- Capitalism is in crisis due to internal contradictions that have led to economic, environmental, social and political crises. Neoliberalism responded to and took advantage of this crisis.
- Anti-capitalism must aim to replace capitalism with an alternative that has "a human face" which will require a formidable struggle against powerful vested interests. Workers' power comes from their ability to organize, strike, and form political alliances, not a class compromise with capitalists.
- The left is in a political and ideological crisis, having failed to curb the power of financial capital or offer real alternatives. Unions must develop concrete alternatives, new social alliances, and prepare for confrontation to push solutions that redistribute wealth from
Este documento es el portafolio de un estudiante de la carrera de Comunicación Social en la Universidad Nacional de Chimborazo. Presenta los trabajos realizados por la estudiante Pamela Andrea Chafla Núñez para la asignatura de Diseño Gráfico II durante el período académico de abril de 2015 a agosto de 2016.
Veterinary Health Science and Research Journal - SciDocPublishersScidoc Publishers
IJVHSR is a comprehensive, peer reviewed journal devoted to Veterinary Health Science & Research. IJVHSR, published by SciDocPublishers is an Open Access journal that includes high quality papers, which covers all major areas of Veterinary Health Science & Research. SciDocPublishers with its Open Access publication model spreads all the day-to-day developments and research to readers around the world.
IJVHSR publishes manuscripts on all aspects of veterinary medicine and animal sciences. Original research articles, review articles, short communications, case reports, and letters to the Editor are accepted and contributions are open to researchers of all nationalities.
For more details: http://scidoc.org/veterinary-health-science-and-research.php
Este documento discute los problemas de aprendizaje y trastornos de aprendizaje. Explica que existen cuatro fundamentos para las dificultades de aprendizaje: fisiológico, psicológico, sociológico y pedagógico. También describe criterios para determinar las dificultades de aprendizaje y clasifica las dificultades de aprendizaje en generales y específicas. Finalmente, enfatiza la importancia de la detección temprana de los trastornos de aprendizaje.
Bhavesh Rami received a certificate from Google for passing their AdWords Fundamentals and Mobile Advertising exams. The certificate awards Bhavesh Rami with AdWords Mobile Certification and is valid through September 2, 2017 according to Google.com/partners.
LENA is a fashion library that has existed since 2014 but needs more than 400 subscribers to be profitable. Currently it has 200 subscribers but is not converting visitors to members effectively through its website or social media. The research aims to determine how LENA can improve brand awareness and gain more members through a social media strategy. Both desk and field research were used, including interviews with current subscribers and surveys of potential customers. The results show that social media can help by increasing brand awareness when LENA posts engaging content and links to its website. Metrics must track if interactions and followers are growing on social media as well as if more website visitors are converting to members from social media networks.
- Capitalism is in crisis due to internal contradictions that have led to economic, environmental, social and political crises. Neoliberalism responded to and took advantage of this crisis.
- Anti-capitalism must aim to replace capitalism with an alternative that has "a human face" which will require a formidable struggle against powerful vested interests. Workers' power comes from their ability to organize, strike, and form political alliances, not a class compromise with capitalists.
- The left is in a political and ideological crisis, having failed to curb the power of financial capital or offer real alternatives. Unions must develop concrete alternatives, new social alliances, and prepare for confrontation to push solutions that redistribute wealth from
Este documento es el portafolio de un estudiante de la carrera de Comunicación Social en la Universidad Nacional de Chimborazo. Presenta los trabajos realizados por la estudiante Pamela Andrea Chafla Núñez para la asignatura de Diseño Gráfico II durante el período académico de abril de 2015 a agosto de 2016.
Veterinary Health Science and Research Journal - SciDocPublishersScidoc Publishers
IJVHSR is a comprehensive, peer reviewed journal devoted to Veterinary Health Science & Research. IJVHSR, published by SciDocPublishers is an Open Access journal that includes high quality papers, which covers all major areas of Veterinary Health Science & Research. SciDocPublishers with its Open Access publication model spreads all the day-to-day developments and research to readers around the world.
IJVHSR publishes manuscripts on all aspects of veterinary medicine and animal sciences. Original research articles, review articles, short communications, case reports, and letters to the Editor are accepted and contributions are open to researchers of all nationalities.
For more details: http://scidoc.org/veterinary-health-science-and-research.php
Este documento discute los problemas de aprendizaje y trastornos de aprendizaje. Explica que existen cuatro fundamentos para las dificultades de aprendizaje: fisiológico, psicológico, sociológico y pedagógico. También describe criterios para determinar las dificultades de aprendizaje y clasifica las dificultades de aprendizaje en generales y específicas. Finalmente, enfatiza la importancia de la detección temprana de los trastornos de aprendizaje.
Bhavesh Rami received a certificate from Google for passing their AdWords Fundamentals and Mobile Advertising exams. The certificate awards Bhavesh Rami with AdWords Mobile Certification and is valid through September 2, 2017 according to Google.com/partners.
LENA is a fashion library that has existed since 2014 but needs more than 400 subscribers to be profitable. Currently it has 200 subscribers but is not converting visitors to members effectively through its website or social media. The research aims to determine how LENA can improve brand awareness and gain more members through a social media strategy. Both desk and field research were used, including interviews with current subscribers and surveys of potential customers. The results show that social media can help by increasing brand awareness when LENA posts engaging content and links to its website. Metrics must track if interactions and followers are growing on social media as well as if more website visitors are converting to members from social media networks.
The document discusses organizational learning and knowledge creation. It provides definitions of a learning organization and communities of practice. It then describes the cycle of knowledge creation involving the conversion of tacit knowledge to explicit knowledge. This cycle includes socialization, externalization, combination, and internalization. Effective learning involves a social process within communities of practice and managing the interplay between tacit and explicit knowledge.
This document provides an overview of the concept of a learning organization based on conceptual and theoretical frameworks. It discusses key aspects of learning organizations including their characteristics, processes for developing them, and activities that can transform an organization into a learning one. The main characteristics of learning organizations are systems thinking, personal mastery, mental models, shared vision, and team learning. Transforming an organization requires problem solving, system thinking, data-driven decision making, knowledge sharing, and continuous learning opportunities for members.
This document discusses strategic human resource development and learning strategies within organizations. It aims to 1) understand the philosophy and objectives of strategic HRD, 2) analyze concepts like a learning culture and organizational learning, and 3) evaluate tensions between individual and organizational control and development. It outlines elements of HRD including learning, training, education, and development. It also discusses creating a learning culture, single and double loop learning, the learning organization concept, and balancing individual vs organizational control and development in HRD strategies.
Professional learning communities (PLCs) are groups of teachers and staff committed to collaborating to improve student outcomes. PLCs are grounded in communities of practice theory where professionals interact regularly to learn from one another and get better at their jobs. As teachers, participating in PLCs within departments allows focusing on areas that impact learning like curriculum, assessment, literacy, and more. Building strong PLCs requires support through time, resources and training so teachers can regularly work together to share best practices.
THE IMPACT OF WORKERS EDUCATION IN THE NIGERIA ECONOMY: A CASE STUDY OF MICHA...Kunle Areo
This document summarizes a term paper presented by Areo Kunle Oyeyinka on workers' education in Nigeria. It discusses the mandate of the Michael Imoudu National Institute for Labour Studies (MINILS), which was established by the Nigerian government to provide workers' education. The paper outlines MINILS' objectives to enhance the role of trade unions, provide opportunities for policymakers, assist in developing a strong trade union movement, promote research, and equip union officials and managers with skills. It also examines the importance of workers' education and training for Nigeria's economic growth and discusses MINILS' partnerships with other organizations to become a center of excellence in labor studies in West Africa.
With tens of thousands of employees, the Crédit Agricole Group places human beings and innovation at the core of its concerns.
The MIKE Club (for Management, Innovation, Knowledge Management, and E-learning), launched in 2011, connects all Group employees involved in innovative techniques in order to study new technologies that might have a real impact on our profession.
While maintaining a critical stance, we searched for the most relevant emerging applications to provide all employees with tools for grasping, understanding and adapting to the ongoing digital revolution.
This was originally an internal approach, but Crédit Agricole decided to share its view of innovation and collaborative processes in training, as well as its analysis and thoughts, with as many people as possible. That is why we decided to launch a series of white papers, called “HR Expertise”, that will shed light on a number of topics including collaborative work and serious games
This publication focuses on communities of practice and how they are used in a corporate context. True, this collaborative working method has key advantages and is an effective force for motivation, but we must never lose sight of the fundamental educational principles that make it so relevant both to the company and to the employees taking part.
We hope you will find this document useful.
This document discusses the concept of a learning organization. It defines a learning organization as a company that facilitates learning among its members and continuously transforms itself. It notes that the concept was coined by Peter Senge and others. The document outlines the nature, characteristics, core areas, and levels of learning organizations. It also discusses how to create a learning organization by establishing commitment to change, eliminating boundaries, developing a culture of openness, and incorporating employees into organizational challenges.
This document is a term project report on human resources management. It contains a literature review on organizational learning and innovativeness in organizations. The literature review defines key concepts, compares organizational learning and innovativeness, and analyzes four contrasting models of organizational learning based on different knowledge types. The report also includes statistical analysis testing several hypotheses about the relationship between organizational learning, innovativeness, and industry sector differences.
Organizational learning is the process by which an organization improves itself over time through gaining experience and using that experience to create knowledge. The knowledge created is then transferred within the organization.
This paper discusses learning organizations and expertise. It defines a learning organization as a group of people who are continually enhancing their capabilities to achieve what they desire. Key aspects of learning organizations include promoting and rewarding expertise, recognizing that most learning is informal on-the-job learning, allowing people to share their expertise, demonstrating the value of formal training, and allowing people to make mistakes to facilitate learning. High-impact learning organizations unleash employee expertise and support rapid on-the-job learning.
This document provides an introduction to capacity building for local groups and associations. It discusses:
[1] Civil society is made up of groups that operate independently from government and business to promote social interests. Capacity building strengthens these groups so they can better achieve their goals and defend member interests.
[2] Social capital refers to bonds like trust between people that enable cooperation. Civil society groups rely on volunteers and social capital for support. Growing social capital fosters inclusion, participation and shared values.
[3] Capacity building develops human resource skills to strengthen groups and empower them to control their own development. It allows groups to better achieve their goals and become partners in development.
A learning organization is one that facilitates continuous learning for its members and transforms itself in response to internal and external needs. It was coined by Peter Senge, who defined it as a place where people continually expand their capacity through shared visions and systems thinking. A learning organization seeks to create its own future by allowing people at all levels to increase their capacity through new ideas, information sharing, and encouraging learning. Senge identified five core areas of learning that organizations need to focus on: personal mastery, mental models, working in teams, shared visions, and systems thinking. Creating a learning organization requires commitment to change, eliminating boundaries, and developing a culture of openness and growth.
This document summarizes the proceedings of an international workshop on developing inclusive entrepreneurship strategies. [1] Representatives from several European regions attended to share practices and lessons learned. [2] Key topics included developing cohesive strategies, putting citizens' needs first, and ensuring collaboration across departments. [3] Participants pledged specific actions like exploring other regions' programs and improving access to business information.
Education for the Success of Cooperatives PA113jo bitonio
Here are some key points in formulating training objectives:
- Objectives should be specific, measurable, achievable, relevant and time-bound (SMART)
- They identify the skills, knowledge or attitudes to be developed through training
- Objectives are formulated based on the training needs identified and in consultation with stakeholders
- Objectives are written from the participant's perspective, focusing on what participants will be able to do after training
- Both immediate/short term and long term objectives can be set
- Objectives are formulated at different levels - overall, module, session to guide the training design, delivery and evaluation
- Verbs like "explain", "demonstrate", "apply" are used to make objectives action-
The document discusses communities of practice (CoPs) and their importance for project management and organizational learning. It defines CoPs as informal networks that help practitioners develop shared understandings. CoPs support learning more so than formal teams due to their collaborative nature. They are important for nurturing new knowledge, stimulating innovation, and sharing expertise. CoPs also help transfer tacit knowledge and build social capital between members by strengthening connections within the organization. The document recommends creating and nurturing CoPs, as well as other informal learning opportunities, to engage younger generations in an organization.
The document provides information about Mondragon Team Academy (MTA) and its cooperative entrepreneurship programs. MTA implements an educational model focused on "team learning by creating" where students launch real business ventures in teams. It has trained over 2,000 entrepreneurs across 13 labs in 7 countries. MTA helps participants start over 80 companies, with 97% of graduates now working in their dream jobs or startups, demonstrating the success of its experiential learning approach to cooperative entrepreneurship.
This document discusses learning organizations in developing countries from an individual level perspective. It analyzes questionnaires collected from businesses in Tirana, Albania between January and March 2020 regarding two dimensions of organizational learning: continuous learning and encouraged dialogue. The findings reveal a moderate level of organizational learning, with leaders scoring high in their ability to support learning within their companies. The document provides context on definitions of learning organizations and organizational learning, the characteristics of learning organizations, and prior studies examining learning in different cultural contexts and industries.
The document describes a leadership program designed by Capability Group for non-profit organizations in New Zealand. The program aims to provide practical skills over 7 months to help non-profit leaders drive change and organizational success. It involves workshops every 4-6 weeks on topics like vision, engagement, and change leadership. Between workshops, participants apply their learning on the job with manager support and peer coaching. The goal is to develop strategic, influential leaders who can reduce staff turnover and collaborate across the non-profit sector.
This document discusses structures and methods to support co-creation and transformative learning for inclusion in the workforce. It describes:
1. A yearly national co-creation arena in Norway called "Work and Health Open arena" that brings together stakeholders over 2 days to address challenges to workforce inclusion.
2. Nordic and national learning circles and facilitator training programs that provide ongoing support for co-creation and implementation of new practices across different levels - from Nordic, national to local mini-circles.
3. The need for structures like learning circles to support transferring experiences and solutions between levels, from Nordic to national to local, to boost sustainable change in addressing complex workforce inclusion challenges.
This document discusses the history and key principles of syndicalism. It defines syndicalism as a revolutionary labor movement that believes the emancipation of the working class must be carried out by workers themselves through direct action and control of workplaces. Syndicalism aims to abolish wage labor and achieve worker self-management through democratic unions and federations. The document outlines syndicalism's "golden age" in the early 20th century and its decline due to world events, but notes its reemergence in recent alternative labor movements organizing precarious workers through direct action and horizontal solidarity unions.
This document discusses asbestos and its use around the world. It calls for no asbestos to be used in Australia or nearby countries like Vietnam and Laos. The overall message is that asbestos should not be used anywhere.
The document discusses organizational learning and knowledge creation. It provides definitions of a learning organization and communities of practice. It then describes the cycle of knowledge creation involving the conversion of tacit knowledge to explicit knowledge. This cycle includes socialization, externalization, combination, and internalization. Effective learning involves a social process within communities of practice and managing the interplay between tacit and explicit knowledge.
This document provides an overview of the concept of a learning organization based on conceptual and theoretical frameworks. It discusses key aspects of learning organizations including their characteristics, processes for developing them, and activities that can transform an organization into a learning one. The main characteristics of learning organizations are systems thinking, personal mastery, mental models, shared vision, and team learning. Transforming an organization requires problem solving, system thinking, data-driven decision making, knowledge sharing, and continuous learning opportunities for members.
This document discusses strategic human resource development and learning strategies within organizations. It aims to 1) understand the philosophy and objectives of strategic HRD, 2) analyze concepts like a learning culture and organizational learning, and 3) evaluate tensions between individual and organizational control and development. It outlines elements of HRD including learning, training, education, and development. It also discusses creating a learning culture, single and double loop learning, the learning organization concept, and balancing individual vs organizational control and development in HRD strategies.
Professional learning communities (PLCs) are groups of teachers and staff committed to collaborating to improve student outcomes. PLCs are grounded in communities of practice theory where professionals interact regularly to learn from one another and get better at their jobs. As teachers, participating in PLCs within departments allows focusing on areas that impact learning like curriculum, assessment, literacy, and more. Building strong PLCs requires support through time, resources and training so teachers can regularly work together to share best practices.
THE IMPACT OF WORKERS EDUCATION IN THE NIGERIA ECONOMY: A CASE STUDY OF MICHA...Kunle Areo
This document summarizes a term paper presented by Areo Kunle Oyeyinka on workers' education in Nigeria. It discusses the mandate of the Michael Imoudu National Institute for Labour Studies (MINILS), which was established by the Nigerian government to provide workers' education. The paper outlines MINILS' objectives to enhance the role of trade unions, provide opportunities for policymakers, assist in developing a strong trade union movement, promote research, and equip union officials and managers with skills. It also examines the importance of workers' education and training for Nigeria's economic growth and discusses MINILS' partnerships with other organizations to become a center of excellence in labor studies in West Africa.
With tens of thousands of employees, the Crédit Agricole Group places human beings and innovation at the core of its concerns.
The MIKE Club (for Management, Innovation, Knowledge Management, and E-learning), launched in 2011, connects all Group employees involved in innovative techniques in order to study new technologies that might have a real impact on our profession.
While maintaining a critical stance, we searched for the most relevant emerging applications to provide all employees with tools for grasping, understanding and adapting to the ongoing digital revolution.
This was originally an internal approach, but Crédit Agricole decided to share its view of innovation and collaborative processes in training, as well as its analysis and thoughts, with as many people as possible. That is why we decided to launch a series of white papers, called “HR Expertise”, that will shed light on a number of topics including collaborative work and serious games
This publication focuses on communities of practice and how they are used in a corporate context. True, this collaborative working method has key advantages and is an effective force for motivation, but we must never lose sight of the fundamental educational principles that make it so relevant both to the company and to the employees taking part.
We hope you will find this document useful.
This document discusses the concept of a learning organization. It defines a learning organization as a company that facilitates learning among its members and continuously transforms itself. It notes that the concept was coined by Peter Senge and others. The document outlines the nature, characteristics, core areas, and levels of learning organizations. It also discusses how to create a learning organization by establishing commitment to change, eliminating boundaries, developing a culture of openness, and incorporating employees into organizational challenges.
This document is a term project report on human resources management. It contains a literature review on organizational learning and innovativeness in organizations. The literature review defines key concepts, compares organizational learning and innovativeness, and analyzes four contrasting models of organizational learning based on different knowledge types. The report also includes statistical analysis testing several hypotheses about the relationship between organizational learning, innovativeness, and industry sector differences.
Organizational learning is the process by which an organization improves itself over time through gaining experience and using that experience to create knowledge. The knowledge created is then transferred within the organization.
This paper discusses learning organizations and expertise. It defines a learning organization as a group of people who are continually enhancing their capabilities to achieve what they desire. Key aspects of learning organizations include promoting and rewarding expertise, recognizing that most learning is informal on-the-job learning, allowing people to share their expertise, demonstrating the value of formal training, and allowing people to make mistakes to facilitate learning. High-impact learning organizations unleash employee expertise and support rapid on-the-job learning.
This document provides an introduction to capacity building for local groups and associations. It discusses:
[1] Civil society is made up of groups that operate independently from government and business to promote social interests. Capacity building strengthens these groups so they can better achieve their goals and defend member interests.
[2] Social capital refers to bonds like trust between people that enable cooperation. Civil society groups rely on volunteers and social capital for support. Growing social capital fosters inclusion, participation and shared values.
[3] Capacity building develops human resource skills to strengthen groups and empower them to control their own development. It allows groups to better achieve their goals and become partners in development.
A learning organization is one that facilitates continuous learning for its members and transforms itself in response to internal and external needs. It was coined by Peter Senge, who defined it as a place where people continually expand their capacity through shared visions and systems thinking. A learning organization seeks to create its own future by allowing people at all levels to increase their capacity through new ideas, information sharing, and encouraging learning. Senge identified five core areas of learning that organizations need to focus on: personal mastery, mental models, working in teams, shared visions, and systems thinking. Creating a learning organization requires commitment to change, eliminating boundaries, and developing a culture of openness and growth.
This document summarizes the proceedings of an international workshop on developing inclusive entrepreneurship strategies. [1] Representatives from several European regions attended to share practices and lessons learned. [2] Key topics included developing cohesive strategies, putting citizens' needs first, and ensuring collaboration across departments. [3] Participants pledged specific actions like exploring other regions' programs and improving access to business information.
Education for the Success of Cooperatives PA113jo bitonio
Here are some key points in formulating training objectives:
- Objectives should be specific, measurable, achievable, relevant and time-bound (SMART)
- They identify the skills, knowledge or attitudes to be developed through training
- Objectives are formulated based on the training needs identified and in consultation with stakeholders
- Objectives are written from the participant's perspective, focusing on what participants will be able to do after training
- Both immediate/short term and long term objectives can be set
- Objectives are formulated at different levels - overall, module, session to guide the training design, delivery and evaluation
- Verbs like "explain", "demonstrate", "apply" are used to make objectives action-
The document discusses communities of practice (CoPs) and their importance for project management and organizational learning. It defines CoPs as informal networks that help practitioners develop shared understandings. CoPs support learning more so than formal teams due to their collaborative nature. They are important for nurturing new knowledge, stimulating innovation, and sharing expertise. CoPs also help transfer tacit knowledge and build social capital between members by strengthening connections within the organization. The document recommends creating and nurturing CoPs, as well as other informal learning opportunities, to engage younger generations in an organization.
The document provides information about Mondragon Team Academy (MTA) and its cooperative entrepreneurship programs. MTA implements an educational model focused on "team learning by creating" where students launch real business ventures in teams. It has trained over 2,000 entrepreneurs across 13 labs in 7 countries. MTA helps participants start over 80 companies, with 97% of graduates now working in their dream jobs or startups, demonstrating the success of its experiential learning approach to cooperative entrepreneurship.
This document discusses learning organizations in developing countries from an individual level perspective. It analyzes questionnaires collected from businesses in Tirana, Albania between January and March 2020 regarding two dimensions of organizational learning: continuous learning and encouraged dialogue. The findings reveal a moderate level of organizational learning, with leaders scoring high in their ability to support learning within their companies. The document provides context on definitions of learning organizations and organizational learning, the characteristics of learning organizations, and prior studies examining learning in different cultural contexts and industries.
The document describes a leadership program designed by Capability Group for non-profit organizations in New Zealand. The program aims to provide practical skills over 7 months to help non-profit leaders drive change and organizational success. It involves workshops every 4-6 weeks on topics like vision, engagement, and change leadership. Between workshops, participants apply their learning on the job with manager support and peer coaching. The goal is to develop strategic, influential leaders who can reduce staff turnover and collaborate across the non-profit sector.
This document discusses structures and methods to support co-creation and transformative learning for inclusion in the workforce. It describes:
1. A yearly national co-creation arena in Norway called "Work and Health Open arena" that brings together stakeholders over 2 days to address challenges to workforce inclusion.
2. Nordic and national learning circles and facilitator training programs that provide ongoing support for co-creation and implementation of new practices across different levels - from Nordic, national to local mini-circles.
3. The need for structures like learning circles to support transferring experiences and solutions between levels, from Nordic to national to local, to boost sustainable change in addressing complex workforce inclusion challenges.
This document discusses the history and key principles of syndicalism. It defines syndicalism as a revolutionary labor movement that believes the emancipation of the working class must be carried out by workers themselves through direct action and control of workplaces. Syndicalism aims to abolish wage labor and achieve worker self-management through democratic unions and federations. The document outlines syndicalism's "golden age" in the early 20th century and its decline due to world events, but notes its reemergence in recent alternative labor movements organizing precarious workers through direct action and horizontal solidarity unions.
This document discusses asbestos and its use around the world. It calls for no asbestos to be used in Australia or nearby countries like Vietnam and Laos. The overall message is that asbestos should not be used anywhere.
This document discusses the role of trade unions in addressing climate change through various workplace initiatives like recycling and energy efficiency as well as political stances. It explores how unions can work with employers to green the workplace through awareness raising, negotiations, and audits. The document also examines unions' opposition to fracking and pipelines as well as support for climate refugees and fossil fuel divestment in the culture sector.
This document discusses informal employment trends globally and lessons learned from organizing informal workers. It provides the following key points:
1) Informal employment makes up a large percentage of non-agricultural work in many regions, ranging from 45-82%.
2) WIEGO seeks to give voice to informal workers, especially women, in sectors like domestic work, home-based work, waste picking, and street vending.
3) Informal workers want economic, legal, social and bargaining rights and the ability to organize. Successful models of organization have gone beyond traditional trade unions.
4) Lessons from organizing show the importance of dignity, collective bargaining, understanding global supply chains, sources of worker
The document discusses the activities of FSIE, a trade union in Romania. It details FSIE's participation in protests and demonstrations in Brussels and Romania between 2015-2016 advocating for workers' rights and opposing austerity measures. These protests achieved media coverage for raising awareness of discrimination and abuse perpetrated against FSIE by Romanian educational authorities.
This document provides an overview of syndicalism as both a historical phenomenon and contemporary organizing model. Some key points discussed include:
- Syndicalism is defined by centrality of class conflict, direct action, distrust of the state, and autonomy of workers unions.
- Historically, syndicalism reached a "golden age" in the early 20th century before declining after World War I and the rise of fascism.
- Contemporary syndicalist organizing focuses on horizontal organization, direct action, and organizing precarious/abandoned workers.
- The document also discusses the relationship between early syndicalism and feminism, noting both oppositional elements as well as women who actively organized as syndicalists.
The document discusses the challenges facing CCOO during times of change including a crisis in the system, engaging precarious workers, issues of corruption and transparency, and consolidating its position in the workplace against "yellow unions".
This document summarizes the work of HomeNet Pakistan in organizing and advocating for home-based workers (HBWs) in Pakistan. It discusses HomeNet Pakistan's vision and mission to empower HBWs and improve their working conditions. It provides statistics on the large numbers of women engaged in informal home-based work. It also analyzes problems faced by informal workers like lack of rights, representation and access to resources. The document then outlines HomeNet Pakistan's process of organizing HBWs into member-based organizations and engaging in advocacy efforts to address their issues and have their work recognized in policies. It discusses expanding this work to also organize domestic workers and engage with various stakeholders including policymakers, unions and political parties.
The document discusses organizing workers in different contexts and industries, including the Iraqi oil industry after 2003, emergency medical services in Gaza in 2008, and hotel workers in London. It outlines issues facing workers such as lack of infrastructure, low pay, unsafe conditions, and exploitation. The document provides suggestions for research, popular education, lobbying, protest, and coordinated action to improve conditions and empower workers through unions and leverage.
The document discusses the current state of trade unions from a European perspective. It notes that union membership and strength has greatly declined in Europe, where unions have traditionally been strongest. However, unions in Northern Europe remain relatively strong due to offensive organizing and mobilization efforts. Unions in Southern Europe have suffered under austerity policies, while those in Central Europe have stabilized to some degree through campaigns and contract negotiations. The document advocates for more international cooperation between unions, such as cross-border actions and solidarity campaigns, in order to strengthen the labor movement globally. It provides examples of successful international union campaigns.
The document summarizes the current state of the labor movement in China in 3 sentences:
Strikes have been increasing in China since 2010, with over 2,000 strikes from 2011-2014 involving thousands of workers primarily in the construction, garment, and IT sectors protesting issues like increasing wages and social insurance benefits. The government tries to maintain stability while passing new regulations, but trade unions are controlled by the state and avoid collective action, while labor NGOs have emerged to support workers and intervene in strikes. International solidarity has also formed around issues like factories relocating overseas and Chinese investment in foreign construction industries.
1. The document discusses the connections between capitalism, globalization, crises, and neoliberalism. It argues that internal contradictions within capitalism led to economic crises, not neoliberalism, and neoliberalism emerged as an ideological response.
2. It analyzes the legacy of the post-war social partnership between labor and capital, which brought unprecedented social progress but also depoliticized and demobilized workers. When the balance of power shifted in the 1970s, neoliberalism broke down this compromise.
3. It argues that trade unions must become more political to fill the void left by failing political parties. Unions need to build new alliances, develop concrete alternatives
This document provides information on international labor organizations and trade unions. It discusses the main Global Union Federations (GUFs) which organize unions by industry on a global level, including IndustriALL, UNI Global Union, the International Trade Union Confederation (ITUC), and others. The GUFs work to support international organizing, coordinate solidarity actions, conduct research, and represent unions to international bodies like the ILO. The document also summarizes the history of international labor movements, including the formation of the ITUC from previous confederations, and outlines some of the key issues facing unions globally like precarious work, climate change, and challenges to collective bargaining rights.
Shark Tank Jargon | Operational ProfitabilityTheUnitedIndian
Don't let fancy business words confuse you! This blog is your cheat sheet to understanding the Shark Tank Jargon. We'll translate all the confusing terms like "valuation" (how much the company is worth) and "royalty" (a fee for using someone's idea). You'll be swimming with the Sharks like a pro in no time!
#WenguiGuo#WashingtonFarm Guo Wengui Wolf son ambition exposed to open a far...rittaajmal71
Since fleeing to the United States in 2014, Guo Wengui has founded a number of projects in the United States, such as GTV Media Group, GTV private equity, farm loan project, G Club Operations Co., LTD., and Himalaya Exchange.
19 जून को बॉम्बे हाई कोर्ट ने विवादित फिल्म ‘हमारे बारह’ को 21 जून को थिएटर में रिलीज करने का रास्ता साफ कर दिया, हालांकि यह सुनिश्चित करने के बाद कि फिल्म निर्माता कुछ आपत्तिजनक अंशों को हटा दें।
केरल उच्च न्यायालय ने 11 जून, 2024 को मंडला पूजा में भाग लेने की अनुमति मांगने वाली 10 वर्षीय लड़की की रिट याचिका को खारिज कर दिया, जिसमें सर्वोच्च न्यायालय की एक बड़ी पीठ के समक्ष इस मुद्दे की लंबित प्रकृति पर जोर दिया गया। यह आदेश न्यायमूर्ति अनिल के. नरेंद्रन और न्यायमूर्ति हरिशंकर वी. मेनन की खंडपीठ द्वारा पारित किया गया
Slide deck with charts from our Digital News Report 2024, the most comprehensive exploration of news consumption habits around the world, based on survey data from more than 95,000 respondents across 47 countries.
17062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
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15062024_First India Newspaper Jaipur.pdfFIRST INDIA
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Christian persecution in Islamic countries has intensified, with alarming incidents of violence, discrimination, and intolerance. This article highlights recent attacks in Nigeria, Pakistan, Egypt, Iran, and Iraq, exposing the multifaceted challenges faced by Christian communities. Despite the severity of these atrocities, the Western world's response remains muted due to political, economic, and social considerations. The urgent need for international intervention is underscored, emphasizing that without substantial support, the future of Christianity in these regions is at grave risk.
https://ecspe.org/the-rise-of-christian-persecution-in-islamic-countries/
13062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
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Recent years have seen a disturbing rise in violence, discrimination, and intolerance against Christian communities in various Islamic countries. This multifaceted challenge, deeply rooted in historical, social, and political animosities, demands urgent attention. Despite the escalating persecution, substantial support from the Western world remains lacking.
projet de traité négocié à Istanbul (anglais).pdfEdouardHusson
Ceci est le projet de traité qui avait été négocié entre Russes et Ukrainiens à Istanbul en mars 2022, avant que les Etats-Unis et la Grande-Bretagne ne détournent Kiev de signer.
12. “The active learning approach to
trade union training requires that
courses should begin by drawing
on the experience, skills,
knowledge, attitudes and
objectives of participants…
through working collectively. As
part of this process, participants
are encouraged to apply the
results of their course work to
their local and/or industrial
environment.” ILO Turin Centre, 1993
17. “The building of many mass
power organizations to merge
into a national popular power
force cannot come without
many organizers. Since
organizations are created, in
large part, by the organizer, we
must find out what creates the
organizer. This has been the
major problem of my years of
organizational experience: the
finding of potential organizers
and their training”
Saul Alinsky, Rules for Radicals,
1971
18.
19.
20.
21. • Professional trained organising teams
• Strategic targeting of employers and sectors
• Time-limited campaigns
• Application of ‘leverage’
23. TRENDS
• Increased investment into professional
organising departments
• Union development priorities: from worker
education to organiser training
• Decline in TU education. Closure of union
colleges.
• Adaptation of “new organising model” to local
industrial relations and political context?
• New demand for political education?
24. “It is absolutely essential for our stewards
and activists to be fully engaged in all
aspects of organising, rather than separate
Organising Units, To do this meaningfully
they have to understand why companies
do what they do, and how global capital
works. If we maintain an insular, reactive
approach, we will consistently lose”
Jenny Formby, Unite the Union.
Editor's Notes
NB – not talking about vocational training or general adult education provided by trade union organisations.
What are the key influences on trade union education?
Necessarily a British perspective – but important because of the UK trade union influence around the world. Nevertheless, it would be good to hear from others their sense of the influences on TU education.
Party Political Instruction
An auditorium of the training center of the Moscow City Council of Trade Unions. 1977.
Unions as transmission belts of policies from the party to the workers
University extension to the working classes
Albert Mansbridge, founder of the Workers’ Educational Association in 1903.
Modern parallel – the GLU
Study Circles
Oscar Olsson – originator and/or advocate of study circles method
Australian study circle
The concept and practice of the study circle appeared in the late nineteenth century. Narodnaya Volya, a Russian populist organisation, made extensive use of them in the 1870s.[4] The concept was taken up by the Georgian Social Democrat group Mesame Dasi in the 1890s. A youthful Joseph Stalin was involved in leading some of these.[5][6]
The concept later developed in early 20th century Sweden as a part of the activities in popular movements, such as the temperance and the workers' movements. Oscar Olsson was a prominent proponent of them. Since these movements' participants were working class or small farmers the study circles were important in relation to these classes' growing political power in the early 20th century. The issues that were studied were already from the early period broad - it could be as well political and social issues as literature or even school topics. The population as a whole were generally literate as early as the 17th century, and therefore literacy training was not an important concern as a topic for study circles. Other nonformal educations as folk high schools and popular lectures were already present, when study circles were developed and there were various kinds of connections between these different forms of studies open for adults with only compulsory shooling as formal education. Study circles arose with ambitions to create an educated citizenry.[7]
In Sweden today study circles are a mass phenomenon and have broad national support. Around 300,000 study circles have been reported each year since the 1970s.[8] National educational associations receive annual subsidies from the national government and work with folk high schools (folkhögskolor), university short courses, correspondence study and distance learning, allowing citizens to understand and participate more fully in their communities and nation. The Swedish study circle model was successfully transplanted into American culture, most notably in the National Issues Forums (sponsored by the Domestic Policy Association in Dayton, Ohio) and the Bricklayers and Allied Craftsmen's Study Circle Program which began in 1986
Paulo Friere – Pedagogy of the Oppressed (1970) – critical pedagogy.
Christian Socialist
Brazilian Workers Party
The way students are taught and what they are taught serves a political agenda
Pedagogy of the Oppressed (Portuguese: Pedagogia do Oprimido), written by educator Paulo Freire, proposes a pedagogy with a new relationship between teacher, student, and society. It was first published in Portuguese in 1968, and was translated by Myra Ramos into English and published in 1970.[1] The book is considered one of the foundational texts of critical pedagogy.
Dedicated to what is called "the oppressed" and based on his own experience helping Brazilian adults to read and write, Freire includes a detailed Marxist class analysis in his exploration of the relationship between what he calls "the colonizer" and "the colonized".
In the book Freire calls traditional pedagogy the "banking model" because it treats the student as an empty vessel to be filled with knowledge, like a piggy bank. However, he argues for pedagogy to treat the learner as a co-creator of knowledge.Spread
Since the publication of the English edition in 1970, Pedagogy of the Oppressed has achieved "near-iconic status" in America's teacher-training programs, according to Sol Stern. A 2003 study looking at the curricula of 16 schools of education, 14 of them among the top in the country, found that Pedagogy of the Oppressed was one of the most frequently assigned texts in their philosophy of education courses. Such course assignments are a large part of the reason the book has sold almost 1 million copies, which is a remarkable number for a book in the education field.[5]
Influences
The work was strongly influenced by Frantz Fanon and Karl Marx. One of Freire's dictums is that: "there neither is, nor has ever been, an educational practice in zero space-time—neutral in the sense of being committed only to preponderantly abstract, intangible ideas." According to later critics, heirs to Freire's ideas have taken it to mean that since all education is political, "leftist math teachers who care about the oppressed have a right, indeed a duty, to use a pedagogy that, in Freire's words, "does not conceal — in fact, which proclaims — its own political character".[6]
During the South African anti-apartheid struggle, ad-hoc copies of Pedagogy of the Oppressed were distributed underground as part of the "ideological weaponry" of various revolutionary groups like the Black Consciousness Movement. In the 1970s and 1980s the book was banned and kept clandestine.[7]
CUT in Brazil
Workers encouraged to think about their experiences, then devise preliminary theories and analyses about their work.
Labour educators took those theories and analyses, formalised them, then presented them back to the workers. Then repeated the cycle.
Two key principles:
All education to be based on the actual needs and experiences of the workers
All workers have knowledge that they bring to the educational experience, which needs to be recognised and valued.
“Learning through doing”
Emphasis on process over content
Democratic engagement by participants
Facilitator, not Instructor
Small group work
Discussion exercises
Case studies
Role-play
TUC
CTUC
Quote from Active Learning Methods in Workers’ Education, by Mel Doyle and Enrico Cairola, ILO Training Centre, Turin. 1993?
ITS
ICFTU Education Conference 1994
NB Education manuals collectively produced in workshops
Early 90s – spread through the GUFs
NB Nearly all GUF GSs British and used to TUC education methodology
Saul Alinsky – training for community and labour organisers
Andy Stern: how to reverse the decline in union power – organise!