Nearly every country that produces cars views the automobile industry as strategically important because of its direct economic significance and because it serves as a bell-weather for innovation in employment conditions. In this book, industrial relations experts from eleven countries consider the state of the industry worldwide. They are particularly interested in assessing whether the loudly heralded model of lean production initiated by Toyota has become pervasive.

The contributors focus on employment practices: the way work is organized, how workers and managers interact, the way worker representatives respond to lean production strategies, and the nature of the adaptation and innovation process itself. Global competition and changing technological possibilities are pressuring other industries to transform their employment practices and the auto industry may be an important harbinger of what is to come.

In the early twentieth century, an era characterized by unprecedented industrial strife and violence, thousands of employers across the United States pioneered a new policy of labor relations called welfare work. The paternalistic practices and forms of compensation they introduced were designed not only to control workers but also to advertise the humanity of corporate capitalism and thus to thwart the advance of legislated reform. In a penetrating contribution to a burgeoning literature on the development of the U.S. welfare state, Andrea Tone offers a new interpretation of the role of welfare capitalism in the shaping of that development.

World Employment Programme Background papers for training in population, human resources and development planning. Paper No. 6. The main objective of the Programme is to help Member States incorporate demographic elements into employment-related policies and, more broadly, to facilitate the integration of population and human resources development issues into national development planning. The present paper addresses the issues of assessing women's contribution to economic development.

It is no secret that corporate America is in trouble--as are labor unions--and a principal reason is our archaic system of labor-management relations, which excludes labor from participating in, and sharing responsibility for, the growth and profitability of the enterprises for which it works. In a book sure to arouse controversy in both management and labor circles, Barry and Irving Bluestone propose a New Enterprise Compact under which labor becomes co-responsible with management for all strategic business decisions--pricing, investment, plant location, and more.

This volume presents selected extracts from International Labour Conventions and Recommendations, and from relevant resolutions and conclusions of various ILO conferences and bodies, relating to labour law and labour relations. Topics covered include: freedom of association; dispute settlement; enterprise-level labour relations; labour relations in the public service; tripartism; employment security; remuneration; and collective bargaining.

The presence of Japan Inc. looms larger than ever for millions of American managers and workers, as hundreds of Japanese companies open plants and offices in local communities across the United States. What is it like to work for the Japanese? Can Americans, with their strong tradition of individualism, adjust to a Japanese "team system" that emphasizes harmony and close cooperation? How do Americans and Japanese resolve the misunderstandings that arise from differences in language and culture? Journalists Joseph and Suzy Fucini sought the answers by studying relations between Americans and Japanese at the Mazda plant in Flat Rock, Michigan, the first wholly-owned Japanese auto plant to employ a unionized American workforce. For three years, the Fucinis followed events at the plant, interviewing more than one hundred workers, managers and outside suppliers. The authors conclude that for all its strengths, the team system requires the sacrifice of individual interests to the good of the group, and that no matter how hard an individual tries to become part of the Mazda team, advancement for both managers and workers will be limited by the fact that they are not Japanese.

Lynch condemns the sloppy, fearful thinking that has converted affirmative action into quotas and that has kept social researchers shying away from this explosive topic.

"Shulamit Reinharz Choice"

There is nothing quite like Frederick Lynch's book which describes how affirmative action works in real life, and points to some very disturbing effects. This is a subject that should be discussed not only in the Supreme Court and Lynch makes an important contribution to that discussion. "Nathan Glazer, Harvard University"

More and more questions have surfaced in the past decade concerning the wisdom and fairness of affirmative action programs. In this book, Lynch takes a hard look at affirmative action policy development and the social and ethical implications of a system that promotes gender and race as criteria for vocational advancement and educational opportunity. He focuses on the experiences of white males who have been victims of reverse discrimination under such programs and explores the lackluster response from government, the media, and employing institutions. Lynch examines the political taboo that for two decades effectively stifled discussion of the issues that affirmative action raises in both public discourse and scholarly analysis. He reviews the original ideals and purposes of affirmative action and contrasts them with the program as it has actually operated in everyday work settings. In case studies based on interviews and other data, Lynch assesses the reactions of white males to affirmative action social barriers, as well as their impact on co-workers, friends, and relatives. He describes the role of the mass media, the social sciences, and ideological elites in creating a conspiracy of silence concerning the hidden and unintended consequences of affirmative action policies. The only study that deals specifically with the impact of affirmative action on white males, this book is a must read for anyone who is truly interested in understanding the sociological, political, and psychological complexities of this issue.

One of the important objectives of the ASEAN Programme on Industrial Relations for Development (a joint project ILO/UNDP/ASEAN) was to promote the study and analysis of basic issues in labour relations and labour laws within the ASEAN countries. To meet this objective a number of national experts have been invited under the Project to prepare country studies on the following issues: the problem of union recognition; the administration and enforcement of collective agreements; the voluntary and compulsory arbitration of labour disputes; the right to strike and lockout. These studies, which have now been completed and published, are aimed to provide an opportunity for students, practitioners, policy-makers to acquire valuable insights based on the experience of the ASEAN countries. It is hoped that these materials will promote comparative studies in labour relations and labour laws which in turn could lead to cross-fertilisation of ideas and concepts and even to desirable reforms.

This Key Issues report addresses questions often raised by employers and union leaders setting out to develop job-based programs to help alcoholic and other troubled employees. Following chapters on the historical development and key components of EAPs, the authors discuss the importance of balance in program strategies and in corporate and union responsibilities. The authors also present examples to show the role EAPs might play when the problems of alcoholic and other troubled employees lead to arbitration and workers' compensation cases. The focus in the concluding chapter is on the future of EAPs-the need for more research and further development of educational programs for EAP practitioners.

An ILO Symposium on Collective Bargaining in Industrialized Market Economy Countries (Geneva, 2-6 November 1987) Industrial relations in industrialized market economies are currently evolving in a particularly difficult context. Economic constraints, technological progress and changes, not only in the composition of the labour force but also in the attitudes of workers, have caused workers' and employers' organizations to take a fresh look at their role in the process of collective bargaining. A symposium convened by the ILO in November 1987 provided a forum in which participants from government, employer, worker and academic circles, together with observers from a number of international bodies, could exchange views on recent trends and problems in collective bargaining. Papers by the ILO highlighting significant issues and a selection of the documents submitted by the participants in English are contained in this volume.

This guide has been prepared with a view to helping developing countries in their effort to promote the orderly settlement of industrial disputes through conciliation. Its aim is to meet the needs not only of professional or full-time conciliators but also of industrial relations officers, labour officers or labour inspectors, if conciliation is among their duties, by suggesting forms of behaviour, approaches and attitudes that will enable them to carry out their functions more effectively. The guide is intended to be of use to conciliators working in different countries and under different national conditions, and is based on contribution prepared by high-level mediators and conciliators from the United Kingdom and the United States as well as on information derived by the ILO from the findings of a number of regional seminars and from more immediate sources. The book is primarily designed for use as teaching material for the training of newly appointed conciliators and as a guide for working conciliators who have not had previous training.

Throughout the coal industry's two-hundred-year history, labor issues have dominated its economics and politics. Curtis Seltzer has written a comprehensive historical- analysis of labor relations in the American coal industry-the first since the 1930s.

Market forces have victimized coal suppliers and their workers for most of this century as demand shifted to other fuels. Coal producers responded to poor sales and excess production capacity with policies that led to strikes, inefficiency, and turmoil. Since its founding in 1890, the United Mine Workers of America has represented most coal miners, and management has traditionally taken one of two positions toward the UMWA: break it or use it. From 1950 to 1972, the major coal operators and the union formed an industrial partnership whose purpose was to survive a protracted slump in demand by controlling labor costs, increasing productivity, and limiting competition. This partnership eventually led to a rebellion within the UMWA that demanded democratic reform, better contracts, and improved health and safety in the workplace. For the last decade, the UMWA has been reworking its relationship with management, a process marked by conflict and stress.

n the years ahead, substantial environmental problems associated with coal combustion may drastically limit coal's growth. New mining technologies may cut labor requirements to the bone. As the shift to renewable energy occurs, coal may experience a transitional period of expansion followed by a rapid decline. These trends will have enormoussocial and economic consequences.

Fire in the Hole is a story that captures the people of coal as well as the broad clash of social forces.

This book begins with a historical review of how authority in the Canadian workplace has changed over the past century. It proceeds to outline a theory of organization which provides a broad conceptual framework for the empirical analysis which follows. This theory is based on five concepts: the values of organizational members; the administrative structure of the organization; the interpersonal and intergroup processes; the reactions and adjustments of organization members; the social, political, economic, and cultural environments of the organization.A sample of 20 industrial organizations was selected to examine the effects of significant employee participation and to test the theory. They are matched pairs: ten permit some form of participation, and ten--similar in size, location, industry, union/non-union status, and work technology--follow conventional hierarchical design.The resulting data demonstrate that greater productivity results from employee participation in decisions relating to their work, in productivity bonuses, and in profit sharing and employee share-ownership plans.

The history of the north-shore railways provides a case study in the complexities of industrial development in nineteenth-century Quebec. Constructed in the fifteen years following Confederation, the North Shore and the Montreal Colonization Railways reinforced Quebec's integration into a transcontinental unit. Yet bankruptcy of both companies in 1875 forced the provincial government to assume ownership of the railways and to shoulder a financial burden that kept the province preoccupied, weak, and subservient to Ottawa. Diverse political, clerical, and business interests united to construct the railways and to manoeuvre them from private companies into a public venture and ultimately into the Canadian Pacific system. The two railways brought new concentrations of capital and power that cut across French and English ethnic lines and sharpened regional rivalries. Along the south short of the St. Lawrence both French- and English-speaking inhabitants protested against the province's commitments to its north-shore railways. By the late 1870s Quebec City's English community was lobbying hard against the growing power of their English-speaking counterparts in Montreal. The north-shore railways plagued a generation of Quebec politicians, and their construction bared incompatible regional aspirations. By 1885 years of negotiation, scandal, and political blackmail culminated in the incorporation of the two north-shore railways into the Canadian Pacific system. As this study so clearly demonstrates, Quebec paid a high price in making its contribution to linking Canada by steel a mari usque ad mare.

When I went to work for Lockheed-Georgia Company in September of 1952 I had no idea that this would end up being my life's work." With these words, Harry Hudson, the first African American supervisor at Lockheed Aircraft's Georgia facility, begins his account of a thirty-six-year career that spanned the postwar civil rights movement and the Cold War. Hudson was not a civil rights activist, yet he knew he was helping to break down racial barriers that had long confined African Americans to lower-skilled, nonsupervisory jobs. His previously unpublished memoir is an inside account of both the racial integration of corporate America and the struggles common to anyone climbing the postwar corporate ladder. At Lockheed-Georgia, Hudson went on to become the first black supervisor to manage an integrated crew and then the first black purchasing agent. There were other "firsts" along the path to these achievements, and Working for Equality is rich in details of Hudson's work on the assembly line and in the back office. In both circumstances, he contended with being not only a black man but a light-skinned black man as he dealt with production goals, personnel disputes, and other workday challenges. Randall Patton's introduction places Hudson's story within the broader struggle of workplace desegregation in America. Although Hudson is frank about his experiences in a predominantly white workforce, Patton notes that he remained "an organization man" who "expressed pride in his contributions to Lockheed [and] the nation's defense effort.

As the twentieth century draws to an end, the changing role of women appears as one of the dominant features of the era. In "Now Hiring, " historian Julia Blackwelder traces the century-long evolution of the American occupational structure and the ensuing rise in demand for female workers through the closing episodes of the Industrial Revolution and the advent of postindustrialism. Decade by decade, she adroitly traces the main lines of the development of the female work force and its interactions with education, family life, and social convention while developing a nuanced analysis of the differential patterns for various ethnic, racial, age, and socioeconomic groups.
Through vignettes of individual women, given context by statistical data that place them within larger patterns of work and family life, Blackwelder presents her arguments "with flesh on them." She offers a pioneering consideration of non-paid employment as part of the picture of women and work and incorporates an intriguing case study of the evolution of the Girl Scout organization. Her consideration of the interaction of race, class, gender, and economic forces in the evolving roles of working women--particularly since she weaves these issues into every discussion, rather than isolating them as afterthoughts--also makes an intellectual contribution to the field of women's studies. In her conclusion, Blackwelder summarizes the effects of a century of change in women's employment and delineates the social and economic challenges that will confront women and families of the twenty-first century.
Blackwelder portrays the larger economy as the premier driving force for patterns of female work. She demonstrates that the reconfiguration of the women's labor market followed the shift of the leading sector, from agriculture in the nineteenth century to manufacturing and eventually to service industries. In addition, she shows how changes in the labor market redirected female education and transformed family structures in the United States and how these changes in turn contributed to the further restructuring of job opportunities and salary structures.
Blackwelder analyzes how gender conventions have affected the employment of women: what industries would hire them, what positions they were considered for, what pay was considered appropriate. Considering how the shift in the national economy and the growing female permeation of the labor force changed the dynamics and economics of family life, she shows that although wage-earning wives gained more authority within marriage, they also assumed heavier responsibilities for the financial support of their families. As rising rates of separation and divorce further burdened mothers (who generally had child custody), women's economic advances paradoxically worsened their overall financial well-being.
This survey of U.S. women and work introduces students and general readers alike to these important topics, and the distinctiveness of Blackwelder's approach, blending quantitative data and oral history materials, as well as the cogency of her underlying arguments, give the book importance to scholars of labor and economic history and women's studies.