This book explores the precarious margins of contemporary labour markets. Over the last few decades, there has been much discussion of a shift from full-time permanent jobs to higher levels of ...part-time and temporary employment and self-employment. Despite such attention, regulatory approaches have not adapted accordingly. Instead, in the absence of genuine alternatives, old regulatory models are applied to new labour market realities, leaving the most precarious forms of employment intact. The book places this disjuncture in historical context and focuses on its implications for those most likely to be at the margins, particularly women and migrant workers. Managing the Margins provides a rigorous analysis drawing on original qualitative and quantitative material. It innovates by analyzing the historical and contemporary interplay of employment norms, gender relations, and citizenship boundaries. Available in OSO: http://www.oxfordscholarship.com/oso/public/content/management//toc.html
This study surveys active labor market programs (ALMPs) in selected countries of the Middle East and North Africa (MENA) region, identifies key challenges to their effective and efficient delivery, ...and proposes a policy framework for reforming public service provision. This study draws on data collected through surveys administered to public social, employment, and education agencies in selected MENA countries to identify key constraints and options for reforming publicly provided employment programs. Recent political transitions arising from the Arab Spring have contributed to the deterioration of labor market outcomes in the MENA region. In this context, ALMPs could become an important policy lever to address some of the challenges facing labor markets. These include: joblessness, skills mismatches, lack of labor market mobility, large and expanding informal sector, and lack of formal employment networks. The study also provides specific details on the beneficiaries, targeting, and expenditures of ALMPs during this same period.
Equal opportunity in the workplace is thought to be the direct legacy of the civil rights and feminist movements and the landmark Civil Rights Act of 1964. Yet, as Frank Dobbin demonstrates, ...corporate personnel experts--not Congress or the courts--were the ones who determined what equal opportunity meant in practice, designing changes in how employers hire, promote, and fire workers, and ultimately defining what discrimination is, and is not, in the American imagination. Dobbin shows how Congress and the courts merely endorsed programs devised by corporate personnel. He traces how the first measures were adopted by military contractors worried that the Kennedy administration would cancel their contracts if they didn't take "affirmative action" to end discrimination. These measures built on existing personnel programs, many designed to prevent bias against unionists. Dobbin follows the changes in the law as personnel experts invented one wave after another of equal opportunity programs. He examines how corporate personnel formalized hiring and promotion practices in the 1970s to eradicate bias by managers; how in the 1980s they answered Ronald Reagan's threat to end affirmative action by recasting their efforts as diversity-management programs; and how the growing presence of women in the newly named human resources profession has contributed to a focus on sexual harassment and work/life issues.
The Cash Dividend Garcia, Marito; Moore, Charity M. T
2012, 2011, 02-21-2012, 20120101
eBook, Book
Odprti dostop
The Cash Dividend: The Rise of Cash Transfer Programs in Sub-Saharan Africa assimilates results of a thorough review of the recent use of cash transfer programs in Sub-Saharan Africa. Drawing from ...sources including program documentation, policy papers, peer-reviewed publications, and interviews, it paints a picture of the evolution and current state of cash transfers, which include unconditional and conditional cash transfers and emergency- and development-focused transfers. It presents analysis from data collected and describes broad trends in design features and implementation, including objectives, targeting, benefits, payment mechanisms, conditions, monitoring, evaluation, institutional location, program costs, and more. It also addresses political economy issues relevant to cash transfer programs, discusses the challenges to implementing cash transfer programs in Sub-Saharan Africa, and highlights lessons learned from existing African cash transfer programs. The comprehensive nature of the review, and its thorough analysis of previously unassimilated data, fills a gap in knowledge related to cash transfer programs in the region. The book is expected to benefit the donor community and domestic policymakers involved in cash transfers in Sub-Saharan Africa, guiding both program design and future research. It will help shift the debate on cash transfers in Africa from whether they are possible to how they can best be implemented.
Talent is the "first resource" for state-owned enterprises to achieve high-quality development. Only by following the law of market economy can we realize the optimal allocation of talent elements ...and play the maximum value. The government has repeatedly stressed that it should not only introduce local talents from regions, but also seek all development talents, use good talents without sticking to one pattern, and gather talents from all over the world. The construction of market-oriented selection and employment mechanism is an important measure to implement the reform of state-owned enterprises. It is of great significance to improving the market-oriented operation mechanism of SOEs, stimulating the development vitality and endogenous impetus of SOEs, and promoting the high-quality development of SOEs. From the perspective of internal and external reform and development situation, this paper analyses the new requirements and challenges of the reform of state-owned enterprises and the market-oriented selection and employment of power grid business, and further clarifies the direction and policy requirements of the construction of the market-oriented selection and employment mechanism. The importance and necessity to promote market-oriented selection and employment mechanism are comprehensively and systematically expounded.
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