Double Job Research Articles

The Impact of Strengthening the Judicial Accountability of Corporate Governance in Order to Combat Corruption in the Companies Listed in the Financial Markets

The aim of this study is to discuss and analyse the reasons for the collapse of one of the huge energy companies(Enron), which resulted in its collapse to the collapse of the largest auditing firm in the world (Arthur Andersen)to prove their involvement in manipulations of finance which was Enron, and then see recent changes to thecorporate governance because of those collapses, and the views of the surrounding environment in the UnitedStates, the possibility of the application of those changes on the ground. The study concludes that: both collapseof Enron, and Arthur Andersen are due to specialised ethics, Arthur Andersen did double job to Enron, and whichwas a clear violation to the rules, The financial market authorities was responsible to those collapses due toshortage of control, most of the companies and auditors face difficulties in applying new rules of corporategovernance, and main problem arise in ethics not in the rules controlling corporate governance.

The Meaning of Career Development to Women in Academics

The word refers to a series of work undertaken during the period of employment, regardless of or the status of the organization (Feldman & Arnold, 1983). Career is a life experience, behaviour, and attitude of a person with respect to the activities and work experience, values, and aspirations to develop throughout one's life-time (Bemadin & Russell, 1998). According to Hadipranata (2004) career refers to all the positions held by a person including house hold cores of a house wife. Flippo (1985) defines career as an employment which has separate activities, but interrelated, continued work, regular, and meaningful in one's life. According to Mathys (1983), career is a series of work and life experiences, both pleasant and unpleasant.Cascio (2002) mentions that career is the development of a person's work experience during the period of employment. Cascio began his definition by giving an example of the first employment until the end of his working life. Meaningful career by Cascio is an office that once belonged to the organization or to a single organization. According to Werther and Davis (1982), career is all work undertaken during the working-age person. Bhagwan and Bhushan (1981) define career as a respectable occupation in which a reasonable person in his youth hope to go forward and pursue it until he reaches the retirement.The term career does not only refer to the changes that are related to occupational mobility, improvement in an organization and the struggles of the employee to get a better position. Career is more likely related to mobility of the employee horizontally and sometimes vertically. It means that the word is no longer synonymous with a job within an organization. Today more and more individuals who have different life experiences are called 'dual career' because they do double job in two or three different organizations or it can be said that they may have different jobs at different organisations at the same time. It implies that there is no presumption that the organization has a system of unilateral control over individual careers since individuals have the right and ability to plan and manage their own careers.Based on all of the definitions above, it can be concluded that a career is a sequence of positions that has ever been owned by a person. The word used by the author of this paper is therefore that referring to the functional of the faculty members, especially academic women, during their service at the university. The functional level investigated in the research is the of a professor position which is the highest in the academic life which is attained gradually life a general or field marshal in the army. For this paper, career is defined as a series (sequence) of positions occupied by a person during a particular life time (Cascio, 2002). Career is interpreted as the work done formally with a focus on continuous improvement and the additional ability of an employee to reach higher level in an organisation (Bemadin & Russell, 1998).Career development requires time and individual efforts. Any employee who wish to succeed in career, has to prove that is able to carry out duties in accordance with the requirements of a given task or position. Thus, an employee who is not able to perform the duties or tasks prescribed by a particular job/ or position, can be categorized as a failure. This can cost such a person promotions hence, being stagnant, or delay in career development within an organization.Functional career of academic womenIn Indonesia, a functional career is a that comprises of aworking load, tasks, responsibilities, leadership tasks, and rights of government employees. The performance of duties is based on expertise, specific skills, and self-reliance. Functional career is stipulated in the Government Regulation Number 16, 1994. A functional is set based on the Presidential Decree which is determined based on the Minister's proposal. …

Stochastic scheduling for a two-machine open shop

We study the problem of preemptive scheduling of jobs in a two-machine open shop. Jobs require processing on both machines, but the order does not matter. We define the D-LERPT (double longest expected remaining processing time) policy as the policy that first processes jobs that have not yet been processed by either machine (double jobs), in decreasing order of expected remaining processing times, and then processes jobs that require processing on only one machine in any order. We show that D-LERPT stochastically minimizes the makespan when preemption is not permitted and jobs (but not machines) are stochastically identical, and that D-LERPT minimizes the makespan in the increasing convex sense when preemption is permitted and the machines are stochastically identical and processing times are exponential or geometric with a job dependent rate.

Stochastic scheduling for a two-machine open shop

We study the problem of preemptive scheduling of jobs in a two-machine open shop. Jobs require processing on both machines, but the order does not matter. We define the D-LERPT (double longest expected remaining processing time) policy as the policy that first processes jobs that have not yet been processed by either machine (double jobs), in decreasing order of expected remaining processing times, and then processes jobs that require processing on only one machine in any order. We show that D-LERPT stochastically minimizes the makespan when preemption is not permitted and jobs (but not machines) are stochastically identical, and that D-LERPT minimizes the makespan in the increasing convex sense when preemption is permitted and the machines are stochastically identical and processing times are exponential or geometric with a job dependent rate.

Women Workers And The Struggle For Cultural Transformations

(1988). Women Workers And The Struggle For Cultural Transformations. Agenda: Vol. 3, No. 3, pp. 49-61.

An Analysis of Entrepreneurial Behaviour from Male Work Histories

PICKLES A. R. and O'FARRELL P. N. (1987) An analysis of entrepreneurial behaviour from male work histories, Reg. Studies 21, 425–444. This paper analyses entrepreneurship in Ireland—North and South—based upon a sample of 4,300 male work histories. There is an extremely low rate of entrepreneurship in Ireland and only 8% of new ventures were in manufacturing. Complementary log-log models are used to analyse the factors underlying an individual's first start up. The model for males establishing single person businesses demonstrates that religious denomination is unrelated to self-employment; but entrepreneurship is higher in Northern Ireland than in the Republic. The probability of entering self-employment is also associated with community size, double job holding, and education. The establishment of employer businesses is at a lower level in the peripheral areas of the Irish Republic; and the model also shows that it is related to community size, education, religious denomination and socio-economic status ...

Married Women in Jobs

This article examines the association of personal and family factors with double job holding by married women in Great Britain in 1974. The author first considers reasons for double job holding and then examines data on the subject from the General Household Survey. The literature on the incidence and causes of second-job holding in Great Britain is extremely small.1 To the best of the present author's knowledge there have been no studies in any country which attempt to explain the decision to hold two jobs in terms of family behaviour. Most studies are interested in asking people general questions about why they have two jobs rather than investigating contingent factors which may be responsible for the decision to hold a second job. The present paper attempts to discover why married women have two jobs using data from the 1974 General Household Survey. The topic is one of importance as the advent of two-job wives may have a variety of implications for family role structure and public policy.

The Internationalisation Squeeze: Double Capital Movement and Job Transfer within Philips® Worldwide

Internationalisation of domestic capital is decomposed into four distinct processes. As a result, it is possible to show that, from a national perspective, increased internationalisation and deinternationalisation of the national economy may occur at the same time. A brief historical analysis of internationalisation processes in the electronics industry also reveals that extensive phases are followed by intensive phases of reorganisation of capital. These are more ‘political’ in nature and do not follow the pattern of typical ‘market forces’. Basic concepts such as power and dependency structure are more suitable to the analysis of these phases. This is illustrated by the case of Philips, an international electrotechnical company. Part of the movement of Philips capital is determined by comparative costs advantages and export substitution; in particular, the movement towards Third World countries. An increasing part of its capital is flowing, however, towards countries in the core of the world economy, with larger (state) markets. This second movement can be understood as a strategic response to the increased dependency of multinational firms upon economic ‘backing’ powers of the state. As a result, employment in multinational firms, located in small industrialised countries like the Netherlands, is squeezed between these two capital movements. A quantitative analysis of the changing distribution of jobs within Philips worldwide is introduced to illustrate these issues. The data also show that a dual process is not only typical for small core countries, but also for large industrialising countries in the periphery. This, however, has been observed before, and it has played a role in modern theories of ‘imperialism’, like that of Galtung. In view of the present analysis, however, this theory should be refined: workers in small core countries have more interests in common with workers in some Third World countries than predicted by Galtung's theory.