...Commodity Fetishism vs. Capital Fetishism Marxist Interpretations vis-à-vis Marx’s analyses in Capital Dimitri Dimoulis and John Milios Abstract In Marx’s analysis of the Capitalist Mode of Production and more precisely in his theory of value, the key to decipher the capitalist political and ideological practices and structures is to be found. In this context, many Marxists believed that the analysis of “commodity fetishism” in Section 1 of Volume 1 of Capital renders the basis for understanding ideological domination and political coercion under the capitalist rule. The authors argue, that “commodity fetishism” is only a preliminary notion, which allows Marx to arrive, in subsequent Sections of Capital, at the concept of the “fetishism of capital”. 1. Introduction From the days of his youth Marx was familiar with the statements of ethnographers on the subject of fetishism and used the term in his own writings.1 Equally important was in this context the influence of Hegel.2 In this paper we are not going to deal with the different meanings that the notion of fetishism acquires at different points of Marx’s work, an issue which is related to the various concepts of fetishism in political economy, political philosophy and the social sciences.3 We will focus on the analysis of commodity fetishism, in an effort to contribute to the comprehension of the different dimensions of this concept, especially in Marx’s Capital. For this purpose, we will pursue the following course:...
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...what Marx’s Alienation Theory is and how the theory changed in the past decades. Then I will discuss about the characteristics of modern workplace and try to analysis the situation from the alienation theory perspective. As conclusion, I will try to evaluate the relevance between the theory and the workplace. Definition of Alienation Alienation is the process whereby people become foreign to the world they are living in. more The concept of alienation is deeply embedded in all the great religions and social and political theories of the civilised epoch, namely, the idea that some time in the past people lived in harmony, and then there was some kind of rupture which left people feeling like foreigners in the world, but some time in the future this alienation would be overcome and humanity would again live in harmony with itself and Nature. Marx had a specific understanding of the very sharp experience of alienation which is found in modern bourgeois society. Marx developed this understanding through his critique of Hegel. According to Hegel, through their activity, people created a culture which then confronted them as an alien force. But for Hegel human activity was itself but the expression of the Spirit (or Zeitgeist) which acted through people. In the first place, Marx insisted that it was human labour which created culture and history, not the other way around; in other words spirit was a human product, not the other way around. “Subjectivity is a characteristic...
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...policies, practices and systems that influence an employee’s behavior, attitude, and performance in the attainment of organizational goals HR Activities Strategic HR Management: linking HR function with strategic objectives of the organization in order to improve performance. • Measure HR effectiveness • HR metrics • HR technology (HRMSs) • HR planning Equal Employment Opportunity Compliance with laws Diversity of multicultural and global workforce Employment equity legislation Staffing Job analysis Job description/job specification Selection process Talent Management and Development Orientation Training Career Planning Performance Management Total Rewards Compensation (pay, incentives, benefits) Variable pay programs Health Safety, Security EAPs (Employee Assistance Programs) Health promotion Workplace Security Employee and Labour Relations Employee rights Policies and Procedures Union/Management relations Every manager in an organization does HR functions. Small company: less than 100 employees - shortages of qualified workers, increasing costs, increased wage pressures, increasing competition Medium sized companies: 100 to 500 employees HR Managers work with Operating Managers Management of Human Capital Physical Financial Intangibile Human Human capital/Intellectual capital: collective value of the capabilities, knowledge, skills, life experiences 60% of total operating costs Core competency:...
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...621202 Email: bridge@ids.ac.uk Website: http://www.ids.ac.uk/bridge/ © Institute of Development Studies ISBN 1 85864 381 3 Contents 1. Introduction ........................................................................................................... 1 2. Quick Definitions ................................................................................................... 2 3. Detailed Explanations and Further Reading ....................................................... 4 Culture ..................................................................................................................... 4 Gender Analysis ...................................................................................................... 6 Gender Discrimination ............................................................................................. 7 Gender Division of Labour....................................................................................... 8 Gender Equality and Equity................................................................................... 10 Gender Mainstreaming .......................................................................................... 12 Gender Needs ....................................................................................................... 14 Gender Planning.................................................................................................... 16 Gender...
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...INTRODUCTION According to current scenario, working relationships comprise the relationship between employers and employees in unionized workplaces, or those who could unionize, and laws that affects the workplace. This includes processes and rules related to collective bargaining. The government provides a fair and balanced framework of labor relations and dispute settlement. With policy development and analysis of trends and issues of labor relations, the government provides facilitation and education, dispute resolution services and information for collective bargaining. The Canadian Labour Congress is releasing this study to show just how much better the union advantage truly is – both nationally and in 30 communities across the country. This study shows that in Canada on an average, unionized workers get almost $5 more an hour than non-union workers. A union is a group of workers who come together for making collective decisions about their work and working conditions. There is a democratic union in which the members elect the leaders through voting process. With the help of collective bargaining, these leaders negotiate with the employer in terms of wages, safety, working conditions, hours, and other benefits, on behalf of the members. The rights of unionized workers may vary extensively depending on the country, region and industry. Also rules, regulations and laws can also be amazingly complex. These rights are constantly evolving, and state governments adopt national...
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...Lecture 6: The Deskilling Thesis H. Braverman – Labor and Monopoly Capital (1974) • The central text in what has come to be called the labour process approach. • Context for Braverman: ❑ Braverman associated with Monthly Review journal – founded in 1949 by Paul Sweezy and Leo Huberman. An influential journal but little impact on American sociology. Best known product of this school is Baran and Sweezy’s Monopoly Capital (1966). Indeed, Braverman’s analysis of work is predicated theoretically upon Baran and Sweezy’s analysis of ‘Monopoly Capital’ [ie oligopolistic, ‘organized’ capitalism. ❑ After mid-1960s increasing interest in neo-Marxism in the US – partly result of social conflicts evident in America in late 1960s which threw doubt of the utility of the structural-functionalist paradigm. ❑ In the 1970s – re-emergence of radical political economy in both the USA and Western Europe. Produced the Union of Radical Political Economists and the journal Insurgent Sociologist in USA and wide array of groups and journals in Western Europe – of which the most well known are: New Left Review, Capital and Class and Economy and Society. • In the late 1960s in the USA two sets of ideas had emerged within the social sciences which formed the concepts against which Braverman reacted: ❑ H. Marcuse, One Dimensional Man: a German social philosopher, member of the Frankfurt school, who argued that the affluence generated...
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...621202 Email: bridge@ids.ac.uk Website: http://www.ids.ac.uk/bridge/ © Institute of Development Studies ISBN 1 85864 381 3 Contents 1. Introduction ........................................................................................................... 1 2. Quick Definitions ................................................................................................... 2 3. Detailed Explanations and Further Reading ....................................................... 4 Culture ..................................................................................................................... 4 Gender Analysis ...................................................................................................... 6 Gender Discrimination ............................................................................................. 7 Gender Division of Labour....................................................................................... 8 Gender Equality and Equity................................................................................... 10 Gender Mainstreaming .......................................................................................... 12 Gender Needs ....................................................................................................... 14 Gender Planning.................................................................................................... 16 Gender...
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...projects. Later, the Gender and development (GAD) approach proposed more emphasis on gender relations rather than seeing women's issues in isolation.[1] Ever since the First World Conference on Women in Mexico City in 1975, approaches to «women's issues» have changed considerably. Development agencies, including FAO, first advocated the Women in Development (WID) approach, which was useful in making the importance of women's productive work more clearly visible, as well as in recognizing women's essential role in development. This approach focused on using development resources to improve women's conditions, for example through projects for women. However, the WID approach tended to focus solely on women as a separate, homogeneous entity and to ignore the basic structure of the unequal relations between women and men. Because it failed to take into account the wider social and economic context, WID often ignored the issues of how men might be affected and how important gender interactions are. | Over time, WID evolved into Gender and Development (GAD), which focuses on analysing the roles and responsibilities that are socially assigned to women and men, the social relations and interactions between women and men, and the opportunities offered to one and the other. The GAD approach defines gender and the unequal power relations between women and men as essential categories of analysis. Rather than focusing solely on women and «women's projects», GAD provides a framework and an...
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...Disciplinary process The Group has a separate document The Group disciplinary proceedings is applied progressively and the standard of procedure does not infringe on the employee or employer’s right to fair, lawful approach and rules are reasonable. It has appeared to be reasonable when dealing with both organisation formal and informal disciplinary proceedings ,clearly distinguish serious from lesser offences which are in line with the code of good practise as well as imposed penalties including the sanctions for FAIS registered employees and the consistency in the application, Having regard to the circumstances of the case, the Group reserves the right to impose a lesser or harsher sanction at its discretion However it lacks providing awareness especially the lower levels employees who has a culture of waiting for the management to inform and/or direct such employees to important work related information as the group awareness policy practise is for all employees to read through the disciplinary policy in their personal time but required to log onto the internal system ESS Employee porta for the acknowledgement of the policy for audit purposes .This practise excludes the importance of employees ‘s understanding of the contents which may impose a risk for the organi Disciplinary action will be considered in all cases where management becomes aware of an act of misconduct. Where the eventual outcome could be a final written warning or dismissal, the nature of the offence...
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...Situation Analysis of Trade Unions and Industrial Relations in Bangladesh: A Country Profile • Balasundaram Nimalathasan (Department of Accounting, University of Jaffna, Jaffna, Sri Lanka) • Abu Taher (Department of Management Studies, University of Chittagong, Chittagong, Bangladesh) Abstract Industrial Relations (IR) is an inter-disciplinary field that encompasses the study of all aspects of people at work. IR is a fascinating subject for the study understanding discussion and practice, as it covers the whole range of human relations within industry. IR is a combination of various social sciences, the cumulative effect of which is to grease the wheels of industry and society. Sound IR can only be based on human relations and good human relations dictate that human beings should be treated humanely, which includes respect for human dignity, fair sealing and concern for the human beings physical and social needs. The research is based on desk study. Moreover, the recommendation would be helpful to the practitioners, researchers, planners, policy makers and academicians, who are involved in the concerned area. Keywords: Situational Analysis; Trade Unions and Industrial Relations 1. Introduction Trade unionism is the core of industrial relations. Primarily it is also referred to as phenomenon of the capitalist society, where in trade unions seek to remove the power imbalance between the buyer (i.e., employer) and individual seller (i.e....
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...HUMAN RESOURCE MANAGEMENT Human Resource management in UK perspectives Contents Introduction 3 Literature review and Critical analysis 4 World War I and II 4-6 Training and development 6-7 Total Quality Management (TQM) 7-8 Conclusion 8 References .............................................................................................................................................9 Introduction The purpose of this essay is to consider the work of Audrey Collin in British perspectives compared to the international perspectives. Secondly to identify human resource issue and look at in British point of view. The studies of HRM by Collins provide us a colourful findings and rich competing theoretical outlook. HRM run through all human resource processes such as recruitment, selection, and performance evaluation as well as formal human resource policies, which direct and to some extent hamper the progress of specific practices; and over arching human resource thought, which state the principles that inform an organization's policies and practices. Ideally, these embrace a system that exert a pull on, develops, motivates, and maintain workers who guarantee the effective operation and survival of the business and its component. To be on familiar terms with HRM in context we must think about how these elements of HRM are affected by the internal and external environments of organizations. The internal organizational contextual factors...
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...Available online at www.managementjournal.info RESEARCH ARTICLE Industrial Relations System as a Factor of Tripartite Consultation Influencing the Performance of State Corporations in Kenya Nzioki S*, Mukulu E Department of Human Resource Management, School of Human Resource Development, Jomo Kenyatta University of Agriculture and Technology (JKUAT), Kenya. *Corresponding Author: Email: sknzioki@yahoo.com Abstract The study sought to establish the effect of Industrial relations system in Kenya on the performance of state corporations. Methodology: Data was obtained through a descriptive design involving 279 employees both unionized and non-unionized of state corporations in Nairobi County. A structured questionnaire with likert scale questions was used to collect data from the selected subjects of the study. Interviews were also conducted with human resource managers/ employee relations officers, shop floor union officials, officers of the Ministry of Labour, officers of Federation of Kenya Employers (FKE), officers of Central Organizations of Trade Unions, Kenya. The study used the Dunlop’s systems model credited with the application of the systems approach to Industrial Relations (IR). The model explains the input acquisition, input transformation, output and feedback to explain the process of Kenyan Industrial Relations System. Finding: The study found that there existed a prescribed Industrial Relations System in Kenya, but its adherence had been faced with a lot of challenges...
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...KARL MARX AND THE CONCEPTS OF SOCIETY AND SOCIAL STRUCTURE BEING AN ASSIGNMENT SUBMITTED BY EKOTT, IMOH BERNARD 1.0 INTRODUCTION The philosopher, social scientist, historian and revolutionary, Karl Heinrich Marx, is without a doubt the most influential socialist thinker to emerge in the 19th century. Although he was largely ignored by scholars in his own lifetime, his social, economic and political ideas gained rapid acceptance in the socialist movement after his death in 1883. Until quite recently almost half the population of the world lived under regimes that claim to be Marxist. This very success, however, has meant that the original ideas of Marx have often been modified and his meanings adapted to a great variety of political circumstances. In addition, the fact that Marx delayed publication of many of his writings meant that is been only recently that scholars had the opportunity to appreciate Marx's intellectual stature. Karl Heinrich Marx was born into a comfortable middle-class home in Trier on the river Moselle in Germany on May 5, 1818. He came from a long line of rabbis on both sides of his family and his father, a man who knew Voltaire and Lessing by heart, had agreed to baptism as a Protestant so that he would not lose his job as one of the most respected lawyers in Trier. At the age of seventeen, Marx enrolled in the Faculty of Law at the University of Bonn. At Bonn he became engaged to Jenny von Westphalen, the daughter of Baron von Westphalen , a prominent...
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...Department. I would also like to thank my classmates and associates who have helped me understand the questions properly. I have tried my very best to gather and complete this paper on time. They may be shortcoming, factual error, wrong opinions which are all mine and I alone am responsible for those but I will try to give a better volume in the future TABLE OF CONTENTS Contents ACKNOWLEDGEMENT 1 TABLE OF CONTENTS 2 1.0 INTRODUCTION 2 ABOUT MoHR 2 2.0 DEPARTMENTS AND DIVISIONS OF MoHR 2 2.1 Manpower Department 2 2.2 Labour Department (Peninsular Malaysia) 2 2.3 Industrial Court of Malaysia 2 2.4 Industrial Relations Department 2 2.5 TRADE UNION AFFAIRS DEPARTMENT 2 2.6 OCCUPATIONAL SAFETY & HEALTH DEPARTMENT 2 2.7 NATIONAL VOCATIONAL TRAINING COUNCIL 2 3.0 STATUTORY BODIES 2 3.1 SOCIAL SECURITY ORGANIZATION 2 3.2 HUMAN RESOURCES DEVELOPMENT SDN BHD 2 4.0 ADVISORY COUNCIL 2 4.1 NATIONAL LABOUR ADVISORY COUNCIL 2 4.2 NATIONAL COUNCIL FOR OCCUPATIONAL SAFETY AND HEALTH 2 4.3 NATIONAL VOCATIONAL TRAINING COUNCIL 2 4.4 WAGES COUNCIL 2 5.0 CONCLUSION 2 REFERENCES 2 1.0 INTRODUCTION ABOUT MoHR The Ministry of Human Resources also known as MoHR is a ministry of the Government of Malaysia that was formed in 1957. MoHR is...
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...An examination of changes to the labour process of further education lecturers By Kim Mather & Roger Seifert Working Paper Series 2004 Number ISSN Number Kim Mather WP008/04 1363-6839 Senior Lecturer University of Wolverhampton, UK Tel: +44 (0) 1902 323750 Email: K.Mather@wlv.ac.uk An examiniation of changes to the labour process of further education lecturers Copyright © University of Wolverhampton 2004 All rights reserved. No part of this work may be reproduced, photocopied, recorded, stored in a retrieval system or transmitted, in any form or by any means, without the prior permission of the copyright holder. The Management Research Centre is the co-ordinating centre for research activity within the University of Wolverhampton Business School. This working paper series provides a forum for dissemination and discussion of research in progress within the School. For further information contact: Management Research Centre Wolverhampton University Business School Telford, Shropshire TF2 9NT 01902 321772 Fax 01902 321777 All Working Papers are published on the University of Wolverhampton Business School web site and can be accessed at www.wlv.ac.uk/uwbs choosing ‘Internal Publications’ from the Home page. 2 An examiniation of changes to the labour process of further education lecturers Abstract This paper examines changes in the labour process of Further Education (FE) lecturers in three colleges in the English Midlands. It provides evidence...
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