Workplace Management

The diversity management challenges faced by the multi-religious Lebanese society reflect the ones that the world is increasingly experiencing with globalisation and the increased migration. Still, the management literature on religious diversity remains under-developed.

The objective of this chapter is to examine the patterns of religious diversity management in Lebanon. This diversity scheme refers to the power distribution among the different religious communities rather than on the moral issues or the freedom of practising religions in organisations or in the social life. The study is based on twenty qualitative interviews conducted with Lebanese men and women who spent part of their lives and careers in Lebanon and the other part in France.

Findings showed that the religious diversity scheme in
Lebanon obstructed participants’ access to job opportunities and their career advancement. The chapter challenges existing diversity theories that ignore equality matters and focus mainly on equitable representation of people at workplace according to their group membership. Findings suggest that equitable religious diversity schemes should be coupled with merit-based treatments in order to offer equal opportunities in the increasingly religiously diverse societies.

Partiendo de la premisa de que las estructuras organizacionales existentes en la actualidad en las instituciones de educación superior, contribuyen a generar rezagos en la calidad educativa y a poner barreras a la transformación de las escuelas en organizaciones que aprenden, en este trabajo se realiza una propuesta para modificar las formas de organización del trabajo de las universidades y transformar su estructura jerárquica, con el fin de dar cabida a una organización más flexible. Los cambios que se proponen están orientados a la creación de ambientes y espacios que favorezcan la labor de todos los que colaboran en la universidad, especialmente los docentes y el director. Para lograr este objetivo, se ha considerado importante utilizar un enfoque de procesos estratégicos en los que se reorganicen las funciones, puestos y trabajo de conocimiento de todos los miembros de la universidad. De esta manera se busca que los docentes se vean beneficiados por los esfuerzos institucionales en su conjunto, pero sin perder de vista que el objetivo central seguirá siendo la calidad educativa.

EXAMINATION OF OCCUPATIONAL ACCIDENTS OCCURRED IN SHIPYARDS: A RISK ANALYSIS IN PERSPECTIVE OF OCCUPATIONAL HEALTH AND SAFETY
The first aim of occupational safety applications is to provide security of workers and prevent accidents. In this respect, job accidents are focus points of occupational safety process. In order to prevent job accidents effectively, it is required to define and analyze risk factors of these accidents. In this research, it was aimed to compare job accidents occurred in Marmara Region with both national and international similar job accidents, and to analyze risks of our country.
In the research selected shipyard job accidents in 2015 were examined, and evaluations based on regional and office based were performed. Afterwards, job accidents were evaluated according to risk factors and reported.
According to results of the study, accidents at regions did not show statistically significant difference based on age, experience, education and job type (p>0,05). In determining of accident frequency number of accidents, lost workday, total workers, monthly workday, monthly accident frequency and accident weights form a statistically significant model (p<0,05). Research results show that there are important lacks in ship construction industry, and data collection process is insufficient.

This paper examined gender differences in the perceptions and experiences of sexual harassment in the workplace. Sexual harassment has negative effects and is an obstacle to proper integration of women into the labour market. Gender was found to significantly correlate with experiences of sexual harassment, delineation of sexual harassment and the reactions and options adopted in handling it. There were disparities on the possible consequences of sexual harassment. Sexual harassment in the workplace results in an uncomfortable, hostile, offensive or intimidating work environment, which affects employee work morale and work performance. It also reduces job satisfaction and productivity but increases turnover, absenteeism and health challenges.
Sexual harassment may never be totally removed in the workplace but all stakeholders stand to benefit from its reduced occurrences and the solutions to the challenge are not simple. However, employers can curb sexual harassment by establishing on boarding training as part of their initial orientation especially as it pertains to women in the work force, to affirm that sexual harassment is unacceptable. They can also issue tough policies opposed to it, educate employees on the subject; institute formal complaint procedures to address allegations of sexual harassments; and build cultures that disallow sexual harassment.

In today's multi-cultural business organizations, management paradigms must be shifted and expanded to include a broader spectrum of variables, particularly when these paradigms affect decisions that significantly impact the organization's culture. As research has demonstrated, the sum total of all employee's perceptions and behaviors constitute the organization's culture.

This paper draws from an incident on a construction site when Xhosa workers organised a rite of passage for a fallen colleague. Probing into the history of the industrial, corporate workplace, an anthropological study of the 'Rites of Passage' shows how these ancient, culturally universal rites could work in the corporate workplace to provide employees with the symbolic tools needed to traverse the inevitable passages of human life: events of birth, marriage, death, accident, disease and death. Western corporate practices regarding life event management are held up to scrutiny and comparison with traditional indigenous methods of people management. Challenging Psychology's pre-eminence in making recommendations to companies as regarding employee management, anthropology here does the same with an hypothetical modification of the rites for the 21st century workplace.

The purpose of this paper is to share the insights gained by a recent research and consultancy work performed by the authors accompanying an organization in workplace change management. The inception of the new ways of working may lead a company to rethink the office space
toward downsizing, with the main objectives to shrink occupancy costs and enhance workers’ productivity. The shift to a new office building and a smart working model needs to be well managed and verified ex-post. The application of a post-occupancy study can help fine-tune real and perceived quality with the enhancement of both space and people’s performance.

Catalyst Project is delivering end-user computing, communications, and collaboration capabilities through a set of world-class services that we call Workplace as a Service (WPaaS), in a context of everything as a service across an internet of things within the enterprise. This use case proposed a flexible secure cloud service delivery framework for edge applications based on Bring Your Own Devices (BYOD) for financial services and other firms which operate in a 20 trillion software and IT services market.

Background and Aims: Working conditions are an important health determinant. Employment factors can negatively affect mental health (MH), but there is little research on MH risk factors in male-dominated industries (MDI). Method: A systematic review of risk factors for anxiety and depression disorders in MDI was undertaken. MDI comprised ≥ 70% male workers and included agriculture, construction, mining, manufacturing, transport and utilities. Major electronic databases (CINAHL, Cochrane Library, Informit, PsycINFO, PubMed and Scopus) were searched. Each study was categorised according to National Health and Medical Research Council's hierarchy of evidence and study quality was assessed according to six methodological criteria. Results: Nineteen studies met the inclusion criteria. Four categories of risk were identified: individual factors, team environment, work conditions and work-home interference. The main risk factors associated with anxiety and depression in MDI were poor health and lifestyles, unsupportive workplace relationships, job overload and job demands. Some studies indicated a higher risk of anxiety and depression for bluecollar workers. Conclusion: Substantial gaps exist in the evidence. Studies with stronger methodologies are required. Available evidence suggests that comprehensive primary, secondary and tertiary prevention approaches to address MH risk factors in MDI are necessary. There is a need for organisationally focused workplace MH policies and interventions.

This toolkit explores the four key steps for engaging senior managers identified in the Engaging Senior Management: A Business Model for Diversity Management.

1. Define diversity
2. Develop a business case for diversity management
3. Sell diversity to senior managers
4. Engage senior managers

In the business world creating added value is beginning to be the main need of organizations, they are seeking employees, service providers, and clients that would add value to their organization. The workplace is considered to be a strategic tool in influencing the performance of employees and realizing business goals, that is why organizations are beginning to use the workplace to realize their corporate goals. The role of Facility managers in workplace management is beginning to grow into adding value to the organization hence placing FM in a more strategic position in organization. Workplace strategies are used by organizations to make sure that the work processes are aligned with the workplace to enable peak performance. This Master thesis deals with how workplace strategies can be used as a tool to positively influence the performance of employees. It explains how workplace management strategies and innovation can generate added value to an organization, hence increasing employee performance. This research adopts a qualitative approach in gathering data which resulted in conducting 11 semi-structured interviews with Inhouse Facility/Workplace managers and Consultants from around the world. The outcome of this paper gives insights on how facility managers can add value to their organizations through workplace management, to outline a detailed process of how to develop a workplace strategy, stating out the elements and benefits of a workplace management, and finally the positive impact of workplace strategies on employee performance. These findings are adequate only for knowledge intensive organizations because the interviews were conducted with participants from knowledge-based industries.

PRACOWNIA METODOLOGII NAUK IMPIZŚ KRZYSZTOF KUŹNIEWSKI | ZAKŁAD POLITYKI ZDROWOTNEJ IMPIZŚ Na pierwszy rzut oka wyznanie religijne pracownika nie stanowi zmiennej, która jako pierwsza przychodzi na myśl w analizie funkcjonowania środowiska pracy. Jednakże jeżeli fakt spędzania przez jednostkę standardowych ośmiu godzin dziennie w pracy zestawimy z wnioskiem formułowanym przez religioznawców i psychologów religii, mówiącym o tym, że przyjecie określonej postawy religijnej wpływa na całokształt życia psychicznego i społecznego jednostki to widzimy, że wyznanie religijne pracownika może mieć istotny wpływ na warunki pracy, chociaż nie zawsze explicite. Z tego względu kwestia obecności

In the framework of the imposition of criminal/civil liability within business and organisational settings, certain duties of employer surveillance and control should be identified to avoid the attribution of liability for crimes committed by others within the organisation. Some limits also arise from the employer's duty to respect an employee's privacy. As a result, the implementation of prevention and reaction strategies should be put into practice respecting certain principles that balance such conflicting interests; no strategy can be applied without certain boundaries. For a comprehensive analysis, an interdisciplinary focus on the nature of crimes perpetrated within organisational settings and the ways of implementing control is used, in order to provide a fertile ground for our purposes. This analysis is aimed at informing decision-making issues regarding prevention policies or strategies, especially over e-mails. An analysis of the justifications employers might invoke in their favour in certain limited cases cannot be completed without assessing the particularities of the company's environment, the hidden character of the criminal or deviant act, some important liability risk considerations and the way in which the threat embodied by the employee's crime leaves employers without the necessary/adequate means to defend themselves against this risk.

Valérie Brunel est psychosociologue. Cet ouvrage est issu d’une thèse de doctorat en sociologie clinique sous la direction de Vincent de Gaulejac (Paris VII). Son objectif est de comprendre le succès dans les années 90 du management qui intègre au monde de l’entreprise les techniques du « développement personnel » et du coaching tout en procédant à une « critique épistémologique et idéologique ».

Small Group Meeting on the Future of Workplace commitment,  23 – 24 September 2016, Bath (UK).
Submit an abstract for this meeting (up to 500 words) by Friday 15th of April 2016 to ygtvr20@bath.ac.uk. Program committee: Howard Klein, Omar Solinger, Rolf van Dick, Aaron Cohen, Kathleen Bentein, Franck Bietry, Jordan Creusier, Steven Kilroy and Juani Swart.

More info at:
http://eawop.org/news/the-future-of-workplace-commitment
http://50years.bath.ac.uk/event/the-future-of-workplace-commitment/

Face to face teaching and communication all over the years were the best way to communicate but when it comes to distance education and communication the Computer mediated communication is now being used. Solving the distance problem the (CMC) is based in the part of mailing, audio, video and telephone by a number of organizations and schools.

This project carried out theoretical research, development work, and experimentation to explore the process of developing an application for mobile tablets which facilitates and improves cross-cultural communication within the context of a business conversation. In its complete form, the application will be able to facilitate intercultural communication within meetings, aid in discovering communication inefficiencies within an organization, provide insight into employee conflict, and provide data to allow for more precise team composition by predicting collaboration outcomes from different employee groupings.
In the process of development, the project examined 5 proposed hypotheses detailing different areas of enquiry within the field, with the aim of helping to further the integration of artificial intelligence in the work process of corporations. The project focused on four main functionalities designed to improve communication: modelling conversation, analysing a conversation in a quantifiable way, detecting argumentation schemes, and detecting misunderstanding.
The project carried out an extensive background review of related topics and detailed several important implications of literature to be considered when attempting to apply it to software development. One such discovery made by examining Weigand’s (1999) standard model of misunderstanding was that misunderstanding should be accepted as an integral part of communication. Chat-bot technology and artificial intelligence, primarily pertaining to the theoretical fields of machine learning and natural language understanding, was used to implement the theory behind the project. Upon testing, the final product of the project successfully delivered positive results as measured by the hypotheses and requirements set out in the beginning. Still, limitations remain. Future research directions and possible applications of the produced application are provided.

As organizations grow, human resources departments have grown from handling minor employee leave and compensation into a complete division that is critical to organizational success. As the organization's most valuable resource, employees and their business organization have grown as well. Today, organizations are tasked with identifying the best way to communicate organizational expectations to employees. Workplace policies have assisted in communicating organizational expectations with ease. Since there are various legal requirements that companies must uphold, it is important to distinguish policies that add value, increase efficiency, and gain competitive advantage for the organization. Four specific workplace policies: introductory training, equal employment opportunity, performance appraisal, and employee separation stand out as policies that are worth investment. These policies, when shared with prospective employees communicate business expectations, share employee rights and responsibilities, and address organizational procedures that aid in creating an efficient and productive workplace.

Os processos de flexibilidade produtiva com transformações tecnológicas e organizacionais nas empresas, que ocorrem no Brasil sob a égide da reestruturação produtiva capitalista desde 1980 e com maior ênfase a partir de 1990, são observados neste artigo à luz da problemática da divisão sexual do trabalho, tomando como campo de análise o setor eletroeletrônico, o qual possui a mais elevada proporção de mulheres da indústria metalúrgica brasileira. Com base em estudo setorial (LAPA, 2015) focado em duas indústrias metalúrgicas fabricantes de eletroeletrônicos como telefones celulares e computadores, cujas plantas localizam-se em municípios do interior de São Paulo, apresentam-se, neste artigo, formas contemporâneas de organização do trabalho e sua divisão sexual na indústria eletroeletrônica e as condições de trabalho que delas resultam, especialmente para as operárias. Adicionalmente, são identificados elementos da subjetividade das operárias por meio da investigação do significado social do trabalho para as mesmas. Busca-se com este texto visibilizar trabalhadoras como objeto de conhecimento nas análises sobre a classe trabalhadora, procurando oferecer contribuição à sociologia do trabalho a partir de reflexão empírica-teórica gendrada sobre o trabalho, sustentando assim a necessidade do reconhecimento da composição sexuada da classe e reivindicando a indissociabilidade das dimensões classe e gênero.

Purpose The purpose of this paper is to share the insights gained by a recent research and consultancy work performed by the authors accompanying an organization in workplace change management. The inception of the new ways of working may lead a company to rethink the office space toward downsizing, with the main objectives to shrink occupancy costs and enhance workers’ productivity. The shift to a new office building and a smart working model needs to be well managed and verified ex-post. The application of a post-occupancy study can help fine-tune real and perceived quality with the enhancement of both space and people’s performance. Design/methodology/approach The experience is presented as a case study. Data have been collected through the triangulation of different methodologies, both quantitative and qualitative. Walk-throughs, observations, questionnaires, interviews and focus groups have been conducted. Interpolation and interpretation of all the information obtained led to ...