Бидний тухай
Багш ажилтан
Migration addresses the critical issue of decent work in society, with labor migration emerging as a significant concern in numerous countries around the globe. This phenomenon reflects a complex interplay of various factors that drive individuals to seek opportunities beyond their borders. While traditional influences such as social instability, political regimes, and armed conflict have historically shaped migration patterns, contemporary trends indicate that globalization, disparities in social development between nations, technological advancements, cultural exchanges, and environmental challenges are increasingly pivotal in influencing migration decisions. Globalization, for instance, has facilitated a more interconnected world, making it easier for individuals to traverse borders in search of better opportunities. As economies become more integrated, the flow of information, goods, and services across countries has accelerated, leading many to seek employment to achieve a higher standard of living. This study is grounded in a thorough review of existing theoretical frameworks, empirical evidence from previous academic research, and an analysis of secondary data sources. In our country, various economic factors, such as low and unstable incomes, economic crises, and poverty, contribute to migration. Additionally, ecological issues like air pollution, health concerns for children, inadequate education, and poor infrastructure—including congested roads and insufficient healthcare services—also play a role. Socio-cultural factors, such as limited resource access, further influence individuals' decisions to migrate abroad. Conversely, economic opportunities in other countries—such as higher wages, improved living conditions, prospects for saving and starting a business, enhanced learning and development opportunities, and the chance to acquire valuable skills—are significant pull factors. Moreover, social factors, including the desire for familial connection, motivate individuals to seek migration. In conclusion, the decision to migrate is multifaceted, encompassing various economic, ecological, socio-cultural, and social factors. Understanding these dynamics is essential for policymakers and stakeholders who aim to address the challenges and opportunities of migration in today’s globalized world.
ABSTRACT The issue of the right of persons with disabilities (PWD) to work through working age is guaranteed by law. As as a result, targeted measures, programs, and projects aimed at setting quotas for businesses, encouraging the self-employment of PWD, and rewarding employers have been implemented for some time in Mongolia. Implementation has been poor and this has led to violations of the rights of PWD to work. The main factors contributing to this are the lack of coordination, reconciliation, and management practices between line ministries ensur the implementation of the law and the public administration bodies that coordinate their activities. Therefore, there is an urgent need to establish a coherent system to ensure the rights of PWDs to work in Mongolia, to implement better management methods, and to improve the effectiveness of ongoing activity. One of the decisive actions to address this is to study the regulatory mechanisms of developed countries and to practice advanced methods and technologies suitable for the conditions of Mongolia through benchmarking. In this article, we aim to develop recommendations for policymakers and implementers on how to create effective and equitable employment and work opportunities for PWDs. This involves the use of primary and secondary sources to provide meaningful answers through an evidence-based study. Survey data has been collected from relevant public administration employees and representatives of PWDs who are currently employed or wish to work, questionnaires, and interviews. The organizational system is compared with other countries, and the logical sequence of activities is analyzed. According to the survey results, the provisions of the legal documents for PWDs are not specified, other related legal documents are unconsolidated. There is no integrated database, and insufficient access to employment and career counseling services. Social psychology is not ready. It is concluded that the coordination and organizational backwardness of state organizations have a negative impact on the employment of PWDs. Accordingly, their rights are being violated.
Хураангуй Амжилттай ажиллаж буй байгууллагын цаана хүчирхэг баг оршиж байдаг бөгөөд багийн амжилт нь байгууллагын амжилтын гол цөм юм. Иймд багийн үйл ажиллагаа, зохион байгуулалт, удирдлагын тухай асуудал нь орчин үеийн хүний нөөцийн менежментийн чухал судлагдахуун болж байна. Тус өгүүллийн нэгдүгээр хэсэгт багийн гүйцэтгэлийн удирдлагын талаарх онолын зарим ойлголтуудыг гүйцэтгэлийн удирдлага, түүний зорилго, багийн гүйцэтгэлийн удирдлагын онцлог, ажлын хэсэг, хамт олон зэрэг байгууллага дахь зарим бүлгүүдээс ялгагдах байдал, багийн ажлын онцлог, өндөр гүйцэтгэлтэй баг, багийг удирдахад гарах сорилтууд, тэдгээрийг даван туулах аргачлалуудыг тайлбарлав. Хоёрдугаарт, багуудын олон төрөл байдлыг тодорхойлж, гүйцэтгэлийн удирдлагын IPO, IMO загваруудыг байгууллагын үйл ажиллагааны онцлогт тохируулан ашиглах хувилбаруудыг санал болгов. Гуравдугаар хэсэгт байгууллагын удирдлагын системийн бүрэлдэхүүн болох гүйцэтгэлийн удирдлагын системийг тайлбарлан, систем дэх багийн гүйцэтгэлийн үзүүлэлтүүдийг дөрвөн үндсэн элемент бүхий загварын жишээн дээр дүрслэн харуулав. Дөрөвдүгээрт, багийн гүйцэтгэлийг сайжруулах талаар таван бүлэг саналыг дэвшүүллээ.
Abstract In Mongolia, the issues of workplace harassment, discrimination, human rights violations, mistreatment, and attitudes such as superiority and bullying have been widely discussed for example in the released news of advocacy service provider, the report of the National Human Rights Commission of Mongolia, and the discussion of Parliamentary Subcommittee on Human Rights in recent years, but public awareness is still limited. Although legal documents, codes of conduct, and decisions are enacted to address unlawful and unethical issues like workplace discrimination and harassment implementation is poor, especially for government agencies. Therefore, there is an urgent need to better understand the causes of, and methods for eliminating, workplace harassment and discrimination through research that identifies the causes and offers recommendations to resolve the present state of affairs. A qualitative study using a survey involving civil servants of public administration, public service organizations, and public special agents were conducted from June to September 2020. The study sought to determine whether human rights violation occurs in public organizations, whether employees are discriminated against and harassed, and if there are any reasons or causes for these problems. Recommendations based on this research; then, some solutions are suggested for improvement.
