Hasil Pencarian  ::  Simpan CSV :: Kembali

"Belum maksimalnya peran pemerintah dalam memberikan pelayanan akses ke pendidikan tinggi bagi siswa, mendorong kalangan masyarakat sipil untuk membentuk gerakan sosial di bidang pendidikan. Seperti halnya yang terjadi di Tegal, sekelompok mahasiswa membentuk organisasi gerakan Tegal Learning Center (TLC) dalam menyediakan akses ke pendidikan tinggi. Studi-studi terdahulu menemukan bahwa upaya gerakan semacam ini banyak merujuk kepada suatu organisasi masyarakat sipil (OMS) yang mampu berperan pada tingkat strategis maupun praktis. Pada tingkat strategis, upaya semacam ini mampu mengadvokasikan  kebutuhan-kebutuhan masyarakat mengenai pendidikan hingga pada mempengaruhi kebijakan terkait. Sementara itu, pada tingkat praktis, upaya gerakan yang dilakukan mampu memberikan pelayanan pendidikan yang lebih mengarah kepada dukungan finansial dan pembukaan akses melalui jalur-jalur kelembagaan formal. Namun, studi-studi tersebut masih jarang mengulas peran jaringan sosial dalam berlangsungnya gerakan yang dilakukan OMS dalam memberikan pelayanan pendidikan, khususnya dalam menyediakan akses menuju pendidikan tinggi. Temuan penelitian menunjukkan bahwa jaringan sosial yang diorganisir secara mandiri oleh suatu OMS, seperti TLC, melalui gerakan pendidikannya mampu berperan dalam membentuk sebuah gerakan pendidikan berupa TLC dan membantu dalam mempersiapkan kapasitas kompetitif siswa-siswi di Tegal untuk diterima di pendidikan tinggi. Penelitian ini menggunakan metode kualitatif dengan metode wawancara mendalam, observasi, dan studi pustaka untuk memperoleh data.

---

The government's not optimal role in providing access to higher education services for students has encouraged civil society to form social movements in the field of education. As happened in Tegal, a group of students formed the Tegal Learning Center (TLC) movement organization in providing access to higher education. Previous studies have found that efforts of this kind of movement often refer to a civil society organization (CSO) that is capable of playing a role at both a strategic and practical level. At a strategic level, this kind of effort is capable of advocating community needs regarding education to influencing related policies. Meanwhile, at a practical level, the movement's efforts are able to provide educational services that are more oriented towards financial support and opening access through formal institutional channels. However, these studies rarely examine the role of social networks in the ongoing movement of CSOs in providing educational services, particularly in providing access to higher education. The research findings show that a social network that is organized independently by a CSO, such as TLC, through its educational movement is able to play a role in forming an educational movement in the form of TLC and assist in preparing the competitive capacity of students in Tegal to be accepted into higher education. This study used a qualitative method with in-depth interviews, observation, and literature study to obtain data."

"his paper examines the implications and issues for female employment under the rationale of “diverse regular employees,” whereby restrictions are placed on an employee’s work type, place of work, etc. In Japan, the introduction of a course-based employment management system has been advocated by employers’ associations since around the 1980s. Particularly in larger companies, the majority of male employees have been hired on the “managerial career track,” with no restriction on working hours, work type and place of work, and the majority of females on the “clerical career track,” with restrictions on work type and place of work, on the assumption of short-term employment. The conventional course-based employment management system and “diverse reg- ular employees” resemble each other, in that they both create categories of employment management in which there are restrictions on the work type and place of work, etc. But if we consider the ideal employment management sys- tem, there is a difference as to whether the respective employment is “short-term” or “medium- to long-term.” Depending on how systems are de- signed with a view to forming medium- to long-term careers, the policy of “diverse regular employees” could in fact both reinforce and eliminate Japan’s gender pay gap and gender imbalance in types of employment, which are on the large side among industrialized nations"

"This paper examines the implications and issues for female employment under the rationale of “diverse regular employees,” whereby restrictions are placed on an employee’s work type, place of work, etc. In Japan, the introduction of a course-based employment management system has been advocated by employers’ associations since around the 1980s. Particularly in larger companies, the majority of male employees have been hired on the “managerial career track,” with no restriction on working hours, work type and place of work, and the majority of females on the “clerical career track,” with restrictions on work type and place of work, on the assumption of short-term employment. The conventional course-based employment management system and “diverse reg- ular employees” resemble each other, in that they both create categories of employment management in which there are restrictions on the work type and place of work, etc. But if we consider the ideal employment management sys- tem, there is a difference as to whether the respective employment is “short-term” or “medium- to long-term.” Depending on how systems are de- signed with a view to forming medium- to long-term careers, the policy of “diverse regular employees” could in fact both reinforce and eliminate Japan’s gender pay gap and gender imbalance in types of employment, which are on the large side among industrialized nations"