...AKRAB BERSAMA SANDI MATEMATIKA Oleh : Fithri Angelia Permana, S.Si (WI LPMP NAD) Apakah matematika ilmu yang 'sulit'? Secara umum, semakin kompleks suatu fenomena, semakin kompleks pula alat (dalam hal ini jenis matematika) yang melalui berbagai perumusan (model matematikanya) diharapkan mampu untuk mendapatkan atau sekedar mendekati solusi eksak seakurat-akuratnya.Jadi tingkat kesulitan suatu jenis atau cabang matematika bukan disebabkan oleh jenis atau cabang matematika itu sendiri, tetapi disebabkan oleh sulit dan kompleksnya fenomena yang solusinya diusahakan dicari atau didekati oleh perumusan (model matematikanya) dengan menggunakan jenis atau cabang matematika tersebut. Sebaliknya berbagai fenomena fisik yg mudah di amati, misalnya jumlah penduduk di seluruh Indonesia, tak memerlukan jenis atau cabang matematika yang canggih. Kemampuan aritmatika sudah cukup untuk mencari solusi (jumlah penduduk) dengan keakuratan yang cukup tinggi.Dalam matematika sering digunakan simbol-simbol yang umum dikenal oleh matematikawan. Sering kali pengertian simbol ini tidak dijelaskan, karena dianggap maknanya telah diketahui. Hal ini kadang menyulitkan bagi mereka yang awam. Daftar berikut ini berisi banyak simbol beserta artinya. Matematika sebagai bahasa Di manakah letak semua konsep-konsep matematika, misalnya letak bilangan 1? Banyak para pakar matematika, misalnya para pakar Teori Model (lihat model matematika) yg juga mendalami filosofi di balik konsep-konsep matematika bersepakat...
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...HRM 703 Week 1 Overview: Upon completion of this week, you will be able to: 1. Discuss the employment relationship between workers and the company. 2. Discuss how employers can exist without unions but unions cannot exist without employers. 3. Identify reasons why workers unionize. 4. Discuss why unionization is declining in the United States. 5. Analyze the difference between the public sector labor relations and private business. Introduction to this week's topics: Labor relations is the set of processes and activities unions and employers develop and use to clarify, manage, reduce, and resolve conflicts between employees and their representatives while accommodating the various goals of each. The practice of labor relations is governed by contracts negotiated by and agreed to by both parties. Contracts are renegotiated periodically to take into account changing goals and objectives of both parties and changes in the economy and society. Within larger employers that operate several establishments, labor relations will differ depending on what is produced in each establishment and whether different unions represent employees in different establishments. Employers would like complete freedom to alter the terms and conditions of employment in their workplaces, as necessary, to maximize returns on investments and achieve organizational goals. While labor is somewhat mobile, with workers able to move between employers as opportunities occur,...
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...Abstract The Illinois State intends to privatize the Department of Transportation (DoT) information systems management function. This function is currently being performed by 75 State employees, 43 of whom are members of Federated State Employee Union (FSEU) Local 343. On May 12, 2010 the Governor of Illinois notified the President of FSEU Local 343 about the State’s intent. The President of FSEU has asked the union members if the union should oppose the outsourcing proposal. On June 5, 2010 the FSEU Director of Human Resources responded to the President of FSEU Local 343 with the union member’s discussion and recommended opposing the outsourcing proposal. The paper uses the methodology from the book “Asking the Right Questions – A Guide to Critical Thinking” by M. Neil Bowne and Stuart M. Keeley, to analyze the memo from FSEU Director of Human Resources to the President, FSEU Local No. 343. Introduction The Illinois State intends to privatize the Department of Transportation (DoT) information systems management function. The Governor of Illinois notified Mr. Cesar Padilla, the President of Federated State Employee Union (FSEU) Local 343 about the State’s intent on May 12, 2010. The President of FSEU has asked the union members if the union should oppose the outsourcing proposal. In response to the request from the President of FSEU Local No. 343, Ms. Barbara Glenn, the Director of Human Resources FSEU responded with the union’s recommendation in a memo. Appendix A shows a complete...
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...to bear on the Minister of Employment and Manpower Development to pass the Minister's Regulation, and make the Fair Wages Council work. He called on Parliament to raise the issue of the Minister's Regulation, followed by a national discussion since the three years' period for which the Regulation should be made to work after the passage of the Labour Act, Act 651, had already elapsed. Mr Aryitey made the suggestion during a discussion on "emerging issues in industrial relations in Ghana since 1957," at the 58th Annual New Year School, underway at the University of Ghana, Legon. "The Minister's Regulations on Collective Bargaining; Unionization; Private Employment Centres and Fees for Licences; Sympathy Strikes; Performance of National Tripartite Committee and Incentives for Employers of Persons with Disability should come out after three years after Act 651 was passed. "Let someone raise it in Parliament for the Labour Ministry to wake up and let the Press discuss it," Mr Aryitey said, at the annual one-week extra mural School, organized by the Institute of Adult Education (IAE) of the University of Ghana. The School, which is attracting participants from a cross-section of Ghanaians from among Academia; Politicians; Trade Unions and District Assemblies, is examining Ghana's political, economic and political performance, after 50 years of independence, on the broad theme: "Ghana at 50, Achievements, Challenges and the Future." Mr Aryitey noted a high incidence...
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...Week One Reflection The following paper is a reflection of weeks one’s discussion questions topics. Week one’s topics were fair employment laws and unions and nonunion organizations. With each of the topics came comforts and struggles for each of the team members. In addition to the comforts and struggles the team discussed how the topics relate to the workplace. Struggled Team Topics After the discussion that was completed in Learning Team C’s main forum, there were two topics that was somewhat a struggle but yet learning experience as well. The two topics were: the amazement of just how many employment laws there are for a human resource manager to understand and implement and some of the points of views from classmates referring to the subject of union membership. Chapter 3 discussed many employment laws. From the equal pay act, the family and medical leave act, the American disabilities act, to the age discrimination act, the human resource management, as well as the employee, must understand how each act pertains to the organization. Some of the teammates were concerned with the subject of downsizing and how it seems like the first employees to get laid off are the ones who are middle-age or higher. The chapter explained the act thoroughly. “This act prohibits discrimination in pay, benefits or continued employment for employees age 40 and over. A key objective of the law is to prevent financially troubled companies from singling out older employees when there are cutbacks...
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...[pic] Enrique De Roeck – Academic Events Officer’s Report I started my second and last semester as an academic officer at the beginning of fall semester 2014. With the experiences from last from last semester I commenced this academic year with some fruitful contacts and set collaborations. The enhancement of the student’s outer curriculum academic experience has always been an ambition that requires collaboration, profound interest, marketing and organisational skills. This report highlights the outcomes and working progress throughout this second semester. As every officer I commenced by creating a representative team of committed, reliable and creative people in order to brainstorm about and host future events. As nearly all of my former team members graduated or joined their hometown university I assembled almost an entirely new team consisting of the following members: • Daniella Castiel • Marc Villard • Robbie Da-Silva Walker • Keertana Gursahani • Blythe Brandon • Eline De Wachter • Alexandra Tofan • Jean Nothomb As it’s very important to create as big of a student representation as possible I stressed the importance of having a representative team member of each school. The team member’s primary job has been in assisting me with the promotion, hosting and creation of academic events. When setting up the academic event calendar in the beginning of the year I noticed...
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...Assessment of To Organize or Not to Organize Yolanda A. Wesley HRM534 Dr. Annette West January 26, 2016 An Assessment of To Organize or Not To Organize The discussion will pertain to “To Organize or Not To Organize” a union with the Foster Care Workers, who work for the City of Newport News Department of Human Services in Virginia. Within the discussion, safety regarding workers going on home visits alone and not in pairs; long working hours without proper compensation, and disagreements regarding strenuous agency policies which conflict with what the state guidelines reflect. A final decision on whether a union needs to be formed to improve working conditions or whether a union is not needed will be made by the end of this written. In addition, mission, purpose, and an objective statement for a strategic plan to organize a union will be created for the group of employees willing to join a union. All employees in the group will decide on a timeline for the execution of the union. In the event that management has any objections, the union will address the management with counter arguments to their objections to prove a point that a union is needed to improve the safety of employees. Foster Care workers complete “home visits” alone in low income and crime infested neighborhoods frequently. “On January 19 in Newport News, Virginia, 26-year-old Jamile Wilson stabbed St. Vincent’s Hospital-Westchester case manager Frances Mortenson, 47, during a home visit (http://www...
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...Hossain Naheed Irshad Rodney Reed Sumaiya Islam Syed Afzal Hasan Uddin Development of this Guideline is sponsored by IFC-SEDF, H&M, Carrefour, Levi Strauss, Lindex, Tesco International Sourcing, Disney Corporation and JC Penny Prepared by Reed Consulting Bangladesh Ltd. www.reedconsultingbd.com Date of Submission: December 31 2011 Guideline for Participation Committee (PC) Development and Standardisation Chapter 1 2 3 4 5 6 7 Table of Contents The purpose of the Participation Committee Membership of the Participation Committee The Office-holders of the Participation Committee The places for Management Representatives The places for Workers’ Representatives The powers of the Participation Committee compared to those of a Trades Union or in an EPZ a Workers’ Welfare Association Preparation for the formation of a Participation Committee or in preparation for new Representatives joining the Participation Committee 8 9 10 11 12 13 14 15 16 17 The duration of the Participation Committee Member Secretary of the Participation Committee Standard Documents Participation Committee Standard Procedures Election Procedure Role Description Participation Committee Member An implementation programme for the formation or development of a Participation Committee Grievance Procedure Company Suggestion Box – ‘3C Boxes’ (Comments, Complaints, Compliments) Flowchart of Participation Committee Function 28 23 26 8 9 10 13 14 16 17 8 Page 3 3 4 5 5 6 2 Participation Committee Guideline ...
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...social model of the Union. This is done through the delivery of benefits from the workers, workers as well as for the economy and the entire society as a whole . October 2011 marked the 20th anniversary of the agreement between social partners which was later officially enshrined on the mashsrctictt treat ( Alter, 1998). This lead to the establishment of procedures for governance of the labor and management on shaping as well s executing the EU employment as well as social policies (Bailey,2009). According to (Armingeon,et al. 2008), the European social dialogue entails the discussions , negotiations , consultations and joint actions that involve the organizations that represent two sides of the European industries, namely the worker sad the employers. The EU social dialogue primarily takes two forms: • The tripartite dialogue that entails the public authorities • The bipartite dialogue between the trade union organizations and the European employers. Usually this happens across the cross industry levels and also within the sectoral committees of social dialogue As an integral part of the treaty that established the European community (TECO), social dialogue in the EU is a fundamental aspect in the social model of Europe (Enderlein, 2006) .This is because it encompasses the negotiations,discussions and joint actions that are undertaken by the social partners . In the community level,the employees are represented under the Europeans Trade Union Confederation...
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...Trade Union is recognised for the assembly line workers (with 80% membership of that group) and the company has in the past 5 years experienced increasing workplace conflict – the last incident being an entire department of workers (the packing area) walking off the site and refusing to work for the rest of the shift, in response to an employee being dismissed for poor quality work. The General Manager has asked you to write a report advising the senior management on how they should improve employee relations, in both the short term and for the future. http://www.articleclick.com/Article/Factors-Influencing-the-Employee-Relations/995308 http://www.acas.org.uk/media/pdf/g/e/Model_Workplace.pdf Background Small organisation (about 50 employees) Type of worker Unionised workforce – implications of this Possible causes of conflict Long term breakdown of trust? Short term mishandling of discipline? Unofficial protest – failure of procedures? – problem with TU processes? Poor relationship with TU? How to find out Discussion with supervisors Employee attitude surveys Discussion with TU reps Possible solutions? Short term Long term Recommendations must be appropriate to a small organisatio 3. type of rowker http://www.referenceforbusiness.com/small/Di-Eq/Employee-Strikes.html < --- dobra stronka Six types of workers who often go on strike are unions (labor and social) guilds, sympathizers, trade unions and factory workers. Primitive unions, or...
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...|[pic] |Syllabus | | |School of Business | | |MGT/434 | | |Employment Law | Copyright © 2009, 2007, 2006, 2004 by University of Phoenix. All rights reserved. Course Description This course provides an overview of federal statutes and state-regulated areas that affect the personnel function. Among topics addressed are EEO and affirmative action, OSHA, ERISA, FMLA, and ADA; employee privacy issues (polygraph testing, drug and alcohol testing, employer searching and monitoring); and wrongful discharge. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly...
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...THE SOCIAL FORCES BEHIND TRADE UNION FAILURE TO PROTECT WORKERS INTERESTS IN TANZANIA: A specific look at the Tanzania Teachers Union (TTU) Eric Michael Mattaba B.A (Sociology) Dissertation University of Dar es Salaam August 2015 THE SOCIAL FORCES BEHIND TRADE UNION FAILURE TO PROTECT WORKERS INTERESTS IN TANZANIA: A specific look at the Tanzania Teachers Union (TTU) By Eric Michael Mattaba A Dissertation submitted in partial fulfillment of the requirements for the degree of Bachelor of Arts (Sociology) of the University of Dar es Salaam University of Dar es Salaam August 2015 CERTIFICATION The undersigned certify that they have read and hear by recommend for acceptance by the University of Dar es Salaam a dissertation entitled: The social forces behind trade union failure in protecting workers interest in Tanzania: A specific look at the Tanzania Teachers Union (TTU), in fulfillment of the requirements for the degree of Bachelor of Arts (Sociology) of the University of Dar es Salaam Mr. Armstrong Matogwa (Supervisor) DECLARATION AND COPYRIGHT I, Eric Michael Mattaba, hereby declare that this dissertation is my own original work and that it has not been presented and will not be presented to any other University for a similar or any other degree award. Signature………………………………….. This dissertation is a copyright material protected under the Berne Convention, the copyright Act 1999 and other international and national enactments in that behalf, on intellectual property...
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...Labor Laws and Unions Paper Patricia Baskerville HRM/531 February 27, 2012 Professor Brian Frank Labor Laws and Unions Paper Unionization plays a critical role in protecting the rights of the employees within the workplace. In today’s economy, very few industries have unions such as manufacturing, education and healthcare. In this article, Ford Motor Company, an automobile industry has a large union mainly because of the size of the company. This article will discuss Ford’s motor company background, and its legal issues or obstacles the organization may encounter. In addition, this article will discuss Ford’s legal issues violation and possible recommendations to minimize litigation. Following, this article will discuss Ford’s benefit of joining a union and the process the organization took toward unionization, and the method the union uses to bargain. In closing, this article will discuss the effects union bargaining has on Ford Motor Company. Furthermore, Ford Motor Company union assisted with its operational processes by increasing its performance and production level. Background Henry Ford, the founder of Ford’s Motor Company developed this organization in 1903. Henry Ford’s objective was to create a company that is the leading automotive manufacturing company throughout the world. Ford Motor Company produces cars, trucks, commercial trucks, and replacement automobile parts. Ford Motor Company employs over 200,000 people including 170,000 employees and 40,000 United...
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...to organise collectively.” “Theoretically, the rationale for unionisation appears sound. However, in practice, ensuring the solidarity of workers and controlling the supply of labour is problematic.” (Finnemore, 2013). Based on the statements above, present a detailed discussion on trade unions. Your discussion should include reasons why employees join trade unions, goals on trade unions, trade union structure and organisational effectiveness and closed shop and agency shop agreements. Darryl John Iyaloo Human Resource Management 311 (BBA) 28 April 2016 ABSTRACT This paper provides a detailed discussion on the South African Trade Union Movement. Using the case study of The Marikana Fallout, this paper will attempt to unpack why employees join trade unions, goals of the trade unions, trade union structure and organisational effectiveness, closed shop and agency shop agreements. 1. Introduction 2. The South African Trade Union Movement: A Brief History 3. The Case of The Marikana Fallout 4. The Reasons Why Employees Join Trade Unions 5. Goals Of The Trade Unions 6. Trade Unions Structure and Organisational Effectiveness 7. Closed Shop and Agency Shop Agreements 8.1 Closed Shop Agreements 8.2 Agency Shop Agreements 8. Conclusion 9. References 1. Introduction As an upper middle-income country within Africa and the continent’s largest...
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...and his colleagues feel that it is time for them to form a union at the company for currently, there is none. The management is aware of this and send a representative to discuss with James and his friends to persuade all workers to become members of the union in order to ensure the uniformity and ease in implementing policies and terms and conditions of employment. After the discussion, James proceed to apply for recognition for the union in order to commence collective bargaining with the management. Based on the Industrial Relations Act 1967, 1. Is the management’s action permissible? 2. In Malaysia, who has the right to accord recognition to the union? 3. Based on the case, would the union be granted recognition? Justify 4. Disscuss the conditions for union recognition. 1. The management’s action is permissible. Because they follow the procedure to form a union. For example, to form a union, the management allow James and his friends to persuade all worker s to become a member of the union. This means that, persuade can happen when the employer consent about the union. Another one is, the collective bargaining with employer after they had discus about the implementing policies and terms and the conditions of employment. 2. In Malaysian the person that has the right to accord recognition to the union is employer of the company. 3. Yes, because the management aware about that union and they consent about the persuade that James and his friend...
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