Showing papers on "Workforce published in 1992"

Managing Diversity: A Complete Desk Reference and Planning Guide

Abstract: By the year 2000, 70 percent of new entrants to the workforce will be women and minorities, and only 30 percent will be white, American-born males. Managing Diversity guides readers in their journey to solve diversity's challenges in the workplace. The authors how how to recruit, retain, mentor, and promote diverse employees to eliminate high turnover rates and build cohesive, productive, cross-cultural work teams.

South Africa's labor empire : a history of black migrancy to the gold mines

Abstract: This book explores the complex interplay of factors fueling the transformation of the gold mining industry in South Africa. Basing their work on archival sources, contemporary evidence and interviews with mining personnel, the authors chart the expansion and break-up of the mine regional labour "empire" from 1920 through the mid-1970s and explore conflicts between the industry and the state over labour "sourcing", the mobilization of South African labour for the mines, the effects of workforce stabilization for black miners and their home communities, and the emergence of a new racial division of labour in the mining industry. The book concludes with an analysis of the National Union of Mineworkers, speculating on whether its gains over the last decade are so firmly entrenched that they are unlikely to be overturned by either the state or private industry.

Human Resource Management in the Hospitality Industry

Abstract: A background to the industry's workforce human resource management job design recruitment selection appointment and induction performance appraisal training management development job evaluation administration of wages and salaries incentives fringe benefits labour turnover and termination of employment industrial relations law of employment manpower planning, records and statistics organizing human resources labour costs and productivity managing people customer care managing in an international context. Appendices: a review of personnel management in the private sector of the British hospitality industry the IPM code of professional practice in personnel management the IPM recruitment code technology and employment in hotels and catering.

Technology and Work in German Industry

Abstract: The future of work organization and the role of workers in manufacturing has provoked a considerable amount of debate in the light of rapid technological developments of recent years. German industry in particular is a central focus for studying technical and organizational changes in industry due to its pivotal position in international markets, its technological sophistication and its well-established training systems. "Technology and Work in German Industry" brings together contributions which include both theoretical approaches and extensive empirical studies comparing the manufacturing industry in Germany to other European countries. They look at the developments of new technology in German manufacturing, identifying trends in rationalization and the influences they have on organizational behaviour. They also analyze the consequences of such changes on the workforce asking whether they will become more, or less skilled. As they discuss the relationships between technology and the workforce they include discussions on flexible specialization, union relations, small and large firms and training processes. This book should be of interest to academics, postgraduates and practitioners in new technology development, organizational behaviour, industrial sociology and industrial relations.

Literacy Across the Curriculum

Abstract: We are truly in a new technical era where we must understand other cultures and languages and where our workforce will increasingly be limited in proficiency with English. At the time of entering the workforce this population will need a whole new set of abilities with which to function. Based on their many years of experience in the Parents Reading Conference at Fordham University, their labors at the Westchester Reading Council, and the Reading Institute at Fordham University, the authors have written an essential work addressing literacy in the classroom. Included is an examination of the issues surrounding literacy and transmission of culture, implementation issues such as how to set up and manage an interactive elementary classroom, how to evaluate student behavior using the techniques of story telling, how to translate story-telling to its visual forms, and finally an in-depth investigation into integrating literacy through all subject areas.

Middle and Late Career Problems: Causes, Consequences, and Research Needs

Abstract: This study examined the causes and consequences of career problems associated with the aging of the workforce. Survey findings based on the responses of 600 human resources managers indicated that career plateaus and skills obsolescence problems are attributed to a loss of motivation on the part of mid-career and older workers, to the absence of organizational career management systems, and to rapid changes in job duties. Human resource managers perceived a large gap between existing policies to overcome career problems and needed policies. The implications of these findings are considered for theory development, future research and human resource management policy making.

Health and safety education for workers with low-literacy or limited-English skills.

Abstract: Low literacy and limited English proficiency have become a growing concern for health and safety educators. With one-fifth of the workforce reading below an eighth-grade level and possibly another tenth having limited English skills, health and safety educators and unions have increasingly become aware that current training programs often surpass the language and literacy abilities of workers being trained. This article describes the dilemmas facing health and safety professionals in incorporating knowledge about language and literacy skill levels. It documents creative strategies and new programs, largely based on participatory and popular education approaches, to provide training that simultaneously matches worker needs and leads to worker empowerment.

How Can We Attract More Doctors to the Country

Abstract: Drawing on findings from an extensive survey of rural general practitioners in Victoria, this article explores proposals for improving the recruitment, training and retention of rural doctors. The study which included metropolitan comparison groups achieved a 75 per cent response rate, providing information representative of most GPs in Victoria. Main barriers to entering rural practice identified by rural doctors were spouse problems; lack of skills; city background and training; ignorance of country practice; lack of self confidence; and inadequate remuneration. Negative attitudes towards the country and general practice plus ‘learned helplessness’ picked up in medical school were rated by rural doctors as being of significant importance. Of 14 suggestions for improving recruitment, training and retention of rural GPs the following were rated as top priority; substantial clinical experience in rural hospitals and practices; reciprocal links between the country and medical schools; extra financial reward for isolated rural practice; establishment of Rural Medical Education Centres; and a program to meet the needs of the rural practitioner's spouse.

Empowerment: Building a Committed Workforce

Abstract: Generate excitement and ownership in every level of your organization by using this step-by-step plan for empowerment. Gauge the current environment, strengthen team relationships, and develop new processes that support a proactive workforce. Create a working environment that encourages innovation and commitment. Enable employees to use their full talents and abilities. Make a real difference for your company, your team, and yourself! Coverage includes- To understand basic concepts of employee empowerment To learn how to make decisions that empower To understand why empowerment is important

Hidden academics: the part-time faculty in Canada

Abstract: More than one-third of all Canadian faculty are part-timers who contribute significantly to academic work while consuming only marginally universities' economic resources. Mythical images of their temporariness in the workforce obfuscate the differences of career aspiration and motivation within the group. Two factors render them invisible or hidden academics: one rooted in the economics of the university system and the second in the ideological structures of academic practices and traditions. In the political economy of universities the relentless drive to manage enrolment, finances, and teaching costs has resulted in a bureaucratic rationalization of the academic workload and a bifurcated academic labour force hierarchically split into full- and part-time faculties with radically different work processes and treatment within universities. Part-timers are now a permanent and low-cost academic workforce, producing a surplus value transferable within the university to compensate for what would otherwise be fiscal shortfall. Degradation of certain workprocesses by rationalizing and de-professionalizing certain academic functions legitimized the academic workforce split in relative pay and job characteristics, which reinforces the evident feminization of the part-time faculty.

Current status of drug information centers.

Abstract: The current status of drug information centers in the United States and trends that have developed over the past two decades were studied. In February 1990, questionnaires were sent to 218 pharmacist-operated drug information centers nationwide. The centers were identified through previously published directories and the ASHP electronic bulletin board PharmNet. The survey consisted of 182 questions designed to gather updated data on each drug information center. Responses to each question were coded individually, and data were analyzed by using a statistical analysis program. One hundred fifty-four drug information centers responded; of these, 130 provided usable responses. The results showed that the number of drug information centers has increased compared with earlier surveys. Also, the centers handle substantially larger workloads. Few drug information centers indicate a fee-for-service system. Computer use and online searching by drug information centers have increased. Most of the centers participate in the formal education of pharmacy students. Increases in the number of drug information centers and in their workload substantiate the growing importance of these centers to the health-care professions.

Drugs in the Workplace: Overstating the Problems and the Cures:

Abstract: Generally speaking, the American workforce's productivity is not effected by alcohol and drugs. While this statement appears to fly in the face of the prevailing wisdom, we offer evidence that it is true, consider why there is a widespread perception that drugs are a significant problem in the American workplace, and suggest implications for managers and human resource professionals.

Working Class Rosies: Women Industrial Workers during World War II

Abstract: After joining the industrial workforce during World War II, women disappeared from industrial employment with postwar reconversion. This article uses data from Ford Motor Company employee records to describe female industrial workers, their work histories before Ford, and their exit patterns from Ford. We draw a more complete picture of these industrial workers and discuss the differences between those who chose to leave Ford and those who left involuntarily. Contrary to popular myth it was housewives, along with African-American and older women, those with the fewest outside opportunities, who were more likely to be laid-off.

Information Technology and Workplace Democracy

Abstract: The revolution in new technology gave rise to new work patterns and improved productivity, all of which affect the management of human resources. Expectations for increased efficiency have not always been fulfilled because of the problems that have arisen in workings of labour relations. How can management maximize the benefits of these technologies while co-operating with their employees? How far are trade unions involved in the decisions as companies adopt new technology? Is the workforce consulted in systems design? This book, originally published in 1992 looks at the problems of developing strategies in information technology when considering labour relations. Experts in industrial sociology, human resource management and organizational behaviour assess the achievements and failures, including consideration of issues such as public sector work, gender and race. Drawing on empirical evidence, the contributors cover a wide range of industries including case studies in electronics and banking, together with international comparisons.

Recruiting Strategies for Changing Times

Abstract: Changes in the capabilities and composition of the American workforce which will occur within the next ten years will create some of the most encompassing challenges ever faced by the United States. The main challenge for companies is to rethink and restructure their recruiting activities in order to attract competent employees vis‐a‐vis decreasing educational credentials and dramatic demographic changes in the workforce entrants. Such a challenge broadens the scope of recruiting and requires multifaceted recruitment strategies. Aims to reveal how nontraditional (corporate involvement in public education) and improved traditional recruiting strategies can enable businesses to continue to attract and retain capable employees from different genders, marital statuses and ethnic backgrounds. Strategies which proved effective in the past will continue to work in the future as long as companies are willing to adapt their messages and their workplaces to meet the needs and demands of this changing workforce.

Work and family: issues for the 1990s

Abstract: As an increasing number of women enter the workforce, the traditional boundaries between work and family become less defined. The two important directions for dealing with this new phenomenon are further research and development of family‐oriented policies by government and corporations. New research involves the use of longitudinal studies and more refined definitions of work and family variables. The focus of the policies, in response to the issues of work and family, revolves around family leave, child and dependent care programmes, flexible work schedules and other assistance. Though there has been some momentum by governments and corporations, much progress is needed in the 1990s to develop more effective policies and to overcome attitudes as the impact of women in the workforce becomes more prominent.

The development of food and nutrition policy in Australia, with special attention to the State of Victoria.

Abstract: Only 6% of Australia's workforce is engaged in agriculture but the country produces enough food for around 35 million people - more than half of them purchasers of exports. The federal political system includes 6 states and 2 territories, with states having responsibility for many aspects of health and agricultural policy. During the 1950s and 1960s Australia experienced a marked rise in ischaemic heart disease and death rates in middle aged men rose. With the onset of the economic slowdown in the 1970s, governments also looked to preventive measures to contain health service costs. In 1979 the Commonwealth Department of Health adopted 8 non-quantitative dietary guidelines and in 1986 a national Better Health Commission recommended a coordinated program to change dietary habits. Developments in Victoria were stimulated by a conference on 'Agriculture and human nutrition' in 1983. Following this a report 'Making healthy choices easy choices: towards a food and nutrition policy for Victoria' was released in November 1984 and the state government began a Food and Nutrition Project to stimulate intersectoral activity to promote lower risk eating patterns. In March 1987 the Victorian government formally adopted a food and nutrition policy and established an Interdepartmental Committee on Food and Nutrition with representation for Health, Agriculture and Rural Affairs, Education and Industry, Technology and Resources and a Food and Nutrition Community Consultative Group. Increasing financial stringency in the late 1980s was fortuitously offset by the availability of funds from the Victorian Health Promotional Foundation, funded by a 10% surtax on tobacco.

Japanese Employees' Attitudes Toward Changes in Traditional Employment Practices

Abstract: This study examines Japanese employees' attitudinal opposition to changes in such employment practices as nenko (seniority)-based wages and promotions, and implicit long-term employment guarantees for the regular workforce. The study shows that (1) overall, Japanese employees are strongly opposed to placing a cap on senior employees' pay and to mid-career transfers to subsidiary companies, and (2) the level of opposition is a function of their perceptions of unions' past performance and of employers' human resource policies.

Labour force and employment during the 1980s.

Abstract: Changes in the labor force and employment in Indonesia during the 1980s are analyzed using data from various official sources including the National Labour Force Surveys the National Socioeconomic Survey and the Intercensal Survey. The authors note that during the 1970s and 1980s "the Indonesian labour force has doubled in size and become less Java-centric less concentrated in primary industries and much better educated. It has remained a very youthful workforce and although youth unemployment has been a worry the main problem has been low productivity and low earnings rather than overt unemployment." (EXCERPT)