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"Information officially compiled for the use of recuiriting officers, military representatives and tribunals." ; Mode of access: Internet.

"Work means everything to us," James Livingston writes in the introduction to his recent book,No More Work: Why Full Employment Is A Bad Idea. The meaning of work, what Livingston calls the work ethic, is our problem. "And we've believed that, even if it sucks, a job gives meaning, purpose and structure to our everyday lives—at any rate, we're pretty sure that it gets us out of bed, pays the bills, makes us feel responsible, and keeps us away from daytime TV." The time for this mode of thinking, we learn, has passed. "These beliefs are no longer plausible," Livingston says. "In fact, they've become ridiculous, because there's not enough work to go around, and what there is of it won't pay the bills."

The existential impact upon social work began in the 1960's with the emphasis upon freedom, responsibility and a sense of the absurd. It affirmed human potential while faulting the deterministic thinking that was popular with psychological theorists at that time. It was open to the prospects of spirituality, but was less than optimistic concerning great progress among social institutions. It was a forerunner to the strengths-based social work programs of our present day.

To help overcome their resistance, workers need to understand the difference between professional and volunteer roles, the nature of a volunteer development system, the self-actualization aspect of volunteering, the volunteer as mediator and advocate, and the growing value of professional-volunteer collaboration.

Abstract
Language inevitably plays a key part in the infrastructure of transnational domestic work. Many who work and have worked in the domestic sector in Sweden have Swedish as their second language. The object of this study is to investigate the ways in which this fact is reflected in the marketing of domestic work historically as well as currently. Drawing on two datasets – personal advertisements by job seekers published in a Swedish daily during the twentieth century, and corporate marketing by contemporary cleaning agencies – the study discusses how references not only to language competence, but also to prospective language learning are used in the marketing of domestic work. While the phenomenon of domestic work, especially when performed by migrants, has been a resilient space of upset in the Swedish society for the last hundred years, the article argues that references to language are used to navigate tensions.

While the U.S. military might at first glance appear to be a model of rigidity rather than flexibility, there are strong incentives to address the work-family concerns of service members and their families. From a work-family perspective, military service generates substantial structural, energy, psychological, and behavioral tensions with family life. Although the U.S. military had already implemented extensive programs, policies, and practices to support families prior to the current conflicts, the wars and demographic changes have spurred the development of innovative new models, some far outside previous boundaries of military workforce flexibility. Future challenges include continuing to adapt as military conflicts and missions evolve, defining the ideal balance between military support and family self-sufficiency, sustaining excellent leadership throughout the military around work-family issues, and caring for the millions of individuals whose lives have been changed by their own or a loved one's military service during the past decade.

Remote, home-based work has long been devalued in the United States as it is associated with flexible work, disproportionately pursued by women, and a violation of ideal worker norms. The shutdowns during the COVID-19 pandemic created a scenario where a large proportion of professional/white-collar workers experienced remote work; and workers and managers witnessed the potential for continued productivity. This potentially shifted managers' perceptions of remote work, no longer signaling deviance from the ideal worker norm. Conversely, it may still trigger workplace penalties, despite wider adoption during the pandemic. Understanding these perceptions is important, especially for workers with young children who disproportionately access remote work. This study tests competing explanations for productive employees with young children through a survey experiment that assesses whether managers perceive that managers (i.e., their peers) (1) are equally supportive of remote and in-person employment; (2) think that rewards should be allocated differently in light of work location; and (3) impose different performance expectations in light of work location. We find that managers perceive that peers allocate higher rewards to in-person workers. This is partially explained by different perceptions of leadership, work commitment, and to a lesser extent competence. We do not find gender effects.

The subject matter of this master thesis project is work/non-work balance. The emphasis is on technology, how technology is important player in everyday struggle to achieve work – life balance. The purpose is to explore to what extent organizations and employees actually use technology and what are the consequences of such technology use on work/non-work balance. It is very important for HR departments to understand the way how technology shapes people lives in order to develop further HR policies that will help them to achieve balance between work and life of their employees. Thus, the question of this master thesis is to what extent employees perceive balance between work and non-work domains due to the availability and use of technology? The work is divided into three sections; first one is theoretical part that describes work and non-work domain, and their interface. Second section describes the methodology and results from a survey study, and last, third section contains discussion and conclusion of the results. According to the results, technology progress did change people lives in one way or another, thus, HR departments cannot neglect technology in HR policies. ; O tema do projecto desta tese de mestrado é o balanço entre o trabalho e fora do trabalho. O enfâse é feito sobre a tecnologia e como a tecnologia é importante na luta do dia-a-dia para atingir balanço entra a vida pessoal e a vida profissional. O propósito está em explorar o nível extensivo que as organizações e respectivos colaboradores, actualmente, usam a tecnologia e quais são as consequências do uso da mesma para balançar o trabalho e fora do contexto de trabalho. É muito importante que os departamentos de Recursos Humanos entendam esta relação e como ela formata a vida das pessoas de modo a desenvolver novas politicas de RH que ajudarão os colaboradores a atingir balanço entre a sua vida pessoal e profissional. A principal questão que se impõe nesta pesquisa é: até que níveis os colaboradores percepcionam o balanço entre o seu trabalho e fora do contexto de trabalho, devido à possibilidade de usar a tecnologia? O trabalho está dividido em três sectores; primeiro encontra-se a teoria que descreve o trabalho e fora do contexto de trabalho e a sua interface. No segundo sector descreve-se a metodologia e os resultados do questionário e estudo. No terceiro e ultimo sector desenvolve-se a discussão e conclusão dos resultados obtidos anteriormente. De acordo com os resultados, o progresso tecnológico realmente apresentou mudanças na vida das pessoas de uma maneira ou de outra, o que leva a crer que os departamentos de RH não podem negar a tecnologia como factor nas politicas de RH.

Intro -- Acknowledgements -- EIGHT REASONS WHY YOU NEEDOUR PROCUREMENT GUIDE -- TABLE OF CONTENTS -- INTRODUCTION -- PART 1 :PUBLIC SERVICE AND PROCUREMENTCANADA (PSPC) -- PART 2 :RETIRED PUBLIC SERVANTS -- PART 3 :THE OUTER, MIDDLE AND INNER CIRCLESOF GOVERNMENT CONTRACTING -- PART 4 :METHODS OF SUPPLY AT PSPC -- PART 5 :MUST-KNOWS ABOUT PSPC PROCUREMENT& -- PREPARING YOURSELF TO WIN -- PART 6 :WINNING GOVERNMENT CONTRACTS& -- MOVING TO THE MIDDLE CIRCLE -- PART 7 :WHEN THINGS GO WRONG -CHALLENGING YOUR LOSSES -- PART 8 :RECOMMENDATIONS TO IMPROVETHE CONTRACTING PROCESS -- APPENDIX A: ACRONYMS -- APPENDIX B: DEFINITIONS -- APPENDIX C:FEDERAL GOVERNMENT ENTITIES.

Who needs work-life balance? -- The case for work-life balance: physical and emotional health -- Stress and the SNS -- The further case for work-life balance: learning and performance -- The good news: we can recover -- Your work-life balance assessment -- Work/life balance assessment example -- Your work-life balance assessment -- Conclusion