Freedom to veto

Several sets of axioms have been proposed to characterize rankings of opportunity sets in terms of freedom of choice. In these models it has been assumed that being in a position to choose from more options is preferred to having fewer options. We tested the empirical validity of that assumption experimentally. Combining a dictator game (a no-choice situation for the receiver) and an ultimatum game (the receiver can choose between two options) we investigated whether receivers prefer to have some freedom of choice (in the ultimatum game) over having no freedom of choice (in the dictator game) even in the presence of monetary incentives to choose otherwise. The experimental results show that a strong majority of players is not willing to give up the option to veto without monetary incentives to do so. However, players are often willing to trade their freedom to veto even for a small bonus. The higher the monetary incentives the more players give up their veto power.     

Behavior-Based Safety in a Coal Mine: The Relationship Between Observations,Participation, and Injuries Over a 14-Year Period

Safety is an important topic in the inherently dangerous mining industry. The creation of a behavior-based safety program and improved employee-management relationships reduced incident rates by 50%. The safety program focused on employee observations and oversight from steering committees. This case study suggests that participation rates of 30% could produce mine-wide safety improvement and considers possible explanations in the context of current literature and anecdotal reports.     

Zur Integration ehrenamticher Mitarbeiter/innen in Organisationen

The integration of volunteers in organizations On the background of the current changes in the general work conditions, a professional volunteer management in organizations is necessary. The author demonstrates, that in organizations a professional staff with management competences is a precondition. The peculiarities in leading volunteers are explained. The focus of the article are suggestions to a personnel development, in order to instruct and to attend individual employees or larger organizational units for a successful cooperation with volunteers. A special training as well as coaching and organizational development are delineated.     

Reclaiming Futures initiative from a Sicangu Lakota tribal perspective: Lessons shared

This paper tells a story about one of the initiatives sponsored by the Robert Wood Johnson Foundation known as Oyate Teca Owicakiya (Helping Young People). Oyate Teca Owicakiya was located on the Rosebud reservation, an extremely rural area in South Dakota. This was the only indigenous-based initiative funded by the Foundation. The initiative was undertaken by the Sinte Gleska University to provide services to reclaim youth from the justice system. This collaborative built on existing structures and community networks to strengthen and coordinate services for youth. The Reclaiming Futures model was adapted to the local setting by utilizing tribal resources. The background of the setting, its unique tribal governmental structure, demographics, and socioeconomic indicators are presented, and finally, eleven lessons are discussed. The success of the initiative was the strength and resiliency of the community itself, its members, and the network of individuals and organizations who came together for troubled tribal youth and their families.