In this article, gender-differentiated employment practices are examined with a focus on different mechanisms of labor control in the South Korean textile industry, a prototypical Third World industry based on export-oriented industrialization. The analysis focuses on how labor control mechanisms, such as gender segregation in jobs and authority relations in the factory, the nature of worker dependency, and subcontracting interact with gender and produce different outcomes for men and women workers in spinning and weaving and clothing industries. These (...) practices are used to maintain the competitiveness of the South Korean product in the international market as well as for the maximization of profit in the textile industry. (shrink)

Background: Due to the aging society the number of informal caregivers is growing. Most informal caregivers are women working as nurses within a health organization and they have a high risk of developing mental and physical exhaustion. Until now little research attention has been paid to the expectations and needs of double duty caregivers and the role of self-management in managing private-work balance.Objective: The overall aim of this study was to investigate the expectations and needs of double duty caregivers in (...) Netherlands, and to examine the meaning of self-management in managing work-life balance.Method: Different research methods have been applied in this exploratory study. Firstly, a scoping review has been conducted on the topics self-management and sustainable employability of double-duty caregivers using the search engines: CINAHL, MEDLINE, PubMed, and Google Scholar. Furthermore, a qualitative study has been conducted through focus groups with double duty caregivers.Results: Twenty studies that met the inclusion criteria could be identified. We found that double duty caregivers have different motivations for being a double duty caregiver based on internal and external expectations. Double duty caregiving causes a lot of mental and physical pressure for the caregiver. To be able to combine both duty’s, double duty caregivers need flexibility and understanding from the workplace. Through two focus groups we found that social support from the workplace is not enough to be able to manage the situation. Self-management skills are important to be able to communicate effectively with the workplace and community care organizations about the kind of support needed. Also, health care organizations should offer the same support to double duty caregivers as any other informal caregiver.Discussion: Double-duty caregivers are at high risk of developing symptoms of overload and risk of reduced self-management quality and employability levels across time. Health care organizations and the double duty caregiver often wait too long to act instead of taking more preventive measures. Furthermore, community care organizations should dialog with double duty caregivers about their wishes concerning the division of caring tasks. This finding calls for special attention, with long-term solutions at both macro, organizational, and employee level. (shrink)

In clinical mental health research with children, both child and parent are essential members of the research team. The 3 R's of parent/child team membership are respect, rapport, and recognition. Respect and recognition include fair reimbursement for time, expense, and inconvenience, but the most important compensation for many families is the appreciation of the other team members for their sacrifice and cooperation. Reimbursement, although honoring the principles of justice and respect for persons, raises difficult issues about appropriate amount, particularly in (...) research involving children. The 3 R's are supported by the investigator 5 A's: attitude, adaptability, availability, attachment, and appreciation. Although the principles seem clear in the abstract, implementation encounters many practical problems. Perhaps the most difficult of these is determining the appropriate amount of compensation that avoids undue inducement but not at the expense of the 3 R's and 5 A's. (shrink)

Background: The ability to consent promotes children’s access to health services. Healthcare providers should assess and arrive at a clinical judgement about the child’s maturity and mental capacity to obtain valid consent. Research objective: The objective of the study was to determine practices employed by South African healthcare providers to obtain consent for treatment from children. Research design: A qualitative, explorative, descriptive research design was used and the study was contextual. Participants and research context: In all, 24 healthcare providers (...) (professional nurses and medical practitioners) were purposively sampled from a hospital and primary health clinics. Semi-structured interviews were used. Ethical consideration: Ethical approval was obtained from the Institutional Review Board and gatekeepers. Written informed consent was obtained from each participant. Findings: Healthcare providers’ current practices in obtaining consent from children revealed inconsistency in implementation as well as the yardstick used to determine children’s mental capacity. Building trust with children, sharing information and assessment were interlinked in obtaining consent. Discussion: The inconsistent practice has implications for children’s access to healthcare services. Conclusion: Inconsistent practices in the implementation of consent laws have the potential to violate children’s rights to bodily and psychological integrity, access to health services and having their opinions heard and be taken into consideration. Through uncovering the current perceptions and practices and a literature review, guidelines intended for use by the Department of Health could be developed. (shrink)

Comparable worth is a controversial compensation strategy. In this paper, research issues that arise when employers perform point-based job evaluations, but deviate from them because of market factors, are discussed. Greater research attention to the actual operation of markets and to the consequences of conflicts in equity perceptions is encouraged.

The Internet has drastically changed how people interact, communicate, conduct business, seek jobs, find partners, and shop. Millions of people are using social networking sites to connect with others, and employers are using these sites as a source of background information on job applicants. Employers report making decisions not to hire people based on the information posted on social networking sites. Few employers have policies in place to govern when and how these online character checks should be used and how (...) to ensure that the information viewed is accurate. In this article, we explore how these inexpensive, informal online character checks are harmful to society. Guidance is provided to employers on when and how to use these sites in a socially responsible manner. (shrink)

This article discusses the meanings that motherhood has in the everyday life of women in Sweden and how they practice their mothering. The empirical foundation is qualitative interviews conducted with mothers who live in Sweden. Social constructionist and discursive psychology inspired the article, and according to the analysis three discursive positions were identified. The first position deals with the child-mother relationship and indicates that the child's psychological well-being is dependent on the mother's accessibility. The second discursive position deals with the (...) child-mother-woman relationship. Within this framework, motherhood involves finding contentment in life beyond the child, to be able to convey that well-being to the child. The third discursive position focuses on the mother as a working woman rather than a mother. These three discursive positions are discussed in relation to a pronounced discourse within Swedish society, which centers on an intense politically induced struggle for gender equality. (shrink)

The article discusses theoretical and practical issues one may face when applying various types of employment contracts, refers to specific legal relations governed by Labour Code standards, and raises issues that would help to solve the existing troubles. Last decades as globalization processes were gaining pace, and market economy conditions changed, labour and production organization models were undergoing transformation. The more complex people’s social relationships are, the greater is the need to regulate these relationships, i. e. to adopt legislation (...) that would create pre-conditions for addressing social interest conflicts. Thus a need has arisen for a new legal regulation because new activity models do not fit into traditional relationships governed by labour law. Along standard employment relationship, non-standard relationships occur in the market. In 2003 the Ministry of Social Security and Labour of the Republic of Lithuania issued recommendations for employers on flexible work organisation forms and indicated reasons for the organisation of flexible work forms: the nature of work and employee’s demographic and social characteristics; fulfilment of family duties; health condition; unfavourable work environment; employee’s age; studying and studies. (shrink)

Given the growing interest in religion and spirituality in the community and workplace, we consider what light one of the oldest sources of human ethics, the Torah, can throw on the vexing issues of contemporary employment ethics and social sustainability. We specifically consider the Torah because it is the primary document of Judaism, the source of all the basic Biblical commandments, and a framework of ethics. A distinctive feature of Jewish ethics is its interpretive approach to moral philosophy: that (...) is, immersion and sense making in a dense, lived-in, complicated moral world, which is particularly useful with regard to ethical analyses of the workplace. Rather than discover or create a new ethic for the employer–employee relationship, we seek to harness general principles and norms from the Torah to contemporary business conditions. In the spirit of sustainability, rather than plunder the new, we recreate from existing resources. Interpretations from the Torah provide a rich source of moral and practical guidance for contemporary business ethics while also responding to academic and popular interest in spirituality and business. These tenets, however, have not to date been specifically directed at current predicaments in employment. We redress this by deriving principles from the Torah and applying them to ethical issues in contemporary employment practices. Practical guidance for both research in and practice of employment ethics is also provided. (shrink)

The arts provide openings for symbolic expression by engaging the sensory experience in the body they become a source of insight through embodied cognition and emotion, enabling meaning-making, and acting as a catalyst for change. This synthesis of sensation and enactive, embodied expression through movement and the arts is capitalized on in The BodyMind Approach®. It is integral to this biopsychosocial, innovative, unique intervention for people suffering medically unexplained symptoms applied in primary healthcare. The relevance of embodiment and arts (...) class='Hi'>practices in TBMA are discussed in relation to the views of participants in the pursuit of self-management. If widely employed TBMA could have an enormous impact, reach, and significance for patients and global health services. This original pre-clinical trial of qualitative research reports on the perceptions of participant patients with generic MUS, a world-wide issue usually treated by either psychological therapy or physiotherapy. TBMA is not a therapy but a health education program founded upon the concept of an integration of psychological elements with physiological, bodily, and sensory experiences. Thematic analysis of qualitative data sets from open-ended questions in semi-structured interviews and a written questionnaire post intervention is presented. Five aspects which appear to be key to learning self-management were derived from analyzing the data: body with mind connections; importance of facilitation; potential benefits; preparedness for change; self-acceptance/compassion. This article advances the discourse on the nature of self-management for MUS through changing the mind-set and the relationship participants have with their bodily symptom/s through employing embodied methods and arts practices, challenging current, and solely verbal, psychological conceptual frameworks. Rigor lies in the method of data analysis using cross verification of credibility between reported findings and scrutiny by stakeholders. We conclude that facilitated TBMA groups employing embodied methods and arts practices can act as a method for developing the self-management of MUS and improving wellbeing. (shrink)

Traditionally many systems subjected public employees to a separate and more restrictive labour law regime than their private sector counterparts. However, these status-based restrictions were generally modified or abandoned during the 1960s and 1970s. Greater homogeneity of treatment of public and private sector workers was also subsequently reflected in employment practices in Britain and elsewhere as a product of the «marketization» of public services, a strategy which involved replacing centralized regulation by greater local determination in accordance with «business» (...) needs. More radically, the provision of some public services was removed from the public sector altogether, either by contracting out particular elements of the service or by wholesale privatization, subject to some form of regulatory regime. These changes may appear to render otiose discussion of the case for special treatment of the employment relation in public services. This article expounds the proposition that, on the contrary, public services possess distinctive qualities which necessitate regulation of the employment relationship within those services in areas beyond those covered by the general law, and aims to provide a framework within which the justification for specific additional measures can be assessed. The article also considers the further questions which need to be addressed if the framework it proposes is accepted, including, in particular, the appropriate mechanisms for imposing and enforcing regulation. (shrink)

Abstract:During recent years, the principle and practice of employment-at-will have been under attack. While progress has been made in eroding the practice, the principle still governs the philosophical assumptions underlying employment practices in the United States, and, indeed, EAW has been promulgated as one of the ways to address economic ills in other countries. This paper will briefly review the major critiques of EAW. Given the failure of these arguments to erode the underpinnings of EAW, we shall (...) suggest new avenues for approaching employment issues to achieve the desirable goal of employee dignity and respect. (shrink)

A developing area of interest in ethics and in legal studies is privacy protection. This paper focuses on privacy protection in employment, and examines some of the arguments of commentators who seek to limit the information obtained from job candidates and employees. The ethical underpinnings of these restrictions are discussed in terms of how privacy in employment relations can be understood as functioning to provide a context for the maintenance and development of self‐identity, an autonomous self‐concept, the practice (...) of meaningful autonomy, and a pluralistic social order. In the second part of the paper the proposed restrictions are examined in terms of their impact on economic welfare. The latter consideration suggests that HRM and allied professional groupings that unilaterally implemented the critics’ proposals could be deemed to be paternalistic. The potential relevance of legal regulation to resolve this issue for ‘ethical’ HRM professional practice and its significance in the area of genetic discrimination are discussed. (shrink)

The principle of employment-at-will (EAW) holds that in the absence of an explicit agreement of contractually binding terms of employment, the employment relationship exists so long as both parties will it to continue. In practice, this means that the employer may terminate the employment relationship at any time, for any reason, thus giving rise to cases of wrongful termination. Just cause policies, on the other hand, require that employers follow both substantive and procedural due process in (...) terminating a person’s employment. Most institutions of higher education, public and private, at least implicitly accept the principle of EAW and carry it out in practice. I argue that because of their heritage of Catholic social thought, Catholic universities are obligated to replace the principle and practice of EAW with a just cause policy. I also point out that the very principles underlying Catholic social thought that lead to a rejection of EAW are principles that any highly educated person of good will should accept. (shrink)

Human beings orient themselves in the world via judgments; factual, moral, prudential, aesthetic, and all kinds of mixed judgments. Particularly for normative orientation in complex and contested contexts of action, it can be challenging to form judgments. This paper explores what one can reasonably expect from a theory of the power of judgment from a Kantian approach to ethics. We reconstruct practical judgments on basis of the self-reflexive capacities of human beings, and argue that for the subject to see himself (...) as committed to prudential goods it is necessarily implied that he understands himself as committed to moral judgment. However, to understand the normativity of understanding oneself as a being with practical commitments at all, the aesthetic judgment is introduced: the power of judgment in its pure form of selfreflexivity. We claim that aesthetic reflection and judgment is conditional on the possibility for human beings to enter the space of reasons, and therewith for practical self-understanding as such. The paper concludes with a preliminary sketch of different conceptual possibilities in fleshing out the role of the power of judgment in its aesthetic employment in developing mixed judgments. (shrink)

Many employers faced with rising health care costs have adopted “voluntary” wellness programs that urge employees to engage in various health-promotion activities, such as smoking cessation and weight reduction. In the proper setting, measures to promote a more healthful lifestyle are difficult to question, but there is little compelling evidence that workplace wellness programs have significant, sustained health benefits or substantially reduce health care costs other than through cost-shifting to unhealthy employees. Congressional support for workplace wellness programs has persisted on (...) a bipartisan basis for the last twenty years, and the incentives that current statutes allow employers to offer employees have become strong enough that the voluntariness of the programs has been called into question. In recent months, the battleground has shifted to the courts, where federal regulations and employer practices have been challenged. Three recent or pending cases raise questions about whether the incentives are coercing employees into the programs. (shrink)

Employability is an important issue in the labor context. Currently, the European Union presents employability as the path to full employment and active citizenship, and a strategy to reduce unemployment and poverty. This study develops and validates an Employability Appraisal Scale. Specifically, we propose a multidimensional employability scale that analyzes both individual indicators and personal circumstances from the Bioecological Model of Employability. The Employability Appraisal Scale (EAS) assesses personal and social dimensions of employability. It was developed and tested using (...) data from 489 people from a very heterogeneous sample (precarious workers, professionals, prisoners, long-term unemployed, socially excluded, etc.). Results provide evidence for the multi-dimensional structure and validity of the EAS. This scale is a valid and reliable instrument to measure employability, and it provides criteria for interpreting scores. Finally, we present theoretical and practical implications of the EAS for social and labor integration, job transition, and career development. Our findings have positive implications for identifying effectiveness indicators in training programs, and they contribute to designing intervention policies to increase employability. (shrink)

Philosophical practice, an art of living rooted in ancient traditions, is enriched by modern techniques such as individual counseling, Socratic group dialogues, and organizational consulting. Philosophical counseling, a key aspect of this practice, employs traditional philosophical frameworks and rational reasoning to address clients' concerns, distinguishing itself from psychotherapy while respecting individual autonomy. The growing Western interest in Asian philosophies also underscores a shared pursuit of wisdom, spirituality, and meaning. This paper examines the development, key features, and leading proponents of philosophical (...) practice, its relationship with academic philosophy, and the tensions between their differing aims and methods. The outlook for philosophical counseling is promising, offering an alternative to medical approaches for existential issues and expanding its scope to personal guidance, conflict resolution, and life‐skill development. Its future trajectory hinges on societal trends toward secularization, the de‐medicalization of mental health, and the increasing recognition of philosophy's intrinsic practical value. (shrink)

Las relaciones entre el mundo de la educación y el trabajo tienen objetivos diversos, relacionados con la pertinencia, la formación recibida, el ejercicio profesional, la eficiencia universitaria y la repercusión social; de manera que resulta valiosa la información sobre el cumplimiento del encargo social del profesional, al tiempo que se convierte en instrumento de gestión universitaria. Objetivo: determinar la satisfacción alcanzada por el cumplimento del encargo social de egresados de maestrías ejecutadas en la Facultad de Ciencias Médicas "Manuel Fajardo". Métodos: (...) se emplearon teóricos, empíricos, y estadísticos. Se asumió como universo a los 40 empleadores de egresados de maestrías del territorio, a quienes se les aplicó un cuestionario para obtener información sociodemográfica y de satisfacción, según escala Likert. Resultados: entre las opiniones emitidas por los empleadores predominaron las satisfactorias; seguidas por aquellos que no dieron su opinión y en tercer lugar por el grupo que manifestó insatisfacción con la labor investigativa de estos egresados al no dar respuesta al banco de problemas institucional y por tanto no reportar ningún beneficio al centro donde dirigen. Discusión: La satisfacción alcanzada por sus usuarios finales en el mundo laboral posibilitó a la Facultad de Médica del municipio determinar que las maestrías ejecutadas, cumplen satisfactoriamente con su encargo social, escuchar directamente cómo repercute su posgrado y convertir sus resultados como medida de gestión y herramienta interna institucional para monitorizar desde una perspectiva no explorada, el desempeño de sus egresados en opinión de sus empleadores directos. The relations between the world of education and work have different objectives related to appropriateness, the received training, professional practice, university efficiency and social impact; therefore the information on the fulfillment of professionals' social task is valuable, and it becomes a tool for university management at the same time. Objective: establishing the satisfaction got by the fulfillment of the social task of graduates from master degree courses implemented at Manuel Fajardo Medical Sciences Faculty. Methods: theoretical, empirical and statistical methods were used. The sample group was constituted by 40 employers of graduates from master degree courses in the region who were asked to fill in a questionnaire in order to get sociodemographic and satisfactory information according to the Likert scale. Results: satisfactory opinions prevailed among those given by employers, followed by those who did not give their opinions. The third place belongs to the group that expressed its dissatisfaction with the research work of the graduates who did not solve the institutional problems bank and therefore did not generate profits to the establishment they direct. Discussion: The satisfaction accomplished in the working world by final users made it possible for the Medical Faculty of the municipality to determine that the implemented master degree courses satisfactorily fulfill their social task, to directly listen to the impact of the postgraduate course and to change results as a management measure and as an internal institutional tool to monitor, from a non-explored perspective, the performance of graduates in their immediate employers' opinions. (shrink)

Artificial intelligence-driven technology increasingly shapes work practices and, accordingly, employees’ opportunities for meaningful work (MW). In our paper, we identify five dimensions of MW: pursuing a purpose, social relationships, exercising skills and self-development, autonomy, self-esteem and recognition. Because MW is an important good, lacking opportunities for MW is a serious disadvantage. Therefore, we need to know to what extent employers have a duty to provide this good to their employees. We hold that employers have a duty of beneficence to (...) design for opportunities for MW when implementing AI-technology in the workplace. We argue that this duty of beneficence is supported by the three major ethical theories, namely, Kantian ethics, consequentialism, and virtue ethics. We defend this duty against two objections, including the view that it is incompatible with the shareholder theory of the firm. We then employ the five dimensions of MW as our analytical lens to investigate how AI-based technological innovation in logistic warehouses has an impact, both positively and negatively, on MW, and illustrate that design for MW is feasible. We further support this practical feasibility with the help of insights from organizational psychology. We end by discussing how AI-based technology has an impact both on meaningful work (often seen as an aspirational goal) and decent work (generally seen as a matter of justice). Accordingly, ethical reflection on meaningful and decent work should become more integrated to do justice to how AI-technology inevitably shapes both simultaneously. (shrink)

This article analyses the dynamics of the use of institutional categories in institutional encounters. The focus is on documenting how categories are invoked to index what is relevant to situated knowing in interactional sequences where there is a need to bridge the gap between action and expectation. This general problem has been studied in the context of interactions between job applicants and vocational guidance officers in a public employment agency. Institutional categories are inference-rich, and they work as flexible tools (...) that allow participants to recontextualize and negotiate the issues at stake. In this sense, categories serve as constitutive tools that can be crafted to fit into a broad range of circumstances. However, in order to produce a relevant account, participants’ ways of reasoning need to fit into the institutionally specific traditions of argumentation and the practical outcomes which need to be produced. In this sense, the focus on accounting practices is illuminating when attempting to understand the situated knowing that maintains institutional practices. (shrink)

Employability is a vital aspect for human development in career fields. In order to explore the factors affecting the employability of finance and trade graduates in higher vocational colleges, the researchers focused on human development in educational settings and conducted a piece of quantitative research within nine higher vocational colleges. The study uses descriptive statistical analysis to demonstrate the sample structure, using t-test, rank sum test, and chi-square test to assess the variables. It also adopts exploratory factor analysis to identify (...) the classification of both educational practice and employability. Then, a multivariable linear regression model was adopted to examine the relationships between three main factors as well as the employability and career development of finance and trade graduates. The findings imply that the soft skills and basic skills of finance and trade college graduates have immensely improved through educational practice; graduates with high motivation for learning could enhance their soft skills and more internships or club engagement brings stronger professional skills. Based on these results, higher vocational colleges, enterprises, policymakers, teachers, and finance and trade graduates will benefit from the findings related to the reform of educational practice for strengthening graduate employability and human development. The originality of this paper is the conceptual evolution of finance and trade college graduate employability, as well as the empirical analysis on educational practice, student engagement, and family background affecting their human development. (shrink)

Local health departments and their employees are at the forefront of emergency preparedness and response. Yet, recent studies have found that some local public health workers are unwilling to report to work in a variety of disaster scenarios. This can greatly compromise a response, as many local health departments need “all hands on deck” to effectively meet increased demands. To address these concerns, local health departments have employed varied policy strategies to ensure that employees do report to work. After describing (...) different approaches taken by local health departments throughout the United States, we briefly identify and explore key ethics considerations that arise for local health departments when employees are required to report to work for emergency responses. We then discuss how these ethics considerations may inform local health department practices intended to promote a robust emergency response. (shrink)

The article analyzes the dysfunctional effects of the interaction between the education system and the labor market in modern Russia. It is shown that this problem is being actualized due to the shortage of personnel in particularly important sectors of the domestic economy, and that the existing system of training and retraining of personnel cannot cope with the elimination of the deficit. An administrative survey of Russian faculty conducted by IPEI RANEPA (N=21164) showed that a quarter of Russian faculty assess (...) the employment chances of their graduates as “satisfactory” — and this despite the record shortage of personnel in the domestic labor market. The survey data, supplemented by the graduates’ own view of their employment (qualitative research, ten in-depth semi- structured interviews with students/graduates of Moscow universities), allowed us to draw conclusions about the primary factors preventing the effective use of youth personnel in the interests of the country’s economy. Among the macro-level factors are a lack of a well-thought- out system for converting university graduate competencies into qualifications required in the labor market (both in the humanities and natural sciences), as well as a lack of interregional forecasting of demand for certain specialties; as a result, labor force mobility is reduced. At the micro level, the lack of competencies for a competent job search among young people leads to the loss of valuable time for a career start and ineffective interactions with potential employers. A new national project “Personnel” has the potential to be an effective tool in addressing these challenges. (shrink)

ABSTRACTIn this article, we discuss the benefits of Bayesian statistics and how to utilize them in studies of moral education. To demonstrate concrete examples of the applications of Bayesian statistics to studies of moral education, we reanalyzed two data sets previously collected: one small data set collected from a moral educational intervention experiment, and one big data set from a large-scale Defining Issues Test-2 survey. The results suggest that Bayesian analysis of data sets collected from moral educational studies can provide (...) additional useful statistical information, particularly that associated with the strength of evidence supporting alternative hypotheses, which has not been provided by the classical frequentist approach focusing on P-values. Finally, we introduce several practical guidelines pertaining to how to utilize Bayesian statistics, including the utilization of newly developed free statistical software, Jeffrey’s Amazing Statistics Program, and thresholding based on Bayes Factors, to scholars in the field of moral education. (shrink)

The theoretical aspects and practical application of the termination of an employment contract upon an employee’s notice are analyzed in the paper. An employee can terminate an employment contract by his/her notice either without specifying any reason or due to some serious reasons. The problems of the regulation of the grounds for the exipiry of an employment contract are discussed and analyzed by comparison with the corresponding regulations in other European countries. Rulings of the Supreme Court of (...) the Republic of Lithuania are discussed to reveal the problems existing in practice. Conclusions and suggestions for the improvement of laws providing conditions for homogeneous interpretation of legal provisions are presented. (shrink)

Although the practice of formulating has been examined in a variety of institutional settings, its realization in the framework of school interaction has received no attention from a conversation analytic perspective. The present article aspires to fill this gap, offering some preliminary remarks about how reformulations, namely versions of what was previously said or implied, are accomplished in the classroom. More specifically, two types of the teacher’s reformulations are distinguished, on the basis of his/her epistemic access to what is reformulated. (...) The research aims at demonstrating how a general practice adapts to the central activities of the setting in which it is employed. (shrink)

Practical wisdom is a necessary virtue for social workers. We explore the nature of this virtue and one possible element of facilitating its development in social work students who are seen as beginning learners of virtue. The pertinent ethical reflections can be stimulated by employing practically feasible guidelines which are Aristotelian in structure and which are not predominantly outcome oriented. We emphasize the need for slowing down the decision-making process. Creating ‘meticulous thoughtfulness’ is the first step on the path of (...) facilitating the cultivation of practical wisdom. The beginning learner of virtue struggles to figure out the core aspects of a situation and good judgements seem rather fragile. Developing practical wisdom entails that one understands increasingly the gravity of social work situations and the role that ethics plays in them. Therefore, we emphasize the need to deliberate a case thoroughly. Failing to do so could imply damages to clients and to social workers. We will consider the contents and systematic order of the guidelines with which a deep reflection process could be initiated, one which through repeated use can result in practical wisdom. The main focus is on the process of reflection not on the outcome. (shrink)

In this paper, the nature of the contract of employment is explored from an ethical point of view. It is argued that certain normative arguments should be taken into account in order to justify such a contract. Furthermore, an argument is developed against the claim that (a) the individual’s freedom of decision and (b) the practice of institutional arrangements are sufficient to justify a contract of employment. The dimensional analysis offered shows that further conditions are needed: (a) must (...) be elaborated and interpreted to the extent that this condition is not sufficient – rather sub-criteria regarding the agent’s state of knowledge must be met; and (b) should be supplemented by a demand for fairness. A tentative analysis of existing work contracts is the starting point for the ethical analysis. The aim is to show what a legitimate, or reasonable, contract of employment will require. Finally, some important normative implications and consequences regarding the contract’s normative status are discussed. (shrink)

Arts and Humanities in Higher Education, Ahead of Print. Preparing students to navigate a life in music involves understanding how they develop awareness of their personal and professional identities, build networks, and reflect on practice in order to sustain and develop work which is meaningful. In a complex, uncertain and rapidly changing world, particularly following the Covid-19 pandemic, we explore the ways in which HEIs might support music students as they prepare for their futures. We argue that employability ecosystems may (...) provide a useful frame for considering the ways in which students’ work transitions can be supported. We consider three vignettes of practice relating to the role of eportfolios and mentoring in scaffolding student reflections on how the intersections of passion, partnership and identity inform personal definitions of success. We suggest that there is a need to disrupt dominant working practices within the music industry and its institutions towards a more ethical, sustainable and culturally enriching employability ecosystem. (shrink)

For most commentators, the universality of Descartes’s method goes hand in hand with the uniformity with which it must be applied to any problem in any science. I will henceforth refer to this as the Uniformity Thesis. Finding themselves unable to identify such a uniformly applied method in any of Descartes’s extant treatises, many readers of Descartes have been led to conclude that Descartes’s method played little or no role in Cartesian science. My principle argument will be that Descartes did (...) not, in fact, accept the Uniformity Thesis, and that the relevant textual evidence strongly suggests that he denied it. For Descartes, the method is universal, and can be employed to discover scientia, not because it can or ought to be uniformly applied to any problem in any science, but rather because practice in the method habituates the human ingenium to be sensitive to diff erent kinds of problem, such that the procedure for constructing and resolving a problem can, within definable limits, vary from application to application. (shrink)

Employers of all types, including group practices, health maintenance organizations, and university and other hospital practices, commonly include noncompetition clauses in physician employment contracts. The clauses only apply in the event physicians leave their employers, and typically only limit activities in relatively narrow geographic areas. Consequently, physicians often agree to the clauses without much thought or analysis. This is a mistake, as the clauses may have broad adverse ramifications for both physicians and patients.This article identifies the standard (...) components of noncompetition clauses, addresses the ethical and practical concerns they raise, and reviews recent court decisions on point. The article concludes that despite public policy concerns, courts can and often do enforce the clauses. The purpose of the article, therefore, is to increase physicians’ awareness of the potential impact of these clauses, and to encourage physicians to carefully consider whether to accept contracts that contain them, or at the very least to negotiate for the least restrictive terms possible. (shrink)

On Anscombe's view, intentional actions are characterized by a specific type of knowledge (practical knowledge) possessed by the agents that perform them. Recently, interest in Anscombean action theory has been renewed. Sarah Paul argues that Anscombean action theory faces a serious problem: It fails to discriminate between an action’s intended aim or purpose and its foreseen side effects. Since Anscombeans conceive practical knowledge as the formal cause of intentional actions, Paul dubs this a problem of “deviant formal causation.” In this (...) paper I will show that Anscombean action theory can escape Paul’s critique by employing a sufficiently developed conception of practical knowledge. It will turn out that Anscombeans can precisely capture the difference between intended aim and foreseen side effect in terms of differences in the agent’s knowledge. (shrink)

Employees of large blue chip corporations in the 1950s through the mid-1960s demonstrated great loyalty to their employers. In return, those employers provided cradle to grave job security and benefits for their workers. During the 1980s, however, this social contract between employees and employers seems to have undergone a change. The norms of the organization man of the earlier period passed from use and a new normative framework seems to have developed. The norm of loyalty on the part of both (...) parties seems to have passed from practice. Employers would now terminate employees if it was in their short term interest to do so, while employees began to move from company to company, no longer making a career with one employer. Many writers have attributed this new employment relationship to the dynamics of the times, as we move from modern to late modern/early post-modern times. This paper reports the findings of a pilot qualitative study done with graduating seniors from an AACSB accredited business school. The subjects were asked to write self-reflective essays on the following themes: Given the nature of the new employment contract, are careers a vestige of the past? How do you feel about such concepts as career self reliance and career resiliency? Do you feel "at risk" in the new world of work? If so why, if not why not? If so, how do you plan to deal with it? The paper reports the critical response patterns of these graduating seniors and draws insights and conclusions from the literature illuminating the student reflections. (shrink)

Israeli courts were recently faced with the question whether an employer is allowed to voice objections to unionization during an organizing drive. Since the legislation fails to provide an answer to this question, it was up to the courts to come up with a solution. The National Labor Court in Histadrut v. Pelephone held that employers have no say and must refrain from any communications whatsoever with the workers regarding the decision whether or not to join the union. The Supreme (...) Court later affirmed this decision. This Article explores this legal question and examines whether this decision was justified, and whether it should be adopted in other countries as well. It first discusses the justifications for the conflicting freedoms in this scenario — the workers’ freedom of association and the employer’s freedom of speech — to appreciate their relative strength in the circumstances. It then examines whether it is possible to achieve a certain balance. To this end, the Article critically reviews the legal mechanisms adopted by other legal jurisdictions in this regard, shedding light on their effectiveness and the difficulties of organizing in practice in each jurisdiction. The main argument advanced in this Article is that the solution has to be purposive — to advance the goals of labor law, specifically freedom of association — and that the purposive analysis must be contextual. A rule prohibiting the employer from voicing opinions is surely an infringement of freedom of speech, and strong reasons are needed to justify it. Whether strong enough reasons exist depends on several contextual factors. Essentially, the question is whether it is possible, given the current context, to secure real freedom of association without such a rule. By context we mean two main things: first, the real-life current experience concerning the struggles of organizing; and second, the existence of alternative legal mechanisms that might address this problem. (shrink)

Using two firm-level datasets in Korea, we analyzed the effects of corporate social responsibility on employment relations. We propose that participation in corporate social activity may not necessarily reflect an ethical commitment to do “the right thing,” but instead can be associated with mobilizing internal resources to offset the costs imposed by external CSR involvement undertaken because of social pressure. Analysis of the two datasets showed similar results. The results demonstrate that socially responsible actions facilitate employer tendency to use (...) performance-based pay and efficiency-based work practices. We also find that CSR has a negative association with employment growth and increased labor flexibility through contingent employment. These findings shed light on the internal impact of CSR involvement on a firm’s employment policies with respect to resource allocation. (shrink)

While much of the empirical accounting literature suggests that, if differences do exist, Big Four employees are more ethical than non-Big Four employees, this trend has not been evident in the recent media coverage of Big Four tax practitioners acting for multinationals accused of aggressive tax avoidance behaviour. However, there has been little exploration in the literature to date specifically of the relationship between firm size and ethics in tax practice. We aim here to address this gap, initially exploring tax (...) practitioners’ perceptions of the impact of firm size on ethics in tax practice using interview data in order to identify the salient issues involved. We then proceed to assess quantitatively whether employer firm size has an impact on the ethical reasoning of tax practitioners, using a tax context-specific adaptation of a well-known and validated psychometric instrument, the Defining Issues Test. (shrink)

Practice guidelines are an increasingly relevant feature of health insurance. One hundred and seventy-eight million people in the United States have some form of private health insurance coverage; coverage for 150 million of them is employment-related. Traditionally, this coverage was provided by employers purchasing a group contract under which an insurance carrier provided indemnity coverage for employees—that is, the insurance company paid all usual, customary, and reasonable charges incurred by an employee for medical care, subject in some cases to (...) an annual deductible and to a percentage of covered expenses, co-paid by the employee, for each service. In recent years, however, employers in greater numbers have switched to so-called self-insurance plans in which employees’ health care claims are paid directly by the employer. (shrink)

Although there are many possible ways of understanding menopause, it is the notion of menopause as hormone deficiency that currently dominates. How is it that this account remains prevalent rather than some alternative understanding of menopause? This question is explored through the employment of a framework informed by both actor network theory and symbolic interactionist studies. The author exploits the common ground shared by these two conceptual approaches to analyze how practices generate and reify particular kinds of knowledge (...) about menopause. The analysis is situated within Australian menopause clinics and explores several key contemporary practices of these clinics to show how the particular understanding of menopause as hormone deficiency is generated and stabilized. The study stresses the knowledge/practice nexus and emphasizes that meanings are not given in advance but are generated through practices. In particular, the focus is on the interactions of the social and the material entities of menopause clinics and how through these interactions the understanding of menopause as hormone deficiency is produced. (shrink)

There is an ongoing debate over the ethical status of policies that give an employer the right to discharge an employee without a good reason or notice (i.e., employment at-will policies). This article moves beyond the question of whether the adoption of such a policy is unethical per se under all circumstances, focusing instead on the following question: Assuming that an at-will policy is not unethical per se in all circumstances, what are the ethical issues associated with an employer's (...) implementation and maintenance of an employment at-will policy, and how can these issues be addressed? Three primary ethical concerns are identified and discussed, and specific propositions regarding employers' obligations are presented. The article concludes by offering practical guidance intended to assist at-will employers in meeting the identified ethical obligations. (shrink)

In view of the aging and dejuvenation of the working population and the expected shortages in employees’ skills in the future, it is of utmost importance to focus on older workers’ employability in order to prolong their working life until, or even beyond, their official retirement age. The primary aim of the current study was to examine the relationship between older workers’ employability (self-)perceptions and their intention to continue working until their official retirement age. In addition, we studied the role (...) of potential antecedents of their perceived employability at three different levels: training and education in current expertise area as well as in an adjacent expertise area (individual level factor), learning value of the job (job level factor), and organizational career management practices (organizational level factor). Data were collected by means of e-questionnaires that were distributed among two groups of Dutch older (45-plus) white collar workers. The samples consisted of 223 employees of an insurance company, and 325 university workers, respectively. Our research model was tested separately in each sample using Structural Equation Modeling. We controlled for effects of respondents’ (self-)perceived health and (self-)perceived financial situation. Similar results were found for both samples. First, the relationship of perceived employability with the intention to continue working until one’s retirement age was positive, whereas the relationship between a perceived good financial situation with the intention to continue working until one’s retirement age was negative. Secondly, as regards the potential antecedents, results showed that the learning value of the job was positively related to perceived employability. In addition, an employee’s perception of good health is a relevant correlate of perceived employability. So, whereas perceived employability contributes to the intention to continue working until one’s retirement age, a good financial situation is a push factor to retire early. In order to promote the labor participation of older workers, this study indicates that organizations should focus on the learning possibilities that are inherent to one’s job rather than on providing additional training or career management. Further research is needed to test the generalizability of our results to other samples. (shrink)

An accompanying website offers a set of interactive debate tutorials, which include photographs of debates; a guide to the participants; a grammar of Tibetan debating, which includes sample propositions, responses, and strategies; the ethnomethods employed by debaters; videos of illustrative debates, complete with English translations, all analyzed in detail in the book; and an appendix comprising an interactive debate, glossary, manual, and illustrations. Please see www.thdl.org/DebateTutorials/ for this material. -- back cover.

Literature and art have always depended on imitation, and in the past few decades quotation and appropriation have become dominant aesthetic practices. But critical methods have not kept pace with this development. Patrick Greaney reopens the debate about quotation and appropriation, shifting away from naïve claims about the death of the author. In interpretations of art and literature from the 1960s to the present, _Quotational Practices _shows how artists and writers use quotation not to undermine authorship and originality, (...) but to answer questions at the heart of twentieth-century philosophies of history. Greaney argues that quotation is a technique employed by art and philosophy to build ties to the past and to possible futures. By exploring quotation’s links to gender, identity, and history, he offers new approaches to works by some of the most influential modern and contemporary artists, writers, and philosophers, including Walter Benjamin, Guy Debord, Michel Foucault, Marcel Broodthaers, Glenn Ligon, Sharon Hayes, and Vanessa Place. Ultimately, _Quotational Practices_ reveals innovative perspectives on canonical philosophical texts as well as art and literature in a wide range of genres and mediums—from concrete poetry and the artist’s book to performance, painting, and video art. (shrink)

This article demonstrates a practical theological approach to the challenge of poverty in post-1994 South Africa by using Apostolic Faith Mission as a case study. It argues that while the Reconstruction Development Plan, the Growth Employment and Reconstruction strategy, Accelerated Shared Growth Initiative for South Africa, New Growth Path and the National Development Plan have achieved some level of economic growth, the majority of people in South Africa still live in poverty. To establish this argument, the article starts first (...) by describing the challenge of poverty in post-1994 South Africa. The different economic approaches to the challenge of poverty in post-1994 South Africa are also explained in detail. Lastly, the article elaborates on the ways in which the AFM through its local assemblies can alleviate poverty. The article concludes that the AFM is a collaborator to the post-1994 South African government. (shrink)

IntroductionRecent work in virtue theory has breathed new life into the analogy between virtue and skill.See, for example, Annas ; Bloomfield ; Stichter ; Swartwood . There is good reason to think that this analogy is worth pursuing since it may help us understand the distinctive nexus of reasoning, knowledge, and practical ability that is found in virtue by pointing to a similar nexus found outside moral contexts in skill. In some ways, there is more than an analogy between skill (...) and virtue. Clearly, both are what might be called ‘practical states,’ that is, conditions of agents with regard to action. For some virtue theorists, the analogy is superseded in favor of a claim to identity. As Paul Bloomfield puts it:… adopting the thesis that virtues are skills hands us a viable moral epistemology by reducing the problem of moral epistemology to the analysis of the epistemology of diagnosis and problem solving employed by doctors, navigators, and .. (shrink)