Number Of Grievances Research Articles

Transnational connections and anti‐colonial radicalism in the Royal Indian Navy mutiny, 1946

AbstractIn this article, I explore the spatial politics of the Royal Indian Navy mutiny of 1946 and call for a more maritime sense of ‘the political’. The RIN only existed from 1934 to 1950; it became the Indian Navy after independence. Its mutiny in 1946, which was caused by a number of grievances from anticolonial nationalism to more mundane challenges about the standard of food, continues to be the dominant event in this history. Leela Gandhi (2014) used the RIN mutiny to challenge the binary distinction between elite and subaltern in much Indian historiography by depicting it as an ‘anti‐colonial counterpublic’, or space in which discourses other than the dominant nationalist framings of independence were mobilized. She also regards the mutiny as a potential example of inconsequential ethics in which, instead of worrying about its causes, the mutiny can be read as an experimental space in which democratic politics occurred, rather than one in which people were striving for a ‘successful’ outcome. I argue that, while there is much to be admired in Gandhi's reading of these events, she discounts the maritime nature of the RIN mutiny. In other words, she fails to acknowledge that travelling to different international locations allowed the sailors to learn about democracy and other ideas, which in turn influenced their beliefs about what the future of India, and the RIN, should look like. As a result, I argue for the need to explore in greater depth the important connections that exist between anti‐colonialism, democratic politics and the naval/maritime experience.

EVALUATION OF VOCATIONAL EXPERIENCES OF FOOTBALL COACHES AND THEIR VISIONS ABOUT THE PROFESSION

Football coaches are those who prepare teams for various competitions in technical, tactical, conditioning, strategy and mental contexts by using academic knowledge and experience, and also decide match squad. Football coaches are responsible for the sporting success of the team. Nowadays, a coach is no longer just a technical and tactical coach. From this point of view, football coaching can also be regarded as football business, where the risks associated with professional career are taken the most. Football whose commercial value is increasing day by day is confronted as a workplace where various labor markets take place. In football, labor markets around coaching profession, similar to other labor markets but shaped by the specific characteristics of the profession many experiences are gained by coaches. The aim of this study is to make a general evaluation of the football coach labor market by taking the football coaching profession in the context of the experience of the coaches through their experiences and opinions. Questionnaire technique was applied to obtain data on professional experiences of football coaches in the survey. Survey questions were prepared by us. The obtained data were evaluated in SPSS statistical program and analyzed by frequency and cross tabulation. From this point of view, research is a descriptive model-based research for revealing the general situation of the market. In the findings section of the study, demographic characteristics related to the performance of the coaching profession such as coach license grades, football histories, and educational status are regarded. The quantitative and qualitative findings are related to their professional experience. Although the results of the survey show that football coaches are exposed to practices outside of the regulations related to their working life, that these experiences cause social and economic insecurity, that these regulations, which classify coaches and determine the scope and duration of their work, also cause a number of grievances, experience unemployment at various times, that they do not feel secure, that they are unemployed at any moment, and that they have gone through long steps to practice their profession. Article visualizations:

Learning ‘Large Ideas’ Overseas: Discipline, (im)mobility and Political Lives in the Royal Indian Navy Mutiny

In February 1946, the 20,000 sailors of the Royal Indian Navy, the colonial navy of the Government of India, mutinied. Having a number of grievances, from colonial rule of India, inefficient demobilisation procedures and ill treatment from superior officers, sailors on ships and shore establishments across the Indian Ocean took part in the mutiny, which represented the largest time a military force had disobeyed British Rule since the Mutiny of 1857. This paper examines the ways in which the geographies and mobilities of naval service shaped the political lives of the sailors in the RIN. On the one hand, both military (naval) and colonial forms of discipline worked through the spaces of the ship to attempt to control and order sailors’ lives. On the other, the mobile nature of life at sea, travelling from place to place and encountering colonial difference within the RIN, opened the door to different political ideas to influencing the sailors. At the same time, far from being a disconnected space, separate from the land, the naval ship combined with sailors’ land-based connections allowed them to contest and rework ‘landed’ political activity from the sea.

From ‘Landsman’ to ‘Seaman’? Colonial discipline, organisation and resistance in the Royal Indian Navy, 1946

In February 1946, 20,000 sailors of the Royal Indian Navy (RIN) mutinied over a number of grievances, from the poor quality of their food to demands for an independent India. Drawing on archival research in the UK and India, this paper uses this event, together with an examination of life in the RIN more generally, to explore how colonial discipline was organised and resisted in specifically maritime ways. By examining the practices and organisational structures of the RIN which attempted to discipline sailors, and in turn how these were resisted and negotiated, it is argued that the spatial politics of life in the Navy created distinctly maritime social and cultural relations. These maritime, naval understandings of space and place add to our understandings of the ways in which colonialism worked in practice. The paper therefore not only adds to work about colonialism's attempts to discipline and order its subjects but also contributes to debates on the geographies of the sea.

Formalization of grievance procedures: A multi-firm and industry study

This study examines how two aspects of formalization of grievance procedures affect grievance procedure effectiveness: written versus oral presentation of grievance and the level of union and management authorized to resolve grievances at the first step. Several demographic variables were controlled for: size of bargaining unit, percentage of organization represented, number of grievances filed, and industry. A sample of 46 firms, representing a broad cross-section of unionized companies in the private sector, was obtained with the help of the American Arbitration Association. Results indicate that more formal grievance procedures (e.g., written presentation) are positively related to resolution rates at the first step. The number of grievances field and the size of the bargaining unit were positively related to total resolution rates prior to arbitration.

Resource Mobilization and Survival Tactics of Poverty Advocacy Groups

One of the ongoing problems with democratic systems concerns who has a voice in decision-making. The least affluent members in society seldom are heard, even though they may have quite a number of grievances. Instead, the popular press is filled with accounts of interest groups gaining inordinate favor from elected officials. For example, as details of the Savings and Loan debacle are uncovered, they reveal intricate relationships between powerful special interests and lawmakers.

Public Sector Grievances: The Case of North Dakota

This article analyzes all employee grievances filed by state workers In North Dakota for a period exceeding four years. The conclusions differ from much of the literature concerning the public employee grievance process. In contrast to other studies, this population of grievants contains very few complaints containing allegations of discrimination. Female workers file a disproportionately low number of grievances, and the appeals body exhibits a decidedly pro-employer bias in grievance outcomes. Finally, there is little evidence that workers who file grievances later experience difficulties with their supervisors, as reflected in performance evaluation results.

The Effects of Employee Ownership on Employee Behaviors.

This study examined the effects of an employee ownership program on absenteeism and grievances. Data from company records and a survey administered to the employee-owners indicated that employee ownership status had no effect on absenteeism. The number of grievances filed increased after the adoption of the ownership program.

Attitude-Behavior Truncation in Union Stewards

Abstract It has been suggested recently that the number of grievances filed in an organization can be more accurately predicted from individual differences in union stewards rather than from those of employees. This proposition is based on the premise that union stewards face few instrumentalities that operate to reduce consistency between attitude and behavior. This hypothesis was subjected to an empirical test in a large labor union local in the United States. Selected individual differences that may affect the decision to file grievance actions and the grievance-filing behavior of 54 union stewards and 1,249 members whom they represented were analyzed. The hypothesis that greater predictive power in number of grievances would be a function of differences in union stewards, as compared to employees, was strongly supported.

Male and Female Stewards' Grievance Behavior: Congruity with Sex-Role Stereotypes

The union steward, a critical actor in the grievance process, has been virtually overlooked in empirical research. Specifically, while effects of sex in the workplace have been documented, these effects in union stewards remain unexplored. This research indicates significant differences in the number of grievances filed, frequency of informally resolving grievances with supervision, and frequency of counseling potential grievants not to file between 35 male and 21 female union stewards. Implications are offered for theorists and practitioners alike.

Effects of equitable and inequitable financial compensation on operator's productivity, satisfaction and motivation

Abstract In studying the activities of 274 shop floor hourly operators during a period of 16 months, the evidence indicates that during a period of equitable payment system the number of grievances decreased 31 times, labour turnover 16 times, lateness 6 times and absenteeism nearly 3 times while at the same time productivity increased by 22% in comparison to an equivalent period of inequitable financial incentive payment system. These improvements are attributable to the relative and not absolute financial compensation of the operators.

Ghetto Riots and Others: the Faces of Civil Disorder in 1967

Civil disorders in American cities in 1967 popularly referred to as 'Negro riots' varied in many critical respects. Some can more appropriately be described as social upheavals characterized by a two-phase flow of lawless activities. Others had the character of political confrontations, disorder being used as a political tool by emerging Negro groups to encourage civil authorities to bargain and negotiate with them. Few disorders can be viewed simply as expressive rampages : riots by the anarchic and criminal elements in the community whose binge of anti-social desctruction can only be stopped by 'get tough' police practices. 'Get Tough' police policies were also the cause of some notable disturbances where the fulfillment of anticipations of Negro initiated disorder rather than its reality. Across the nation, ghetto upheavals would trigger 'satellite' disorders in which authority over-reaction occurred. The spread of news about disorders was an important factor in the propagation of violence, considerably more so than actions of Negro radical leaders to foment such events. The initial conditions out of which a disorder emerged affected its course. Pre- existing grievances have a role, but the kind of grievance rather than the number of grievances seems more important. Negro youths have grievances against the police, and a ghetto uprising may take on the character of a competitive game in which youth attempt to humiliate the police. The contradictions between American liberalism and American racism make the future seem troublesome. Short-run strategies of conflict amelioration might profitably be concerned not with eliminating violence but with limiting it such that it promotes rather than hinders the movement toward racial democracy.

Grievance Procedures under the Railway Labor Act

Collective bargaining has two aspects: it is a method by which wages are set and it is a method by which certain rules and practices are established in order to prevent management from acting arbitrarily and to insure the security of union organizations.' In the railroad industry, as in other industries, there has developed a comprehensive system of what has been called industrial jurisprudence.2 The working rules on the railroads are concerned not only with such questions as hirings and layoffs but also with certain constructive allowances and arbitraries-the carriers refer to them as make-work rules''of a type which will be described below. An elaborate system of working rules naturally requires a procedure for the settlement of grievances arising out of the interpretation and application of the rules. Over the years there has evolved a system of adjustment boards designed for this purpose, and the Railway Labor Act, as amended, has specifically provided for the establishment of such boards.' It is generally agreed that the procedure for the settlement of grievances differs from the negotiations for a collective bargaining agreement primarily in its approach.4 The grievance procedure is intended to solve problems within the framework of principles set forth within the collective bargaining agreement and on an equitable basis and not on the basis of the economic strength of either of the parties to the dispute.' An examination of grievance procedures in various industries has revealed that certain principles have generally been followed in the settlement of disputes arising out of the interpretation and application of the terms of collective bargaining agreements.6 First, it is essential that all of the participants involved accept and have a complete understanding of the procedures. Second, both parties to the dispute should agree not to resort to unilateral coercion in order to obtain their ends. Third, the successful performance of any grievance procedure requires that grievances be handled promptly. Fourth, it is desirable that the number of grievances be limited so as not to overload the system. Finally, there should be fair consideration of the issues so that decisions are acceptable to both sides. These principles represent an ideal with which one might compare the performance of the adjustment * Professor Paul F. Brissenden, of Columbia University, has given me the benefit of his

ALUMNI APPRAISAL OF PSYCHIATRIC EDUCATION

1. Physicians, on the whole, are not satisfied with their undergraduate courses in psychiatry. This is concluded not only from the number of grievances but also from the comments. Since only adverse criticisms were listed, it might be argued that the mere piling up of more and more hundreds of returns would be meaningless since if the questionnaire had listed only favorable comments for checking, we could have accumulated a long list of desirable characteristics. But in writing the supplementary comments, the participants were free. Here is how these comments shaped up. Of the 412 officers, 162 or 40% made comments. Of the 162 comments, 12 were favorable, and 150 (or 93%) were unfavorable. (More striking, but perhaps less valid is this: Of the 412 officers, only 12 thought that their courses were good enough to warrant defensive comments; that is only 3%: And 97% did not feel that their undergraduate courses justified any favorable comment.) 2. Constructive suggestions for the improvement of undergraduate...