The new ideal worker is a Super Navigator

Shortening working time and making it more flexible, which have been observed in Europe since mid-20th century, are perceived as the main features and conditions for labour humanization as well as the sign of social progress. The aim of the article has been showing negative consequences of this phenomenon,especially for maintaining balance between work and private life. It was based on hypothesis that the tendency to shorten the working time and to make it more flexible cannot be seen only as a factor of humanization, as the achievements of the social policy in Europe have been accompanied by many negative aspects, having a negative influence over both employees and employers. One of those observed occurrences were progressive disturbances in balancing work and private life. The considerations have been based on critical literature analysis method, the analysis of formal legal documents and statistics reports and sources. The transformations of working time and their influence over free time shortage and thus the imbalance between work and private life have been analysed. The theoretical-problem analyses allowed to reach the conclusion that the transformations of working time, related to negative changes in its organization, can be perceived as a factor of dehumanization of one’s work.

Journal of Health Care for the Poor and Underserved, 2012

Cancer patient navigation (PN) programs have been shown to increase access to and utilization of cancer care for poor and underserved individuals. Despite mounting evidence of its value, cancer patient navigation is not universally understood or provided. We describe five PN programs and the range of tasks their navigators provide across the cancer care continuum (education and outreach, screening, diagnosis and staging, treatment, survivorship, and end-of-life). Tasks are organized by their potential to make cancer services understandable, available, accessible, affordable, appropriate, and accountable. Although navigators perform similar tasks across the five programs, their specific approaches reflect differences in community culture, context, program setting, and funding. Task lists can inform the development of programs, job descriptions, training, and evaluation. They also may be useful in the move to certify navigators and establish mechanisms for reimbursement for navigation services.

Management is my original work and the dissertation has not formed the basis for the award of any degree, associate ship, fellowship or any other similar titles. The material borrowed from other sources and incorporated in the thesis has been duly acknowledged. I understand that, I myself, could be held responsible and accountable for plagiarism, if any, detected later on. The research papers published based on the research conducted out of an in the course of the study are also based on the study and not borrowed from other sources. Date: Signature of the Student

Recent research in the fields of management and labor economics suggest that multiple work-specific features affect work–family conflict. The intent of this thesis is to extend the empirical evidence on the ramifications of flexibility and work-related communication technology on work–family conflict. In addition, this study analyzes the effects of work–family conflict on employee well-being. The analyses of this thesis are based on the two wave German nationwide Linked Personnel Panel data (employees N = 14,790; companies N = 1,990), from the Institute for Employment Research. To our knowledge, there are no similar studies with such a large and rich sample. Our contribution to the research topic affirms theories—that employee driven location and time flexibility has significant effect on conflict between work and family. The findings document that contractual home- or teleworking reduces work–family conflict. Furthermore, we observe that adaptable working hour schemes reduce work– family conflict. In accordance with established theory, we find that usage of workrelated communication technology during leisure time increases the work–family conflict. Work–family conflict is witnessed to be a solid indicator of reduction in employee well-being. Given the results, we conclude that companies should consider implementing relevant guidelines and labor policies in order to reduce the conflict between work and family life.

Cancer, 2006

BACKROUND. Disparities in cancer detection, treatment, and outcomes among racial/ethnic minorities and low-income patients are well documented. One way to reduce these disparities is to use patient navigators to address barriers to care.

2006

Work-life balance policies, workplace culture, childcare and maternity issues can have a special resonance for those who are facing a crisis pregnancy. As the report suggests, a supportive workplace culture, measures that promote work-life balance and the availability of affordable, accessible and high quality childcare can influence the decision-making process in a crisis pregnancy situation. In short, those who feel that they can successfully combine work and parenthood are more likely to continue with an unplanned pregnancy and parent their child.

International Journal of Critical Accounting, 2011