Showing papers on "Workforce published in 1987"
TL;DR: In this article, the authors argue that we are at the turning point in the development of the strategies and methods of capitalist rationalization, a change which includes new forms in the use of labour within the main sectors of industry.
Abstract: The following article refers to empirical research conducted in West German industry some years ago. -First we inform roughly about the conceptual and empirical characteristics of our analysis (points 1 to 5). After that we describe the main findings (points 6 to 12). Our main argument is that we are at the turning point in the development of the strategies and methods of capitalist rationalization ('new concepts of production') a change which includes new forms in the use of labour within the main sectors of industry ('professionalization'). These new concepts offer openings for many workers in the major industrial areas. But they also have a dark side which is the rigid exclusion of other parts of the workforce. The lively reception our studies have met in West German scientific and political debate gives, in our eyes, summa summarum support to our position. The argument that, in fact, we have new concepts of production has never been disproved; and the disputes have concentrated on questions about the ...
88 citations
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15 Aug 1987
TL;DR: Kamerman and Kahn as mentioned in this paper explored the ways in which the workplace has responded to social change and examined innovations in the workplace as well as enduring concerns, and assessed employers' adequacy in assisting parents of young children to manage simultaneously their work and family roles.
Abstract: As the American workforce has changed in recent years to accommodate an increasing number of working parents, the workplace itself must also adapt. Sheila Kamerman and Alfred Kahn, two of the most respected authorities on work and the American family, explore in this study the ways in which the workplace has responded to social change. They examine innovations in the workplace as well as enduring concerns--fringe benefits, day care and other services, and employers' policies at the workplace. And, they assess employers' adequacy in assisting parents of young children to manage simultaneously their work and family roles. In doing so, Kamerman and Kahn separate over-optimistic "wish lists" from reality, and mere claims of certain effects from observed results. They also look at some critical benefits and services in detail, delineating which are useful and practical. The authors consider whether a workplace-based pattern of provision will meet everyone's needs and, if not, what alternatives are possible. While endorsing a serious role for employers, they stress that government must also take a role in respect to families of working parents.
54 citations
TL;DR: The union movement in the United States is in trouble. Indicators of its health show it is very ill. The only debatable point is whether the illness is terminal or simply represents another one of the down cycles from which the union movement has suffered during its lifetime as discussed by the authors.
Abstract: The union movement in the United States is in trouble. Indicators of its health show it is very ill. The only debatable point is whether the illness is terminal or simply represents another one of the down cycles from which the union movement has suffered during its lifetime. The severity of the illness is best illustrated by declining membership: Data from the Bureau of Labor Statistics show that union membership has fallen from 23%(, of the workforce in 1980 to 18.8%, in 1984, the lowest in recent history and the lowest of any other free industrial nation, with the possible exception of Spain. This decline represents a loss of 2.7 million union members. As recently as the 1950s, over 30, of the workforce belonged to unions. Data from decertification and certification elections point to a significant decline as unions lose an increasing number of elections. The reasons commonly cited for the decline in union membership are many and varied. Some reflect trends in the economy: globalization resulting in the decline of traditionally unionized industries such as automobiles, garments, food processing, and steel; a sharp growth in the service sector, which is harder to organize; the emergence of nonunion competition in newly deregulated industries such as airlines and trucking; and a decrease in demand and/or overproduction in industries, e.g., meat packing. Other threats to unions include automation, the changing legal situation with respect to union organizing and employee rights and, finally, the changing expectations of the new workforce. Unions are not the only institutions threatened. The changing environment has made its impact on the viability of many businesses themselves and on the way in which they are managed. In fact, management's actions in adjusting to an altered environment have constituted further threats to the health of unions. Believing unions to be an encumbrance to competing effectively in a rapidly changing global economy, some managements resort to antiunion tactics with increased intensity, sophistication, and success. More important, from our perspective, management is trying to create a new way of managing, one more suitable to a rapidly changing economy, increasingly advanced technologies, and a better educated, more sophisticated workforce. This new approach to managing includes greater responsiveness to employee needs for involvement, responsibility, and meaningful work. As part of the new way of managing, these organizations accept responsibility for creating a positive and motivating work environment for their employees. In doing so, they discover that the result is a stronger, more competitive enterprise. The increased adoption of involvement-oriented management approaches raises the question of what role there is for unions. The role unions once filled is not viable in the new management environment: they must change or continue to decline. Should we worry about their decline and possible extinction? We take the position that society should be very concerned about the rapid weakening of organized labor. It potentially eliminates effective input by a major stakeholder, labor, into the decisions shaping businesses of the future. In the past, unions have been the primary voice for workers. Now their survival depends on finding a new role, given the changes that have taken place. Before we can discuss some of the changes that unions will have to make, we first need to consider the success in fulfilling their traditional role. We will then look at the "new management" to which unions must adjust.
38 citations
TL;DR: The following review will concentrate on features in the history suggesting the diagnosis, the problems of defining exposure, the Problems of physiological confirmation of occupational asthma, specificity and sensitivity of IgE antibodies, the role of non-specific airway responsiveness and finally some problems with bronchial provocation testing.
Abstract: Occupational asthma is an important diagnosis with consequences not only for the patient but also frequently for the whole workforce from which he comes. The patient may frequently be faced with a choice of either losing his job or continuing with an exposure which is likely to lead to long-term disability. If he has occupational asthma then there may well be other affected workers. If the offending agent is an essential part of the process then the whole livelihood of the factory may be threatened. All epidemiological studies of workforces following the indentification of a single worker with occupational asthma have identified a much greater proportion with previously unrecognized disease. For instance, in one study of workers exposed to azodicarbonamide, of those eventually identified as having occupational asthma, 44% had reported their condition at work, 38% had complained to their own doctor or their hospital doctor, 12% had been correctly diagnosed and in no case had an NHS doctor informed the work’s occupational health service of the diagnosis (1). The following review will concentrate on features in the history suggesting the diagnosis, the problems of defining exposure, the problems of physiological confirmation of occupational asthma, specificity and sensitivity of IgE antibodies, the role of non-specific airway responsiveness and finally some problems with bronchial provocation testing.
32 citations
TL;DR: In this article, the influence of workplace participation and job enrichment in promoting employee motivation was examined using data gathered from a panel survey of public employees in Washington state, and it was found that workplace participation was correlated with job enrichment.
Abstract: This article examines the influence of workplace participation and job enrichment in promoting employee motivation. Using data gathered from a panel survey of public employees in Washington state, ...
29 citations
TL;DR: The evolving workforce of home-based workers is difficult to survey partly because common descriptors such as “home,” “office, and “work” are taking on new meaning as discussed by the authors.
28 citations
01 Dec 1987
TL;DR: This article examined the effects of government service privatization on women in the United States workforce and found that women's rank, wages, and future advancement opportunities will be negatively affected by declining government work opportunities.
Abstract: This paper is an exploratory examination of the effects of government service privatization on women in the United States workforce. In the past decade, the process of transferring service provision from government to profit-making organizations has increased significantly, yet little systematic effort has been directed toward understanding the implications of this trend for workers. Our investigation draws on prior literature, secondary data, and a small primary data set to suggest ways in which increasing trends of government service privatization may adversely affect future work opportunities in the U.S., especially those available to women. Our investigation suggests that both relative to white males and absolutely, women's rank, wages, and future advancement opportunities will be negatively affected by declining government work opportunities.
26 citations
TL;DR: Workforce planning in the transit industry has received increased attention in the last few years as management emphasis has shifted from expanding transit service to increasing service efficiency and effectiveness as discussed by the authors, which includes probabilistic aspects of absenteeism by day of week and season, workforce attrition and extra, non-scheduled work such as new operator on-street training and special events requiring extra service.
TL;DR: In this article, the authors consider what corporations' attitudes toward women will be in the year 2000, and what women's attitudes toward corporations will be at that time, and consider the direction today's workplace is taking as it transitions to the start of a new century.
Abstract: This article considers what corporations' attitudes toward women will be in the year 2000, and what women's attitudes toward corporations will be at that time. Women's current position in the workforce is characterized. Consideration is given to the direction today's workplace is taking as it transitions to the start of a new century. Based on current observations and trends, the article explores the needs and desires of the twenty-first century woman. Four major tools available to U.S. corporations preparing to enter the next century are discussed, including family issues, a commitment to innovation, training, and women's contributions to the management of transition.
TL;DR: The two-paycheck family is making new demands on the corporation and with both parents involved in family and work life, the corporation, if it wants to keep these professionals in the workforce, must consider new, flexible approaches to management as discussed by the authors.
Abstract: The two-paycheck family is making new demands on the corporation. With both parents involved in family and work life, the corporation, if it wants to keep these professionals in the workforce, must consider new, flexible approaches to management. Under review are policies concerning parental leave, child care, flexible work schedules, cafeteria-style benefits, and a new corporate consideration of the importance of family life. At this time, it appears that the greatest impetus will come from the courts and Congress, with family-oriented legislations being considered for the presidential year of 1988.
TL;DR: In team development activities, major differences in values and behaviour often exist between team members from different cultural backgrounds as mentioned in this paper, however, these differences can be neutralised or utilised to neutralise or utilise.
Abstract: Throughout the world the workforce is becoming increasingly multinational, with the USA in particular welcoming large numbers of immigrants, many of them highly skilled and educated. It is being questioned whether present HRD and OD techniques are suited to multicultural workforces at these higher organisational levels. In team development activities, major differences in values and behaviour often exist between team members from different cultural backgrounds. However, these differences — relationship to authority, attitudes to conflict and confrontation among them — can be neutralised or utilised.
TL;DR: There are signs that new employment markets are emerging and three types of jobs are being created—for librarians and information workers; for information analysts and research workers, and for information systems specialists.
Abstract: The supply of trained librarians and information specialists has grown very rapidly in the last 35 years Significant changes have also taken place in the demographic structure of that workforce Until recently there has been a similar expansion in the demand as represented by the number of posts for such staff Mainly economic factors have greatly reduced the extent to which demand in the established markets is growing There are signs that new employment markets are emerging Three types of jobs are being created—for librarians and information workers; for information analysts and research workers, and for information systems specialists When filling these posi tions employers rate expenence more highly than qualifica tions Perhaps as a consequence, a very wide range of qualified people are obtaining the jobs and so far librarians and infor mation workers have failed to make a major impact on the employment market
01 Jul 1987
TL;DR: A comprehensive policy is needed that addresses the issues of educating the workforce about this disease, testing for the virus, and pressuring insurance carriers to change their policies to allow more cost-effective forms of care for people who have AIDS.
Abstract: Employers must face the fact that some of their employees may eventually develop AIDS. Yet many organizations still have not developed a comprehensive policy that addresses the issues of educating the workforce about this disease, testing for the virus, and pressuring insurance carriers to change their policies to allow more cost-effective forms of care for people who have AIDS.
TL;DR: The results of a survey of grass-roots initiatives ('workers' plans') and two questionnaires among experts suggest that no progress has yet been made in the attempts to develop an interface with S&T as discussed by the authors.
Abstract: Can trade union, act upon the development of science and technology (S&T) in our types of society? Some major political programmes aiming at the development of a labour-oriented technology are analysed and assessed in terms of their impact on S&T The results of a survey of grass-roots initiatives ('workers' plans') and two questionnaires among experts suggest that no progress has yet been made in the attempts to develop an interface with S&T. This conclusion leads to some reflection on the conditions of a policy which would allow the workforce to take part in the processes of technological innovation
TL;DR: In this article, a general-equilibrium model of an economy containing powerful trades unions which set the wage levels to which competitive firms adjust, which have some perception of the bearing of their policies on the economy as a whole and within which seniority and majority-rule prevail, is presented.
TL;DR: In this article, the authors explored how schooling reproduces the general class structure of the Ontario workforce, particularly the division between mental and manual labour. But they found little aggregate-level upgrading of job entry requirements in Ontario in recent decades with the gap between the corporate executives and intermediate employees and the proletarian workers in post-secondary requirements remaining large.
Abstract: This paper explores how schooling reproduces the general class structure of the Ontario workforce, particularly the division between mental and manual labour. The general literature on job skill levels is reviewed, and educational entry requirements are distinguished from other aspects of job skills. A supposed skill division of mental and manual labour between corporate executives and intermediate employees, on the one hand, and proletarian workers, on the other, is posited as being fundamental for the reproduction of the class structure of advanced capitalist economies. Data from a 1984 Ontario survey of self-reported job entry requirements and educational attainments and of the congruence between requirements and attainments are analyzed for the entire employed workforce and for different class positions. The findings suggest little aggregate-level upgrading of job entry requirements in Ontario in recent decades with the gap between the corporate executives and intermediate employees and the proletarian workers in post-secondary requirements remaining large. Although educational attainments are somewhat more likely to exceed requirements among younger employees, the incidence of such underemployment appears to be quite similar across most class positions. Hence, at least with regard tojob entry requirements, the division between mental and manual labour appears to have been reproduced effectively to date in the employed workforce.
01 Jan 1987
TL;DR: State and local governments have been in the front lines of dealing with the adverse effects of recent economic change as discussed by the authors, and have attempted to anticipate and prepare for massive dislocations that are taking place in the economy.
Abstract: State and local governments have been in the front lines of dealing with the adverse effects of recent economic change. States have embarked on a dual approach to economic adjustment. First, they have established programs that respond to economic change and cushion its deleterious effects on communities and individuals. Second, they have attempted to anticipate and prepare for the massive dislocations that are taking place in the economy. State training programs have been key elements of both strategies. Most of the training programs have been job specific and company specific. Historically, state job-specific training programs have been heavily directed at influencing the locational decisions of firms. Today, as a result of changing demographics and economic conditions, some states have also begun directing their state job training programs inward as a job retention strategy. Following an introductory section and a section on training for expansion, modernization, and retention, this paper briefly describes the job-specific training programs in 17 states. Information is 'yawn from interviews with state officials, a meeting on "State Strategies for Training a Competitive Workforce," and a 50-state survey on state industry-specific training programs conducted in 1986. (KC) ****M****************************************************************** Reproductions supplied by EDRS are the best that can be made from the original document. ********Itxxxxx***ItItItItImItIm*It*ItItIt*ItIt**********Itxxxx*ItIt**ItItItItItnIt******ItIt
01 Nov 1987
TL;DR: The article goes on to discuss possible solutions to the driver shortage, and other alternatives available to the trucking industry.
Abstract: This article examines the various demographic trends shaping the United States and consequently affecting the pool of available and qualified applicants for truck driving positions. The Hudson Institute has identified five demographic patterns that will play major roles in shaping our future labor force: (1) slowed population growth, (2) an aging population and shrinking younger work force, (3) more women in the workforce, (4) increasing numbers of minorities as new entrants in the workforce, and (5) more Latins and Asians entering the population and workforce. The article goes on to discuss possible solutions to the driver shortage, and other alternatives available to the trucking industry.
TL;DR: In this article, the effects of societal, occupational, and organizational trends on public sector management are explored through a study of a local government occupation-public welfare agency workers, and the significance of these findings for local governments, welfare administrators, and personnel managers.
Abstract: Changing societal, occupational, and organizational trends are powerful pressures affecting public sector management. This article explores the effects of these trends, particularly the demographic composition of the workplace, through a study of a local government occupation-public welfare agency workers. Workforce trends of seven local welfare agencies are presented along with the significance of these findings for local governments, welfare administrators, and personnel managers. The picture is one of a relatively stable workforce with some disturbing underlying forces. This paper begins with an overview of the age profile of the agencies and follows with a closer look at the side effects of these trends: plateauing, organizational dynamics created by the baby boom generation, and promotional opportunities. Although the study focuses on public welfare agencies, the problem goes beyond human services and affects many other local, state, and national agencies.
TL;DR: The medical facts and the legal aspects of the AIDS controversy for employers, AIDS victims, and co-workers of AIDS sufferers are looked at.
Abstract: As the number of Acquired Immune Deficiency Syndrome (AIDS) cases increases, AIDS-related personnel questions will arise more frequently in the public and private sector workforce. This article looks at the medical facts and the legal aspects of the AIDS controversy for employers, AIDS victims, and co-workers of AIDS sufferers. Several personnel management concerns are covered such as making pre-employment inquiries, testing applicants for the AIDS virus, terminating those afflicted with AIDS, dealing with co-worker concerns, and the impact of AIDS on employee medical benefits.
TL;DR: The distinction between women's public and private work is an important one, and it is only by comprehending the significance of the private work of women that one is able fully to make sense of the nature and limitations of their public work as mentioned in this paper.
Abstract: The distinction between women's 'public' and 'private' work is an important one, and it is only by comprehending the significance of the private work of women that one is able fully to make sense of the nature and limitations of their public work. These limitations become particularly apparent during a period such as the one under consideration, when attempts to modify the nature of public work encounter directly the constraints related to the private sphere. It is helpful in examining women's public work in Australia during the war-time period to follow Kramar's1 division of the period into three phases. The first, lasting from the beginning of the war in September 1939 to the entry of Japan in December 1941; the second, from the end of 1941 to late 1943; and the final stage, from late 1943 until the Japanese surrender in September 1945. During the first phase, from the beginning of the war until the bombing of Pearl Harbour by the Japanese, Australian governments sought to assist the Allied war effort in Europe and the Middle East and to build up the national economy. This entailed an expansion of munitions production, the raising of armed forces, and the maintenance of production for civilian consumption. The strong demand for labour during this period was met by transfers between sectors of the labour market and by the absorption of large numbers of previously unemployed men and women. There was no absolute labour shortage, although a shortage of skilled labour quickly developed. It seems that, during this initial phase of the war, women's enthusiasm for work exceeded the enthusiasm with which it was greeted. There are indications, though, that by mid-1941 the government had begun to give some serious consideration to the employment of women. A departmental report to the Minister for Labour and National Service concluded by observing that the absorption of women into the workforce had not, as yet, proceeded very far, and that the main difficulty in the employment of women was the legal barrier to their employment in many occupations. It also noted that there had been considerable transfers of women from 'non-essential' work, especially domestic service, to munitions and other 'essential' work. In this early stage of the war, then, women appear to have been mainly taken up in the expansion of war-related industries and civil production, rather than replacing the male workforce to any great degree. The female workforce was also clearly the subject of categorisation relating to marital status. In April 1941, when newspaper articles appeared telling of the urgent need for women to work in munitions factories, Mrs Dorothy Cronin wrote to the Minister for Labour and National Service protesting that she and other married women employed in one such factory had, three months previously, been given the choice of resigning within 48 hours or being escorted off the premises by the
TL;DR: The effects of some of these internal factors on joint self‐regulation of health and safety in a Scottish local authority are focused on mainly, while, at the same time, some of the external factors are identified.
Abstract: Self‐regulation of health and safety within a legal framework was recommended by the Robens Committee Report (1972). Every organisation will be affected by various factors, both internal and external, which will determine how self‐regulation of health and safety will evolve, and these factors will also influence the effectiveness of joint self‐regulation by management and representatives of the workforce. The effects of some of these internal factors on joint self‐regulation of health and safety in a Scottish local authority are focused on mainly, while, at the same time, some of the external factors are identified.
TL;DR: In this paper, the authors focus on the labour market and the outlook and motivation underlying the policies pursued there by federal government planners in the post-World War II period, focusing on two main areas: analysis of the economic and political thought and discussion underpinning the production of the 1945 White Paper on Full Employment and discussion of specific aspects of government policy such as immigration and housing.
Abstract: Broadly speaking, recent research on Reconstruction after World War II has concentrated on two main areas: analysis of the economic and political thought and discussion underpinning the production of the 1945 White Paper on Full Employment1 and discussion of specific aspects of government policy such as immigration and housing.2 This paper concerns itself with the labour market and the outlook and motivation underlying the policies pursued there by federal government planners. With post-World War I events in mind, the major aim of both politicians and their public service advisers in the 1940s was to restrain the inflationary forces in the labour market while the Australian economy endeavoured to switch back to civilian production. Fear of inflation underlay the retention of price control, itself clearly seen to rest on the maintenance for as long as possible of the wartime wage freeze which pegged rates at their 1941 levels. The grass roots campaign by the workforce for improvement in wages, hours and other conditions of work was clearly foreseen. The line pursued by the government was to delay and deflect industrial labour's array of demands in every conceivable way. In this the foresight, prestige and tactical know-how of Prime Minister J. B. Chifley was the trump card. We will not concern ourselves here with the detail of industrial bargaining, manoeuvre and confrontation or with the union movement's surprising inability to comprehend the central importance of the wage cost freeze to the government's entire economic strategy.3 Suffice it to say that the reality of the industrially turbulent months of peace is at considerable variance with the commonly accepted version of events popularised by Chifley's biographer.4 The Prime Minister's masterful rearguard action meant that, despite the manifest, aggressive determination of all sectors of the workforce backed by unprecedented bargaining strength and by apparently binding assurances offered by the ALP wartime government, the unions made no major breakthroughs on the wages hours front for virtually the first two years of peace. Instead of an immediate 'autonomous' increase in the quarterly indexed Basic (minimum adult male)
TL;DR: In this paper, the role of a written selection examination in defining the composition of the workforce while complying with the legislative mandates for validity in the selection decision was explored, and the authors concluded that the decision taken will reflect each agency's desire for technical expertise, social representation, or both, within its workforce, and for compliance with the law.
Abstract: This study was undertaken to explore the role of a written selection examination in defining the composition of the workforce while complying with the legislative mandates for validity in the selection decision. Results of the investigation suggest that, in the public domain, two general choices exist with regard to personnel selection: an organization may select job applicants on the basis of raw test scores from the top down; or, it may group the applicants based on race, and then standardize the scores before selection from the top down. Each agency should consider the legal and social implications of the two approaches. The decision taken will reflect each agency's desire for technical expertise, social representation, or both, within its workforce, and for compliance with the law.