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Kim, Hyeon Jin. "The impact of learning on low-skilled workers' skill-improvement." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1243956905.
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Elger, Anthony John. "Affluence, rationalisation and the skilled worker : a critique of the affluent worker paradigm and a local case study." Thesis, Durham University, 1986. http://etheses.dur.ac.uk/1679/.
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McDonald, Thomas N. "Analysis of Worker Assignment Policies on Production Line Performance Utilizing a Multi-skilled Workforce." Diss., Virginia Tech, 2004. http://hdl.handle.net/10919/26386.
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Lean production prescribes training workers on all tasks within the cell to adapt to changes in customer demand. Multi-skilling of workers can be achieved by cross-training. Cross-training can be improved and reinforced by implementing job rotation. Lean production also prescribes using job rotation to improve worker flexibility, worker satisfaction, and to increase worker knowledge in how their work affects the rest of the cell. Currently, there is minimal research on how to assign multi-skilled workers to tasks within a lean production cell while considering multi-skilling and job rotation.
In this research, a new mathematical model was developed that assigns workers to tasks, while ensuring job rotation, and determines the levels of skill, and thus training, necessary to meet customer demand, quality requirements, and training objectives. The model is solved using sequential goal programming to incorporate three objectives: overproduction, cost of poor quality, and cost of training. The results of the model include an assignment of workers to tasks, a determination of the training necessary for the workers, and a job rotation schedule. To evaluate the results on a cost basis, the costs associated with overproduction, defects, and training were used to calculate the net present cost for one year. The solutions from the model were further analyzed using a simulation model of the cell to determine the impact of job rotation and multi-skilling levels on production line performance. The measures of performance include average flowtime, work-in-process (WIP) level, and monthly shipments (number produced).
Using the model, the impact of alternative levels of multi-skilling and job rotation on the performance of cellular manufacturing systems is investigated. Understanding the effect of multi-skilling and job rotation can aid both production managers and human resources managers in determining which workers need training and how often workers should be rotated to improve the performance of the cell. The lean production literature prescribes training workers on all tasks within a cell and developing a rotation schedule to reinforce the cross-training. Four levels of multi-skilling and three levels of job rotation frequency are evaluated for both a hypothetical cell and a case application in a relatively mature actual production cell. The results of this investigation provide insight on how multi-skilling and job rotation frequency influence production line performance and provide guidance on training policies.
The results show that there is an interaction effect between multi-skilling and job rotation for flowtime, work-in-process, in both the hypothetical cell and the case application and monthly shipments in the case application. Therefore, the effect of job rotation on performance measures is not the same at all levels of multi-skilling thus indicating that inferences about the effect of changing multi-skilling, for example, should not be made without considering the job rotation level. The results also indicate that the net present cost is heavily influenced by the cost of poor quality. The results for the case application indicated that the maturity level of the cell influences the benefits derived from increased multi-skilling and affects several key characteristics of the cell. As a cell becomes more mature, it is expected that the quality levels increase and that the skill levels on tasks normally performed increase. Because workers in the case application already have a high skill level on some tasks, the return on training is not as significant. Additionally, the mature cell has relatively high quality levels from the beginning and any improvements in quality would be in small increments rather than in large breakthroughs.
The primary contribution of this research is the development of a sequential goal programming worker assignment model that addresses overproduction, poor quality, cross-training, and job rotation in order to meet the prescription in the lean production literature of only producing to customer demand while utilizing multi-skilled workers. Further contributions are analysis of how multi-skilling level and job rotation frequency impact the performance of the cell. Lastly, a contribution is the application of optimization and simulation methods for comprehensively analyzing the impact of worker assignment on performance measures.Ph. D.
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Combs, Jeffery. "Closing the Manufacturing Skills Gap Through Innovative Recruiting Practices." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7623.
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Business leaders’ recognition of the increasing shortage of skilled workers to meet industry demand is a business problem. The purpose of this multiple case study was to explore strategies that business leaders used to recruit skilled workers at 3 manufacturing facilities in South Carolina. The human capital theory was the conceptual framework used for this study. Data were collected from face-to-face interviews with 3 business leaders who demonstrated successful recruitment strategies, a focus group of 4 skilled manufacturing employees hired during the time period of 2018-2019, and a review of company documents. Data were analyzed using Yin’s 5-step process. Six key themes emerged from data analysis: competitive wages and benefits; clean, safe, and stable work environment; employee investment and on-the-job training; use of recruiting agencies and skilled recruiters; strong community relations/image; and industry competition. The implications of this study for positive social change include the potential to provide significant knowledge and skills to manufacturing leaders conducive to the success of recruiting skilled workers to meet their needs. By meeting the demand for skilled manufacturing workers, organizations could boost their bottom line by increasing productivity and sales. Because of greater profits, business leaders could increase their contribution to the community with stable employment and the creation of additional jobs through supplier initiatives.
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Jiang, Zhe. "Collective mobilisations among immigrant workers in low-skilled sectors : a study of community organising of immigrant workers in the UK." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/13538.
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Contemporary labour immigration into the UK has been underpinned by two structural positions: the uneven development within the capitalist system and an intensification of competition driving towards flexibility and precarity. Immigrant workers are overwhelmingly concentrated in secondary sectors of the labour market with low pay, long working hours and poor health and safety and closely associated with non-standard work and informal economy where unions are often not available. How these immigrant workers in highly exploitative industries respond to work-related exploitations poses a great challenge to traditional trade unionism. While community unionism has received increasing attention from researchers and practitioners, an institution-centric approach is dominated in the scholarship which tends to overemphasize the role of institutional entity, such as trade unions and NGOs, in shaping collective agency and consider it as the centrality to immigrant workers activism. In contrast to such union-centred research, this study adopts a social movement perspective to explore whether and how community organizing approach can empower immigrant workers and enhance union organizing when globalization compromises its validity. By conducting the multi-method (interviews, surveys, participant observations and videos) ethnographic studies in an immigrant domestic worker self-help group-Justice for Domestic Workers in London over a year and a post EU-enlargement Polish association and local Polish neighbourhood in South Somerset over five months, the research shows that gendered and cultural space rather than traditional industrial entities could offer a political context in which immigrant workers start recognising structural class exploitations and develop an agency and activism for changes. This suggests that the collective mobilizations of immigrant workers in informal and individualised sectors may require creative leaps of sociological imagination in nurturing such communities of coping, wherever they may be occurring - in social clubs, cafés or churches. Community, however, is not a naturally harmonious and unified group setting. The internal divisions and competitions within immigrant communities pose limits to how far ethnic cohesion can serve as a basis for collective mobilization of immigrant workers. The research points to the potential tensions between immigrant community organizations and trade unions to compete for membership and social influence in the coalition building. There is a risk that the institutional goals of immigrant community organizations, in terms of securing funding and expanding its organizational influence, may take precedence over substantive goals of support provision. The research also suggests that academics and practitioners need to rethink the criteria that define the success of worker organising. To win union recognition and achieve collective bargaining agreements in the workplace is a rare case in community organizing of immigrant workers. A distinction should be made between capacity-building from the perspective of workers and organizations involved in community organizing of immigrant workers. There might be a contradiction between organizational developments and grassroots empowerment. Instead of merely focusing on political outcomes as the existing research indicates, more attention should paid to outcomes in social and cultural arenas and how gains in one arena facilitate or hinder gains in another.
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Almutairi, Abdullah Moied S. "Protecting the rights of temporary foreign 'low-skilled' workers in the Saudi construction industry : a case for legal reform." Thesis, Brunel University, 2017. http://bura.brunel.ac.uk/handle/2438/14845.
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This thesis is a socio-legal study of the employment conditions of temporary foreign workers (TFWs) in the Saudi Arabian labour market in general and the construction sector in particular, with emphasis on low-skilled TFWs. This thesis adopts a socio-legal approach to the human rights situation of low-skilled TFWs working in the Saudi construction sector. By using migration theories, a human rights-based approach and Islamic perspectives on labour rights, the study questions the efficacy of Saudi domestic law in providing protection to low-skilled foreign workers in the construction sector. This is done by examining the current labour admission policies and the structure of the regulatory framework, including the ‘kafala’ system, recruitment procedures, employment law, working conditions, occupational safety and health hazards and access to the justice system. Grounded theory methodology is followed, with empirical data collection using semi-structured interviewing techniques in two major Saudi cities, Riyadh and Makkah. The data collected from the fieldwork provides the basis for understanding the current situation of low-skilled TFWs, by listening to their experiences. The thesis finds a link between the legal status of temporary foreign workers and the work visa system, which leads to a continuation of exploitation, mistreatment, discrimination, forced labour and the servitude of foreign labour in Saudi Arabia.
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Charkasova, Aynur. "THE EFFECT OF IMMIGRATION STATUS ON EARNINGS OF SKILLED IMMIGRANTS IN STEM OCCUPATIONS." OpenSIUC, 2021. https://opensiuc.lib.siu.edu/dissertations/1924.
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The aim of this study was two-fold: firstly, it attempted to focus on the earnings of foreign-born STEM professionals in the U.S. workforce to examine whether this population was at an earning disadvantage compared to the U.S. citizens. Secondly, it aimed to investigate whether legal status acquisition (from temporary work visas to permanent residency) enhanced the earnings of foreign-born STEM professionals in the U.S. workforce. This study utilized a mixed-methods (QUAN/QUAL) research design. ANCOVA (Analysis of Covariance) was used to test the hypothesis in order to determine any statistically significant differences between the group means. Secondary data from the National Survey of College Graduates (NSCG) was utilized for this study. The results of the ANCOVA test showed that temporary worker visa holders were not at earning advantage/disadvantage compared to the U.S. citizens, and there was no statistical evidence that legal status acquisition enhanced the salaries of the foreign-born STEM professionals in the U.S. workforce. The interviews indicated that foreign-born STEM professionals (temporary worker visa holders, LPRs, and naturalized U.S. citizens) were not at earning disadvantage compared to their U.S.-born counterparts. Although the legal status change did not enhance the salaries of the skilled immigrants, it did improve job mobility and overall flexibility.
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Gripenberg, Sophie, and Jonatan Björkman. "The role of poor rural families economic situation in the decision-making process concerning migration : A field study conducted in Kebumen Regency, Java, Indonesia." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-37154.
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The main objective of this bachelor thesis is to analyse the dynamic and complex decision-making process that households with temporary overseas migrating family members do before migrating. The aim of this thesis is to understand why this phenomenon occurs in less developed areas, though the background of the thesis is trying to address the need of positive relationship between migration and development. Based on the theorectical benchmark of neoclassical microeconomic theory and new economics of labour migration theory certain factors were identified that could influence the decision to migrate. By using a mixed method with qualitative semi-structed face-to-face interviews combined with a survey of nine question relating to specific factors this study was able to create an understanding of the reality of migrant households, though a micro field study was conducted in Kebumen regency in Indonesia. The findings clearly shows that temporary overseas migration from less developed areas is a household decision that is influenced by local gender aspects and addressed by new well-functioning established markets for overseas work. Our findings also suggests that temporary migration is a way for the family to spread their risks, related to income and farming activites, and to achive further development, where other markets and institutions do not meet their needs. Policies regarding these gender aspects and the need of institutions that could improve the situation are recommended though remittances in that case might have a more long-term sustainable impact on the households.
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Habeeb, Mohamed Mag Mohamed Meeran Mohiadeen. "Indian Assigned Expatriates and Indian Students in the Host Country: The Focus on Social Supports." Doctoral thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-262241.
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The researcher of this study " Indian Migrants and Self-Initiated Expatriates in the host Countries: the Focus on Social Support" the whole study about the Indian expatriates who are living in the United Kingdom and the main goal of this research is to predict how successful the Indian expatriates in their settling process in the UK and the focus of social supports. The sample includes both Self-initiated expatriates ( SIE's) and Assigned Expatriates(AE's). SIE's expatriates are Indian students who are studying in the UK and the AE's expatriates are the company assigned Indian full-time employees. Social support includes briefly the overall host country support provided for Indian expatriates in the host country. Social support is measured in three broader dimensions pertinent to Waxin cross-cultural adjustment model (2006), likely perceived organizational support, individual self-motivation, and contextual support, includes family support and host country environment. (Navas et al, 2005) classified six relevant contexts of acculturation of expatriates in a foreign country, which emphasize, politics and government, organizational work-related adjustments, economic perspective, family relations; social relations and ideology, which includes religious belief and customs. The structure of the thesis covers extensive theoretical part based on the intense review of literature in the field of expatriation, cross-cultural studies, information on this context about the United Kingdom and India and final part includes practical data analysis, business cases and recommendation for the future research.
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Cook, A. P. "Skill and skilled workers : A comparative and historical study." Thesis, University of Reading, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.380812.
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Uhlmann, Michael, and Yvonne Heim. "Erfahrungsbericht und Ergebnisse aus der Netzwerkarbeit - Reflexion der Erfahrungen aus der Begleitung sächsischer Fachkräftenetzwerke." Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2014. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-140928.
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Riffell, Zachary D. "Time on Task across Skill Sets in Construction Trades Classrooms: Preparation of Skilled Craft Workers." Scholar Commons, 2019. https://scholarcommons.usf.edu/etd/7909.
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The construction industry is an essential component of the U.S. economy, yet even amid good wages, construction companies are having trouble finding enough individuals who are ready for work in the industry, and they fear they will not be able to do so in the future because training options for potential workers are inadequate. Better training options are needed. Much research has pointed to soft and academic skills as necessary skills for successful workers that are missing from worker preparation programs, but little has been done to establish an actual correlation between these skills and workforce readiness.
In this study, the underlying premise was that students who spend more time on learning tasks are more engaged and will be more likely to be successful in school. As such, time on task (TOT) was defined as the time construction students spent in school preparing for competition at SkillsUSA National Leadership and Skills Conference (NLSC). TOT was measured for three skill sets: academic, soft, and hard skills. The results were correlated with student success at NLSC to determine if related preparation led to increased success in the competition (the proxy for workforce readiness in this study). The results across skills sets showed that competitors at this high level of competition spent a high percentage of their TOT integrating the skill sets. In addition, multiple hierarchical regression analyses were performed with the TOT in the three subscales and competition placement. Overall, related results suggested some limited correlation between skill set integration and final placement at NLSC. In this regard, it is possible that the homogeneity of the population likely limits the generalizability of results.
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Uhlmann, Michael, and Yvonne Heim. "Erfahrungsbericht und Ergebnisse aus der Netzwerkarbeit - Reflexion der Erfahrungen aus der Begleitung sächsischer Fachkräftenetzwerke." Technische Universität Dresden, 2008. https://tud.qucosa.de/id/qucosa%3A27924.
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Rawlinson, Ina Renee. "Strategies to Recruit Skilled Workers in Manufacturing." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6653.
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Manufacturing hiring managers in the United States who fail to implement adequate recruitment strategies for skilled production workers experience reduced profits and sustainability challenges. The purpose of this multiple case study was to explore the strategies that successful manufacturing hiring managers in North Carolina used to recruit skilled production workers to sustain business profitability. Inductive analysis was guided by the human capital theory, and trustworthiness of interpretations was strengthened by member checking. The population for the study consisted of 4 business leaders who demonstrated the use of effective recruitment strategies to sustain profitability in manufacturing businesses in southeastern North Carolina. Data were collected from face-to-face interviews with the leaders and review of artifacts pertaining to employee recruitment strategies. Six themes emerged: fueling competition for local labor market, enhancing advertising methods, networking, providing job training, growing talent, and building new perceptions of manufacturing. The application of the findings from this study could contribute to positive social change by providing manufacturing business leaders with effective strategies for recruiting skilled workers. Business leaders could contribute to positive social change by increasing workplace stability and employees' abilities to support their families. Businesses and individuals could benefit from improved standards of living, thereby contributing to the sustainment and prosperity of communities.
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Simmons, Michael L. "Strategies for Hiring Skilled Furniture Manufacturing Workers." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5125.
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In April 2013, the U.S. unemployment rate was 7.6% and did not drop as quickly in the recent recession as in past recessions. The Unemployment and Job Creation Program study informed readers that many employers could not find qualified workers. The purpose of this qualitative multiple case study was to explore hiring managers' strategies to locate and hire skilled workers in the furniture manufacturing industry. The target sample included 3 furniture manufacturers located in Huntsville, Alabama who have successfully developed and implemented strategies for hiring skilled workers. The skill shortage theory was the conceptual framework for this study. In the job market, skill was a persistent theme in the discussion of unemployment. The data collected resulted from face-to-face interviews with 3 managers in the furniture manufacturing business, transcribed interview responses, company documentation, and observation notes. Data analysis included an assessment of word frequencies, keyword coding, and theme identification. The findings included 4 themes: strategy, effective strategy, barriers, and mitigation. Implementing these recommendations may increase managers' effectiveness in hiring. Implications for social change include establishing a credible hiring strategy that provides an opportunity for increasing local employment. The benefits of industries implementing an effective hiring strategy are community awareness and less local unemployment. The employment growth strengthens the community with the increase in spending which creates a thriving economy. An increase in pay provides opportunities for higher education and better provisions for employees' families.
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Schmidt, Murillo Karla. "Underemployment and Labor Market Incorporation of Highly Skilled Immigrants with Professional Skills." Thesis, University of Oregon, 2019. http://hdl.handle.net/1794/24180.
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This thesis project examined underemployment at the state and national levels. Underemployment is the inability of highly skilled migrants with degrees from their home countries to enter the workforce in the receiving country. Pending and enacted legislation was analyzed at the state level to determine in which ways the state of Oregon can implement similar policies to effectively incorporate underemployed immigrants into the state workforce. This project utilized primary data sources at the state and federal level, migrant interviews were used as illustrations of the barriers that exist for underemployed migrants, and secondary data sources from the fields of economics, social sciences, political sciences, and population studies were utilized to provide an understanding of how underemployment is addressed at the national level. Overall, my research found underemployed professional migrants are greatly underutilized, which translates into missed economic opportunities for individual migrants and for the United States as a whole.
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Cook, Richard James. "The effect of immigration on low-skilled American workers." Connect to Electronic Thesis (CONTENTdm), 2009. http://worldcat.org/oclc/449772859/viewonline.
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COELHO, SUZANA LANNA BURNIER. "WORLD VIEWS AND PROJECTS OF SECONDARY LEVEL SKILLED WORKERS." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2003. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=4331@1.
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COORDENAÇÃO DE APERFEIÇOAMENTO DO PESSOAL DE ENSINO SUPERIORA pesquisa descreve e analisa os processos de construção e reconstrução das visões de mundo e dos projetos de trabalhadores técnicos de nível médio em seu diálogo com a dinâmica cultural da sociedade na modernidade tardia. Foram entrevistados 20 técnicos de nível médio (16 homens e 4 mulheres), alguns recorrentemente, ao longo de três anos. Foram entrevistados ainda alguns pais e mães e visitadas algumas residências, locais de trabalho e espaços de lazer desses técnicos. Com foco nas concepções dos sujeitos, procurou-se identificar, descrever e interpretar o diálogo desses sujeitos, oriundos de diferentes contextos sócio- culturais, com os padrões culturais e disciplinares modernos encontrados, em diferentes graus e formas, nas famílias, vizinhança, escolas, empresas e nos espaços de sociabilidade e lazer. A pesquisa constatou que, ainda que inseridos no modelo mais geral de homem burguês, os técnicos, tanto os oriundos dos setores populares quanto de setores médios, apresentam universos simbólicos particulares, compostos, de forma híbrida, de práticas e representações selecionados de diferentes grupos sócio- culturais, em função dos eixos articuladores de seus projetos. Inúmeros fatores são descortinados como elementos que orientam tal seleção, desde as configurações familiares e as condições de vida até as características pessoais, passando ainda pelas instituições e práticas vivenciadas. As conclusões do estudo apontam para a clássica tensão entre sujeito, subjetividade e identidade, de um lado e racionalidade, universalidade e vida social de outro, equacionada de diversas maneiras nos vários grupos culturais. No caso dos técnicos investigados foi identificada uma tendência ao favorecimento do pólo da racionalidade, em detrimento do pólo da subjetividade, nas instituições acessadas ao longo de suas trajetórias de vida, como a escola profissional, os sindicatos, as universidades e as empresas. Mas tal tendência não é única e dialoga tensa e intensamente com os valores oriundos da cultura popular através de instituições como a família e a religião, e de espaços como a vizinhança e as redes de sociabilidade. Nesse quadro complexo, os técnicos constroem suas visões de mundo e projetos, plenos de limites mas também de possibilidades.
This research describes and analyses the construction and reconstruction process of secondary level skilled workers world views in their dialogue on the cultural dynamics of the late modern society. The data was collected through interviews with twenty secondary level skilled workers ( sixteen men and four women) some of them for three years following their life histories. Some of the workers´ fathers and mothers were also interviewed in their homes. Interviews also took place at work and in their places of leisure. Focusing on the subjects´ perceptions, the research tried to identify, describe and interpret the dialogue between these workers, which come from different socio-cultural contexts, and the modern cultural and disciplinary patterns encountered in their families, neighborhoods, schools, companies and places of leisure. The research findings show that, belonging to the bourgeois human model, the workers also are influenced by popular groups and also by the middle class. This reveals particular symbolic universes, hybrids, composed with practices and representations chosen from different social groups, institutions and media, and referred in the central elements of their projects. The research also points to various factors which direct these choices, from the familiar configurations to personal peculiarities and the experienced institutions and practices. The conclusions point to the classic tension between the individual, subjectivity and identity, on the one hand and, on the other, rationality, universality and social life - a tension that is differently managed by the various cultural groups. In the case of these workers, a tendency of the institutions accessed by them along their life histories was identified as encouraging the rationality aspects in prejudicing their subjectivity in areas such as educational establishments, trade unions, universities and work place. But this is not the only tendency and the rationality dialogues tensely and intensely with the popular culture values stemming from institutions such as the family and religion and from areas such as the local neighborhood and social networks. In this complex framework the skilled workers compose their world views and projects, full of limits as well as possibilities.
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Neal, Daphnie. "The Growing Income Inequality Between High-skilled and Low-skilled Workers: Is the Great Decoupling Responsible?" Kent State University Honors College / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=ksuhonors1565645862097808.
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Sung, Yim Ling. "How do older and low-skilled workers cope with unemployment?" Thesis, University of Leicester, 2017. http://hdl.handle.net/2381/39916.
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In Hong Kong, little is known on the role of government retraining in helping older and low-skilled workers cope with unemployment. The aim of this study is to explore the relationship between Hong Kong's government retraining and psychological well-being among unemployed older and low-skilled trainees, and the effects of demographic factor (age and gender) on coping mechanisms. The results are based on qualitative interviews with 15 Chinese re-employed security guards aged 50+ after participation in the government retraining programme. The results showed that participants used both problem-focused coping (Hong Kong's government retraining) and emotion-focused coping (social support, escape, relaxation and leisure activities). Such retraining helped participants to meet their economic and psychosocial needs, and develop jobs skills for better well-being. Participants tended to be self-reliant and to rely on financial support from family members to save face. The results also indicated that men were less likely to use social support than women to share their emotional distress with others, and relied more on relaxation and leisure activities. The lower educated tended to take part in less social leisure activities than the better educated to regulate stress, and preferred relaxation activities at home. Following re-employment, the better educated felt more underemployed than the lower educated, whereas those in former high-status jobs used higher-level self-categorisation than those in former low-status jobs as a way to escape from their low-status security job. Overall, the findings show that features from the theories of Jahoda (1982), Fryer (1986) and Warr (1987) relate to well-being, and demographic factors (age, gender and education) and cultural factors (face-saving and self-reliance) affect coping mechanisms. These findings implicate the need to adjust the existing theoretical framework to be appropriate for Hong Kong Chinese society and to offer practical implications for policy and practice in the areas of retraining policy, gendered labour market, unemployment benefits, age-friendly working environments, retraining programmes and career counselling service aiming to enhance well-being and facilitate work re-entry of older workers.
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Brown, Cheryl Founchious. "Strategies Used by Manufacturing Hiring Managers to Recruit Skilled Workers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3591.
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Leaders in manufacturing industries are increasingly concerned with the lack of skills among applicants, emphasizing the gap that exists between employer expectations and skills of employees entering the workforce. Developing successful recruitment strategies is critical for hiring managers seeking to hire skilled workers. The purpose of this qualitative single case study was to explore successful strategies hiring managers used to recruit skilled production workers at a manufacturing company in Southeastern South Carolina. The human capital theory, which represents the knowledge individuals provide to enhance productivity, was the conceptual framework. Data were collected from face-to-face interviews with 3 hiring managers and an exploration of company documents that included the standard of quality and excellence policy, the company handbook, and the company website. Data analysis included assessment of word frequencies, keyword coding, and theme identification. Four themes emerged: provide industry and education partnerships to enhance recruitment efforts, maximize community industry specific recruitment, offer computer numerical controlled training as a recruitment incentive, and provide market competitive compensation. By implementing these strategies, managers may have greater levels of success in hiring skilled workers. Implications for positive social change include the potential for manufacturing hiring managers and other industry hiring managers to recruit and retain skilled workers through training, advancement opportunities, and compensation commensurate with employees' skills. Skilled workers may increase organizational productivity and profitability, which may promote economic prosperity in the local community.
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Pfafferott, Camron. "The value of non-financial rewards on semi-skilled workers." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/59750.
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Substantial research regarding skilled employee motivation exists, however the same
degree of insight into what motivates semi-skilled workers, specifically through nonfinancial
rewards, is sparse. Popular motivational theories postulate that financial
rewards are the forerunner in motivating semi-skilled employees. While this may be true
in certain circumstances, this approach can be costly and disregards the potential value
semi-skilled workers might ascribe to non-financial rewards. This study aims to
understand the value semi-skilled workers attribute to non-financial rewards.
Given the limited amount of research related to semi-skilled worker motivation through
non-financial rewards, an exploratory qualitative study was conducted to gain deep
insights. 18 Semi-structured interviews were conducted with a total of 75 respondents
acquired through non-probability sampling. Diversity was considered through the
selection of three companies across three different industries of building retail, hotel, and
contact centre services. Interviews were conducted at three employee levels of semiskilled
workers, middle management, and senior management. The inclusion of
management levels intended to understand differences in their perception of what
motivates semi-skilled workers.
This research uncovered that semi-skilled workers are chiefly motivated by non-financial
rewards as opposed to financial rewards. Dominant non-financial motivators identified
included customer satisfaction, interaction, and team spirit, while popular forms of
demotivation included lack of work-life balance and poor management. The role of
context became apparent with themes such as culture, industry, and individual
differences emerging as reward preference influencers. Management misperceptions
illustrated a shortfall in understanding what motivates semi-skilled workers. The study
concludes with the presentation of the SCMAL motivation model as a recommendation
for management seeking to increase semi-skilled worker loyalty and discretionary effort.Mini Dissertation (MBA)--University of Pretoria, 2017.
zk2017
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Andersson, Erica, and Ida Knutsson. "Immigration - Benefit or harm for native-born workers?" Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-53829.
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The aim of our study is to investigate the effect of immigrants on wages for natives with divergent skill level within one country. Skill level is measured as education level and the purpose is to focus on the level where it according to us is a lack in research, namely the effect on high skilled native-born worker wages. Further, our contribution to the already existing studies may be considered to be a complement. Using panel data, collected from the time period 2000-2008 for the 290 municipalities in Sweden to get regional variation, we investigate and interpret the estimated outcome of how wages for native-born workers in the Swedish labor market respond to immigration into Sweden. The main findings, when controlling for age, unemployment, and differences between year and municipalities in this study are on the short run, in line with the theory. The closer to a substitute the native-born and foreign-born workers are, the greater are the adverse effect on the wage for native-born, given that we assume immigrants as low skilled. The effect on wage for high skilled native workers in short run, when assuming immigrants and natives as complement, is positive, i.e. the wage for high skilled natives increases as the share of immigrants increases. The effect on high skilled native-born wages is positive even in mid-long run and adverse for the low and medium skilled native-workers. This is not an expected outcome since we according to theory predict the wage to be unaffected in mid-long run. This may be the result of errors in the assumption that immigrants are low skilled, or that five years is a too short time to see the expected effect in the long run; the Swedish labor market may need more time to adjust to what we predict the outcome to be.
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S, Seering Jesse. "Analysis of the need for skilled workers in the construction industry." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008seeringj.pdf.
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Moseki, Maleepile Felicity. "Migrating to South Africa : experiences of 'skilled' and 'unskilled' Lesotho workers." Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/29253.
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Over the past decades, Lesotho has been a source of, primarily, unskilled migrant labour entering South Africa, with Basotho men working on the South African mines and Basotho women restricted to domestic work. This dissertation examines the experiences of both ‘skilled’ and ‘unskilled’ Lesotho migrants currently living in South Africa. The study aims to establish those factors that are influential in prompting Lesotho citizens to leave Lesotho for South Africa. Moreover, it probes differences and similarities with regard to the work patterns encountered by skilled and unskilled workers as well as establishes the impact which migration has had on the lives of migrants. The literature tends to suggest that skilled workers face fewer restrictions and receive better treatment from management and colleagues in companies, while unskilled workers, on the other hand, may be exposed to considerable harassment, exploitation and poor treatment. This study concurs with the evidence in the literature in finding that unskilled workers are at a greater disadvantage when entering the South African labour market as compared to skilled workers. Moreover, it would appear that skilled workers are benefiting more in terms of their jobs, and in having their expectations met than unskilled workers. For the research participants in this study, xenophobia did not appear to be a serious factor, despite the fact that much public attention has been focused on the situation of foreign workers in South Africa. However, these workers from Lesotho highlighted racism as more of an obstacle than xenophobia. In addition, the study reiterates the popular findings that it is better job opportunities that remain the main motivation behind both skilled and unskilled workers migrating to South Africa with development, growth, training opportunities, mentoring, and interaction with more experienced colleagues also emerging as motivating factors. The discourse of the research participants also revealed social networks to be influential in the acquiring and maintaining of jobs. The study illustrates the relevance of ‘dependency’ theory for building understanding of the reasons why ‘skilled’ and ‘unskilled’ workers persist in migrating to South Africa. Finally, migration remains the ‘coming of age’ for Lesotho migrants, impacting positively on both their lives as well as the lives of their families. AFRIKAANS : Lesotho was tydens die afgelope paar dekades ʼn bron van ongeskoolde arbeid vir Suid-Afrika, waar manlike trekarbeiders gewoonlik in die mynwese werk en die vroulike trekarbeiders beperk is om betaalde huishoudsters te word. Hierdie dissertasie bestudeer die ervarings van ‘geskoolde’ en ‘ongeskoolde’ Lesotho trekarbeiders wat in Suid-Afrika woon. Die studie stel die faktore vas wat besluite rondom trekarbeid beïnvloed, veral díe wat die inwoners van Lesotho motiveer om hul land te verlaat om in Suid-Afrika te gaan werk. Die studie ondersoek boonop die verskille en ooreenkomste ten opsigte van werkspatrone wat geskoolde en ongeskoolde werkers teëkom. Dit stel ook vas wat die impak van trekarbeid op hierdie mense se lewens het. Die literatuur is geneig om voor te stel dat geskoolde arbeiders minder beperkinge ondervind en binne maatskappye beter behandel word deur bestuur en kollegas, terwyl ongeskoolde arbeiders aansienlike teistering en uitbuiting ervaar gepaard met swak behandeling. My studie stem ooreen met die literatuur – ek het gevind dat ongeskoolde arbeiders meer benadeel word as geskoolde arbeiders wat na Suid-Afrika migreer. Geskoolde arbeiders ervaar ook meer voordele ten opsigte van werk en hulle verwagtinge word verwesenlik. Deelnemers van hierdie navorsingsprojek het aangedui dat xenofobie nie ʼn ernstige faktoor was nie, al was daar baie publieke aandag gevestig op buitelandse arbeiders in Suid-Afrika. Vir die Lesotho arbeiders was rasisme ʼn groter struikelblok as xenofobie. Hierdie studie herhaal populêre bevindings dat daar beter werksmoontlikhede in Suid-Afrika is as in Lesotho, en dít is steeds die hoof motivering waarom geskoolde en ongeskoolde arbeiders daarheen migreer. Verdere motiverende redes was geïdentifiseer, naamlik: ontwikkeling, groei, opleidingsmoontlikhede, mentors, en interaksie met meer ervare kollegas. Die Lesotho arbeiders se besprekings het dit duidelik gemaak dat sosiale netwerke ‘n groot rol het in verband met werkwerwing en behouding daarvan. Hierdie studie illustreer die toepaslikheid van ‘afhanklikheidsteorie’ wat bydrae tot die begrip waarom geskoolde en ongeskoolde arbeiders na Suid-Afrika migreer. Laastens is migrasie steeds ʼn soort mylpaal vir Lesotho trekarbeiders en dit het ‘n positiewe impak op hul, en hul families se lewens. CopyrightDissertation (MSocSci)--University of Pretoria, 2011.
Sociology
unrestricted
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Fruscione, David. "Le travailleur extra-communautaire : réflexions sur l'immigration économique." Thesis, Grenoble, 2012. http://www.theses.fr/2012GREND017.
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L'économie mondiale actuelle est marquée par une forte rivalité entre États. Ces derniers se doivent ainsi d'être le plus compétitifs possible. Dans ce contexte, l'immigration économique a indéniablement un rôle à jouer. Elle peut en effet donner au marché du travail le personnel dont il a besoin, que ce soit en matière de travailleurs hautement qualifiés ou uniquement pour faire face à des pénuries de main-d'œuvre. Par conséquent, l'Union européenne et ses États membres se doivent d'agir afin de se montrer attractifs en matière de recrutement de travailleurs extracommunautaires. À la suite du livre vert de 2005 sur la gestion des migrations économiques, l'Union a fait le choix de se focaliser sur des directives sectorielles relatives à l'admission de certaines catégories de travailleurs extracommunautaires. La directive majeure qui en est ressortie est celle relative à l'admission des travailleurs hautement qualifiés. En agissant de la sorte, l'Union a souhaité rivaliser avec les autres pôles d'attraction de main-d'œuvre que sont notamment les États-Unis. Dans cette perspective, l'Union a-t-elle réussi son pari ? En outre, la question de l'immigration économique renvoie immanquablement au statut des travailleurs extracommunautaires. Ces deux notions sont d'ailleurs étroitement liées. Il ne saurait être question de statut s'il n'y avait pas eu immigration. À l'inverse, il ne pourrait y avoir d'immigration en l'absence d'un statut avantageux pour le migrant. Les États souhaitant développer l'immigration du travail se doivent ainsi de garantir un ensemble de droits protecteurs aux travailleurs extracommunautaires. Le statut revêt en effet une importance capitale dans le choix d'une destination. Partant de là, quel est le statut réservé aux travailleurs extracommunautaires au sein de l'Union ?The present global economy is characterized by a strong rivalry between States. Therefore they have to be the most competitive they can be. In this context, there is no doubt the economic immigration has a role to play. It can indeed give needed workers to the labour market, whether concerning highly qualified workers or only in order to answer labour shortage. As a result, European Union and its Members States must behave in order to seem attractive regarding the recruitment of extra community workers. After the 2005 green paper on an approach to managing economic migration, the Union chose to focus itself on sectoral directives regarding the admission of some categories of extra community workers. The major directive that came out is the one dealing with the admission of highly skilled workers. By doing so, the Union wished to compete with the other attracting labour poles such as the United States for example. From this point of view, did the Union succeed ? Furthermore, the question of economic immigration inevitably refers to the extra community workers status. In fact, these two notions are highly connected. We would not talk about status if there were no immigration. On the contrary, immigration could not be possible without a favourable status for the migrant. The States which want to encourage economic immigration must guarantee a package of rights protecting extra community workers. This is why the status is really important in choosing a destination. Hence, what is the status reserved for extra community workers within the Union ?
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Brumbaugh, Dana Lynn. "Job transfer skills for dislocated workers." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999brumbaughd.pdf.
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Vanin, Pietropaolo. "Regional differences in skill mismatch : workers, firms and industries." Thesis, University of Aberdeen, 2018. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=238715.
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The thesis focuses on the demand side of the labour market in conjecturing that 'the degree of attractiveness' of industry and firms to high-skilled workers could be an important determinant of regional labour market mismatch. Using data from the unexplored Employers Skills Survey, a dichotomous mismatch index based on skill-shortage vacancies is modelled as a function of firm and industry-level characteristics. Oacaxa-Blinder (OB) type decompositions are implemented to investigate the extent to which the predictors affect mismatch differently in England and Scotland. Two exploratory extensions are considered: (i) the inclusion of the Pareto shape parameter of an industry's firm size distribution, as an index of industry-level (average) productivity; (ii) a control for whether a firm is part of a multi-site organisation, believed as indicative of a firm export-status. UK level mismatch appears to be negatively correlated with both firm size and skill intensity. This is consistent with both a wide body of empirical evidence and an emerging two-sided heterogeneity theoretical literature showing that more productive firms are larger and tend to attract better workers. We also find a negative relationship between both the Pareto shape parameter and the multi-plant control, and firmlevel mismatch. At a regional level the key determinants seem to lose predictive power in Scotland where only the multi-site control retains statistical significance. To our knowledge, no study for the UK has to date ever: (i) used the same mismatch measure; (ii) adopted firm and industry-level characteristics as predictors of skill mismatch; (iii) decomposed skill mismatch using OB procedures. From a policy perspective, our findings suggest that addressing skill mismatch requires complementing policies targeting skill acquisition with interventions aimed at enhancing firms' and clusters' attractiveness to high skill workers. Migration, international trade openness and skill mismatch are in fact intrinsically intertwined and central to Scotland's post-Brexit future.
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Clifton, Jonathan. "Deserving citizenship? Canadian immigration policy and 'low skilled' Portuguese workers in Toronto." Thesis, University of British Columbia, 2008. http://hdl.handle.net/2429/2432.
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In this thesis I use the case study of Portuguese construction workers in Toronto to provide an assessment of how Canada’s skill-based immigrant selection policies treat workers with low human capital. Government rhetoric and much academic writing has presented skill-based immigration programs as responding effectively to the needs of the labour market, and as a progressive move away from the racist and particularistic exclusions present in previous policies. However, the case study presented in this thesis provides a less optimistic reading of the situation. A persistent labour shortage in manual trades, and a selection system that excludes ‘blue collar’ workers from permanent membership, suggest an immigration policy that is neither in synch with the needs of the labour market nor justly administered. Through a discursive policy analysis, I critique Canadian citizenship and immigration policy in two areas. First, policies have been built on flawed assumptions about how certain segments of the labour market function, leading them to place too high a premium on human capital. Second, workers with low human capital tend to be denied permanent membership and held on precarious legal statuses. The result is a differential access to key social, civic and economic rights depending on a migrant’s skill category. An image of ‘fragmented citizenship’ therefore appears more realistic than writings proclaiming an expansion of universal rights and the emergence of a postnational mode of belonging. The new exclusions of skill-based selection systems have not gone unchallenged. In the case of Toronto’s Portuguese community, protests in 2006 surrounding the deportation of undocumented construction workers served to visibly challenge the state’s definition of what constitutes a ‘desirable citizen’. The protests generated wide public support by engaging a traditional logic of national citizenship, arguing that the Portuguese fit the bill as ‘good Canadians’, though this came at the cost of reinforcing the barriers to entry for other groups of migrants.
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Lepine, Irène. "Shortages of skilled blue collar workers in the machining trades in Montreal." Thesis, McGill University, 1987. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=75702.
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The objective of this thesis is to examine the evidence of and responses to shortages of skilled blue collar workers in the machining trades--tool and die makers and machinists--in the Montreal metropolitan region. The period studied is 1974 to 1981 and the study focuses on employer behaviour.It was found that data available from government sources documenting the supply and demand for thee occupations are generally inadequate. The research underlines that one of the fundamental difficulties in compiling net supply and demand figures for these occupations is the pinning down of skill levels involved. Employers' definitions of skill are therefore analyzed.
This research indicates that organizational factors appear to influence the recruitment process as well as the choice of adjustment measures. It was found that employers dispose of and use many measures to respond to shortages. Specifically it was found that the adjustment process does not take place only through changes in wage rates. Rather employers will tend to favour adjustment measures that maintain existing arrangements within firms and preserve management discretion.
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Rodarte, Daniel. "Succession Planning Strategies in the Air National Guard to Retain Skilled Workers." Thesis, Walden University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10271096.
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The military faces unprecedented limitation of resources due to fiscal cuts through all branches of service. The purpose of this qualitative case study was to explore succession planning (SP) strategies used by Air National Guard leaders to retain skilled workers. The target population consisted of 5 leaders of the Washington Air National Guard (ANG) with a minimum of 5 years of experience in the ANG. The five tenured candidates were selected given proven leadership performance, ability to influence the organization, and they provided institutional knowledge and corporate insight of SP efforts spanning nearly a century. Additionally, these leaders had direct first-hand experience with local selective retention process and successful force management practices. The conceptual framework included organizational leadership theory, succession theory, and employee retention. Semistructured interviews were conducted and relevant documents collected. All interpretations from the data were subjected to member checking to ensure trustworthiness of findings. Coding, clustering, and thematic analysis were methods used for data analysis. Prominent ideas and actions taken were coded, common codes were clustered and themes evolved. Based on the methodological triangulation of data, 5 themes surfaced: (a) skills focus verses strategic, (b) informal verses formal SP, (c) individual verses organizational, (d) priority for retention verses recruitment, and (e) limited skill leads to mission gaps. The application of the findings from the study may contribute to social change by inspiring military leadership to adopt more strategic succession planning and ensure business sustainability by changing existing SP from a recruitment-based technique to culture of retention.
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Luk, Wai-ling. "An analysis of Hong Kong's labour importation policy for skilled workers since 1989." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18635611.
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Luk, Wai-ling, and 陸慧玲. "An analysis of Hong Kong's labour importation policy for skilled workers since 1989." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31965659.
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Kunze, Astrid. "Male-female wage differentials : a longitudinal analysis of young skilled workers in Germany." Thesis, University College London (University of London), 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325657.
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Patok, Malgorzata. "Les stéréotypes nationaux dans le cadre de l'intégration européenne : le cas des travailleurs polonais en France." Thesis, Paris 5, 2014. http://www.theses.fr/2014PA05H009.
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La politique d’intégration de l’Union européenne offre de nouvelles possibilités aux travailleurs migrant dans le marché interne. Néanmoins, et malgré toutes les stratégies européennes, des entraves à l’intégration semblent persister. Comment peut-on repenser l’intégration à l’heure de la crise de légitimité de l’Europe ? Derrière ces défis nous retrouvons la manière dont les uns perçoivent les autres. Le stéréotype, largement médiatisé du « plombier polonais » nous en donne ici un exemple. Ce symbole du dumping social est apparu en France en 2005 à la veille du référendum sur le traité constitutionnel européen. Il incarnait l’angoisse de la société occidentale devant le flux migratoire de l’Europe de l’Est menaçant les postes de travail. Dès lors, nous pouvons nous poser la question suivante : qui est ce travailleur immigré ? Ce stéréotype affecte-t-il l’intégration des travailleurs européens en France aujourd’hui ? Nous nous focaliserons sur les obstacles à l’intégration européenne. L’objet de cette recherche consiste en particulier à étudier les représentations sociales et leurs impacts sur les pratiques sociales, ce qui distingue notre recherche d’autres études sur la migration et l’intégration. Nous proposons dans notre démarche de nous placer du point de vue de l’individu. Notre attention se porte sur les immigrés polonais en France employés dans les métiers peu qualifiés et leur expérience migratoire face aux stéréotypes. Nous saisirons les éventuels stéréotypes présents chez les clients, les collègues ou les employeurs français en examinant le discours et le vécu de l’immigré polonais. Puis, à travers les représentations sociales nous souhaitons identifier les conséquences des politiques de l’Union européenne sur le monde du travail. Ainsi, notre recherche implique trois dimensions afin de comprendre l’univers des représentations étudiées et leur impact sur l’intégration : le travailleur polonais vis-à-vis du milieu polonais en France, le travailleur polonais vis-à-vis de la société française et le travailleur polonais vis-à-vis de l’Union européenne. Cette analyse relève deux points capitaux : l’ouverture du marché et des frontières a provoqué un changement de conscience des Polonais en œuvrant à l’émergence d’un sentiment d’égalité et de liberté ; la possibilité d’un choix permet à l’immigré de construire un projet pour l’avenir, en France ou en Pologne, qui détermine la motivation à s’adapter et à s’intégrer à la société hôteThe European Union integration policy offers new opportunities for its citizens in the community labour market. Nevertheless, despite all EU strategies to achieve it, resistance to European integration is inevitable. It is important to ask the question of whether or not problems concerning EU integration can be solved during current crises in Europe. One of the most important reasons for resistance to integration may be due to the way different EU member state populations perceive one another in a social context. The stereotype of the "Polish plumber", one that was widely propagated by the French media, gives us one such example. This symbol of social dumping appeared first in France in 2005, just before the referendum on EU Constitution. Behind this depiction, is the western EU’s anxiety of mass immigration from EU Central and Eastern European member states. Here it is important to closely examine the European immigrants and whether or not the societal portrayal of them has had an effect on their societal integration in France today. We focus on the obstacles of the European integration. The purpose of this research is particularly to study social representations and their impact on social practices, which distinguish our analysis from other migration and integration studies. The worker’s own perception of himself within French society should be taken into consideration as a response to the supranational structure of the European Union. The focus of this research will be placed on Polish immigrants in France who are entirely employed in low-skilled labour and the stereotypes they currently face. The stereotypes of Polish workers in France are then tabled and analysed in order to better understand the impact certain stereotypes and depictions have on the process of integration into French society. This research will also identify the societal consequences that certain EU policies have had as well on integration. The research involves three different approaches in order to understand the power of social representations and their impact on the integration process: a Polish worker and the Polish social circle in France, a Polish worker and the French society and a Polish worker and the European Union. Our analysis identifies two crucial points: the European market and the borders opening caused the Polish workers’ consciousness changing towards the emergence of a sense of equality and freedom; the possibility of choice allows the Polish immigrant to construct a project for the future, in France or in Poland, which determines the motivation to adapt and to integrate into the host society
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Nestoriak, Nicole. "Labor market skill, firms and workers." College Park, Md. : University of Maryland, 2004. http://hdl.handle.net/1903/1855.
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Thesis (Ph. D.) -- University of Maryland, College Park, 2004.Thesis research directed by: Economics. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Kawabata, Mizuki 1972. "Access to jobs : transportation barriers faced by low-skilled autoless workers in U.S. metropolitan areas." Thesis, Massachusetts Institute of Technology, 2002. http://hdl.handle.net/1721.1/8520.
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Thesis (Ph.D.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 2002.Includes bibliographical references (leaves 240-249).
One of the major concerns in today's urban labor market is spatial mismatch, the geographic separation between jobs and workers. Although numerous studies examine spatial mismatch, most of them focus on inner-city minorities, and the spatial mismatch problem for all autoless workers in a metropolitan area as a whole has not been well explored. Focusing on low-skilled workers and welfare recipients, this dissertation explores and quantifies the importance of job accessibility in employment outcomes for disadvantaged workers without autos in U.S. metropolitan areas. Metropolitan areas studied are Boston, San Francisco, and Los Angeles for low-skilled workers and Los Angeles for welfare recipients. An essential component of the analysis is the calculation of improved job-access measures that take into account supply and demand sides of the labor market and travel modes. The resulting measures indicate that, contrary to the perception of many spatial mismatch studies, central-city areas still offer more of a geographical advantage in accessing employment opportunities than suburban areas, despite the substantial suburbanization of employment. In other words, spatial mismatch is greater in suburban areas than in central-city areas. The measures also indicate that the levels of spatially accessible job opportunities are considerably lower for transit users than for auto users. In other words, spatial mismatch is much greater for transit users than for auto users. This transit/auto disparity is much greater than the central-city/suburb disparity, suggesting that the mode of travel has greater importance in determining job accessibility than location.
(cont.) These findings suggest that spatial mismatch may pose a serious problem for autoless workers, particularly for those who live in suburban areas, although it may not be a problem for workers with autos. By incorporating the improved job-access measures into multinomial logit (MNL) models and regression models with Heckman correction, I find that improving job accessibility for transit users significantly augments the employment probability and the probability of working full-time for low-skilled autoless workers in San Francisco and Los Angeles. Further, in all three areas the job-access effect is greater for low-skilled autoless workers than for low-skilled auto-owning workers. Applying the same analytical framework for welfare recipients in Los Angeles, I find consistent results. I also find that job accessibility for transit users plays a more important role in employment outcomes in San Francisco and Los Angeles, more highly auto-dependent areas, than in Boston, a more compact area with relatively well-developed transit systems. The empirical findings together suggest that spatial mismatch is in fact the problem for autoless workers in suburban areas where jobs are dispersed and public transportation is poorly developed. The findings also suggest that spatial mismatch is more likely to be an employment barrier for those who live in suburban areas than for those who live in central-city areas, which contradicts the dominant view among spatial mismatch researchers. The empirical findings hold important policy implications...
by Mizuki Kawabata.
Ph.D.
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Kotelchuck, Tamar 1971. "Less-skilled workers & the high-technology economy : a regional jobs strategy for Lawrence, MA." Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/9326.
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Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1999.Includes bibliographical references.
This research is designed to help job training and economic development practitioners think constructively about the nature of disconnects between low-wage cities and high-wage surrounding regions. Lawrence, MA is used as a case study to examine the unique employment structures and practices of local economies. The primary goal of this thesis is to use first-hand research with regional high-technology employers to address the questions: Does high-tech regional development create living-wage job opportunities for workers who do not have four year college degrees? If so, what type of training and assistance would be necessary to help low income workers access these opportunities? This analysis is conducted in seven parts. It begins with analysis of the fundamental economic dynamics of the Northeastern Region of Massachusetts, which surrounds Lawrence, MA, with a particular focus on the high-tech development along the major regional thoroughfares of Routes 128 and 495. Employment and economic dynamics in Lawrence, MA are then compared and contrasted to those of the surrounding region, with a focus on local and regional job markets for low-income city residents. After describing the interview methodology used, and outlining the criteria for living-wage work, the major findings from interviews with regional employers are summarized. Next, a brief sketch of the strengths and weaknesses of the existing Lawrence job training system in serving the working poor is provided. The last chapter outlines the rationale for public intervention and draws together information about the employment needs and practices of regional living-wage employers and evidence about gaps in the local job training system to suggest ways that an innovative job training program might create value for the City and its residents. Finally, the conclusion recaps the importance of such efforts, their rationale, and briefly outlines some major issues in implementation.
by Tamar Kotelchuck.
M.C.P.
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Spaulding, Christine J. ""SKILLED WORKERS ARE MADE HERE”: HOW EDUCATION CHANGED BUSINESS AND COMMUNITY IN POSTWAR CONNERSVILLE, IN." Miami University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=miami1461943135.
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Haustein, Rocco. "Die Exportabhängigkeit südwestsächsischer Industrie-KMU und internationale Mitarbeiterqualifikationen." Doctoral thesis, Universitätsbibliothek Chemnitz, 2014. http://nbn-resolving.de/urn:nbn:de:bsz:ch1-qucosa-137159.
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Die Region Südwestsachsen wird von kleinen und mittleren Industrieunternehmen (Industrie-KMU) geprägt. In der vorliegenden Arbeit wird gezeigt, dass der wirtschaftliche Erfolg dieser Unternehmen maßgeblich von deren Exportgeschäft abhängt. Eine solche große Bedeutung des Außenhandelsgeschäfts verlangt von den Beschäftigten der Unternehmen spezielle Qualifikationen ab. Diese Dissertationsschrift versucht, diese sog. „internationalen Qualifikationen“ durch die Untersuchung ausgewählter Unternehmen und industrienaher Dachorganisationen und Verbände sowohl zu charakterisieren als auch qualifikatorische Defizite in den Unternehmen aufzuzeigen und mögliche Lösungsstrategien anzuregen.
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McKinlay, A. "Employers and skilled workers in the inter-war depression : Engineering and shipbuilding on Clydeside 1919-1939." Thesis, University of Oxford, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.375995.
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Ojikutu, Rasheed Babajide. "An exploration of the Nigerian skilled workers' 'lived experiences' under the strategic human resource management model." Thesis, Heriot-Watt University, 2017. http://hdl.handle.net/10399/3357.
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The nature of Human Resource Management in Nigeria has been studied previously, but knowledge is lacking on the lived experiences of Nigerian workers under the Strategic HRM (SHRM) model (Anakwe, 2002; Muogbo, 2013; Badejo, 2015). To address the gap in the knowledge, this study focuses on Nigerian workers’ lived experiences under the SHRM model using a phenomenological paradigm. The phenomenological paradigm informs about both the method design itself and a theoretical framework which states that humans know and perceive the world through their lived experiences. The research method design involved recruiting fifty-three skilled Nigerian bank workers using purposive sampling. Purposive sampling selection units were framed around the workers’ lived experiences. The data was then gathered using mainly semi-structured telephone interviews. The interviews collected were recorded and transcribed for analysis and interpretation using Smith et al’s (2009) Interpretive Phenomenological Analysis (IPA) framework. In summary, the participants believed that the HRM and SHRM models in Nigerian banks had elements of both Western and indigenous practices which influenced their lived experiences and agency. Discussions with the participants raised key themes such as; the trans-vergence approach, work-life conflicts, gender issues, the incompatibility of some Western policies and the role of the agency of Nigerian workers in shaping their SHRM model. The participants argued that there are gaps between the SHRM rhetoric and reality, partly because the implementation of SHRM policies is the responsibility of managers who have deeply rooted socio-cultural beliefs. Furthermore, the participants suggested that their ‘work-world’ has been influenced by Western practices while their ‘personal lifeworld’ is influenced by enduring indigenous beliefs. The implication for management is that this study advances our understanding of the nature of HRM, and the role that the agency of Nigerian workers has in shaping the SHRM model. Lastly, the research limitations have been discussed and suggestions offered with regard to future studies and the benefit from cross- industry and longitudinal studies.
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Shacklock, Kate Herring, and n/a. "Shall I stay?: The Meaning of Working to Older Workers in an Organisational Setting." Griffith University. Griffith Business School, 2005. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20060818.144021.
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Australia's population and workforce are ageing. The reason for an ageing population is the post World War II baby boom, followed by low birth rates in subsequent generations. Combined with healthier lifestyles, advances in medical science and the subsequent increase in longevity, this means that there are more older people than ever before and this trend will continue for several more decades. However, workforce demographics are also affected by ageing, and Australian organisations will need to employ more older workers in the near future to meet predicted shortfalls of skilled workers. Although there have been studies examining the current low employment rates of older workers, the identification of negative stereotypes associated with older workers, and related problems and challenges (such as age discrimination), no study of the working intentions of older Australian workers has been reported. Therefore, the aim of this research is to explore the meaning of working for older workers to better understand whether and why older Australian workers might want to continue working. In particular, this thesis explores what it is about working that makes some people want to continue beyond the traditional age of retirement, while others wish to cease work as soon as they are able. There are clear implications for individuals, organisations and public policy emanating from the extension to working lives. The research aims and objectives were best met within a phenomenological approach, and the data collection consisted of four studies. The setting for the research was a single organisation; an Australian university. Three of these studies were qualitatively-driven, within an interpretivist paradigm: (i) in-depth interviews with older employees (aged 50 years or older) to determine their meanings of working; (ii) interviews with managers to determine whether there were any organisational factors encouraging older workers to retire early; and (iii) interviews with retirees to determine their meanings of working and retirement. The fourth study was quantitative and examined the demographics of the organisation and the relevant HRM policy documents. The thesis uses the meaning of working as the initial theoretical conceptual perspective, and derives a new conceptual perspective for managing older workers, which is outlined in the last chapters. The research draws from two perspectives - the organisation and the individual. The organisational perspective examines the management of organisational staffing in the context of future demographic changes. The individual perspective is explored via the meaning of working to older workers. The key findings from the research in the chosen university suggest that despite the Commonwealth Government's attempts to encourage older workers to continue working, the majority of the older workers, irrespective of employment category, did not want to continue working beyond the traditional retirement age of 65 years. Reasons included wanting to spend more time with a life partner, becoming more involved with interests outside of work, and removing themselves from the negative circumstances in the organisation. However, of those who wanted to continue working, the majority was from the academic employment category (both employees and retirees), and the minority was from the administrative or general employment category. Additionally, the academic participants rated working in their lives as important or very important; higher than the ratings provided by the general staff participants. Explanations are offered as to reasons for such differences between the employment categories. The consequences of these findings include the need for a new approach to managing older workers, and particularly at the end of their working lives and into retirement. Australian organisations cannot afford to continue losing staff to early retirement, yet this trend appears to continue. Suggestions to meet this challenge are made at three levels: public policy, the organisation and the individual. Implications for future research are presented in the final chapter.
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Fukasawa, Kazuko. "Voluntary provision for old age by trade unions by Britain before the coming of the welfare state the cases of the amalgamated society of engineers and the typographical association /." Thesis, Online version, 1996. http://ethos.bl.uk/OrderDetails.do?did=2&uin=uk.bl.ethos.312761.
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Khang, May Hang. "Displaced Workers With Low Academic Skills Retraining at a Community College." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/185.
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Community colleges in Western North Carolina have enrolled many displaced workers who lack basic academic skills and are unable to find jobs. This study focused on the problem of displaced workers with low academic skills who rarely advance beyond Adult Basic Education (ABE) classes for retraining in high-tech job skills. The purpose of this single case study was to determine the barriers that prevent functionally illiterate displaced workers or nontraditional students enrolled in ABE programs from completing ABE classes and advancing to retraining programs. The adult learning styles and learning impediments framework were used to study what prevented student advancement beyond the ABE programs. Eight students were purposefully identified and agreed to participate in the study. The student participants completed open-ended questionnaires, participated in semi-structured individual interviews, and were observed in a classroom environment. The collected data were analyzed using descriptive coding and thematic analysis. The study produced 2 key themes that may help students succeed: (a) ABE instructors should adapt teaching methods to adult learning styles, and (b) the primary focus of ABE programs should be on the improvement of basic English language skills. The results of this study can be used by ABE directors, ABE instructors, and community college administrators as they seek to improve adult learning in ABE programs, increase students' technical skills, and get displaced workers back to work.
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Sevastos, Peter P. "A framework for the assessment of multi-skilling in work units." Curtin University of Technology, Department of Psychology, 1986. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=11141.
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Multi-skilling, an organisational strategy aimed at increasing the skill repertoire of the worker with the intent of facilitating the role and task flexibility among organisational members, is investigated.A literature review on the subject identified a number of factors contributing towards the development of a multi-skilled workforce. These ranged from the abolition of demarcation restrictions between jobs and skill-based pay systems, to the modification of the supervisory role. However, the literature fails to consider the role of technology in such developments. It was suggested that this was central to the development of skills.A framework was proposed that hypothesized a relationship between technological uncertainty the extent to which task activities are varied and difficult and skill requirements. It was further hypothesized that technology influences the structuring of activities within organisational subsystems. It was suggested that these would act either to facilitate or inhibit multi-skilling development.The structuring of activities within a unit consist of specialisation (the number of different tasks assigned to the unit); standardisation (the degree to which policies, rules, and procedures are formalised and used to guide action); interchangeability (the extent to which A can perform Bs job at short notice, and vice versa); locus of authority (the source of decision-making authority within the unit, for example, the supervisor rather than the worker); and skill heterogeneity (the variability in skill composition among unit members).A preliminary evaluation of the framework was carried out in an organisation engaged in the processing of mineral ore, with a largely semi-skilled workforce (N=165), where a multi-skilling programme was in progress.Evidence was presented that suggested a relationship between the level of technological uncertainty and ++skill development. However, the results failed to confirm the pervasive influence of technology with regard to the structuring of activities within subsystems. Instead, technological uncertainty was significantly related to the design of jobs, and specifically to the degree of the standardisation of jobs of organisational members. Also, contrary to the anticipated direction, there was an association between perceived standardisation of activities within subsystems and job satisfaction.
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Giqwa, Nomfundiso Louisa. "Investigation of learning in an environmental skills programme: a case study of workers' training in the Department of Environmental Affairs Expanded Public Works Project." Thesis, Rhodes University, 2011. http://hdl.handle.net/10962/d1003518.
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This research project examines a case of environmental training for workers in the Expanded Public Works Programme, a poverty relief programme operating in South Africa (EPWP). It is constituted as an interpretive case study, and explores what workers learn and how they learn in an environmental skills programme. The study also examines the context of learning. In accordance with education and training policy, what learners are meant to learn is articulated in unit standards registered on the South African Qualifications Authority website. The unit standards are used to design curricula and learning programmes which are registered as environmental skills programmes by Sector Education and Training Authorities (SETAs). For the conservation sector the SETA is the Tourism and Hospitality Education and Training Authority (THETA). To develop an understanding of what learners learn, I considered the content, concepts, skills, values and attitudes contained in the unit standards, and then considered the actual learning taking place during the training programme focusing on three unit standards. Data was generated from semi-structured interviews with facilitators, focus group interviews with learners, observations of teaching and learning interventions and document analysis of EPWP, training and skills development policy documents, registered unit standards for the skills programme, and learning support materials produced by the provider implementing the training. The study notes that there is learning taking place within the training implemented through environmental skills programmes. The training is influenced by a number of diverse contextual factors namely policy factors, historical contextual factors, the economic context and diverse literacy levels. Learning interactions involve a variety of social interactions, activities and practices between learners and learners, and learners and facilitators. The main finding of the study is that the training programme’s major emphasis is on concepts and content, and social and learning skills, and values and attitudes. The prominence of social skills masks a neglect of practical workplace related skills which make up a strong focus of the unit standards. This, the study shows, is related to a lack of engagement with workplace learning, which in turn is linked to a disjuncture between policy and practice, where workers working in the EPWP programme are meant to benefit from training, but in this case it was found that community members, who were not working in the programme were being offered training. It was therefore not possible for them to develop the applied workplace skills, which were also meant to facilitate increased employability, as this is one of the key objectives of the EPWP programme. Based on the insights raised by the research findings the study made recommendations that the programme consider the following to recover the situation: to develop strategies that allow for longer term training frameworks so that learners can be trained on full qualifications so that they may qualify and benefit more substantively from the training in terms of employability skills. Facilitators in the programme need to be trained so that they can develop materials that address practical skills, values, attitudes, critical reflections and actions. Monitoring of training needs to be given preference both at materials development level and implementation level.
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Brown, Russell W., Justin T. Gass, and Richard M. Kostrzewa. "Ontogenetic Quinpirole Treatments Produce Spatial Memory Deficits and Enhance Skilled Reaching in Adult Rats." Digital Commons @ East Tennessee State University, 2002. https://dc.etsu.edu/etsu-works/6348.
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There is a paucity of data on neurochemical abnormalities and associated effects on cognition and motor performance in rats ontogenetically treated with quinpirole, a rodent model of dopaminergic hyperfunction. The objective of the current study was to analyze the cognitive and motor effects produced by ontogenetic administration of quinpirole, a dopamine D2/D3 receptor agonist. Past research from this laboratory has shown that ontogenetic quinpirole treatment sensitizes D2 receptors and produces a variety of characteristic stereotypic behaviors in adult rats. In the current study, rats received quinpirole HCl (1 mg/kg/day) or saline from postnatal day (PD) 1 to PD 11 and went otherwise untreated until adulthood (PD 60). In Experiment 1, cognitive performance was assessed on the standard and matching-to-place versions of the Morris water task (MWT). In Experiment 2, skilled motor performance was assessed on the Whishaw reaching task and locomotor activity was also analyzed. We found that ontogenetically quinpirole-treated rats displayed a deficit on the probe trial given at the end of training of the standard version of the MWT but that there were no significant differences from control on the matching-to-place task. Additionally, rats treated in ontogeny with quinpirole showed significant enhancement in reaching accuracy on the Whishaw reaching task as well as increased locomotor activity relative to saline controls. These findings demonstrate that ontogenetic quinpirole treatments produce cognitive deficits, enhanced skilled reaching and hyperlocomotion. The behavioral changes produced by ontogenetic quinpirole treatment are consistent with dopaminergic hyperfunction, and possible mechanisms are discussed.
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McDonald, Brendan. "Skilled Immigration to the U.S.: Policies for Sustained U.S. Research and Development Leadership." Scholarship @ Claremont, 2012. http://scholarship.claremont.edu/cmc_theses/404.
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This thesis examines the current trends in skilled immigration to the U.S.: who is coming, why, and what are they doing here? The current competitive environment for attracting these skilled workers among competitor nations like Australia and Canada is assessed, and possibilities for reform that enable the U.S. to attract the right talent, minimize costs to domestic workers, and maintain dominance in international research and development are explored.
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Moser, Michele R., and Eys P. van. "Relaxation Skills Training." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etsu-works/4975.
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