A theoretical framework on how to manage crises in Chinese organizations. The authors connect crisis management theories with practical examples from Chinese companies tohelp deepen the understanding of Chinese work culture and practices. The authors believe that this volume may contribute to better crisis management not only in Chinese organizations, but also in organizations from other countries. Learning from mistakes and from the positive solutions to such situations could be the key to future success. Improvement in the management of critical situations in organizations could lead to improvements in the economy as a whole.
Abstract ContextTrapping design influences information collected about wildlife populations and biodiversity. Trapping is also resource-intensive and has animal welfare implications. AimsThe scientific, financial and ethical performances of three trap designs were compared for estimating diversity and sampling small vertebrates. MethodsSmall vertebrates were trapped over 16 trapping sessions, from April 2009 to May 2011, with aluminium box-style (Elliott) traps and two pitfall trap designs (shallow–wide and deep–narrow), in an arid environment. Key resultsShallow pitfalls recorded highest overall species richness (S=22) and diversity (qD=10.622), reptile diversity (qD=8.112) and reptile capture rates (13.600 individuals per 100 trap nights). Shallow and deep pitfalls sampled ~79.0% and 85.0% (respectively) more small mammals than did Elliott traps. Deep pitfalls sampled the greatest diversity (qD=6.017) and number (29.700 individuals per 100 trap nights) of small mammals, and captured the greatest number of small mammal species (0.003) and individuals (0.106) per dollar. Shallow pitfalls were the most cost-efficient trap type for sampling reptile species (0.003) and individuals (0.044) per dollar. Between-session recapture rates were greatest in Elliott traps, indicating an increased likelihood of biased capture rates for certain small mammal species over time. Elliott traps were the least efficient traps on most scientific and cost measures, and recorded the greatest overall recapture rates, particularly for Sminthopsis crassicaudata and S. macroura. Body size of one species only, the nationally threatened Pseudomys australis, influenced its capture rate, with larger individuals more likely to be caught in deep pitfalls. Mortality was highest in pitfalls and mostly related to interactions between animals caught in the same trap. Key conclusionsShallow pitfalls are suitable for studies focused on estimating species richness, and reptile diversity and abundance. Deep pitfalls are cost-effective for sampling small mammals. Ethical issues associated with pitfalls could be managed by checking traps more often at night, and/or including materials that provide increased protection from predators caught in the same trap, particularly during periods of high abundance. ImplicationsTrap design profoundly influences cost-effectiveness and welfare outcomes of wildlife research. We provide a tool to assist cost-benefit related decisions.
A questionnaire was sent to the Ministries of Justice of all EU Member States, and by them to local lawyers and scholars to verify the answers, in order to determine the remedies provided by law and applied in daily practice in each country for a violation of the right to counsel in criminal proceedings. This article reports on the answers received. An overview of the gathered data is provided, complemented by a discussion of how the remedies for a violation of the right to counsel in Europe should evolve. Based on the gathered data, the author demonstrates that even after the transposition of Directive 2013/48/EU, the diversity of such remedies is very great between the Member States. As the strength of the right is dependent on the remedies provided when it is violated, the EU should address this diversity if its goal is to enhance the right to counsel in all criminal proceedings conducted in the EU.
Women constitute half of total population in India. The roles played by men and women in the society are not biologically determined but socially justified through the culture or religion. Indian history has exposed instances of discrimination against women infringing their rights for equality, liberty and freedom. It diluted their status in the society and made them a 'weaker sex'. Indian Constitution forced the social system to divert from the discriminatory ideologies towards equity.Women are compelled to spent much time in performing household and domestic works, which are either not paid or less paid, to force them to lead life under poverty.Economic disparity among gender persists, as women engage in much of the unpaid works in the family and community. Women should be encouraged to contribute equally like men, through education and employment, to attain inclusive growth in the country. Promoting economic empowerment among women is possible by identifying job opportunities, eliminating power imbalances at workplace, facilitating them the power of decision making, realizing leadership, creating career opportunities for their sustainable growth. Women should be partners for the task of nation building at par with men. People should enjoy equal opportunities, rights and obligations justifiable in the political system. The balancing work and life of women is a challenge to both women and organizations in India. This paper highlights about legal and policy framework for bringing work life balance at workplace and states the benefits derived from the work life balance strategies to the employees, organizations and families in general.
Drawing on learning and generational theory, we investigate the effect of socio-economic and contextual conditions on managerial learning and organizational development. Using data from 3657 managers across 20 countries, we untangle the interactive effect of national culture and generational cohort on learning goal orientation (LGO). Managers from younger generations (e.g. generation X) had a stronger LGO than those in older generations (e.g. Baby Boomers, those born between 1946 and 1959). Performance orientation (PO) moderated the relationships so that the gap was stronger in high PO cultures. A validation of a model using hierarchical linear modelling (HLM) supports a cross-level moderation model of PO on LGO. Our study provides important first evidence of the value of the multilevel analysis to understanding LGO in different groups of managers, improving scholarly capacity to understand the multilevel and cross-level effects that govern the workplace. It also supports cross-level studies for the development of global managers from different generational groups. We extend LGO research by identifying the contextual influence and how this impacts on the behaviour of managers across different societal 'structures' (e.g. generations) and societies (e.g. cultures). The results provide practical suggestions that make a difference in the workplace.
Purpose The purpose of this paper is to examine the experiences of marginalized women in achieving equal pay for work of equal value. The research focuses on Ontario, Canada, as this is a leading jurisdiction globally in implementing legislation on pay equity. It provides an opportunity to understand the lived experiences of women whom scholars have identified as particularly vulnerable in workplaces.
Design/methodology/approach This is a qualitative research study. Twenty-three interviews were conducted with women defined as marginalized. Thematic analysis was used to analyze the data.
Findings Three themes resulted from the analysis: early employment experiences, cultural challenges at work and inequities in pay. The authors found that not only do structural and organizational barriers limit the ability of marginalized women to achieve parity in the workplace but there also is a hidden social element that requires further investigation.
Originality/value The gender pay gap is wider for marginalized women, even after three decades since pay equity legislation was implemented in Ontario. There is a dearth of research on why this is the case. This study adds to the literature by focusing on a broader set of factors, in addition to legislation, that must be considered when focusing on solutions to the gender pay gap.
L'autrice analizza le disposizioni del decreto legislativo 9 aprile 2008, n. 81, e successive modificazioni,riguardanti l'organizzazione del sistema aziendale di prevenzione, con particolare riferimento alla disciplina in tema di servizio di prevenzione e protezione dai rischi, gestione delle emergenze, medico competente e sorveglianza sanitaria, così da evidenziare gli elementi di continuità e di discontinuità rispetto alla normativa pregressa, nonché le criticità presenti nella legislazione vigente, in relazione alle quali sono proposte possibili soluzioni interpretative.The author analyzes the provisions of the Legislative Decree no. 9 April 2008, n. 81, as amended, concerning the organization of the system of prevention, with particular attention to the discipline of the risks prevention and protection service, the emergency management, the occupational health physician, and the workplace health surveillance, in order to highlight the elements of continuity and discontinuity with respect to the previous legislation, and also the critical issues in the current legislation, in relation to which possible interpretative solutions are given.Parole chiave: salute e sicurezza sul lavoro, servizio di prevenzione e protezione dai rischi, medico competente, sorveglianza sanitaria, emergenzeKeywords: health and safety at work, risks prevention and protection service, occupational health physician, workplace health surveillance, emergencies
PurposeThis article aims to report on the state of employee relations in the Swazi textile industry, based on case study evidence. It focuses on workplace dynamics, employment relations, and the role of the state in shaping and reinforcing these relationships.Design/methodology/approachThe research is based on interviews with employees of Texrey identified through a snowball sampling. Further open‐ended questions for supervisors, management, government representatives and trade union leadership were used. The paper also relies on existing literature on the historical character of employment relations.FindingsThe institution of the monarchy has since abandoned the outdated tindvuna system but still retains control in the workplace. It still seeks to perpetrate a thinking that trade unionism is a foreign ideology and that Swazi workers are the king's regiments. There is also an existence of apathy and fatalism from workers arising from their desperate situation and poor prospects.Research limitations/implicationsThe textile industry in Swaziland is quite hostile to researchers and therefore access to employees and some crucial information was denied. Second, the study was conducted in one factory, thus it may not be a true reflection of the whole textile industry.Originality/valueThis paper sheds further light on the relationship between political authoritarianism, foreign investment and labour repression in southern Africa.
Since the mid-2000s, the spreading discourse of "diversity" in French companies has relied on the idea that it is a "resource to be employed." This article analyzes the social logic and the shaping of this rhetoric in the promotion of the movement, by which the legal constraints of anti-discrimination has been transformed into a managerial class. After returning to the origins of the Anglo-Saxon concept of "diversity management," the article demonstrates that the French acclimation to this discourse has been the product of a mobilization project on the part of a small group of actors, who are predisposed by their professional position to promote social justice through the prism of the marketplace. Finally, in the interest of diversity, the principal accounts of the rhetoric are analyzed in detail. Adapted from the source document.
How to handle difficult discussions in the workplace Packed with practical and pragmatic suggestions and methods for dealing with the tough stuff at work, this unique and helpful book features simple diagnostics, models, and processes that you can put to use immediately. The author team shares their years of research and experience so that you can benefit from their case studies and examples, all of which are aimed at increasing the confidence of anyone working in a management or leadership role. You'll discover how the science of human behavior—both verbal and nonverbal—plays an
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AbstractThere are more women employed by police agencies today than ever before. Their role and workplace experiences have changed significantly from the time that they were first employed as police matrons in the late 1800s‐early 1900s. This article covers the history of women in policing. It provides an overview of past and contemporary research focused on female police officers. A trend found in the contemporary research reveals that there are many similarities among male and female police officers. This trend is interesting as policing has traditionally been a male dominated profession in the United States.
In: Fran Humphries, Michelle Rourke, Todd Berry, Elizabeth Englezos and Charles Lawson, 'COVID-19 Tests the Limits of Biodiversity Laws in a Health Crisis: Rethinking 'Country of Origin' for Virus Access and Benefit-sharing', (2021) 28 Journal of Law and Medicine 684-706
Community Biocultural Protocols (CBPs) are environmental governance mechanisms for biodiversity that aim to establish, at the local community level, a normative framework for the central themes discussed in the framework of the Convention on Biological Diversity (biodiversity conservation, traditional knowledge, prior and informed access, benefit sharing, agro-biodiversity conservation, etc.). This article aims to shed light on the local implementation of this type of protocol in the Indigenous territory of Guna Yala (Panama). It allows us to place the specific mechanism of the CBPs in the long history of the Gunadulegan with regard to relations with scientific circles and the question of the coupling between biological and cultural diversity. It is also an opportunity to contribute to a reflection on the institutionalisation of the idea of bioculturalism.
Abstract The purpose of this correlational cross-sectional study was to explore the relationship between workplace empowerment and job satisfaction of nurses working in WRHA hospitals, following major organizational restructuring. Restructuring and downsizing in healthcare are not considered new phenomena. Healthcare organizations underwent numerous reforms in the early and mid-1990s. Two decades later, the healthcare sector is once again the target of restructuring. In 2017, the Winnipeg Regional Health Authority (WRHA) experienced considerable restructuring as the provincial government attempted to improve the effectiveness and efficiency of healthcare delivery to deal with budget short falls and improve quality of care. There has been minimal effort to understand the influences of structural empowerment on job satisfaction in more dynamic organizational contexts, such as organizational restructuring, especially, in Winnipeg, Manitoba. Kanter's Structural Theory of Organizational Empowerment (1977, 1993) is a framework that explains empowerment within the context of the organization. This study was conducted using a cross-sectional descriptive correlational study. An online survey methodology was used for this study. A total of 177 respondents (n=177) completed 3 questionnaires - Condition of Work Effectiveness Questionnaire-ll, the Mueller and McCloskey Satisfaction Scale, and a demographic questionnaire. The results of the study revealed that overall scores of structural empowerment, each subscale of structural empowerment was positively related to job satisfaction, and mandated overtime was negatively related to job satisfaction. This study furthers our understanding and knowledge about the importance of providing an empowered workplace environment for nurses following organizational restructuring, and its potential to impact job satisfaction. ; May 2021
