Showing papers on "Workforce published in 1988"
TL;DR: In this article, the authors highlight the need for policy-makers and academics to take account of the two-way nature of the relationship between education and the economy, both on the macro-level by easing the transition of the workforce into new industries and at the micro-level, where firms producing high quality, specialized goods and services require a well-qualified workforce capable of rapid adjustment in the work process and continual product innovation.
Abstract: In the last decade, education and training (ET) reform has become a major issue in many of the world's industrial powers. One theme which runs throughout these reform initiatives is the need to adapt ET systems to the changing economic environment. These changes include: the increasing integration of world markets, the shift in mass manufacturing towards newly developed nations and the rapid development of new technologies, most notably information technologies. Education and training are seen to play a crucial role in restoring or maintaining international competitiveness, both on the macro-level by easing the transition of the workforce into new industries, and at the micro-level, where firms producing high quality, specialized goods and services require a well-qualified workforce capable of rapid adjustment in the work process and continual product innovation. This paper will highlight the need for policy-makers and academics to take account of the two-way nature of the relationship between ET and the economy.
964 citations
TL;DR: The authors in this article reviewed trends in self-employment up to the 1980s and beyond, and looked at the composition and characteristics of the self-employed workforce, and examined the causes of the current rise in selfemployment, in particular employers' strategy of transferring jobs and functions from their ''core'' workforce of full-time permanent employees to a ''peripheral'' workforce which includes self employed labour-only subcontractors as well as part-time workers and people with limited duration contracts of employment.
Abstract: This paper reviews trends in self-employment up to the 1980s and beyond, and looks at the composition and characteristics of the self-employed workforce. It examines the causes of the current rise in self-employment - in particular employers' strategy of transferring jobs and functions from their `core' workforce of full-time permanent employees to a `peripheral' workforce which includes self-employed labour-only subcontractors as well as part-time workers and people with limited duration contracts of employment. It looks at the recent inflow to self-employment - in particular the importance of involuntary entrants. It examines the ideology of self-employment, and whether it differs substantively from the work orientations of employees. Problems of definition and measurement are summarised. The review concludes with pointers for further research - both qualitative and quantitative.
116 citations
TL;DR: In this paper, female education workforce participation and age at marriage are argued to be imperfect but workable indicators of women's status in Pakistan, and all three measures are shown to be significant determinants of fertility in a survey of 1979-80.
Abstract: Female education workforce participation and age at marriage are argued to be imperfect but workable indicators of womens status in Pakistan. All 3 measures are shown to be significant determinants of fertility in a survey of 1979-80. Similarly age at marriage is related to female education and in urban areas to workforce participation. In addition the education for the next generation of mothers is shown to depend on parental education and in urban areas the discrimination against girls education diminishes as the occupational and educational level of their parents increases. These differentials and their implications for future change are masked by the absence of national fertility decline. (authors) (summaries in ENG FRE SPA)
105 citations
Book•
10 Nov 1988
TL;DR: In this paper, the authors provide a theoretical and practical analysis of the Health and Safety at Work Act of 1974 in the UK, and its central ideas of self-regulation and workforce involvement.
Abstract: An attempt to provide a theoretical and practical analysis of the Health and Safety at Work Act of 1974 in the UK, and its central ideas of self-regulation and workforce involvement. The development and impact of the legislation and its practice in industry is examined.
103 citations
Book•
06 May 1988
TL;DR: The impact of government policy on the process of Technological substitution and the impact of Government Policy on Information Technology Transfer on information technology transfer "Non-economic" Variables as drivers of Diffusion of Information Technologies among Governments as discussed by the authors.
Abstract: Introduction: Politics and the Information Society Part I: The Information Workforce in Developing Countries Measurement and Cross-National Comparisons of the Information Workforce Explaining Information Workforce Growth in Developing Countries Part II: Diffusion of Information Technologies in the Developing World: A Matter of Politics Rather Than Markets Politics as a Driver of Information Technology Diffusion The Impact of Government Policy on the Process of Technological Substitution The Impact of Government Policy on Information Technology Transfer "Non-Economic" Variables as Drivers of Diffusion of Information Technologies among Governments Part III: General Conclusion Bibliography Index
83 citations
TL;DR: Butani et al. as mentioned in this paper conducted a survey to measure the characteristics of the U.S. mining industry workforce and found that injuries in the coal industry vary more by experience at present company than by age.
81 citations
TL;DR: Coombes et al. as mentioned in this paper compared the Travel-To-Work Areas (TTWAs) with Local Labour Market Areas (LLMAs) defined using the same methodology for four sub-groups of the labour force with differing skill levels, in the West Midlands.
Abstract: COOMBES M. G., GREEN A. E. and OWEN D. W. (1988) Substantive issues in the definition of “localities”: evidence from sub-group local labour market areas in the West Midlands, Reg. Studies 22, 303–318. Local Labour Market Areas (LLMAs) are now widely accepted as the most appropriate areal units for analyses of spatial patterns of employment and unemployment. The most commonly used set of LLMAs in Britain are the Travel-To-Work Areas (TTWAs) of the Department of Employment. These areas are increasingly being used for locality studies that encompass not only labour and demand trends but also their social and political implications. However, TTWAs are defined on the basis of aggregate commuting patterns, which generalize substantial differences in the journey-to-work behaviour of different sections of the workforce. This paper compares the TTWAs, as revised in 1984, with LLMAs defined using the same methodology for four sub-groups of the labour force with differing skill levels, in the West Midlands. The numb...
63 citations
TL;DR: In this paper, the authors use nationally representative data from the L1 labor force survey to identify temporary working and an associated peripheralisation of the workforce in the UK workforce, and they find that temporary working increases in the workforce.
Abstract: Increases in temporary working and an associated peripheralisation of the workforce have been the subject of a great deal of recent debate. This paper uses nationally representative data from the L...
60 citations
TL;DR: An analysis of recent changes in the scale and characteristics of non-national migration to, and employment in, the 6 Gulf Cooperation Council (GCC) member states finds that Southeast Asian labor has been most acutely affected by the sharp downturn in economic activity.
Abstract: This paper presents an analysis of recent changes in the scale and characteristics of non-national migration to and employment in the 6 Gulf Cooperation Council (GCC) member states. In 1985 the size of the workforce in the Gulf States was 7.1 million. Non-nationals comprised 68% (in Saudi Arabia) to almost 91% (in United Arab Emirates) of the workforce. 63% of the non-nationals were from Asia. Non-national Arab workers represented 30% of the total. In 1985 36% of all migrant workers came from India and Pakistan. Almost 30% of the non-nationals were employed in services (financial personal and community) and almost 29% were in construction. Non-nationals dominate 3 sectors: construction manufacturing and utilities. Non-nationals account for a relatively low 55% of the oil sector. The phenomenal rate of growth in non-national workforces during the mid 1970s began to slow in the 1980s. Labor permit issues peaked in the late 1970s and again in 1983-84. The timing and scale of the decline varies by sending country and by destination reflecting variations in the rate and extent of the economic slowdown in different GCC states as well as relative wage rates occupational composition and organization of the various labor flows. For example Indian case worker placements fell by 49% between 1983 and 1986 while the number of Filipinos placed fell by 15%. During the 1980s most Gulf states have increased efforts to enforce labor and residence regulations but the number of illegal workers has continued to grow. During the 1st half of the 1980s demand for non-national labor increasingly turned towards new supplies in South and Southeast Asia notably Bangladesh Sri Lanka Indonesia Thailand and the Philippines. Meanwhile an increasing share of Arab and South Asian workers were renewing their work permits often on less favorable terms. The construction sector has had the greatest decline in new labor inflows; however the service sector is still growing. Wage rates have fallen an average of 20-30% and up to 45% since 1983. Since 1985 about 615000 non-national workers have left. Southeast Asian labor has been most acutely affected by the sharp downturn in economic activity. By 1990 the non-national workforce should decline to 4.36 million but then it will increase slowly. The number and share of Southeast Asians will rise.
45 citations
Book•
01 Jan 1988
TL;DR: Hart et al. as mentioned in this paper proposed a dynamic model of labour utilization, Heinz Konig et al employed and hours in equilibrium and disequilibrium, Felix R.Dagsvik et al hours reductions within large-scale macroeconomic models - conflict between theory and empirical application, John D.Whitley et al part-time employment in the United States, Ronald G.FitzRoy and Georg Meran reductions in hours and employment.
Abstract: Introductory overview, Robert A.Hart the demand for workers and hours and the effects of job security policies - theories and evidence, Daniel S.Hamermesh and John T.Addison employment-at-will, job security and work incentives, Edward P.Lazear and Lutz Bellmann shorter working time and job security - labour adjustment in the steel industry, Susan N.Houseman and George Bittlingmayer implications of the non-homogeneity of standard and overtime hours on the structure and cyclical adjustment of labour input, Tuire Santamaki and David N.F.Bell a dynamic model of labour utilization, Heinz Konig et al employment and hours in equilibrium and disequilibrium, Felix R.FitzRoy and Georg Meran reductions in hours and employment - what do union models tell us, Alison Booth et al the demand for workers and hours - micro evidence from the UK metal working industry, Robert A.Hart et al labour demand and standard working time in Dutch manufacturing, 1954-1982, Erik R.de Regt and Seiichi Kawasaki the impact on labour supply of a shorter workday - a micro-econometric discrete/continuous choice approach, John K.Dagsvik et al hours reductions within large-scale macroeconomic models - conflict between theory and empirical application, John D.Whitley et al part-time employment in the United States, Ronald G.Ehrenberg et al the role of flexible staffing arrangements in short-term workforce adjustment strategies, Katherine G.Abraham and Toshiaki Tachibanaki the structure and short-run adaptability of labour markets in Japan and the United States, Mansanori Hashimoto et al sectoral uncertainty and unemployment, Robert Topel et al.
TL;DR: Older workers will become a major part of the workforce as the number of younger workers shrinks, and a more mature workforce offers substantial benefits.
Abstract: Older workers will become a major part of the workforce as the number of younger workers shrinks. A more mature workforce offers substantial benefits. Older workers learn fast, perform well, and remain stable on the job
TL;DR: In this article, the authors suggest that the labor force will get older and more female over the next few decades, and that firms may do well to invest in assets that are highly correlated with the nominal wage bill liability.
Abstract: Demographic changes in the labor force will imply that firms must change their labor policies in the coming decades. My estimates suggest that the labor force will get older and more female. The aging will not be as pronounced for males as for females because the trend toward early retirement among males will offset demographic changes. The size of the labor force will grow until around 2015 and then will decline. Given these changes, there are a number of issues that face employers. First, the aging workforce may mean an increase in the size of the firm's current deficit, defined as the difference between sales and labor cost. Second, under these circumstances, firms may do well to invest in assets that are highly correlated with the nominal wage bill liability. Short-term treasury bills are a good candidate, as is, paradoxically, putting pension assets back in the capital of the firm itself. This strategy can reduce the risk of bankruptcy. Third, explicit buyouts are the easiest way to reduce the size of the elderly workforce. But this will not help the individual firm's deficit problem. Fourth, declining ages of retirement among males can be reversed by changes in social security policy. A decline in real benefits and increase in the age of entitlement are likely to have the largest effects on raising the retirement age.
TL;DR: The social and organizational impact of this epidemic on the hospital and health care system and the systems' responses are examined and recommendations for future directions for a comprehensive, coordinated health and social services delivery network are presented.
Posted Content•
TL;DR: In this article, the authors suggest that the labor force will get older and more female over the next few decades, and that firms may do well to invest in assets that are highly correlated with the nominal wage bill liability.
Abstract: Demographic changes in the labor force will imply that firms must change their labor policies in the coming decades. My estimates suggest that the labor force will get older and more female. The aging will not be as pronounced for males as for females because the trend toward early retirement among males will offset demographic changes. The size of the labor force will grow until around 2015 and then will decline. Given these changes, there are a number of issues that face employers. First, the aging workforce may mean an increase in the size of the firm's current deficit, defined as the difference between sales and labor cost. Second, under these circumstances, firms may do well to invest in assets that are highly correlated with the nominal wage bill liability. Short-term treasury bills are a good candidate, as is, paradoxically, putting pension assets back in the capital of the firm itself. This strategy can reduce the risk of bankruptcy. Third, explicit buyouts are the easiest way to reduce the size of the elderly workforce. But this will not help the individual firm's deficit problem. Fourth, declining ages of retirement among males can be reversed by changes in social security policy. A decline in real benefits and increase in the age of entitlement are likely to have the largest effects on raising the retirement age.
TL;DR: For example, the proportion in jobs with eventual tenure of 20 or more years was about half, and among foreign-born men a fourth, the rate among men in the modern workforce, consistent with the hypothesis of a fundamental change in employment relations over time as mentioned in this paper.
Abstract: Individual-level data on the job tenure of 2,981 workers surveyed by the California Bureau of Labor Statistics in 1892 are used to estimate the extent of lifetime jobs in that era. Among nonunion, native-born men the proportion in jobs with eventual tenure of 20 or more years was about half, and among foreign-born men a fourth, the rate among men in the modern workforce, consistent with the hypothesis of a fundamental change in employment relations over time. Changes for women were even more pronounced but of a different character.
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01 Jan 1988
TL;DR: The Australian Commonwealth Government's intention to "meet the employment, education and training demands of structural adjustment" and the ways in which this can be done is outlined in a series of documents issued by the Commonwealth in late 1987 and throughout 1988 and 1989.
Abstract: This paper outlines the Australian Commonwealth Government's intention to 'meet the employment, education and training demands of structural adjustment' and the ways in which this can be done. It is one of a series of documents issued by the Commonwealth in late 1987 and throughout 1988 and 1989 that connected the industrial relations and training agendas, and advocated the inclusion of TAFE in the economic reform process and the development of its responsiveness to the skill needs of employers. The paper advocates 'greater industry involvement in TAFE and more diversified arrangements for vocational education and training generally'. It also explains the implications of award restructuring for education and training, proposing that the number of job classifications and the demarcations between them be reduced to enable more broadly based training to meet Australia's changing skill needs. It also proposed the adoption of a 'competency based' approach to training and the expansion, improvement and diversification of Australia's training infrastructure by placing more emphasis on industry-based formal training provision. This was seen as a way of providing competition for TAFE and enhancing the efficiency, quality and relevance of formal training provision. Following on from the recommendations in the Australian Council of Trade Union's (ACTU's) 'Australia reconstructed' (indexed at TD/LMR 85.647), the need for direct industry investment in the education and training system is highlighted. Two possible mechanisms were identified for formalising the required increased contributions by industry to training costs: (a) acceptance by industry of responsibility to provide for the funding of increased training, particularly as part of award restructuring processes; and/or (b) the establishment, by legislation, of a framework for training funds to be financed by industry, which would also have the primary responsibility for the effective use of those funds. The paper also describes past achievement and future directions in assisting those people disadvantaged in the labour market to find employment. These areas include income support and assistance to young people, women, Indigenous people, immigrants. The Government aimed to improve the forms of assistance provided to the long-term unemployed and sole parents, and to address the education and training needs of rural Australia. The paper concludes by outlining the improved administrative arrangements that will underpin these reforms.
TL;DR: The practice of American occupational health nursing which began in very humble surroundings and conditions in the 19th century continues to thrive in the space age of the 1980s and 1990s and to plan for the challenges of the 21st century.
Abstract: Occupational health nursing has grown and developed throughout the last century, from the influence of a few nurses in the late 19th century to 1988. Today's occupational health nurses have a significant impact on millions of workers across the United States and worldwide in multinational corporations. Nurses currently enjoy expanded roles, including involvement in the political arena and policy-making decisions, development of health promotion programs, research, and education, as well as providing more traditional but equally important employee health services, counseling, and teaching. The American workforce, as well as management teams, have seen the outcomes of quality occupational health nursing care and contributions throughout the years. The practice of American occupational health nursing which began in very humble surroundings and conditions in the 19th century continues to thrive in the space age of the 1980s and 1990s and to plan for the challenges of the 21st century.
TL;DR: Using New Zealand census data from 1971, 1976, and 1981, this research assesses three research questions concerning occupational sex segregation in New Zealand and calls for greater cross-national research on longitudinal change in occupa tional segregation.
Abstract: Using New Zealand census data from 1971, 1976, and 1981, this research assesses three research questions concerning occupational sex segregation in New Zealand. The findings reveal: 1) high but mod...
TL;DR: In this article, the origins of management's control over its workforce in one of Australia's first large-scale private-sector industries are examined and the factors that shaped the nature of control over time.
Abstract: Australia's transformation from a rural economy to an industrial nation hinged upon the establishment of a viable steel industry. As a result, the opening of the Broken Hill Proprietary Company's (BHP) Newcastle Steelworks in 1915 was one of the critical events in the development of Australian industrial capitalism. Although the history of the steel industry is well documented, the nature of management strategy and labour response has been largely ignored. This reflects a more general neglect of the evolution of labour management in Australian industry, particularly the employer's role in controlling the work environment and the actions of labour. This paper analyses the origins of management's control over its workforce in one of Australia's first large-scale private-sector industries. It examines how such control was achieved and maintained, and what factors shaped the nature of control over time. The years 1913-1924 were critical in the formation of BHP's basic policies on industrial relations. Whilst there were changes in the control strategies of BHP management in later years, the general theme of control was established during this period.1 The paper is structured around four periods: the establishment of control during construction and early production at the Works (1913-1916); a period of conflict culminating in the 1917 strike and a turning point in the nature of control (1916-1917); the consolidation of control and the fostering of a company union (1918-1921); and a period of economic crisis and rationalisation for the company (1922-1924).
TL;DR: While there are clear gender differences among those of pre-retirement age, with a higher proportion of women than men in peripheral jobs, there is a marked erosion of these gender differences amongst men and women who work beyond state retirement age.
Abstract: At a time when the proportion of full-time permanent jobs is decreasing and there is evidence of a growth in ‘peripheral’ forms of work, it is important to review the position of older workers, both men and women. Using data from the Labour Force Survey of 1984, it is shown that, while the employment rate falls sharply in the ten-year period prior to state retirement age, it is only those of post-retirement age who are disproportionately represented in peripheral forms of work. It is suggested that some ‘peripheral’ forms of work allow greater flexibility in age of retirement than permanent full-time jobs. While there are clear gender differences among those of pre-retirement age, with a higher proportion of women than men in peripheral jobs, there is a marked erosion of these gender differences amongst men and women who work beyond state retirement age.
TL;DR: Based on BLS data and a new analytical tool, this paper showed an 80-year linear trend in the evolution of the total workforce, and established characteristic ages for 20 manufacturing sectors, including 1910 for autors and 2015 for computer equipment.
TL;DR: Private acute hospitals appear to attract recruits from a specific section of the NHS workforce: nurses under 30 years of age with specialist skills such as theatre nursing, renal nursing, intensive care and oncology.
TL;DR: The thesis is presented here that the discriminating working (and living) conditions of migrant workers in the FRG lead to a higher level of illness episodes of this group in comparison to the German workforce.
Abstract: During the last decade it has become obvious that the health status of migrant workers is decreasing dramatically despite thorough medical examinations in their home countries. The debate on this problem usually refers to factors such as 'migration strain', 'lack or unwillingness to integrate' or 'cultural distance', which are said to be the causes of the poor health condition. On the contrary, the thesis is presented here that the discriminating working (and living) conditions of migrant workers in the FRG lead to a higher level of illness episodes of this group in comparison to the German workforce. The structure of the migrant workforce is characterized by a certain allocation to unskilled jobs with lower qualification and income levels, higher physical and psychosocial workload and high rates of unemployment, which is considered as an additional health risk. This leads to the conclusion that we will have to deal with increasing health problems and resulting costs unless migrant policies lead to more s...
TL;DR: Most cases involved a termination or reduction in workforce decision, but the most controversial area involved BFOQ's, and a three-part sequential inquiry was proposed that would attempt to clear up these issues.
Abstract: Over 600 federal court cases filed between 1970 and 1986 were reviewed in an attempt to discover the major themes and issues. Over all personnel decisions the employer was consistently favored (65%). Performance evidence was central to all cases reviewed. Subjective appraisals were often presented by management and were not considered suspect by the courts. Evidence of management's concern over the age of the workforce (e.g., economic costs and stereotypic beliefs) was also probative. Statistical evidence was presented in a majority of cases. However, inaccurate data and inappropriate comparisons negated its value. Most cases involved a termination or reduction in workforce decision (54%), but the most controversial area involved BFOQ's. A three-part sequential inquiry was proposed that would attempt to clear up these issues. Recent legal refinements may ease the plaintiff's burden in establishing a prima facie case of discrimination. Current techniques from the fields of industrial gerontology and industrial psychology may help clarify inconsistencies in court decisions.
01 Mar 1988
TL;DR: In this article, the trade union participation in quality control in the automotive industry is reviewed together with such topics as improvements in worker management relations, quality circles, occupational health and safety and women in the labour force.
Abstract: Current economic circumstances demand that Australian industry become more efficient, more flexible and more competitive. Work practices and systems have become a major focus of discussions in this area. The need to address current practices provides an important opportunity for greater workforce participation in the decision making processes. The trade union participation in quality control in the automotive industry is reviewed together with such topics as improvements in worker management relations, quality circles, occupational health and safety and women in the labour force (a).
TL;DR: In this article, the authors examined the distribution of a range of tasks relating to housework and childcare and argued that it is still possible to clearly identify a sexual division of labour in the home.
Abstract: SynopsisHousework is still primarily women’s work despite increasing numbers of married women in the paid workforce and the currently fashionable image of equal sharing between husband and wife in the home. This paper presents findings to support this argument by examining data collected in 1984 from a sample of 220 households in Brisbane. It examines the distribution of a range of tasks relating to housework and childcare and argues that it is still possible to clearly identify a sexual division of labour in the home. Men’s participation is largely confined to outdoor tasks and leisure activities with children, while women, regardless of age, education, labour-force participation, social class and number of children, are still largely responsible for the bulk of household chores. In addition, the analysis suggests that attitudes to sex roles have very little impact on the division of domestic tasks. The paper concludes that sex is still the most important predictor of participation in domestic labour.
Journal Article•