Дисертації з теми "Industrial relations Victoria Case studies"
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Raftery, David Jonathon. "Competition, conflict and cooperation : an ethnographic analysis of an Australian forest industry dispute." Title page, contents and abstract only, 2000. http://web4.library.adelaide.edu.au/theses/09ARM/09armr139.pdf.
Повний текст джерелаHeery, Edmund James. "Performance-related pay in local government : a case study of industrial relations." Thesis, London School of Economics and Political Science (University of London), 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.244541.
Повний текст джерелаVirgona, Crina. "Seeking convergence : workplace identity in the conflicting discourses of the industrial training environment of the 90s : a case study approach." Monash University, Faculty of Education, 2002. http://arrow.monash.edu.au/hdl/1959.1/7863.
Повний текст джерелаKhettabi, Ahmed. "Workplace industrial relations in Algeria : a case study of oil and chemical industries." Thesis, Keele University, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.306140.
Повний текст джерелаAfouxenidis, Alexander. "Industrial relations and workers' participation issues : a case study of the Greek telecommunications sector." Thesis, Durham University, 1990. http://etheses.dur.ac.uk/1168/.
Повний текст джерелаCarey, Martin. "Industrial relations and #race' : a case study of the catering workers' struggle for parity at Heathrow." Thesis, City University London, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.281873.
Повний текст джерелаLoncharich, P. V. "New technology, industrial relations and white collar trade unions : the case of the National and Local Government Officers Association." Thesis, Aston University, 1989. http://publications.aston.ac.uk/10916/.
Повний текст джерелаSiu, Yu Kwan. "Flexible labour movement : case studies of Hong Kong University Campuses as flexible production workplaces /." View abstract or full-text, 2006. http://library.ust.hk/cgi/db/thesis.pl?SOSC%202006%20SIU.
Повний текст джерелаNene, Sinenhlanhla Sindisiwe. "Occupational health and safety and industrial relations in the South African construction industry : case studies of selected construction firms in Grahamstown." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1018663.
Повний текст джерелаMarkham, Jason Yves. "Framing user confidence in a system dynamics model : the case of a workforce planning problem in the New Zealand army : a thesis submitted to the Victoria University of Wellington in partial fulfilment of the requirements for the degree of Master of Management Studies /." ResearchArchive@Victoria e-Thesis, 2008. http://researcharchive.vuw.ac.nz/handle/10063/262.
Повний текст джерелаFramer, Barbara S. "A psychoanalytic approach to organizational decline: Bowen theory as a tool for organizational analysis." Diss., Virginia Tech, 1993. http://hdl.handle.net/10919/40113.
Повний текст джерелаPh. D.
Quinn, Brian J. "Management, restructuring and industrial relations : organizational change within the United Kingdom broadcasting industry, 1979-2002." Thesis, St Andrews, 2007. http://hdl.handle.net/10023/349.
Повний текст джерелаJohnstone, Stewart. "Partnership in UK financial services : achieving efficiency, equity and voice?" Thesis, Loughborough University, 2007. https://dspace.lboro.ac.uk/2134/4606.
Повний текст джерелаMoore, Roberta Ailene 1972. "Challenging the bias: Academic women organizing for equity A case study of the Association for Women Faculty at the University of Arizona." Thesis, The University of Arizona, 1998. http://hdl.handle.net/10150/278654.
Повний текст джерелаBesseling, Elizabeth Anne. "The importance of personal and collective resources in coping with stressors related to industrial action at the Coldstream sawmill." Thesis, Rhodes University, 1999. http://hdl.handle.net/10962/d1002441.
Повний текст джерелаKafidi, W. "Strategic options for trade unions in the Namibian Police Service." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53600.
Повний текст джерелаENGLISH ABSTRACT: Freedom of association is a constitutional fundamental freedom denied the members of the Namibian Police Service. This led to the researcher to conduct a study on current labour practices in the said organisation. The aim thereof was to establish whether the inexistence of unions has a detrimental effect on labour relations, and also to explore possibilities of introducing trade unions in the Police Service. A study was conducted within a qualitative approach with the data obtained from existing literature as well as through interviewing police officers and other public office bearers. It was ultimately found that the entire organisation is fraught with labour related problems, which would have been handled differently within unionism. The study therefore recommends that a union be formed for the Namibian Police members.
AFRIKAANSE OPSOMMING: Vryheid van assosiasie is 'n konsitusionele fundamentele vryheid wat die lede van die Namibiese Polisiediens ontsê is. Dit was aanleidend tot die navorser se ondersoek van bestaande werkspraktyke in die gemelde organisasie. Die studie is daarop gerig om vas te stel of die bestaan van unies nadelig inwerk op werksverhoudings asook om die moontlikheid van die instelling van vakunies in die polisiediens te ondersoek. Die studie is met 'n kwalitatiewe benadering onderneem en data is bekom uit bestaande literatuur asook onderhoudsvoering met polisiebeamptes en ander openbare ampsdraers. Daar is uiteindelik bevind dat die hele organisasie gebuk gaan ander werksverwante probleme wat binne vakunie-verband anders hanteer sou word. Die studie beveel dan ook aan dat 'n unie vir die lede van die Namibiese Polisie ingestel moet word.
Cramer, Josef Wilhelm Peter Maria. "Social conflict in post-apartheid South Africa : a case study of the conflict at Volkswagen South Africa Ltd. between 1999 and 2000." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53056.
Повний текст джерелаENGLISH ABSTRACT: The thesis is an analysis of the strikes at Volkswagen SA during the period 1999-2000 and its social and political outcomes. Seen from a broader perspective, it is a case study of social conflict in a young democracy after the formal demise of apartheid in 1994. By the time (i.e. early in 2000) events reached a climax, the company had lost millions of Rand in revenue and more than 1300 workers their jobs. The thesis wants to explain how this came to be - despite attempts by the company to establish a pluralistic industrial relations culture that go back to the early 1990s and after, ostensibly, gaining the consent of the shop stewards committee at the factory and the NUMSA leadership for a lucrative ("A4") export agreement. After studying the literature and the press, interviewing key actors in the "drama", and closely following the proceedings of the CCMA and the Labour Court, the thesis comes up with an explanation more complex than the "conventional" ones offered during and after the strike. The immediate cause of the strike action was the nonacceptance of the terms of the export agreement by 13 shop stewards and their supporters. These shop stewards had been elected onto the VW shop steward council after their union (i.e. NUMSA) and the company had concluded the agreement. When they came out in open defiance of the agreement, they were suspended by the union for their unconstitutional action. They subsequently tried to rally their followers for their own reinstatement. However, the thesis shows that the strikes of 1999 and 2000 were merely two more outbursts of shop floor tension and conflict that had been dormant for a long time. Before and after 1994, there existed informal structures and factions at the shop floor level which refused to tow the official NUMSA "line" - a policy which increasingly started to embrace the ethos of "reconstruction" and economic competitiveness. Neither the union leadership, nor company management were able to deal with these informal structures and bring the dissident faction under control. Although the potential for more cooperation and trust did exist, both the union leadership and management failed to turn this into "social capital". The thesis suggest that this may have been possible, if there had been more direct forms of worker participation (over and above the shop stewards committee). Also, the haemorraging of the union leadership after 1994, and the increasing bureaucratisation of industrial relations did nothing to improve the situation. To make matters worse, the thesis argues, the terms ofthe export agreement were not properly communicated to the union rank and file. To top it all, the thesis provides ample evidence that the VW workers could not record any extra material gains in exchange for more flexible working arrangements in the wake of the shift from "Fordism" to "Lean Production" at the Uitenhage factory. Here, "wealth creative" industrial relations did not accompany the shift to lean production, as post-Fordist theory would like to suggest. When the 13 shop stewards and a certain percentage of the VW workforce came out in protest against this arrangement, no special efforts were made to mediate the conflict. The "fallout" of the conflict includes hundreds of millions of Rand in lost company revenue, more unemployment in one of the poorest regions of South Africa, a drawn out legal process and political divisions in worker ranks and in the Uitenhage community. Although NUMSA admits to a "wakeup call", the relationship between the COSA TU affiliated union and the state is as close as ever. In the eyes of the thesis, however, the case of the VW strike, including the direct intervention of the head of state, is proof that the young, post-settlement democracy is not yet able to deal with social conflict in a mature way.
AFRIKAANSE OPSOMMING: Die tesis is 'n analise van die stakings by Volkswagen SA tydens die periode 1999- 2000 en sy sosiale en politieke gevolge. Gesien vanuit 'n breer perspektief, is dit 'n gevallestudie van sosiale konflik in 'n jong demokrasie na die formele be'indiging van apartheid in 1994. Teen die tyd (vroeg in 2000) wat gebeure 'n hoogtepunt bereik het, het die maatskappy honderde miljoene Rande in inkomste verloor en meer as 1300 werkers hul werk. Die tesis wil verklaar waarom dit gebeur het - ten spyte van die pogings deur die firma sedert die vroee 1990s om 'n pluralistiese arbeidsverhoudingskultuur te skep en nadat die "shop stewards" komitee by die fabriek en die NUMSA leirskap oenskynlik sy instemming gegee het tot 'n lonende ("A4") uitvoerkontrak. Na 'n studie van die literatuur en die pers, onderhoude met sleutel akteurs in die "drama" en 'n noukeurige monitering van die verrigtinge by die CCMA en die arbeidshof, kom die tesis na vore met 'n verklaring wat meer kompleks is as die wat tydens die staking en daama aangebied is. Die onmidellike oorsaak van die staking was die nie-aanvaarding van die uitvoer ooreenkoms deur 13 "shop stewards" en hul ondersteuners. Hierdie "shop stewards" is verkies tot die VW "shop steward" komitee midat die unie (d.w.s. NUMSA) en die maatskappy die ooreenkoms gesluit het. Toe hulle openlike opposisie teen die ooreenkoms gewys het, is hulle deur die unie geskors vir hul onkonstitusionele optrede. Hulle het daama hul ondersteuners probeer mobiliseer vir die herstel van hul posisies. Die tesis wys egter dat die stakings van 1999 en 2000 bloot nog twee uitbarstings was van 'n smeulende fabrieksvloer konflik en spanning wat vir 'n lank tyd reeds sluimerend was. V oor en mi 1994 het daar informele strukture en faksies op die fabrieksvloer bestaan wat geweier het om die amptelike beleid van NUMSA te volg - 'n beleid wat toenemend die etos van "rekonstruksie" en ekonomiese mededingendheid aangeneem het. Nog die unie leierskap, nog die maatskappy bestuur was instaat om die informele strukture te hanteer en die afwykende faksie onder beheer te bring. Alhoewel die potensiaal vir meer samewerking en vertroue bestaan het, het beide die unie leierskap en die bestuur daarin gefaal om dit te omvorm tot "sosiale kapitaal". Die tesis suggereer dat dit moontlik sou gewees het as daar 'n meer direkte vorm van werkers deelname (bo en behalwe die "shop stewards" komitee) bestaan het. Die verlies aan kwaliteit leiers mi 1994, sowel as die toenemende burokratisering van arbeidsverhoudings het ook nie gehelp om die situasie te beredder me. Om dinge te vererger, redeneer die tesis, is die klousules van die uitvoer ooreenkoms nie behoorlik aan die gewone unie lede verduidelik nie. Om alles te kroon, voorsien die tesis genoeg bewyse dat die VW werkers nie enige ekstra materiele voordele kon aanteken in ruil vir meer buigsame werksreelings as deel van die skuif vanaf "Fordisme" na "Lean Production" by die fabriek in Uitenhage nie. Hier het "welvaartskeppende" arbeidsverhoudings nie hand-aan-hand gegaan met die skuif na "lean production, soos post-Fordistiese teorie wil suggereer nie. Toe die 13 "shop stewards" en 'n sekere persentasie van die VW arbeidsmag openlik daarteen geprotesteer het, is geen spesiale poging aangewend om die konflik te besleg nie. Die skade van die konflik sluit honderde miljoene Rande aan verlore maatskappy inkomste, meer werkloosheid in een van Suid-Afrika se armste streke, 'n uitgerekte regsproses en politieke verdeeldheid onder werkers en in die Uitenhage gemeenskap in. Alhoewel NUMSA erken dat hulle "wakkergeskrik" het, is die verhouding tussen die COSA TU geaffilieerde vakunie en die staat so eng soos vantevore. In die oe van· die tesis egter, is die geval van die VW staking, insluitende die direkte ingryping deur die staatshoof, 'n bewys daarvan dat die jong, post-skikking demokrasie nog nie gereed is om sosiale konflik op 'n ryp manier te hanteer nie.
Wardwell, Sarah Elizabeth. "A Strategic Model for INGO Accountability Systems." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/758.
Повний текст джерелаRaftery, David Jonathon. "Competition, conflict and cooperation : an ethnographic analysis of an Australian forest industry dispute." Thesis, 2000. http://hdl.handle.net/2440/110278.
Повний текст джерелаStratton, Simon Damien. "Industrial relations in the port of Durban : the implementation of the National Dock Labour Scheme / Simon Stratton." 2003. http://hdl.handle.net/2440/22063.
Повний текст джерелаBibliography: leaves 354-383.
385 leaves : ill. ; 30 cm.
Title page, contents and abstract only. The complete thesis in print form is available from the University Library.
"This thesis investigates South African industrial relations through a case study of the implementation of a pilot dock labour Scheme in the port of Durban (between 1994-2001) which was part of the Transport and General Workers Union's (TGWU) proposed National Dock Labour Scheme (NDLS). The case study is selected to examine dock workers in the port of Durban, Africa's largest container port." -- SYNOPSIS
Thesis (Ph.D.)--University of Adelaide, School of Social Sciences, Discipline of Labour Studies and Dept. of Social Inquiry, 2004
Opperman, Wilna. "Die integrering van Batswana kulturele waardes met die kernwaardes van 'n hotelkompleks." Thesis, 2014. http://hdl.handle.net/10210/11432.
Повний текст джерелаNever before has South Africa undergone as many changes as is currently the case. With the abolition of apartheid, the looming prospect of affirmative action legislation and the need to foster a positive economic growth rate, South African human resource managers are faced with unprecendented challenges. The biggest of these challenges is the effective management of human resources in a diverse organisational environment, which has, until recently focussed almost exclusively on the development of white employees. In order to increase the competitiveness of South African organisations and to generate income for the economy, human resource management policies and systems have to be adapted. These adaptions should focus on the needs of black employees, especially in the area of organisational culture, which was traditionally based exclusively on the values of white management. In view of the above it is the goal of this study to create a system of value management to integrate the traditional cultural values of employees with the core organisational values of a specific hotel complex. The study is a combined literature study and an empirical enquiry. In the empirical enquiry the core organisational values of the hotel complex are investigated, in support of the hypothesis that South African human resource management policies are not sufficiently cognisant of the traditional values of employees. Subjects such as the nature of traditional Batswana cultural values and a value management model for the integration of organisational and cultural values will furthermore be addressed in this study.
"Die waarde van die sosiale kontrak in die Suid-Afrikaanse Brouerye se sosiale verantwoordelikheidsprogram." Thesis, 2014. http://hdl.handle.net/10210/12563.
Повний текст джерелаThis study investigates the impact of and the necessity for the Corporate Social Responsibility program of the South African Breweries. The State President's announcements on 2 February 1990 have not only affected the whole of the Republic of South Africa, but also the essence and structure of the SAB. The necessity for sound corporate identity and investment programs, especially as directed towards the creation of better living conditions and a higher qualify of life for all people, is discussed against the background of transformational policy changes as well as contributions by and demands from groupings such as the ANC-COSATU-SACP alliance. The concepts of social co-responsibility and organisational involvement are emphasised and recommendations are made and policy guidelines suggested which would enable SAB to become more dynamic and to function more effectively interculturally in a changed South Africa. Attention is drawn to the value of the social contract between employers and trade unions which can benefit both parties as well as the broader community.
Marijan, Kacung. "Decentralisation and cluster policy in Indonesia : case studies from Tanggulangin and Bukir." Phd thesis, 2005. http://hdl.handle.net/1885/151535.
Повний текст джерела"製造不確定性: 全球化時代中國高科技電子製造業的彈性生產政治". Thesis, 2009. http://library.cuhk.edu.hk/record=b6074938.
Повний текст джерелаIn my empirical analysis, I firstly trace how global production network changes the production process and unravel the mutual influences between the labor market with local clustering and the employers' recruitment strategies. I take them as the key background factors in the shaping of the politics of flexible production. Then, I use the case study of HiTek and analyze how it implements the customized mass production with high performance and high flexibility on the shop floor in the face of volatile product markets and labor market. I point out that in order to secure the subordination and better cooperation from its workers, HiTeck gives up the direct coercive despotic factory regime and executes the flexible despotism combining with enforcing strict disciplinary management, responding to workers' interests and rights, and even establishing the internal communication mechanisms. However, I indicate that although workers obtain more legal rights, they fail to effectively improve their labor conditions under the new labor control. In the meantime, the social status of migrant workers restricts their claims for social benefits and enhances their mobility. As a result, workers have to voice and seek to make use labor market opportunities for improving their conditions. Finally, I stress that the consequence of the interaction between the global flexible production and the workers' resistance against labor control leads to the uncertain employment relationship characterized by the high turnover of workers. I also emphasize that it is Chinese workers who finally pay high costs for such a relationship: they not only fail to enhance bargaining powers with their employers, but also suffer from an insecure and uncertain environment.
The dissertation develops an analytical framework of the politics of flexible production in the age of the globalizing production. My theoretical discussion begins with the theory of production politics developed by Michael Burawoy. I emphasize that labor process should be examined not only within the workplace, but also in relation to external societal factors. I argue that the pursuit of flexibility of global production changes the structuring of labor process: the external markets are not static conditions to manufacturers, but are now becoming dynamic factors shaping production arrangements and labor control. Hence, I indicate that flexible production has brought about a sophisticated triangular relationship between the buyers from developed countries, the transnational manufacturers in newly industrialized countries, and the workers in developing countries, particularly in China. This is quite different from the previous studies wherein the focus is placed on a simple dual relationship between manufactures and workers within a single country.
薛紅.
Adviser: Tai-Lok Lui.
Source: Dissertation Abstracts International, Volume: 72-10, Section: A, page: .
Thesis (Ph.D.)--Chinese University of Hong Kong, 2009.
Includes bibliographical references (p. 209-215).
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Abstracts in Chinese and English.
Xue Hong.
Abrahams, Fayruz. "Meaning-making post an intensive experiential event." Thesis, 2019. http://hdl.handle.net/10500/26767.
Повний текст джерелаPsychology
Ph. D. (Psychology)
Raghdo, Mona. "Teacher unions in Victoria, 1982-1995 : an examination of the policies and activities of two principle education unions within the Victorian state education sector during two distinct political phases." Thesis, 1997. https://vuir.vu.edu.au/33010/.
Повний текст джерелаBao, Xiaoming. "Can Chinese enterprise unions improve employee union identification? Comparative case studies of six subsidiaries of foreign multinational enterprises." Thesis, 2020. http://hdl.handle.net/1866/24662.
Повний текст джерелаChinese enterprise unions suffer the apparent absence of relevance for employees. In the meantime, local governments and federations of trade unions are increasingly conducting enterprise union reforms with a view to promoting collective bargaining and union democracy. With these two trends occurring simultaneously, the following research questions come to mind: (1) Do collective bargaining and union democracy improve the relevance of trade unions for employees? (2) Do the reforms of collective bargaining and union democracy conducted by local governments and federations of trade unions in China improve the relevance of enterprise unions for employees? In order to explore and explain the variations in employee union identification and employee identification with the employer, this thesis develops a novel theoretical framework consisting of four lines of analysis. This thesis first examines the instrumental and constructivist accounts of employee union identification. The possibility of dual identification, unilateral identification, or dual disidentification opens up a third line of analysis, which focuses on the relationship between employee identification – the configuration combining employee union identification and employee identification with the employer – and the frame of reference for labour relations. Finally, in taking the specificity of the Chinese labour relations system into consideration, this thesis considers the intervention of the Party-State with a view to exploring how such intervention affects union democracy and whether or not there are other factors at play in the relationship between union democracy and the intervention of the Party-State. In order to pursue these four lines of analysis, this thesis drew on the comparative case studies of six subsidiaries of foreign multinational enterprises in, what we label for the purpose of anonymity, the Binhai Economic-Technological Development Area. Two rounds of fieldwork involved interviews in each sample enterprise with the union officer, three to five union committee members, four or five union stewards (when applicable), and five to seven union vi members. The major empirical findings are summarized as follows. First, three types of identity of the Chinese enterprise unions discussed – critical bridging, constructive bridging, and communicative bridging – emerge in terms of the role of the bridge between employees and their employer, which is played by an enterprise union. There is a link between trade union identity and employee identification. Second, employee union identification is associated with union instrumentality and union democracy. Union democracy not only directly affects employee union identification but also affects union instrumentality and in turn, has an indirect impact on employee union identification. Synergies between the frame of reference for labour relations, union strategic capacity, and deliberative vitality lead to union identity construction. Third, the frame of reference ranges from adversarial pluralism to autocratic unitarism, then to consultative unitarism, and finally, to coordinated unitarism. By affecting union instrumentality, the frame of reference indirectly affects employee union identification. The frame of reference also affects the improvement of employee interests by an employer and in turn, has an indirect impact on employee identification with the employer. Finally, the intervention of the Party-State affects union democracy but as moderated by strategic capacity.
Harlos, Karen P. "Organizational injustice and its resistance using voice and silence." Thesis, 1997. http://hdl.handle.net/2429/8637.
Повний текст джерелаArchary, Kogielam Keerthi. "Changing management : a case study of power relations, culture and communication in industry with reference to a company town set-up : the Canestone Sugar Mill, 1960 to 1998." Thesis, 2002. http://hdl.handle.net/10413/3993.
Повний текст джерелаThesis (Ph.D.)-University of Natal, Durban,2002.
Backhouse, Michael Allan. "A study of some factors influencing the individual-organization interface and their effects on job satisfaction and human performance among some agencies in the Durban customs clearing and forwarding industry." Thesis, 1986. http://hdl.handle.net/10413/7680.
Повний текст джерелаThesis (M.A.)-University of Natal, Durban. 1986.
Deas, Alida Jacoda. "Constructing a psychological retention profile for diverse generational groups in the higher education environment." Thesis, 2017. http://hdl.handle.net/10500/23304.
Повний текст джерелаIndustrial and Organisational Psychology
D. Litt. et Phil. (Psychology)
Buss, Klaus-Peter. "‚Alte’ Kompetenzen für neue Geschäftsmodelle?" Doctoral thesis, 2012. http://hdl.handle.net/11858/00-1735-0000-0001-BB98-F.
Повний текст джерелаKoenigsknecht, Theresa A. ""But the half can never be told" : the lives of Cannelton's Cotton Mill women workers." Thesis, 2013. http://hdl.handle.net/1805/4655.
Повний текст джерелаFrom 1851 to 1954, under various names, the Indiana Cotton Mills was the dominant industry in the small town of Cannelton, Indiana, mostly employing women and children. The female industrial laborers who worked in this mill during the middle and end of the nineteenth century represent an important and overlooked component of midwestern workers. Women in Cannelton played an essential role in Indiana’s transition from small scale manufacturing in the 1850s to large scale industrialization at the turn of the century. In particular, this work will provide an in-depth exploration of female operatives’ primary place in Cannelton society, their essential economic contributions to their families, and the unique tactics they used in attempts to achieve better working conditions in the mill. It will also explain the small changes in women’s work experiences from 1854 to 1884, and how ultimately marriage, not industrial work, determined the course of their later lives.