Productive Workplaces, 25th Anniversary Edition, traces the origins of and
validates “getting the whole system in the room,” a principle that has influenced
large scale projects ever since the 1987 edition. The book was
voted one of the five most influential books in the field by theOrganization
Development Network in 2004. It provides a model, guidelines, and successful
methods for improving organizations under conditions of nonstop
Policy governs many aspects of the professional lives of educators. It is also central to their and the sector’s response to crises such as the HIV/AIDS epidemic. As such policy can contribute directly to curtailing the attrition of educators, by encouraging and providing protection against threats such as HIV/AIDS, and by creating a positive and supportive working environment. This study examines workplace and HIV/AIDS policies from the Department of Education (DoE) and the HIV/AIDS policies of two trade unions, as part of a broader study looking at the attrition of educators.
In 1998, the Occupational Safety and Health Administration (OSHA) began work on developing a standard that would have required all workplaces to establish a safety and health program, which uses management tools that address general behaviors and procedures to reduce the risk of occupational injuries and illnesses.
Imagine you’re invisible. When others make decisions or offer services, they don’t acknowledge you. Your voice isn’t heard. This invisibility confers upon you two things: an existence where those around you don’t acknowledge your presence or your contributions, and an exis- tence where you can’t find help to solve your challenges and become “un-invisible.”
“Why me?”, “It is hard to stay focused”, “I am overloaded with work”, “I even have no time to
breath!” or “My work is boring and degrading”… These are the phrases we usually hear around
the workplace or even from ourselves. They are accompanied by headaches, insomnia…The sign
of depression –“stress” in modern life, appears when work and life tense us up and make us
tired. For the positions that are constantly put under pressure such as the manager, securities
Few will deny that the increasingly omnipresent nature of the World Wide
Web in the workplace is dramatically revolutionizing the manner in which we
work. The advantages of the World Wide Web are the ability to gather, communicate,
distribute, share, and store information publicly in real time (Davis
& Naumann, 1999). The reach and range of the World Wide Web is phenomenal
(Evans & Wurster, 2000) and employees have increasingly been given
access to it in the workplace.
At the same time, high tech professionals often perceive work as a “serious game” (Strannegård & Friberg,
2001), and not drudgery: they involve in playful behaviors at work (Hunter, Jemielniak, & Postuła, 2010).
Software engineers often participate in non-paid, open collaboration production (Lakhani & Von Hippel, 2003).
Modes of collaboration established in virtual and high-tech communities are similarly transforming
workplace relations in the brick-and-mortar organizations (Benkler, 2006).
Since the World Wide Web is an integral component of our workplaces, then management of personal use is a timely topic. There seems to be two major perspectives framing the management of personal Web usage (PWU) in the workplace
The Internet has become one of most technological necessity tools in today’s workplace. With the broad scope of its usefulness and its ease of use, employees find the technology most beneficial to their daily work activities as well as their personal activities.
This study sets out to examine whether employee web usage patterns, attitudes toward web usage in the workplace, and organizational policies are more similar (convergence thesis) or less similar (divergence thesis) in three countries
Tuyển tập các báo cáo nghiên cứu về sinh học được đăng trên tạp chí sinh học quốc tế đề tài : Workplace violence and gender discrimination in Rwanda’s health workforce: Increasing safety and gender equality