Academic literature on the topic 'Labor relations process'
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Journal articles on the topic "Labor relations process"
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Vidal, Matt. "Reworking Postfordism: Labor Process Versus Employment Relations." Sociology Compass 5, no. 4 (April 2011): 273–86. http://dx.doi.org/10.1111/j.1751-9020.2011.00366.x.
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Cho, Seonil. "A Comparative Study on the Factors and Process of the Changes in the Labor Policy -Analysis on the Revisions in the Labor Relations Law-." Korean Journal of Policy Studies 14 (December 31, 1999): 61–74. http://dx.doi.org/10.52372/kjps14004.
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The purpose of this study is to analyze the reason and process of labor policy changes in Korea. For this purpose, I analyzed three cases which were made respectively in 1980, 1987, and 1997. An analytical tool for policy change process is basically modified from the view point of policy making process theory, adaptable to the Korean situation. In the authoritative government period, political factors were most influential to changes in the labor policy. But through the process of democratization, socio-economic factors are more influential on the change of labor-management relations acts than that of others. Besides, the changes in the policy making process and the policy contents are mainly affected by the power relations among labor-management-government. Also, the government took the initiative in the process of labor policy making. Accordingly, political factors were most influential on the agenda-setting phase of labor policy changes. But because of the democratization of society and the growth of the private sector, the role of government is increasingly restricted. As a result, the three participants of the labor policy change are now interacting strategically. Therefore, Policy change is mainly determined by the power balance among labor-management-government relations. Korean labor-management relations acts are generally outlined by the macro-factors such as political, economic and social factors. The revision of labor-management relations acts are less affected by the characteristics of the policy making system. The revision of individual labor-management relations acts are more affected by the economic factors, while that of the collective labor-management relations acts are more affected by political factors.
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Lewin, David. "Book Review: Labor-Management Relations: The Municipal Grievance Process." ILR Review 39, no. 2 (January 1986): 293–95. http://dx.doi.org/10.1177/001979398603900213.
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Zemlyanukhina, S. G., and N. S. Zemlyanukhina. "METHODOLOGICAL PROBLEMS OF RESEARCH OF THE LABOR RELATIONS SYSTEM DEVELOPMENT." Social@labor researches 45, no. 4 (2021): 8–18. http://dx.doi.org/10.34022/2658-3712-2021-45-4-8-18.
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The article substantiates the need to apply systematic and dialectical approaches when considering the development of the labor relations system. The article provides an interpretation of the structure of the labor relations system by the phases of labor reproduction, considering the role of personal consumption in the production (formation) of labor. The authors attempt to extend their concept of the dialectic of the general and particular in the process of economic relations development to the system of labor relations and to present the structural and genetic connections of the reproduction of labor not only as carriers of continuity, heredity but also as the basis of development. The paper presents the objective development of labor relations as a change in the qualitative state of techno-labor, organizational-labor, and social-labor relations in the process of combining and functioning of production factors, which is reflected in the specifics of ownership relations for the means of production and labor. The study shows that the specifics of the labor relations system in the development process are also determined by nationalspecific and socio-cultural factors. The proposed methodology for studying the development of the system of labor relations in the unity of the systematic, and dialectical approaches may be useful for building a logical structure of the course in labor economics, including the study of labor relations at all stages of labor reproduction.
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Denisyuk, M. "APPROACHES TO UNDERSTANDING LABOR AS A SUBJECT OF LABOR RELATIONS." Social Law, no. 2 (April 21, 2019): 151–55. http://dx.doi.org/10.37440/soclaw.2019.02.23.
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The article is devoted to the analysis of the concept of the labor collective in the laws of our stateand the doctrine of law, the role of this subject in the process of enterprise management is defined, theproblems of the definition of the labor collective as a separate subject of labor relations are singled out.Mentioned on the ways to solve the problems. It is noted that the participation of employees in the management of the enterprise creates a legal way of realizing the socio-economic interests of members ofthe labor collective.
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Yushko, Alla, and Daryna Chekhun. "Mobbing in labor relations." Law and innovations, no. 4 (32) (December 15, 2020): 13–19. http://dx.doi.org/10.37772/2518-1718-2020-4(32)-2.
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Problem setting. The success of any work team depends on the WORK of each employee. One of the destabilizing factors of the work process, which leads to a tense situation in the team, reduce employee efficiency and increase the likelihood of making the wrong decision, is psychological pressure. This phenomenon is called “mobbing”. In modern conditions, the legal regulation of protection against psychosocial risks in the workplace is an important trend in creating safe and healthy working conditions. Analysis of resent researches and publications. Despite recent research and publications as foreign scholars (D. Burton, M. Wilson, F. Gabriel, T. Doyle, R.S. Kessler, I.Y. Kiselyov, X. Leimann, M.A. Murray, R. D. Schwartz) and domestic researchers (V. O. Evdokimov, L. P. Garashchenko, T.A. Kolyada, O.S. Kravchenko, I.V. Lagutina, A.I. Marenich, I.S. Saharuk, S. I. Simakova, M.P. Fedorov, A.V. Shamshieva and others), legal regulation of mobbing in Ukraine is still almost absent. Target of research. The purpose of this article is to identify problems of legal regulation of mobbing in labor relations, highlight the causes of mobbing, as well as the preparation of proposals for legislation in this area on the possibility of preventing harassment in the workplace. Article’s main body. The paper conducts research the problems of mobbing (or harassment in the workplace). The legislation of Ukraine does not provide for liability for harassment in the workplace. Bills submitted to the Verkhovna Rada of Ukraine to regulate this phenomenon have never been adopted. The paper considers the causes of harassment of workers in the workplace, the main types of mobbing (vertical and horizontal), the responsibilities of the manager to detect and combat mobbing among subordinates, suggested ways to prevent it. Conclusions and prospects for the development. Based on the above, the following conclusions are made: (1) the productivity of professional activity of the employee largely depends on the psychological climate in the team. Problems that arise due to misunderstandings with colleagues or management, conflicts of interest of the employee and the company, lack of help, cause psychological discomfort, varying levels of stress or even provoke mental disorders in employees; (2) enshrining in laws, local regulations norms and rules that provide each employee with maximum social and psychological comfort in the workplace and guarantee the inadmissibility of mobbing, is a necessary step in the legal regulation of labor in Ukraine at the present stage; (3) such norms will reflect the level of culture of society, its civilization, as well as a qualitatively new nature of modern labor relations, in which the employee is a well-educated, highly qualified, welldeveloped person with a sense of self-worth.
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Yushko, Alla, and Daryna Chekhun. "Mobbing in labor relations." Law and innovations, no. 4 (32) (December 15, 2020): 13–19. http://dx.doi.org/10.37772/2518-1718-2020-4(32)-2.
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Problem setting. The success of any work team depends on the WORK of each employee. One of the destabilizing factors of the work process, which leads to a tense situation in the team, reduce employee efficiency and increase the likelihood of making the wrong decision, is psychological pressure. This phenomenon is called “mobbing”. In modern conditions, the legal regulation of protection against psychosocial risks in the workplace is an important trend in creating safe and healthy working conditions. Analysis of resent researches and publications. Despite recent research and publications as foreign scholars (D. Burton, M. Wilson, F. Gabriel, T. Doyle, R.S. Kessler, I.Y. Kiselyov, X. Leimann, M.A. Murray, R. D. Schwartz) and domestic researchers (V. O. Evdokimov, L. P. Garashchenko, T.A. Kolyada, O.S. Kravchenko, I.V. Lagutina, A.I. Marenich, I.S. Saharuk, S. I. Simakova, M.P. Fedorov, A.V. Shamshieva and others), legal regulation of mobbing in Ukraine is still almost absent. Target of research. The purpose of this article is to identify problems of legal regulation of mobbing in labor relations, highlight the causes of mobbing, as well as the preparation of proposals for legislation in this area on the possibility of preventing harassment in the workplace. Article’s main body. The paper conducts research the problems of mobbing (or harassment in the workplace). The legislation of Ukraine does not provide for liability for harassment in the workplace. Bills submitted to the Verkhovna Rada of Ukraine to regulate this phenomenon have never been adopted. The paper considers the causes of harassment of workers in the workplace, the main types of mobbing (vertical and horizontal), the responsibilities of the manager to detect and combat mobbing among subordinates, suggested ways to prevent it. Conclusions and prospects for the development. Based on the above, the following conclusions are made: (1) the productivity of professional activity of the employee largely depends on the psychological climate in the team. Problems that arise due to misunderstandings with colleagues or management, conflicts of interest of the employee and the company, lack of help, cause psychological discomfort, varying levels of stress or even provoke mental disorders in employees; (2) enshrining in laws, local regulations norms and rules that provide each employee with maximum social and psychological comfort in the workplace and guarantee the inadmissibility of mobbing, is a necessary step in the legal regulation of labor in Ukraine at the present stage; (3) such norms will reflect the level of culture of society, its civilization, as well as a qualitatively new nature of modern labor relations, in which the employee is a well-educated, highly qualified, welldeveloped person with a sense of self-worth.
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Pires, Guilherme Nunes. "Uberization of labor and Marx’s Capital." Revista Katálysis 24, no. 1 (April 2021): 228–34. http://dx.doi.org/10.1590/1982-0259.2021.e74812.
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Abstract: In the last decade, we saw the expansion of digital platforms and decentralized and freelance labor relations in the global capitalist economy. This combination has been called Gig Economy and its specific labor relation Uberization. This process is directly link to the intensification of work, working day expansion, low remuneration, absence of labor rights and amplification of indirect control over the labor process. Although this phenomenon appears as something new, considering Marx’s analysis of piece-wage in Capital, it’s possible to see the very features and consequences of Uberization. The remuneration, be it by hour or piece/gigs, no alters the essential nature of labor relations in capitalism. The aim of this paper is, therefore, to identify that Marx’s Capital already anticipated this tendency of capitalist economy and traced the main consequences of Uberization of labor.
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Abuzyarova, Nayra. "Digital Technology in Labor Relations." Legal Concept, no. 3 (October 2019): 26–30. http://dx.doi.org/10.15688/lc.jvolsu.2019.3.4.
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Introduction: the emergence of such freelancing as remote labor meant the beginning of the process of the flexible virtual law formation. “Cloud computing” is coming into life. There appear the concepts of “working in the cloud” only in the virtual (digital) space, so the government program “Digital economy in the Russian Federation” of July 28, 2017, No. 1632-P adopted in the framework of the Decree of the President of the Russian Federation of May 9, 2017 provided the need for the formation of a comprehensive legislative regulation of relations arising in connection with the digital economy development. At the same time, it is specifically noted that the labor market should be based on its requirements in order to create productive employment. Methods: the methodological framework for this study is the methods of scientific knowledge, among which the main ones are the methods of consistency, analysis and comparative law. Results: the paper is devoted to the existing problems of the legal regulation of digital technologies in labor relations for the expedient and empirical updating of many legal norms, from which in the future it will be possible to start, change and supplement it, adhering to a fundamental change in labor relations in order to develop non-standard and fruitful employment. Conclusions: as a result of the conducted research it is established that in the Russian Federation the labor legislation regulating the electronic legal employment relations is fragmented and does not contain all the elements of the legal regulation. There is a need for the legislation on archive business in electronic form, the widespread introduction of electronic employment contracts, which can serve as the basis for the electronic personnel records management. The labor legislation should contain the provisions on the equivalence of an electronic labor contract to a written form.
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Simchenko, Nataliia Aleksandrovna, and Natalia Yurevna Anisimova. "Essential characteristics of the categories and concepts in the training process in the digital economy." Вестник Пермского университета. Серия «Экономика» = Perm University Herald. ECONOMY 16, no. 1 (2021): 67–85. http://dx.doi.org/10.17072/1994-9960-2021-1-67-85.
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Methodological changes in the modern economy could not keep up with the rapid economic global changes. An appropriate scientific approach should also be provided for the transformations taken place in production and labor relations in the epoch of digitalization. The purpose of the present article is to justify, to systematize, and to develop the categories and concepts for the training process under the digitalization of the economic activities and production and labour relations. The article reveals the impact of different scientific theories in economics on the development of the essential characteristics of the training process; its correlation with the concepts of human resources, human capital, intellectual capital has been described. The need to use a systemic-process approach to analyze the training process as a multi-faceted and multi-tied process in digital economy is justified. The article shows that the existing categories and concepts in the training process fail to reflect the content of industrial and labor relations arising in digitalization and successfully maintaining the digital economy institutions. The article concludes that digital economy should perceive the training process as a new level of resourcing which is an intellectual and professional one, and as an intersectoral development and effective performance of human capital with the purpose to provide the quantitative and qualitative equilibrium at the labor market and its entities. The pool of employees is the object of the training process, while tailored units, divisions and services with their particular authorities, rights and duties including the law-binding ones to support the peopleware are the subjects of the training process. Therefore, the digital economy is transforming the industrial system of the production and labour relations both by adjusting them to digitalization and by generating new types of labour. Structural economic transformations trigger the changes in the essence and the content of the training process and the performance of all participants at the labour market. The essential characteristics of the categories and concepts in the training process in the digital economy should be clarified to set a methodological basis for further scientific studies in the new economic reality.
Dissertations / Theses on the topic "Labor relations process"
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Mueller, Krysti. "Biases in the Selection Process Against Applicants with Tattoos." Thesis, Southern Illinois University at Edwardsville, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10274382.
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This study examined the influences of tattoos on hirability and salary recommendations in the workplace. The study aimed to find whether educating participants about Title VII cases would moderate the relationship between type of tattoo and hiring recommendations as well as type of tattoo and salary recommendations. This study did not find any significant main effects of tattoos on hirability or salary.
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Tiley, David Carleton University Dissertation Political Economy. "Post-Fordist 'Ideal type'? - The labour process in the Japanese manufacturing sector, 1967-1990." Ottawa, 1997.
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Arkani, Sepideh. "Contractual interfaces : the implications of building production process management and interorganisational relations for productivity in building project coalitions." Thesis, University of Greenwich, 1999. http://gala.gre.ac.uk/5706/.
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The aim of this study is to explore the nature of productivity problems in building project coalitions arising from contractual interfaces and conflict. The study investigates the impact of contractual interfaces on the emergence of conflict in both the interorganisational relations of the contracting parties and the operational context of the building production process management. It analyses the dynamics of conflict in the behaviour and performance of the project participants to establish a link between conflict and productivity problems. The focus of the study is the interface between the mechanical and electrical (M&E) contractor and the main contractor. The interface between the main contractor and the client, as well as the design team members, is examined in so far as it affects the relationship between the main and the M&E contractor. The investigation reveals conflict as a potentially creative or destructive behavioural process that emanates from competition between the economic interest of the client and the professional/commercial interests of the consultants and contractors, in conjunction with low levels of trust. In so far as the building production process requires the inputs of all the participants, i.e., the client, the consultants and the contractors, competition gives rise to negotiati6ns. As long as the negotiations comprise integrative bargaining, conflict is creative and results in collective problem solving. In the presence of low levels of trust as reliability or predictability, the more powerful party resorts to strategies of control, domination or manipulation to pursue its own interests at the expense of those of others. Thus negotiations become distributive and conflict becomes dysfunctional. The weaker negotiating party either resists the strategies of power of the more dominant party by applying discretion in the use of their knowledge, and by matching their level of effort to rewards, or capitulates. The level of resistance or capitulation of the weaker party is dependent on their relative size and financial strength compared to those of the dominant party. The study indicates that the nature and level of conflict has a direct impact on the level of motivation, performance and consequently the productivity of the project participants. The investigation finds that conflict is inherent to the contracting system and needs to be managed (Lavers, 1992; Smith, 1992; Langford et ai, 1992). It finds that building project coalitions are organised as networks at the start of the project but may be transformed into political organisations during the project life-cycle (Mintzberg, 1991 (d): 374; Pfeffer, 1981 : 27-9). The imprecise definitions of functions and activities contained in the contractual documents provide the grounds for and facilitate the political activity of the project participants. The investigation therefore supports Clegg' s (1992) postulation that 'contractual documents provide the constitutional and constitutive grounds and framework within which the meaning of the contract is negotiated, contested, and contained' (Clegg, 1992: 135). The opportunistic interpretations resulting negotiations over the meaning of the contract (Tavistock Institute, 1966) very often impecle the full or effective enforcement of the contractual functions and activities, thus reinforce conflictual behaviour. The project managers' capability to manage conflict, though important in terms of preventing escalation of conflict, is indicated to have limited impact on performance levels of project participants. The research concludes that the economic and legal governance structures in the wider business context of building production processes do not foster fair, co-operative and non-confrontational exchange relations (Lane and Bachmann, 1996), and do not appear to discourage the imposition of onerous business agreements by the economically more powerful on those more dependent. It therefore suggests that fundamental changes in both governance structures of building project coalitions as well as attitudes of project coalition representatives are required as the means by which productivity improvements may be carried out.
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Auricchio, Leonardo Luiz. "Aspectos gerais da terceirização e terceirização como fator de inclusão social." Pontifícia Universidade Católica de São Paulo, 2016. https://tede2.pucsp.br/handle/handle/18851.
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This paper aims to bring the discussion on the importance of using the outsourcing services for companies competing in a globalized world. A market that increasingly becomes essentially specific, more objective, more debugged also requiring companies to him pegged, become, equally, experts in what is proposed, we will call "Original Vocation" or "Core Business". Meanwhile, exclusive commitment to a chosen business follow-up, when the formation of the company leads to detachment from other areas who understand. Thus, through the need to channel all efforts to its core bussines without letting the other areas that do not have direct or related connection with the company's Core, will languish or perish due to lack of time and investment required if justifies the Institute of Outsourcing. Also, important to emphasize the potential of outsourcing services concerning the creation of new jobs. Faced with such a framework we can consider outsourcing as an important tool in the service of social inclusion through work, so necessary today
O presente trabalho tem como principal objetivo trazer a discussão sobre a importância da utilização da terceirização de serviços para as empresas que competem em um mundo globalizado. Um mercado que, cada vez mais, se torna essencialmente específico, mais objetivo, mais depurado, exigindo também que as empresas a ele atreladas, tornem-se, de igual forma, especialistas naquilo a que sepropõem, ao que chamaremos de “Vocação Original” ou “Core Business”. Outrossim, a dedicação exclusiva a um determinado seguimento empresarial eleito, quando da formação da empresa, conduz ao desprendimento das demais áreas que a compreendem. Dessa forma, através da necessidade de canalizar todos os esforços ao seu core bussines sem deixar que as outras áreas que não tenham ligação direta ou correlata com o Core da companhia, venham a definhar ou sucumbir em decorrência da ausência de tempo e investimento necessário, se justifica o instituto da Terceirização. Outrossim, importante salientarmos o potencial da terceirização de serviços concernente a criação de novos postos de trabalho. Diante de tal quadro, podemos ponderar a terceirização como importante ferramenta a serviço da inclusão social do trabalhador, tão necessária nos dias atuais
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Oladeinde, Olusegun Olurotimi. "Management and the dynamics of labour process: study of workplace relations in an oil refinery, Nigeria." Thesis, Rhodes University, 2011. http://hdl.handle.net/10962/d1003087.
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The focus of this thesis is on labour-management relations in the Nigerian National Petroleum Corporation (NNPC), Nigeria. The study explores current managerial practices in the corporation and their effects on the intensification of work, and how the management sought to control workers and the labour process. The study explores the experiences of workers and their perception of managerial practices. Evidence suggests that managerial practices and their impacts on workplace relations in NNPC have become more subtle, with wider implications for workers’ experience and the labour process. Using primary data obtained through interviews, participant observation, and documentary sources, the thesis assesses how managerial practices are varieties of controls of labour in which workers’ consent is also embedded. This embeddedness of the labour process generates new types of worker subjectivity and identity, with significant implications for labour relations. The study suggests that multiple dimensions of workers’ sense-making reflect the structural and subjective dimensions of the labour process. In NNPC, the consequence of managerial practices has been an emergence of a new type of subjectivity; one that has closely identified with the corporate values and is not overtly disposed towards resistance or dissent. While workers consent at NNPC continues to be an outcome of managerial practices, the thesis examined its implications. The thesis seeks to explain the effects of managerial control mechanisms in shaping workers’ experience and identity. However, the thesis shows that while workers remain susceptible to these forms of managerial influence, an erasure or closure of oppositions or recalcitrance will not adequately account for workers’ identity-formation. The thesis shows that while managerial control remains significant, workers inhabit domains that are ‘unmanaged’ and ‘unmanageable’ where ‘resistance’ and ‘misbehaviour’ reside. Without a conceptual and empirical interrogation, evidence of normative and mutual benefits of managerial practices or a submissive image of workers will produce images of workers that obscure their covert opposition and resistance. Workers ‘collude’ with the ‘hubris’ of management in order to invert and subvert managerial practices and intentions. Through theoretical reconceptualization, the thesis demonstrates the specific dimensions of these inversions and subversions. The thesis therefore seeks to re-insert “worker-agency” back into the analysis of power-relations in the workplace; agency that is not overtly under the absolute grip of managerial control, but with a multiplicity of identities and multilevel manifestations.
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Anderson, Kurt A. "Order fulfillment processing of a multi-zone warehouse." Thesis, Kansas State University, 2014. http://hdl.handle.net/2097/17405.
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Master of AgribusinessDepartment of Agricultural Economics
Keith Harris
Inefficiencies in a warehouse that operates multiple zones can create bottlenecks in the order fulfillment process. This study’s focuses on the exploration of potential bottlenecks in an agricultural aftermarket company’s order fulfillment process and its multi-zone warehouse. Order fulfillment includes stages of order processing, SKU picking and staging from the conveyor zone and the “H” zone, and the final packaging and shipping of the order within the Truck Freight Department. A review of the company’s EOP program, and the effects of the program, provides additional insight into our understanding of bottlenecks within a dynamic the system. In doing so, the research will extend the existing knowledge on warehouse management with multiple zones. The conclusion of this paper offers solutions that will alleviate the bottlenecks and improve the overall efficiency of the order fulfillment process within a multi-zone warehouse.
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Швець, В. О. "Проблеми правового регулювання забезпечення стабільності трудових правовідносин." Thesis, КНУ ім. Т. Г. Шевченка, 2021. http://openarchive.nure.ua/handle/document/15070.
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Дисертацію присвячено комплексному та ґрунтовному аналізу сутності і проблем правового регулювання забезпечення стабільності трудових правовідносин в Україні. У роботі з’ясовано особливості статики та динаміки трудових правовідносин та охарактеризовано генезис, сутність і соціально-правове значення забезпечення стабільності трудових правовідносин. Розкрито міру узгодження засади стабільності трудових правовідносин із принципами трудового права. Надано комплексну концептуальну характеристику правового механізму забезпечення стабільності трудових правовідносин, а саме розкрито його поняття, ознаки та значення. Проаналізовано систему нормативно-правових актів, якими регулюється функціонування цього механізму, а також оцінено достатність такого правового регулювання. З’ясовано структуру правового механізму забезпечення стабільності трудових правовідносин та сутнісний зміст права на стабільні трудові правовідносини, актуальні форми захисту цього права. Виокремлено проблемні аспекти забезпечення стабільності трудових правовідносин в Україні у контексті поширення атипової форми зайнятості, змін в організації виробництва і праці, рейдерства, умов дії режиму запобігання поширенню інфекційних хвороб. Окреслено теоретичні та практичні проблеми належного функціонування правового механізму забезпечення стабільності трудових правовідносин в Україні. Визначено основні шляхи вирішення проблем функціонування правового механізму забезпечення стабільності трудових правовідносин в Україні. The dissertation is devoted to the complex and thorough analysis of essence and problems of legal regulation of maintenance of stability of labor legal relations in Ukraine. The peculiarities of the statics and dynamics of labor relations are clarified and the genesis, essence and social and legal significance of ensuring the stability of labor relations are characterized. The degree of harmonization of the principles of stability of labor relations with the principles of labor law is revealed. The complex conceptual characteristic of the legal mechanism of maintenance of stability of labor legal relations is given, and its concept, signs and value are revealed. The system of normative-legal acts regulating the functioning of this mechanism is analyzed, and also the sufficiency of such legal regulation is estimated. The structure of the legal mechanism for ensuring the stability of labor relations, as well as the essential content of the right to stable labor relations, the current forms of protection of this right. The problematic aspects of ensuring the stability of labor relations in Ukraine in the context of: the spread of atypical forms of employment; changes in the organization of production and labor; raids; conditions of the regime of prevention of infectious diseases. Theoretical and practical problems of proper functioning of the legal mechanism to ensure the stability of labor relations in Ukraine are outlined. The main ways to solve the problems of the legal mechanism of ensuring the stability of labor relations in Ukraine are identified.
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Minami, Hiroko. "Newspaper Work in a Time of Digital Change: A Comparative Study of U.S. and Japanese Journalists." Thesis, University of Oregon, 2011. http://hdl.handle.net/1794/11980.
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xi, 272 p. : ill. (some col.)This is a qualitative comparative study about perspectives and experiences of contemporary journalists at three newspapers in the United States and Japan. The newspaper industry in both the United States and Japan is going through an unprecedented transitional period driven by economic forces and technological changes. One purpose of the study is to shed light on everyday journalists who are exposed to industry-wide structural changes. Based on interviews with journalists of the three newspapers, this study explores journalists' experiences about economic and technological impacts and their perspectives about their work. Another purpose of this study is to compare and contrast these perspectives and experiences. By doing so, it is possible to examine how the interconnected economies of the countries and globally standardized technology influence the views and behavior of U.S. and Japanese journalists. Journalists of the three newspapers are confronting a dilemma between their journalistic ideals and increasing economic pressures that limit their activities. They are increasingly feeling insecure about employment in the newspaper industry. They show different attitudes toward employment with their newspapers. Journalists at the U.S. newspaper think of changing careers for better job security, while Japanese journalists seek solutions within the company, rather than leaving. This indicates that U.S. journalists have more freedom to choose, while Japanese journalists are bound to their company partly because of hiring and training practices specific to Japanese newspapers. Journalists have contradictory views about technological development. While they appreciate increased productivity brought by digital technology, they feel their labor has been cheapened partly because of the same technology. Similarities in journalists' experiences beyond newspapers and national borders occur as a result of homogenous impacts of interconnected economies of the two countries and globally standardized technology. However, shared ideas, values and norms specific to the workplace play an important role in determining journalists' perspectives and social behavior. This is why journalists' perspectives and attitudes vary by newspaper. This study concludes by emphasizing the importance of labor studies of newspaper journalists as information providers who are expected to make democracy function.
Committee in charge: Dr. John Russial, Chairperson; Dr. Gabriela Martinez, Member; Dr. Janet Wasko, Member; Dr. Jeffery Hanes, Outside Member
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Crowley, Martha L. "Control and inequality at work variations, processes, and implications for worker well-being /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1149881563.
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Winckler, Ana Cristina Freitas Goedert. "Processo de liderança no contexto da geração Y : um estudo em organizações de base tecnológica." Universidade do Estado de Santa Catarina, 2013. http://tede.udesc.br/handle/handle/97.
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This dissertation had the objective to analyze how the leadership process is characterized in the context of Y Generation based in Information Technology (IT) companies located at Florianópolis. The factors that motivated this research were a new generation beginning in the labor market, the difficulties to attract and retains talents in the companies, the changes in the labor relations in accordance with the development of Knowledge Era and the strengthening of the complexity paradigm. The nature of this work is qualitative, descriptive and multi-case study. Semistructured interviews were conducted with 16 professionals, among managers, human resources professional and Y generation employees into three IT companies that was experiencing different moments of their ways. The categories studied and analyzed were Y Generation, considering the young people was born between 1980 and 1990, and the leadership process. The results demonstrated that the three companies, despite they don`t have actions directed to the Y Generation, they are adopting postures in accordance with the needs and characteristics of this generation. Among these characteristics are the motivation linked with new challenges, the technological knowledge, the participatory behavior, the restlessness, the individual and critical personality, the long-short vision, the creativity and the search for flexibility and informality in the work. The companies, on the other hand, although they are based on a hierarchical structure top-down, present a decentralized leadership process, valuing labor relations that are constituted based in technical knowledge and delegation, and characterized by autonomy with responsibility. It was verified that the companies studied are implementing suggestion programs, plans of individual development and opening spaces for contestation. This is suggesting an evolution in the leadership processes, in the way to answer the needs of technological industry, the young professionals and for a more complexity leadership.
Esta dissertação objetivou analisar como se caracteriza o processo de liderança no contexto da Geração Y em empresas de base tecnológica da cidade de Florianópolis. A entrada de uma nova geração no mercado de trabalho, as dificuldades em atrair e reter talentos, a transformação nas relações no trabalho em consonância com o início da Era do Conhecimento e o fortalecimento do paradigma da complexidade foram fatores que incentivaram o desenvolvimento da presente pesquisa. A natureza do trabalho apresentado é qualitativa, do tipo descritiva, com delineamento de estudo de multicaso. Foram realizadas entrevistas semiestruturadas com 16 profissionais, entre gestores, profissionais de recursos humanos e profissionais da Geração Y, em três empresas de tecnologia que estavam vivenciando momentos distintos de sua trajetória. As categorias estudadas e abordadas na fundamentação teórica foram a Geração Y, abrangendo os jovens nascidos entre 1980 e 1990, e o processo de liderança. Os resultados demonstraram que as três empresas, apesar de não possuírem ações dirigidas para a geração Y, têm adotado posturas que vão ao encontro das necessidades e características dessa geração. Dentre essas características estão a motivação atrelada a novos desafios, o forte conhecimento tecnológico, o comportamento participativo, a inquietude, a personalidade individualista e crítica, a visão de curto prazo, a criatividade e a busca pela flexibilidade e pela informalidade no ambiente de trabalho. As empresas, por sua vez, apesar de estarem fundamentadas numa estrutura hierárquica top-down, apresentam um processo de liderança mais descentralizado, valorizando as relações no trabalho, as quais são constituídas com base no conhecimento técnico e na delegação, e caracterizadas pela autonomia com responsabilidade. Verificou-se que as empresas estão implantando programas de sugestões, de desenvolvimento individual e abrindo espaço para contestação, sugerindo uma evolução nos seus processos de liderança, de forma a atender às necessidades do setor, da nova geração de profissionais, e na direção de uma liderança mais complexa.
Books on the topic "Labor relations process"
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M, Jennings Kenneth, and Wolters Roger S, eds. The labor relations process. 8th ed. Mason, Ohio: Thomson/South-Western, 2005.
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M, Jennings Kenneth, and Wolters Roger S, eds. The labor relations process. Mason, OH: South-Western Cengage Learning, 2012.
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Holley, William H. The labor relations process. 5th ed. Fort Worth: Dryden Press, 1994.
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M, Jennings Kenneth, and Wolters Roger S, eds. The labor relations process. 7th ed. Fort Worth: Harcourt College Publishers, 2001.
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Holley, William H. The labor relations process. 4th ed. Chicago: Dryden Press, 1991.
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M, Jennings Kenneth, ed. The labor relations process. 6th ed. Fort Worth: Dryden Press, 1997.
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Holley, William H. The labor relations process. 3rd ed. Chicago: Dryden Press, 1988.
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Holley, William H. The labor relations process. 4th ed. Chicago: Dryden Press, 1991.
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Sauer, Robert L. Labor relations: Structure and process. 2nd ed. New York: Macmillan, 1993.
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Labor relations: Process and outcomes. Boston: Little, Brown, 1987.
Find full textBook chapters on the topic "Labor relations process"
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Smith, Anthony E. "6.New Technology and the Process of Labor Regulation: An International Perspective." In Workplace Industrial Relations and the Global Challenge, edited by Jacques Bélanger, P. K. Edwards, and Larry Haiven, 157–89. Ithaca, NY: Cornell University Press, 2020. http://dx.doi.org/10.7591/9781501733369-009.
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Russell, Bob. "5. Globalization and the Labour Process." In Relations of Global Power, 73–94. Toronto: University of Toronto Press, 2010. http://dx.doi.org/10.3138/9781442694620-007.
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Peitchinis, Stephen G. "The Collective Bargaining Process." In Issues in Management-Labour Relations in the 1990s, 1–17. London: Palgrave Macmillan UK, 1985. http://dx.doi.org/10.1007/978-1-349-07751-9_1.
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Perelman, Michael. "The Firm, Conflict and the Labour Process." In Information, Social Relations and the Economics of High Technology, 47–89. London: Palgrave Macmillan UK, 1991. http://dx.doi.org/10.1007/978-1-349-11161-9_3.
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Crul, Maurice. "Epilogue: Where Did Weak and Strong Ties Go Wrong?" In IMISCOE Research Series, 227–36. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-94972-3_11.
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AbstractIn this volume, both qualitative and quantitative scholars describe their findings on the networks of migrants and their descendants and explore the content of their social ties for educational and labor market success in seven European countries. Some contributions cover decades of work in this field, making this one of most comprehensive books on this topic, both theoretically and empirically. Almost without exception, the authors, although describing various ethnic groups, different geographical and professional contexts and different time periods, are critical of a number of the main arguments about the networks of migrants developed in the field of migration studies. Central in their critique is the question about the importance of co-ethnic or inter-ethnic ties and networks, and their importance to enter the labor market and move up. In the field of migration studies, concepts like integration and assimilation have greatly influenced the thinking of its scholars. The idea that newcomers only become fully integrated in a society when they gain a similar economic position and are in contact with people without migration background, or, in other words, become part of the mainstream, has been a strong and dominant view in our field (Alba & Nee, 2003; Alba, 2009; Portes & Rumbaut, 2001; Portes & Zhou, 1993). People who largely interact with co-ethnics and or work in labor market sectors that are dominated by co-ethnics (ethnic niches) are usually seen as not (yet) fully integrated into their new society. And when this also translates to the native-born children (so-called ‘second generation decline’), this is seen as problematic (Ganz, 1992). In this broader framework on integration and assimilation, Granovetter’s (1973) idea of strong and weak ties has entered the field of migration studies. Lang and Schneider, in this volume, rightly state that it is questionable whether the idea of strong ties – for co-ethnics – and weak ties – for ties with people without migration background – was originally intended by Granovetter to be used in this way. But what is clear, however, is that this idea fitted perfectly with broader theories on integration and assimilation. The importance for newly arrived migrants of strong co-ethnic ties in ethnic networks is generally considered one of the starting pieces of the puzzle laying out the process of assimilation in its first phase. The idea of weak ties, also in its symbolic emphasis on ‘weak’, perfectly suited the still scarce and superficial contacts with people of native descent in the early stages of the assimilation process. Since the concept of weak and strong ties fitted so well with the dominant theories about integration and assimilation (classical, neo and new assimilation), much of what was happening with migrants, and even their descendants, in the labor market was seen through, what many would call, an ethnic lens (Crul, 2016; Dahinden, 2016; Wimmer, 2013). Migrants gained a first foothold in the labor market through strong co-ethnic ties and were slowly moving up through their weak ties, making use of information and resources of people of native descent with whom they had only superficial contact. The idea of strong ties also resonated with the notion that their relations with co-ethnics were more meaningful and profound. There was also a dark side to strong ties. Under some conditions, because of the limited information and resources in the co-ethnic network, for some the strong ties could lead to an ethnic mobility trap.
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Ramaswamy, E. A. "Is There a Fix for Industrial Relations?" In Globalization, Labour Market Institutions, Processes and Policies in India, 401–19. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-7111-0_16.
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Jose, Secki P. "Precarious Flexibilities: Employment Relations in the Indian Information Technology Industry." In Globalization, Labour Market Institutions, Processes and Policies in India, 211–33. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-7111-0_8.
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Neetha N. "The Language of Employment Contract: Paid Domestic Work Practices and Relations." In Globalization, Labour Market Institutions, Processes and Policies in India, 321–40. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-7111-0_13.
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Shyam Sundar, K. R. "Dynamics of Reforms of Labour Market and the Industrial Relations System in India." In Globalization, Labour Market Institutions, Processes and Policies in India, 521–44. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-7111-0_21.
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Bonantini, Carlos A., Mauricio Cervigni, Melisa Mandolesi, Victor Fabian Quiroga Calegari, and Miguel Gallegos. "Social Representation and Imagery of Labor: Evaluation Process of the Psychosocial and Labor Vulnerability and Its Relation with Mental Health." In Psychiatry and Neuroscience Update, 253–64. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-17103-6_19.
Full textConference papers on the topic "Labor relations process"
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Petrova, Daniela. "LEGAL OPPORTUNITIES AND CHALLENGES IN THE DIGITAL TRANSFORMATION OF THE LABOR FORCE." In EDUCATION, SCIENCE AND DIGITAL INNOVATIONS 2021. Varna Free University "Chernorizets Hrabar", 2022. http://dx.doi.org/10.36997/esdi2021.101.
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The aim of the author in this publication is to present the challenges to the legislator on the one hand and on the other hand in practical terms how they would affect the new requirements for employment. When entering and using digital tools in the labor process there is a need to improve the training and qualification skills of the parties in the labor process - worker and employer. This requires alignment with the new digital transformations of the existing legal framework in the field of labor law at European and national level.The purpose of the author in this publication is to present the legal and professional requirements for the protection of personal data in the modern digital society. To determine the scope and grounds for handling personal data that each of us provides in the civil law turnover of public relations.
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Vukosavljevic Pavlovic, Valentina. "APPLICATION OF DIFFERENT MANAGEMENT MODELS IN PRIVATE AND PUBLIC ENTERPRISES THROUGH THE PROCESS OF PROFESSIONALIZATION AT THE LEVEL OF LOCAL SELF-GOVERNMENT." In 5th International Scientific Conference – EMAN 2021 – Economics and Management: How to Cope With Disrupted Times. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2021. http://dx.doi.org/10.31410/eman.2021.287.
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City economic structures on the territory of the Republic of Serbia should adapt and accelerate the process of balanced development between the urban and rural parts of the city on modern principles of management. On the other hand, the role of the process of professionalization of company management, as a factor of modernization at the level of local private and public companies should be explored, starting from the position that management is not only an economic category dominated by rational, financial, market principles and activities but also a sociological category, primarily reflected in the professionalization and democratization of labor relations. For the purpose of analysis, the forms of changes of the following should be considered: a) development strategies, b) production/property relations, c) changes in existing management models.
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Tozhibayev, Bahromjon, and Saidulla Isokov. "Youth Social Deviation in the Process of Reforms in Uzbekistan." In IX International Scientific and Practical Conference “Current Problems of Social and Labour Relations" (ISPC-CPSLR 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220208.069.
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Shevchenko, Ekaterina, Mikhail Burda, Olga Nesterchuk, Sergey Popov, and Anna Krivova. "Positioning of the US President in the World Political Process: To the Question of Defining the Research Methodology." In VIII International Scientific and Practical Conference 'Current problems of social and labour relations' (ISPC-CPSLR 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210322.187.
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Bilozerska, Svitlana, and Svitlana Mashchak. "Psychological Suppositions of the Program Implementation for the Personal and Professional Development of the Future Teacher in the Educational Process." In VIII International Scientific and Practical Conference 'Current problems of social and labour relations' (ISPC-CPSLR 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210322.094.
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Fomina, E. A., V. A. Solomonov, and D. V. Solomonov. "Construction of the psychological typology of subjects in the conditions of adaptation to the change of types of professional activity." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.682.693.
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The article considers the results of an empirical study of the characteristics of the adaptation of subjects to a situation of a change in the type of professional activity. The respondents were students of the postgraduate programs (qualification master) and undergraduate programs (qualification bachelor), students of the professional retraining program, employment service clients. Adaptation is considered as a permanently running process, which has its own dynamics, substantial and other features. With the help of the construction of neural network models, it was found that in the process of adapting to the situation of changing types of professional activity, people show general individual and personal properties. Its made it possible to identify five psychological types of subjects that have different opportunities for successful adaptation to new conditions of activity.Successful adaptation to a situation of changing professional activity is more likely for psychological types that have resistance to difficulties, a developed regulatory sphere, and labor motivation for achievements. It determined that in relation to the representatives of different psychological types require different methods of psychological, social, tutor support during their preparation for the change of the type of professional activity. The results can be demanded in the practice of employment services, personnel services of enterprises, in the educational process for the training of specialists.
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Amaria, Anosh P., Jason N. Armstrong, Felipe M. Pasquali, and John F. Hall. "Rule of Mixtures Model for 3D Printed Kevlar Reinforced Nylon: Determination of Volume Fraction Using Thermal Gravimetric Analysis." In ASME 2020 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/detc2020-22506.
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Abstract An experimental procedure to determine the elastic modulus and tensile strength of kevlar reinforced nylon composites is discussed. Thermal Gravimetric Analysis (TGA), has been performed to determine the volume fraction of fiber and matrix components. TGA is a robust method to determine the volume fraction. It is also less labor intensive as compared to other methods. Samples with varying kevlar-nylon layer ratio were additively manufactured using fused deposition modelling (FDM) based on ASTM D3039 standards. MarkForged Mark X7 3D printer was used to manufacture samples. Elastic and tensile tests of the samples were conducted. The relation between volume fraction and elastic modulus of the composite can indeed be fit into the rule of mixtures model. However, its applicability for ultimate tensile strength for high fiber ratio composites has been put to question. The direction of fibers in the additively manufactured samples has been kept parallel to the loading direction. In this paper we will give the readers a deeper understanding of how additively manufactured composite samples behave under loading, further facilitating the design process for materials produced by additive manufacturing.
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Marinela, Istrate, Bănică Alexandru, and Athes Haralambie. "Preventing university dropout: the relation between the student vulnerability features and academic performance in the first year." In Sixth International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/head20.2020.11139.
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Educational services that universities offer to bachelor students are nowadays under the siege of numerous challenges, ranging from financial and institutional issues to fast changing labour market demands. Universities are confronting fast changes and uncertainties, being asked for adaptation, flexibility and higher ability to (re)act and find the best solutions. Within this broad context, university dropout is one particular new challenge that is often overlooked by decision makers and even by the teaching staff. Our study focuses on problems faced by the first year bachelor students of the Faculty of Geography and Geology at the oldest university in Romania, “Alexandru Ioan Cuza” University of Iasi, students who have benefitted from support from a program financed by BIRD and World Bank, named Romania Secondary Education Project (ROSE). In order to identify and analyse their academic pathway in the first year of study, we tried to correlate a number of qualitative and quantitative using the analysis of variance (ANOVA). The analysis of the results indicates that the prevention of school drop-out should be approached as a continuous process starting from the early years of education. The adaptability to student life depends on the treatment of these inherited and overlooked disadvantages.
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Jiang, Jiefeng, Fengfeng (Jeff) Xi, Jingjing You, and Qunxing Xue. "Mechanical Design of a New Anthropomorphic Robot for Fastening in Wing-Box." In ASME 2021 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2021. http://dx.doi.org/10.1115/detc2021-68098.
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Abstract The fastener installation in the wing-box faces with narrow space, and it has to be done manually at present. Since manual labor has size constraints, the efficiency is low, and there may be assembly quality instability, it urgently needs automation. Automatic fastening assembly using a robot undoubtedly is an appropriate solution. The existing industrial robots, snake robots, humanoid robots can not meet the fastening assembly requirements in the wing-box. We develop a new anthropomorphic robot with multiple links to perform the inner fastening. A prismatic pair is employed to fit the arm links entering into the wing-box. A shaft with 360 degrees rotation liked human shoulder is introduced to meet the circumferential positioning around the process hole. Arm links are used for robotic end effector reaching the local fastening site. Based on the limitation of assembly position in the wing-box, the link lengths are considered and determined. By using the geometric relation with the link lengths, the joint angle variables are presented. Then, S shape arm link is designed for the compact requirement and the dimensions are determined based on the cross-section of human arm. Finally, stable frame structure is set up through the rear door frame and the bridge beam, and the whole robot is integrated.
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Khon, Alexandra, Zukhra Sadvakassova, Akmaral Magauova, and Malika Nazarova. "Development of Corporate Culture Based on Improving the Motivation System of the Bank's Staff." In 14th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2021. http://dx.doi.org/10.22616/reep.2021.14.048.
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The relevance of the topic lies in the fact that the transition to innovative personal management is currently a global trend to improve enterprise management processes in the context of deep integration of the world market, high-tech industries, increased competition and improved uncertainty of the external environment in relation to the enterprise, considering the motivational system. The purpose of the research is to study the role of motivation and corporate culture as the basis for innovative development and improving the productivity of an organization. The database was used by a banking organization; for instance, during the study the approaches of scientists were studied and diagnostic methods for studying the components of corporate culture were selected. Based on the results, a model of practical implementation was formulated, and a sociological experiment was conducted. On this ground using results of the experiment, statistical data on labour productivity were obtained and methodological recommendations were made for using the model proposed in the article. The results obtained are presented as a diagnostic tool and used to include the contact centre management in the work process.
Reports on the topic "Labor relations process"
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Buene, Eivind. Intimate Relations. Norges Musikkhøgskole, August 2018. http://dx.doi.org/10.22501/nmh-ar.481274.
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Blue Mountain is a 35-minute work for two actors and orchestra. It was commissioned by the Ultima Festival, and premiered in 2014 by the Danish National Chamber Orchestra. The Ultima festival challenged me – being both a composer and writer – to make something where I wrote both text and music. Interestingly, I hadn’t really thought of that before, writing text to my own music – or music to my own text. This is a very common thing in popular music, the songwriter. But in the lied, the orchestral piece or indeed in opera, there is a strict division of labour between composer and writer. There are exceptions, most famously Wagner, who did libretto, music and staging for his operas. And 20th century composers like Olivier Messiaen, who wrote his own poems for his music – or Luciano Berio, who made a collage of such detail that it the text arguably became his own in Sinfonia. But this relationship is often a convoluted one, not often discussed in the tradition of musical analysis where text tend to be taken as a given, not subjected to the same rigorous scrutiny that is often the case with music. This exposition is an attempt to unfold this process of composing with both words and music. A key challenge has been to make the text an intrinsic part of the performance situation, and the music something more than mere accompaniment to narration. To render the words meaningless without the music and vice versa. So the question that emerged was how music and words can be not only equal partners, but also yield a new species of music/text? A second questions follows en suite, and that is what challenges the conflation of different roles – the writer and the composer – presents? I will try to address these questions through a discussion of the methods applied in Blue Mountain, the results they have yielded, and the challenges this work has posed.
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Lazonick, William, Philip Moss, and Joshua Weitz. Equality Denied: Tech and African Americans. Institute for New Economic Thinking, February 2022. http://dx.doi.org/10.36687/inetwp177.
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Thus far in reporting the findings of our project “Fifty Years After: Black Employment in the United States Under the Equal Employment Opportunity Commission,” our analysis of what has happened to African American employment over the past half century has documented the importance of manufacturing employment to the upward socioeconomic mobility of Blacks in the 1960s and 1970s and the devastating impact of rationalization—the permanent elimination of blue-collar employment—on their socioeconomic mobility in the 1980s and beyond. The upward mobility of Blacks in the earlier decades was based on the Old Economy business model (OEBM) with its characteristic “career-with-one-company” (CWOC) employment relations. At its launching in 1965, the policy approach of the Equal Employment Opportunity Commission assumed the existence of CWOC, providing corporate employees, Blacks included, with a potential path for upward socioeconomic mobility over the course of their working lives by gaining access to productive opportunities and higher pay through stable employment within companies. It was through these internal employment structures that Blacks could potentially overcome barriers to the long legacy of job and pay discrimination. In the 1960s and 1970s, the generally growing availability of unionized semiskilled jobs gave working people, including Blacks, the large measure of employment stability as well as rising wages and benefits characteristic of the lower levels of the middle class. The next stage in this process of upward socioeconomic mobility should have been—and in a nation as prosperous as the United States could have been—the entry of the offspring of the new Black blue-collar middle class into white-collar occupations requiring higher educations. Despite progress in the attainment of college degrees, however, Blacks have had very limited access to the best employment opportunities as professional, technical, and administrative personnel at U.S. technology companies. Since the 1980s, the barriers to African American upward socioeconomic mobility have occurred within the context of the marketization (the end of CWOC) and globalization (accessibility to transnational labor supplies) of high-tech employment relations in the United States. These new employment relations, which stress interfirm labor mobility instead of intrafirm employment structures in the building of careers, are characteristic of the rise of the New Economy business model (NEBM), as scrutinized in William Lazonick’s 2009 book, Sustainable Prosperity in the New Economy? Business Organization and High-Tech Employment in the United States (Upjohn Institute). In this paper, we analyze the exclusion of Blacks from STEM (science, technology, engineering, math) occupations, using EEO-1 employment data made public, voluntarily and exceptionally, for various years between 2014 and 2020 by major tech companies, including Alphabet (Google), Amazon, Apple, Cisco, Facebook (now Meta), Hewlett Packard Enterprise, HP Inc., Intel, Microsoft, PayPal, Salesforce, and Uber. These data document the vast over-representation of Asian Americans and vast under-representation of African Americans at these tech companies in recent years. The data also shine a light on the racial, ethnic, and gender composition of large masses of lower-paid labor in the United States at leading U.S. tech companies, including tens of thousands of sales workers at Apple and hundreds of thousands of laborers & helpers at Amazon. In the cases of Hewlett-Packard, IBM, and Intel, we have access to EEO-1 data from earlier decades that permit in-depth accounts of the employment transitions that characterized the demise of OEBM and the rise of NEBM. Given our findings from the EEO-1 data analysis, our paper then seeks to explain the enormous presence of Asian Americans and the glaring absence of African Americans in well-paid employment under NEBM. A cogent answer to this question requires an understanding of the institutional conditions that have determined the availability of qualified Asians and Blacks to fill these employment opportunities as well as the access of qualified people by race, ethnicity, and gender to the employment opportunities that are available. Our analysis of the racial/ethnic determinants of STEM employment focuses on a) stark differences among racial and ethnic groups in educational attainment and performance relevant to accessing STEM occupations, b) the decline in the implementation of affirmative-action legislation from the early 1980s, c) changes in U.S. immigration policy that favored the entry of well-educated Asians, especially with the passage of the Immigration Act of 1990, and d) consequent social barriers that qualified Blacks have faced relative to Asians and whites in accessing tech employment as a result of a combination of statistical discrimination against African Americans and their exclusion from effective social networks.
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Yépez, Ariel, Luis San Vicente Portes, and Santiago Guerrero. Productivity and Energy Intensity in Latin America. Inter-American Development Bank, April 2021. http://dx.doi.org/10.18235/0003219.
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Within an industrial setting, what would ones conjecture be about the relation between Energy Intensity (EI) and productivity? Could higher Energy use be associated to more capital intensive processes, and thus higher output (per worker)? Or Ceteris paribus, are productivity indicators inversely associated with energy intensity? So that more productive firms or industries tend also to be more energy efficient. The nature of this question is multifold as there are historical, geographical, institutional, developmental, and policy variables that jointly affect industrial development as well as a nations energy supply. This study seeks to assess the relationship between these variables in the industrial sector of four Latin American countries. Under alternative measures of productivity, namely, average labor productivity and total factor productivity (TFP), we find a statistically negative relationship between productivity and Energy intensity.
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Godenau, Dirk. Migration and the economy. Observatorio de la Inmigración de Tenerife. Departamento de Geografía e Historia. Universidad de La Laguna. Tenerife, 2020. http://dx.doi.org/10.25145/r.obitfact.2020.02.
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Economic reasons are among the basic explanatory factors of migration, whether international or internally within a country. In turn, migratory movements have effects on the economy in terms of economic growth in general, but also in the different markets (work, housing, consumer goods, etc.) and public services (education, health, social services, etc.). The purpose of this document is to offer an overview of these interactions between migration and the economy in the case of the Canary Islands. To do this, certain conceptual clarifications will be made initially involving the mutual determination of both processes, before later providing specifics with evidence on the Canarian case for the main issues considered: the economic reasons for migration, and its impact on economic growth, the labour market and the living conditions of the immigrant population. The final section alludes to the importance of the institutional framework that regulates these relations between migration and the economy, which are far from being interpretable as a mechanical relationship and isolated from the political sphere.