This is a case study where the purpose is to examine three youth workers view of the cooperation with the classroom teachers. This study was conducted through qualitative interviews, which are usually used when one wants to interpret or explain something. Unlike quantitative interviews, which are used when one is trying to measure something. I have used semi-structured interviews when I tried to answer my questions. My results showed that the three different informants collaborated with the school and classroom teachers in different ways, one of them had no scheduled time to plan with classroom teachers, while the other two had. Two of the informants worked in class during the mornings basically every day, the third one were in class for a few lessons. All informants claim that collaboration with classroom teachers function well, yet they all indicate that they do not actually think that collaboration works well. All informants pointed out that cooperation takes place on school conditions.

<p>The basic question of "Political Cinema: The Historicity of an Encounter" is whether or not it is possible to think a concept of political cinema while affirming the autonomous capacities of both cinema as an art and politics as the thought of collective self-determination. Is it, in other words, possible to elaborate a relationship between cinema and politics that would at the same time establish a separation between the two and thus refuse to reduce one to the other. Such a relation of separation is called an encounter. Cinema encounters politics insofar as politics affects it and insofar as cinema can produce certain political effects, but also only insofar as cinema itself is immanently capable of configuring this relationship to politics. Following this conviction, the question of political cinema has to be considered at a distance from questions of genre, where political cinema would be merely one among other cinematic genres, and distinguished from the problem of political instrumentalization of cinema (propaganda). Political cinema refers to real cinematic inventions that happen in relation to processes of human emancipation.</p><p>"Political Cinema" tests this basic conviction through four separate case studies. These case studies are limited and local analyses, which nevertheless cover a broad historical background and are, furthermore, meant as concrete points from which more general theoretical questions can be addressed and formulated. The introductory statement (Chapter 1) sets up the theoretical stakes of the dissertation. Part I analyzes the Soviet filmmaker Sergei Eisenstein's appropriation of several elements of laughter - comedy, militant humor, carnival, caricature and satire, etc. - as specifically cinematic means Eisenstein used to bring his films as closely as possible to the revolutionary process of the October Revolution and the break the latter introduced into the history of humanity. Part II of the dissertation (Chapters 3 and 4), presents a discussion (primarily on the example of Charlie Chaplin's Modern Times) of the figure of the worker as a forceful cinematic symbolization of the existence of the modern proletarian masses, through the creation of which, however, cinema does not give up the effective autonomy of its expression. Part III, which consists of an analysis of the work of the Palestinian director Michel Khleifi, shows how the filmmaker's strategy of blurring the boundary between documentary and fiction is an artistic procedure (a cinema of "documentary fiction") that makes visible the complexity of Palestinian historical experience and memory, but does so at a distance from any direct political discourse on the question of Palestine (Chapter 5). And finally, the Conclusion to the dissertation, presents an analysis of the recent Romanian film, which renders visible striking new ideas of political cinema that are, however, produced in the absence of anything more than mere traces of what deserves to be called politics (Chapter 6)</p> / Dissertation

Title: Research on middle-age worker¡¦s stressors and withdrawal behaviors Student: Tzu Hui Liao Advisor: Jin Feng Uen By the trend of decreasing baby-bust and early-retirement, the labor force structure has changed. Middle age and older workers will become increasingly prevalent in the work place. The impact of an aging workforce raises the height-light issues facing employees today. During the global economic crisis in 2008, there are many business enterprises chose to lay off employees massively or offer unpaid leaves. And the middle age and older workers are the main target. Thus, this worker issue has become more and more important. Attention is mainly given to the human resource policies which may impact middle age workers such as performance management, selection and training etc. Less research has focused on attitudes toward the elderly held by middle-aged adults themselves. The presence of ageism in our society is of mounting concern with regard to the changing demographic shape of the workforce. Governments and organizations have become interested in the middle-age worker on performance, training, in recent years. Middle-age worker has numerous life and working experiences, so their mental and physical attitudes may vary form the ones held by the freshmen in labor market. Therefore, this research aims to explore on middle-age workers and withdrawal behaviors in depth in order to development the best human resource practices.

The term of ¡§migrant worker¡¨ appeared after the 1978 economic reform in China, since then, millions of farmers or rural inhabitants squeezed themselves into cities for better payment and life. However, the residency system restricts those workers with the rural residence registration from sharing the same working treatment and social welfare as the city residence. Until today, the migrant worker issue is not only become the toughest problem that Chinese government confronted, also this unfair condition increase the attentions of labor issue related I.O. and NGOs. Migrant workers and rural development are the developmental dilemma while Chinese government is perusing for higher GDP growth index. But, after 1990, big amount of social issue related NGOs increased, just in time for make up the insufficiency of government and enterprsies. This study focuses on the migrant workers problem, and its helping NGOs. To make a clear prove, this study provides four important migrant workers¡¦ educational and rights maintaining NGOs for case study. Through the research of these NGOs, we could figure out how those NGOs actually help those migrant workers. The amount of NGO is rapid growing, no matter how hard Chinese government intends to restrict those NGOs, it still represents that along with the trend of globalization, and the demand of civil society in China is also rising.

In workplace, any kinds of teamwork and management in an organization, like cooperation, communication, and leadership, all of the activities need personal interaction, and the interaction is related to the work results. So, the purpose of this study is to find out the relationships between social skill and job performance, and explores how social skill affecting job performance, in addition, whether different degree of task interdependence could influence study results. This study is conducted through opinion survey by random sampling in manufacturing and service industry. With the valid 119 questionnaires replied by the staffs and the direct supervisors, the finding of this study can be summarized as follows: 1. Social skill impacts the in-role performance positively. 2. Social skill impacts each of the co-worker support and the supervisor support positively. 3. supervisor support has mediating effect between social skill and in-role performance positively. Keywords: Social Skill¡BIn-role Performance¡BSupervisor Support¡BCo-worker Support¡BTask Interdependence.

This study examines the effects of social tie strength, value fit and affect-based trust of overseas workers on their cultural knowledge acquisition in foreign countries. Based on the assumption that cultural knowledge is acquired through social interactions, the research model encompassed 3 social-related independent variables and tested empirically from 536 interpersonal relationships reported by 136 respondents. The results revealed that social tie strength and value fit have positive impacts on cultural knowledge acquisition not only directly but also indirectly, through the mediation role of affect-based trust. However, the mediation effect differs between relationships with local nationals and relationships with non-local nationals. Specifically, affect-based t rust is essential for the effect of social tie strength to local nationals instead of that to non-local nationals; moreover, the mediation effect is sufficient on value fitted non-local nationals but is incomplete on value fitted local nationals. The implications of the findings and the need for future research were also discussed.

This thesis compares two datasets, the Science and Engineering Indicators 2006 (SEI) and the 1993 National Survey of College Graduates (NSCG), and looks at the impact of sex on full-time annual salary while controlling for different variables. The SEI provides a study based on data from 1999 about the sex effects on salary, adds controls, and records the changes in the effect of sex on salary. The SEI study finds after adding controls for worker heterogeneity and compensating wage differentials, women with bachelor's degrees earn 11.0% less, women with master's degrees earn 8.0% less, and women with doctoral degrees earn 8.4% less than their male counterparts. My analysis of the NSCG finds after adding controls, women with bachelor's degrees earn 18.5% less, women with master?s degrees earn 18.7% less, and women with doctoral degrees earn 15.3% less than their male counterparts. Additionally, in the NSCG and the SEI the field of degree impacted the sex effects the most for bachelor's and master's degree holders. This research is useful to study the difference between these datasets from different time periods. Specifically, the difference in the sex wage gap and in the changing importance of certain variables affecting the sex wage gap.

Abstract Unemployment rate had steadily kept under 3.0% with an average of 1.84% from 1978 to 1994 in Taiwan. It may not go below 3.0% again till the labor market adapting to the large changes in the structure of domestic production that has made significantly impact on the labor force, especially a peak unemployment rate 5.17% has been seen in 2002. Computerization and network infrastructure have made small firms more competitive. In addition, changes in industrial structure have favored the industries in which small firms are viable and scale economics are relatively unimportant. The changes also left one problem behind. The time of high unemployment rate is coming. The released workers would probably hind in the self-employment sector or become members of inadequate utilization of labor force, such as low paid, mismatches between educational attainment and occupation, and inadequate working hours. The main purpose of this paper is to contrast the characteristics of the relatively weak group, especially the self-employed, before and after the change. The raw data been used was from Manpower Surveys and Manpower Utilization Surveys by Census Bureau, DGBAS. The study reveals the following findings: 1. High unemployment rate becomes regular, 3.0% or above will be considered as normal. 2. Male is always having a large proportion up to 70% of the self-employed, but the female increase much faster than the male did. Age distribution shifted to an older range. Marital status distribution did not change much- the married still keep about 90%. In the other hand, industrial structure distribution has been changed. Service industry has been increased by 4.3% and the up trend is still going up. There¡¦s a very large change in occupational location, the secondary labor market shares over half of the self-employed in 2003 comparing with 0.1% in 1991, they are forced by the industrial changes not to only the lower occupational location but the lower social status. The self-employed are shifting toward the non-urban area too, and the uncertainty of future coming with the high unemployment rate has made self-employed need to have an extra job or to change his/her job. 3. The small and medium enterprise have historically provided large proportion of employment labor market and non-agriculture self-employment sector, but industrial changes is slacking the trend for those employees to become a self-employed. 4. Over 70% out of the married female samples have kids, and ages of children have affected women employment choices. The older their children are, the higher possibilities are women to be self-employed. 5. Considering with the whole employed, although the mean monthly income of the self-employed increased, the quantity was relatively lower than others did. Education had a better performance in both the mean and the standardized mean score, but a fatal drop of occupational location strongly pulled down the Social-Economic index of the self-employed. Keyword: Self-Employment, Own-Account Worker, the Structure of Domestic Production, Knowledge-Based Economy and Social-Economic Index.

As globalization is under its way, enterprises should take the turbulent business environment into account as the normal conditions. Furthermore, the advancement of information technology (IT) facilitates the information flow between departments inside and outside organization, and which brings us more convenient & flexible communication. The force of globalization and the IT impact is not only influence the employment systems, but also restructure the relationship among them. Following the dramatic change is that enterprises try their best to look for flexibility to cope with business needs. Unlike the traditional employment system, the dispatched employment is a system which involves the interaction among the three parties (dispatched worker, dispatch agency and working enterprise). The purpose of this research is to investigate the operation of this atypical employment from the perspective of working enterprise in the consumer banking. The method employed in this research is in-depth interview with eight cases. The purpose of interviewing can be classified into three aspects: 1. Understanding the operations of working enterprise associated with dispatched affairs, including reasons for employing dispatched workers, positions, and standards for selecting dispatch agency. 2. From the enterprises point of view, how the dispatch agencies dispatch their workers, including the services offered from dispatch agencies, recruiting, and the management of employment relationship, etc. 3. What are the expectations from the working enterprise, and how should the government and dispatch agency work hand in hand to make the whole process smoothly.

Reviewing the whole development history of management and the era background, we can find that the theories and practices of management are always continuing changing and improving. In addition, each industry starts to promote and apply the theories and practices of management to the operation of its individual industry with the changes or evolvements of the all industries in the outside environment. With the coming of knowledge economy in the 21st century, here comes the birth of ¡§knowledge management,¡¨ and it also becomes the focus of the active implementation in each industry and business enterprise. First, knowledge management is actively implemented in business enterprises, bringing great effects and positive influences just like what Peter Drucker said in 1965¡X¡§knowledge¡¨ is going to replace tangible assets such as machines, facilities, capital, materials, and labors, and becomes the most important key element of production in business enterprises. Besides, ¡§knowledge workers¡¨ will also replace the traditional labors and become the most efficient instrument which brings great benefits to business enterprises. Likewise, a hospital itself is an organization, too. In fact, the medical staffs in hospitals such as physicians and nurses are right the knowledge workers who are able to drive knowledge management. Moreover, the implementation of knowledge management in healthcare organizations or hospitals is still in the beginning phase. For this reason, the study will explore the realization and practice of knowledge management between middle level managers and basic level nurses. With regard to the implementation of knowledge management, the study is going to explore the practices and comparisons between the middle level managers and the basic level nurses in terms of knowledge acquisition, knowledge creation, knowledge storage, knowledge spread, and knowledge application, and to explore the outcomes of the implementation of knowledge management between these two levels under the enabling factors of knowledge management. Through the analyses and comparisons of the interview cases, here are the results and findings of the study: 1. The knowledge that the middle level managers and basic level nurses mainly value is the professional knowledge and skills of nursing. Then the concepts of services and the access environment and safety of patients are also concerned. 2. With regard to the implementation of knowledge management, the middle level managers and the basic level nurses both think that there is no specific or fixed one person who is responsible for the implementation of knowledge management but all people who work together to implement knowledge management according to their individual responsibility and accountability; that is, knowledge management is achieved by the division of labor. 3. As to the process and enabling factors of knowledge management exerted by the middle level managers and the basic level nurses, here are the outcomes: (a) In terms of knowledge acquisition, for the basic level nurses in the units, the most sources of collected knowledge are from books, periodicals, magazines, and rarely theses; for the middle level managers, almost the same as the basic level nurses. However, there are still some differences. For example, the vice director in charge of academic affairs thinks e-mails are also one of the sources of collected knowledge; the other vice director in charge of clinical practices, the head nurses in the units are also one of the sources of collected knowledge. (b) In terms of knowledge creation, both the middle level managers and the basic level nurses think that there is the mechanism of rewards in the hospital, such as the points of reward money and the reward money for new ideas. Furthermore, there are the competition reward money for QCC projects and the reward money for research proposals as well. Nevertheless, there is no cooperation in research between the nursing units in the hospital and other outside institutes or organizations, but there is cooperation relationship between the hospital and the nursing schools. For instance, the hospital is open for the nursing practicum of nursing students. (c) In terms of knowledge storage, both the middle level managers and the basic level nurses think the knowledge stored in the nursing department and units is paper-oriented and documentation-oriented. The paper documentation is usually keyed in and saved in the Word files of computers. However, part of knowledge is possibly not presented through the paper documentation and not saved in so-called ¡§knowledge base¡¨ but then stored in personal brain through the oral sharing. (d) In terms of knowledge spread, there is one difference in the priority of the same ways frequently used to spread knowledge between the middle level managers and the basic level nurses. For example, the basic level nurses think the priority of the frequent ways used to spread knowledge in the units is informally oral dialogs, ward-checking, ward or morning meetings, and educational on-the-job training; the middle level managers, the priority of the frequent ways used to spread knowledge is educational on-the-job training, ward or morning meetings, seminars or studying clubs, and ward-checking. The best mechanism of knowledge spread in the units, both the middle level managers and the basic level nurses think, is educational on-the-job training. Meanwhile, there are also the small library rooms as the mechanism of knowledge spread in the units, but the effect of the library rooms is not that ideal in the viewpoints of the basic level nurses. (e) In terms of knowledge application, both the middle level managers and the basic level nurses think that they can effectively use the knowledge base composed of documentation and paper to find the information they need in short time, and the QCC projects are conducive to the quality improvement. In addition, both of them also think the knowledge and skills learned from the on-the-job training for the whole hospital employees and for the unit nurses can be applied to daily work. (f) In terms of the enabling factors of knowledge management, both the middle level managers and the basic level nurses think that the nursing department and the units encourage knowledge sharing and mutual discussion among employees. More than half of the basic level nurses think that the head nurses in the units offer them enough encouragement and support; the two vice directors as the middle level managers, their director offers them enough encouragement and support. Meanwhile, the majority of the basic level nurses think the ideal environment of knowledge development and the ideal welfare system of compensation management will make them be more delighted to share their knowledge and skills. However, the middle level managers think the support from the director, good leadership and positive approvals will make them be more delighted to share knowledge and skills. Moreover, most of the basic level nurses agree that the head nurses in the units will consider offering different courses of training to different employees according to their needs. The two vice directors as the middle level managers also think that the nursing department will also considering offering different courses of training to different employees according to their needs. Finally, the study proposes four suggestions to the case hospital, such as (1) improving the installation and application of knowledge flat-top building, (2) reinforcing the motivation and incentive of the mechanism of rewards, (3) opening the training courses of upgrading information ability for the nurses, and (4) adding one specific worker who is only responsible for knowledge management.