Thesis (LLM. (Labour Law)) -- University of Limpopo, 2012 / Indirect discrimination is a concept which originated from the United States of America. The concept came about after the failure of anti- discrimination legislation to improve the position of Black Americans, particularly in the employment field. The legislature realized that there are structural practices and policies, in the employment field which affect certain racial groups negatively. These practices of discrimination were not clearly defined hence the meaning and interpretation of the concept was left to the administrative body, the Equal Employment Opportunity Commission (EEOC) and the courts. The concept was imported into the South African jurisprudence after the inception of the government of National unity in 1994. The new government was committed to bring to an end all forms of discrimination which were in the past practiced against the Black community. Section 9(3) of the Constitution of South Africa Act 1996 (Act 108 of 1996) proscribed direct and indirect discrimination. These sections served as the basis for sections 6(1) of the Employment Equity Act 1998 (Act 55 of 1998) which proscribes “unfair direct and indirect discrimination” in any employment policy or practice. Its scope is wide and allows Plaintiffs to prove their claims in jurisdictions where it could have been very difficult for them to do so. While in the United States, statistical evidence is required to prove indirect discrimination, this is not the case in South Africa as seen in the landmark case of v Leonard Dingler Employee Representative Council v Leonard Dingler (PTY) LTD (1998) 19 ILJ 285 (LC). In this case when the Court gave its decision it simply relied on the facts of the case instead of complicated statistical evidence. Seemingly this will apply only in more obvious cases. In more complicated cases, Plaintiffs will still need to submit statistics to prove their claim.

Tourism is often described as having arisen from the Grand Tour of the young aristocracy of the eighteenth century who travelled around Europe for a period of a few years to further their education. Adler argues that, rather than seeing the development of tourism as an evolution from the young aristocracy to the adoption of the tour by the middle classes, the young travellers of today can also be traced back to tramping "a well institutionalised travel pattern of working class youth" (1985, p.335). The modern day Working Holiday is taken by a wide cross section of many societies travelling for a variety of purposes. The Working Holiday Schemes discussed are reciprocal arrangements between New Zealand and sixteen other countries (as at May 2003) that allow young people to work and holiday in each other's countries, for up to a year. The aims of the research are to discover who these visitors are, what work and holiday experiences they have, their motivations for coming to New Zealand and also to compare the intentions of the schemes, as outlined in policy found in cabinet briefing papers, with the actualities of the scheme, as reported by Working Holidaymakers, employers and community members. The study uncovers the background to policy decisions in the tourism / immigration domain. No research has been carried out on the Working Holidaymakers coming to New Zealand or about the policies that support this movement. It will be argued that Working Holidaymakers contribute both as a source of labour to many industries and as significant consumers of tourism product. Consequently this research is of interest to the academic community, government and industry groups including the horticultural and broader farming industry, tourism sectors such as hospitality, accommodation, transport, attractions and activity providers, and to a lesser extent training and educational institutions. The research focuses on the characteristics of a convenience sample of Working Holidaymakers. The thesis is supported by a small case study that explores the schemes from the perspectives of host communities and employers. During the period that the research was undertaken the number of countries involved and the number of working holiday visas increased significantly. During 2005, 36,000 visas were made available to suitable applicants from twenty-five countries. The growth in the numbers of Working Holidaymakers suggests that it is time to review the policy formation about Working Holiday Schemes and challenge the traditional definition of a tourist as a non-worker. Recommendations are made for improving the schemes, contributing to policy decisions and to for a wider interpretation of the term tourist.

Based on analyses of recorded real-life selection interviews in a law firm and in a government department, this study illustrates how crucial it is for job applicants to use the valuable skill of Impression Management (IM), that is, the attempt to portray a particular image by controlling the information available to others so that they will view the actor as he or she intended. By using verbal and non-verbal behaviours persuasively, job applicants can create an image of professionalism in a short period of time, structuring the interviewers’ impressions formed of the applicant in order to lead to high suitability ratings and job. Currently, there is much competition for jobs, hence applicants are faced with increasingly sophisticated selection techniques that aim to ensure only the best applicants are appointed. This study is located within the fields of communication and selection interviewing research and is underpinned by moral and ethical issues in regard to the deployment of power and empowerment of job applicants. The necessarily communicative approach involved qualitative data collection and description i.e. Conversation Analysis (CA) and Content Analysis (ContA). It is argued that because power influences language and language influences power, applicants may empower themselves in interviews by examining their beliefs and by adopting more powerful verbal behaviour. In time, and with further academic inquiry, more equality in interpersonal relations in the workplace could become the norm. The hope is that this study could be a catalyst for future research on preventing misuse of power through communication in the workplace and in social life. / Doctor of Philosophy (PhD)

The study topic undertaken was "Enhanced access for re-entry into education, training is seen to enable women to achieve self-fulfilment and enhance employment opportunities". Thesis Proposition and Study Problem : The topic was undertaken to study groups of women during different stages of education, training to see whether they did achieve self-fulfilment and had better employment opportunities if they did have enhanced access for re-entry into education, training. The study briefly looks at the progress by women chronologically, from the late nineteenth century until today, noting the major changes that have given greater gender eguity within the workplace. Methodology : The study focused on four different case studies; each case study focusing on different women who were at different stages of education, training. The study ensured it also focused on women who had gone into nontraditional roles to gain a greater insight as a result of women being given greater access, whether it has played a role in women having the opportunity to gain greater career opportunities and self-fulfilment as a result. Results : Some of the key results were that if women were given the opportunities of education, training that they were able to achieve self-fulfilment and their employment opportunities were enhanced. It was also evident that women were increasing in numbers to study at university. There were a number of inequalities noted still, although there have been a number of changes in recent times. These changes were also noted, as well as the barriers that are still evident. The study identifies different areas within education/employment whereby there are barriers and inequalities. The changes in training/legislation are also noted. Conclusions : The study is concluded by compiling the results of the four case studies and presenting these as well as other evidence from a variety of sources clarifying the investigation that "Enhanced access for re-entry into education, training is seen to enable women to achieve self-fulfilment and enhance employment opportunities".

<p>Arbetslösheten i Sverige är i dag högre än på flera år. Ungdomar är en av de grupper med störst andel arbetslösa. Tidigare studier har visat att när en person känner att den har svårt att få ett arbete kan person motivation att söka arbete minska. Även längden på arbetslöshetsperioden påverkar motivationen. Arbetsförmedlingen har som uppgift, bland annat att kontrollera att arbetslösa ungdomar följer sina uppgjorda handlingsplaner, men också att motivera de arbetssökande. Syftet med denna studie (n=132) är att undersöka hur de arbetssökande ungdomarna anser sig bli motiverade, trots arbetsförmedlarnas dubbla roller. Studien visade att bemötande, engagerande och tilltro till den arbetssökandes förmåga att få ett arbete var mest betydelsefullt för ungdomarnas motivation att söka arbete.  </p>

We look at a principal-agent model in which the agent has to perform an action, the difficulty of which is better known ex interim than ex ante. We compare two contracting regimes; one with commitment to an ex ante negotiated contract, and one with an ex interim negotiated contract. The ex ante contract can not be too steep, but attempts to negotiate a steeper ex interim contract may result in bargaining failure. We find that the relative efficiency of the two contracting regimes depends on the nature of the differences between tasks. In a dynamic version of the analysis, we further find that the comparison depends on the frequency with which new tasks are needed. The argument can be interpreted as an analysis of the tradeoff between weak incentives in the firm and the possibility of unsuccessful negotiations in the market

Thesis (Ph.D.)--University of Missouri-Columbia, 2006. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (March 1, 2007) Vita. Includes bibliographical references.

Arbetslösheten i Sverige är i dag högre än på flera år. Ungdomar är en av de grupper med störst andel arbetslösa. Tidigare studier har visat att när en person känner att den har svårt att få ett arbete kan person motivation att söka arbete minska. Även längden på arbetslöshetsperioden påverkar motivationen. Arbetsförmedlingen har som uppgift, bland annat att kontrollera att arbetslösa ungdomar följer sina uppgjorda handlingsplaner, men också att motivera de arbetssökande. Syftet med denna studie (n=132) är att undersöka hur de arbetssökande ungdomarna anser sig bli motiverade, trots arbetsförmedlarnas dubbla roller. Studien visade att bemötande, engagerande och tilltro till den arbetssökandes förmåga att få ett arbete var mest betydelsefullt för ungdomarnas motivation att söka arbete.

In this study methods are developed for locating places of education, employment opportunities and housing.The first model allocates places for upper secondary (Am. High School) education in space with the aid of a location-allocation model using capacity constraints and distance-dependent demand. The solution is obtained by an heuristic node-swapping method. For each line of study it sets down the number of locations that could offer such courses, their physical location, their capacities and their geographical catchment areas. The educational resources are allocated according to a criteria that minimizes a weighted sum of geographical distances between the schools and their potential pupils, their applicants and the labour market. In connection with applications of the model, analyses suggest that the location and dimensioning of upper secondary education are primarily steered by the local pupil demand, secondly by the desire for an even regional allocation and thirdly by the demand from the local labour market.In the second model, government employment programmes are allocated among sectors of the economy and sub-districts within a municipality over time. The aim is to offer a sufficient number of employment opportunities for the lowest possible level of public expenditure - irrespective of which support sectors happened to have resources at their disposal at the time of investigation. Given frequencies of persons employed are sought for various groups of people, e.g. men, women, or peripheral residents in the municipality. One general result is that the existing allocation of support resources on sectors only yields less than half as many employment opportunities as could be provided with the same resource input allocated in a different way. Even with a more efficent resource allocation, the amount of support needs to be at least doubled in order to produce national average levels of employment over the long term, within the studied municipality.The third model represents a local housing market with a varying housing stock and population. The changes of accommodation are described for the individual households, giving information on preferences and restrictions. A large proportion of home moves are due to changes in the household composition, changes which are explained internally within the model. The model shows how the new production of housing should be distributed by types of dwelling in different geographically delimited areas over time. The individual's welfare losses during the wait for a new place to live and the costs of empty accommodation are weighed against each other in the allocation algorithm of the model. The model is qualitatively different from traditional models using aggregated data. However models with data on individuals, individual decision processes, and interplay between different actors can probably be developed into usable bases for decision. / digitalisering@umu

The purpose of this research was to explore the perceptions of employers, teachers and graduates of the Oregon Carl Perkins Single Parent/Displaced Homemaker Programs regarding non-technical employment qualities. The Luft "Non-Technical Employment Qualities Survey Instrument" and open-ended questions were used to elicit personal responses from members of each group for the purpose of comparing the results. The research questions addressed the perceived rankings of non-technical employment qualities, the extent to which programs were perceived to have addressed these nontechnical employment qualities, the extent to which graduates were perceived to possess these non-technical employment qualities, the extent to which graduates were perceived to seek and receive feedback regarding these non-technical employment qualities, the specific non-technical employment qualities that were perceived as essential prior to entering the workforce, the perceptions as to why employees were terminated and the perceived reasons why graduates left employment. The findings concluded that the respondent populations were in general agreement as to their perceptions. Employers and teachers agreed more frequently regarding their perceptions as to the extent graduates possessed these non-technical employment qualities and the extent to which graduates sought and received feedback. Graduates agreed more frequently with the employers as to their rankings of the qualities needed, but there was great disagreement between graduates, and their employers as to the number of qualities possessed and the amount of feedback sought. Employers and teachers disagreed more frequently in their rankings as to which qualities were the most important. The principle implication of this research for education with regard to these populations is that a close relationship between employers and the instructors preparing graduates for employment is imperative. The principle research recommendation entails further inquiry into the specific behaviors that demonstrate the possession of these skills and that would prevent employment termination. / Graduation date: 1996