Since the conjoint development of capitalism and the nation-state in eighteenth century Europe, the practical and theoretical problems of socio-economic reproduction and socio-political order have confronted social scientists of all ilks as different sides of the same coin. In its infancy, sociology drew its formative inspiration from classical political economy, and long after the new discipline had carved out its own niche from the theoretical vacuum created by the rise of neoclassical economics, the dialogue between social and economic theory persisted, especially within the Marxist tradition. Nowhere is this symbiotic relationship more apparent than in the field of labour market studies. The labour market constitutes a microcosm of capitalist society where the related problems of economic reproduction and social order are manifest in their myriad, contradictory forms. One such form is the dyad of racial inequality and conflict. This thesis focuses on how racial conflict is conceived in the contemporary Marxist, neoclassical economic and Weberian literature, and examines the contribution of radical labour market theory to a Marxist theory of racial conflict. The purpose is to meet the challenge extended by a recent, neo-Weberian critique and reformulation of class theory as a unified, theoretico - methodological framework for articulating the relationship between racial groups and social classes, racial conflict and class struggle in the labour market, community, state and international system. It concludes that radical labour market theory represents an important departure from previous Marxist approaches to race and class. Theoretically, radical labour market theory breaks with Marxist tradition by distinguishing group forms of domination like discrimination, from class forms like exploitation, and by relating group and class, market and production relations to racial conflict and class struggle. Methodologically significant is the attempt to apply a non-reductionist class analysis that situates the race - class nexus in the historical context of collective struggles in a dynamic, open-ended class formation process. The implications of these theoretical and methodological directives for Marxist theories of race, class and the State are critically evaluated, and a non-reductionist model of racial conflict is proffered as a preliminary step toward a Marxist theory of inter-group conflict. / Arts, Faculty of / Sociology, Department of / Graduate

This study, guided by a feminist framework, aims to disclose aspects of the lived experience of Chinese immigrant women in the Canadian labour market, to explore the factors affecting their job search and employment opportunities, and to identify the gaps between the experience of women and the existing policies and programs, so as to increase our knowledge in this area and to help inform the development of more effective and meaningful intervention strategies to improve their situation. Recognizing the importance of the words of women, this study adopts a qualitative design to generate rich information from the interviews held with eight Chinese immigrant women from Hong Kong, with different occupational backgrounds. The women's narratives reflect the disadvantaged position of Chinese immigrant women: their exclusion from the mainstream labour market and concentration in Chinatown. The findings refute what traditional theories and authorities have said: that racial minority immigrant women's personal shortcomings account for their employment problems; their unfulfilled high expectations, culture shock, lack of confidence, lack of language and job skills. Instead, the research findings reveal what has been omitted in most literature: that Chinese immigrant women have been historically discriminated against, that there are structural and systemic barriers perpetuating their employment difficulties. The findings reveal that employment inequality is rooted in unequal power relations and Chinese immigrant women are triply disadvantaged due to their multiple roles as women, as immigrants, and as racial minorities. / Arts, Faculty of / Social Work, School of / Graduate

In this study a research design for a study of youth work transition is developed and pretested. Available statistics on the scope and severity of youth unemployment are examined and it is concluded that the problems of unemployment are more severe for those under 25 than for any other age group and that the situation is likely to get worse as young people in the next ten years will encounter a situation where ahead of them in the occupational structure are a large number of older, but still young, workers. It is suggested that the problems faced by youth in the work world could be alleviated if more information were available on what variables determine job success and on what effects various educational and training programs have on youth's work transition. However, such research is a major undertaking and much preliminary work to select effective instruments for measuring work attitudes and for developing effective methods of data gathering is required. Preliminary work carried out in this study includes determining an optimal sample size, compiling a questionnaire composed of a number of tested attitude scales, and the development of an optimal methodology for using mail questionnaires. A pre-test was carried out and the 24-page questionnaire was sent out to 600 high school leavers. A response rate of 64% was obtained even though time and budget constraints meant only a portion of the mail questionnaire methodology could be used. A multivariate analysis of the results from the questionnaire showed the attitude scales had a significant explanatory effect on a number of variables related to job success. It is hoped that this study will prove useful to future researchers who plan to study the problems of youth work transition and that the excellent response to the pre-test will encourage government to grant the support and commitments such studies deserve. / Business, Sauder School of / Graduate

Occupational data for industrial labour forces reveal sexual division of labour in the form of occupational segregation by sex (OSS). There are two principal dimensions of this phenomenon. First, male and female workers are distributed differently among occupations, an aspect of OSS referred to as occupational differentiation by sex (ODS). Second, there is considerable variation in the internal sex compositions of occupations, such that women are overrepresented in a few jobs, and underrepresented in others. This dimension of OSS is referred to as occupational sex-typing (OST). Some patterns of OSS suggest that male and female workers are not merely segregated into different jobs, but also stratified into occupations readily ranked according to conventional criteria. Such sexual stratification of the labour force is referred to as sexual inequality of occupational status (SIS). Although economic, socialization, discrimination, interdisciplinary, and ecological explanations of change in OSS and SIS identify important determinants of these phenomena, none of these perspectives provides an adequate theory of change in OSS and SIS. As well, the various approaches have led to contradictory conclusions about trends in OSS and SIS. Some authors argue that there has been no change in the degree of these phenomena. Others contend that OSS and SIS have grown more pronounced, while yet others claim declines in these phenomena. Much of the confusion concerning trends in OSS and SIS results from methodological inadequacies, which render inconclusive many of the findings of previous research. The thesis of this study is that there should be inverse relationships between the level of industrialization and both OSS and SIS. Specifically, it is argued that (1) the development of machine technology tends to eliminate the necessity to select workers for some jobs on the basis of strength, i.e., usually by sex; (2) the commitment to productivity characteristic of industrial societies implies hiring and promoting workers on the basis of their probable contribution to production; (3) the industrial urban milieu is characterized by conditions conducive to the employment and advancement of women (e.g., low birth rate, career opportunities); and (4) the bureaucratization accompanying industrialization ideally implies the selection and promotion of workers on the basis of achieved qualifications, determined by formalized, calculable standards, rather than on such traditional, ascriptive, and often economically irrational, criteria as sex. Accordingly, it is predicted that ODS, OST, and SIS will be inversely related to technological development, productivity, urbanization, and bureaucratization, and that as the levels of the latter dimensions of industrialization increase over time the degree of ODS, OST, and SIS will decline. Indexes of each dimension of industrialization and of JDDS, OST, and SIS are calculated with official Canadian data for the census years 1891 through 1971. The results are graphed and correlated, and subjected to regression and trend analysis. Generally, the findings are consistent with the thesis of inverse relationships between both OSS and SIS and each dimension of industrialization. Declines in OSS, however, are slight, with considerable sexual division of labour remaining at the end of the period studied. The theoretical and methodological implications of these findings are discussed, and several directions for subsequent research indicated. / Arts, Faculty of / Sociology, Department of / Unknown

M.B.A. / As a result of globalisation, today's organisations have to deal with increased competition in all sectors. Organisations need to focus on increasing their output and at the same time decreasing the inherent costs in producing the output. It has become essential for organisations to be viewed as employers of choice amongst the labour market and its competitors. This reduces a company's cost base substantially by attracting top talent and retaining essential employees. It has been estimated that an organisation spends up to two times an employee's annual salary when they first employ an individual, due to the recruitment, initiation and training costs. The retention of highly skilled employees has become a global issue as organisations identify that their competitive advantage lies in the minds of these talented individuals. Within the market place, there is a common misperception that women will be in the job market for a few years, and then leave to start a family. Because of this, many organisations often overlook women in the recruiting phase as well as when promotional opportunities arise. However, the workplace of the future will be characterised by increasing numbers of women and single parents, as women will join the workforce at twice the rate of men. These heads of non-traditional households will require benefits that allow them to balance their work and family life. Women may choose to work for different reasons, but many may need to work. Whether she chooses to work or needs to work, the work that she does and the hours that she completes it in is based on a decision the woman makes. This decision is influenced by the organisations that are committed to overall employee well being and adequate work-life benefits ...

This study uses panel data to advance international business literature about the efficiency with which Foreign Direct Investment (FDI) inflows to developed countries create employment compared to developing countries. It is argued that the economic activity of a host economy in the growth of its Gross Domestic Product (GDP) facilitates its ability to attract FDI. The importance of this relationship lies in the components that make the GDP a composite measure and has wide-ranging implications on governance, effectiveness and efficiency of a host country. The analysis of data confirmed the hypothesis on the efficiency of developed economies in creating employment from FDI inflows. The study further presents a detailed case, analysed from data, on the relationship between economic activities of major industrial sectors in South Africa and their ability to attract foreign investments. Furthermore, the extent to which the foreign investment creates employment in proportion to the FDI inflow is examined. The study findings support a positive relationship with GDP – FDI and employment. While similar trends were seen on industrial sectors, a declining growth in employment and FDI inflow were noticeable in South Africa. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

The interim Constitution and the final Constitution, respectively Act 200 of 1996 and Act 108 of 1996, has ushered South Africa into a new era. An era that will be characterized by it's influence on our jurisprudential, political, socio-economic and religious rights. The Labour Relations Act 66 of 1995 in general and workplace forums in particular ushered our labour relations into a new era. It is our attempt by the legislature to foster corporatism at the enterprise. It is hoped that workplace participatory structures such as workplace forums will lead to: Better information flow and communication between management and the workers; better decision making by management; efficiency and productivity which will help the national economy. The legislative framework that regulates the establishment of workplace forums however, present certain problems. The major obstacles that the act create is, firstly; the granting of the sole right to call for the establishment of workplace forums to majority unions (section 80(2)) and secondly; the high threshold of 100 employees that is required by section 84 of the Labour Relations Act. These provisions are critically analysed from a comparative perspective. It is argued that the high threshold is totally inexplicable and unacceptable. It is contrary to the trend in Europe where experiments with workplace based structures were highly successful. This high threshold is also totally insensitive to the needs of SMME's. It is a known fact that workers in this sector are vulnerable, exploited and deserving of legislative or other forms of protection. The introduction or legislative facilitation of the establishment of workplace forums in SMME' s has potential to serve as a counterbalancing force. By engaging management and workers in a joint forum may of the problems in SMME's can be eradicated. The position of the majority unions is also untenable. The legislature has in fact disempowered those that it seeks to empower - the workers. In most countries studied, unions not necessarily majority unions have the right to trigger the process of establishing "workplace forums." In other countries, like Germany workers that are not union members can also trigger the process. This power that is give to majority unions also further marginalises SMME's. The SMME section is not sufficiently unionised because of the organizational problems that they present. In Britain for instance, only 8% of small companies are unionised. Unions will have logistic difficulties of organising and servicing a multitude of workplaces containing relatively small numbers of members. Section 80(2) and Section 84 of the Labour Relations Act will have to be revisited with a view of making workplace forums an all inclusive process and not one dominated by majority unions. The threshold for entitlement will have to be lowered so that more employees can enjoy the potential benefits of workplace base institutions.

This study examines the position of women in Basotho society. It examines the position that women occupy in the society both in their traditional and contemporary roles. This is later contrasted to the developments made at the level of the state to effect changes to improve the situation. The data used in the study pertain to the period after 1986 up to 1996, except where it was possible to include more current. The international community has established norms intended to guide the members of the respective conventions and treaties in making of their domestic laws. These guidelines operate as an indication of the member country's intention to abide by the norms and not to deliberately flout the principles involved. Lesotho has through the years signed and ratified a number of these conventions. There has been quite a significant number of problems encountered in applying equality rights. Women in Lesotho as in the rest of the developing world are faced with discrimination on at least two levels, being female and being a member of the wrong race. The issue is whether they are also as humans, entitled to the benefit of universal human rights, or is it the exclusive preserve of men. It is the purpose of this study to examine the extent to which the international norms and human rights standards have impacted on the municipal law in Lesotho to grant equality rights to women. Finally, it is concluded that the Government of Lesotho has failed to achieve its obligations under the Conventions and international norms to which it has bound itself. Although legislation has been passed and applauded even at an international level, little progress can be made due to the half hearted attempts by the legislature to grant rights to women while not wanting to disturb the run of things and curtail the power that men have over them. This is likely not to be popular at some quarters especially with traditionalists. If however women are to be given equality in rights, the reforms have to be made.

Changing national policies in recent years represent an unprecedented attack on refugee resettlement in the United States. In this period of political and social uncertainty, understanding the barriers to refugee economic integration is more critical than ever. Following a review of existing literature on refugee resettlement and economic integration, this research assesses experiences of refugee employment in Dallas, Texas—one of the cities that resettles the most new refugees nationwide—through investigating the experiences of four key populations: resettled individuals themselves (including refugees, asylees, and SIVs), resettlement caseworkers, third-party staffing agencies, and the management/HR staff of refugee employers. These diverse perspectives will assist in understanding the structural constraints that shape refugee employment services, as well as the interaction of these various individuals and organizations as parts of a dynamic system. The project also aims to explore employers' experiences of hiring refugees and working with resettlement programs, as the perspectives of entrepreneurs and the business community are those most likely to influence the attitudes of legislators and encourage renewed support of resettlement in Texas. The conclusion of this study offers recommendations for how resettlement organizations can navigate the ambiguities of a resettlement system driven by neoliberal economics and a push for rapid employment while supporting clients' successful economic integration and avoiding the exploitative work relationships that have come to characterize refugee employment in many areas.

It was the purpose of this study to investigate some of the factors related to employers' attitudes toward the hiring of a mentally retarded individual. More specifically, an attempt was made to answer the question, "Why do employers hold favorable or unfavorable attitudes toward the hiring of the retarded?"