Using institutional ethnography's ideological circle to portray how textually mediated disability discourse paralysed a Supreme Court of Canada ruling

Persons with disabilities created through texts as damaged goods are being ‘cured’ by workplace accommodation, a textually mediated work process. Prior to 1999, workplace accommodation in the Canadian federal public service signified the adjustments necessary to enable a disabled worker to fit into a workplace designed for able-bodied workers. In 1999, a Supreme Court of Canada (SCC) ruling known as Meiorin turned this accommodation provision on its head. Instead of being focused on individual-level fixes so that a disabled worker could be accommodated in an existing workplace, this legislation required employers to transform their workplaces so as to make them ready to receive as many different types of workers as reasonably possible from the outset. Using Dorothy E. Smith's institutional ethnography, I use my experiences as a disability rights activist employed in the Canadian federal public service to explicate how textually mediated disability discourse paralysed this groundbreaking SCC ruling.     

Interplay of gender subtext and local culture in the organizational logic: the case of a textile factory in Turkey

This paper examines gender as a constitutive element of inequality regimes in the workplace. The organizational logic of workplace is reproduced through accepted but unequal policies and principles. The organizational dynamics of the gendered workplace are embedded in the articulation of global and local markets. The article elaborates on the nature of the organizational logic by focusing on the local dynamics of a Central Anatolian city, Çorum, based on a case study conducted in Turkey. We observe how capitalist organizational logic and gender subtext operate in and through the conservative culture specific to this locality. Through the interactions between employers and employees, the engagement between the capitalist organization and gender subtext constructs the realities of workplace. Workers’ responses to the structural, cultural, interactional and identity dynamics of the organization are to be understood within the triangle of skill, care and honour in capitalist organizational logic. Embedded in all these responses is a specific emphasis on virtuous female worker. Such an ideal worker fits both the capitalist organizational logic and patriarchal system.     

The role of ‘workplace family’ support on worker health,exhaustion and pain

The goal of this study was to improve understanding of the potential health benefits of social support at work. We utilized 2002 GSS data to examine the relative influence of workplace support on self-reported health, exhaustion and experience of persistent pain in a sample of 1602 workers. Building on previous Demand-Control-Support models, we examined co-worker, supervisor, and organizational safety support (conceptualized as ‘workplace family’) in concert with job demands, job control and work-family conflict as predictors of worker health measures. We further tested the extent to which work-family conflict acted as a mediator between family and work characteristics and worker health outcomes. We found that increased co-worker support in the workplace was associated with better worker self-reported health, lower exhaustion and less pain. In addition, higher levels of perceived organizational safety support were associated with better self-reported health and lowered exhaustion. There is little evidence that work-family conflict mediates between work and family characteristics and worker health, and work-family conflict does not mediate the relationship between workplace family measures and worker health. We discuss results in light of workers’ changing and expanding definitions of family, with implications for changes in the organization of the workplace to improve workers’ health.     

Ergonomics and the inclusion of disabled people in the Brazilian job market

The inclusion of persons with disabilities (PD) has been widely discussed in Brazil. The main purpose of this paper is to identify the contributions of ergonomics in the process of including disabled people in the job market and to discuss the situation in Brazil. It was found that ergonomics is an important tool within organizations. Using it allows space, work stations and tools to be matched workers' needs, including those with disabilities, on behalf of whom it is necessary to adjust the demands of work to their specific needs. However, further research is needed in Brazil on the existing methods of ergonomic intervention for this population in order to suit their needs and optimize potential.     

Personality disorders, coping strategies, and posttraumatic stress disorder in women with histories of childhood sexual abuse

Using a treatment-seeking sample of adult female survivors of childhood sexual abuse, the relationships between coping strategies, personality disorders (PD) and Posttraumatic Stress Disorder (PTSD) were explored. A variety of PDs were found to exist in this population, with avoidant, antisocial, dependent PDs having higher frequencies than borderline PD. Avoidant coping and PTSD severity significantly correlated with many of these PDs. PTSD severity and avoidant coping were also significantly correlated. Additionally, women with PTSD displayed higher rates of avoidant and dependent PDs, as well as more avoidant coping, than did women without PTSD. Results support a more complex conceptualization of the trauma-related symptoms that occur in adult survivors of childhood sexual abuse that incorporate the relationships between avoidant coping, personality disorders, and PTSD.     

Policy is not enough – the influence of the gendered workplace on fathers’ use of parental leave in Sweden

ABSTRACT

Paid parental leave for fathers is a promising social policy tool for degendering the division of labor for childcare. Swedish fathers have had the right to paid parental leave since 1974, but they take only one-fourth of leave days parents take. There are strong cultural norms supporting involved fatherhood, so couples typically want to share leave more than they do. This article explores how workplaces can constrain Swedish fathers’ use of state leave policy, in ways that fathers can take for granted, a topic that has received less attention than individual or family-related obstacles. Based on interviews with 56 employees in five large private companies, we found that masculine workplace norms can make it difficult for fathers to choose to take much leave, while aspects of traditional workplace structure building on these norms can negatively affect fathers’ capabilities of taking much leave. Workplace culture and structure seemed to be based on assumptions that the ideal worker should prioritize work and has limited caregiving responsibilities, setting limits to fathers’ ability to share leave with mothers. Gender theorists suggest such assumptions persist because of male dominance at the workplace and the endurance of gendered assumptions about the roles of men and women.     

Job stress and productivity increase

This paper examines mental and physical pressures that workers bear at work. The authors discuss how on the-job stress affects a person's capabilities and productivity, and how such pressures lend to higher incidences of accidents at work. The paper also discuss methods of reducing job-related stress and increasing productivity. An intervention was conducted amongst workers in a private firm. It shows mental and emotional pressure can affect performance and productivity of a worker on the job. One of the biggest influences of today's worker is on the-job stress. Job stress occurs when the requirements of the job do not match the capabilities, resources, or needs of the worker. This consequently affects how a person would normally deal with customer service problems, grievances, violence, conflict, and decisions on the job. Stress is an inevitable part of everyday life, and is therefore a distinct part of a person's job. To properly control the outcome of stress, there are certain precautions and methods that should be taken that will boost productivity.     

Risk, sexuality and economy

From the mid 1980s onwards HIV/AIDS became a new subject of work reform, with a range of experts producing new knowledges on work and the worker in regard to HIV/AIDS and workplace organizations putting in place workplace HIV/AIDS policies and programmes. To date, much of the discussion in sociology in regard to such policies and programmes has focused on the issue of effectiveness and has been concerned with making such policy 'better'. In this article however, and with particular reference to sexuality, I suggest that such approaches fail to register that workplace HIV/AIDS policies concern new conceptualizations of worker identities. Specifically, I suggest that such policies may be viewed as part of an assemblage of work reforms which are reworking worker identities as risk identities. Thus I argue that workplace HIV/AIDS policies and programmes are best understood as risk rationalities. Further, I consider the alignment between such rationalities and neo-liberal modes of rule, and in particular consider the ways in which workplace HIV/AIDS policies render both HIV/AIDS and sexuality calculable and governable in terms of notions of risk, self-responsibility and self-management.     

Influences of mechanical exposure biographies on physical capabilities of workers from automotive industry - a study on possible dose-response relationships and consequences for short and long term job rotation

This paper describes a field study in production areas of a vehicle manufacturing plant, where 106 male workers (aged from 20 to 63 years) were examined and interviewed by the authors. Aim of study was to identify relationships between specific physical worker capabilities and doses of mechanical exposures using self-developed standardized questionnaires as well as a battery of work-specific tests. The dependent variables are different "physical capabilities", classified using a five-point rating scale with regard to the grade of limitation of the respective capability. Independent variables are "age" and specific "mechanical exposures". Several exposures were combined and multiplied with their respective durations in order to determine doses on three different body regions - back, shoulder-neck and upper limbs. There are significant positive correlations between "age" and "dose of mechanical exposure on back/shoulder-neck/upper limbs region". The analysis of the relationship between dose of exposure and different capabilities to lift or reposition loads (with variable weight) shows weak significant correlations for all three body regions. Data analysis shows no significant correlations between any dose of mechanical exposure and capabilities to work in awkward body postures.These results should be considered in age management programs when scheduling future employee assignments to workplaces, especially for production systems where manual handling tasks are dominant.     

Violence in the workplace and ergonomic prevention

There is a growing problem of violence in the workplace that should not be ignored. An estimated 6,359 deaths occur per year in the workplace [8] and an average one million each year are assaulted while at work [3]. Workplace violence is detrimental to both the employer and employee. It causes decreased worker productivity which results in monetary loss for businesses and the worker. Prevention programs can and should be implemented to address workplace violence. Prevention strategies that incorporate ergonomic and occupational therapy concepts can increase work productivity and job satisfaction. Certain occupations, such as health care and social service workers, are at a high risk for violence in the workplace. Violence in the workplace may never be eliminated, but steps can be taken to hinder the problem from growing.     

An exploration of social support as a factor in the return-to-work process

Despite evidence that inter-personal relationships are important in human resource management, little is understood about the nature of workplace social support in a disability context, or what features of support are important to the success of return-to-work programs. The purpose of this qualitative study was to explore workplace disability support from worker and supervisory perspectives and to identify salient features for work re-entry. A total of 8 supervisors and 18 previously injured workers from a range of work units in a Canadian municipality were interviewed, and their views concerning supportive and unsupportive behaviours in work-re-entry situations were recorded and analyzed. A full range of social support dimensions were reported to be relevant, and were seen as arising from a variety of sources (e.g. supervisor, co-workers, disability manager, work unit, and outside of work). Respondents identified trust, communication and knowledge of disability as key precursors to a successful return-to-work process. Future research should explore the specific contributions of support to work rehabilitation outcomes as well as interventions to enhance available supports.     

Factory “Homers”: Understanding a Highly Elusive,Marginal, and Illegal Practice

A “homer” is an artifact that a worker produces using company tools and materials outside normal production plans but at the workplace and during workhours. Despite legal, artistic and ethnographic evidence of their existence, silence surrounds homers. Along with this evidence, interviews conducted mostly with retirees from a French aeronautics plant are used to show that this silence is not linked just to the marginal and illegal quality of these artifacts. Homers shed light on a high degree of “complicity” between employees regardless of their position in the hierarchy. Since the factory's institutional framework has little room for this complicity, the silence surrounding homers is a sign probably of an inability to talk about them rather than of their marginality or illegality.     

La « perruque » en usine : approche d’une pratique marginale, illégale et fuyante

A “homer” is an artifact that a worker produces using company tools and materials outside normal production plans but at the workplace and during workhours. Despite legal, artistic and ethnographic evidence of their existence, silence surrounds homers. Along with this evidence, interviews conducted mostly with retirees from a French aeronautics plant are used to show that this silence is not linked just to the marginal and illegal quality of these artifacts. Homers shed light on a high degree of “complicity” between employees regardless of their position in the hierarchy. Since the factory’s institutional framework has little room for this complicity, the silence surrounding homers is a sign probably of an inability to talk about them rather than of their marginality or illegality.     

The Norms of Conduct in Social Service Agencies:

The personal and professional situation of a Puerto Rican lesbian social worker is analyzed using feminist standpoint theory. Beginning within the circumstances of a specific group, this approach studies the effect of social structure on the lives of group members. Social service agencies claim organizational policies protecting lesbians and gay men from workplace discrimination. However, these policies are rendered void by cultural norms of conduct in the workplace supporting de-facto discrimination. This pattern of discrimination adversely impacts the professional development of social workers, the quality of service to clients, and the overall mental health of both.     

Motivating Russian workers: analysis of age and gender differences

What motivates Russians to work? Two hypotheses govern this analysis. First, worker motivation is positively correlated with organizational commitment, where organizational commitment is captured by a series of statements related to the employee’s perception of their workplace and the satisfaction expressed about the workplace and job. Second, worker motivation is positively correlated to the expectation that a desired reward will be received in exchange for doing the job well. Using survey data collected in May/June 2000 from 1200 employees in three regions of Russia, this paper: (1) documents the nature and scope of organizational commitment among Russian workers as the transition process draws to a close; (2) identifies the relative importance of select job motivators, as well as the expectation that these motivators will be received in exchange for a job well done; and (3) analyzes the extent of gender and generational differences in organizational commitment and worker motivation. The results can be used not only to begin filling a gap in the motivation literature by extending previous analyses based on US workers, but also to inform Russian and foreign managers about monetary and non-monetary factors to include in designing an effective reward structure. The results also are suitable for use in management training programs in Russia and elsewhere which focus on developing ways to construct more effective teamwork at the workplace.     

CAREER JOBS, SURVIVAL JOBS, AND EMPLOYEE DEVIANCE: A Social Investment Model of Workplace Misconduct

We examine the relationship between career stakes, or the fit between workers' current jobs and their long-term career plans, and employee deviance. Most prior research has focused on the link between job satisfaction and deviance, but career stakes may be a more salient and theoretically relevant measure of workers' investments in their present positions, particularly in young adulthood. We hypothesize that people whose current jobs match their long-term career goals have made a social investment with their employers that inhibits deviant behavior. We analyze data from the Youth Development Study (YDS), a longitudinal community sample of individuals now in their mid-twenties. Our results show that career stakes and job satisfaction exert independent effects on worker misconduct even when prior levels of general deviance and workplace deviance are statistically controlled.     

Including the people with disabilities at work: a case study of the job of bricklayer in civil construction in Brazil

The aim of this paper is to present the results of the evaluation of the job of bricklayer in the construction industry to determine the profile of workers with disabilities who could perform this function and what adjustments are needed. The methods and techniques used in the field study were: direct observation of the activities and the environment, interviews with bricklayers on building sites, a video and photographic record of tasks being carried out to analyze the job of bricklayer, software resources were used. This study set out the disabilities most commonly caused by work accidents in the civil construction industry and simulated the conditions of the individuals to determine whether they could perform the activities of this function and what adaptations are needed. It was observed that workers with hearing impairments could perform activities without any change in the workplace and individuals who had had a leg or foot amputated need to use appropriate prostheses to perform the activities of the function. Thus, it was shown that the activity of professionals with experience in Ergonomics is essential since, by the activity of gathering data and analysing the physical, cognitive and organizational requirements of jobs and by collecting data on and analysing the functional capabilities of the worker with a disability, adaptations to jobs can be adequately defined.     

Partnering for workplace health and safety

Worker involvement in decision-making about the workplace can improve safety, health, productivity and the quality of organizational outputs. Australian work health and safety (WHS) legislation mandates worker involvement and gives elected Health and Safety Representatives (HSRs) specific powers, but there has been limited research about the impact of that regulatory framework on the nature, quality and outcomes of worker involvement. As part of a wider review of worker representation in WHS, we investigated the role and impact (positive and negative) of elected HSRs on WHS] in South Australia using a newly-constructed survey instrument. This paper reports on the development of the instrument and the initial findings of the research. The initial survey dimensions and items were developed from earlier research on consultation in South Australia and were refined and validated through this research. The survey has 9 constructs and 61 items and has both face validity and high internal consistency. This research is a step forward for researchers and policy makers seeking a means of determining the effectiveness of worker participation in WHS. It provides an instrument, pilot baseline data and a method that could be used internationally to enable this assessment.     

Understanding the role of Australian Aboriginal maternal infant care workers: bringing a cultural dimension to a critique of the ideal worker concept

Models of care that include a prominent role for Aboriginal workers are fundamental to improving the health of Aboriginal Australians. However, tension arises when these models co-exist with mainstream models, contributing to difficulties sustaining an Aboriginal workforce. The ‘ideal worker’ theory is drawn on to explore whether historical workplace norms undermine the roles of Aboriginal workers in an Australian hospital setting. In-depth interviews were conducted with 30 staff and clients of an innovative maternity service, featuring Aboriginal Maternal Infant Care (AMIC) workers caring for Aboriginal women in partnership with midwives. A phenomenological methodology highlighted that unrealistic and inappropriate assumptions embedded in the ideal worker notion underpin many challenges facing AMIC workers. These workers have deep ties to their communities, with extensive responsibilities beyond the workplace. Although the hospital system relies on these ties to engage clients, this time commitment and the unbounded ways in which AMIC workers provide care are not acknowledged. Findings illustrate how the ideal worker concept has a cultural and gender dimension, which undermines AMIC workers and does not value culturally relevant care. This work has implications for ingraining cultural competence into health care, suggesting the wide-ranging contributions of Aboriginal workers must be recognised to achieve sustainable reform.