Job In Question Research Articles

ANALISA PERENCANAAN RUNWAY 10 TAHUN KEDEPAN DI BANDARA NGLORAM KABUPATEN BLORA JAWA TENGAH

Abstract
 Ngloram Airport – Blora is an airport located 40 km from the center of Blora city which is managed by the Ministry of Transportation after being donated by the Ministry of Energy and Mineral Resources. At the time of writing, Ngloram – Blora Airport still has the status of a Service Unit under the Airport Management Unit. The existing condition of this airport is that it has a runway with dimensions of 1500 m x 30 m and the most critical aircraft is the ATR 72-600. It is stated in KM 231 of 2019 concerning Determining the Location of Ngloram Airport that the critical aircraft listed in the phase III development plan are new, larger critical aircraft that are planned for operation. Given this, in order for this type of aircraft to operate optimally, it requires extending and widening the runway. The aim of this research is to determine the actual need for runway length in accordance with the Airplane Reference Field Length (ARFL) and runway width in accordance with the type of aircraft planned to operate, and also to know the sufficient thickness of pavement along with the budget ceiling required for the work. -the job in question.
 Based on the results of the analysis that has been carried out, the dimensions of the extension are 1000 meters with a width of 45 meters and the widening of the existing runway is 15 meters with a total pavement thickness of 82.5 cm. With the thick pavement construction as stated, a PCN value of 50 F/C/X/T was obtained from the calculation of the FAARFIELD 1.42 software application and the budget ceiling required for these works was Rp. 73,663,700,000.00
 Keywords: Runway, runway l
 Abstract
 Ngloram Airport – Blora is an airport located 40 km from the center of Blora city which is managed by the Ministry of Transportation after being donated by the Ministry of Energy and Mineral Resources. At the time of writing, Ngloram – Blora Airport still has the status of a Service Unit under the Airport Management Unit. The existing condition of this airport is that it has a runway with dimensions of 1500 m x 30 m and the most critical aircraft is the ATR 72-600. It is stated in KM 231 of 2019 concerning Determining the Location of Ngloram Airport that the critical aircraft listed in the phase III development plan are new, larger critical aircraft that are planned for operation. Given this, in order for this type of aircraft to operate optimally, it requires extending and widening the runway. The aim of this research is to determine the actual need for runway length in accordance with the Airplane Reference Field Length (ARFL) and runway width in accordance with the type of aircraft planned to operate, and also to know the sufficient thickness of pavement along with the budget ceiling required for the work. -the job in question.
 Based on the results of the analysis that has been carried out, the dimensions of the extension are 1000 meters with a width of 45 meters and the widening of the existing runway is 15 meters with a total pavement thickness of 82.5 cm. With the thick pavement construction as stated, a PCN value of 50 F/C/X/T was obtained from the calculation of the FAARFIELD 1.42 software application and the budget ceiling required for these works was Rp. 73,663,700,000.00
 Keywords: Runway, runway length and width, own estimated price, FAARFIELD 1.42.

The wrong of mercenarism: a promissory account

The wrong of mercenarism: a promissory account

DISKRIMINATORNI ASPEKTI POLITIKE PLAĆA U JAVNOM SEKTORU U REPUBLICI HRVATSKOJ, S NAGLASKOM NA POJEDINE KATEGORIJE ZAPOSLENIH U DRŽAVNIM TIJELIMA I JAVNIM SLUŽBAMA : LIJEČNIKA, SVEUČILIŠNIH NASTAVNIKA I SURADNIKA, SUDACA I SUDSKIH SAVJETNIKA

Public sector salary policy aims at making the salary system more transparent and keeping it at the same level in different public authorities and services. In practice, governing bodies use salary policy to demonstrate their priorities in managing the entire public sector. Such an approach frequently carries particular discriminatory features. The paper aims at presenting the system of determining the salaries of employees in public authorities and public services and giving an overview of the currently applicable legal framework in this regard. Considering the size of the public sector, a salary analysis was made on a sample of the salaries of university teaching personnel, doctors and judges. The criteria for selecting the jobs in question in the sample are the features common to each profession: independence in decision-making and work as set by the legal framework, a clear hierarchy of advancement in the profession, budget financed salaries and external evaluation related to potential advancement within the system. For each group of the aforesaid categories of employees, the similarities and differences in the salary determination system are shown. Accordingly, the extent to which the principle of equal pay for equal work is respected as stipulated by the provisions of the Labour Law, as well as potentially discriminatory elements in the determining salaries system within the public sector are established.

Domestic Violence Current Legal Status: Psychiatric Evaluation of Victims and Offenders.

Domestic Violence Current Legal Status: Psychiatric Evaluation of Victims and Offenders.

The Unequal Opportunity to Be Healthy: How Whole Foods Market's Wellness Program and Similar Models Create an Issue of Disparate Impact

With the enactment of the Affordable Care Act, employers were encouraged to develop wellness programs to promote the health of employees and combat rising healthcare costs. This Article uses the wellness program of Whole Foods Market as a case study in how these programs have a disparate impact on racial minority populations and thus serve to perpetuate racial stratification and inequality by offering better terms and/or conditions of employment to employees who exhibit desired health statuses.A claim of disparate impact under Title VII of the Civil Rights Act is established if a party demonstrates that the business practice in question, while neutral on its face, has a disparate impact on the basis of race, color, religion, sex, or national origin and the employer fails to demonstrate that the business practice is related to the job in question or is consistent with business necessity. Title VII does not prohibit employment practices that have a disparate impact on a protected class if the challenged policy differentiates on the basis of a conduct-based attribute thought to be within the control of the employee, i.e., a mutable characteristic.According to organizations such as the World Health Organization, the American Medical Association, and the American Psychological Association, socioeconomic status is a consistent and reliable predictor of a vast array of outcomes in a person’s life, including physical health. Given long-standing socioeconomic inequality in the United States, racial minority populations are statistically more likely to exhibit negative health statuses. This unfortunate reality has been highlighted by the disproportional impact the COVID-19 pandemic has had on racial minority populations. This Article addresses how Title VII fails to fulfill its mandate of employment equality by specifically addressing the lenient review of an employer’s business-necessity defense and how the consideration of health statuses as wholly mutable characteristics is inconsistent with reality given an analysis of behavioral and social determinants of health.This Article then calls for a reevaluation of the lenient review of employer’s business-necessity defense and a reframing of the mutability of health statuses to ensure Title VII fulfills its congressional mandate of equal employment opportunities for all.

ANÁLISE DO TRABALHO EM ORGANIZAÇÕES – DEFINIÇÃO, USOS E MÉTODOS DE REALIZAÇÃO

A análise do trabalho é um processo que busca compreender quais são as tarefas importantes de um trabalho, como elas são realizadas e que atributos humanos são necessários para a execução exitosa deste trabalho. Configura-se em uma tentativa de se desenvolver uma teoria do comportamento humano do trabalho sob análise, a partir da qual decisões sobre gestão de pessoas podem ser tomadas na organização. Este artigo define análise do trabalho, discute seus principais usos em organizações, detalha os objetos de estudo e os métodos de análise do trabalho. A partir dessas bases, apresenta como a análise do trabalho pode ser realizada, considerando-se os seguintes passos: tipos de informações a serem coletadas, fontes de informação, métodos de coleta de informações, síntese das informações e apresentação de relatório da análise do trabalho. O artigo finaliza com a diferenciação entre análise do trabalho e modelagem de competências individuais e traz argumentos para o posicionamento da análise do trabalho como uma ação própria da psicologia do trabalho e das organizações.

Career opportunities in global health: A snapshot of the current employment landscape.

Career opportunities in global health: A snapshot of the current employment landscape.

Career opportunities in global health: A snapshot of the current employment landscape

Career opportunities in global health: A snapshot of the current employment landscape

When Any Sentence Is a Life Sentence: Employment Discrimination Against Ex-Offenders

For the 65 million Americans with a criminal record, it is cruelly ironic that perhaps the most important resource for turning their lives around — employment — is also often the most elusive. Shut out from legitimate job opportunities, many ex-offenders resort to illegal means of survival that hasten their return to prison. Recidivism has devastating consequences not only for the individual offender, but also the family, the community, and society at large. This Article proposes three amendments to Title VII of the Civil Rights Act of 1964 that seek to balance ex-offenders’ need for employment with employers’ safety concerns. First, employers should be prohibited from discriminating against an ex-offender whose criminal record is not directly related to the job in question or who does not pose an unreasonable threat to property or to the safety of others. Second, employer inquiries about an applicant’s criminal record should be delayed until after at least one job interview. Third, a negligent hiring provision should be added to Title VII that creates a rebuttable presumption against negligence and that caps damages in certain cases. These measures represent a sensible, middle-of-the-road approach that promotes the employment of ex-offenders in appropriate cases, while ensuring that neither employers nor the public is unduly burdened as a result.

Discrimination on the basis of a criminal record in South Africa

Section 9(3) of the South African constitution prohibits unfair direct or indirect discrimination on grounds, including ‘race, gender, sex, pregnancy, marital status, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, culture, language and birth’. The Constitutional Court has interpreted section 9(3) to include analogous grounds such as marital status, citizenship and HIV status. There are many pieces of legislation or regulations in South Africa that prohibit employers from employing people with criminal records – irrespective of the lack of a nexus between the criminal record and the job in question. Invoking the test developed by the Constitutional Court on what criteria that should be met for an analogous ground, we argue that denying a person a job simply because of his criminal record amounts to unfair discrimination. We also discuss the issue of whether such discrimination could be justified on the basis of section 36 of the constitution.

The Importance of Communication Competency for Employability

Nowadays university is changing in favour of the employability of graduates. It is understood that a university curriculum should be consistent with the demands of employment and self-employment, especially at higher education levels. This analysis conceptually defines “skill” and “employability”, and focuses on communicative competence. University is perceived as being responsible for responding to the European labor market by adapting its criteria and preparing students for future employment.It is believed that communicative competence can greatly help new graduates to develop their potential, both socially and occupationally. It has been found that, regardless of the job in question, some of the most sought-after skills are related to interpersonal relations, adaptability and negotiation skills. Communicative competences have also been studied using pedagogical, linguistic and communicative approaches.This analysis suggests that the importance of communicative competences should be included in the new educational context to enhance the employability and productive force of future graduates.

Work Positions Ranking - Methods and Techniques

The evaluation of work positions requires undergoing the following stages: the acquisition of all information about the position that is submitted to the evaluation; the identification of the factors that make the evaluated position outstand within the organization. Usually, factors such as: skill, responsibility, work conditions, labour difficulties, the size of the subordinated team, the level of creativity required by the job in question, the decision-making power, etc are taken into account, so as to determine the level or relative importance of each factor within the work position, which will ultimately determine the ‘quote’ of the position. The basic methods that can be used in the job evaluation system are: the point method, the comparing factors method, the classification method (the grading of positions) or the hierarchy of positions. The application of the point assessment method in the case of S.C. Clujana S.A. Cluj-Napoca has determined the use of a universal set of factors, for any type of position, such as: skills, responsibility and work conditions; however, each organization must select its own set of factors, depending on its specific requirements. In our case, for the productive (execution) positions we employed factors such as: skills, effort and work conditions, while for the evaluation of management positions, we focused on factors such as: knowledge, responsibility and decision-making requirements. Each factor, sub factor and degree of intensity receives a score reflecting its relative importance. In order to obtain a hierarchy of the work positions, each factor is ordered according to its importance for each key position, receiving a rank from I to V, the prior reflecting a higher placement of the position in relation to that factor.

Limits and Potential of the Use of Vouchers for Personal Services: An Evaluation of Titres-Services in Belgium and the CESU in France

This working paper presents how 'personal services', i.e. labour supplied within the home or the immediate environment of private individuals have developed in France and Belgium via a voucher system. The paper suggests large numbers of regular jobs have been created despite the fact that shorter working hours are a prevalent feature of these new jobs. In comparison with the actual creation of regular jobs, the quality of the jobs in question seems to be definitely more controversial.

Behavioral Interviews: Hire for the Competencies Needed

Behavioral Interviews: Hire for the Competencies Needed

Language testing of EU doctors is a step closer after legislative proposals pass first hurdle

A committee of the European parliament has approved plans that would allow the General Medical Council to test the language skills of doctors from other European Union countries who sought work in the United Kingdom. Members of the parliament’s Internal Market and Consumer Protection Committee voted in favour of a motion to allow employers and regulatory bodies to test the language skills of healthcare professionals from elsewhere in the EU. The committee agreed that language controls should be “reasonable and necessary” for the job in question, should not constitute grounds for excluding professionals from the labour market, and should be free of charge for the professional concerned. The General Medical …

PENGARUH MOTIVASI TERHADAP PRESTASI KERJA PEGAWAI PADA KANTOR CAMAT ANGGANA KABUPATEN KUTAI KARTANEGARA

The purpose of this study is, to determine the effect of motivation on employee performance. Samples were taken by 37 respondents. Research conducted by this research group includes verification (causalitas). Analysis of the data used is the method of analysis of Koeficient Correlation of Product Moment (pearson). Based on these results it can be concluded that: 1) Motivation is a condition that affects arouse, direct and maintain behaviors associated with performance. Meanwhile Work Achievement is the result achieved by the size of a person who applies for the job in question. 2) Product Moment Correlation coefficient was r = generated 0.568. Motivation variable has a positive relationship with the variable Employee Job Performance. The results of the comparison between the empirical value of r (count) with the theoretical value of r (table) in the table of critical prices for product moment r, ie r (count) = 0.568; r (tab) = 0.325 at the 0.05 level for n = 37. This means that there is a positive relationship between the variables with the variable Achievement Motivation Works employees. 3) Testing hypotheses using t-test, can result in t (hit) = 3.817, shows that t is greater than t table at the 0.05 level, ie t (hit) = 3.817g t (tab) = 1.690, meaning there is a positive and significant effect of the variable Motivation on Employee Job Performance variables.

Dynamic Modeling of Robotics for Various Regions of Speed (DMRS)

The existing heavy rigid manipulators are shown to be inefficient in terms of power consumption or speed with respect to the operating payload. Also, the operation of high precision robots is severely limited by their dynamic deflection, which delays subsequent operations, thus conflicting with the demand of increased productivity. These conflicting requirements between high speed and high accuracy have rendered the robotic assembly task a challenging research problem. The choice of modeling techniques and dynamic analysis based on the operating regions of robotic speed plays effective factor for economical computation and efficient performance for the robotic job in question. Consequently, the modeling of robots can be classified into three main domains, which are rigid linkage domain, Semi-elastic linkage domain and Flexible linkage robotics domain. A numerical case study is presented to investigate that concept.

The “Art” of Social Work and the ADA's Essential Functions Provision: Challenges and Recommendations

ABSTRACT The Americans with Disabilities Act of 1990 has impacted social work agencies in numerous ways. One important but largely overlooked area of the policy is the essential functions provision, which requires agencies to delineate the principal aspects of the job in question, as well as the characteristics that employees must display to adequately fulfill these job demands. Social work administrators must be aware of the essential components for various positions, as well as the relationship of these job expectations to the policies' reasonable accommodation mandate. Most importantly, employers must understand their hiring and disciplinary decision-making process, and be aware of the extent to which they may make unwarranted presumptions about the negative impact of a disability condition on a particular individual's ability to adequately fulfill the functions of a position.

The Changing Workforce And Marketplace

The Changing Workforce And Marketplace

Smiling and self‐presentation of men and women for job photographs

AbstractThe present research studied the factors that influence the smiling behaviour of men and women. We assumed that men and women who actively engage in self‐presentation use smiling as a strategy to take advantage of the expectations of others in order to realize their own goals. In the research situation, the participants imagined that they wanted to obtain a certain part‐time job. We expected that gender‐role expectations, the gender‐typing and status of the job in question, and the importance of social contacts for carrying out the job would influence the extent to which men and women would smile for a photo to be sent with a job application. The results partly support this expectation: men and women smiled more in response to a low‐status job than to a high‐status job; women smiled more in response to a job in which social contacts are important than to a job in which social contacts are unimportant; and women smiled more than men in response to a feminine low‐status job in which social contacts are important. Copyright © 2002 John Wiley & Sons, Ltd.