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The research presented in the thesis is a case-study of attempts to develop socially useful and environmentally sound technology (suest), products or services, as undertaken by alternative employment and training projects in West Berlin. The research is important for the exploration of several issues: the limits of training as a process of changing employment patterns and technological practices; the role of the voluntary/alternative sector; the role of "suest" generally. The initiator group and the eight member groups of the Kooperationsverbund Entwicklungswerkstatt comprised the focal point of the research. Findings from the study suggest that the "training" focus has nearly as many limits as the "products" focus: there were internal problems which in part reflect the confusion about the role of training as a social/technological change agent. The fate of these initiatives will depend largely on what happens to the German economy: will it re-expand conventionally or will "alternative" models prevail?

The purpose of this study is to explore the influence on urban employment patterns of changes in demand for commodities by foreign and domestic consumers. Foreign induced changes in commodity demand are reflected in this study by assumed changes in exports of selected comma-· dity groupss ranging from relatively unprocessed groups such as grain, to sophisticated groups such as electrical products and chemicals. The domestic sources of commodity demand change considered in this study are various components of current expenditure by the federal government on health, education and defense programs, as well as on total government expenditure. The influence of these sources of final demand change is traced to the employed populations of Montreal and Toronto metropolitan areas, and the component districts of these urban areas. An important concern is with whether or not some shocks tend to alleviate or accentuate existing unemployment rate disparities between the central city and fringe of Montreal and Toronto. A national input-output system, together with an appended employment allocation matrix is utilized to estimate the urban employment impacts. The area impacts differ because, on the one hand, employment in some industries is affected more than in others, depending on the particular source of final demand change assumed, and on the other hand the proportion of an area's employed population affiliated with a given industry tends to differ from that of other areas. Before implementing the model the latter proposition~ concerning inter-area differences in industrial affiliation pattern of the employed) is supported by theoretical reasoning and empirical analysis. Theoretically different industries have different locational preferences in an urban area, as a result of factors related to technology, cost of production, and market access. Combined with the theoretical assumption concerning minimization of cost and/or distance of travel to work, area differences in the proportion of workers affiliated with a given industry is implied. This hypothesis is not rejected by analysis of variance experiments based on the pattern of male and female employed populations residing in districts of Montreal and Toronto. Adjusted census statistics on the employed population are used in these experiments the adjustment being required in order to make the urban portion of the model consistent with the 1961 input-output system. Implementation of the model reveals that the metropolitan areas of Montreal and Toronto are influenced to similar degrees by the assumed changes in various components of final demand, but that certain sub-metro areas were affected more than others. There is a tendency for suburban and wealthier areas to be affected more than central and less affluent districts though there are important exceptions. Some components of final demand change tend to accentuate existing intra-urban unemployment disparities. It is finally shown how the area impact disaggregated by subpopulation can be used to identify structural factors responsible for inter-area differences in the total impact. The disaggregated impacts also reveal qualitative, or distributional aspects of the aggregate impacts and thus may be of interest to urban planners. It is possibles for example, to check if female or male employees, affiliated with a lower paying industry group, and resident in a relatively poor district of the city, is influenced more than average by a particular type of final demand change. The limitations and possible extensions are finally reviewed. One limitation involves the assumption that given the industry, subpopulations of the employed are discharged at similar rates when there is a fall in product demand. The theory treating labour as a quasifixed factor implies that the lower grades of labour would be discharged at higher rates than the higher grades. Any bias due to the omission of this effect would reinforce the results related to intra-urban unemployment rate disparities, however. Future research suggested by this study include incorporation of the discriminatory discharge effect into the model and further disaggregation of the work force of industries according to occupation or income group. / Doctor of Philosophy (PhD)

Southern California is the largest U.S. metropolitan area geographically, and demonstrates complex spatial relationships between county labor markets. This paper is interested in investigating the employment dependencies between the core city of Los Angeles its respective commuting sheds, such as San Bernardino and Riverside counties. Using time series data that includes labor demand shocks from the Great Recession, this analysis implements a vector autoregressive model to dissect the relationship between urban and suburban employment changes. The work finds a strong lagging-leading relationship between counties that varies by business cycle phase, and provides policy implications from this relationship.

The career counselling services industry is currently being challenged by a unique set of conditions which has resulted in calls for a greater client orientation in the delivery of career services. The current study takes up this challenge by using marketing concepts to explore the relationship between the expectations (desired) people in career transition have of a career counselling service and the perceptions career counselling service providers have of client expectations. In the process, it also examines variables (career transition group membership, career decision-making self-efficacy, age, gender, and previous experience with a career counselling service) that may impact on the expectations people in career transition have of a career counselling service. The study used a three-phased mixed method approach to gather expectation and perception data. In Phase 1, focus group interviews were conducted with participants from three career transition groups - Year 12 students, final year university students, and adults in midcareer transition. A series of one-to-one interviews with three groups of career counsellors (those in schools, tertiary institutions, and private practice) was undertaken in Phase 2. Phase 3 consisted of a questionnaire, which was administered to broader populations of people in career transition and career counsellors. The people in career transition subject group completed a three-part questionnaire consisting of the Expectations About Career Counselling measure (developed by the researcher), the Career Decision-Making Self-Efficacy-Short Form (an existing measure), and demographic questions. Career counsellors completed a two-part questionnaire, which included the Expectations About Career Counselling (EACC) and demographic questions. The people in career transition subject group were asked to respond to the EACC according to what they wanted from a career counselling service. Career counsellors were asked to respond to the same measure as if they were one of their clients attending their first career counselling interview. In the development of the EACC, an existing measure (the Expectations About Counselling-Brief Form; Tinsley, 1982), was modified using career counselling expectation themes derived from the analysis of data collected in Phases 1 and 2. Factor analysis of the data obtained from the EACC identified four clear factors. These factors were named Career Counsellor Responsibility, Client Responsibility, Quality Outcome and Realism. The findings from Phase 3 indicated that people in career transition had high to very high expectations for the EACC subscales Career Counsellor Responsibility and Quality Outcome, moderate expectations for Realism, and moderate to high expectations for Client Responsibility. Significant differences were found based on transition group membership, gender, age, and previous experience with a career counselling service. In addition, it was found that people in career transition had moderate to high career decision-making self-efficacy and that respondents with higher self-efficacy scores also had higher expectations of a career counselling service. The findings also indicated that there was a significant difference or gap between the expectations of people in career transition and the perceptions of career counsellors concerning client expectations of career counselling. Career counsellors perceived that clients were less committed and more unrealistic about the career counselling process and the counsellor's role than was indicated by the results from the people in career transition subject group. Recommendations based on the findings of this research study were made for career counsellors, professional associations, education and training organisations, education institutions and systems and government policy makers. Specifically, the recommendations addressed the importance of acknowledging, clarifying, and managing client expectations, providing interventions to educate people in career transition about the career decision-making process and the role of the career counsellor, and the implementation of processes to promote ongoing professional development in the career counselling services industry.