Forskning har visat att vilken typ av kontorsmiljö ett företag har påverkar medarbetarnas välmående och arbetstillfredsställelse. Det har även påvisats ett samband mellan arbetstillfredsställelse och de anställdas produktivitet. Syftet med denna studie är att öka förståelsen för hur införandet av ett aktivitetsbaserat kontor kan upplevas av de berörda medarbetarna och hur de upplever att deras arbetssätt, arbetstillfredsställelse och produktivitet förändrats. I aktivitetsbaserade kontor är alla arbetsplatser gemensamma och medarbetarna väljer arbetsplats beroende på typ av arbetsuppgift. Studien är utförd på ett stort industriföretag i Västsverige som infört aktivitetsbaserat arbetssätt. Datainsamlingen skedde genom semistrukturerade intervjuer med 10 tjänstemän vilka bestod av lika många män som kvinnor. Analysen gjordes genom en deduktiv innehållsanalys. Införandet av aktivitetsbaserat kontor har resulterat i ökad kommunikation och ökat samarbete mellan avdelningar och medarbetare. Medarbetarna upplever lika eller en ökad arbetstillfredsställelse och produktivitet i den nya miljön. Författaren upplever införandet av aktivitetsbaserat kontor som framgångsrikt.

Denna studie ämnar undersöka hur Arbetets museum är som arbetsplats och plats. För att nå studiens syfte besvaras först frågan vad en arbetsplats är innan den specifika platsen, Arbetets museum diskuteras och sätts in i en bredare platskontext. Slutsatsen av denna undersökning är att en arbetsplats är relativ svår att förklara men att den fysiska platsen betonas och även rörelsen till och från arbetet. Den teknologiska utvecklingen har lett till mer platslösa och mindre tidsbundna arbetsplatser men att den fysiska platsen och rummet fortfarande är att föredra. Arbetets museum som arbetsplats är enbart positiv men det är lätt att hamna i en bubbla och reproducera normer och beteenden. Slutligen har den omkringliggande platsen stor betydelse då platser ändras i samband med samhällsförändringar vilket påverkar Arbetets museum som plats och arbetsplats. / This study aims to research how the Museum of work is as a place of work and place. To reach the studie's purpose the question of what a place of work is will be answered before the specific place, the Museum of work is discussed and put in a broader place context. The conclusion of this study is that a working place is relatively hard to explain but the physical place is emphasized and also the movement to and from work. The technological development has led to a more placeless and less time bound place of work but the physical place and the room are still prefered. The Museum of Work as a place of work is only positive but its easy to end up in a bubble and reproduce norms and behaviors. Finally he surrounding envoronment has a big impact on The Museum of Work as place and place of work since it changes alongside the society.

Work performance outside the employer's workplace Abstract The aim of this diploma thesis is to describe the institute work performance outside the employer's workplace, to assess its current legislation and to provide possible solutions in terms of de lege ferenda. The first part of the diploma thesis defines basic terms relating to discussed issues, which are place of work, regular workplace, homeworking and teleworking, for the purposes of better understanding of the following text. The second part deals with the historical development of this institute from the first legal regulations relating to homeworking to current legislation contained in the Labour Code and in Act on Civil Service. One chapter of this part is also dedicated to amendment of the Labour Code from 2017, which should have brought substantial changes into this institute, but it was not accepted. The third part represents the most significant documents concerning homeworking or teleworking at the international level and at EU level. The Labour Code introduces several variations from statutory regulations for employees who work outside the employer's workplace and organize their working time themselves. The fourth part analyses individual variations and their impact on employees. The pivotal fifth part deals with individual problematical...

The need for a better understanding of journey to work behavior has never before been so important. Many transportation corridors are functioning at unacceptable levels of service and many at times to their capacity. This phenomenon is more pronounced during peak period when majority of the population is making their work trip. This research builds on the recent developments in structural equations modeling technique for identifying the socio-demographic influences on the commute behavior of the population in Florida. Towards this purpose a series of five structural equations models are estimated using aggregate level data from Census 2000. Each of these models has a set of journey to work characteristics that are observed for their behavior against prevalent sociodemographic characteristics. The journey to work characteristics identified are exhaustively studied for various relationships to the socio-demographic characteristics. The model estimation led to the identification of relations between various journey to work characteristics and the socio-demographic characteristics at the Census Tract level. Some of the results obtained supported other studies performed earlier. It is hoped that the findings of this research would broaden the horizon in understanding journey to work behavior of the population of Florida.

The present study deals with the scope of action available to a social worker when analyzing, assessing and proposing measures regarding young persons experiencing social problems. The interest in the subject area emanates from the fact that the number of youth placed in different forms of round the clock out-of-home care in Sweden increases, whereas research in the subject shows that such placement gives few positive results and sometimes even has negative consequences for their development. The study investigates how the preconditions of the social worker influence their scope of possible action, in particular as regards their place of work, the situation of the individual dealt with, and the profession itself being one based both on scientific evidence and knowledge gained by experience. Lipsky’s theory on ”street-level bureaucracy” and Hasenfelds theory on human servicing organizations form the theoretical framework of the present study. The empirical input comes from interviews with focus groups of active social workers. The analysis of the interviews shows that social workers generally feel that they have a broad scope of action as far as the regulatory framework and office management are concerned. They have, however, less room of manoeuvre when it comes to the resources of their place of work and their ability to use the whole range of possible measures may be limited by an insufficient level of experience and a weak management structure. According to the interviews social workers feel that the situation of the juvenile clients themselves constitutes the most limiting factor. It is evident that placements in out-of-home care are almost exclusively done for protective reasons, when the social worker sees no other possibility to break a seriously destructive way of life.

Made available in DSpace on 2016-06-02T19:51:36Z (GMT). No. of bitstreams: 1 2171.pdf: 1842848 bytes, checksum: d11bb8db2a21fd87fb8244b4fee09a52 (MD5) Previous issue date: 2007-07-30 / The objective of the dissertation is studying the pace of work in the sector of small sewing businesses of textile manufacturing. This sector has great socio-economic importance for Brazil, because of their economic contribution, as well as the quantity of jobs created. To achieve the proposed objective, was first performed a literature review on pace and organization of work, taking into consideration the factors that affect the pace of work in general, such as technology, training and motivation of staff, among others. Then, there was a review of the literature on small business, construction, highlighting its history, technology, industrial processes and general labor. The following are presented in 3 case studies of small businesses in construction, seeking to deepen the knowledge about factors that influence the pace of work. Finally, the study concludes the importance of human labor and industry of sewing, emphasizing that the pace remains influenced by good working conditions. / O objetivo da dissertação é estudar o ritmo de trabalho do setor de costura de pequenas empresas de confecção têxtil. Esse setor possui grande importância sócio-econômica para o Brasil, devido a sua contribuição econômica, bem como pela quantidade de empregos gerados. Para atingir o objetivo proposto, primeiramente foi realizada uma revisão bibliográfica sobre ritmo e organização do trabalho, levando em consideração os fatores que afetam o ritmo de trabalho de uma maneira geral, como a tecnologia empregada, o treinamento e a motivação aos funcionários, entre outros. Depois, foi feita uma revisão da bibliografia sobre a pequena empresa de confecção, destacando a sua história, a tecnologia, os processos industriais e características gerais do trabalho. A seguir são apresentados 3 Estudos de Caso em pequenas empresas de confecção, buscando aprofundar o conhecimento sobre aspectos que influenciam o ritmo de trabalho. Por fim, o estudo conclui pela grande importância do trabalho humano e no setor de costura, enfatizando que o ritmo permanece influenciado por boas condições de trabalho.

[pt] Dentre os elementos ambientais existentes no local de trabalho de escritórios, a cor é um dos que pode provocar sensações e promover o bem estar emocional. Esta pesquisa partiu do pressuposto de que os profissionais de arquitetura não utilizam uma metodologia que se ocupe da análise das atividades em situações reais de trabalho para a concepção de projetos cromáticos. Dessa forma este trabalho dividiu-se em duas etapas: a primeira parte conceitual, pretendeu apresentar um panorama geral do estado da arte dos conceitos relacionados ao tema. A segunda parte correspondeu a uma pesquisa de campo onde buscou-se ouvir a voz dos usuários-trabalhadores de um local de trabalho de escritório, que teve seu ambiente totalmente reformado, inclusive com alterações cromáticas e também, ouviu-se a voz dos profissionais de arquitetura, a respeito de seus conhecimentos acerca da ergonomia e seus procedimentos metodológicos para a elaboração de projetos cromáticos para locais de trabalho. A partir da análise dos resultados foi possível confirmar a hipótese dessa pesquisa e concluir que a Ergonomia Ambiental, por focar na análise do homem realizando o seu trabalho, apresenta-se como um método de intervenção em locais de trabalho capaz de suprir algumas das falhas conceituais das metodologias usuais de planejamento e projeto arquitetônico e cromático. / [en] Among the environment elements existent in the work office place, the color is one of the things that can cause sensations and promote the emotional wellbeing. This research started from the hypothesis that the architecture professionals did not use a methodology that take car of the analysis of the activities in real work situation to the concept of the chromatics projects. This way this work divided itself in two steps: the first part, conceptual, wanted to present a general view of concepts of the study of arts related to the subject. The second part presents a research in the area where it was listened the users-workers from a office work place, that had their place of work totally redressed, including with chromatic changes. Also, it was listened the voice of the architecture professionals, about their knowledge about the ergonomic and its methodological procedures to elaboration of the chromatic projects to work places. From the results of the analysis it was possible to confirm the hypothesis of this research and conclude that the Environmental Ergonomic, because focusing in the man analysis, doing his job, it is presented as an intervention methods in work places, capable of supplying some conceptual failures of the usual methodologies planning and architectonic and chromatic projects.

This article analyzes the regulatory framework of teleworking. In that sense, we approach different definitions to finally establish the definition and formalities required according to our legislation. We will reflect about the problems that telework pretends to solve, so we can establish then if we have the minimum standards that allows the use according to our labor rights or whether there is a poor regulation in relation to safety and health at work and labor inspections, for that reason we propose some alternatives solutions for above mentioned deficiencies. / El presente artículo analiza el marco normativo del teletrabajo. En ese sentido, abordamos diversas definiciones en esa materia hasta establecer la definición y formalidades exigidas en base a nuestra legislación. Reflexionaremos respecto a la problemática que el teletrabajo pretende solucionar y así establecer si contamos con normas mínimas que permitan una utilización conforme a nuestros derechos laborales o si estamos ante una regulación deficiente en lo relacionado a la seguridad y salud en el trabajo y la inspección laboral, motivo por el cual proponemos algunas alternativas de solución frente a las deficiencias comentadas.

Our work and the organization in which we work play significant roles in many of our lives. Yet, theoretically grounded understanding of when is it that the relationships with our work and that with our work environment make a great place to work is almost non-existent. So far the organizations that feature in the Fortune Best Companies to Work For, or the Forbes the Happiest Companies to Work For, or the Glassdoor Best Places to Work, etc., are considered as proxies for great places to work. However, the characterizations of the antecedents of these workplaces are fragmented, idiosyncratic, and confounding, as they cover a wide span of factors (e.g., pride, job satisfaction, flexibility, inspiring leadership, camaraderie, trust, work-life balance, etc.), and adopt a one-size fits all approach, without a theoretical underpinning, limiting their generalizability and usefulness. In my dissertation, I addressed these shortcomings through the fit perspective and through the mechanism of meaning in and at work. I proposed the meaning-through-fit model of great places to work, underpinned by identity (Stryker & Berke, 2000), social identity (Ashforth & Mael, 1989), and social information processing theories (Salancik & Pfeffer, 1978). The model hypothesized that the employees’ perception of a great place to work is built and sustained by meaning in work (from the relationship with the work itself) based on the underlying person-work fit, and by meaning at work (from the relationship with the work environment) based on the underlying person-supervisor, the person-group, and the person-organization fits. I tested the proposed model using a mixed methods approach, with the help of three Studies. In Study 1, I conducted 26 semi-structured interviews to assess the face validity of the model and to obtain inputs for the survey instrument and for the scenario descriptions to be used in Study 2. In Study 2, I tested the hypothesized model with the help of quantitative data gathered through a three-wave Main Survey with participants from MTurk (N=481), after two Pilot Surveys (N=95 and 247). I confirmed the results through Scenario Analysis with participants from MTurk (N=399). Out of the seven main variables in the proposed model, I developed scales to measure three variables (employees’ perception of a great place to work, meaning at work, and person-group fit), and refined the scales to measure four variables (person-work fit, person-supervisor fit, person-organization fit, and meaning in work). In Study 3, I conducted 45 structured interviews in order to gain a deeper understanding of the findings from Study 2. The quantitative data gathered in Study 2 provided partial support to the proposed model, indicating that meaning in work partly mediated the relationship between person-work fit and employees’ perception of a great places to work, and meaning at work partly mediated the relationship between person-organization fit and employees’ perception of a great place to work. The data also indicated that meaning at work is the more significant predictor compared to meaning in work. Among the fits, person-organization fit mattered the most. Study 3 provided interesting insights and explanations about the findings from Study 2. The meaning-through-fit model of great places to work works around the problematic one-size fits all approach, acknowledges the differences among the employees in the understanding of and expectations from a great places to work, offers increased generalizability and a pathway to leaders to build great places to work from the employees’ perspective, and contributes theoretically and empirically to Positive Organizational Scholarship. / Graduate / 2019-08-26

The objective of the diploma thesis was to determine the liabilities of an employee and employer for damage caused in the labour-law in connection with the safety and protection in the place of work.