INDIVIDUALS AND WORK

1. INDIVIDUALS AND WORK Historical Contemporary Paid Unpaid Value and Status of work

2. Definitions of work.... • The Macquarie Dictionary defines work as “exertion directed to produce or accomplish something”. • The ABS defines work as activity that is “undertaken for pay, profit, commission or payment in kind in a job, business or on a farm, or......without pay in a family business or farm”. • The Concise Oxford Dictionary defines work in 27 different ways....... • ”expenditure of energy, striving, application of effort or exertion for a purpose” • “energy directed towards a goal” • “employment, especially the opportunity of earning money by labour”

3. Historical definition.... • Hunters and gatherers. • Home and land. • Physical labour. • Ancient times – slaves. • 18th century - Industrial Revolution – factories, social and technological change, machinery. Men left the house to seek employment and women stayed at home and attended to the house and children. • 19th century – Gold rush. • Mid 19th century – trade unions. • 20th century – social, legal and technological changes: • War • Feminist movement – 1970 • Awards • OH & S • Compulsory superannuation - 1992

4. Contemporary definition.... • Technological revolution has made redundant many of the traditional jobs created by the industrial revolution. • Machinery has replaced the need for hard labour. • Laws put in place. • Today........work is about: • Desire to earn money • Sense of purpose and meaning through roles and responsibilities • Reinforces a person’s values and provides a sense of overall wellbeing. Work comes in all forms.

5. Paid work • Involves a degree of effort for payment, either direct or indirect. • Direct payments – wages, salaries or fee for service. • Indirect payments – non monetary payments, company car, mobile phones.

6. Unpaid work • Production by households for their own consumption: preparing meals, cleaning, laundry.... • Volunteer or community work: sport coaching/refereeing, soup kitchens.

7. PATTERNS OF WORK Full – time Part – time Casual Permanent Contract Shiftwork Voluntary Self-employment Job share Telecommuting Seasonal Working from home Other?

8. TASKS • Describe each work pattern. • Evaluate the suitability of each work pattern for different individuals. • Analyse ABS statistics to determine trends in the Australian workforce. Fishbone, Table, Matching terms task.

9. Work Conditions • Awards • Anti-discrimination • Grievance procedures

10. AWARDS • Awards – outline all of the working conditions including the leave provisions, hours of work and wages that an employee would expect to be paid. • The Industrial Relations Act 1996 ensures that awards are covered for each area of employment and the working conditions are adhered to by employers. • Under the Industrial Relations Act 1996: • Annual Holidays Act 1944 • Long Service Leave Act 1955 • Occupational Health and Safety Act 2000 • Ant-Discrimination Act 1977

11. ANTI-DISCRIMINATION • Discrimination against people because of gender, age, disability, ethnicity, sexual preference, marital status or pregnancy is not tolerated in the workplace and is considered an offence. • Under the Anti-discrimination Act, employees have the right to be treated fairly and equally. • An employee has the legal right to complain about discrimination or harassment in the workplace to the employer and / or to the Anti Discrimination Board to solve the problem. • If board proves a breach of the Act, conciliation is attempted. • If board fails the matter is taken to the Administrative Decisions Tribunal of NSW for action. • Trust, respect, honesty and equality where all workers will benefit prevents Discrimination and harassment in the workplace.

12. GRIEVANCE PROCEDURES • Grievance procedures: - relate to the systems organisations have in place to deal with grievances in the workplace. • should be established to ensure that people have mechanisms to settle complaints. • Can help support the management of conflict and promote the wellbeing of all employees. It is important to treat conflict and grievance by addressing the situation in a sensitive way, ensuring objectivity and confidentiality Involved parties need to be fair and often third parties are utilised to mediate due to their impartiality associated with the problem.

13. TASKS • Create a table in your notes that matches the correct working condition or provision listed below with the correct statement. • Occupational Health and Safety Act 2000. • Industrial Relations Act 1996. • Anti-Discrimination Act 1977. • Long Service Leave Act 1955. • Annual Holidays Act 1944. • Includes provisions for all leave entitlements and sets out working conditions and payment for work. • Sets out minimum provisions for regular leave each year. • Entitlements for employees to be granted leave after an extended period of employment. • Deals with safety and wellbeing of everyone in the workplace. • Ensures equal access, opportunity and equity in the workplace for all employees regardless of gender, age, disability, ethnicity, sexual preference, marital status or pregnancy.

14. Managing Workplace and Family Roles • Role expectations as a family member • Changing circumstances for parents • Number of children • Children starting school • Parents changing employment • Negotiating and sharing roles within families • Managing resources to meet multiple role expectations • Time • Technology • Support networks

15. Students learn to: • Devise strategies to effectively manage multiple role expectations caused by changing circumstances. Question Propose strategies to effectively manage multiple role expectations in terms of support networks caused by changing circumstances for parents.

16. Propose strategies to effectively manage multiple role expectations in terms of support networks caused by changing circumstances for parents. • Managing resources to meet multiple role expectations - Support networks (formal, informal) • Changing circumstances for parents • Number of children (age differences, multiple births, sex) • Children starting school • Parents changing employment

17. Changing work patterns • Social factors leading to changing work patterns • Education/retraining • Technology • Computers • Automation/robotics • Research and development • Employment/unemployment • Perceptions of gender • Family circumstances including structural change • Government policy • Economics

18. Students learn to : • Analyse the relationship between patterns of work and the various social factors and hypothesis about possible future trends. Question Analyse the relationship between two patterns of work and the various social factors and predict possible future trends.

19. Analyse the relationship between two patterns of work and the various social factors and hypothesis about possible future trends • Full-time • Part-time • Casual • Permanent • Contract • Shiftwork • Voluntary • Self-employment • Job share • Telecommuting • Seasonal • Working from home • Others • Education/retraining • Technology • Computers • Automation/robotics • Research and development • Employment/unemployment • Perceptions of gender • Family circumstances including structural change • Government policy • Economics