By Edited by James O'Toole Edited by III Edward E Lawler
A spouse to the recent American place of work , that's co-published with the Society for Human source administration and the Centre for potent enterprises, this quantity comprises unique articles and groundbreaking study, on place of work matters in the USA this day from best students within the fields of commercial, administration and human resources.
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Additional info for America at Work: Choices and Challenges
These stark numbers reflect both the size of the representation gap present in American workplaces today and the potential support base for an alternative approach that addresses today’s workers’ aspirations and needs. Collective Bargaining Throughout the twentieth century, collective bargaining served as the main tool for advancing the economic conditions of union members and of those non-union workers whose employers felt the need to match union gains. Collective bargaining has been most successful in advancing worker interests when two conditions were present: (1) unions organized, or served as a credible threat to organize, a sufficient part of the relevant labor and product market to “take wages out of competition,” and (2) unions could mount a credible strike threat as a key source of power.
Cullen noted, “It is easier to investigate or close a restaurant after a case of food poisoning than to investigate or close a factory after the outbreak of an occupation-related disease” (1999, 11). The Occupational Safety and Health Administration Concern about workplace safety and health was growing rapidly at about the same time the original report on Work in America was published. In 1970, President Nixon signed the Occupational Safety and Health Act, which established specific standards to reduce accidents, injury, and hazards, and outlined employer and employee THE TRANSFORMATION OF WORK IN AMERICA 33 responsibilities.
These investigators found that voluntary wellness programs face an adverse selection problem, in that the less healthy employees are much more likely to select themselves into wellness programs. Therefore, employees that elect to participate in worksite wellness programs may incur higher, rather than lower, health claim costs. Another economic study of health promotion programs (Musich, Adams, and Edington 2000) helps to illuminate the problem. In a six-year study of 1272 company employees, Musich et al.
America at Work: Choices and Challenges by Edited by James O'Toole Edited by III Edward E Lawler