Showing papers on "Industrial relations published in 1969"
Book•
01 Jan 1969
TL;DR: In this paper, the authors present a strategy for industrialization in Nigeria, focusing on using domestic resources for processing for export and using applied industrial research for industrial relations and wage determination.
Abstract: Introduction Part I: 1. Growth of the Nigerian Economy 1900-1966 2. The Market Part II: 3. From Trade to Manufacture: The Mechanics of Import Substitution 4. Import Substitution: Case Studies and Policy Implications Part III: 5. Utilizing Domestic Resources: Processing for Export 6. Utilizing Domestic Resources: Applied Industrial Research Part IV: 7. The Supply of Labour 8. Education and Skill Formation 9. Industrial Relations and Wage Determination: Failure of the Anglo-Saxon Model Part V: 10. Indigenous Enterprise Part VI: 11. Conclusion: A Strategy for Industrialization.
105 citations
TL;DR: Shepard et al. as discussed by the authors showed that the degree of differentiation in the division of labor is related to technology in a similar manner in both the office and factory and that automated technology reduces the levels of alienation among both office employees and factory workers.
Abstract: This study explores the following question: Does a worker's relationship to technology and degree of job specialization influence in a predictable way his integration into or alienation from work? The book shows that the degree of differentiation in the division of labor is related to technology in a similar manner in both the office and factory and that automated technology reduces the levels of alienation among both office employees and factory workers. The author samples three man-machine relationships in the office and factory: (1) workers in non-mechanized production systems; (2) machine operators in mechanized production systems; and (3) operators or monitors in automated production systems. In addition to separate chapters on office and factory workers, one chapter compares degrees and types of alienation among office employees as compared to factory workers.This book is one of the last in a series of research studies on the impact of computers completed by the Industrial Relations Section of the Alfred P. Sloan School of Management at M.I.T. In a foreword to the book, Charles A. Myers notes that "this important study puts to rest extreme fears about the alienation of workers as a consequence of automation. Professor Shepard's study provides new insights about the impact of advanced mechanization and automation in offices, which computers and allied information technology are invading at a rapid rate...As a sociologist among economists, [he] has brought fresh perspective to this series of research reports."
54 citations
Book•
01 Jan 1969
TL;DR: The article reviews the book “Personnel and Industrial Relations: A Managerial Approach,” by John B. Miner.
Abstract: The article reviews the book “Personnel and Industrial Relations: A Managerial Approach,” by John B. Miner.
42 citations
29 citations
12 citations
10 citations
01 Feb 1969
TL;DR: In this paper, Managers from eight countries were studied to test three hypotheses: (1) the traits that managers considered important for success would differ between cultures; (2) the mode of supervisor-subordinate relations preferred by managers would vary between cultures.
Abstract: : Managers from eight countries were studied to test three hypotheses: (1) The traits that managers considered important for success would differ between cultures. (2) The mode of supervisor-subordinate relations preferred by managers would vary between cultures. (3) The differences among cultures in preferences for modes of supervisor-subordinate relations would be related to differences in traits managers considered important for success. All three hypotheses were confirmed. The implications of these findings are discussed in terms of related data on intercultural differences in corporate objectives and managerial values. (Author)
7 citations
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TL;DR: In this article, the effect of economic and business activity on social institutions was investigated empirically to investigate the social consequences of industry and commerce for the community, and the work of Durkheim, Hollowell and Levy was published at the inception of Industrial Relations and Business Studies.
Abstract: Spanning the work of Durkheim, Hollowell and Levy, this set was published at the inception of Industrial Relations and Business Studies. Sociologists were interested in the effect of economic and business activity on social institutions, and sought empirically to investigate the social consequences of industry and commerce for the community.
01 Jan 1969
01 Aug 1969
TL;DR: In this paper, the authors support the theory that perceptions of inequity are one of the reasons for turnover and indicate some of the specific kinds of treatment perceived as inequitable in the high turnov...
Abstract: This study supports the theory that perceptions of inequity are one of the reasons for turnover; and it indicates some of the specific kinds of treatment perceived as inequitable in the high turnov...
TL;DR: It is not contended that the law is the only, or necessarily the most important, defining characteristic, but it does take its place with technological, socio-psychological and similar factors.
Abstract: to counter what seems to be an unduly simplistic, or even negative, view that has developed among some English writers. It is not contended that the law is the only, or necessarily the most important, defining characteristic ; but it does take its place with technological, socio-psychological and similar factors. One is also well aware of a major limitation of the idea of a system as it has developed from the writings of J. T. Dunlop--that it is concerned with structure rather than with process. It is clear that law is an aspect of process in relations in industry; but it is not the concern here to examine the way in which it so operates except in so far as
01 Sep 1969
TL;DR: In this article, data gathered from managers representing 12 countries revealed that whereas subordinates prefer democratic supervisors, significantly fewer supervisors prefer involved subordinates, the magnitude of differences between supervisors' and subordinates' preferences was found to be related to the cultural background and level of economic development of the countries studied.
Abstract: : Data gathered from managers representing 12 countries revealed that whereas subordinates prefer democratic supervisors, significantly fewer supervisors prefer involved subordinates. The magnitude of differences between supervisors' and subordinates' preferences was found to be related to the cultural background and level of economic development of the countries studied. (Author)
01 May 1969
TL;DR: In a developing area such as the Territory of Papua and New Guinea, by bewilderment with consequent resentment and suspicion on the part of indigenous employees who are undergoing a complete and frequently overwhelming reorientation of their cultural values as discussed by the authors.
Abstract: IN DEVELOPED economies many industrial problems stem from prejudice, resistance to change and restricted communications between employers and employees. These sources of industrial unrest are compounded, in a developing area such as the Territory of Papua and New Guinea, by bewilderment with consequent resentment and suspicion on the part of indigenous employees who are undergoing a complete and frequently overwhelming reorientation of their cultural values. Communication be-
TL;DR: The authors suggests several ways in which public policy might be made more effective in this regard and also deals with the problems arising from the growth of white-collar unionism in Canada, which is not the case outside of the public sector of the economy.
Abstract: The number of white-collar workers is rapidly increasing If the trade union movement is to continue to play an effective role in the industrial relations system, it must recruit these workers But so far, outside of the public sector of the economy, there is relatively little white-collar unionism in Canada The major reason for this is that Canadian public policy on industrial relations is not very effective in curbing management opposition to white-collar unionism The paper suggests several ways in which public policy might be made not only more effective in this regard but also deals with the problems arising from the growth of white-collar unionism
TL;DR: However, as a result both of growing public support for additional reforms and the improvement in the Conservative Opposition's political fortunes, plus doubts about the capacity of British unions and management to improve collective bargaining procedures voluntarily, the author suggests that further Government intervention in industrial relations is a strong possibility in the next few years as mentioned in this paper.
Abstract: Against a background of recurrent economic crisis in the 1960s pressures have developed to reform Britain's traditional industrial relations system. During the last two years the report of The Royal Commission on Trade Unions and Employers' Associations and a subsequent Labour Government White Paper included significant recommandations which are likely to change the character of the traditional system. Nevertheless both documents support an essentially voluntary approach to the reform of collective bargaining and reject the transformation of collective agreements into legally binding contracts. However, as a result both of growing public support for additional reforms and the improvement in the Conservative Opposition's political fortunes, plus doubts about the capacity of British unions and management to improve collective bargaining procedures voluntarily, the author suggests that further Government intervention in industrial relations is a strong possibility in the next few years.