Luther Tai
- Published in print:
- 2007
- Published Online:
- September 2007
- ISBN:
- 9780195311310
- eISBN:
- 9780199789948
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195311310.001.0001
- Subject:
- Business and Management, HRM / IR
This book examines how corporate e-learning is developed, implemented and how effectiveness is determined at IBM. It addresses the following questions: Why e-learning? How is e-learning developed? ...
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This book examines how corporate e-learning is developed, implemented and how effectiveness is determined at IBM. It addresses the following questions: Why e-learning? How is e-learning developed? How is e-learning implemented? How is e-learning effectiveness determined? What are the lessons learned? E-learning is a tool to be used along with other means of learning. It is used when it is the best way to learn for a particular application. It is a way to save costly face-to-face time for optimal use. There is no one size that fits all. IBM is an early adopter in use of e-learning for training its global workforce. IBM, like other corporations, has its own unique e-learning solutions. Strategic vision, clear business objectives, well defined learning organization, strong leadership, corporate support, prudent use of e-learning, quality of content, ease of access, interoperability, accountability of learners and instructors, and a well defined measurement system all matter. Successful integration of these ingredients is essential for effective e-learning. Ignoring any of these key ingredients can lead to failure. IBM has its own rationale and approach to using e-learning. It has its growing pains. Experience in e-learning at IBM provides a unique context for leveraging e-learning to train employees. IBM has been successful in using e-learning in the context of their business objectives and business environments. IBM's experience and lessons learned should serve as an important guide to those who are implementing e-learning.Less
This book examines how corporate e-learning is developed, implemented and how effectiveness is determined at IBM. It addresses the following questions: Why e-learning? How is e-learning developed? How is e-learning implemented? How is e-learning effectiveness determined? What are the lessons learned? E-learning is a tool to be used along with other means of learning. It is used when it is the best way to learn for a particular application. It is a way to save costly face-to-face time for optimal use. There is no one size that fits all. IBM is an early adopter in use of e-learning for training its global workforce. IBM, like other corporations, has its own unique e-learning solutions. Strategic vision, clear business objectives, well defined learning organization, strong leadership, corporate support, prudent use of e-learning, quality of content, ease of access, interoperability, accountability of learners and instructors, and a well defined measurement system all matter. Successful integration of these ingredients is essential for effective e-learning. Ignoring any of these key ingredients can lead to failure. IBM has its own rationale and approach to using e-learning. It has its growing pains. Experience in e-learning at IBM provides a unique context for leveraging e-learning to train employees. IBM has been successful in using e-learning in the context of their business objectives and business environments. IBM's experience and lessons learned should serve as an important guide to those who are implementing e-learning.
David W. DeLong
- Published in print:
- 2004
- Published Online:
- September 2007
- ISBN:
- 9780195170979
- eISBN:
- 9780199789719
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195170979.001.0001
- Subject:
- Business and Management, Knowledge Management
This book shows how the cost of losing human knowledge in a technology-intensive world seriously affects organizational success. It explains what leaders must do to retain critical know-how as ...
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This book shows how the cost of losing human knowledge in a technology-intensive world seriously affects organizational success. It explains what leaders must do to retain critical know-how as millions of aging baby boomers begin retiring from the workforce in the next decade. This aging workforce will produce an unprecedented skills shortage in many sectors. Particularly at risk is the tacit or experiential knowledge needed to maintain high levels of performance in today's complex technological, scientific, and management fields. The book shows how this threatened loss of intellectual capital or “brain drain” can be addressed with increased attention to workforce planning, knowledge management, and knowledge retention initiatives. It provides a framework and action plan to help managers tackle the interdependent challenges of increased retirements, more competitive recruiting, and greater turnover among mid-career employees created by changing workforce demographics.Less
This book shows how the cost of losing human knowledge in a technology-intensive world seriously affects organizational success. It explains what leaders must do to retain critical know-how as millions of aging baby boomers begin retiring from the workforce in the next decade. This aging workforce will produce an unprecedented skills shortage in many sectors. Particularly at risk is the tacit or experiential knowledge needed to maintain high levels of performance in today's complex technological, scientific, and management fields. The book shows how this threatened loss of intellectual capital or “brain drain” can be addressed with increased attention to workforce planning, knowledge management, and knowledge retention initiatives. It provides a framework and action plan to help managers tackle the interdependent challenges of increased retirements, more competitive recruiting, and greater turnover among mid-career employees created by changing workforce demographics.
David W. DeLong
- Published in print:
- 2004
- Published Online:
- September 2007
- ISBN:
- 9780195170979
- eISBN:
- 9780199789719
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195170979.003.0003
- Subject:
- Business and Management, Knowledge Management
This chapter uses a knowledge typology to describe different characteristics of lost knowledge and their impacts on business performance. It shows how increased retirements interact with recruiting ...
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This chapter uses a knowledge typology to describe different characteristics of lost knowledge and their impacts on business performance. It shows how increased retirements interact with recruiting problems and increased mid-career turnover to threaten workforce capabilities. Five knowledge retention barriers are described, which undermine efforts to address aging workforce challenges.Less
This chapter uses a knowledge typology to describe different characteristics of lost knowledge and their impacts on business performance. It shows how increased retirements interact with recruiting problems and increased mid-career turnover to threaten workforce capabilities. Five knowledge retention barriers are described, which undermine efforts to address aging workforce challenges.
James W. Cortada
- Published in print:
- 2007
- Published Online:
- January 2008
- ISBN:
- 9780195165869
- eISBN:
- 9780199868025
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195165869.003.0001
- Subject:
- Business and Management, Business History
This chapter begins with a discussion of federal, state, and local presence and influence in the American economy. It then considers funding for K-12 and higher education in the second half of the ...
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This chapter begins with a discussion of federal, state, and local presence and influence in the American economy. It then considers funding for K-12 and higher education in the second half of the 20th century. A comparison of federal, state, and local employees with the total US workforce is presented.Less
This chapter begins with a discussion of federal, state, and local presence and influence in the American economy. It then considers funding for K-12 and higher education in the second half of the 20th century. A comparison of federal, state, and local employees with the total US workforce is presented.
Phil Almond and Anthony Ferner (eds)
- Published in print:
- 2006
- Published Online:
- September 2007
- ISBN:
- 9780199274635
- eISBN:
- 9780191706530
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199274635.001.0001
- Subject:
- Business and Management, HRM / IR
This book addresses some of the major contemporary issues in comparative business and employment relations. At its core are the findings of a four-year international exploration of the management of ...
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This book addresses some of the major contemporary issues in comparative business and employment relations. At its core are the findings of a four-year international exploration of the management of employment relations in American multinational companies in the UK, Germany, Ireland, and Spain. Data from detailed case studies are used to illuminate the tensions between the forces of globalization and the continuing distinctiveness of national business systems. It looks at what is distinctively American about US multinationals, asking how the US business system’s particular features influence their management of human resources across national borders. It shows that the transfer of ‘Americanness’ is not a technical, top-down, managerial process, but a highly political and ‘negotiated’ one in which groups and individuals at different levels within the company try to influence the terms of transfer. The book uses a wealth of empirical material to explore the ways in which US multinationals manage international employment relations in different host countries. Four areas of policy and practice are considered in detail: pay and performance; collective employee representation; the management of workforce ‘diversity’; and managerial careers. It shows how global HR policies are made; how they are diffused internationally; and how they are adopted, adapted, or resisted by overseas subsidiaries. It also explores some of the structures and processes that characterize US multinationals: the changing balance between centralization and subsidiary autonomy; the management of international learning; and the structure and role of the international human resource function.Less
This book addresses some of the major contemporary issues in comparative business and employment relations. At its core are the findings of a four-year international exploration of the management of employment relations in American multinational companies in the UK, Germany, Ireland, and Spain. Data from detailed case studies are used to illuminate the tensions between the forces of globalization and the continuing distinctiveness of national business systems. It looks at what is distinctively American about US multinationals, asking how the US business system’s particular features influence their management of human resources across national borders. It shows that the transfer of ‘Americanness’ is not a technical, top-down, managerial process, but a highly political and ‘negotiated’ one in which groups and individuals at different levels within the company try to influence the terms of transfer. The book uses a wealth of empirical material to explore the ways in which US multinationals manage international employment relations in different host countries. Four areas of policy and practice are considered in detail: pay and performance; collective employee representation; the management of workforce ‘diversity’; and managerial careers. It shows how global HR policies are made; how they are diffused internationally; and how they are adopted, adapted, or resisted by overseas subsidiaries. It also explores some of the structures and processes that characterize US multinationals: the changing balance between centralization and subsidiary autonomy; the management of international learning; and the structure and role of the international human resource function.
Brigitte Madrian, Olivia S. Mitchell, and Beth J. Soldo
- Published in print:
- 2007
- Published Online:
- September 2007
- ISBN:
- 9780199230778
- eISBN:
- 9780191710971
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199230778.003.0002
- Subject:
- Business and Management, Pensions and Pension Management
This chapter compares retirement expectations, retirement patterns, and expectations of future work across different cohorts of the Health and Retirement Study, including the new cohort of Baby ...
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This chapter compares retirement expectations, retirement patterns, and expectations of future work across different cohorts of the Health and Retirement Study, including the new cohort of Baby Boomers currently in their late fifties. The Boomers appear more strongly attached to the labor force as they enter their retirement years than were earlier cohorts at the same age. Compared to the preceding birth cohort, they expect to retire nearly one year later, they are 14% more likely to expect to be working full-time at age 65, and they are 21% more likely to expect to work in the future if they are not currently working. These differences are not entirely explained by cohort differences in socioeconomic status, pension incentives, demographics, or health. In all, Baby Boomers may have stronger preferences for work than previous cohorts.Less
This chapter compares retirement expectations, retirement patterns, and expectations of future work across different cohorts of the Health and Retirement Study, including the new cohort of Baby Boomers currently in their late fifties. The Boomers appear more strongly attached to the labor force as they enter their retirement years than were earlier cohorts at the same age. Compared to the preceding birth cohort, they expect to retire nearly one year later, they are 14% more likely to expect to be working full-time at age 65, and they are 21% more likely to expect to work in the future if they are not currently working. These differences are not entirely explained by cohort differences in socioeconomic status, pension incentives, demographics, or health. In all, Baby Boomers may have stronger preferences for work than previous cohorts.
Brigitte Madrian, Olivia S. Mitchell, and Beth J. Soldo
- Published in print:
- 2007
- Published Online:
- September 2007
- ISBN:
- 9780199230778
- eISBN:
- 9780191710971
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199230778.003.0004
- Subject:
- Business and Management, Pensions and Pension Management
This chapter assesses Baby Boom retirement prospects, comparing the outlook for this cohort with experiences of previous generations. The impact of aging is assessed using the Social Security's Model ...
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This chapter assesses Baby Boom retirement prospects, comparing the outlook for this cohort with experiences of previous generations. The impact of aging is assessed using the Social Security's Model of Income in the Near Term and project retirement incomes for a representative group of individuals born between 1926 and 1965. Results indicate that Baby Boomers can expect to have higher real incomes and lower poverty rates in retirement than current retirees. However, the gains in family income are not equally distributed: for instance, never-married Boomer women will be relatively better off while high school Boomer dropouts will be relatively worse off than current retirees. Boomers' post-retirement incomes are not predicted to rise as much as pre-retirement incomes. Additionally, certain population subgroups will remain economically vulnerable, including divorced women, never-married men, Hispanics, high school dropouts, those with weak labor force attachments, and those with the lowest lifetime earnings.Less
This chapter assesses Baby Boom retirement prospects, comparing the outlook for this cohort with experiences of previous generations. The impact of aging is assessed using the Social Security's Model of Income in the Near Term and project retirement incomes for a representative group of individuals born between 1926 and 1965. Results indicate that Baby Boomers can expect to have higher real incomes and lower poverty rates in retirement than current retirees. However, the gains in family income are not equally distributed: for instance, never-married Boomer women will be relatively better off while high school Boomer dropouts will be relatively worse off than current retirees. Boomers' post-retirement incomes are not predicted to rise as much as pre-retirement incomes. Additionally, certain population subgroups will remain economically vulnerable, including divorced women, never-married men, Hispanics, high school dropouts, those with weak labor force attachments, and those with the lowest lifetime earnings.
Phillip Brown, Hugh Lauder, and David Ashton
- Published in print:
- 2010
- Published Online:
- May 2012
- ISBN:
- 9780199731688
- eISBN:
- 9780199944125
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199731688.003.0018
- Subject:
- Sociology, Occupations, Professions, and Work
This chapter studies the growing importance connected to the way companies are restructuring their global division of labor. It starts with a section on the human resources of a company, who are ...
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This chapter studies the growing importance connected to the way companies are restructuring their global division of labor. It starts with a section on the human resources of a company, who are considered as the sum total of individual skills, knowledge, and know-how that the company has at its disposal. It shows how the global auction has provided companies more strategic choices on how to create a new global division of labor. The next section examines the tension between competitive demands to cut long-term commitments and costs in order to maintain the loyalty, experience, and skills of their workforce. Finally, it considers two waves of offshoring.Less
This chapter studies the growing importance connected to the way companies are restructuring their global division of labor. It starts with a section on the human resources of a company, who are considered as the sum total of individual skills, knowledge, and know-how that the company has at its disposal. It shows how the global auction has provided companies more strategic choices on how to create a new global division of labor. The next section examines the tension between competitive demands to cut long-term commitments and costs in order to maintain the loyalty, experience, and skills of their workforce. Finally, it considers two waves of offshoring.
Mike Hansell
- Published in print:
- 2005
- Published Online:
- September 2007
- ISBN:
- 9780198507529
- eISBN:
- 9780191709838
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780198507529.003.0004
- Subject:
- Biology, Animal Biology
This chapter assesses the demands of building behaviour on the decision-making capacity of the organism. It looks at how organisation of work forces can be achieved without leadership, and examines ...
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This chapter assesses the demands of building behaviour on the decision-making capacity of the organism. It looks at how organisation of work forces can be achieved without leadership, and examines the evidence for learned skills and innovation among animal builders.Less
This chapter assesses the demands of building behaviour on the decision-making capacity of the organism. It looks at how organisation of work forces can be achieved without leadership, and examines the evidence for learned skills and innovation among animal builders.
Richard Alba and Nancy Foner
- Published in print:
- 2015
- Published Online:
- October 2017
- ISBN:
- 9780691161075
- eISBN:
- 9781400865901
- Item type:
- chapter
- Publisher:
- Princeton University Press
- DOI:
- 10.23943/princeton/9780691161075.003.0008
- Subject:
- Sociology, Migration Studies (including Refugee Studies)
This chapter focuses on the second-generation immigrants. Second generations emerging from low-status immigrations begin their adult lives with substantial disadvantages—which are manifest in the ...
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This chapter focuses on the second-generation immigrants. Second generations emerging from low-status immigrations begin their adult lives with substantial disadvantages—which are manifest in the worlds of both education and work—compared to young adults who grew up in native-majority homes. They are of particular concern in light of the demographic transition that will occur during the next quarter century in Europe and North America, which will involve the massive exit of the baby boomers from the workforce. This transition will create a need for the social mobility of many children of immigrants if the departing baby boomers are to be replaced; at the same time, of course, it will generate potential opportunities to move up for the second generation, including individuals from families in humble circumstances. Thus, the integration of these youth is vital for their own futures and has enormous implications for the futures of the societies of North America and Western Europe.Less
This chapter focuses on the second-generation immigrants. Second generations emerging from low-status immigrations begin their adult lives with substantial disadvantages—which are manifest in the worlds of both education and work—compared to young adults who grew up in native-majority homes. They are of particular concern in light of the demographic transition that will occur during the next quarter century in Europe and North America, which will involve the massive exit of the baby boomers from the workforce. This transition will create a need for the social mobility of many children of immigrants if the departing baby boomers are to be replaced; at the same time, of course, it will generate potential opportunities to move up for the second generation, including individuals from families in humble circumstances. Thus, the integration of these youth is vital for their own futures and has enormous implications for the futures of the societies of North America and Western Europe.
Jane A. Bernstein
- Published in print:
- 2002
- Published Online:
- May 2008
- ISBN:
- 9780195141085
- eISBN:
- 9780199871421
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195141085.003.0003
- Subject:
- Music, History, Western
This chapter focuses on the production of a music book. The organization of the workforce within the print shop, how a music book was produced, and what materials and supplies were required are ...
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This chapter focuses on the production of a music book. The organization of the workforce within the print shop, how a music book was produced, and what materials and supplies were required are explored. Details are provided concerning editorial practices, typographical materials, paper, formats, title pages, type fonts, decorative initials, and printers' marks used by Venetian presses, giving us a sense of the operation of a 16th-century music print shop.Less
This chapter focuses on the production of a music book. The organization of the workforce within the print shop, how a music book was produced, and what materials and supplies were required are explored. Details are provided concerning editorial practices, typographical materials, paper, formats, title pages, type fonts, decorative initials, and printers' marks used by Venetian presses, giving us a sense of the operation of a 16th-century music print shop.
Robert L. Clark and Olivia S. Mitchell (eds)
- Published in print:
- 2005
- Published Online:
- February 2006
- ISBN:
- 9780199284603
- eISBN:
- 9780191603013
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/0199284601.001.0001
- Subject:
- Economics and Finance, Financial Economics
This book explores how rising pension and healthcare costs, along with workforce aging, are affecting pension and retirement planning around the world. Many middle-aged workers now realize that they ...
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This book explores how rising pension and healthcare costs, along with workforce aging, are affecting pension and retirement planning around the world. Many middle-aged workers now realize that they will have to work longer than intended, as they begin to recognize that their retirement resources will not be inadequate to finance retirement consumption. Volatile capital markets, rising medical-care costs, and low saving rates make retirement behaviour and policy a moving target. This book explores these themes, touching on a diverse set of issues ranging from employment trends to pension accounting and investment, to retirement system overhaul. It illustrates how employers are actively reformulating the meaning of work and retirement, seeking to encourage more people to work longer than ever before in the face of projected labour shortages. At the same time, public and private trust in traditional pension offerings is rapidly eroding, as companies alter, amend, and terminate their conventional plans in the face of poor investment performance and new methods of pension accounting.Less
This book explores how rising pension and healthcare costs, along with workforce aging, are affecting pension and retirement planning around the world. Many middle-aged workers now realize that they will have to work longer than intended, as they begin to recognize that their retirement resources will not be inadequate to finance retirement consumption. Volatile capital markets, rising medical-care costs, and low saving rates make retirement behaviour and policy a moving target. This book explores these themes, touching on a diverse set of issues ranging from employment trends to pension accounting and investment, to retirement system overhaul. It illustrates how employers are actively reformulating the meaning of work and retirement, seeking to encourage more people to work longer than ever before in the face of projected labour shortages. At the same time, public and private trust in traditional pension offerings is rapidly eroding, as companies alter, amend, and terminate their conventional plans in the face of poor investment performance and new methods of pension accounting.
M. Laetitia Cairoli
- Published in print:
- 2011
- Published Online:
- September 2011
- ISBN:
- 9780813035611
- eISBN:
- 9780813039206
- Item type:
- book
- Publisher:
- University Press of Florida
- DOI:
- 10.5744/florida/9780813035611.001.0001
- Subject:
- Society and Culture, Middle Eastern Studies
In Morocco today, the idea of female laborers is generally frowned upon. Yet despite this, many women are beginning to find work in factories. The author of this book spent a year in the ancient city ...
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In Morocco today, the idea of female laborers is generally frowned upon. Yet despite this, many women are beginning to find work in factories. The author of this book spent a year in the ancient city of Fes; this book tells the story of what life is like there for working women. Forced to find a factory job herself so that she could speak more intimately with working women, she was able to learn firsthand why they work, what working means to them, and how important earning a wage is to their sense of self. This book conveys a general sense of the working life of women in Morocco by describing daily life inside a Moroccan sewing factory. It also reveals the additional work they face inside their homes. More than an ethnography, this volume shows what life is like for a new generation of young women just entering the workforce.Less
In Morocco today, the idea of female laborers is generally frowned upon. Yet despite this, many women are beginning to find work in factories. The author of this book spent a year in the ancient city of Fes; this book tells the story of what life is like there for working women. Forced to find a factory job herself so that she could speak more intimately with working women, she was able to learn firsthand why they work, what working means to them, and how important earning a wage is to their sense of self. This book conveys a general sense of the working life of women in Morocco by describing daily life inside a Moroccan sewing factory. It also reveals the additional work they face inside their homes. More than an ethnography, this volume shows what life is like for a new generation of young women just entering the workforce.
Madeline Y. Hsu
- Published in print:
- 2015
- Published Online:
- October 2017
- ISBN:
- 9780691164021
- eISBN:
- 9781400866373
- Item type:
- chapter
- Publisher:
- Princeton University Press
- DOI:
- 10.23943/princeton/9780691164021.003.0005
- Subject:
- History, American History: early to 18th Century
This chapter explores how the Chinese people present in America on temporary visas as students, technical trainees, diplomats, sailors, and so forth suddenly found themselves stranded by the ...
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This chapter explores how the Chinese people present in America on temporary visas as students, technical trainees, diplomats, sailors, and so forth suddenly found themselves stranded by the Communist victory in the Chinese Civil War. For instance, C.Y. Lee, the author of Flower Drum Song, was rescued from refugee status by changes in immigration laws and procedures that allowed resident Chinese in good standing to receive permanent status. On behalf of this group of elite, highly educated Chinese, the State Department and Congress made accommodations rather than force such usefully trained workers to return to a now hostile state. Lee's transformation from student to refugee and then to legal immigrant mirrors that of thousands of other Chinese intellectuals who received American assistance to remain, enter the U.S. workforce, and become citizens.Less
This chapter explores how the Chinese people present in America on temporary visas as students, technical trainees, diplomats, sailors, and so forth suddenly found themselves stranded by the Communist victory in the Chinese Civil War. For instance, C.Y. Lee, the author of Flower Drum Song, was rescued from refugee status by changes in immigration laws and procedures that allowed resident Chinese in good standing to receive permanent status. On behalf of this group of elite, highly educated Chinese, the State Department and Congress made accommodations rather than force such usefully trained workers to return to a now hostile state. Lee's transformation from student to refugee and then to legal immigrant mirrors that of thousands of other Chinese intellectuals who received American assistance to remain, enter the U.S. workforce, and become citizens.
Sandra L. Bloom and Brian Farragher
- Published in print:
- 2010
- Published Online:
- January 2011
- ISBN:
- 9780195374803
- eISBN:
- 9780199865420
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195374803.001.0001
- Subject:
- Social Work, Health and Mental Health
This book describes what happens to human service delivery programs under the impact of unrelenting stress and multiple losses. Never perfect places of safety in the first place, many ...
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This book describes what happens to human service delivery programs under the impact of unrelenting stress and multiple losses. Never perfect places of safety in the first place, many social services of every size, shape, and variety are collapsing under over thirty years of system fragmentation even while public costs have escalated dramatically. The result is that important places of refuge–of sanctuary–for the children, adults, and families who have been exposed to the greatest amount of adversity and trauma, are struggling to provide even the most minimally adequate services. We believe that at this point, our social service network is functioning as a trauma-organized system still largely unaware of the multiple ways in which adaptation to chronic stress has created a state of dysfunction that in many cases virtually prohibits the recovery of the individual clients who are the source of the underlying and original organizational missions, while damaging many of the people who work within it. Just as the encroachment of trauma into the life of an individual client is an insidious process that turns the past into a nightmare, the present into a repetitive cycle of re-enactment, and the future into a terminal illness, the impact of chronic strain on an organization is insidious. As seemingly logical reactions to difficult situations pile upon each other, no one is able to truly perceive the fundamentally skewed and post-traumatic basic assumptions upon which that logic is built. As an earthquake can cause the foundations of a building to become unstable, even while the building still stands, apparently intact, so too does chronic repetitive stress or sudden traumatic stress destabilize the cognitive and affective foundations of shared meaning that is necessary for a group to function and stay whole. The goal of this book is a practical one: to provide the beginnings of a coherent framework for organizational staff and leaders to more effectively provide trauma-informed care for their clients by becoming trauma-sensitive themselves. This means becoming sensitive to the ways in which all human beings and human systems are impacted by individual and collective exposure to overwhelming stress.Less
This book describes what happens to human service delivery programs under the impact of unrelenting stress and multiple losses. Never perfect places of safety in the first place, many social services of every size, shape, and variety are collapsing under over thirty years of system fragmentation even while public costs have escalated dramatically. The result is that important places of refuge–of sanctuary–for the children, adults, and families who have been exposed to the greatest amount of adversity and trauma, are struggling to provide even the most minimally adequate services. We believe that at this point, our social service network is functioning as a trauma-organized system still largely unaware of the multiple ways in which adaptation to chronic stress has created a state of dysfunction that in many cases virtually prohibits the recovery of the individual clients who are the source of the underlying and original organizational missions, while damaging many of the people who work within it. Just as the encroachment of trauma into the life of an individual client is an insidious process that turns the past into a nightmare, the present into a repetitive cycle of re-enactment, and the future into a terminal illness, the impact of chronic strain on an organization is insidious. As seemingly logical reactions to difficult situations pile upon each other, no one is able to truly perceive the fundamentally skewed and post-traumatic basic assumptions upon which that logic is built. As an earthquake can cause the foundations of a building to become unstable, even while the building still stands, apparently intact, so too does chronic repetitive stress or sudden traumatic stress destabilize the cognitive and affective foundations of shared meaning that is necessary for a group to function and stay whole. The goal of this book is a practical one: to provide the beginnings of a coherent framework for organizational staff and leaders to more effectively provide trauma-informed care for their clients by becoming trauma-sensitive themselves. This means becoming sensitive to the ways in which all human beings and human systems are impacted by individual and collective exposure to overwhelming stress.
Sunil Mani
- Published in print:
- 2012
- Published Online:
- September 2012
- ISBN:
- 9780198077992
- eISBN:
- 9780199081608
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780198077992.003.0008
- Subject:
- Economics and Finance, Development, Growth, and Environmental
There is substantial evidence to show that high-skilled migration from India has increased during the post-liberalization period—a phase when market opportunities increased. This chapter measures the ...
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There is substantial evidence to show that high-skilled migration from India has increased during the post-liberalization period—a phase when market opportunities increased. This chapter measures the extent of high skilled-migration from India since 1991. Further it discusses two economic implications of this phenomenon: first, in terms of its potential and actual effects on the supply of science and engineering workforce and, second, in terms of transfers from these high-skilled migrants to the country. It argues that remittances by high-skilled migrants have formed an important component of India’s private transfers and have played a very important role in containing India’s current account deficits.Less
There is substantial evidence to show that high-skilled migration from India has increased during the post-liberalization period—a phase when market opportunities increased. This chapter measures the extent of high skilled-migration from India since 1991. Further it discusses two economic implications of this phenomenon: first, in terms of its potential and actual effects on the supply of science and engineering workforce and, second, in terms of transfers from these high-skilled migrants to the country. It argues that remittances by high-skilled migrants have formed an important component of India’s private transfers and have played a very important role in containing India’s current account deficits.
Youssef Cassis
- Published in print:
- 1999
- Published Online:
- November 2003
- ISBN:
- 9780198296065
- eISBN:
- 9780191596056
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/0198296061.003.0001
- Subject:
- Economics and Finance, Economic History
Analyses the world of big business before 1914. Companies with a share capital of £2 million or more, and a workforce of 10,000 or more are considered as large. It emphasizes the weight of banking ...
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Analyses the world of big business before 1914. Companies with a share capital of £2 million or more, and a workforce of 10,000 or more are considered as large. It emphasizes the weight of banking and heavy industry in German and French big business and points to greater diversity in Britain.Less
Analyses the world of big business before 1914. Companies with a share capital of £2 million or more, and a workforce of 10,000 or more are considered as large. It emphasizes the weight of banking and heavy industry in German and French big business and points to greater diversity in Britain.
JULIUS RUIZ
- Published in print:
- 2005
- Published Online:
- January 2010
- ISBN:
- 9780199281831
- eISBN:
- 9780191712999
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199281831.003.0006
- Subject:
- History, European Modern History
This chapter discusses the implementation of the meticulously planned occupational purges in Madrid after 28 March 1939. The influence of the LPR in this ‘cleansing’ process is evident as commissions ...
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This chapter discusses the implementation of the meticulously planned occupational purges in Madrid after 28 March 1939. The influence of the LPR in this ‘cleansing’ process is evident as commissions established in such diverse sectors as public transport and sport adopted the same definitions of political responsibility to purge the workforce. Such purges were central to the regime's conceptions of ‘security’ and ‘reconstruction’. Nevertheless, their role was specific: they determined whether an individual could continue in his pre-war profession or employment.Less
This chapter discusses the implementation of the meticulously planned occupational purges in Madrid after 28 March 1939. The influence of the LPR in this ‘cleansing’ process is evident as commissions established in such diverse sectors as public transport and sport adopted the same definitions of political responsibility to purge the workforce. Such purges were central to the regime's conceptions of ‘security’ and ‘reconstruction’. Nevertheless, their role was specific: they determined whether an individual could continue in his pre-war profession or employment.
Sandra L. Bloom and Brian Farragher
- Published in print:
- 2010
- Published Online:
- January 2011
- ISBN:
- 9780195374803
- eISBN:
- 9780199865420
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195374803.003.0002
- Subject:
- Social Work, Health and Mental Health
Mental models are the largely unconscious ideas and beliefs that structure what we think about–and what we do not consider. Mental models represent mental short-cuts and limitations. This chapter ...
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Mental models are the largely unconscious ideas and beliefs that structure what we think about–and what we do not consider. Mental models represent mental short-cuts and limitations. This chapter looks at the mental models that shape our organizations, especially healthcare and human service delivery environments. Looking through the lens of mental models enables us to see the ethical conflicts that lie at the heart of so many caring environments today. The chapter then focuses the lens on the mental health system and discusses the ways in which the chronic and disabling conditions that affect the mental health system represent a “system under siege”.Less
Mental models are the largely unconscious ideas and beliefs that structure what we think about–and what we do not consider. Mental models represent mental short-cuts and limitations. This chapter looks at the mental models that shape our organizations, especially healthcare and human service delivery environments. Looking through the lens of mental models enables us to see the ethical conflicts that lie at the heart of so many caring environments today. The chapter then focuses the lens on the mental health system and discusses the ways in which the chronic and disabling conditions that affect the mental health system represent a “system under siege”.
Phillip Brown, Andy Green, and Hugh Lauder
- Published in print:
- 2001
- Published Online:
- October 2011
- ISBN:
- 9780199244188
- eISBN:
- 9780191697340
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199244188.001.0001
- Subject:
- Business and Management, HRM / IR, Political Economy
Economic globalization has led to intense debates about the competitiveness of nations. Prosperity, social justice, and welfare are now seen to depend on the creation of a ‘high-skilled’ workforce. ...
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Economic globalization has led to intense debates about the competitiveness of nations. Prosperity, social justice, and welfare are now seen to depend on the creation of a ‘high-skilled’ workforce. This international consensus around high skills has led recent American presidents to claim themselves ‘education presidents’ and in Britain, Tony Blair announced that ‘talent is twenty-first-century wealth’. This view of knowledge-driven capitalism has led all the developed economies to increase numbers of highly-trained people in preparation for technical, professional, and managerial employment. But it also harbours the view that what we regard as a ‘skilled’ worker is being transformed. The pace of technological innovation, corporate restructuring, and the changing nature of work require a new configuration of skills described in the language of creativity, teamwork, employability, self-management, and lifelong learning. But is this optimistic account of a future of high-skilled work for all justified? This book draws on the findings of a major international comparative study of national routes to a ‘high-skills’ economy in Britain, Germany, Japan, Singapore, South Korea, and the United States, and includes data from interviews with over 250 key stakeholders. It offers a comparative examination of ‘high-skill’ policies — a topic of major public debate that is destined to become of even greater importance in all the developed economies in the early decades of the twenty-first century.Less
Economic globalization has led to intense debates about the competitiveness of nations. Prosperity, social justice, and welfare are now seen to depend on the creation of a ‘high-skilled’ workforce. This international consensus around high skills has led recent American presidents to claim themselves ‘education presidents’ and in Britain, Tony Blair announced that ‘talent is twenty-first-century wealth’. This view of knowledge-driven capitalism has led all the developed economies to increase numbers of highly-trained people in preparation for technical, professional, and managerial employment. But it also harbours the view that what we regard as a ‘skilled’ worker is being transformed. The pace of technological innovation, corporate restructuring, and the changing nature of work require a new configuration of skills described in the language of creativity, teamwork, employability, self-management, and lifelong learning. But is this optimistic account of a future of high-skilled work for all justified? This book draws on the findings of a major international comparative study of national routes to a ‘high-skills’ economy in Britain, Germany, Japan, Singapore, South Korea, and the United States, and includes data from interviews with over 250 key stakeholders. It offers a comparative examination of ‘high-skill’ policies — a topic of major public debate that is destined to become of even greater importance in all the developed economies in the early decades of the twenty-first century.
