This qualitative case study examined the recruitment and hiring practices of an urban district. Participants in this study included five district-level, human resource staff members and six campus principals. Data collected and analyzed including audio recordings of semi-structured interviews of each participant and documents at the district and campus levels used during the recruitment and hiring processes. The findings suggested that there is evidence of the district's use of the fit theory and culturally relevant pedagogy, and there is potential value in uniting and using both theories to identify and hire culturally responsive teachers. Findings also suggested that some tenets of both theories overlap, and some were more evident and more valued in the district processes than others. Since urban schools tend to experience significant staffing challenges and require teachers who are more culturally responsive, this study has the potential to help district and campus leaders examine their current hiring practices and establish stronger connections to the fit theory and culturally relevant pedagogy tenets.

This master thesis deals with employee fluctuation in the selected manufacturing company. In its first part, it explains theoretical concepts associated with employee fluctuation, the ways to measure it, the most common reasons causing employees to leave, and associated costs to the company. The theoretical findings are used in the next part of the thesis to analyse and examine a particular situation in the selected company. The final part contains suggestions for improving identified problems to reduce fluctuation.

A critical aspect for organizational performance is recruiting “the right” people. Great talent serves as a foundation for great companies and a strong pool of candidates is a prerequisite for success. It is furthermore necessary to have an effective recruitment process in order to attract high quality candidates. Slow-paced recruiting processes may serve as a bottleneck to growth meanwhile an effective recruitment process within an organization speaks volumes about the company. It is a direct reflection of the professionalism and validity of the business while leaving its mark on both current and prospective employees. Referral-based recruiting is often referred to as the “holy grail” of recruiting strategies and is an industry term for when a someone, such as a current employee, supplies a candidate from their own network to the recruiter. The strategy capitalizes on the social and professional networks of people in order to generate candidates and is often combined with rewards to incentivize recommendations. Many claims that the recruitment method yields advantages such as increased candidate quality, retention rate and reduced time to hire etc. However, often, these claims are not peer reviewed and lack the empirical evidence to support these claims. This research aims to contribute with knowledge to what role referral-based recruiting plays within Stockholm and to learn more about how the social processes and human elements affects the outcome. Furthermore, how the recruitment method impacts the assessed quality of the candidate pool and recruitment process. A total of six managers active within recruiting in Stockholm has been interviewed for this research. The managers were each asked to describe and evaluate the hiring of five candidates and their respective recruitment process. The empirical results were analyzed in combination to the theoretical framework. Through the analysis, the conclusion was drawn that referral-based recruiting in fact appears to offer unique advantages in comparison to traditional recruiting strategies, such as job-adverts, headhunting and hiring the services of recruitment firms.

The voluntary turnover of revenue management analysts in the U.S. airline industry is an issue, compelling revenue management leaders to implement retention strategies that successfully reduce employee turnover. The purpose of this qualitative single case study was to explore strategies revenue management leaders used within the last 15 years to retain revenue management analysts. The conceptual framework that grounded this study was Maertz's 8 motivational forces of job attachment and voluntary turnover. The targeted population was comprised of revenue management leaders at an airline in Dallas, Texas who had demonstrated successful strategies to reduce employee turnover. Using criterion-based sampling, 4 revenue management leaders were selected for study participation. Data were collected through face-to-face semistructured interviews and company documents, then analyzed via Yin's 5-step process of compiling, disassembling, reassembling, interpreting, and concluding. Interpretations were then subjected to member checking and methodological triangulation to strengthen the trustworthiness of findings. Two main themes emerged: leadership influence and analyst career environment. The findings provide a better understanding of revenue management analyst retention and increase knowledge of factors that influenced turnover in the U.S. airline industry. With this knowledge, revenue management leaders can implement retention strategies that have successfully reduced employee turnover. The implications for positive social change include the potential to overcome emotional discomforts about work or psychological obligations to leave, which can encourage job satisfaction and improve employee retention.

No description available.

Bien que l’inclusion des personnes avec un trouble du spectre de l’autisme (TSA) progresse dans le milieu professionnel, les études menées sur l’adaptation des processus de dotation pour ces dernières par les entreprises restent rares et n’ont pas été actualisées. L’objectif de ce mémoire est de comprendre les leviers et les freins apparaissant dans les moyennes et grandes entreprises privées canadiennes lors du processus de dotation pour les personnes présentant un trouble du spectre de l’autisme (TSA) sans déficience intellectuelle et sans ou avec légère altération du langage. Dans un contexte de pénurie et de volonté de diversification de la main-d'œuvre, les entreprises s’investissent dans l’inclusion des personnes avec un TSA. Néanmoins, l’accès à certains milieux professionnels reste encore très difficile pour ces personnes. Pour essayer de comprendre ce phénomène, la présente étude se base sur la théorie des biais cognitifs et des heuristiques qui influencent inconsciemment les actions et la prise de décision des recruteurs. Lors de cette étude exploratoire, une méthodologie qualitative avec des entretiens auprès d’un échantillon de douze individus a été appliquée auprès d’entreprises et de spécialistes. Les résultats de l’étude exploratoire et de la revue de littérature listeront des leviers et freins rencontrés tout au long du processus de dotation par les personnes présentant un trouble du spectre de l’autisme. L’analyse qui en découle proposera des solutions d’adaptation que les entreprises peuvent mettre en place dans leurs processus de dotation. / Although the inclusion of people with an autism spectrum disorder (ASD) in the workplace is increasing, studies on the adaptation of staffing processes for them by companies are still scarce and have not been updated. The objective of this thesis is to understand the levers and obstacles appearing in large Canadian private companies during the staffing process for people with an autism spectrum disorder (ASD) without intellectual disability and without or with slight language impairment. In a context of shortage and desire to diversify the workforce, companies are investing in the inclusion of people with ASD. Nevertheless, access to certain professional environments remains very difficult for these people. To try to understand this phenomenon, this study is based on the theory of cognitive biases and heuristics that unconsciously influence the actions and decision-making of recruiters. In this exploratory study, a qualitative methodology with interviews of a sample of twelve individuals was applied to companies and specialists. The results of the exploratory study and the literature review will list the levers and obstacles encountered throughout the staffing process by people with autism spectrum disorders. The resulting analysis will propose adaptation solutions that companies can implement in their staffing processes.

[pt] Esta tese busca revelar e analisar o processo de desregulamentação do trabalho dos assistentes sociais através do fenômeno de contratação por pregão, modalidade licitatória praticada pelo Estado. Trata-se de pesquisa que recupera e aprofunda achados iniciais da minha dissertação de mestrado, intitulada Transformações Societárias do trabalho do assistente social na ordem do capital: uma análise do campo de atuação do conjunto CFESS/CRESS 7 Região. Para tanto, apresentamos os fundamentos e objetivos do uso do instrumento legal que instrui o procedimento da licitação e do pregão e o seu direcionamento para a contratação desses trabalhadores, tomando para análise o período de 2010 a 2020. Partimos do entendimento de que o atual estágio de desenvolvimento capitalista e as consequentes transformações societárias trazem repercussões significativas para o âmbito do trabalho enquanto práxis humana. Nesse processo sócio-histórico ocorre a intensificação das formas de espoliação da força de trabalho que se expressam, notadamente, através das práticas de flexibilização, precarização e intensificação das formas de uso e exploração da força de trabalho. Desse modo, a contratação por pregão é expressão desse processo. Norteada por esses pressupostos, esta tese busca respostas para o seguinte problema: quais as repercussões da contratação por pregão para o trabalho dos assistentes sociais na conjuntura de contrarreformas do direito do trabalho no Brasil? Quais as respostas políticas do Conjunto CFESS/CRESS para o enfrentamento do quadro de aumento da precarização do trabalho de assistentes sociais? Qual a compreensão jurídica deste novo fenômeno na profissão de Serviço Social? Para compreender este fenômeno e sua inovação no mercado de trabalho dos assistentes sociais, realizamos entrevistas com membros do Conselho Federal de Serviço Social (CFESS) e com desembargadora aposentada do Tribunal Superior do Trabalho (TST) e pesquisadora do Cesit/Unicamp. Além disso, retomamos entrevistas realizadas com o Conselho Regional de Serviço Social do Rio de Janeiro (CRESS 7 Região) para a dissertação de mestrado. Para examinar a totalidade das contratações por pregão no Brasil exploramos a plataforma Licita Já, que busca licitações no território nacional, utilizando os termos pregão e assistente social. De modo complementar, nos debruçamos sobre fontes documentais oficiais, bem como jornais e revistas, além de acessarmos dados secundários de institutos de pesquisa e de termos realizado revisão teórico-bibliográfica sobre o tema. Recuperamos a centralidade do trabalho como fio condutor de análise desta tese, que buscou, em seu desenvolvimento, aprofundar os conceitos de acumulação por espoliação, precarização social e flexibilização, relacionando-os ao trabalho do assistente social. Constatamos que enquanto trabalhador assalariado, os assistentes sociais também estão sujeitos a esses processos, que atingem as suas condições e relações contratuais de trabalho e as possibilidades de efetivação do Projeto Ético-Político Profissional hegemônico. A modalidade de contratação por pregão e a forma de relação trabalhista revelam- se contrárias ao que se perseguiu, em termos de condições de trabalho, ao longo do desenvolvimento e maturidade do Serviço Social brasileiro, que é a defesa da solidez contratual através do concurso público, e, notadamente, o vínculo estatutário. Observamos que esta tentativa de ressignificação, a qual nomeamos como trabalho atípico, assesta significativamente o trabalho do assistente social, tem maior incidência nos municípios brasileiros e atingem as políticas públicas de assistência social e saúde. A centralidade deste estudo compreende que tais injunções rigorosas são um desvirtuamento do direito ao trabalho regulamentado e protegido e, portanto, um constrangimento às normativas trabalhistas e ao projeto profissional do Serviço Social brasileiro. / [en] This thesis seeks to reveal and analyze the process of deregulation of the work of social workers through the phenomenon of contracting by auction, a bidding modality practiced by the State. This is research that retrieves and deepens the initial findings of my master s thesis, entitled Societal Transformations of the work of the social worker in the order of capital: an analysis of the field of action of the CFESS/CRESS 7th Region. To this end, we present the fundamentals and objectives of the use of the legal instrument that instructs the bidding and bidding procedure and its direction for the hiring of these workers, taking for analysis the period from 2010 to 2020. We start from the understanding that the current stage of capitalist development and the consequent societal transformations have significant repercussions for the scope of work as human praxis. In this socio- historical process there is an intensification of the forms of expropriation of the workforce that are expressed, notably, through the practices of flexibility, precariousness and intensification of the forms of use and exploitation of the workforce. In this way, contracting by auction is an expression of this process. Guided by these assumptions, this thesis seeks answers to the following problem: what are the repercussions of hiring by public auction for the work of social workers in the context of counter-reforms of labor law in Brazil? What are the political responses of the CFESS/CRESS Group to tackle the situation of increasing the precariousness of the work of social workers? To understand this phenomenon and its innovation in the job market of social workers, we conducted interviews with members of the Federal Council for Social Work (CFESS) and with a retired judge from the Superior Labor Court (TST) and researcher at Cesit / Unicamp. In addition, we resumed interviews with the Regional Council of Social Service of Rio de Janeiro (CRESS 7th Region) during the research for the master s degree. In order to examine the total number of contracts per auction in Brazil, we explored a bidding search platform in the national territory (Licita Já), using the terms auction and social worker. In a complementary way, we look at official documentary sources, as well as newspapers and magazines, in addition to accessing secondary data from research institutes and having carried out a theoretical and bibliographic review on the topic. We recovered the centrality of work as the guiding thread for the analysis of this thesis, which sought, in its development, to deepen the concepts of accumulation by plunder, social insecurity and flexibility, relating them to the work of the social worker. We found that as a salaried worker, social workers are also subject to these processes, which affect their conditions and contractual working relationships and the possibilities for carrying out the current Professional Ethical-Political Project. The mode of contracting by auction and the form of labor relationship are contrary to what was pursued, in terms of working conditions, throughout the development and maturity of the Brazilian Social Service, which is the defense of contractual strength through public tender, and, notably, the statutory bond. We observed that this reframing attempt, which we call atypical work, significantly undermines the work of the social worker, has a greater incidence in Brazilian municipalities and affects public policies on social assistance and health. The centrality of this study understands that such strict injunctions are a distortion of the right to regulated and protected work and, therefore, a constraint to the labor standards and the professional project of the Brazilian Social Work.

No Abstract Provided / Thesis / Bachelor of Arts (BA)

The topic of this thesis is AI recruitment chatbots, digital discrimination, and data feminism (D´Ignazio and F.Klein 2020), where I aim to critically analyze issues of bias in these types of human-machine interaction technologies. Coming from a professional background of theatre, performance art, and drama, I am curious to analyze how using AI and social robots as hiring tools entails a new type of “stage” (actor’s space), with a special emphasis on social acting. Humans are now required to adjust their performance and facial expressions in the search for, and approval of, a new job. I will use my “theatrical glasses” with an intersectional lens, and through a methodology of cultural analysis, reflect on various examples of conversational AI used in recruitment processes. The silver bullet syndrome is a term that points to a tendency to believe in a miraculous new technological tool that will “magically” solve human-related problems in a company or an organization. The captivating marketing message of the Swedish recruitment conversational AI tool – Tengai Unbiased – is the promise of a scientifically proven objective hiring tool, to solve the diversity problem for company management. But is it really free from bias? According to Karen Barad, agency is not an attribute, but the ongoing reconfiguration of the world influenced by what she terms intra-actions, a mutual constitution of entanglement between human and non-human agencies (2003:818). However, tech developers often disregard their entanglement of human-to-machine interferences which unfortunately generates unconscious bias. The thesis raises ethical questions of how algorithmic measurement of social competence risks holding unconscious biases, benefiting those already privileged or those acting within a normative spectrum.

Essay 1 (with Oskar Nordström Skans): This paper provides field evidence on the causal impact of past successes on future performances. Since persistence in success or failure is likely to be linked through, potentially time-varying, ability it is intrinsically difficult to identify the causal effect of succeeding on the probability of performing well in the future. We therefore employ a regression discontinuity design on data from professional golf tournaments exploiting that almost equally skilled players are separated into successes and failures half-way into the tournaments (the “cut”). We show that players who (marginally) succeeded in making the cut substantially increased their performance in subsequent tournaments relative to players who (marginally) failed to make the cut. This success-effect is substantially larger when the subsequent (outcome) tournament involves more prize money. The results therefore suggest that past successes provide an important prerequisite when performing high-stakes tasks. Essay 2: Recent experimental evidence suggests that women in general are more discouraged than men by failures which potentially can explain why women, on average, are less likely than men to reach top-positions in firms. This paper provides the first quasi-experimental evidence from the field on this issue using data from all-female and all-male professional golf tournaments to see if this result can be replicated among competitive men and women. These top-performing men and women are active in an environment with multiple rounds of competition and the institutional set-up of the tournaments makes it possible to causally estimate the effect of the result in one tournament on the performance in the next. The results show that both male and female golfers respond negatively to a failure and that their responses are virtually identical. This finding suggests that women’s difficulties in reaching top-positions in firms are caused by external rather than internal barriers. Essay 3: Voting is a fundamental human right. Yet, individuals that are younger than 18 do typically not have this right since they are considered uninformed. However, recent evidence tentatively suggests that the political knowledge of youths is endogenous to the voting age. I test for the existence of such dynamic adjustments utilizing voting age discontinuities caused by Swedish laws. I employ a regression discontinuity strategy on Swedish register data to estimate the causal effect of early age voting right on political knowledge around age 18. The results do not support the existence of positive causal effects of early age voting right on political knowledge. Thus, we should not expect that 16-year-olds respond by acquiring more political knowledge if they are given the right to vote. This finding weakens the case for a lowering of the voting age from 18 to 16. Essay 4 (with Lena Hensvik): We postulate that firms’ production losses  from absence depend on the employees’ internal substitutability, incentivizing firms to keep absence low in positions with few substitutes. Using Swedish employer-employee data we show that absence is substantially lower in such positions even conditional on establishment and occupation fixed effects. The result reflects sorting on both entry and exit margins, with stronger separations responses when it was difficult to predict the absence of the employees beforehand. These findings highlight that internal substitution insures firms against production disruptions caused by absence and that absence costs are important aspects of firms’ hiring and separations decisions.