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The article reviews the book, "Order Against Chaos: Business Culture and Labor Ideology in America, 1880-1915," by Sarah Lyons Watts.

The article reviews the book, "The Butte Irish: Class and Ethnicity in an American Mining Town, 1875-1925," by David M. Emmons.

The article reviews the book, "Education for Struggle: The American Labor Colleges of the 1920 and 1930s," by Richard J. Altenbaugh.

The article reviews the book, "Femmes de parole: L'histoire des Cerles de fermières du Québec 1915-1990," by Yolande Cohen.

The article reviews the book, "Joint Training Programs: A Union-Management Approach to Preparing Workers for the Future," edited by Louis A. Ferman, Michele Hoyman, Joel Cutcher-Gershenfeld and Ernest J. Savoie.

The article reviews the book, "Understanding Employee Ownership," edited by Corey Rosen and Karen M. Young.

Recent developments in the new technology debate suggest that the effects of technological change may be more complex and ambiguous than managerialist and labor process writers have argued. The process of technological change in an employing organization involves a number of distinct stages. A recent study challenged the position that technological change brings about the deskilling of workers. It is demonstrated that the independent influence of technology is a necessary compliment to an examination of the way outcomes of change are chosen and negotiated. The study used a set of survey data based on 435 unionized employing organizations in Atlantic Canada.

The article reviews the book, "Managing Innovation: A Study of British and Japanese Factories," by D. H. Whittaker.

The successful implementation of information technology in a teachers federation in a Canadian province is examined. At least 3 key factors seem to account for successful implementation: 1. the presence of an influential and energetic technology advocate, 2. the involvement of users in the implementation, and 3. a general ethos in the organization that encourages excellence in the services provided by staff but within a collegial framework. It is clear that the federation was successful in harmonizing the interests of employees and members. The appointment of an executive assistant was crucial in focusing attention on the technology issue. Building on the mission given to him by the elected officials, the executive assistant played a key role in gaining organizational commitment to new technology. Also important to success was the attention the federation paid to getting input from professional and non-professional staff about decisions concerning information technology.

Discusses industrial studies (the equivalent of labour studies) provision for trade unionists in Great Britain with implications for Canada. Provides a historical overview of workers' education since WWI that saw increasing consolidation under the Trade Union Congress, which strongly emphasized work place skills training rather than a broad understanding of labour history and the social and political economy. The Labour government's 1975 Employment Protection Act provided financial support to this instrumentalization that in turn led to further compromise by the TUC under the succeeding Conservative government. Concludes that the professionalization of the TUC curriculum has resulted in a narrowing of its scope, and that it should not be emulated in Canada, where there has been support for broader studies of the labour movement both through universities and labour-supported institutions.

The article reviews the book, "The Permanent Revolution? Conservative Law and the Trade Unions," by John McIlroy.

Accounts of the 1959 International Woodworkers of America strike in Newfoundland have portrayed the Newfoundland Lumbermen's Association, the local union which held jurisdiction over many of the island's loggers, as a "company union" and its president, Joseph Thompson, as a co-opted unionist. This essay examines the NLA'S origins during the 1930s and shows that Thompson built an autonomous union to improve logger's lives. The paper also brings to the fore the loggers' own experience of the Great Depression to show they did not passively accept economic hardship and exploitation and took an active role in the making of their union. At times, the loggers' militancy dictated the NLA's bargaining positions and prompted some social change in the woods. The paper concludes that while Thompson and the NLA did not view class and class conflict in explicitly political terms, it does not diminish their importance in the loggers' working lives during the 1930s.

Unions have the ability to affect exit behavior through a distinctive collective voice which provides a mechanism for expressing preferences and resolving grievances. It has been demonstrated that workers with a voice institution for the resolution of problems should resort to the exit option less frequently and maintain longer attachments with their companies. A study was conducted based on the 1986-1987 Labour Market Activity Survey (LMAS) longitudinal data from Statistics Canada. Evidence is presented of the effect of unionism on job tenure and job separation rates derived from regressions which control for the effects of wages, pension rights, firm size and other factors. The results show that unionism is associated with significantly lower probabilities of job separation and significantly longer spells of tenure.

Traditionally, management had the right to hire, fire and schedule hours of work, unless constrained by collective agreements or contracts. When exercising these rights, management has a duty to act in a fair manner. There is concern, however, that some management practices might have a disparate effect on the health and performance of disabled employees. Human rights legislation in Canada prohibits both overt discrimination and unintended systemic discrimination arising from employment practices which may seem neutral in application but which have a disparate effect on a protected group of employees. Four specific points of law illustrate the balancing act involved in adjudicating adverse effect discrimination allegations of disabled employees: 1. actuarial risk versus individual assessment, 2. shifting onus of proof from employer to employee, 3. importation of human rights principles into arbitration, and 4. discipline and discharge of employees. Special attention is placed on diabetic shiftworkers as an example of adverse effect discrimination.

The distinguishing features of the Canadian industrial relations system for research purposes are its fragmentation, its extensive legal regulation, and its pattern of strikes. Research needs should be based on this description of Canadian industrial relations, including the environment of the system, the major actors within the system, the processes of industrial relations, and the results of negotiation. Specific gaps in industrial relations research occur with regard to: 1. the treatment of regionalism or regional variables, 2. managerial policies and their determinants, 3. the theoretical bases of strikes, including noneconomic variables, interindustry variations, strike length, and mid-contract strikes, and 4. day-to-day relations among employees, management, and the union in the workplace. Greater attention to Canadian issues and closer integration with cognate disciplines will focus research efforts more effectively.

The article reviews the book, "Blackboard Unions: The AFT and the NEA, 1900-1980," by Marjorie Murphy.

The article reviews the book, "Managing Workforce 2000: Gaining The Diversity Advantage," by David Jamieson and Julie O'Mara.

The article reviews the book, "Rank-and-File Rebellion: Teamsters for a Democratic Union," by Dan La Botz.

The article reviews the book, "Law and the Shaping of the America Labor Movement," by William E. Forbath

The article reviews the books "The Constitution of Poverty: Toward a Genealogy of Liberal Governance," by Mitchell Dean, "Un nouvel ordre des choses: la pauvreté, le crime, l'État au Québec, de la fin du XVIIIe siècle à 1840," by Jean-Marie Fecteau, "Poverty and Compassion: The Moral Imagination of the Late Victorians," by Gertrude Himmelfarb.