Economy, inequality, health, sustainable employability Flashcards

1
Q

What is the connection between economy, equality, environment and health?

A

Equality mainly based on the SES of a person
People with low SES live in areas with bad environmental conditions → therefore with bad health
HIV rates higher in low income areas
Bad mental health, stress and anxiety because of economic status
SES inequalities leads to bad wellbeing and health

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2
Q
Types of power:
Political Power
Purchasing Power
Agenda Power
Decision Power
Value Power 
Event Power
A

-Political power(Boyce article)→ takes form of decision, agenda, value and event power
- Purchasing power (Boyce article) → cost-benefit analysis (willingness to pay is the foundation of it, different from ability to pay)
- Decision power – to determine what decision-makers (public & private) will or will not do
Agenda power – to keep questions either off or on the consideration of the decision makers
Value power – shape others’ preferences to coincide/happen together with one’s own
Event power – alter circumstances that others face

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3
Q

Why do we need conomic growth?

A

Creates jobs → more power to workers
New developed technologies
Makes society wealthier and stronger
More taxes → government invest more

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4
Q

The limits of economic growth?

A

Inequality increases → income gaps
Free market has limitations therefore → globalisation of market should be accompanied with globalisation of governance, limits of gov:
Market failure: in order to make some goods cheaper you have you push costs somewhere else, economists call this “ negative externalities”
Fairness: equitable distribution of goods
Resilience
Moral Capital: elevating narrowly conceived self-interests above other values

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5
Q

Why is the current economy not sustainable?

A

Economy is still profit-oriented because of capitalism thu companies are more focused on gaining profit than being sustainable
Economy that is not sustainable i’ll eventually outron from resources, thus growth wont last long
Those who are rich and wealthy will gain disproportionate benefits from the economy that degrades the environment, while the poor ones will gain disproportionate costs.

  • The current economy sees environmental quality as means to an end - economic growth, anthropocentric view
  • Economic activities generate environmental harm, with one group usually posing it on another
  • In a market economy, people vote on what to produce in proportion to the money they spend - “effective demand”
  • The accumulated wealth is only returning to the top 1%
  • The current economy is unequal and can cause societies to erupt; wars, pandemics, and is vulnerable to other cumulative shocks
  • Economic expansion can contribute to CC and increase in zoonotic viruses, ending in pandemics that consequently impact the economy
  • “optimal level of pollution” - weighing costs and benefits
  • The costs of environmental harms are measured by how much people are willing to pay
    to avoid them
  • The relatively wealthy and powerful tend to benefit disproportionately from the economic activities that generate environmental harm
  • The total magnitude of environmental harm depends on the extent of inequality
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6
Q

What are inequality and inequity? And what are their causes?

A
Unequal distribution of power and resources - including goods, services and societal attention that manifests through economic, social and environmental inequality that are also defined as determinants of health.
Causes:
Absence of sanitation in urban areas
Workplaces with incidents
The Industrial revolution moved people from poverty of land to poverty of industrial capitalism, limiting them from clean air and water into dense and disease-prone urban environments.
Child labour
Catastrophic events
Lack of clean water
Abuse of alcohol
Bad nutrition

IIH: the higher the income inequality in a high income society, the higher the health and social problems

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7
Q

What are Externalities?

A

An externality is a cost or benefit caused by a producer that is not financially incurred or received by that producer. An externality can be both positive or negative and can stem from either the production or consumption of a good or service.
examples:
CO2 emission, from the perspective of the workers- burnout, human loss in factories that are not safe

Indeed, industrialization and the attendant problems of ill health have found new purchase in the industrializing heartlands of low- to middle-income countries, where regulation and public health measures are either absent or less burdensome on business. Markets continue to exclude those living in poverty from adequate sanitation, medical treatment, clean air and water.

We pollute ground water, the oceans and the planetary atmosphere on a scale that dwarfs the nineteenth century (Hansen, 2016). These externalities are ubiquitous. They are products of the following: particular social relations of production; modes of production that degrade the environment and the human subject; and arise from skewed accumulation and inequality.

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8
Q

How can we evolve to a sustainable and fair Economy?

A

We can have a healthy environment, and bequeath one to future generations, by respecting nature’s limits and investing in nature’s wealth. Achieving these goals does not only require rebalancing our relationships with nature. It will also require rebalancing our relationships with our fellow humans.

To solve the ecological problem and to save this planet we should quit this idea of growth and find a “sweet spot” where humanity is thriving with the planet

Using inspiration of the other civilisation
And Knowledge centralised by informatic to find new solutions for the planet and the economy maybe the donut idea could be an answer

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9
Q

What is the New Green Deal Europe?

A

The European Green Deal is a general commitment of the European Commission to implement cross-sectoral measures covering energy, transport, agriculture, finances, public participation and many more policy areas. It could unleash Europe’s hidden potential to improve population health and wellbeing, while ensuring climate and environmental sustainability at the same time.

The European Green Deal is a general commitment of the European Commission to implement cross-sectoral measures covering energy, transport, agriculture, finances, public participation and many more policy areas. It could unleash Europe’s hidden potential to improve population health and wellbeing, while ensuring climate and environmental sustainability at the same time.

10 pillars:
- reduce temperature
- drive the economic and ecological transformation
- empowering citizens
- guaranteeing decent jobs
- raising the standards of living
- entrenching inequality
- investing in the future
- ending ‘ever-growing’ economies
- support climate justice
- committing to action
Reaching this target will require action by all sectors of our economy, including
● investing in environmentally-friendly technologies
● supporting industry to innovate
● rolling out cleaner, cheaper and healthier forms of private and public transport
● decarbonising the energy sector
● ensuring buildings are more energy efficient
● working with international partners to improve global environmental standards

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10
Q

What is IIH?

A

income inequality hypothesis (IIH): the higher the income inequality in a high-income society, the greater the health and social problems in the society

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11
Q

Describe the Rise of neoliberal theory

What are the 3 measures that define it?

A

escape stagflation by reducing budget deficits, opening markets, stimulating free trade, and reducing public expenditure
3 main measures:
Financialisation
increasing trade in financial products, rather than “real” goods and services - relying on high-risk investments by banks, rather than on industries that produce real goods and services, or develop new technologies
Privatisation
transferring ownership of public services to the private sector
Austerity
cuts in public expenditure during difficult economic periods to reduce budget deficits

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12
Q

Is Neoliberal economic policy good or bad?

A

IMF loans has worsen the impact of economic crises on people’s health, without leading to quicker economic recovery
IMF had admitted that “ we underestimate the negative effect of austerity on employment and spending power”
Conclusion: Government expenditure on social policy and healthcare does not harm but help economic recovery and growth
Why does the IMF still continue its policy with loans and conditionalities → interests (political and financial) AND the dominance of neoliberal ideology

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13
Q

Some Alternatives/ Pathway towards sustainable economies?

A

Investment (new “New Deal”)
Redistribution (taxation, social policy, basic income)
New ideologies? Reestablishing common goods and value
Covid offers both challenges and opportunities

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14
Q

What are work-related health issues

A

Communicable diseases
Transportation accidents
Workplace violence
Toxic chemical and gas exposure
Hearing loss
Getting struck by objects
Electrocution and explosion
Repetitive motion and ergonomic injuries
Working population is ageing
More health issues arise → older generation are more prone to health issues
Mental health depletion
Managing, organisational roles → stress-related (mental) positions
Mismatch between work demand and employee’s capabilities
Low income employees;
Little difference in occupation changes

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15
Q

how do work related issues they differ/compare for lower and higher-skilled employees?

A
  1. The less educated are less motivated to get training, regard self-development as less important
  2. They are less mobile across jobs-> less experience; their career paths are limited to the internal market and at risk of being automatized
  3. They are more likely to get stuck in routine jobs, they seem to lack resources and capabilities to redesign their own job -> more vulnerable employability;

Studies have shown that less educated employees are relatively often in temporary jobs with little job security and that, on average, less educated employees tend to be less healthy and more likely to have chronic disorders that have a detrimental effect on their employability.

  • higher skilled employees: often stress, burnouts, etc.
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16
Q
SE Definition
1. Klink
2. Fleuren
3. Sanders
Criticism
A

KLINK; “sustainable employability means that throughout their working lives, workers can achieve tangible opportunities in the form of a set of capabilities. They also enjoy the necessary conditions that allow them to make a valuable contribution through their work, now and in the future, while safeguarding their health and welfare. This requires, on the one hand, a work context that facilitates this for them and, on the other, the attitude and motivation to exploit these opportunities.”

FLEUREN et al.; Sustainable employability (SE) is an important topic as it deals with employees’ abilities to function adequately at work and in the labor market throughout their working lives. However, until now there has been only one attempt to define SE in international literature. This first definition is a valuable contribution to the field as it rightfully describes SE as a multidimensional concept, recognizes the importance of both employee and work characteristics, and acknowledges the inherently longitudinal nature of SE. Despite these merits, we argue that this definition of SE has some serious omissions that are important in capturing SE comprehensively.

Sanders: “I define sustainable employability as the dynamic process of maintaining the match between what an employee is able and willing to do (skills, abilities, and motivation) and what work demands and provides (skills, abilities, and motivators).”

Criticism

K:
The definition by van der Klink et al (1) suggests that SE only applies to individuals who are employed
The definition and operationalization of SE in the form of a capability set do not include any specification on how the longitudinal aspect of SE should be captured.
Sustainable employability (SE) is an important topic as it deals with employees' abilities to function adequately at work and in the labour market throughout their working lives.
The definition is a valuable contribution to the field as it rightfully describes SE as a multidimensional concept, recognizes the importance of both employee and work characteristics, and acknowledges the inherently longitudinal nature of SE.

F:
· It is not clear which aspects of employment constitutes someone’s Sustainable employment
· not counterintuitively treat SE as a charac teristic of both the job and the employee simultaneously,
· not be based on the insufficiently tested assumption that achieving value in work inherently leads to SE
· be formulated in a way that SE can also apply to unemployed individuals; and
· adequately specify how the inherently longitudinal dimension of SE should be addressed

17
Q

Why is SE relevant/popular

3 main routes Sanders

A

1) Development; match recovery by employee (and employer) who adapts to work by developing own skills set through education and training (learning new skills)
2) Mobility; match recovery by employee (and employer) who adapts work and employee by changing jobs internally or externally (job-to-job mobility)
3) Work redesign; match recovery by employee (and employer) who adapts work or conditions of employment to own skills (cushioning or utilization)
better utilization of employees’ skills in order to keep the current job interesting, while also improving or at least preserving workers motivation for their job
Adding quality to work and achieving a better person-job fit
dynamic match between work and employee, in which employees continue to be optimally employable despite changes in the person, job demands, or employment situation
the HR perspective on sustainable employability is mainly concerned with managing the mechanisms of skills and motivation mismatch and recover an optimal person-job match
SE is relevant because it allows employees to function in work throughout their life due to
population aging
Longevity and rapid change in the technology
Changes in the nature of work
“Both the need to promote sustainable employability of individuals in society and the complexity to succeed in doing so increase even further.”

18
Q

How does SE take into account age differences?

A

Results shows that we are able to capture the full complexity of the aging process , Both individuals and organizational stakeholders can intervene in the employee’s organizational, functional and, to a lesser extent, life-span age to protect and enhance his/her sustainable employability

Calendar age;
Refers to the time passed since one’s date of birth
only significantly related to the opportunity to continue working and appeared to have a negative association with this outcome variable.
Organisational age
refers to the ageing of individuals in jobs and organisations, which is more commonly referred to as seniority, and job or organisational tenure
strongest negative relationship with the motivation to continue working
Functional age
Work ability
strongest negative relationship with the opportunity to continue working
significantly negatively related to the other two indicators of sustainable employability too
Lifespan age;
Marriage & behavioural changes, having children, etc.
strongest negative relationship with the ability to continue working
appeared to enhance the ability and motivation to continue working (in terms of having children) and the perceived opportunity to continue working (in terms of having a partner)
Organisational age;
How long have you worked with a company/organisation?

3 conditions need to be met;
employees need to have the ability to continue working
they need to have the motivation to continue working
they need to have the opportunity to continue working

19
Q

How does SE take into account gender equality?

A

The ILO’s mandate on gender equality is to promote equality between all women and men in the world of work
Expanding the provision of accessible and high quality care services
Creating decent job in the care economy
Laws and mechanism to ensure equal pay for work of equal value
Extend social protection coverage
Ending violence and harassment in the work world
Address structural gender inequalities

20
Q

What are considered effective interventions and on a more critical note how do structural interventions differ from individual/lifestyle interventions?

A

Action-oriented approaches;
(1) identifying the source of the stress (anxiety, depression, mental difficulty and so on)
(2) initiating stress coping mechanisms and skills by working as a collective to overcome the stressors
(3) developing resilience adaptability through training, mentoring and social interactions that the individuals think will work
(4) embedding resilience adapt- ability as part of a new way of doing business
The model’s four aspects serve as intervention steps, as personal and collective resilience developmental trajectories against workplace stress
how to more effectively deal with workplace stress at various levels
resilience should not only be tackled at the individual level given the shortcomings highlighted but at a more systems-based level
- Le Blanc et al.: individuals and organizational stakeholders (direct supervisor, management, and HR representatives) can intervene in the employee’s organizational, functional and, to a lesser extent, life-span age to protect and enhance his/her sustainable employability
- Workplace interventions focusing on lifestyle, health and work ability
Building resilience in the workplace to enhance resilience to stress and psycho-social drivers of it

21
Q

What implications can be expected from Covid-19 for SE?

A

Career resilience
adapting and persisting when faced with disruptions or adversity and acknowledge its importance in considering careers in today’s turbulent economic environment
Key points;
Assessing situations that may result in risks to careers, in this case COVID-19
identifying associated risk and protective factors (individual and contextual factors that influence one’s career resilience),
determining successful, adaptive outcomes
42% of jobs will be lost after covid-10
More careful with career choice considering covid
Ex; fragile tourism market
Career shock;
A disruptive and extraordinary event that is at least to some degree caused by factors outside the focal individual’s control and that triggers a deliberate thought process concerning one’s career

Sustainable careers
Addresses four aspects; time, social space, agency and meaning
Operationally; sustainable careers encompass the entire lifespan, incorporating the past, investing in the present and innovating for the future, including paid and unpaid work

· HRD (Human Resource Development) can play an important role in helping individuals recover and sustain their careers post COVID-19. (E.g., providing training to assist employees in developing additional skills or to retool for other jobs, as well as helping individuals with their future career plans, including explorations of realistic options that help build sustainable careers.)
· HRD advocacy -> assessing options and introducing ideas with mutual employee-employer benefits; timely target could be a review of salary and health benefits disparities among employees; robust and accessible mental health services as a potential advocacy point; HDR can exert influence on developing more humane organizational cultures that foster a greater sense of altruism, empathy, and prosocial values, ‘enhancing societal well-being through one’s work experiences.’
· HRD professionals should engage in self-care.

22
Q

How do the SDGs talk about decent work?

A

Target 8
Promote sustained economic growth, higher levels of productivity and technological innovation
Target 8.5
By 2030 achieve full and productive employment and decent work for all genders, people with disabilities, etc.
Target 8.6
By 2020, substantially reduce the proportion of youth not in employment, education or training
Target 8.7
Take immediate and effective measures to eradicate forced labour, end modern slavery, human trafficking, secure the prohibition and elimination of the worst forms of child labour

23
Q

What is the ILO and what does it do for occupational health?

A

m sickness, disease and injury arising from their employment
recent ILO global estimates, 2.78 million work-related deaths are recorded every year, of which 2.4 million are related to occupational diseases
associated economic costs are colossal for enterprises, countries and the world
losses in terms of compensation, lost work days, interrupted production, training and reconversion, as well as health-care expenditure, represent around 3.94 per cent of the world’s annual GDP
Employers face costly early retirements, loss of skilled staff, absenteeism and high insurance premiums
many of these tragedies are preventable through the implementation of sound prevention, reporting and inspection practices
ILO standards on occupational safety and health provide essential tools for governments, employers and workers to establish such practices and provide for maximum safety at work.