Suchergebnisse

From the premise that how we make peace is determined by how we define peace, this article attempts to add some clarity to the conceprualizations of peace and there by to peace research and practice. It identifies two basic orientations or paradigms of peace and elements of the worldviews that underlie each paradigm, drawing on contemporary conceptualizations and on philosophical and historical works. The two paradigms are contrasted with each other, and they are viewed as locations on a continuum of peace understanding that shows a way for peace researchers, practitioners, activists, and educators to communicate about peace. This article attempts to establish some common conceptual ground to enable all those concerned about peace to work together more effectively.

Deux des principaux types de programmes relatifs à la 'qualité de la vie au travail' sont la participation à la gestion et la redefinition de la tache. On interprète habituellement ces programmes comme étant des réponses de la direction à l'agitation des travailleurs, qui visent à augmenter la motivation de la main d'oeuvre. Cet article s'attache aux programmes de redéfinition de la tache, et soutient que ces programmes (a) ne sont pas principalement des réponses à l'insatisfaction des travailleurs, et (b) atteignent les buts de la direction non par une alteration de la conscience des travailleurs, mais par une rationalisation du procès de travail. Les conditions économiques et technologiques qui fondent les décisions des patrons sont illustrées et débattues. De plus, une évaluation critique est presentée, de la thése selon laquelle les programmes de redefinition de la tache profitent autant aux travailleurs qu'à la direction.Two major types of QWL programs ‐ participative management and job redesign ‐ typically are understood as corporate responses to worker unrest intended to develop a highly motivated workforce. This paper concentrates on job redesign and argues that it 1/ is not primarily a response to employee discontent and 2/ achieves corporate goals not by altering workers' consciousness but by rationalizing the labour process. Economic and technological conditions which underlie corporate decisions to modify the division of labour are discussed and illustrated. The claim of QWL proponents that job redesign equally benefits labour and capital is also critically assessed.