. She examines its necessity and up-to-dateness as well as the possibilities of future directions and changes of the law de lege ferenda. At first the attention is focused on important personal obstacles to work on the employee's part - in particular the employee's temporary sick leave, maternity leave, parental leave and...