El presente trabajo de investigación tiene como finalidad identificar si existe o no Acoso laboral o Mobbing en contra de los trabajadores de la empresa Ocean Pacific S.A.C. Para tal efecto, se presentará un completo sondeo de todos los trabajadores de dicha empresa, para cuya realización se acogió en estricto el cuestionario denominado LIPT-60 (Leymann Inventory of Psychological Terrorization), creado por el más importante estudioso y destacado psicólogo que ha dedicado buena parte de su vida a investigar el Mobbing, su afectación en contra del colaborador y el entorno en el que se puede manifestar, el Dr. Heinz Leymann. Con ello no solo se pretende determinar o no la existencia del Mobbing o Acoso laboral en los trabajadores de Ocean Pacific S.A.C., sino también en qué medida dicho fenómeno afecta su desempeño laboral, si están o no sujetos a continuos actos de discriminación y las consecuencias psicosociales a los que se encuentran expuestos; actos que en buena cuenta los obliga a ausentarse del lugar de trabajo. Todo ello con el único propósito de demostrar que, subsiste la necesidad de crear un procedimiento tutelar de protección al trabajador sujeto a dicha afectación, teniendo en consideración que el Mobbing o acoso laboral a la fecha no se encuentra regulado en la legislación vigente, siendo el Perú uno de los Países de la Región que no toma conciencia de la urgencia de dicha regulación. / The purpose of this research work is to identify whether or not there is Labor Harassment or Mobbing against the workers of the company Ocean Pacific S.A.C. For this purpose, a complete survey of all the workers of said company will be presented, whose realization strictly incorporated the questionnaire called LIPT-60 (Leymann Inventory of Psychological Terrorization), created by the most important scholar and outstanding psychologist who has dedicated a good part of his life to investigate the Mobbing, its affectation against the collaborator and the space or ambient in which it can manifest itself, Dr. Heinz Leymann. This is not only intended to determine or not the existence of Mobbing or Workplace Harassment in the workers of Ocean Pacific SAC, but also to what extent this phenomenon affects their work performance, whether or not they are subject to continuous acts of discrimination and psychosocial consequences to those who are exposed; acts that in good account force them to leave the workplace. All this with the sole purpose of demonstrating that, there remains a need to create a protective procedure for protection of the worker subject to such affectation, taking into account that the Mobbing or labor harassment to date is not regulated in current legislation, being the Peru one of the Countries of the Region that is not aware of the urgency of said regulation. / Trabajo de Investigación

This qualitative study sought to explore low income working mother's perceptions of community support for exclusive breastfeeding after returning to work. The results from 12 indepth semi-structured interviews conducted with low income mothers, working full-time in a clothing factory located in the Cape Flats area, were analysed using thematic analysis. Three key themes emerged. The mothers generally expressed that they received informational support for breastfeeding from various members of their community, however there was a lack of emotional, instrumental, and appraisal support for these working mothers to continue to exclusively breastfeed after returning to work. Furthermore, the mothers come from communities in which there is a shared responsibility for raising babies. They are often given instructions and advice on how to feed their babies by different people and this advice often contradicts the World Health Organization's breastfeeding recommendations. Lastly, the mothers expressed that breastfeeding is an act that is usually reserved for stay at home mothers. Working mothers' breastfeeding intentions are generally not supported within their communities and working mothers are often encouraged to give their babies formula and other feeds as early as possible. It is important for organisations employing low-income mothers to understand the community context when designing workplace policies and interventions aimed at promoting exclusive breastfeeding. This will allow organizations to address their employees breastfeeding challenges in a culturally sensitive ways.

This study makes an empirical examination of the relationship between spirit at work and organisational commitment. It examines the organisational factors that foster spirit at work in individuals. A cross-sectional survey design was used to answer three research questions. The sample consisted of medical professionals. A mail survey was administered at three public hospitals. A positive correlation was found between spirit at work and organizational commitment. Sense of community emerged as central to fostering spirit at work. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Bakgrund: Medarbetarnas kompetens är idag en viktig del i företag och anses vara en av de största konkurrensfaktorerna. En stor anledning till att medarbetare väljer att lämna sin arbetsplats är på grund av bristen på utvecklingsmöjligheter, då många medarbetare idag förväntar sig kompetensutveckling på sina arbetsplatser. Därav bör företag lägga vikt vid att ständigt utveckla sina medarbetare då det kan bidra med konkurrensfördelar som skapar en mer effektiv, kompetent och framgångsrikt företag. Företag kan i sin kompetensstrategi använda sig av interna verktyg som lärande i det dagliga arbetet för att utveckla kompetensen inom företaget. Syfte: Syftet med denna studie är att ta reda på hur företag inom tillverkningsindustrin i Dalarnas län arbetar kring kompetensutveckling samt vad de har för kompetensstrategi. Syftet är även att undersöka hur de använder kompetensutveckling som ett verktyg för att behålla sina medarbetare och dess kompetens. Metod: Uppsatsen är en kvalitativ studie med en abduktiv ansats. Det empiriska materialet har samlats in genom kvalitativa intervjuer. Resultat/slutsats: Resultatet visar att företagens kompetensstrategi är delvis outtalad men grundar sig i att medarbetarna skall kompetensutvecklas genom samverkan och lärande i det dagliga arbetet. Företagen förstår vikten av medarbetarnas kompetensutveckling och anser även att det är ett verktyg för att behålla medarbetare och dess kompetens i företaget och därav hålla sig konkurrenskraftiga. / Background: The competence of the employees is an important part of the companies and is classified as one of the biggest competitive factors. Many employees expect competence development in their workplaces and a major reason why employees choose to leave their workplace is because of the lack of development opportunities. This means that organizations should place great emphasis on constantly developing their employees. As competence development contributes with competitive advantages that help the organization to become more efficient, competent and successful. In their competence strategy, companies can use internal tools such as learning in their daily work to develop competence within the company. Purpose: The purpose of this study is to find out how companies in the manufacturing industry in Dalarna County work with competence development and what kind of competence strategy they use. The purpose is also to investigate how they use competence development as a tool to retain their employees and their skills. Methodology: This essay is a qualitative study with an abductive approach. The empirical material has been collected through qualitative interviews. Results/conclusions: The result shows that the company’s competence strategy is partly unspoken, but based on fact that employees must develop competence through collaboration and learning in daily work. The companies understand the importance of employees' competence development and believe that it is a tool for retaining employees and their competence in the company and hence staying competitive.

This study focuses on understanding supervisors' and managers' experiences of supporting breastfeeding support at work in the context of clothing factories in the Western Cape, South Africa. Return to full-time employment after maternity leave is the leading cause affecting mothers' breastfeeding decisions. A qualitative, exploratory research design was used. Secondary qualitative data from 17 in-depth semi-structured interviews with supervisors and managers were analysed using a thematic analysis approach. Three major themes emerged: Influence of supervisors' socio- cultural beliefs and personal experiences on support orientation; Navigating productivity, mothers' breastfeeding needs, and co-worker emotions; and the nature of maternity and breastfeeding conversations. Drawing from the study findings, implications for managerial practices and policy recommendations are proposed to advance managerial and supervisory support for breastfeeding at work in low-income workplaces.

In the workplace, women can experience stereotyping and marginalization as a result of their gender (Eagly & Carli, 2007; Gipson, Pfaff, Mendelsohn, Catenacci, & Burke, 2017). Having allies, or people who are supportive of or who advocate for an oppressed group can help members of marginalized communities to achieve personal and social success (Drury, 2014; Evans & Washington, 1991). The Men’s Allyhood toward Women in the Workplace (M.A.W.W.) measure seeks to evaluate men’s supportiveness of women in the workplace, enabling researchers and practitioners to understand and improve the climate for women at work. The M.A.W.W. was first developed with the input of five subject matter experts who commented on the clarity and relevance of a list of 84 proposed items. The item pool was pared down from 84 items to 59 which were then subjected to an exploratory factor analysis. The exploratory factor analysis narrowed the item pool from 59 to seventeen items. Although it was hypothesized that the M.A.W.W. would yield six factors, only three factors were supported by the analysis: Knowledge & Awareness, Action, and Skills & Capacity. These three factors showed internal consistency reliabilities that ranged from acceptable to excellent. A confirmatory factor analysis then led to the deletion of two more items, yielding a total of fifteen items for the final, three-factor version of the M.A.W.W. Convergent validity of this final measure was demonstrated by positive correlations with scales assessing affirming attitudes toward women in general. Evidence of divergent validity was shown with negative correlations with scales assessing negative and prejudicial attitudes against women. Furthermore, construct evidence was demonstrated with statistical analysis showing no correlation between the M.A.W.W. and a personality scale.

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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.:Inhaltsverzeichnis Kurzreferat I Inhaltsverzeichnis II Abbildungsverzeichnis III Tabellenverzeichnis III Verzeichnis von Kurzzeichen und Begriffen bzw. Definitionen IV 1 Einleitung 6 1.1 Ziel und Vorgehensweise 6 1.2 Firmenporträt 6 2 Analyse und Beurteilung der Arbeitsplätze 8 2.1 Analyse und Abgrenzung des Arbeitssystems Batterieladeplatz 9 2.2 Objektorientierte Gefährdungsbeurteilung und Risikobewertung des Arbeitssystems Batterieladeplatz 10 2.2.1 Gefährdungsfaktor: Brände, Explosionen 10 2.2.2 Gefährdungsfaktor: Gefahrstoffe 11 2.2.3 Gefährdungsfaktor: Elektrische Energie 12 2.2.4 Gefährdungsfaktor: Mechanische Faktoren 13 2.2.5 Gefährdungsfaktor: Physische Belastung, Arbeitsschwere 13 3 Ziele 14 3.1 Gefährdungsfaktor: Brände, Explosion 14 3.2 Gefährdungsfaktor: Gefahrstoffe 14 3.3 Gefährdungsfaktor: Elektrische Energie 15 3.4 Gefährdungsfaktor: Mechanische Faktoren 15 3.5 Gefährdungsfaktor: Physische Belastung, Arbeitsschwere 16 3.6 Hinweis zur Umsetzung der Ziele 16 4 Maßnahmen 16 4.1 Sicherheitstechnische Maßnahmen 16 4.2 Organisatorische Maßnahmen 18 4.3 Maßnahmen hinsichtlich Persönlicher Schutzausrüstungen 18 4.4 Verhaltensbezogene Maßnahmen 19 4.5 Ergänzende Maßnahmen 19 5 Zusammenfassung 20 Literaturverzeichnis 21 Anlagen

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