"Teacher training institutions, prospective principals and supervisors interested in the educational system of the State of Florida are in need of some statistical indication of the employment trends occurring in the administration and supervision area of the school in the state. Although the picture of the number employed is changing rapidly, because of the increasing growth of facilities within the state, it may be concluded that a fairly stable trend has been established in employment practices. Those interested may want to know what counties seem to have a larger turnover than others. They may want to know what the trends are in regard to transfers to and from counties. These and similar questions may find their answers, to a certain degree, in the survey that is serving as a basis for this study. It is hoped that this survey will not only meet this need up to the point of its limitations, but that it will also serve to point up the need for further study in the area. Perhaps it will serve as a stimulus for someone to look into the various reasons for the dropping of principals from administration and into what qualifications seem to be in demand in addition to certification, experience, etc."--Introduction. / "August, 1956." / Typescript. / "Submitted to the Graduate Council of Florida State University in partial fulfillment of the requirements for the degree of Master of Arts." / Advisor: H. A. Curtis, Professor Directing Paper. / Includes bibliographical references (leaf 24).

This dissertation is submitted to the Faculty of Humanities in partial fulfilment of the Master of Arts in Labour Policy and Globalisation at the University of the Witwatersrand, Johannesburg , 2019 / NG (2020)

Bibliography: pages 256-273. / The thesis has two objectives: First to establish what has happened to employment by the State and the causes behind changes. And second to establish the role the State has adopted as a labour market operator for white labour and the effects of this role. The work is divided into three parts: PART I: This establishes some of the economic foundations of the factors affecting State employment. The factors which affect total demand for State employment are those factors which determine the total demand and supply of public output. There are four interested parties who are affected by the supply of public output: Consumers who demand public output through voting and non-voting pressure; the government which designs public output to suit the median voter and to some extent overcomes the political uncertainty problem through the implementation of ideology; producers who affect public output through non-voting pressures; and the bureaucracy which produces public output under the criteria of: (i) when a pure public good is produced this is to the full extent of the bureau budget without regard for average and marginal cost conditions and (ii) in the production of a pure private good the bureau produces efficiency only if the trading surplus accrues to the bureau. PART II: This presents the collected data and discusses problems encountered in the establishment of the data. Employment is presented by race for the various sectors of the State (for example the Central Authorities or the Railways) and for the various types of activity undertaken by the State (for example the provision of Economic Services or Educational Services). PART III: This tackles the two objectives of the work and emerges with four findings. The most surprising result of the study was while State employment has grown, the growth in black employment was proportionately far greater than the growth in white employment. This growth is largely centred on the growth of black bureaucrats and teaching services in the employ of the Central Authorities in the 1950s and Homeland governments since the 1960s. Second, State employment by activity shows the interesting result that half of all State employment is involved in providing economic services. In 1980, education employment ranked as the second most important type of employment having constituted twenty per cent of State employment. Third, the State views its role as a white labour market operator as that of an 'employer of last resort' for white labour which it achieves by means of always having posts vacant for whites, especially at lower skilled white positions. The results of this are first, to set a minimum wage for whites and second, is likely to cause the State to operate inefficiently. Fourth, it appears that certain sectors of the State were constrained by fixed factor proportions. In the public service, the Railways and the Provincial Administrations, the ratio of black to white employed rarely exceeded 1:1 until very recently. The effect of this has been to limit the growth in employment of some of the sectors as a result of the State's difficulties in attracting white labour.

Counties and cities in Virginia exhibit distinct regional patterns of growth. While some regions are amongst the fastest growing of any in the nation, other regions have experienced slow or even negative rates of growth in recent decades. To better understand growth in Virginia in recent decades, this thesis presents and estimates an empirical model that will help determine which factors have had the greatest influence on the various components of growth. These components include migration, natural increase (births minus deaths) and employment growth. The results suggest that overall growth was most positively associated with areas of diffuse but high population, as found in many peri-urban localities. Results also indicate that high property taxes have had a strong negative influence upon growth in recent decades. For policy makers and planners in rapidly growing regions, these results indicate that development ordinances that restrict growth to more densely populated areas could effectively slow rates of rapid growth. For slow growth regions, these results indicate that maintenance of low living costs to attract migrants and a diversified employment base may be an effective means to stimulate growth. / Master of Science

In 1963 the Wasatch Division of the Thiokol Chemical Corporation, located twenty miles west of Brigham City, Utah employed approximately 6,000 workers. In December of 1963 the Defense Department phased out major activities in which Thiokol was engaged and during the next three-year period about 4,000 workers were laid off. The greatest number of layoffs took place throughout the early months of 1964.

Legislation, court decisions, and the changing political and social climate provide evidence of the importance of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion. These selection procedures are being challenged by more informed employees and, in many cases, result in costly litigation. Thus, organizations must be aware of the continuing developments in employment law especially as found in court decisions and related legislation. This study investigates judicial and EEOC decisions in discrimination cases to provide answers to these questions: Are organizations aware of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion? Are organizations aware of what constitutes a discriminatory practice in the selection of employees for transfer, training and development, and promotion? Does management recognize and follow nondiscriminatory procedures in selecting personnel for transfer, training and development, and promotion? The purposes of the study are 1. To analyze outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion; 2. To develop a model set of guidelines to aid organizations in developing nondiscriminatory procedures for use in selecting employees for transfer, training and development, and promotion. This study concludes that many employers are aware of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion. Many employers are also aware of what constitutes a discriminatory practice in the selection of employees for some employment advantage. However, management does not always recognize and follow nondiscriminatory procedures when selecting employees for transfer, training and development, and promotion. The number of cases in which selection procedures were found discriminatory supports this conclusion.

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