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Women are constantly being told that it's simply too difficult to balance work and family, so if they don't really "have to" work, it's better for their families if they stay home. Not only is this untrue, Leslie Bennetts says, but the arguments in favor of stay-at-home motherhood fail to consider the surprising benefits of work and the unexpected toll of giving it up. It's time, she says, to get the message across--combining work and family really is the best choice for most women, and it's eminently doable. Bennetts and millions of other working women provide ample proof that there are many different ways to have kids, maintain a challenging career, and have a richly rewarding life as a result. Earning money and being successful not only make women feel great, but when women sacrifice their financial autonomy by quitting their jobs, they become vulnerable to divorce as well as the potential illness, death, or unemployment of their bread-winner husbands. Further, they forfeit the intellectual, emotional, psychological, and even medical benefits of self-sufficiency. The truth is that when women gamble on dependancy, most eventually end up on the wrong side of the odds. In riveting interviews with women from a wide range of backgrounds, Bennetts tells their dramatic stories--some triumphant, others heart-breaking.The Feminine Mistake will inspire women to accept the challenge of figuring out who they are and what they want to do with their lives in addition to raising children. Not since Betty Friedan has anyone offered such an eye-opening and persuasive argument for why women can--and should--embrace the joyously complex lives they deserve.

A career in the armed forces brings opportunities and risks unfamiliar in civilian life. This independent report assesses whether the information provided to potential recruits enables them to make an informed choice about enlistment.

Based on intensive ethnographic fieldwork in Thailand, Textures of Struggle focuses on the experiences of Thai women who are employed at textile factories and examines how the all-encompassing nature of wage work speaks to issues of worker accommodation and resistance within various factory settings. Why are some women less tolerant of their working conditions than others? How is it that women who have similar levels of education, come from the same socioeconomic background, and enter the same occupation, nevertheless emerge with different experiences and reactions to their wage employment?

Women in the Thai apparel industry, Piya Pangsapa finds, have very different experiences of labor "militancy" and "non-militancy." Through interviews with women at two kinds of factories one linked to the global economy through local capital investment and another through transnational capital Pangsapa examines issues of worker consciousness with a focus on the process by which women become activists. She explores the different degrees of control and coercion employed by factory managers and shows how women were able to overcome conditions of adversity by relying on the close personal ties they developed with each other. Textures of Struggle reveals what it is like for women to feel powerlessness and passivity in Thai sweatshops but also shows how they are equally able to resist and rebel."

This book brings together research in the United States, Canada, the United Kingdom, Ireland, Australia, and New Zealand to answer a series of key questions: * What opportunities do employees in Anglo-American workplaces have to voice their concerns and what do they seek? * To what extent, and in what contexts, do workers want greater union representation? * How do workers feel about employer-initiated channels of influence? What styles of engagement do they want with employers?* What institutional models are more successful in giving workers the voice they seek at workplaces? * What can unions, employers, and public policy makers learn from these studies of representation and influence? The research is based largely on surveys that were conducted as a follow-up to the influential Worker Representation and Participation Survey (WRPS) reported in What Workers Want, coauthored by Richard B. Freeman and Joel Rogers in 1999 and updated in 2006. Taken together, these studies authoritatively outline workers' attitudes toward, and opportunities for, representation and influence in the Anglo-American workplace. They also enhance industrial relations theory and suggest strategies for unions, employers, and public policy

In The Transformation of the New Economy, editors Robert Perrucci and Carolyn C. Perrucci critically examine existing conditions in the workplace and discuss the political and economic forces that have shaped them. The book explores established practices governing how products are produced, how work is organized, and who comprises the labor force.
Perrucci and Perrucci examine computerized production technology, global production chains, and the international division of labor as products of political struggles between corporations, workers, and the government. The outcomes of these struggles have produced our global economy, made jobs less secure, and kept wages of average Americans from growing the way they did post-World War II. These outcomes have also led to downsizing in the workplace, restructuring the social organization of work, and outsourcing jobs to other countries.
This anthology illustrates how the new economy has affected:
* Job opportunities and income for workers of different gender, race, and class.
* Working conditions of professionals, factory workers, and workers in the service economy.
* Family life of parents, children, and dual earners.
The closing section of the book focuses on policy changes that could improve the conditions of workers in the new economy--with specific attention to raising wages, better access to health care, and company policies that empower workers.

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John W. Budd contends that the turbulence of the current workplace and the importance of work for individuals and society make it vitally important that employment be given "a human face." Contradicting the traditional view of the employment relationship as a purely economic transaction, with business wanting efficiency and workers wanting income, Budd argues that equity and voice are equally important objectives. The traditional narrow focus on efficiency must be balanced with employees' entitlement to fair treatment (equity) and the opportunity to have meaningful input into decisions (voice), he says. Only through a greater respect for these human concerns can broadly shared prosperity, respect for human dignity, and equal appreciation for the competing human rights of property and labor be achieved.Budd proposes a fresh set of objectives for modern democracies efficiency, equity, and voice and supports this new triad with an intellectual framework for analyzing employment institutions and practices. In the process, he draws on scholarship from industrial relations, law, political science, moral philosophy, theology, psychology, sociology, and economics, and advances debates over free markets, globalization, human rights, and ethics. He applies his framework to important employment-related topics, such as workplace governance, the New Deal industrial relations system, comparative industrial relations, labor union strategies, and globalization. These analyses create a foundation for reforming employment practices, social norms, and public policies. In the book's final chapter, Budd advocates the creation of the field of human resources and industrial relations and explores the wider implications of this renewed conceptualization of industrial relations."

Embracing individualism and antistatism, the United States traditionally has favored a limited role for government. Yet state intervention both against and on behalf of labor has a long history, culminating in the labor law reforms of the New Deal. How do we account for this irony? And how do we explain why, between World War I and the Great Depression, another leading industrial nation with similar ideological commitments, Great Britain, developed a different model? By comparing the United States and Britain, Larry G. Gerber makes clear that, in the development of industrial relations policies, ideology was secondary to economic realities-the structure of business, the market system, and the configuration of unions. Nonetheless, industrial policy developed within the broader context of the transition from the individualistic laissez-faire capitalism of the nineteenth century to a collectivist political economy in which the state and organized groups played increasingly important roles while pluralist and corporatist models contended for influence. In Britain, where most business enterprises remained comparatively small, collective bargaining between workers and management became the norm. In the United States, however, large-scale corporations quickly rose to dominance. Eager to retain control of the production process, corporate elites resisted negotiating with workers and occasionally called upon the state to resolve labor crises. American workers, who initially opposed state involvement, eventually turned to the state for assistance as well. The New Deal administration responded with a series of new labor policies designed to balance the interests of employers and employees alike. Since state intervention did nothing to permanently change employers' hostility toward unions, the New Deal legislation was short-lived. Gerber's broad study of this momentous period in labor history helps explain the conundrum of a nation with a typically limited government whose intense intervention in labor relations caused long-lasting effects.

"In the business and economic spheres, many of the most pressing ethical issues involve the employment relationship, such as the rights of employees versus shareholders, employee privacy and monitoring, whistleblowing, pay equity, discrimination, employee safety, anti-union campaigns, and minimum labor standards. Since the field of human resources and industrial relations is ultimately about people and quality of life, there is a pressing need to develop applications of business ethics for the employment relationship in the context of research, practice, and teaching." From the PrefaceIn recent years, by following media coverage of many scandals of accounting and accountability, the public has gained a greater understanding of what can happen when businesses do not adhere to ethical practices. It is now time for the human resources and industrial relations communities to explore the application of ethics to the employment relationship and to discover the importance of treating employees, not just numbers, properly."

This work is a study into labor practices, employers and employees. Contents: fundamental causes of labor unrest; relation between the employer and the employed; the worker and his wage; wages and profit-sharing delusions; fetish of industrial democracy; when they get together; economic truths of work; man and the machine; methods and policies of British labor.

WE have seen that the Socialist ideal of reconstructing society on some co-operative or communal basis had its origin in the fact that the unrestricted use of machinery was found to be incompatible with a competitive society; that the problems growing out of machine production found a central position in Socialist theory from the days of Owen to Marx, but were lost sight of and forgotten by the Fabians.

John W. Budd contends that the turbulence of the current workplace and the importance of work for individuals and society make it vitally important that employment be given "a human face." Contradicting the traditional view of the employment relationship as a purely economic transaction, with business wanting efficiency and workers wanting income, Budd argues that equity and voice are equally important objectives. The traditional narrow focus on efficiency must be balanced with employees' entitlement to fair treatment (equity) and the opportunity to have meaningful input into decisions (voice), he says. Only through a greater respect for these human concerns can broadly shared prosperity, respect for human dignity, and equal appreciation for the competing human rights of property and labor be achieved.Budd proposes a fresh set of objectives for modern democracies efficiency, equity, and voice and supports this new triad with an intellectual framework for analyzing employment institutions and practices. In the process, he draws on scholarship from industrial relations, law, political science, moral philosophy, theology, psychology, sociology, and economics, and advances debates over free markets, globalization, human rights, and ethics. He applies his framework to important employment-related topics, such as workplace governance, the New Deal industrial relations system, comparative industrial relations, labor union strategies, and globalization. These analyses create a foundation for reforming employment practices, social norms, and public policies. In the book's final chapter, Budd advocates the creation of the field of human resources and industrial relations and explores the wider implications of this renewed conceptualization of industrial relations."

"Investigating Harassment and Discrimination Complaints" is a hands-on guide for human resource professionals who are called upon to conduct a legally sound investigation into harassment, discrimination, or retaliation complaints. This important manual blends the information investigators need to develop the skills and competencies that are critical to successfully investigating harassment and discrimination complaints with a proven framework for undertaking the investigation itself. "Investigating Harassment and Discrimination Complaints" walks the investigator through the process of conducting a successful investigation and includes information about: The critical legal aspects of conducting an investigation How diversity affects harassment What needs to be in place prior to an investigation Creating a step-by-step plan How to properly document an investigation, and Administering discipline for policy violations and remedies for aggrieved employees "Investigating Harassment and Discrimination Complaints" also includes a valuable training program that human resource professionals can use to deliver in-house training programs on harassment investigations. In addition, it contains a wealth of resources including a sample policy, forms to use in an investigation, a sample report, a summary of real-world cases, and government publications from the Equal Employment Opportunity Commission.

Rarely have the international human rights movement, non-governmental organizations, human rights scholars or even labour organizations and advocates given attention to worker rights as human rights. James A. Gross finds, however, that employers, not just governments, have the power to violate workers' rights.

Worked Over is a book about large-scale social change seen at close range, through the lives of generations of working people in a small manufacturing center along New York State's old Erie Canal. Their compelling stories add a new dimension to current debates over corporate power and the public good. Dimitra Doukas draws on ten years of ethnographic and historical research on the Mohawk River Valley towns of Herkimer, Illion, Frankfort, and Mohawk, where the Remington company, maker of arms and typewriters among other things, was for many years the backbone of a thriving regional society. Corporate takeover of the varied Remington enterprises in 1886 sent shock waves through this society, ushering in a century of social distress and decreasing political autonomy. Since the 1970s, the area has suffered mightily from deindustrialization. Local experience, Doukas finds, has shaped an American culture of strongly egalitarian ideals. From this perspective, the region's present plight appears, to many in the region, as a betrayal of American values. Knitting together the ethnographic present, the remembered past, and the historical past, the author tracks today's discontent to the dawn of the modern corporate era for a revealing and intimate look at the rise of a new political and economic power structure.

Despite popular belief, the problem of illegal child labor has not been remedied. The practice persists in the United States and even appears to be increasing. Levine, an acknowledged expert in the field, reveals the nature and magnitude of this old problem in today's economy. Levine explains that since 1981, there has been a relaxation in enforcement of federal child labor law provisions. He presents the complicated elements and troubling implications of a problem that has come to be ignored or overlooked in American society, focusing especially on matters of occupational health and safety. This book is important reading for the general public, as well as for scholars and policymakers involved with children's and labor issues in the United States.

The United States has more of its children in the workforce than any other developed country. They are found in textile, jewelry, and machine shops in New York and New Jersey, in Southeast supermarkets operating meat-cutting machines and paper-box bailers, in Washington state selling candy door-to-door, and in farming operations throughout the country.

Worked Over is a book about large-scale social change seen at close range, through the lives of generations of working people in a small manufacturing center along New York State's old Erie Canal. Their compelling stories add a new dimension to current debates over corporate power and the public good. Dimitra Doukas draws on ten years of ethnographic and historical research on the Mohawk River Valley towns of Herkimer, Illion, Frankfort, and Mohawk, where the Remington company, maker of arms and typewriters among other things, was for many years the backbone of a thriving regional society. Corporate takeover of the varied Remington enterprises in 1886 sent shock waves through this society, ushering in a century of social distress and decreasing political autonomy. Since the 1970s, the area has suffered mightily from deindustrialization. Local experience, Doukas finds, has shaped an American culture of strongly egalitarian ideals. From this perspective, the region's present plight appears, to many in the region, as a betrayal of American values. Knitting together the ethnographic present, the remembered past, and the historical past, the author tracks today's discontent to the dawn of the modern corporate era for a revealing and intimate look at the rise of a new political and economic power structure.