Search results

The present chapter explicates urban and rural childhoods in India. It presents childhood as a dynamic product arising out of an intersection of children's experiences in different familial–socio-cultural contexts, and children's positions within parent–child interactions and relations. These contexts and interactions tend to colour and shape the childhoods that children inhabit. Drawing on fieldwork conducted in urban and rural India, the chapter documents (1) nature of children's engagements and (2) parent–child relations, explicitly observed in parent–child interactions, provisioning warmth and care; parental control and supervision over children and children's participation in the overall fabric of family life and so forth. Forty-eight parents (24 urban and 24 rural) of children aged 7–11 years participated in the study. Qualitative data gathered through semi-structured interviews and home observations revealed distinctions in urban and rural Indian childhoods. Urban childhood is characterised by rights and privileges, and the centrality of academic pursuits, while rural childhood is featured with subtle induction into economic and social fabric of rural life. Although the world of ‘Indian childhood’ seemed plural, childhood playfulness and learning seemed to be the unifying themes. Geared to the fact that children have to make a living with limited means in the future, both childhoods were accelerated in preparation for future. Dwelling on the complexities in children's lives, this article appreciates diversity and multiplicity in childhoods.

The purpose of this paper is to examine common stereotypes regarding old-age workers and the effect of these stereotypes on organizational productivity, as well as to suggest practical solutions for accommodating old-age workers and increasing productivity in all employees.

This three part paper will present a thorough review of relevant literature (1991-2014, with the exception of two studies from 1976) that were conducted on the topics of old-age stereotyping, the effect of old-age stereotyping on organizational productivity, and methods for adequately motivating and managing old-age workers. Studies concerning psychology theories are also examined in order to provide a framework for practical solutions, as well as demographic statistics on population age and employment trends.

This paper identifies a number of old-age stereotypes that have decreased organizational productivity in empirical studies, including reluctance to change, decreased learning ability, intelligence and memory, poor health and accidents, higher organizational costs, decreased motivation, and low innovation and productivity. Findings also suggest that old-age workers can positively affect productivity, and that low productivity is often a result of stereotyping.

The prevalence of old-age stereotyping and its impact on organizational productivity may differ by culture, industry, type of employment, education level, and other factors, and thus further research may be necessary. The literature reviewed may not adequately represent worldwide organizational trends, as the literature is largely comprised of studies performed in North America and Europe.

Solutions based on these findings are taken directly from the literature or derived from literature on psychology theories, which include self-determination theory, socio-emotional selectivity theory, and selective optimization and compensation theory. The practical solutions proposed address work environment, motivation, rewards, flexibility, and the loss and gain of resources in old-age workers.

The proportion of old-age workers is increasing and it is therefore necessary to determine ways to adequately integrate old-age workers in the workforce. Furthermore, this can raise productivity in all employees.

This paper demonstrates that old-age stereotyping is both prevalent and detrimental within an organizational context. These findings and solutions can potentially be used by organizations in order to increase individual and overall productivity.

The purpose of this paper is to examine common stereotypes regarding old-age workers and the effect of these stereotypes on organizational productivity, as well as to suggest practical solutions for accommodating old-age workers and increasing productivity in all employees.

This three part paper will present a thorough review of relevant literature (1991-2014, with the exception of two studies from 1976) that were conducted on the topics of old-age stereotyping, the effect of old-age stereotyping on organizational productivity, and methods for adequately motivating and managing old-age workers. Studies concerning psychology theories are also examined in order to provide a framework for practical solutions, as well as demographic statistics on population age and employment trends.

This paper identifies a number of old-age stereotypes that have decreased organizational productivity in empirical studies, including reluctance to change, decreased learning ability, intelligence and memory, poor health and accidents, higher organizational costs, decreased motivation, and low innovation and productivity. Findings also suggest that old-age workers can positively affect productivity, and that low productivity is often a result of stereotyping.

The prevalence of old-age stereotyping and its impact on organizational productivity may differ by culture, industry, type of employment, education level, and other factors, and thus further research may be necessary. The literature reviewed may not adequately represent worldwide organizational trends, as the literature is largely comprised of studies performed in North America and Europe.

Solutions based on these findings are taken directly from the literature or derived from literature on psychology theories, which include self-determination theory, socioemotional selectivity theory, and selective optimization and compensation theory. The practical solutions proposed address work environment, motivation, rewards, flexibility, and the loss and gain of resources in old-age workers.

The proportion of old-age workers is increasing and it is therefore necessary to determine ways to adequately integrate old-age workers in the workforce. Furthermore, this can raise productivity in all employees.

This paper demonstrates that old-age stereotyping is both prevalent and detrimental within an organizational context. These findings and solutions can potentially be used by organizations in order to increase individual and overall productivity.

The purpose of this paper is to examine common stereotypes regarding old-age workers and the effect of these stereotypes on organizational productivity, as well as to suggest practical solutions for accommodating old-age workers and increasing productivity in all employees.

This three part paper will present a thorough review of relevant literature (1991-2014, with the exception of two studies from 1976) that were conducted on the topics of old-age stereotyping, the effect of old-age stereotyping on organizational productivity, and methods for adequately motivating and managing old-age workers. Studies concerning psychology theories are also examined in order to provide a framework for practical solutions, as well as demographic statistics on population age and employment trends.

This paper identifies a number of old-age stereotypes that have decreased organizational productivity in empirical studies, including reluctance to change, decreased learning ability, intelligence and memory, poor health and accidents, higher organizational costs, decreased motivation, and low innovation and productivity. Findings also suggest that old-age workers can positively affect productivity, and that low productivity is often a result of stereotyping.

The prevalence of old-age stereotyping and its impact on organizational productivity may differ by culture, industry, type of employment, education level, and other factors, and thus further research may be necessary. The literature reviewed may not adequately represent worldwide organizational trends, as the literature is largely comprised of studies performed in North America and Europe.

Solutions based on these findings are taken directly from the literature or derived from literature on psychology theories, which include self-determination theory, socio-emotional selectivity theory, and selective optimization and compensation theory. The practical solutions proposed address work environment, motivation, rewards, flexibility, and the loss and gain of resources in old-age workers.

The proportion of old-age workers is increasing and it is therefore necessary to determine ways to adequately integrate old-age workers in the workforce. Furthermore, this can raise productivity in all employees.

This paper demonstrates that old-age stereotyping is both prevalent and detrimental within an organizational context. These findings and solutions can potentially be used by organizations in order to increase individual and overall productivity.

To contextualise the contributions in this section, we present some data on growing up in South Asian societies. It is important to consider the fundamental diversity of conditions in which children and youth live. We suggest some theoretical terms that are helpful in this regard and preview the contributions against this background. The studies on which the contributions are based impressively document the striking inequality in this region.

This paper aims to explore a paradoxical situation, asking whether it is possible to reconcile the immutable ledger known as blockchain with the requirements of the General Data Protection Regulations (GDPR), and more broadly privacy and data protection.

This paper combines doctrinal legal research examining the GDPR’s application and scope with case studies examining blockchain solutions from an archival theoretic perspective to answer several questions, including: What risks are blockchain solutions said to impose (or mitigate) for organizations dealing with data that is subject to the GDPR? What are the relationships between the GDPR principles and the principles of archival theory? How can these two sets of principles be aligned within a particular blockchain solution? How can archival principles be applied to blockchain solutions so that they support GDPR compliance?

This work will offer an initial exploration of the strengths and weaknesses of blockchain solutions for GDPR compliant information governance. It will present the disjunctures between GDPR requirements and some current blockchain solution designs and implementations, as well as discussing how solutions may be designed and implemented to support compliance. Immutability of information recorded on a blockchain is a differentiating positive feature of blockchain technology from the perspective of trusted exchanges of value (e.g. cryptocurrencies) but potentially places organizations at risk of non-compliance with GDPR if personally identifiable information cannot be removed. This work will aid understanding of how blockchain solutions should be designed to ensure compliance with GDPR, which could have significant practical implications for organizations looking to leverage the strengths of blockchain technology to meet their needs and strategic goals.

Some aspects of the social layer of blockchain solutions, such as law and business procedures, are also well understood. Much less well understood is the data layer, and how it serves as an interface between the social and the technical in a sociotechnical system like blockchain. In addition to a need for more research about the data/records layer of blockchains and compliance, there is a need for more information governance professionals who can provide input on this layer, both to their organizations and other stakeholders.

Managing personal data will continue to be one of the most challenging, fraught issues for information governance moving forward; given the fairly broad scope of the GDPR, many organizations, including those outside of the EU, will have to manage personal data in compliance with the GDPR. Blockchain technology could play an important role in ensuring organizations have easily auditable, tamper-resistant, tamper-evident records to meet broader organizational needs and to comply with the GDPR.

Because the GDPR professes to be technology-neutral, understanding its application to novel technologies such as blockchain provides an important window into the broader context of compliance in evolving information governance spaces.

The specific question of how GDPR will apply to blockchain information governance solutions is almost entirely novel. It has significance to the design and implementation of blockchain solutions for recordkeeping. It also provides insight into how well “technology-neutral” laws and regulations actually work when confronted with novel technologies and applications. This research will build upon significant bodies of work in both law and archival science to further understand information governance and compliance as we are shifting into the new GDPR world.