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Source: Digital Library of India Scanning Centre: C-DAC, Noida Source Library: Lbs National Academy Of Administration Date Accessioned: 6/29/2015 14:54 The Digital Library of India was a project under the auspices of the Government of India.

Source: Digital Library of India Scanning Centre: C-DAC, Noida Source Library: Lbs National Academy Of Administration Date Accessioned: 6/29/2015 14:54 The Digital Library of India was a project under the auspices of the Government of India.

Source: Digital Library of India Scanning Centre: C-DAC, Noida Source Library: Lbs National Academy Of Administration Date Accessioned: 6/29/2015 14:54 The Digital Library of India was a project under the auspices of the Government of India.

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In the last 20 years, there has been a significant growth in the participation of adults in education and learning experiences, and a parallel growth in the awareness of the needs and desires of adults vis-a-vis education. The reasons for this growth include (1) the aging of the U.S. population; (2) the changing role of women in society; and (3) the declining enrollments of traditional college-age students combined with the evergrowing fiscal crisis in institutions of higher learning. This growth in participation in education and learning has consequences for the individual and society. This monograph is intended to provide a better and more comprehensive understanding of adult participation in learning activities. The paper first assesses participation in different types of education programs for different subgroups of the adult population. Possible reasons for participation are then explored, followed by a discussion of reasons for nonparticipation. The final section of the paper presents a summary, and policy and program implications. (KC)

During the 1970s, unprecedented numbers of American adults returned to school. The reasons for this growth and what trends in adult education can be projected for the future are the subject of this policy research monograph. The monograph began with the question, "What will the clientele and scale of adult education likely be in 1990 if present trends continue and if there are no marked changes in the way work institutions, education institutions, and American workers behave toward adult education?" The report is a portrayal of the next ten years of adult education, assuming continuation of past trends in participation for various age, sex, race, educational attainment, and income groupings in the population. It assumes no significant change in the way major work and educational institutions value and support worklife education opportunity. These projections suggest a future of widening disparity in educational attainment between majority and minority population, between the more affluent and the less afluent, younger and older adults, and between high educational achievers and those with low prior educational attainments. (KC)

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The world economic situation is beset by growing worker dissatisfaction, slowing economic growth, and rising energy and resource costs. A partial solution to these problems may be worker participation in management and ownership. As production has become more dehumanized and workers have become increasingly dissatisfied and alienated, the quality of their work has suffered. To offset this malaise, various experiments have been conducted to improve the quality of work life and to give workers a voice in management decisionmaking. While workers in the U.S. often use unions to express their views, in other nations they hold seats on boards of directors and have formed work councils for this purpose. Ownership by workers may be either indirect in the form of investment funds and employee stock ownership programs or direct in the form of co-ops. It is difficult to generalize about the economy-wide impact of worker participation because of the lack of controlled experiments and long-term data. However, it appears that participation certainly does not harm productivity and probably improves it. Presently, worker participation is at different stages in countries around the world due to variations in cultural backgrounds and histories. (ELG)

The world economic situation is beset by growing worker dissatisfaction, slowing economic growth, and rising energy and resource costs. A partial solution to these problems may be worker participation in management and ownership. As production has become more dehumanized and workers have become increasingly dissatisfied and alienated, the quality of their work has suffered. To offset this malaise, various experiments have been conducted to improve the quality of work life and to give workers a voice in management decisionmaking. While workers in the U.S. often use unions to express their views, in other nations they hold seats on boards of directors and have formed work councils for this purpose. Ownership by workers may be either indirect in the form of investment funds and employee stock ownership programs or direct in the form of co-ops. It is difficult to generalize about the economy-wide impact of worker participation because of the lack of controlled experiments and long-term data. However, it appears that participation certainly does not harm productivity and probably improves it. Presently, worker participation is at different stages in countries around the world due to variations in cultural backgrounds and histories. (ELG)

The world economic situation is beset by growing worker dissatisfaction, slowing economic growth, and rising energy and resource costs. A partial solution to these problems may be worker participation in management and ownership. As production has become more dehumanized and workers have become increasingly dissatisfied and alienated, the quality of their work has suffered. To offset this malaise, various experiments have been conducted to improve the quality of work life and to give workers a voice in management decisionmaking. While workers in the U.S. often use unions to express their views, in other nations they hold seats on boards of directors and have formed work councils for this purpose. Ownership by workers may be either indirect in the form of investment funds and employee stock ownership programs or direct in the form of co-ops. It is difficult to generalize about the economy-wide impact of worker participation because of the lack of controlled experiments and long-term data. However, it appears that participation certainly does not harm productivity and probably improves it. Presently, worker participation is at different stages in countries around the world due to variations in cultural backgrounds and histories. (ELG)

New managerial techniques such as total quality management and similar worker participation programs are an important albeit controversial component of the recent changes in the workplace brought about by increasing globalization of the economy. In addition, organized labor is faced with a changing and increasingly diverse population of new workers who are generally less willing to accept unionization, more accepting of collectivism, and more accustomed to working for lower wages. Unions have traditionally resisted attempts to introduce employee involvement programs with few or no reasonable countermeasures, and management has traditionally failed to rationalize the need for employee involvement programs with organized labor or to provide ample opportunities for negotiation subsequent to implementing employee participation programs. Consequently, the success of employee participation programs has been mixed. Management has generally been unwilling to give up control, and unions have been unwilling to experiment with innovative work methods. Corporate stakeholders, management, and union leaders must all realize that their historic roles of conflict have crippled their ability to succeed and that trust and honesty on the part of management and unions alike is critical to the country's economic future. (Contains 29 references.) (MN)

Contains public sector information licensed under the Open Government Licence v3.0 At head of title: Office of Population Censuses and Surveys, Social Survey Division 1 Explore this and other items from our digitised collections on the University of Southampton Digital Library.

This book reports results of a study of the efects of quality of worklife programs and related forms of worker participation on unions and the collective bargaining process. Chapter 1 describes the evolution of worker participation in unionized settings and summarizes basic propositions in models of joint union-management change. In chapter 2 five case studies illustrate the dynamics of worker participation processes. Chapter 3 reviews the experiences of two major national unions and their industries--the United Steel Workers and seven major steel companies and the United Automobile Workers and General Motors and Ford Motor Company--with worker participation processes scattered across multiple plants. Each case illustrates the challenges involved in linking workplace participation programs to the broader, more centralized collective bargaining structure and the broader strategies of the union and employers involved. Chapters 4 and 5 analyze through survey and interview data the views that rank and file members and local labor leaders hold toward worker participation. Chapter 6 draws on data from interviews, speeches, other public documents, and selected internal union documents to present the views of key national labor movement leaders on worker participation. Chapter 7 highlights implications for the labor movement and the U.S. industrial relations system. (YLB)

This book reports results of a study of the efects of quality of worklife programs and related forms of worker participation on unions and the collective bargaining process. Chapter 1 describes the evolution of worker participation in unionized settings and summarizes basic propositions in models of joint union-management change. In chapter 2 five case studies illustrate the dynamics of worker participation processes. Chapter 3 reviews the experiences of two major national unions and their industries--the United Steel Workers and seven major steel companies and the United Automobile Workers and General Motors and Ford Motor Company--with worker participation processes scattered across multiple plants. Each case illustrates the challenges involved in linking workplace participation programs to the broader, more centralized collective bargaining structure and the broader strategies of the union and employers involved. Chapters 4 and 5 analyze through survey and interview data the views that rank and file members and local labor leaders hold toward worker participation. Chapter 6 draws on data from interviews, speeches, other public documents, and selected internal union documents to present the views of key national labor movement leaders on worker participation. Chapter 7 highlights implications for the labor movement and the U.S. industrial relations system. (YLB)

This book reports results of a study of the efects of quality of worklife programs and related forms of worker participation on unions and the collective bargaining process. Chapter 1 describes the evolution of worker participation in unionized settings and summarizes basic propositions in models of joint union-management change. In chapter 2 five case studies illustrate the dynamics of worker participation processes. Chapter 3 reviews the experiences of two major national unions and their industries--the United Steel Workers and seven major steel companies and the United Automobile Workers and General Motors and Ford Motor Company--with worker participation processes scattered across multiple plants. Each case illustrates the challenges involved in linking workplace participation programs to the broader, more centralized collective bargaining structure and the broader strategies of the union and employers involved. Chapters 4 and 5 analyze through survey and interview data the views that rank and file members and local labor leaders hold toward worker participation. Chapter 6 draws on data from interviews, speeches, other public documents, and selected internal union documents to present the views of key national labor movement leaders on worker participation. Chapter 7 highlights implications for the labor movement and the U.S. industrial relations system. (YLB)

This book reports results of a study of the efects of quality of worklife programs and related forms of worker participation on unions and the collective bargaining process. Chapter 1 describes the evolution of worker participation in unionized settings and summarizes basic propositions in models of joint union-management change. In chapter 2 five case studies illustrate the dynamics of worker participation processes. Chapter 3 reviews the experiences of two major national unions and their industries--the United Steel Workers and seven major steel companies and the United Automobile Workers and General Motors and Ford Motor Company--with worker participation processes scattered across multiple plants. Each case illustrates the challenges involved in linking workplace participation programs to the broader, more centralized collective bargaining structure and the broader strategies of the union and employers involved. Chapters 4 and 5 analyze through survey and interview data the views that rank and file members and local labor leaders hold toward worker participation. Chapter 6 draws on data from interviews, speeches, other public documents, and selected internal union documents to present the views of key national labor movement leaders on worker participation. Chapter 7 highlights implications for the labor movement and the U.S. industrial relations system. (YLB)

This book reports results of a study of the efects of quality of worklife programs and related forms of worker participation on unions and the collective bargaining process. Chapter 1 describes the evolution of worker participation in unionized settings and summarizes basic propositions in models of joint union-management change. In chapter 2 five case studies illustrate the dynamics of worker participation processes. Chapter 3 reviews the experiences of two major national unions and their industries--the United Steel Workers and seven major steel companies and the United Automobile Workers and General Motors and Ford Motor Company--with worker participation processes scattered across multiple plants. Each case illustrates the challenges involved in linking workplace participation programs to the broader, more centralized collective bargaining structure and the broader strategies of the union and employers involved. Chapters 4 and 5 analyze through survey and interview data the views that rank and file members and local labor leaders hold toward worker participation. Chapter 6 draws on data from interviews, speeches, other public documents, and selected internal union documents to present the views of key national labor movement leaders on worker participation. Chapter 7 highlights implications for the labor movement and the U.S. industrial relations system. (YLB)

This document contains 4 charts and 15 tables describing the pension coverage of workers and the income of retirees in the United States as of 1984. Data were gathered through the fourth wave topical module to the 1984 panel of the Survey of Income and Program Participation, conducted from September through December of 1984. The prevalence of pension coverage among different segments of the population, the reliance on employee-directed retirement plans, and differences in the level of economic well-being of today's retirees are some of the topics discussed in this report. Some highlights of the report are the following: (1) two-thirds of the nation's wage and salary workers, aged 25 and over, were covered by employer-sponsored public and private pensions; (2) about 90 percent of workers in firms with 1,000 or more employees were covered by pension plans, compared with one-quarter of those in firms with fewer than 25 employees; (3) pension coverage ranged from only 38 percent of workers with monthly earnings under $500 to 84 percent of those earning $2,000 or more; (4) about one-fifth of wage and salary workers aged 25 or over had individual retirement accounts (IRAs), whereas only 12 percent of workers earning under $1,000 monthly participated in an IRA; (5) the average monthly pension for the 11.5 million retirees receiving a pension was $570, and combined Social Security and pension income brought the average to $930; and (6) the 6.7 million retirees who had pensions with cost-of-living adjustment provisions had average pensions nearly 80 percent higher than retirees with no cost-of-living provisions. (KC)

This document contains 4 charts and 15 tables describing the pension coverage of workers and the income of retirees in the United States as of 1984. Data were gathered through the fourth wave topical module to the 1984 panel of the Survey of Income and Program Participation, conducted from September through December of 1984. The prevalence of pension coverage among different segments of the population, the reliance on employee-directed retirement plans, and differences in the level of economic well-being of today's retirees are some of the topics discussed in this report. Some highlights of the report are the following: (1) two-thirds of the nation's wage and salary workers, aged 25 and over, were covered by employer-sponsored public and private pensions; (2) about 90 percent of workers in firms with 1,000 or more employees were covered by pension plans, compared with one-quarter of those in firms with fewer than 25 employees; (3) pension coverage ranged from only 38 percent of workers with monthly earnings under $500 to 84 percent of those earning $2,000 or more; (4) about one-fifth of wage and salary workers aged 25 or over had individual retirement accounts (IRAs), whereas only 12 percent of workers earning under $1,000 monthly participated in an IRA; (5) the average monthly pension for the 11.5 million retirees receiving a pension was $570, and combined Social Security and pension income brought the average to $930; and (6) the 6.7 million retirees who had pensions with cost-of-living adjustment provisions had average pensions nearly 80 percent higher than retirees with no cost-of-living provisions. (KC)

This document contains 4 charts and 15 tables describing the pension coverage of workers and the income of retirees in the United States as of 1984. Data were gathered through the fourth wave topical module to the 1984 panel of the Survey of Income and Program Participation, conducted from September through December of 1984. The prevalence of pension coverage among different segments of the population, the reliance on employee-directed retirement plans, and differences in the level of economic well-being of today's retirees are some of the topics discussed in this report. Some highlights of the report are the following: (1) two-thirds of the nation's wage and salary workers, aged 25 and over, were covered by employer-sponsored public and private pensions; (2) about 90 percent of workers in firms with 1,000 or more employees were covered by pension plans, compared with one-quarter of those in firms with fewer than 25 employees; (3) pension coverage ranged from only 38 percent of workers with monthly earnings under $500 to 84 percent of those earning $2,000 or more; (4) about one-fifth of wage and salary workers aged 25 or over had individual retirement accounts (IRAs), whereas only 12 percent of workers earning under $1,000 monthly participated in an IRA; (5) the average monthly pension for the 11.5 million retirees receiving a pension was $570, and combined Social Security and pension income brought the average to $930; and (6) the 6.7 million retirees who had pensions with cost-of-living adjustment provisions had average pensions nearly 80 percent higher than retirees with no cost-of-living provisions. (KC)

This document contains 4 charts and 15 tables describing the pension coverage of workers and the income of retirees in the United States as of 1984. Data were gathered through the fourth wave topical module to the 1984 panel of the Survey of Income and Program Participation, conducted from September through December of 1984. The prevalence of pension coverage among different segments of the population, the reliance on employee-directed retirement plans, and differences in the level of economic well-being of today's retirees are some of the topics discussed in this report. Some highlights of the report are the following: (1) two-thirds of the nation's wage and salary workers, aged 25 and over, were covered by employer-sponsored public and private pensions; (2) about 90 percent of workers in firms with 1,000 or more employees were covered by pension plans, compared with one-quarter of those in firms with fewer than 25 employees; (3) pension coverage ranged from only 38 percent of workers with monthly earnings under $500 to 84 percent of those earning $2,000 or more; (4) about one-fifth of wage and salary workers aged 25 or over had individual retirement accounts (IRAs), whereas only 12 percent of workers earning under $1,000 monthly participated in an IRA; (5) the average monthly pension for the 11.5 million retirees receiving a pension was $570, and combined Social Security and pension income brought the average to $930; and (6) the 6.7 million retirees who had pensions with cost-of-living adjustment provisions had average pensions nearly 80 percent higher than retirees with no cost-of-living provisions. (KC)

Bibliography: p. 45

Significant innovations of a human resource nature have been introduced to international shipbuilding since the mid-60's. In the past few years, a number of U.S. yards have experimented with some of these practices (quality circles, semi-autonomous work groups, multi-skilled workers). This paper draws together information from several sources in an attempt to identify those underlying principles which have taken various forms in many shipyards in a number of countries. The expression human resources is heard more frequently these days in American business circles; not only in the titles of business administration courses, but also in professional and department titles within industry. In some cases the content of such coursework and industry billets is much the same as was earlier encompassed under the heading of Personnel (e.g. recruitment and selection, training, salary and benefits administration, industrial relations, etc.). What is new, however, is an additional dimension hinted at in this more ambitious label human resources, one that has to do with achieving the most effective use of the workforce. Nothing new there, one might protest, since the traditional functions of Personnel are directed to this end as are certain elements of Industrial Engineering and every other management function that touches at all upon the use of the workforce. But there is a difference, and it has to do with an expanded view of the concept of use of the workforce. This new dimension reflects the view that an organization's workforce is not simply one other element of production, but is one of the company's most important assets -- a resource that has not been sufficiently tapped under traditional management practices and organizations of work.

Significant innovations of a human resource nature have been introduced to international shipbuilding since the mid-60's. In the past few years, a number of U.S. yards have experimented with some of these practices (quality circles, semi-autonomous work groups, multi-skilled workers). This paper draws together information from several sources in an attempt to identify those underlying principles which have taken various forms in many shipyards in a number of countries. The expression human resources is heard more frequently these days in American business circles; not only in the titles of business administration courses, but also in professional and department titles within industry. In some cases the content of such coursework and industry billets is much the same as was earlier encompassed under the heading of Personnel (e.g. recruitment and selection, training, salary and benefits administration, industrial relations, etc.). What is new, however, is an additional dimension hinted at in this more ambitious label human resources, one that has to do with achieving the most effective use of the workforce. Nothing new there, one might protest, since the traditional functions of Personnel are directed to this end as are certain elements of Industrial Engineering and every other management function that touches at all upon the use of the workforce. But there is a difference, and it has to do with an expanded view of the concept of use of the workforce. This new dimension reflects the view that an organization's workforce is not simply one other element of production, but is one of the company's most important assets -- a resource that has not been sufficiently tapped under traditional management practices and organizations of work.

A 1989 Soviet work. Scanned by Ismail, sent to him by an anonymous person.

R43439 Worker Participation in Employer-Sponsored Pensions A Fact Sheet

This guide presents step-by-step strategies for analyzing workplace literacy training needs through collaborative business, adult basic education (ABE), and worker partnerships. The first chapter provides an overview of literacy in the workplace and highlights challenges currently facing Minnesota and the nation as a whole in meeting needs for a work force with enhanced skills. Chapter 2 discusses these topics: the roles and functions of unions, business, ABE programs, and workers in establishing literacy training programs and outlines procedures for establishing a collaborative workplace literacy planning team. Included among the workplace literacy training needs assessment procedures examined in chapter 3 are worker-centered needs assessments, formal and informal assessments, job and task analyses, basic skills analyses, and appraisals of workers' needs for support services. The following aspects of designing a workplace literacy program are covered in Chapter 4: setting program goals, selecting an educational partner, using curriculum design concepts, and determining instructional approaches and strategies. Chapter 5, which focuses on ensuring meaningful worker participation, discusses marketing programs to workers, compulsory versus voluntary participation, and incentives. Appended are lists of Minnesota and national ABE contacts, a list of eight literacy references, and sample forms. (MN)

Roughly one in five American adults, or approximately 53 million people, live with some type of disability, and their unemployment and poverty rates are nearly double the rates of people without disabilities. Labor force participation for people with disabilities is just 20.2 percent--less than a third of the rate of participation among people without disabilities. However, this is often not by choice. At least two-thirds of people with disabilities are striving to work, whether they are already working and want more hours or are unemployed and looking for work. Many who do find work face limited opportunities and are likely to earn less. For example, a worker with a disability who has a high school diploma earns $6,505 less per year than his or her peers without disabilities. The National Governors Association hosted a learning lab on May 9-10, 2018, in Madison, Wisconsin, titled "Building Inclusive Talent Pipelines for People with Disabilities." Alaska, Arizona, Hawaii, Indiana and Maryland were selected to participate in the learning lab, where they learned about Wisconsin's successes and shared best practices with one another and leading subject matter experts. This paper describes strategies that emerged as best practices in participating states and other states across the country highlighted during the learning lab.