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The purpose of this paper is two-fold: first, an attempt is mode to define work and leisure in operational terms. Second, using the new definitions of work and leisure, several problems in economies are re-examined and an attempt is mode to illustrate how the new definition may give us new insights into old and current problems.
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This article reviews "Training the Poor : A Benefit-Cost Analysis of Manpower Programmes in the U.S. Anti-Poverty Programme" by D.O. Sewell.
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This article reviews "Droit du travail en vigueur au Québec" by Robert Gagnon, Louis Lebel, and Pierre Verge.
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This article reviews the autobiography "Les Mémoires d’Alfred Charpentier (Cinquante ans de vie ouvrière)".
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This article reviews "White-Collar Workers" written in collaboration under the direction of Albert A. Blum.
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This article reviews "Les femmes dans la population active : 1970, faits et données" from the Bureau de la main-d’oeuvre féminine (Ottawa).
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This article reviews "Manpower Planning and Programming" by Elmer H. Burack and James W. Walker.
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This article reviews "Shutdown: The Impact of Plant Shutdown, Extensive Employment Terminations and Layoffs on the Workers and the Community" by J.N. Eleen and A.G. Bernardine.
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Strikes are an integral part of the collective bargaining process and as such must be understood in relation to their determinants in order to properly evaluate the performance of that process. In spite of the importance of such knowledge there has been surprisingly little effort devoted to estimating empirical relationships.
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Problems of the increasing rates of failure of modem business organizations are examined, with particular emphasis given to firms in the «million dollar plus» category. On the hypothesis that this problem has evolved from an increasing inability of organizational members to make immediate and accurate decisions, various individual and organizational development methods are examined. A common failing of all of these methods is their inability to train individuals in team behavior— the essence of the business environment. A method of «Team Training» is described that should serve to close the gap between development of competent individuals and the growth of the responsive and successful business organization.
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A collective agreement covers only part of the relationship between the employees covered by the agreement and the employer. Some conflicts of interest not covered by the agreement may be resolved voluntarily by negotiation from time to time, but there remain conflicts of interest in which either no resolution can be worked out on one party, the employer, supported by the residual rights doctrine and the agreement, refuses to negotiate. The issue has become a matter of great public controversy in Canada in recent years and was highlighted by the technological change debate.