Abstract: Introduction: The Coronavirus (COVID-19) disease was firstly reported in Asia at the end of 2019 and became a pandemic at the beginning of 2020. It resulted in a significant impact over the global economy and the health care systems around the world. The immediate measure adopted worldwide to contain the virus was mainly the lockdown and curfews. This certainly had an important impact on expats workers due to the financial insecurity, culture barrier and distance from the family. Saudi Arabia has one of the largest flows of foreign workers in the world and expats are the majority of the workforce. The aim of this essay was assessing the psychological impact of COVID-19 in non-health care expats living in Saudi Arabia. Methods: The study was conducted in a construction company in Riyadh with non-health care employees. The cross-sectional study protocol was approved by the company's executive management. Employees who verbally agreed to participate in the study were asked to anonymously answer a questionnaire validated for behavioral research (DASS-21). In addition, a second questionnaire was created to assess feelings and emotions. Results: More than a third of participants screened positive for one or more psychological symptoms (depression, anxiety and stress) on the DASS-21 scale. Moreover, it was observed an increase on negative feelings on the additional questionnaire. Conclusion: This study reveals an increase on negative feelings and psychological symptoms among non-health care migrant workers during the COVID-19 pandemic. In light of this, it is crucial to understand the emotional effects caused by the pandemic on migrant workers in order to create supportive and informative strategies minimizing the emotional impact on this vulnerable group.
Abstract: Work experiences and satisfaction as well as the feeling of belonging has been narrowly explored from the perspective of trans and gender diverse individuals. Hence, the study investigates the relationship of values, attitudes, and norms of occupational environments and the working identity of trans and gender diverse people of the Australian workforce. Based on 22 semi-structured interviews with trans and gender diverse individuals regarding their work and career experiences, a first insight about their feeling of belonging through commonality in the workplace could be established. Communality between the values, attitudes and norms of a trans and gender diverse individuals working identities and profession, organization and working environment could increase the feeling of belonging. Further reflection and evaluation of trans and gender diverse identities in the workplace need to be considered to create an equitable and inclusive workplace of the future. Consequently, an essential development step for the future of work and its fundamental values of diversity, inclusion, and belonging will consist of the acknowledgement and inclusion of trans and gender diverse people as part of a broader social identity of the workplace.
Abstract: Women's Employment is one of the most important issues in the global economy. The article discusses the stated topic in Georgia, through historical content, Soviet experience, and modern perspectives. The paper discusses segmentation insa terms of employment and related problems. Based on statistical analysis, women's unemployment rate and its factors are analyzed. The level of employment of women in Transcaucasia (Georgia, Armenia, and Azerbaijan) is discussed and is compared with Baltic countries (Lithuania, Latvia, and Estonia). The study analyzes women’s level of development, according to the average age of marriage and migration level. The focus is on Georgia's Association Agreement with the EU in 2014, which includes economic, social, trade and political issues. One part of it is gender equality at workplaces. According to the research, the average monthly remuneration of women managers in the financial and insurance sector equaled to 1044.6 Georgian Lari, while in overall business sector average monthly remuneration equaled to 961.1 GEL. Average salaries are increasing; however, the employment rate remains problematic. For example, in 2017, 74.6% of men and 50.8% of women were employed from a total workforce. It is also interesting that the proportion of men and women at managerial positions is 29% (women) to 71% (men). Based on the results, the main recommendation for government and civil society is to consider women as a part of the country’s economic development. In this aspect, the experience of developed countries should be considered. It is important to create additional jobs in urban or rural areas and help migrant women return and use their working resources properly.
Abstract: The purpose of this study is to bring light to the current state of the working environments in the corporate environment and other such institutions with a particular focus on the Bangladesh National Building Code (BNBC) and its guidelines for accommodating the physically disabled. Data were collected via semi-formal interviews, site visits and focus groups conducted using a preset questionnaire as the guidelines. After conducting surveys at corporate offices of 20 organizations from major commercial sectors in Dhaka city, the auditing showed many inadequacies, as aside from the larger corporate offices, the offices have little to no accessibility for the physically disabled. This study hopes to shed light on the fact that the existing BNBCs lack of emphasis on ensuring the accessibility of the handicapped in corporate buildings in the hope that, in the future, the physically disabled will have greater opportunities at being productive members of the workforce.
Abstract: Work for everyone, especially for person with disability is a condition in independence; it secures basic needs and develops manual and intellectual capabilities. The work is a source of income, and it builds and strengthens of self-esteem and competence. The purpose of this article is to identify work as an important factor in everyone’s life, despite Polish disabled persons rarely having the chance to undertake a job. In order to achieve this purpose, two methods were used: comparative and qualitative. The theoretical part of this article is based on studies of a wide range of Polish and foreign literature devoted to the issue of the occupational development of people with disabilities. The article was also enriched with the institutional and legal analysis types of support for people with disabilities in Poland. Currently, a Polish person with disability who wants to enter or return to the labor market is under a special protection. Those entities employing workers with disabilities may obtain a subsidy for the salary of a person with disabilities. Unfortunately, people with disability in Poland rarely participate in the workforce. The factors that contribute to this include the difficulty in obtaining work, the uncertainty of keeping it, and the low salary offered. Despite that domestic and foreign literature highlight the important role of disabled people as a workforce, very few people with disability in Poland are economically active.
Abstract: Every year, schools aim to develop and adopt new technology and pedagogy as a way to equip today's students with the needed 21st Century skills. However, the field of primary and secondary education may not be as open to embracing change in reality. Despite the drive to reform and innovation, the field of education in Canada is still very much steeped in tradition and uses many of the practices that came into effect over 50 years ago. Among those are employment and retention practices. Millennials are the youngest generation of professionals entering the workplace at this time and the ones leaving their jobs within just a few years. Almost half of new teachers leave Canadian schools within their first five years on the job. This paper discusses one of the contributing factors that lead Canadian millennial teachers to either leave or stay in the profession - standardized education system. Using an exploratory case study approach, in-depth interviews with former and current millennial teachers were conducted to learn about their experiences within the K-12 system. Among the findings were the young teachers' concerns about the constant changes to teaching practices and technological implementations that claimed to advance teaching and learning, and yet in reality only disguised and reiterated the same traditional, outdated, and standardized practices that already existed. Furthermore, while many millennial teachers aspired to be innovative with their curriculum and teaching practices, they felt trapped and helpless in the hands of school leaders who were very reluctant to change. While many new program ideas and technological advancements are being made openly available to teachers on a regular basis, it is important to consider the education field as a whole and how it plays into the teachers' ability to realistically implement changes. By the year 2025, millennials will make up approximately 75% of the North American workforce. It is important to examine generational differences among teachers and understand how millennial teachers may be shaping the future of primary and secondary schools, either by staying or leaving the profession.
Abstract: Cybersecurity is one of the greatest challenges society faces in an age revolving around technological development. With cyber-attacks on the continuous rise, the nation needs to understand and learn ways that can prevent such attacks. A major contribution that can change the education system is to implement laboratories and competitions into academia. This method can improve and educate students with more hands-on exercises in a highly motivating setting. Considering the fact that students are the next generation of the nation’s workforce, it is important for students to understand concepts not only through books, but also through actual hands-on experiences in order for them to be prepared for the workforce. An effective cybersecurity education system is critical for creating a strong cyber secure workforce today and for the future. This paper emphasizes the need for awareness and the need for competitions and cybersecurity laboratories to be implemented into the education system.
Abstract: Knowledge transfer between personnel could benefit an organization’s improved competitive advantage in the marketplace from a strategic approach to knowledge management. The lack of information sharing between personnel could create knowledge transfer gaps while restricting the decision-making processes. Knowledge transfer between personnel can potentially improve information sharing based on an implemented knowledge management strategy. An organization’s capacity to gain more knowledge is aligned with the organization’s prior or existing captured knowledge. This case study attempted to understand the overall influence of a KMS within the corporate environment and knowledge exchange between personnel. The significance of this study was to help understand how organizations can improve the Return on Investment (ROI) of a knowledge management strategy within a knowledge-centric organization. A qualitative descriptive case study was the research design selected for this study. The lack of information sharing between personnel may create knowledge transfer gaps while restricting the decision-making processes. Developing a knowledge management strategy acceptable at all levels of the organization requires cooperation in support of a common organizational goal. Working with management and executive members to develop a protocol where knowledge transfer becomes a standard practice in multiple tiers of the organization. The knowledge transfer process could be measurable when focusing on specific elements of the organizational process, including personnel transition to help reduce time required understanding the job. The organization studied in this research acknowledged the need for improved knowledge management activities within the organization to help organize, retain, and distribute information throughout the workforce. Data produced from the study indicate three main themes including information management, organizational culture, and knowledge sharing within the workforce by the participants. These themes indicate a possible connection between an organizations KMS, the organizations culture, knowledge sharing, and knowledge transfer.
Abstract: Applied industrial engineering is concerned with
imparting employable skills to improve the productivity for current
situation of products and services. The purpose of this case study is to
present the results of an initial research study conducted to identify
the desired professional characteristics of an industrial engineer with
an undergraduate degree and the emerging topic areas that should be
incorporated into the curriculum to prepare industrial engineering
(IE) graduates for the future workforce. Conclusions and
recommendations for applied industrial engineering syllabus have
been gathered and reported below. A two-pronged approach was
taken which included a method of benchmarking by comparing the
applied industrial engineering curricula of various universities and an
industry survey to identify job market requirements. This
methodology produced an analysis of the changing nature of
industrial engineering from learning to practical education. A
curriculum study for engineering is a relatively unexplored area of
research in the Middle East, much less for applied industrial
engineering. This work is an effort to bridge the gap between
theoretical study in the classroom and the real world work
applications in the industrial and service sectors.
Abstract: This paper is drawn from a wider study of the
management of gender, age and disability diversity in the banking
sector in the Kingdom of Saudi Arabia (KSA), which aims to develop
a framework for diversity management (DM) in this sector. The
paper focuses on the management of disability diversity. The purpose
of the paper is to assist in understanding disability DM in the banking
sector in KSA and to make suggestions for its enhancement. Hence, it
contributes to filling a research gap, as there is a dearth of literature
on disability DM, in KSA in general, and in the banking sector
specifically.
Discrimination against people with disabilities is a social issue that
has not been entirely overcome in any society. However, in KSA,
Islam informs almost every aspect of daily life including work, and
Islam is against discrimination. Hence, in KSA, there are regulations
to accommodate people with disabilities; however, employers are still
free not to hire job applicants with disabilities specifically because of
their condition. Indeed, disabled people are almost entirely absent
from the labour market.
There are 12 Saudi-owned or part-Saudi-owned banks in KSA and
two managers from each of these were interviewed, making a total of
24. The interviews aimed to investigate empirically the understanding
of managers in the banking sector in KSA of diversity management,
including disability DM, in the banking sector. The interview data
were analysed using thematic analysis. Two interviewees stated that
banks used the employment of people with disabilities to enhance
their corporate image, while five expressed the opinion that disabled
employees could contribute to the bank provided they did not have to
deal with customers face-to-face. Nine of the interviewees perceived
that disabled employees could be of value to the bank for their own
sake, not only in ‘behind the scenes’ roles. Another two interviewees
mentioned that employing disabled people could be part of the bank’s
community service programme and one thought it would be part of
the bank’s Saudisation efforts. The remaining five interviewees did
not know how disabled people could contribute to the bank.
The findings show that disability DM in the banking sector in
KSA is a relatively new concept, and is not yet well understood. In
the light of the findings, in order to achieve the purpose of the paper,
the following suggestions were made for the enhancement of
disability DM in the banking sector in KSA. A change in attitudes
towards disabled people is necessary. Such a change in the workplace
can only be achieved if a top-down approach is taken to the
integration of disabled people. Hence, it is suggested that
management and employees follow a course in disability awareness.
Further, a diversity officer in the HR department could enhance the
integration of disabled people into the banking workforce. It is also
suggested that greater government support is required through closely
monitored and enforced anti-discrimination legislation. Moreover,
flexible working arrangements such as part-time work would
facilitate the employment of disabled people and benefit other groups
of employees.
Abstract: The aim of this paper is to trace the historical
development of the accounting profession in Libya, in order to
identify challenges facing the profession as the country moves from a
closed to emerging economy. The study is based on a literature
review and archival research. Accounting information has a vital role
to play in the achievement of economic goals in developing and
emerging economies, but a well qualified accounting profession is
required. In the context of institutional instability and unique cultural
factors, the accounting profession in Libya faces educational and
legal challenges if it is to achieve its potential in assisting the country
to reach its economic goals. This study focuses on one country,
which does limit its generalisability. However, it also suggests
fruitful research areas in considering the impact and challenge of
historic factors on the accounting profession in emerging economies.
Centrally planned economies require a body of well trained
professional accountants if they are to emerge onto the global
economic arena. Studies on the accounting profession have focused
primarily on those in developed economies, where the need for
meaningful accounting information for decision making is taken for
granted and there is a well trained, professional workforce. This study
of the profession in an emerging economy highlights the efforts that
will be needed to ensure the contribution of the profession to the
economic wellbeing of other emerging economies.
Abstract: The aging of the workforce is occurring globally and has significant impact on organizations. The Malaysian population is ageing. Although, not as quickly as the populations of a number of Asian nations, or of parts of Europe; the rate is sufficient to cause a concern. The life expectancy of Malaysians has increased in year 2012 with an average of 73.8 years or equal to 71.1 years for males and 76.7 years for females. The birth and death rates are 26.05 births/1,000 population and 5.29 deaths/1,000 population respectively. These figures have placed a greater liability on the government’s shoulder, and have become a push factor for the country to revise a new retirement age for the public servants. The ‘aged population’ impinged on the new challenges faced by the Malaysian government, which had to deal with an unproductive aged workforce. A new retirement age from 58 to 60 years old has been introduced and this could have a positive effect on this cohort, in maintaining financial security. However, keeping older employees might affect organizations’ performance and productivity. The organizations need to pay more attention on them, since they are less effective and might be affected by numerous health problems. An innovative culture should be introduced and this could be a good indicator for organizations that deal with these ‘expensive’ workers.
Abstract: Managers as the key employees have a very important role in maintaining the workforce performance which is critical to the
construction companies- success in the future. If motivated employees start with motivated managers probably it would seem
plausible if the de-motivated ones start with de-motivated managers. This study aims to analyze the importance of motivated managers to
their successes and construction companies- successes. In this study,
a quantitative method was used and the study area was in Medan, North Sumatera. Questionnaire survey was distributed directly to
construction companies in Medan which are listed in the
Construction Services Development Board. A total of 60 managers responded and the completed questionnaires were analyzed using the
descriptive analysis. The results indicated that the respondents acknowledge the importance of motivation among themselves to the
projects and construction companies- success, implying that it is vital o maintain the motivation and good performance of the workforce.
Abstract: The performances of small and medium enterprises
have stagnated in the last two decades. This has mainly been due to
the emergence of HIV / Aids. The disease has had a detrimental
effect on the general economy of the country leading to morbidity
and mortality of the Kenyan workforce in their primary age. The
present study sought to establish the economic impact of HIV / Aids
on the micro-enterprise development in Obunga slum – Kisumu, in
terms of production loss, increasing labor related cost and to establish
possible strategies to address the impact of HIV / Aids on microenterprises.
The study was necessitated by the observation that most
micro-enterprises in the slum are facing severe economic and social
crisis due to the impact of HIV / Aids, they get depleted and close
down within a short time due to death of skilled and experience
workforce. The study was carried out between June 2008 and June
2009 in Obunga slum. Data was subjected to computer aided
statistical analysis that included descriptive statistic, chi-squared and
ANOVA techniques. Chi-squared analysis on the micro-enterprise
owners opinion on the impact of HIV / Aids on depletion of microenterprise
compared to other diseases indicated high levels of the
negative effects of the disease at significance levels of P
Abstract: Managers as the key employees have a very important
role in maintaining the workforce performance which is critical to the
construction companies- success in the future. If motivated
employees start with motivated managers probably it would seem
plausible if the de-motivated ones start with de-motivated managers.
This study aims to analyze the importance of motivated managers to
their successes and construction companies- successes. In this study,
a quantitative method was used and the study area was in Medan,
North Sumatera. Questionnaire survey was distributed directly to
construction companies in Medan which are listed in the
Construction Services Development Board. A total of 60 managers
responded and the completed questionnaires were analyzed using the
descriptive analysis. The results indicated that the respondents
acknowledge the importance of motivation among themselves to the
projects and construction companies- success, implying that it is vital
to maintain the motivation and good performance of the workforce.
Abstract: This research proposes a Preemptive Possibilistic
Linear Programming (PPLP) approach for solving multiobjective
Aggregate Production Planning (APP) problem with interval demand
and imprecise unit price and related operating costs. The proposed
approach attempts to maximize profit and minimize changes of
workforce. It transforms the total profit objective that has imprecise
information to three crisp objective functions, which are maximizing
the most possible value of profit, minimizing the risk of obtaining the
lower profit and maximizing the opportunity of obtaining the higher
profit. The change of workforce level objective is also converted.
Then, the problem is solved according to objective priorities. It is
easier than simultaneously solve the multiobjective problem as
performed in existing approach. Possible range of interval demand is
also used to increase flexibility of obtaining the better production
plan. A practical application of an electronic company is illustrated to
show the effectiveness of the proposed model.