PKM Education on Occupational Safety and Health in the COVID 19 Pandemic to Employees of PT. Astamukti Airtech Nusatama

The Covid-19 pandemic has changed the order of society, it is recommended that they are even forced to stay at home, go to school, work and even worship at home. Almost all countries urge their citizens not to move outside the home if there is no urgent need. Informal workers because around 61 percent of the global workforce are particularly vulnerable during the pandemic, have to face higher OSH risks, and lack adequate protection. Occupational Health and Safety (K3) is a thought and effort to ensure the integrity and perfection of both the physical and spiritual workforce, in particular, the implementation of Community Service (PKM) in the Covid-19 pandemic to employees of PT. Astamukti Airtech Nusatama. The results of the socialization and education of K3 employees better understand and realize the importance of the OHS system and the implementation of the Covid-19 pandemic health protocol in the workplace, the importance of management support that continuously provides understanding through discussion and training so that they are aware, understand and be able to consistently apply K3 and health protocols continuously in the corporate environment.

Examination of Vocational Schools as Sustainable Human Resources in Supply Chain Management

In today's business world, having talented, educated, and qualified employees who can use technological developments has become an important advantage. Maintaining this superiority can be done with employees who are technically business-oriented. Economic uncertainty in the global markets enables countries to attach importance to vocational education, which will make their youth a part of the current economic process. The aim of this study is to reveal the necessity of vocational education in vocational high schools and vocational schools of higher education in our country to sustainably meet the global workforce needs of supply chain management. In this context, South Korea has been selected on global scale, which is thought to play an important role in the vocational education policies implemented in her development, and the general and vocational education system examined has been compared with the situation in Turkey.

Virtual exchange program building: an assessment-based approach

Virtual Exchange (VE) provides a strategic approach for higher education institutions to internationalize. This study investigated how a USA Community College (US-CC) system and their partners started and grew their internationalization program through VE with teacher training, assessment, and support from a nonprofit bridge organization. Data were collected on program growth over three years, 2017-20, totaling 13 modules, 29 faculty, and 14 campuses. Cumulatively, students completed 341 pre-module and 202 post-module surveys which assessed the community colleges’ student learning goals: intercultural competence and awareness of the wider world, confidence in finding success in the global workforce, and ability to deploy 21st century skills (e.g. technology and teamwork). Quantitative and qualitative results provided concrete and nuanced evidence of program effectiveness and suggested positive impact. Our findings have two main implications: (1) positive student impact can help grow and sustain VE and other international programming; and (2) teacher training informed by and adapted with student assessment can help institutionalize VE programs.

Why Informal Workers Organize

Informal workers make up over two billion workers or about 50 percent of the global workforce. Surprisingly, scholars know little about informal workers’ political or civil society participation. An informal worker is anyone who holds a job and who does not pay taxes on taxable earnings, does not hold a license for their work when one is required, or is not part of a mandatory social security system. For decades, researchers argued that informal workers rarely organized or participated in civil society and politics. However, millions of informal workers around the world start and join unions. Why do informal workers organize? In countries like Bolivia, informal workers such as street vendors, fortune-tellers, witches, clowns, gravestone cleaners, sex workers, domestic workers, and shoe shiners come together in powerful unions. In South Africa, South Korea, and India, national informal worker organizations represent millions of citizens. The data in this book find that informal workers organize in nearly every country for which data exists, but to varying degrees. This raises a related question: Why do informal workers organize in some places more than others? The reality of informal work described in this book and supported by surveys in 60 countries, over 150 interviews with informal workers in Bolivia and Brazil, ethnographic data from multiple cities, and administrative data upends the conventional wisdom on the informal sector. The contrast between scholarly expectations and emerging data underpin the central argument of the book: Informal workers organize where state officials encourage them to.

COVID-19 Crisis Management: Lessons From the United Arab Emirates Leaders

This study analyses the UAE leadership's approach in response to the COVID-19 crisis through the Organization for Economic Co-operation and Development's Strategic Crisis Management Framework. This framework analyzes the crisis management in three phases: the preparedness, the response to mitigate damage and the feedback mechanism after the crisis. The analysis showed that the key components of the UAE's crisis management included efficient and able governance, integrated utilization of public-private partnerships and a global workforce of excellence. As a result, the UAE now ranks among the top 10 countries worldwide for its leadership and proactive approach during the COVID-19 pandemic, according to Global Response to Infectious Diseases Index. The SWOT analysis on the response toward COVID-19 crisis management helped in critically analyzing and understanding the UAE's unified and systematic response to the pandemic, which provides developing and developed countries alike a new high standard for leadership and effective public health management.

The Contingent Consequences of Job Insecurity: A Cross-National Investigation of the Effects of Job Insecurity, Employability, and Culture on Employee Outcomes

This study investigated the combined effects of national culture and perceptions of employability on relationships between job insecurity and work and non-work outcomes for individual employees. Data from 28,674 participants in 35 nations were obtained from the 2015 European Working Conditions Survey. Results showed that nation-level differences in individualism/collectivism (I/C), uncertainty avoidance (UA), and masculinity/femininity (M/F) accounted for variation in the degree to which perceptions of employability buffered the negative effects of job insecurity on job satisfaction, work engagement, and subjective well-being. Among more collectivist cultures, employability did less to minimize the effects of job insecurity on job satisfaction, than in more individualistic cultures. Employability also had a weaker effect on buffering the consequences of job insecurity for job satisfaction and work engagement when cultural uncertainty avoidance was higher. And across all three outcome measures, higher levels of job insecurity combined with lower perceptions of employability were consistently more detrimental to individuals in more masculine cultures. Results support the prevailing theory about the mechanisms thought to account for the effects of job insecurity on individuals and suggest several important practical implications for managing a global workforce.

Surveilling Amazon’s warehouse workers: racism, retaliation, and worker resistance amid the pandemic

Drawing on insights from Cedric Robinson’s theory of racial capitalism, we analyse black and Latinx blue-collar warehouse workers’ concerns about health and safety in Amazon’s warehouses as well as their collective efforts to organise and improve working conditions during the pandemic. The pandemic increased the demand for home-delivered e-commerce, bringing Amazon’s (directly employed) global workforce to over 1.2 million workers and making Amazon the second largest company in the US. Amazon’s business model, particularly its Amazon Prime programme, has further driven consumer demand for expedited, free shipping. Amazon’s logistics system puts pressure on warehouse workers, who are electronically surveilled, to work very quickly, resulting in high rates of turnover and injury on the job. In the US, this workforce is not unionised and is disproportionately black and Latinx. Workers of colour are also leading workplace organising efforts in various cities in the United States. Our research combines information from in-depth interviews with current and former Amazon warehouse workers in Inland Southern California, one of the largest hubs of Amazon warehouses in the world. We also analyse interviews with leading high-profile current and former black Amazon warehouse worker activists across US cities, affiliated with the Congress of Essential Workers, Amazonians United Chicagoland, the Awood Center, and Bay Area Amazonians who have demanded improvements in their working and safety conditions and faced retaliation, disciplining and/or firing during the pandemic.

New Graduate Nursing Retention in 2020: A Multifactorial Analysis

The issue of new graduates prematurely exiting the profession has a long-standing, complicated history in nursing. Current retention is further complicated by the COVID-19 pandemic. The state of the global workforce and transition shock theory situate this issue. Ray's theory of bureaucratic caring frames the analysis with proposed recommendations for individual nurses, healthcare organizations, and academia. The sociocultural and political domains of Ray's theory offer guidance for nurse leaders in academic and practice settings. The importance of a collaborative relationship between academic and practice settings is vital to mitigate the phenomenon of early exit of new graduates.