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In December 2012, militants began targeted attacks on workers going door to door in Pakistan delivering polio vaccine, including members of a community health worker cadre called Lady Health Workers (LHWs). Over the next several years, more than 50 workers, most of them women, were murdered as they worked. Media accounts frequently refer to these workers as "aid workers" or "heroes." This paper complicates and theorizes this conception. Two conflicting moral economies around the work of LHWs existed before the targeted killings began; both have amplified since. One, shared among the LHWs themselves, centers around ideas of community health work as deserving of remuneration just like other government work. The other, promoted by the Global Polio Eradication Initiative at the international level, conceptualizes ground level workers like LHWs as "heroes," not as labor—eclipsing the LHWs' own discourse in the international sphere.

This article discusses how to comprehend why people working in unskilled jobs are less likely than other groups to position themselves as educable subjects and engage in adult education and training. The article outlines how different research traditions examining recruitment to and participation in adult education and training reveal and explain distinctive participation patterns. These traditions are critically reviewed to identify how they provide specific understandings as well as certain blind spots. The review reveals a striking absence of research into unskilled work and thus a tendency to overlook how engagement in particular kinds of work condition people's perception of adult education and training. It is finally argued that future research must pay closer attention to people's specific work-life and examine how engagement in specific historical, social and material (changing) work practices condition their perception of adult education and training. (DIPF/Orig.)

Heinsch M. Getting down to earth: Finding a place for nature in social work practiceAccording to Wilson's biophilia hypothesis, people have an innate need to associate with the natural world, and this connection can enhance their physical and psychological well‐being. This hypothesis has sparked an interest in the health benefits of human connection with non‐human nature across a wide range of disciplines backed by evidence of the role of the natural environment in enhancing human well‐being. This article summarises the literature on the health benefits of nature, arguing for the application and positive impact of a nature‐based approach in social work. It challenges practitioners to recognise and articulate the role of the physical environment in their day‐to‐day practice. Implications for social work are identified in recommendations for enhancing opportunities to include non‐human nature in future social work practice.

Intro -- Acknowledgements -- The budget holders and their support workers -- Contents -- Glossary of terms -- Abbreviations -- Tables -- Abstract -- 1 Introduction - Setting the scene -- 1.1 Rationale for the study -- 1.2 Conceptual approach -- 1.3 Research methodology -- 1.4 Language -- 1.5 Structure -- 2 Conceptualising support work relationships in the context of personal budgets -- 2.1 Introduction -- 2.2 Support work relationships and personal budgets -- 2.2.1 Support work as a relationship -- 2.2.2 Interdependence within support work relationships -- 2.2.3 Context of the support work relationship -- 2.2.4 Support work relationships in the context of personal budgets -- 2.2.4.1 Personal budgets and support work relationships -- 2.2.4.2 The administration of personal budgets and support work relationships -- 2.2.5 Summary -- 2.3 Personal budgets in Germany and Australia -- 2.3.1 German context of personal budgets -- 2.3.2 Australian context of personal budgets -- 2.3.3 Summary -- 2.4 Research questions -- 2.5 Conclusion -- 3 Methodological approach to the study -- 3.1 Introduction -- 3.2 Institutional Ethnography -- 3.2.1 Institutional Ethnography as a social theory -- 3.2.2 Institutional Ethnography as a method of qualitative inquiry -- 3.2.3 Combining the theory and empirical method of Institutional Ethnography -- 3.3 Critical reflexivity -- 3.3.1 Researcher reflexivity and Institutional Ethnography -- 3.3.2 Managing the researcher experience through critical reflexivity -- 3.4 Research participants and sites -- 3.4.1 Selection of research participants -- 3.4.1.1 Service professionals -- 3.4.1.2 Budget holders and support workers -- 3.4.1.3 Research sites -- 3.4.2 Recruitment of research participants -- 3.4.2.1 Service professionals -- 3.4.2.2 Budget holders and support workers -- 3.5 Research methods -- 3.5.1 Interviews.

"It used to be that businesses could ask individuals to conform to the organization's needs. But now leaders are charged with creating the best company on earth to work for: they must transform their organizations to attract the right people, keep them, and inspire them to do their best work. In Why Should Anyone Work Here? Rob Goffee and Gareth Jones identify the six key organizational attributes to do just that. In separate chapters, they delve deeply into each one: 1. Let people be themselves 2. Practice radical honesty 3. Magnify people's strengths 4. Stand for authenticity (more than shareholder value) 5. Make work meaningful 6. Make simple rules With vivid stories and examples, the authors illustrate the kind of strong, attractive workplace culture that leads to sustained high performance. They also provide ways of assessing how your company is doing, and describe the tensions and trade-offs that leaders must manage as they transform their organizations. Why Should Anyone Work Here? is the question all contemporary organizational leaders must constantly ask themselves if they want to survive and thrive in the new world. This is the book that will help them answer that question"--

The introduction of 'gig work' has been accompanied by an official discourse which highlights the benefits for 'gig workers', especially as arises from the more autonomous nature of this particular type of employment. In contrast, this paper draws upon the cultural political economy approach to argue that the move towards gig work is more accurately conceptualised as an attempt to legitimate the further flexibilisation of labour markets within advanced industrial democracies, seeking to construct economic imaginaries that are best described as a form of 'fictitious freedom'. In drawing on the cultural political economy approach, the paper explores the interaction between the structural, discursive and technological selectivities which have generated these outcomes. This is done through a discussion of the case of Japan, which is selected as a key case that highlights the tensions and pressures leading to the introduction of gig work in this way across the advanced industrial democracies. The article shows how gig work sees new digital technologies used in an attempt to increase productivity and thereby further growth, locking gig workers into low-skilled and low-paid super-fragmented tasks, whilst at the same time heralding the benefits that gig work can provide for a range of contemporary problems.

In the fraught relationship between capitalist economy and political democracy, the latter often comes off second best. Have we come to accept that democracy ends at the factory gates? This article argues the contrary – that there are reasons enough today to establish and enforce the status of citizenship for employees at work. Today's working people have such diverse personal circumstances and working conditions that only their status as 'citizens' gives them a common social bond that fosters solidarity. The demand for 'reconciliation' of work and life outside of work is now being formulated more radically: namely that people should not remain objects of economic authority, but instead that labour relations should be remodelled according to human needs. Citizenship at work is a step towards the democratic humanization of working life. Individual citizen rights are not a substitute for collective employee participation, but give it an indispensable foundation. This article traces the development of the concept of citizenship at work and outlines its prospects of becoming a reality. It draws on progressive democratic and republican values and impulses for change and sets them against a still often autocratic corporate culture.

This work examines various organizational problems that contribute to the phenomenon of passive addiction. Future technological and economic changes may lead to the emergence of active addiction, a state of work that is blended with life and is actively embraced by the worker with a spirit of creativity and innovation

When Scarlot Harlot coined the inclusive term sex worker in the 1980s, she intended to (1) eliminate the negative stigma associated with the word prostitute, and (2) align sex workers' rights to women's rights. Prostitution is illegal in the U.S, with the exception of certain brothels in Nevada. Due to its illegality and negative moral reputation, prostitutes are stigmatized as being dirty, criminals, drug addicts, and sluts. The word sex work was intended to change the perception of sex workers into strong, powerful, and independent women. Decades later, the role of sex workers in feminism is still being challenged by anti-abolitionist feminist who believe that sex work is inherently coercive, exploitive, and patriarchal. Pro-sex-work feminist, however, have successfully included sex workers in discourse of women's empowerment through a sex positivist framework. To what extent does the Sex Workers' Movement align with sex positivism? I conducted a discourse analysis on two sex positivist influencers on Instagram. My research concluded that sex work is being advocated through sex positivism in three main areas: ownership of derogatory terms, sex work as a human right, and sexual safety. Aligning sex work with feminist values give a greater voice and political standing to sex workers' rights.

The study aimed to present a critical reading of the legislation governs the authorization of academic work in Jordanian universities by reviewing its conditions، regulations, the extent of its legitimacy، and its compatibility with practical reality. Especially those related to proficiency in a foreign language and specialized and technical training، in a way that reveals - automatically - the causes of non-activation the regulations provisions of practice academic work in Jordanian universities and colleges، despite the fact that it has been Permeable for more than twelve years ago. This study was based on a critical reading using both inductive and analytical approaches، This reveals the reason why Jordanian universities have not applied the provisions of the academic work practice system since 2008، in addition to the ambiguity of the criteria for granting licenses for the practice of academic work، when measured in terms of application، the lack of technical support and the absence of agencies and centers qualified to train and evaluate applicants for a license to practice academic work in In light of the presence of teaching staff of different age groups، it is difficult to integrate them in e-learning. This study was also concluded with a set of recommendations that included an amendment to the Jordanian Universities Law by lowering the upper age limit for faculty members، and reformulating the system for the practice of academic work by exempting those who are qualified for university teaching from the human specialties from the foreign language requirement، in line with the provisions of the Constitution and the Law on the Protection of the Arabic Language، and the necessity The Council of Higher Education issued foundations clarifying the nature and content of the training courses and tracks referred to in the system and instructions related to the practice of academic work، and indicating their sources without limiting them to aspecific center.

Work over Welfare tells the inside story of the legislation that ended ''welfare as we know it.'' As a key staffer on the House Ways and Means Committee, author Ron Haskins was one of the architects of the Personal Responsibility and Work Opportunity Act of 1996

This inductive study of 44 consultants in a prominent consulting firm examines how consultants set work-life boundaries without getting stigmatized and how they develop their workplace relationships into sources of help for this process. Within this organization, dominated by the ideal worker norm, we found a hidden, self-sustaining network of consultants who delivered excellent work while violating the ideal worker norm without stigmatization. Their way of working was based on a coherent set of beliefs about work and the work-life interface we named the sustainable worker schema, which contrasted with the ideal worker schema in all ways except in the ultimate goals: high performance and excellent work. Essential to this way of working was not only effective management of boundaries between work and life outside of work (work-life boundaries) but also effective management of boundaries around each work task or project (work boundaries). Consultants who embraced the sustainable worker schema worked fewer hours and achieved higher satisfaction with work-life balance than their counterparts. Together, these findings highlight the importance of embracing the centrality of work in work-life research; underscore the power of invisibility when challenging the ideal worker norm; and paint a rich picture of boundary work as a network-level phenomenon. Funding: This work was supported by Simmons University [Diane K. Trust Chair in Leadership Development, President's Fund for Faculty Excellence] and University of Massachusetts Amherst [John F. Kennedy Faculty Fellowship].

Faculty(both government and private colleges)frequently suffer from stress owing among other factors, to the characteristics and physical working conditions typically found in their working place. It is estimated that work stress costs the nations billions of dollars a year in last outputs, health care expenses and stress related lawsuits (National institute for occupational safety and health-2005).Work stress is a timely and important topic for workers, that is the condition in which some factors or combination of factors interferes with the worker to disrupt her physical, psychological or behaviourial effect most affected persons by this problems particularly female who irrespective of the unit(public or private)in which they work frequently suffer from stress. Several studies point out those lecturers, assistant professors, HODs report that they feel stress in their work. Through their dealings with suffering, illness they confront existential issues on a daily basis. They have to cope with stress at work and even in their family lives.

The "Parent Outreach Worker Program" (POW program) aims to identify, reach out to, and assist families with children who may be isolated or otherwise struggling by providing them with increased access to services and support. The POW program is currently being piloted in two priority neighbourhoods of Guelph, Ontario. The POW program is part of a cross-sectoral, community-based "Nurturing Neighbourhoods" initiative that is grounded in the philosophies and principles related to the social determinants of health, health equity, and early help in child welfare. This report details the findings of an evaluation that was conducted in 2013-2014 to determine whether the POW program is being delivered as planned and the extent to which it is achieving its intended outcomes. Evidence used for the evaluation include program implementation data inputted by the Parent Outreach Workers (POWs) and a series of interviews and focus groups conducted with program stakeholders including the POWs, parents who use the POW program, and a variety of associated service providers and community resource people. This early evaluation evidence indicates clearly that the POW program is generating very significant outcomes for priority families as direct supports and as intermediaries between those families and the community resources they need. The POWs occupy an important space in marginalized communities, the evaluation evidence shows, between formal services, informal community supports, and the families most in need of support. Also emerging from the evaluation data are some key "Impact Pathways" through which the POW program is generating results. These Impact Pathways reflect many of the strategies found to be effective in research literature on other outreach programs, and as such may serve as a best practices framework for the establishment of similar programs in other neighbourhoods.