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31.
《国际公共行政管理杂志》2013,36(10-11):1257-1286
Abstract The authors of this paper are four practitioners each of whom has many years of experience working in the Federal government and also has pursued doctoral studies in public or business administration. Three ideas developed in this paper are that: (1) the Federal civil service has been changed from being a model workplace to a much less desirable one; (2) although downsizing has been touted as an efficiency and economy measure, lower level employees experienced the most cuts and (3) the current practice of replacing Federal employees with private corporations costs much more. Over the past two decades private sector workplaces in the United States, and now the Federal government workplace, have experienced so much change that previous theories, concepts, models, and expectations no longer hold. Just as private industry workplaces have been changed by downsizing, reorganizations, mergers, elimination of middle management, and outsourcing, so, too, has the Federal government workplace been fundamentally altered. Reducing the number of government workers, replacing Federal employees with private firms, increasing the number of officials with political agendas, and using harsh personnel management practices have transfigured the Federal workplace. Examples of factors that have contributed to a changed workplace include: the Civil Service Reform Act which replaced the Civil Service Commission with the Office of Personnel Management; importing private sector approaches into the government, e.g., the Grace Commission; replacing the Civil Service Retirement System with the Federal Employees Retirement System; pressure to downsize and privatize; and many elements of the National Performance Review and Government Performance and Results Act. Now that the metamorphosis away from the traditional Civil Service borne of the Pendleton Act is nearly complete (although the new paradigm is not entirely clear), questions about the effects of a changed government workplace are being raised. Some people believe the metamorphosis is from a caterpillar to a butterfly, while others think the opposite. Whether the changed Federal government is a thing of beauty or a distasteful organism will be determined over time by observations and assessments of the effects of the change. These effects will be both internal to the government workplace, itself, and external to it, involving the products, services, outputs, and outcomes it produces. This paper begins by describing some of the politically mandated changes that have altered the very foundation of the Federal government workplace over the past 20 years and made it a much less desirable place to work. Next, some of the effects of two politically mandated changes are examined: (1) downsizing or reducing the number of Americans who can work for their government and (2) contracting out or replacing government workers with private corporations. Political officials have told the media and the American public that these changes were needed to improve the government's efficiency, effectiveness, and economy. It has been suggested that these initiatives will reduce costs. However, an examination of downsizing and contracting out shows the opposite effect. While overall the Federal government has fewer employees now than in 1961, the statistics indicate that lower level employees have been cut the most:
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The number of secretaries decreased by 39% between 1992 and 1998.
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The blue collar workforce is down 40% since 1982, e.g., Supply Clerical and Technician (?35%), Accounting Technician (?24%), and Electronics Mechanic (?41%).
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Between 1993 and 1998 the number of GS‐1 to GS‐10 employees fell from 767,000 to 594,000.
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In 1983 the number of GS‐1 to GS‐10 workers exceeded GS‐11 to GS‐15 by nearly 300,000, while in 1997 GS‐11 to GS‐15 outnumbered the lower level workers by 44,000.
32.
Gabriel Kolko 《当代亚洲杂志》2013,43(4):431-440
Adopting an analytical approach grounded in the literature on the impact of industrial relations (IR) systems on foreign direct investment (FDI) decisions, this article assesses the workplace practices in Hong Kong-invested garment factories in the regulated IR system in Cambodia. Cambodia opened up FDI in 1993. The country has attracted FDI in light manufacturing, mainly in the export-orientated garment and footwear sectors. The USA is the largest trade partner of Cambodia in garment exports because of a unique agreement, US-Cambodia Trade Agreement on Textile and Apparel. The Agreement granted a quota for Cambodian garment export in return for better compliance with international labour standards. The trade agreement and private sector initiatives have combined to bring about a “labour advantage” in Cambodia. This labour advantage will continue to be its competitive edge in a post-Multifibre Agreement world, and other developing countries may well follow Cambodia's model. 相似文献
33.
Morrison KA 《Journal of forensic sciences》2007,52(3):726-730
A case of stalking in the workplace and subsequent sexual homicide by a 33-year-old male is reported. Following several months of stalking a 38-year-old female, the male subject went to the woman's office after business hours and restrained, raped, and murdered her. The cause of death was multiple stab wounds. The facts of the case reveal that the subject fits a predatory-type stalker, which represents a small subgroup within stalkers that has received little attention. Unlike other types of stalkers, the predatory stalker gives little warning to their victim (or multiple victims), as their stalking behaviors tend not to be very invasive or harassing. In general, most stalkers are not physically violent; however, predatory-type stalkers, given their tendency for sexual violence, are dangerous and the importance of identifying them is emphasized. Factors associated with perpetrators of sexual homicide are discussed. 相似文献
34.
Paula Mulinari 《Nora, Nordic Journal of Women's Studies》2018,26(2):84-98
Austerity policies across European countries have encountered diverse forms of public protest and resistance. In Sweden, we have seen the emergence of a number of networks and organizations which take care workers’ professional identity as their point of departure. These networks and organizations stress the impossibility of being professional care workers in slimmed-down, neoliberal organizations. Parallel to this, and sometimes embedded into one another, female-dominated professions (e.g. social workers, nurses, doctors, and teachers) have been engaged in opposing restrictive refugee policies. This article analyses how care workers in an emergency room in Malmö mobilized against a visit by Jimmie Åkesson, leader of the right-wing, xenophobic Sweden Democrats. The article explores how workers used a gendered discourse of care and professionalism to argue that their actions were consistent with both organizational culture and their professional ethics. The article shows how, by defending their professional role of providing quality care to all in need, workers challenge both austerity and racist policies, which both impose restrictions on who has the right to care. Theoretically, the article explores how the politicization of care creates spaces of resistance, to critique both austerity policies and exclusionary understandings of national belonging. The study stresses the importance of identifying emerging forms of collective resistance among care workers at the intersection of the struggles against austerity and right-wing xenophobic parties. 相似文献
35.
Phyllis Kaburise 《International Journal of African Renaissance Studies - Multi-, Inter- and Transdisciplinarity》2016,11(2):87-101
Several studies have been conducted into the high rates of graduate youth unemployment in South Africa. Results from these investigations have isolated some determinants which can be categorised under three broad headings – government, business practices and graduate attributes. the article focuses on graduates’ attributes that negatively impact on their employability. One attribute that was identified was their soft skills, particularly, their communication ability or their levels of pragmatic language usage. Pragmatic competence is an ability which is not always consequential to ordinary language development; there needs to be explicit instruction for such development. This is a reflective article with the objective of examining the nature of communication in the workplace and what strategies can enhance graduates’ communication ability, and in turn improve their employability. this article concludes that enhancing graduates’ communication skills should be a cooperative venture involving all the stakeholders in education – students, parents, higher education institutions, business and government. 相似文献
36.
This research examined the direct effects of coping strategies on stress and the moderating effects of coping strategies on the associations between workplace problems experienced by police and stress in South Korea and the United States. Data revealed that coping strategies did not change the strength of connections between workplace problems and stress. Especially in the United States, the use of escape as a coping strategy was related to high stress. Findings were most consistent with the use of organizational-level interventions to increase police officers' job control and advancement opportunities, and pointed to the need to consider support as a way to limit stress. 相似文献
37.
近几年,针对拘役执法机构的诉讼和信访案件屡有发生,造成极为负面的社会影响。在当前形势下,无论是从提高教育矫治质量,还是有效控制和化解执法风险上讲,拘役执法机构应当强化证据意识,规范证据体系,严格证据审查与保全。 相似文献
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39.
Francis‐Benoît Pelletier 《Negotiation Journal》2015,31(2):105-129
Managerial conflict resolution skills such as mediation have often been poorly defined and measured. We used a mixed‐method design to develop a managerial mediation competency scale. In our first study, we used semistructured interviews to identify managerial mediation skills and attitudes, from which we derived a framework for measuring managerial mediation competency. In our second study, we developed scale items and used a quantitative survey to test the scale's psychometric qualities and to gain insight into the theoretical structure of managerial mediation competency. Our managerial mediation competency scale can be used in research questionnaires or organizational surveys as a training, research, and theory development tool. 相似文献
40.
In clinical and forensic toxicology laboratories, one commonly used method for urine specimen validity testing is creatinine concentration. In this study, workplace guidelines are examined to determine their relevance to forensic and clinical toxicology samples. Specifically, it investigates the occurrence of urine creatinine concentrations under 20 mg/dL and notes potential issues with factors influencing creatinine concentration by utilizing a simple, novel method consisting of cation‐paring high‐pressure liquid chromatography in tandem with ultraviolet detection to determine the creatinine concentration in 3019 donors. Of the 4227 sample population in this study, 209 (4.94%) were below the cutoff value of 20 mg/dL for dilute urine. Because there are many factors that can influence the urinary creatinine concentration, samples that have creatinine under the 20 mg/dL cutoff do not always implicate sample adulteration. 相似文献