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Work Autonomy
Job control is a person's ability to Social influence, influence what happens in their work environment, in particular to influence matters that are relevant to their personal goals. Job control may include control over work tasks, control over the work pace and physical movement, control over the social and technical environment, and freedom from supervision. Workplace autonomy has been seen as a specialized form of the more general concept of control. Workplace autonomy is the freedom of a person to determine what he or she does at work, and how. Association with other factors For Georges Friedmann, the quality of work depends on the employees' Skill (labor), skills and on their capacity to control decision-making at work. Robert Blauner found that job control is closely linked with occupational prestige and job satisfaction. Job satisfaction and job control tend to be higher for management, managerial and professional workers than for unskilled workers. A meta-analysis of 19 ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Social Influence
Social influence comprises the ways in which individuals adjust their behavior to meet the demands of a social environment. It takes many forms and can be seen in conformity, socialization, peer pressure, obedience (human behavior), obedience, leadership, persuasion, sales, and marketing. Typically social influence results from a specific action, command, or request, but people also alter their attitudes and behaviors in response to what they perceive others might do or think. In 1958, Harvard psychologist Herbert Kelman identified three broad varieties of social influence. #Compliance (psychology), Compliance is when people appear to agree with others but actually keep their dissenting opinions private. #Identification (psychology), Identification is when people are influenced by someone who is liked and respected, such as a famous celebrity. #Internalisation (sociology), Internalization is when people accept a belief or behavior and agree both publicly and privately. Morton Deu ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Nervous Exhaustion
Neurasthenia ( and () 'weak') is a term that was first used as early as 1829 for a mechanical weakness of the nerves. It became a major diagnosis in North America during the late nineteenth and early twentieth centuries after neurologist George Miller Beard reintroduced the concept in 1869. As a psychopathological term, the first to publish on neurasthenia was Michigan alienist E. H. Van Deusen of the Kalamazoo asylum in 1869. Also in 1868, New York neurologist George Beard used the term in an article published in the Boston Medical and Surgical Journal to denote a condition with symptoms of fatigue, anxiety, headache, heart palpitations, high blood pressure, neuralgia, and depressed mood. Van Deusen associated the condition with farm wives made sick by isolation and a lack of engaging activity; Beard connected the condition to busy society women and overworked businessmen. Neurasthenia was a diagnosis in the World Health Organization's ICD-10, but deprecated, and thus ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace Democracy
Workplace democracy is the application of democracy in various forms to the workplace, such as voting systems, consensus, debates, democratic structuring, due process, adversarial process, and systems of appeal. It can be implemented in a variety of ways, depending on the size, culture, and other variables of an organization. Democratic practices in the workplace are the norm in worker cooperatives, and some can be found in companies with employee ownership or even more traditional corporate structures. Theory Economic argument From as early as the 1920s, scholars have been exploring the idea of increasing employee participation and involvement. They sought to learn whether including employees in organizational decision-making would lead to increased effectiveness and productivity within the organization. According to Lewin, individuals who are involved in decision-making also have increased openness to change. Different participative techniques can have either a stronger ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workers' Self-management
Workers' self-management, also referred to as labor management and organizational self-management, is a form of organizational management based on self-directed work processes on the part of an organization's workforce. Self-managed economy, Self-management is a defining characteristic of socialism, with proposals for self-management having appeared many times throughout the history of the socialist movement, advocated variously by Democratic socialism, democratic, Libertarian socialism, libertarian and Market socialism, market socialists as well as anarchists and communists. There are many variations of self-management. In some variants, all the worker-members manage the enterprise directly through assemblies while in other forms workers exercise management functions indirectly through the election of specialist managers. Self-management may include worker supervision and oversight of an organization by elected bodies, the election of specialized managers, or self-directed ma ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workers' Control
Workers' control is participation in the management of factories and other commercial enterprises by the people who work there. It has been variously advocated by anarchists, socialists, communists, social democrats, distributists and Christian democrats, and has been combined with various socialist and mixed economy systems. Workers' councils are a form of workers' control. Council communism, such as in the early Soviet Union, advocates workers' control through workers' councils and factory committees. Syndicalism advocates workers' control through trade unions. Guild socialism advocates workers' control through a revival of the guild system. Participatory economics represents a recent variation on the idea of workers' control. Workers' control can be contrasted to control of the economy via the state, such as nationalization and central planning (see state socialism) versus control of the means of production by owners, which workers can achieve through employer provided ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Responsible Autonomy
Responsible Autonomy (, AR) is a centrist to centre-right political party active in Friuli-Venezia Giulia, Italy. The party was launched as a "civic list" in support of Renzo Tondo, incumbent President of The People of Freedom in the 2013 regional election. In the event, Tondo was defeated by Debora Serracchiani of the Democratic Party, but AR obtained 10.7% of the vote and four councillors. Others joined later on. During 2014 AR was organised into a party, under the leadership of president Bruno Tellia, a university professor, and secretary Vanni Lenna, a former member of the Chamber of Deputies The chamber of deputies is the lower house in many bicameral legislatures and the sole house in some unicameral legislatures. Description Historically, French Chamber of Deputies was the lower house of the French Parliament during the Bourb .... Also, the party was officially joined by Tondo, who became floor leader, replacing Roberto Dipiazza. In 2016 Dipiazza was ele ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Occupational Health Psychology
Occupational health psychology (OHP) is an interdisciplinary area of psychology that is concerned with the health and safety of workers.Schonfeld, I.S., & Chang, C.-H. (2017). ''Occupational health psychology: Work, stress, and health''. New York, NY: Springer Publishing Company.Houdmont, J., & Leka, S. (2010). An introduction to occupational health psychology. In S. Leka & J. Houdmont (Eds.). ''Occupational health psychology'' (pp. 1–30). John Wiley: Hoboken, NJ. OHP addresses a number of major topic areas including the impact of occupational stressors on physical and mental health, the impact of involuntary unemployment on physical and mental health, work-family balance, workplace violence and other forms of mistreatment, psychosocial workplace factors that affect accident risk and safety, and interventions designed to improve and/or protect worker health. Although OHP emerged from two distinct disciplines within applied psychology, namely, health psychology and industrial and ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Flexibility (personality)
Flexibility is a personality trait that describes the extent to which a person can cope with changes in circumstances and think about problems and tasks in novel, creative ways. This trait comes into play when stressors or unexpected events occur, requiring that a person change their stance, outlook, or commitment. Flexibility, or psychological flexibility, as it is sometimes called, is the ability to adapt to situational demands, balance life demands, and commit to behaviors. Flexible personality should not be confused with cognitive flexibility, which is the ability to switch between two concepts, and to simultaneously think about multiple concepts. Researchers of cognitive flexibility describe it as the ability to switch one's thinking and attention between tasks. Measures/assessments Due to the different facets of the definition of psychological flexibility, it is difficult to measure. There are multiple questionnaires that attempt to do so. Acceptance and Action Questionnai ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Equality Of Autonomy
Equality of autonomy is a political philosophy concept of Amartya Sen that argues "that the ability and means to choose our life course should be spread as equally as possible across society"—i.e., an equal chance at autonomy or empowerment. Equality of autonomy strives to spread empowerment widely so that "given their circumstances", people have more "choice and control". The concept has a slightly different emphasis from related notions, such as the value of equality in the workplace ("equal opportunity") or equal material wealth ("equality of outcome"). According to Todd May, Sen's approach requires " active intervention of institutions like the state into people's lives" but with an aim towards "fostering of people's self-creation rather than their living conditions". Sen argued that "the ability to convert incomes into opportunities is affected by a multiplicity of individual and social differences that mean some people will need more than others to achieve the same range o ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employee Monitoring
Employee monitoring is the (often automated) surveillance of workers' activity. Organizations engage in employee monitoring for different reasons, such as to track performance, avoid legal liability, protect trade secrets, or address other security concerns. This practice may impact employee satisfaction due to its impact on the employee's privacy. Among organizations, the extent and methods of employee monitoring differ. Surveillance methods A company can use its everyday electronic devices to monitor its employees almost continuously. Common methods include software monitoring, telephone tapping, video surveillance, email monitoring, and location monitoring. Software monitoring. Companies often use employee monitoring software to track what their employees are doing on their computers. Tracking data may include typing speed, mistakes, applications used, and what specific keys are pressed. Telephone tapping can be used to monitor and record employees' phone call details a ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employee Engagement
Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. Despite academic critiques, employee ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Balanced Job Complex
Participatory economics, often abbreviated parecon, is an economic system based on participatory decision making as the primary economic mechanism for allocation in society. In the system, the say in decision-making is proportional to the impact on a person or group of people. Participatory economics is a form of a socialist decentralized planned economy involving the collective ownership of the means of production. It is a proposed alternative to contemporary capitalism and centralized planning. This economic model is primarily associated with political theorist Michael Albert and economist Robin Hahnel, who describes participatory economics as an anarchist economic vision. The underlying values that parecon seeks to implement are: equity, solidarity, diversity, workers' self-management, efficiency (defined as accomplishing goals without wasting valued assets), and sustainability. The institutions of parecon include workers' and consumers' councils utilising self-manager ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
