The problem with which this study is concerned was that of developing an understanding of teacher attitudes toward collective bargaining. The investigation was initiated so that members of school boards, administrators, and those associated with professional organizations could have the needed knowledge to permit them to deal realistically with employer-employee relations. There were two purposes for conducting this study. First, an effort was made to determine the specific attitudes these teachers possess toward collective bargaining. The second purpose was to analyze the teachers' background characteristics to determine whether classifications such as sex, academic degree, experience, assignment level, professional memberships, or age have an impact on these attitudes.

No description available.

published_or_final_version / Public Administration / Master / Master of Public Administration

Business transfers and accompanying business changes are a focal point for the tension between the protection of rights of employees, including their property rights in the job and their "right" to meaningful participation, and the interests of management in achieving its economic objectives effectively. A comparison of the law in the United States, South Africa and the United Kingdom can cast the divergent interests, which become conspicuous during corporate reorganisations, into bold relief, and suggest how those interests can be reconciled. This study shows that conventional labour law with its emphasis on voluntarism has not been able to resolve the basic conflict between the economic demands for restructuring and rationalisation (one of the main consequences of the global economy), and the social demands for workers' protection. By arguing that collective bargaining has never succeeded in effectively mitigating the power of management over the workforce, pluralist support of voluntarism is criticised. The main point that emerges from the comparison of the way in which the three countries deal with the phenomenon of structural business changes and the effect of such changes on workers, is that law, even though its effectiveness to bring about major changes in an industrial relations system is limited, can make some difference. Law can intervene in labour relations to set standards and lay down procedures for the exercise of managerial prerogative; specifically, law can introduce the values of liberal society into the workplace, such as rationality, fairness, and respect for individual rights. This study shows how, through the introduction of some of these values, legislation for the protection of workers' acquired rights, can provide a solution to the tension between managerial prerogative and employees' rights.

Thesis (Ph.D) -- McMaster University, 1997. / Includes bibliographical references (leaves 140-144). Also available via World Wide Web.

Thesis (Ph. D.)--Ohio State University, 1987. / Includes vita. Includes bibliographical references (leaves 121-135). Available online via OhioLINK's ETD Center.

Thesis (doctoral)--Universität Mainz, 1974. / Includes bibliographical references (p. v-xvi).

Thesis (Ed.D.)--Teachers College, Columbia University. / Typescript; issued also on microfilm. Sponsor: Harold Noah. Dissertation Committee: Peter Moock. Includes tables. Includes bibliographical references.

Thesis (Ed. D.)--Illinois State University, 1985. / Title from title page screen, viewed June 8, 2005. Dissertation Committee: Ned B. Lovell (chair), Mary Ann Lynn, Ronald Halinski, Carroll Taylor, Alan Hickrod. Includes bibliographical references (leaves 144-149) and abstract. Also available in print.

Thesis--University of Florida. / Description based on print version record. Typescript. Vita. Includes bibliographical references.