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DeHart, Mary Ellen. "Employers' perceptions of mentally handicapped employees in the horticulture industry." Thesis, Virginia Tech, 1985. http://hdl.handle.net/10919/43038.
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The horticulture industry offers numerous unskilled and semi-Skilled
job opportunities for qualified handicapped individuals. A mail survey
of 557 private Virginia ornamental horticultural businesses was conducted
to document the employment of handicapped persons and to investigate
employers' perceptions of mentally handicapped workers. A response
rate of 60% was obtained. Forty-two percent of the respondents reported
employing mentally, physically or emotionally handicapped persons.
Primary businesses which have employed mentally handicapped workers
were associated with grounds maintenance, nursery/garden centers, and golf courses. Overall the employers' perceptions were favorable of the general work habits and entry-level horticultural skill competencies
of mentally handicapped persons. This indicated a potential for employmentMaster of Science
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Koresdoski, Amy E. "The Value of Distance Learning MBA Programs to Employers and Employees." NSUWorks, 2001. http://nsuworks.nova.edu/gscis_etd/642.
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The goal of this study was to examine the perceived value of distance learning MBA degrees to employers and employees. Value was measured by promotion, improved job security, an increase in money, position or status, additional knowledge, or the expertise that the more highly educated employee brings to the work place. Feedback from employers and employees was used to examine their perceptions, support and acceptance of non-traditional degrees in the workplace.
Two online, web-based surveys were used to solicit opinions. The samples used included students who graduated from distance learning (DL) MBA programs and human resource professionals. The graduates were identified by university representatives using alumni lists for their MBA distance learning programs. Survey requests were provided to university representatives, who forwarded them to the graduates. Human resource professionals were identified through the Fortune 500 web site and the Society of Human
Resource Professionals. Requests were mailed to human resource professionals. Requests to complete the survey were also posted to graduate school and human resources forums. There were 167 responses to the Survey of Graduates and 159 responses to the Survey of Human Resource Professionals. Approximately 660 survey requests were mailed with an average response rate of approximately 50%.
The investigator expected to find that graduates of DL MBA programs would see a link between their degree and promotions or salary increases. The Survey of Graduates results showed that graduates felt their distance learning degree programs were a viable alternative to conventional degrees and believed their DL degrees would be as valuable as degrees earned through traditional programs. It was expected that some human resource professionals would not see a difference between the two degree types and others would feel that DL degrees were inferior. In fact, some employers were skeptical of distance learning degree programs and did not hold them in the same light as traditional degree programs. Many employers did not care where an employee earned the degree as long as the expected performance was evident.
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Liu, Yiqing, and Tong Wu. "Employers’ and employees’ evaluation of the implementation of flexible working policies." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12150.
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These years has witnessed a rapid change in staff’s working pattern. Flexible working arrangements are increasingly widespread in developed countries as well as developing countries. The adoption level of flexible working arrangements is predicted to keep increasing in the future. However, some obstacles will emerge when flexible working policies are carried out in companies. The results such as low participation of staff in flexible working arrangements may fail to live up organizations’ expectation. Accordingly, employers’ and employees’ evaluation of flexible working policies may be helpful to remove these obstacles and plays a vital role in improving the implementation of flexible working arrangements.Considering that change of the implementation of flexible working policies will have direct impacts on employers and employees, these two groups of people are chosen as respondents to investigate. The respondents of this thesis are from foreign and multinational companies in China. Since documental data on flexible working policies are quite few, the researchers have collected both qualitative and quantitative data by doing interviews and a survey. The findings of the interviewees’ opinions and the survey data show both similarities and differences between employers’ and employees’ evaluations, which may pave the way for improvement of the implementation of flexible working arrangements.The findings of this research show that the implementation of flexible working policies is affected by two categories, “the content of policies” and “the external factors influencing the implementation of policies” such as facilities provided by companies, trust and support from supervisors. Furthermore, employers and employees tend to hold similar or different opinions on the concepts included in these two categories related to their different positions in their companies. The findings of this research are regarding the current implementation of flexible working arrangements and limited types of flexible working arrangements. Other factors and improvements can be achieved in future practice.
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Tallman, Rick. "Needful employees, expectant employers and the development and impact of psychological contracts in new employees." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/NQ62670.pdf.
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NEVES, MARIA SILVA DE BARROS GOMES. "PRIVATE PENSION PLANS FROM THE EMPLOYERS AND THE EMPLOYEES POINT OF VIEW." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2001. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=1803@1.
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CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICOEste trabalho pretende mostrar, ao administrador de empresas moderno, que itens considerar ao planejar e montar um plano de previdência privada. Este tipo de benefício espontâneo vem ganhando relevância, em um mercado de trabalho cada vez mais acirrado na busca e retenção de talentos, pois está consciente de que o Estado não pode ser o único provedor de recursos na fase da aposentadoria. A pesquisa mostra e compara as diversas modalidades disponíveis no Brasil e seus aspectos mais importantes. São também indicadas as tendências, na criação de novos planos, que atendam às necessidades de um mercado globalizado. Buscando comprovar, na prática, o que a teoria sobre o assunto indica, são feitas entrevistas, junto a profissionais brasileiros dessa área. Em seguida, mostra- se o resultado de uma pesquisa exploratória, realizada com funcionários de empresas privadas, que não possuem este tipo de benefício, a fim de descobrir, sob o ponto de vista desses empregados, que atributos julgam ser mais importantes, na criação de um plano de previdência privada.
This research aims to show to the modern business administrator which items to consider when planning and designing a private pension plan. This sort of fringe benefit has had its relevance increased due to an everyday more competitive work market searching for and seeking to retain human talent. The persons with these talents have the conscience that the State Pens ion Plan (INSS) can not be their only financial source during retirement. The study shows and compares a set of different types of pension plans available today in Brazil and their more important characteristics. New trends in pension plan designing are also indicated to adapt to a globalized work market. Interviews were made with Brazilian professionals as part of the research to prove, in practice, theory about pension plans. Subsequently, results of exploratory research, made with employees that don't ha ve this kind of benefit, are shown. The goal is to point out the most important attributes of a private pension plan, from their point of view.
Este trabajo pretende mostrar, al administrador de empresas moderno, qué puntos considerar al planificar y montar un plano de pensión privada. Este tipo de beneficio espontáneo ha ganado relevancia en un mercado de trabajo cada vez más acirrado en la búsqueda y retención de talentos, pués está consciente de que el Estado no puede ser la única fuente de recursos en la fase de retiro. La investigación muestra y compara diversas modalidades disponibles en Brasil y sus aspectos más importantes. Se indican también las tendencias, en la creación de nuevos planos, que atienden a las necesidades de un mercado globalizado.
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Lafrenz, Lu Ann. "Performance analysis : hospitality industry employers' perceptions of their limited English proficient employees /." The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487687485807402.
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Bessa, Ioulia. "Flexible work arrangements in Greece : theoretical perspectives and evidence from employers and employees." Thesis, City University London, 2012. http://openaccess.city.ac.uk/2948/.
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The thesis examines Flexible Work Arrangements (FWAs) in the Greek labour market and theoretical perspectives that may explain employers’ and employees’ perceptions of flexible working in Greece. Its objectives are: (1) to contribute to the sociology of work and labour economics literatures, by revisiting theoretical perspectives, applying them to the Greek labour context and adding empirical evidence on different FWAs; (2) to contribute to the literature on flexible working and new forms of management practices, by not only focusing on a context that has been neglected, but also by developing a two-level study of both employers’ and employees’ perspectives; (3) to assess potential implications of flexible working by focusing on the job quality of flexible workers and, in doing so, contribute to the growing literature on the impacts of new forms of work. In Chapter 3, the datasets are presented. First, the fourth European Working Conditions Survey (EWCS) and the second European Quality of Life Survey (EQLS) are described and employed to benchmark employee use of FWAs in Greece. Second, a survey conducted in Greece during the period 2010-2011 is described. The resulting Greek Dataset on Flexible Work (GDFW) covers 40 companies and 492 employees. The second part of the thesis reports three empirical studies. In Chapter 4, EWCS and EQLS show that the use of FWAs in Greece is significantly lower (compared to other EU countries) highlighting the question: why is the incidence of flexible working lower in Greece? Four FWAs forms are studied: part-time, temporary, telework and work from home as well as a hybrid category, “no contract”. The findings suggest that part-time, temporary and “no contract” employees characterise a secondary labour market, while telework and work from home, though rare are more noticeable than previously observed in the literature and demonstrate characteristics of a primary labour market. Overall, this first empirical study enabled a reassessment of the research questions, data needed and provided further insights into how chosen theoretical perspectives could be further explored to set hypotheses concerning employers’ as well as employees’ perspectives. The first study (Chapter 5) analyses the GDFW through institutional theory. Its purpose is twofold: first, to examine at an organisational level the environmental factors that may impact on employer offer of FWAs. Second, to explore characteristics, that are directly associated with employee use of / interest in FWAs. Additionally, the relationship between FWAs with Work-Life Balance (WLB) and life satisfaction is examined. Results show that pressures coming from competition, EU, legislation and labour market are significant predictors of employer offer. With regard to employees, the results suggest that the use of FWAs and employee interest in FWAs are associated with: their role in the organisation, tenure and family obligations. Implications of these findings for human resource management, industrial relations and the spread of flexible working in Greece as well as future research are discussed. The second study investigates FWAs quality in Greece through dual labour market theory (Chapter 6). Hypotheses are set and tested using the GDFW. Perceptions of employees and employers on FWAs show that these are associated with low job quality. Flexible workers are mostly females, younger employees and those with lower educational background, suggesting a segmented workforce and a distinction between full-time employees (“insiders”) and flexible workers (“outsiders”). These inequalities are likely to remain, thus showing that convergence in the labour market is a distant European goal. Chapter 7 summarises the research objectives of the thesis. It summarises the results obtained for the Greek case, and compares them to the European context. It further describes how findings may be generalised. Most importantly, it provides the practical implications of the thesis, acknowledges its limitations and addresses how what has been learnt by this research can foster future research.
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Cheng, Wai-ming Warman. "Limiting factors in promoting corporate fitness in Hong Kong : employers' and employees' perspectives." HKBU Institutional Repository, 1997. http://repository.hkbu.edu.hk/etd_ra/156.
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Suh, Raphael Won-Pil. "Arbeitgeberhaftung wegen Diskriminierung, sexueller Belästigung und fehlerhafter Kündigung in den USA : Möglichkeiten zur Versicherung solcher Risiken und das Allgemeine Gleichbehandlungsgesetz /." Hamburg : Kovač, 2008. http://www.verlagdrkovac.de/978-3-8300-3536-7.htm.
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Cheng, Yau-mei Corrina. "An analysis of the employees' compensation system in Hong Kong." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17508162.
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Sher, Jordan. "Understanding how qualifying-year accounting students construe potential employers when making employer-choice decisions." Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33022.
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This study explores how Postgraduate Diploma of Accounting (PGDA) students at the University of Cape Town consider potential employers when making employer-choice decisions. Kelly's Repertory Grid technique was employed during structured interviews with twelve (N = 12) PGDA students. Perceptions about potential accounting employers varied across the participants. Investec and Nedbank, both of which are Banks, were construed similarly for 11 out of 12 participants. On average, three of the Big Four auditing firms were mostly construed similarly, namely EY, PwC and Deloitte, with KPMG construed differently by the majority of participants. Nolands and Mazars were construed similarly for 8 participants. Transnet was perceived distinctly from the other firms by most participants. The most frequently elicited constructs were regarding progression opportunities, international exposure and ethical reputation. The following themes emerged from a thematic analysis of the participants' interview responses: (1) organizational attractiveness, (2) exposure gained during training, (3) work environment, (4) progression opportunities, (5) diversity policies, (6) brand awareness, (7) workplace flexibility and work-life balance, (8) the recruitment process, (9) corporate social responsibility, and (10) a felt moral responsibility to the employer. This study proposes that by understanding how students construe and perceive different sets of potential accounting employers, employers could improve their attraction and retention strategies. The findings of this study could also be of benefit to career counsellors and others tasked with advising and guiding accounting graduates.
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Hulden, Vilja. "Employers, Unite! Organized Employer Reactions to the Labor Union Challenge in the Progressive Era." Diss., The University of Arizona, 2011. http://hdl.handle.net/10150/203492.
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"Employers, Unite!" argues that the anti-union campaign of Progressive-Era organized employers molded in crucial ways the shape of labor relations in the United States, and that to understand the development of ideas about work, business, and labor unions, we need to understand how these employers gained and wielded political and societal power.The study concentrates on the National Association of Manufacturers (NAM), which spearheaded what it termed the "open-shop'' campaign. Focusing attention on the unions' demand for the closed or union shop, the NAM shifted the debate over labor relations from workplace conditions to the legitimacy of unions as representatives of workers, identifying not employers but union leaders as the source of injustices.At the heart of the study is an analysis of over 100 active members of the NAM, organized through a relational database constructed with the help of recently digitized materials like local histories and biographical compendia. Besides basic information like company size or demographics, the database maps information about NAM members' social and political contacts. Substantial archival materials further ground the study's analysis of the NAM's structure and influence.Research on the membership has allowed me to uncover information that focusing on the leadership would not have revealed. For example, I have found that a high percentage of active NAM members were party activists and officials, mostly in the Republican party; their positions in the party hierarchy gave them influence over political nominations and Congressional committee appointments. Active NAM members also regularly had personal contacts to politicians ranging from governors to Senators; these contacts further bolstered the Association's power, enabling it to torpedo much of labor's legislative project.The study also compares the NAM to other business organizations, especially the National Civic Federation (NCF). The NCF promoted cooperation with moderate unions, a position which the NAM frequently and vehemently criticized. Rhetorical differences, however, masked an underlying agreement among businessmen regarding the undesirability of unions. The rhetorical disjuncture between the organizations served to constrain debate on labor relations: the NAM's stridency made the NCF appear genuinely progressive and thereby undercut other, more far-reaching critiques of existing workplace relations.
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Kenny, Candice Leigh. "Perceptions of employers and employees on the need for an employee assistance programme in a financial services organisation in the Western Cape." University of the Western Cape, 2014. http://hdl.handle.net/11394/4230.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Through the Health and Safety Act, government has placed pressure on corporate organisations to exercise their duty of care and provide support to employees who may have psychological difficulties. Employee Assistance Programmes (EAP) is the one way in which organisations can fulfil their duty according to the Health and Safety Act. Human Resource is most important and valuable resource an organisation has which is often not even recognized. The effectiveness of an organisation is to a large extent dependent on the well-being of its staff. An employee assistance programme is designed to help employers manage issues of performance in the workplace. Employees manage the balance between work and personal pressures which have become increasingly part of daily life. Furthermore, the success of this programme depends on the flexibility it has according to the ever-changing needs of employees, organisations and society. The organisation in this study does not have formal assistance programmes in place to provide support to its employees who may have psychological difficulties. This study examines the need of an Employee Assistance Programme from the perception of both the employer and the employee and reveals that both groups have different needs, experience different types of problems and view the EAP in different contexts. Despite the differences in opinion, the evidence indicates that both employer and employee perceive there to be a great need for an EAP.
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Annandale, Melanie. "An empirical investigation into the impact of work-life balance practices on employees and employers." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/21196.
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Thesis (MBA)--Stellenbosch University, 2012.ENGLISH ABSTRACT: The old belief that work and life are two separate, conflicting issues no longer holds true for companies that wish to establish a sustainable competitive advantage. Because of the transformation of global markets and the changing demographics of the workforce, the benefits of work-life balance for employees and employers can no longer be ignored. The purpose of this research was to ascertain whether the use of work-life balance enhancing practices leads to increased organisational benefits and improved employee morale. The study identified numerous benefits of efficient work-life balance practices for employees as well as employers and established that the existence of work-life balance practices enhances organisational benefits and employee morale. The research question was addressed through the use of a self-developed structured questionnaire consisting of a list of written questions. The survey was carried out using an online questionnaire and targeted professionals in permanent paid employment in South Africa. In answer to the research objectives, the outcomes of the survey suggest that work-life balance is decreased as a result of an increase in work-life conflict. Work-life conflict may be aggravated by an increase in stress levels, work commitments impacting negatively on time available for leisure activities or family responsibilities, and an increase in the number of hours worked. The existing corporate culture and related negative perceptions surrounding employees making use of work-life balance initiatives, may further add to the conflict between work and life. The results of the survey indicated that not having effective work-life balance practices in a company may negatively impact on organisational aspects such as reduced job satisfaction, poor retention; increased absenteeism and more negative spill-over from life to work. The absence of work-life balance practices may affect employee morale adversely as a result of a decrease in well-being due to a lack of balance; poor health due to stress and feeling over-worked; an increase in work-life conflict; more negative spill-over from work to life; and an increase in work-life conflict due to an increase in working hours. Based on survey results, improved productivity, better recruitment and enhanced career commitment were not directly affected as a result of a lack of work-life balance practices. To realise the full benefits that effective work-life balance practices have to offer requires a paradigm shift away from a focus on policy to a process approach which involves examining the nature of paid work as well as the underlying assumptions in an effort to uncover innovative ways of altering these to benefit organisations, employees and societies more holistically. It is hoped that this research will help encourage the debate of exploring a social sustainability methodology that questions some of the existing assumptions of competitive capitalism which value economic growth for its own sake regardless of related social issues.
AFRIKAANSE OPSOMMING: Die historiese oortuiging dat werk en lewe „n aparte, teenstrydige vraagstuk is, is nie langer geldig vir maatskappye wat hoop om „n volhoubare kompeterende voordeel daar te stel nie. Die voordele wat werk-lewe balans vir werknemers sowel as werkgewers inhou, kan nie langer geïgnoreer word te midde van die veranderende wêreldwye marklandskap asook veranderinge in die demografie van die werksmag nie. Die doel van hierdie navorsing is om vas te stel of die gebruikmaking van effektiewe werk-lewe balanspraktyke tot verhoogde organisatoriese voordele en verbeterde werknemermoraal lei. Die studie het verskeie voordele van effektiewe werk-lewe balanspraktyke vir werknemes en werkgewers geidentifiseer. Dit het ook vasgestel dat die bestaan van praktyke wat werk-lewe balans aanmoedig, voordele inhou vir die organisasie sowel as werknemermoraal. Die navorsingsvraag is aangespreek deur „n selfontwikkelde gestruktureerde vraelys wat bestaan uit „n lys van skriftelike vrae. Die opname is uitgevoer met behulp van 'n aanlynvraelys en het professionele mense in permanent betaalde werk in Suid-Afrika geteiken. Na aanleiding van die navorsingsdoelwitte, het die uitkomste van die opname daarop gedui dat werk-lewe balans afneem as gevolg van „n toename in die werk-lewe konflik. Werk-lewe konflik word vererger deur „n toename in stresvlakke, werksverpligtinge wat „n negatiewe impak het op tyd beskikbaar vir ontspanning of gesinsverantwoordelikhede, en „n toename in die aantal ure gewerk. Die bestaande korporatiewe kultuur en verwante negatiewe persepsies rondom werknemers wat gebruik maak van werk-lewe balans inisiatiewe, kan verder bydra tot die konflik tussen werk en lewe. Die resultate van die opname het aangedui dat die afwesigheid van effektiewe werk-lewe balanspraktyke in „n maatskappy mag „n negatiewe impak hê op organisatoriese aspekte soos verlaagde werksbevrediging, swak retensie, verhoogde afwesigheid en meer negatiewe oorloopgevolge tussen lewe en werk. Die afwesigheid van werk-lewe balans praktyke kan werknemermoraal nadelig beïnvloed as gevolg van „n afname in welstand weens „n gebrek aan balans; swak gesondheid as gevolg van stres en „n gevoel van oorwerk; „n toename in werk-lewe konflik; meer negatief oorloopsgevolge tussen werk en lewe; en „n toename in die werk-lewe konflik as gevolg van „n toename in werksure. Gebaseer op die resultate van die studie, was verbeterde produktiwiteit, beter werwing en verbeterde loopbaan toewyding nie direk beïnvloed deur „n gebrek aan werk-lewe balans praktyke nie. Om die volle voordele van effektiewe werk-lewe balanspraktyke te realiseer, verg „n paradigmaskuif weg van „n fokus op beleid na „n benadering wat die aard van betaalde werk ondersoek, sowel as die onderliggende aannames, in „n poging om innoverende maniere van die verandering hiervan te ontbloot tot voordeel van organisasies, werknemers en gemeenskappe. Daar word gehoop dat hierdie navorsing sal help om die debat aan te moedig wat die moontlikheid van „n sosiale volhoubaarheid metodologie wat sommige van die bestaande aannames van mededingende kapitalisme, wat ekonomiese groei bo alles nastreef, ongeag verwante sosiale kwessies sal ondersoek. Stellenbosch University http://scholar.sun.ac.za
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Cominsky, Cynthia. "Beliefs about Work Held by Low-income Individuals and Entry-level Employers." University of Cincinnati / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1406810308.
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Lindgren, Erik, and Michael Skarped. "Employer Attractiveness : A quantitative study of preferences among swedish civil engineering students regarding future employers." Thesis, Uppsala University, Department of Business Studies, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8777.
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The purpose of this thesis is to measure the importance of different factors that contribute to employer attractiveness among students. Further, its purpose is to measure how those same students perceive a case company, Ramböll, relating to those same factors. The method used
to satisfy this purpose is a quantitative survey among Swedish civil engineering students at three Swedish universities, Uppsala Tekniska Högskola, Luleå Tekniska Högskola and Chalmers Tekniska Högskola. The survey got a response rate of 19% and the results show that the majority of the respondents think that factors such as learning opportunities, self development and independence are most important for employer attractiveness. Further, the respondents perceives Ramböll as a company that offers challenging and interesting tasks, but does not offer high salaries and is not a high status organisation.
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Helgesson, Tobias, and Jonatan Petersson. "Environmental-oriented CSR communication and the attractiveness of employers : From a potential employee perspective." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-22506.
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The purpose of this bachelor thesis was to extend the knowledge of how environmental-oriented CSR communication in job advertisements affects the attractiveness of employers from a potential employee perspective. The study was based on three theories, Employer brand, Social identity theory, and Signaling theory, and the concept of environmental-oriented CSR communication. The hypothesis was that environmental-oriented CSR communication in job advertisements increases employer attractiveness. The thesis had a quantitative method and used experimental web-based surveys to measure the attractiveness of two fictitious job advertisement scenarios, one which included environmental-oriented CSR communication and one which did not. The web-based survey was distributed to students by program managers of the major education areas taught at Kristianstaduniversity, in total 177 responses were collected. Previous studies have concluded that a company's CSR engagements may increase its attractiveness to potential employees. The results of the surveys show that there was a slight positive difference in employer attractiveness in the scenario including environmental-oriented CSR communication, when compared to the scenario that did not. However, the difference was not enough to be considered significant at the 0,05 level. The hypothesis that environmental-oriented CSR communication in job advertisements increases employer attractiveness was therefore rejected. Therefore, the conclusion of this bachelor thesis is that environmental-oriented CSR communication in job advertisements does not significantly increase the attractiveness of the employer.
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Jhugroo, Avinash. "A conceptual methodology to assist employees and employers design new ways of working in lean manufacturing." Thesis, Loughborough University, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.416165.
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Hillman, Heather L. (Heather Lorraine) 1970. "Determinants of employer commitment to school-to-work programs : why do Boston's ProTech employers remain involved?" Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/67278.
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Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1999.Includes bibliographical references (p. 108-109).
Work-based School-to-Work programs are being asked to help solve faltering labor market prospects for youth, national educational reform needs and decreasing U.S. economic competitiveness. In 1994, the Congress enacted the School-to-Work Opportunities Act to appropriate more than $2 billion over seven years to lay the grounds for a national School-to-Work framework. While many studies have concerned themselves with the School-to-Work outcomes for youth, fewer have addressed sustainable incentives for employers to remain involved. Such incentives are critical if work-based School-to-Work is to survive at a large scale. This case study highlights which factors have kept the healthcare and financial services employers involved in Boston's ProTech program, and the prospects for expanding a program like ProTech to reach more students. Primary reasons for involvement include: (1) an altruistic commitment to benefit the community and (2) long-term labor force development (including regional labor pool expansion, hiring networks and industry advertisement). Trainee recruitment to the employers' permanent staff is not playing a large role. Important factors in maintaining employer commitment are the high personal rewards to those who work with the youth and the responsiveness of the coordinating entity, the Boston Private Industry Council, to employers' needs. Unfortunately, however, ProTech could not be offered in its current form to all students. Primary constraints to expansion include: (1) the need for supervisors to be interested in and capable of working with youth, (2) employers' need to select students, and (3) employer budgetary limitations. The results of this study highlight the improbability that the ProTech program in its current form could be offered to students on a large scale. However, a simpler, modified version of the program may be able to effectively reach large numbers of students.
by Heather L. Hillman.
M.C.P.
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Zweni, Noluthando. "Employee participation in training and development at a selected municipality in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3029.
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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2019The study focuses on Human Resource Development through employee training and development practices. This research sheds light on the relationship between employee training practices and employee development, with specific emphasis on employee performance and job satisfaction. The purpose of training and development programmes is to improve employee competence and organisational performance. A number of employees are perceived to be reluctant to attend training and development opportunities and do not want to develop themselves. The objectives of the research were to investigate employee training and development practices followed at a selected municipality in the Western Cape in South Africa and to explore and understand the dimensions of employee training and job satisfaction. It was anticipated that this would give an indication of the various training and development programme types, as well as its benefits, offered to municipal employees of the selected municipality. It also focuses on employees’ expectations and involvement in such types of training programmes. The aim of the study is to analyse the implementation of training and development intervention practices of a selected municipality as well as its impact on the perceptions about employees who do not want to attend training and development interventions organised which, in the long run, will lead to job performance improvement and job satisfaction. An investment in training activities is returned in the form of retaining more productive and effective employees. Training and development intervention programmes may focus on individual or team performance. It is observed that municipalities following systematic and scientific training and development practices create high job satisfaction levels amongst employees. In contrast, municipalities who do not put training interventions in place to make sure employees are given opportunities to undergo training and development, do not perform well, and usually receive disqualified audit statuses and experience community protests for lack of service delivery. Municipal employees who attend training and development programmes are more committed towards better performance – results show positive outcomes. The development and implementation of training interventions should be based on needs analyses. Information obtained could be useful for the improvement of training and development practices in all departments. Factors affecting the effectiveness of training and development intervention practices in municipalities include lack of support from top management and peers, employees’ individual attitudes, job-related factors and deficiencies in training practices. In an era where Government struggles to address community’s crisis, public service employees should be managed efficiently and effectively by implementing systematic training and development intervention programmes in order to enhance job performance and understanding of job criteria. This will ensure effective transmission of basic services to communities. There is an urgent need to reshape training and development interventions in order for Government to provide advancement possibilities in Local Government and for departments to be centres of excellence. Government departments should design training policies that resonate with communities’ needs and develop guiding documents that are understandable and implementable. Departments also need to review training budgets and the relevance of training programmes. In addition, the training opportunities provided should be accredited and recognised to afford workers opportunities for growth and promotion as well as to gain a qualification that will give them access to obtaining a formal qualification.
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Heil, Anton William. "Employers' perceptions of regional occupational program graduates." CSUSB ScholarWorks, 1993. https://scholarworks.lib.csusb.edu/etd-project/633.
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Neuhöfer, Daniel. "Monitoring employees' e-mail communication : a comparative analysis of employers' criminal liability under British and German law /." München : AVM, 2010. http://deposit.d-nb.de/cgi-bin/dokserv?id=3434591&prov=M&dokv̲ar=1&doke̲xt=htm.
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Lui, Ka-wing, and 雷嘉穎. "Disabled employees and their employers: experiences of the employment of people with a physical disabilityin Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31249863.
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Williams, Gary. "Researching and developing mental health and well-being assessment tools for supporting employers and employees in Wales." Thesis, Cardiff University, 2014. http://orca.cf.ac.uk/71443/.
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The assessment and management of mental health and psychological well-being is an important issue in applied settings such as the workplace. In these settings however, the issues of practicality in terms of the resources available to devote to assessment and management are limited. This thesis presents research which aims to establish whether a single-item, multidimensional approach can be used to provide a practical way of measuring well-being in a short space while assessing and predicting well-being to a comparable level to traditional multi-item scales. Single-item measures were developed to assess well-being in terms of circumstances, individual differences, personality, and outcomes. These items were compared to multi-item measures in terms of their ability to measure the constructs in question and to predict well-being outcomes from predictor variables in samples of university staff, nurses, and students. The results indicate that many of the items are comparable to their multi-item counterparts and that single-item predictor measures can predict significant variance in well-being outcomes in both working adults and students. The result is a set of items that can be combined to create a wellbeing assessment tool that identifies well-being issues and potential causes. An example tool was prototyped in a small Welsh mental health support business.
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VanBuskirk, K. "What motivates New Brunswick employees to sue their employers, and does the law offer a relevant response?" Thesis, Nottingham Trent University, 2014. http://irep.ntu.ac.uk/id/eprint/196/.
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Disputes between employers and employees often have damaging consequences, including employee claiming that leads to lengthy, expensive and time-intensive legal processes. It is questionable if employee-initiated legal claims always effectively respond to the concerns on which they are based. This study explores the motivations of individuals in New Brunswick, Canada in their decisions to consider legal action against their employers. It argues that more attention should be paid to the reasons why individuals elect to pursue legal remedies and to the exploration of means for avoiding litigation or addressing the resolution of such differences in more effective and efficient ways. Adopting a multiple operationism methodology, this study has explored the motives of New Brunswick employees who consider advancing legal claims against their employers and has considered the procedural and remedial capacity of the existing common law and statutory employment law system to effectively respond to those motives. In addition, the study has examined the responsiveness of alternate justice models to the employee concerns that frequently result in the initiation of legal claims. The study argues that many employees' legal claims are highly motivated by interests that are more dimensioned than the interests contemplated by the New Brunswick legal system and that amendments to the system should be considered. The system has been significantly informed and influenced by Classical Contract Law Theory, and the study suggests that implementation of justice concepts and processes founded on Relational Contract Law Theory will respond more effectively to the employee concerns that motive legal claims.
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Neuhöfer, Daniel. "Monitoring employees' e-mail communication a comparative analysis of employers' criminal liability under British and German law." München AVM, 2009. http://d-nb.info/1000542610/04.
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Sumanadasa, Darshana. "The impact of trade secrets law on employees and society: In search of a balanced theoretical and legal approach with special reference to Australia and Sri Lanka." Thesis, Queensland University of Technology, 2019. https://eprints.qut.edu.au/128074/3/Darshana%20Sumanadasa%20Thesis.pdf.
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This thesis analyses Australian and Sri Lankan trade secrets laws in light of human rights theory so as to see how legal mechanisms impact on rights of employees and society. Based on a critical analysis of trade secrets of laws of Australia and Sri Lanka, it proposes a legislative framework as a promising way of establishing a balanced law which is equally concerned with the rights of employers, employees and society.
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White, Suzanne. "E-learning in the workplace : expectations and experiences of employers and employees in the SME financial services sector." Thesis, Lancaster University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.429951.
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Lui, Ka-wing. "Disabled employees and their employers : experiences of the employment of people with a physical disability in Hong Kong /." Hong Kong : University of Hong Kong, 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13987690.
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Finnegan, Margaret. "An analysis on whether or not employers perceive an enhanced communication process using an interactive employer-coordinator website." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009finneganm.pdf.
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Onuki, Hiroshi M. B. A. Massachusetts Institute of Technology. "Improving leadership capabilities for young employers at Kirin." Thesis, Massachusetts Institute of Technology, 2008. http://hdl.handle.net/1721.1/44435.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2008.Includes bibliographical references (leaves 93-94).
My employer, Kirin Holding Company (Kirin), turned 100 years old in 2007. At the same year, Kirin changed its company structure into a holding company from Kirin Brewery Company Limited. As the former company name indicates, the beer business is Kirin's core business, generating over 70% of Kirin's operating income in 2006. In 2006, Kirin announced its long-term business framework, Kirin Group Vision (KV2015). Under KV2015, Kirin aims for a quantum leap in growth to become a leading food and health company in Asia and Oceania. Kirin aims to boost its sales to [Yen]3 trillion by 2015, compared to [Yen]1.67 trillion in 2006, and also aims to generate 30% of its sales and profits from overseas operations by 2015, compared to 18% in 2006. To achieve this target, Kirin must act and manage differently than it did in the past. Consequently, in 2007 Kirin made the largest acquisition it has ever undertaken when it acquired National Foods, one of Australia's largest food companies. In the dramatically changing the environment within the company, required capabilities for leaders have also changed. In order to nurture new leaders, Kirin's Personnel Department has continually improved the training and education programs for its managers and employees since 2002. In this thesis, I research the concept of "leadership" using the MIT leadership model, then examine the leader development system at General Electric. Through the research, I found that leadership experience at an early stage for young employees at Kirin is one way to improve their leadership abilities. I believe using Kirin's subsidiaries as a leadership platform would be one of the approaches.
by Hiroshi Onuki.
M.B.A.
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Magrath, Irene Elizabeth. "Wool textile employers' organisations : Bradford c.1914-1945." Thesis, University of Hull, 1991. http://hydra.hull.ac.uk/resources/hull:11174.
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Few historians have written in any detailed form about the widespread development of employers' organisations which took place from the later decades of the nineteenth century, and formed the basis of those which exist in all British industries today. The work which has been done on them has largely focused upon industrial or governmental relations. None of the studies has addressed the phenomenon of employer organisation itself, or explored the more general question of what precisely it is that employers' organisations do. Nevertheless, some far-reaching conclusions have been made about them. This thesis seeks to clarify the purpose and circumstances of employer organisation growth, function, and mode of operation. It assesses how employers responded in an organised manner to quite radical changes in the world market and the nature of British society c.1914-1945. It provides a base of information which covers the range of activities which employers' organisations (broadly conceived) concerned themselves, using the archives of wool textile organisations in Bradford. Lastly, it assesses the significance of employers' organisation in view of some of the claims which have been made about them, and offers some observations on its political and sociological implications. The phenomenon of employer organisation was not simply a 'response' to the greater organisation of labour or government encouragement. Organisation (evident in other industrialised countries also) articulated a transformation in business strategies, away from traditional laissez-faire notions of individual enterprise towards an increasingly centralised, collective strategy. This functioned on many different levels - local, national, international, political, intellectual etc, and by the nineteen thirties marked a maturity in collective action which contrasts sharply with the individualism of just forty years earlier. The broad range of employers' policies extended far beyond the workplace, and expressed a distinct politics. This had implications for the nature and conduct of trade, the form and quality of life, and understanding of the way in which British society was governed.
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Thorstensson, Olof. "Employers’ Perception of Older Workers and Labour Demand." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-65364.
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With the ageing population in Sweden and the need for more working hours among older workers as background, this essay analyses labour demand for older workers. More precisely it tries to find a connection in employer perceptions of certain character traits for older contra younger workers and the propensity to hire older workers. Using a newly conducted survey sent out to Swedish establishments, this study finds two character traits where negative perceptions have an extra negative effect on hiring: creativity and endurance. Unfortunately, there is a presence of low t-statistics throughout the results which calls for further research on the subject. As a secondary objective, this study also briefly looks at the previously unexplored subject of how the age of an establishment affects labour demand. Results for this points to a small effect but in these results, there are also cases of low statistical significance.
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Rosemond, Barbara Ann. "Employers' Perceptions and Employment of Individuals with Disabilities." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5519.
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In a Midwest school district, individuals with disabilities (IWD) graduating from high school are not successful in obtaining employment in the local community. District leaders were unable to make evidence-based decisions regarding the transition program due to a lack of data regarding employers' perceptions related to employment of IWD. The purpose of this qualitative intrinsic case study was to explore employers' perceptions regarding the employment of IWD. Using Tinto and Pusser's model of institutional action for student success, 12 employers were purposefully sampled in the target community, and data were collected through face-to-face interviews. Data were analyzed using comparative, inductive analyses and analytical coding. Four themes emerged from the findings: (a) employers are willing to hire IWD and make accommodations, (b) employers need the support of job coaches and professional development, (c) the positive attitudes and social skills of IWD contribute to hiring more IWD, and (d) some employers will hire IWD under certain conditions. A white paper was developed to improve stakeholders' understanding of the needs of these individuals and employers in the community. Implications for positive social change are that adoption of the recommended actions by the stakeholders will improve transition, employment, and understanding of these individuals' needs as they transition to the target community, allowing individuals with disabilities to be independent contributing members of society.
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Cheng, Yau-mei Corrina, and 鄭有媚. "An analysis of the employees' compensation system in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31964898.
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Hamill, John. "The development of the UK pension structure and the making of pension policy." Thesis, University of Leeds, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.270750.
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Buchan, Ian J. "Environmental management systems : a natural home for travel plans?" Thesis, Edinburgh Napier University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251283.
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Muller, Theunis Christian. "A critical analysis of Section 8C : taxation of directors and employees on vesting of equity instruments." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24301.
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With effect from 26 October 2004, section 8C was introduced into the Income Tax Act No 58 of 1962 and replaced the previous section 8A. The main purpose of the new section was to effectively tax directors and employees on the receipt of income from equity based incentive schemes and therefore close potential ‘loopholes’ that existed in the previous section 8A. The purpose of this study was to critically analyse section 8C and specifically the principles of ‘vesting’ and ‘restricted equity instruments’ as introduced by the section. Since no case law exists and the application of the principles within the section is deemed to be detailed and complex, the possibility for inconsistent treatment or misinterpretation exists. Due to limited information being available regarding the application of section 8C and in order to determine whether different interpretations may exist in practice, selected tax practitioners and/or specialists were also asked to provide information through the completion of a questionnaire. Section 8C has already been amended since its introduction and as indicated in the study, further amendments may be necessary in order to address problem areas. Employers with equity based incentives need to be aware of the significant impact that section 8C has on the taxation of equity instruments and have to ensure that they comply. Depending on the instruments in use it could also have a major impact on the administrative duties of employers, who have the responsibility of calculating and paying the necessary taxes on time. CopyrightDissertation (MCom)--University of Pretoria, 2010.
Taxation
unrestricted
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Iao, In Mei. "How MBA graduates and local employers look at MBA." Thesis, University of Macau, 2004. http://umaclib3.umac.mo/record=b1636721.
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Scotece, Tanya E. "Funeral Service Employers' Perceptions of Body Art and Hireability." Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/6025.
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The purpose of this research was to determine whether there were biases among funeral home and cemetery professionals with regards to hiring mortuary science graduates with tattoos.
An anonymous survey including a photograph of either a male or female with various degrees of visible body art, ranging from none to extreme, was sent to 1484 members of the International Cemetery, Cremation and Funeral Association. The primary methodology used to determine whether biases existed regarding visible body art were a semantic differential and a hireability scale. The survey was designed to gather information related to the following three research questions:
1. What are employers’ perceptions regarding hireability of individuals based on extent of visible body art?
2. Are there differences in the employers’ perceptions regarding visible body art based on the gender of the individuals in the photographs?
3. What are the differences in perceptions regarding visible body art based on respondent age, gender, and their own extent of visible body art?
Of the surveys distributed, responses totaled 151. Due to incomplete information, 74 were discarded. The number of surveys used in the analysis was 77.
Results indicated no specific biases of employers' perception towards potential hirees with body art. These results were based on multiple categories, including age and gender of respondent, extent of body art of respondent, and respondent position within their companies.
Although the responses were neutral and showed no significant bias towards hirees with body art, mortuary science students should be aware of potential biases of the families served by the funeral homes, including age of the deceased and family members, as well as the conservative nature of the funeral profession.
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Bryce, Sheryl. "Job applications : schema used by employers to grant interviews /." Title page, contents and abstract only, 1985. http://web4.library.adelaide.edu.au/theses/09P/09pb916.pdf.
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Harding, H. N. "Employers and managers in industrial relations : An international comparison." Thesis, Cardiff University, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.378386.
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Papu, Mzimkulu Gladman. "The obligation on employers to effect affirmative action measures." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19738.
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Since 1994, South Africa has undergone socio-economic, political and demographic transformation. The Employment Equity Act (No 55) of 1998 aims to facilitate workplace transformation through the elimination of unfair discrimination and the implementation of affirmative action measures to enable equitable representation of employees in all occupational categories and levels in the workplace. This legislation was amended on 1 August 2014, and South Africa has watched with keen interest to see what the impact of the amendments to the Employment Equity Act would be on the world of work. For many it was to see whether job seekers and individuals from the designated groups experienced equity in access to the workplace and fair treatment in employment. For others, it was to see to what extent businesses would either benefit from its accountability and fairness to all employees or suffer from increased regulatory compliance to employment equity and affirmative action amendments. At the heart of the amendments was a need to make the South African Constitution real for South Africans in facilitating work inclusive environments in which people are enabled and motivated to contribute to the goals of the organisation. The state must respect, protect, promote and fulfil the rights in the Bill of Rights, one of these rights being equality. Affirmative action as a component of employment equity is inherently part of the process of increasing and managing diversity and identifying barriers to fair employment. Transformation does make business sense. No business will survive in the long-run, unless it reinvents itself and constantly adapts to the ever-changing demands of an increasingly competitive global environment in which it operates. An organisation’s ability to create a work culture in which diversity management is effectively managed is more likely to experience the positive effects thereof on its business. Organisations require a diverse workforce with the requisite multidisciplinary talents and knowledge to achieve its goals in an ever-changing environment. The evaluation of the extent of the progress and the narrative is to be drawn from the reported workplace demographics. This is made up of statistical analyses of the representation of individuals from designated groups at different occupational levels, as well as training and progression of designated employees by reporting employers. The ultimate test of transformation however, is in the extent to which employees would vouch for the inclusivity of the workplace environment and the total absence of unfair discrimination based on listed and arbitrary grounds. For the Commission to be able to comment on the experience of diversity management and inclusion as part of employment equity, a different approach needs to be taken. I am excited to share that the Commission’s strategic plan for the period 2016 to 2021 has prioritised the need to go beyond workforce demographic statistics and move towards a better understanding of the experience of fair treatment, diversity and “inclusion” Management. There is a significant shift in the way in which the Commission is approaching its work, in the interest of the country. It is not the aim of the Commission for Employment Equity to focus its attention on the punitive measures for non-compliance only, and accordingly the third Commission hosted the Employment Equity Awards, which recognise the good work done by organisations towards furthering the transformation agenda. The third Commission moreover developed a number of Codes of Good Practice to support the implementation of employment equity. A lot of ground was covered to enable the fourth Commission to focus on their mandate more effectively. We are grateful for their hard work and we wish them well as we look forward to realising our objectives. On a different note, the United Nations offices in New York were a hub of activity and rigorous debate during the March 2016 Summit on the Status of Women. One of the themes extensively interrogated at the summit was “Women Empowerment in the economic space”. Globally, not enough is happening to turn the economic status of women. The United Nations Sustainable Goal 5 is “Gender Equality”. A 50-50 target has been set for female representivity at all occupational levels globally. South Africa needs to work towards this goal as part of their contribution. The Summit echoed the words “Women leaders in the business world is everyone’s business”. It would do us proud in the future to be able to report significant progress in this area. Another topical issue was “Equal Pay for Work of Equal Value”. Three countries, namely Canada, Sweden and Iceland have committed themselves to pay parity across gender by 2022. South Africa on the other hand has already enacted this policy. We need to see significant change in this area. In line with the discussions during the summit, I would also like to encourage designated employers in South Africa to review policies in favour of transparency around remuneration. This will go a long way in creating an enabling environment for elimination of unfair discrimination in the workplace.
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Redelinghuys, Mariette. "Addressing obesity in the workplace : the role of employers." Diss., University of Pretoria, 2018. http://hdl.handle.net/2263/65716.
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Obesity is a prevalent social matter in modern day society which open doors for discrimination in the workplace. South African employers should be aware of the possible risks and consequences they face when dealing with obesity in the workplace. Obesity is therefore a topic that will become a pressing issue in the South African workplaces soon and it is important to take note of international developments in this regard. The Court of Justice of the European Union found on 19 December 2014 that morbid obesity may in certain instances be considered a disability under the European Union Equal treatment in Employment Directive if an employee is prevented from full participation in employment due to the employee’s weight. With relatively new anti- discrimination laws in South Africa, the law has not developed to such an extent as to give clarity with regards to discrimination on the grounds of obesity as an arbitrary ground for unfair dismissal. The legal position with regards to inherent requirements of a job and whether obesity may be deemed to be a disability in South Africa must be investigated to decide what role employers should play and employers should deal with the occurrence of obesity in the workplace. In this dissertation, International standards, the current discrimination laws in South Africa and abroad will be investigated with the aim to establish guidelines for employers when obesity becomes a concern in the workplace.Mini Dissertation (LLM)--University of Pretoria, 2018.
Mercantile Law
LLM
Unrestricted
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Roberts, Michael. "Employers' perspectives on current qualifications for the coloration industry." Thesis, University of Leeds, 2005. http://etheses.whiterose.ac.uk/1613/.
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The introduction of the competence-based NVQ framework during the late 1980s represented one of the most radical and ambitious attempts hitherto undertaken by any UK government for reforming the British vocational education and training system. While these reforms have generated an abundance of studies relating to competence-based education and training generally, by contrast, there has been only limited research into the views of employers towards adopting this approach. The aim of this thesis, therefore, is to investigate the views of employers in the coloration industry towards the potential displacement of traditional, knowledge-led qualifications by competence-based forms. This is important in view of the central position within the NVQ system that successive governments have placed employers and, de facto, employers’ bearing on its ultimate success or failure. Their views become all the more significant in the light of earlier studies, which reveal the indifference shown many UK employers’, compared with their overseas competitors, towards securing quality education and training for their employees. Combining the findings drawn from a series of interviews conducted with key training personnel with those from a questionnaire survey of employers themselves, the research attempts to gain a national perspective of the latter’s attitudes towards these and related issues. The overall findings can be seen to be a product both of the type of industry structure and the failure of the main protagonists to take account of the epistemological differences between differently acquired forms of knowledge. Most employers feel that the current examination-based system is not wholly relevant to their immediate business needs and that they would prefer to see schemes in place that focus more on their particular occupational activities (though it is evident that there is a diversity in attitude between the two main sectors of the industry (viz. colorant manufactures and colorant users) with more companies in the former sector seemingly being more tolerant of the limitations of what the education and training providers can deliver). While both sectors value a system that provides intrinsic benefits to their respective employees, it is suggested that this stance is not entirely altruistic as these benefits may also be interpreted in organisational terms. Finally, the success with NVQs reported by companies that have implemented them at the lower, operative level tends to overlook the problems created for those sections of the workforce marginalised by their introduction. Moreover, despite their evidently satisfactory implementation at this level, it appears that employers overall are reluctant to adopt the standards-based model to supplant the discipline-led provision that is currently available for their higher-level technical staff.
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Blomqvist, Emilia. "Sexual Harassment in the Hospitality Industry – Employees’ Coping Strategies and Employers’ Prevention Strategies : A Case Study of Two Chain Hotels." Thesis, Mittuniversitetet, Avdelningen för turismvetenskap och geografi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-27837.
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O'Brien, Fiona. "The role of employers' associations in collective bargaining : a study of the transformation of German employers' associations and their collective bargaining strategies 1995-1999." Thesis, London South Bank University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271808.
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Samuels, Lea. "Employers’ Attraction And Retention Of Older Workers: A Systematic Review." Thesis, Cranfield University, 2010. http://dspace.lib.cranfield.ac.uk/handle/1826/6581.
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The ageing of the population and the workforce has become a global phenomenon that has created concern about labour as well as skills shortages. Therefore the continuation of older workers in paid employment is regarded as beneficial to both the economy and to the older worker.
The aim of this dissertation is to make an enquiry about what employers are doing to make themselves attractive to these older workers and how they are retaining the older workers already present in their organisations.
The methodology has been to construct a review protocol through the formation of a review panel as well as the development of a detailed search strategy that included a transparent inclusion and exclusion criteria. The measurement for evaluating the quality of studies used in this systematic review is presented along with the strategy adopted to extract the data and synthesise the findings.
The search results were quite limited due to the limited number of research studies conducted particularly for the first of the two research questions relating to the attraction of older workers into the organisation. However the studies that have been conducted thus far shows a level of connection between the methods that can be used to attract older workers and those identified as being used to retain older workers. Finally, gaps from the systematic review process are identified and further research areas suggested.
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Sheikh, Abdullah Zafar. "Beyond 'flexibility': The outsourcing of Employers' responsibilities to employment agencies." Thesis, University of Nottingham, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.517739.
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Wallis, Danielle. "A Comparison of Safety Expectations between New Recruits and Employers." Thesis, University of Canterbury. Psychology, 2011. http://hdl.handle.net/10092/5340.
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The purpose of this research was to examine the safety expectations of new recruits and their managers in the workplace. For most informational exchanges, researchers have begun to look at the psychological contract for guidance, although very few studies have actually looked at whether this concept could be applied to safety research. Entering a working environment with unrealistic safety expectations poses danger, not only for the individual, but it can also affect everyone around them. Previous research in the safety field has provided little information as to what new recruits expect, and has failed to identify who these individuals are trusting with the responsibility of their safety. The current research looks to establish the existence of three different hypotheses looking at new recruits’ safety expectations, their trust and also their degree of perceived risk. Eighty participants were obtained via a Government funded program named the Gateway, half the participants were new recruits from high school (with a mean age of 17) who were beginning a new job, and the other half were their managers (with a mean age of 42). For the new recruits’, there was an even split in gender, although for the managers, there were 24 females and 16 males. All participants were asked to complete a safety questionnaire. Results were supportive for two of the three hypotheses and provided information that showed unrealistic safety expectations from the new recruits. The data also demonstrated that new recruits with high expectations were more likely to trust their co-workers and management with their safety. Finally, when looking at perceived job risk for new recruits, no significant results were found, which suggests that risk, has very little influence upon new recruits’ safety expectations. Future research could examine how information could be exchanged during the recruitment phase in order to provide more realistic safety expectations.