Showing papers on "Workforce published in 1989"

Management Women and the New Facts of Life

Abstract: The recognition that an increasing proportion of the workforce over the next decade will be women has important implications for corporate employers, not least in the area of leadership positions. Two types of women in organisations are defined – career‐primary and career‐and‐family – and it is asserted that if organisations are to retain their competitive advantage they must recognise the value of both types and provide a more flexible work environment. This will benefit both the individual and the employer. The individual will have freedom of choice between career or family, or a combination of both; and the employer will be able to retain a valuable resource – the talented women executives.

An urban experience.

Abstract: Experience 1991–present Research Programmer, Rice University • Developed and maintain the Iloc compiler • Support the research activities of graduate students, postdocs, and researchers 1988-1991 Programmer and Technical Lead, Planning Research Coporation, as a subcontractor with Nasa’s Space Station Program • Maintained the document interoperability system • Developed the version-control tracking system used for space station software

Women and men.

Abstract: If equal employment opportunities were a reality, one would expect all salaries to be more or less randomly distributed between the genders. The data does not show random distribution. Of the awards studied in depth, 11 of the 18 showed a statistically significant different salary between women and men. Two awards had a marginal probability of significance, and five had a probability of significance of less than five per cent. The data shows clearly the need for EEO initiatives for women within the health service and identifies the areas of greatest concern. The many questions raised through this general analysis of the data will guide further research and the development of an EEO management plan that is specific to the needs of the Palmerston North Area Health Board. Also highlighted is the need for similar statistics showing the composition of the workforce by ethnicity and disability. Only when this has been obtained and analysed can specifically targeted EEO programmes be developed to meet the workforce needs of the Board. Other Boards interested in receiving a statistical analysis of their workforce by gender should contact Patrick Mulcahy at the National Health Statistics Centre, Private Bag 2, Upper Willis Street, Wellington, phone (04) 844-167.

Precarious Jobs in Labour Market Regulation: The Growth of Atypical Employment in Western Europe

Abstract: This book provides information on the extent of different forms of atypical work and their growth in the 1970s and 1980s, mainly referring to Belgium, France, the Federal Republic of Germany, Italy, the Netherlands and the United Kingdom. It explores questions such as: What makes work precarious? What are the effects on the individuals concerned, in terms of incomes, careers, and psychological response? What are the indirect effects on the regular workforce of growth in precarious forms of employment? How do changes in the patterns of jobs and contractual arrangements derive from macro-economic conditions or from enterprise strategies? What is the role of the State as employer or legislator?

The Cynical Americans: Living and Working in an Age of Discontent and Disillusion

Abstract: Provides a comprehensive analysis of cynicism in the workforce and tells how to identify and successfully combat it in organizations. Offers case studies of companies ranging from Ben and Jerry's Ice Cream to Unisys and Caterpillar Tractor to show how businesses of all types and sizes can effectively rebuild trust and restore confidence in organizational life.

Industrial relations in Japan : the peripheral workforce

Abstract: Introduction 1. Perspectives of Industrial Relations in Japan: In Search of the Peripheral Workforce 2. Japan's Peripheral Workers: A Profile of the Small and Medium Sector 3. Japan's Peripheral Workers: A Profile of Non-Regular Labour 4. Japan's Sub-Contract Workers and Contract Labour 5. Case Studies 6. Japan's Peripheral Workers 7. Communication and Conflict

Taming the Coolie Beast: Plantation Society and the Colonial Order in Southeast Asia

Abstract: The making of scandal The emergence of plantation society: The opening-up of the land The seizure of land Labour bondage Planter hegemony The colonial state and the labour system Expansion The search for labour Plantation profits The plantation industry as a mode of capitalist production: The European management The Asian foreman The workforce The organization of work Wage formation Payments and deductions Working conditions: Food and health care 'Rest and recreation' Termination and renewal of the labour contract Labour control and resistance: Bondage Conditioning of the plantation coolies The rule of the planters Workers' agitation Individual forms of coolie resistance Punishment Plantation society and the colonial order: Plantation and frontier society The plantocracy Racism A climate of violence A negligent government The use of violence and labour control The coolie question: Publicity and public opinion Administrative and judicial investigation The colonial government in inertia Political discussion in the Netherlands The ministry Impact Restauration: Appraisal of the reforms Looking back Restoring the alliance between the planters and the government.

Employee Work Attitudes and Management Practice in the U.S. and Japan: Evidence from a Large Comparative Survey

Abstract: This article provides a broad overview of findings from a survey of 106 Japanese and U.S. factories and 8,302 of their employees. Its focus is on how work attitudes and motivation differ between Japanese and U.S. employees and whether management practice and organizational design can account for those differences. The article concludes that practices such as quality circles, the ringi system, centralized authority combined with de facto participation, employee services, seniority compensation, and enterprise unions do, in fact, help to explain the "commitment gap" that divides the Japanese from the U.S. manufacturing workforce. When these and similar practices appear in U.S. factories, similar positive changes in employee work attitudes result.

Improving Australia's training system

Abstract: The need for reforms of the Australian vocational education and training (VET) system to build the skills of the workforce and to facilitate the processes of economic development and structural change had been well documented in previous Ministerial statements ('Skills for Australia' (indexed at TD/LMR 85.648); 'A changing workforce' (indexed at TD/LMR 85.675); and 'Industry training in Australia: the need for change' (indexed at TD/LMR 85.664)). This policy statement announces reforms that would underpin the award restructuring process already in process, with an extended and improved training infrastructure. The initiatives outlined in this statement aimed to enhance the quality, consistency and equity of the national training system. They included: organising a meeting of relevant Federal and State Ministers to seek agreement on establishing a National Training Board to determine national standards and skill competencies across a full range of industries and occupations; establishing a National Office of Overseas Skills Recognition (NOOSR) to enable the development of national standards for competency-based skills recognition; allocating funding for skills audits, development of skills and competency-based training, curriculum development and an expansion of Training Services Australia and Group Training Schemes; funding to improve equity in apprenticeship arrangements to encourage more disadvantaged groups to enter the job market; and more flexible and broadly-based training arrangements.

Community health workers in national programmes: the case of the family welfare educators of Botswana

Abstract: Community health worker programmes have become a prominent feature of many primary health care schemes in developing countries. This paper, which is based on a larger collaborative study undertaken in 3 countries, focuses on the experiences with such workers in Botswana, and concludes that many of the key issues that were highlighted in the Botswana study are similar to those in other countries. These can be summarized under four headings: unrealistic expectations, poor initial planning, problems of sustainability, and the difficulty of maintaining quality of care. The future success of these workers will depend on their being integrated more systematically into local services, with concomitant strengthening of management support and supervision.

Graduate nurses' adjustment to initial employment: natural field work.

Abstract: This study used natural field work methods in order to understand initial employment for new graduate nurses. The researcher participated in the first 3 to 4 months of the nurses' employment in general hospital settings. Background information related to the introduction of the comprehensive nursing courses in New Zealand is included, together with an overview of the research methodology. The five major themes which emerge from the study are presented and discussed, indicating that the rhetoric and practice of the school of nursing is different from the rhetoric and practice of nursing within general hospital settings. It is argued that management practices which support the ideals of the New Zealand comprehensive nursing courses and a total qualified nursing workforce have yet to occur. There are implications in this study for nursing education and nursing practice.

The functioning of nursing routines in the management of a transient workforce

Abstract: Project 2000 recommends supernumerary status for learner nurses. This recommendation is derived, in part, from research into the educational effects of the current organization of nurse training. However, little research appears to have been undertaken into how the current training programme influences the organization and implementation of patient care. The research from which this paper is taken, addresses this question. It demonstrates that the allocation of learners to wards gives rise to an unstable and transient workforce. Currently, ward sisters and charge nurses are expected to plan and be accountability for care given. This research suggests that nursing routines provide qualified nurses with a method for maintaining control, stability and accountability for the care given by an unqualified and everchanging workforce. It is suggested, therefore, that the promotion of individualized care in nursing requires a reduction in dependence on the transient workforce which results from including learners in the staffing establishment of hospital wards.

A Hidden Workforce: Homeworkers in England, 1850-1985

Abstract: A woman's place is in the home homeworkers - work and family life homework and economic change, 1850-1914 types of homework the tailoring industry, 1850-1914 homework as sweated labour legislation and trade unions homework, 1914-1945 homework, 1945-1985.

A Study of Home Care Workers in New York City

Abstract: New York has pioneered the development of publicly- financed home care, establishing a 60,000 member home care workforce that is by far the largest in the nation. This paper describes the Medicaid-funded home care program in New York City and presents findings from a recent survey of the workforce. Data are presented on working conditions in the industry suggesting that structural reform is urgently needed in the employment system for home care workers in New York City. The findings have national implications for the future planning of home care services.

Novel role for specialist nurses in managing diabetes in the community.

Abstract: To develop care of diabetes further a specialist nurse established contact with general practices in Sheffield Health District and identified difficulties in providing a service for diabetics. One hundred and thirty practices were visited, and full data were collected from 104. Each practice agreed to establish a register of diabetics, and information and support were subsequently provided to help in developing services. In collecting information from each practice the nurse covered specific points on staff, facilities, and organisation. Over two years the service offered in 60 practices considerably improved, allowing a minimum standard of diabetic care to be achieved. This allowed coordinated and effective referral of certain patients from hospital diabetic clinics and improved services to those not attending any clinics.

Effective Localisation of the Workforce

Abstract: This article demonstrates the relationship between the quality of an organisation′s workforce and the quality of its performance, and explores the implications for multinational companies, and local organisations in developing countries. It explores the particular problems of “localisation”, often mandated for such organisations and defines effective localisation. Obstacles are explored, and a ten‐point plan for effective localisation is set out.

Migrancy and militance: the case of the national union of mineworkers of south africa

Abstract: IN AN IMPORTANT paper written in the early 1980s, Roger Southall set out to explore the conventional wisdom that the migrant labour system greatly inhibited the process of unionization of black workers in South African industry.l His contribution appeared at the end of a remarkable decade of growth in the independent union movement. From its roots in the Durban strikes of 1973, the movement had over 70,000 signed-up members by 1979 and 300,000 by 1983. The potential for further growth was still immense since to that point the independent unions had only organized about 8 per cent of the total black labour force.2 Unionization had been most rapid in manufacturing, commerce, construction and transport where the workforce was more skilled, stable, and urbanized. Unionism was much less advanced, or completely non-existent) in sectors such as agriculture and mining with a predominantly migrant workforce. After reviewing the evidence of the 1970s and early 1980s, Southall concluded that the migrant labour system still constituted a 'major obstacle' to black working class unity and its organization by the independent unions. Conventional wisdom suggested several reasons why this might be so. First, migrant workers were more marginal to the labour market; their access to wage employment was tenuous and intermittent; they were easily displaced and replaced, and were therefore more predisposed to quiescence. Second, their participation in union activities exposed them to costly reprisals and their marginality made them more willing (and desperate) to

Job Stress and Public Sector Occupations Implications For Personnel Managers

Abstract: Stress in public organizations can affect the health, well-being and productivity of the workforce This article examines three so-called "high stress" government jobs (nurses, police officers and air traffic controllers), identifies the sources, symptoms, and conse quences of stress, and compares stress levels in these occupations with those in other populations Public personnel managers can work with others to prevent, detect, and manage stress in their work settings The authors discuss and illustrate various individ ual and or ganizational strategies relevant to stress management in each of the three oc- cupations

Implementing differentiated practice: the Sioux Valley Hospital experience.

Abstract: Historically, nurses with different levels of education have been used interchangeably in acute care hospitals. If nursing is going to be viewed as a preferred career choice and acute care hospitals are to retain staff, nurse administrators must provide a nursing practice model that differentiates scope of practice based on education. The authors discuss how they implemented a system of differentiated practice.

Aging and Disability: Toward a Unified Agenda

Abstract: People who age and people with disabilities have traditionally been split into opposing camps in the eyes of both providers of service as well as their own self-perceptions. An exclusively special needs approach to either group is inevitably a short-run approach. What we need are more universal policies that recognize that the entire population is "at risk" for the concomitants of chronic illness and disability. Without such a perspective we will further create and perpetuate a segregated, separate but unequal society- a society inappropriate to a larger and older "changing needs" population. It is, however, in the nature of this historical moment that such a change in perspective must take the form of a corrective - a reorientation of the general thinking about disability (Milio 1981). Two bases for such a reorientation underlie this paper. The problems of disability are not confined to any small fixed number of the population. And the issues facing someone with a disability are not essentially medical (Hahn 1984, 1985, 1986; Zola 1982). They are not purely the result of some physical or mental impairment but rather of the fit of such impairments with the social, attitudinal, architectural, medical, economic, and political environment. Numbers: How big a problem is disability.? Whether the unit of study be a city, a state, or a country, it is generally estimated that one out of eight people has a disability (National Center for Health Statistics 1982, Office of Technology Assessment 1982). Those numbers themselves would be of concern (e.g., 36-40 million people in the United States); but cast as a ratio, the numbers still convey the notion of a statistical minority. Thus a major concern is whether or not such figures are likely to increase (Colvez and Blinchet 1981). Recent declines in various mortality statistics (e.g., the total death rate, infant and maternity mortality, condition-specific death rates), increases in life expectancy at birth and remaining years of life at various later ages cause many to claim that our nation's health is improving. Time series studies of chronic illness and disability, however, provide a different and less optimistic picture. When Wilson and Drury (1984) reviewed the twenty-year trends (19601981) in fifteen broad categories of chronic illness in the United States, they found that the prevalence of seven conditions had more than doubled; two had increased their prevalence from 50 to 99%; five had increased by up to 50%; and only one condition had become less prevalent. The so-called "graying" of the population did not explain this since a similar pattern was observed for persons 45-64. For this latter group- the core of the workforce - chronic conditions translated into activity limitation with a more than doubling (from 4.4% to 10.8%) of the number of males who claimed they were unable to work because of illness or disability. Looking at two subsets- the young and the old - is particularly instructive. While the absolute number of children (under 17) is not expected to increase, the proportion of those with a disability will. The United States National Health Interview Survey (Newacheck, Budetti, and Halfon 1986) indicates that the prevalence of activity-limiting chronic conditions among children doubled between 1960 and 1981 from 1.8% to 3.8% with the greatest increase in the last decade. While much of this may be due to the survival of lower-weight newborns with various impairments, the major increase may well be due to shifting perceptions on the part of parents, educators, and physicians where changing educational concerns are making learning disabilities (e.g., dyslexia, etc.) the fastest growing disability in the country (Faigel 1985). What new learning disabilities will be discovered when computer literacy becomes a sine qua non for success in contemporary society is anybody's guess. All census data affirm that the fastest growing segment of the U. …

Employee Assistance Programs and the Troubled Employee in the Public Sector Workplace

Abstract: This article provides an overview of public sector Employee Assistance Programs (EAPs) and identifies issues to which public sector managers should be sensitive EAPs can assist troubled employees and their supervisors and reduce health care costs related to the behavior of troubled employees and their families The continued escalation of health care costs will motivate many employers to turn to EAPs as part of their health care cost containment efforts However, there are many barriers to EAP effectiveness, and measuring EAP success is difficult To he effective, public sector EAP administra tors must be sensitive to the unique characteristics of the public sector workplace and the changing nature of the government workforce, and must have access to the or gani zation's personnel system

Personnel Research on Testing, Selection, and Performance Appraisal

Abstract: This review of twenty-five years of selection research relevant to the public sector begins with the passage of the Civil Rights Act of 1964 and the research into whether tests which were developed for a predominantly white male workforce could be used for women and minorities Research on the linear nature of relationships between tests and criteria, the generalizability of validity, and the utility of selection testing is discussed Research advances (or failure to advance) in the areas of performance appraisal, the employment interview, training and experience evaluations, assessment centers, and the format of tests are discussed