Thesis (Ph. D.)--University of Sydney, 2003. / Title from title screen (viewed 15 April 2008). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the Discipline of Work and Organisational Studies, Faculty of Economics and Business. Degree awarded 2003; thesis submitted 2002. Includes bibliographical references. Also available in print form.

Inaug.-diss.--Erlangen, 1910. / Vita: p. [191]. Includes bibliographical references.

The study of social welfare and personnel management is justified by the possibility of providing in the work situation the early detection and treatment of persons with social needs. The advantages of developing an increased sensitivity in personnel managers to the pathogenic conditions present in economic organizations is a further reason for studying the subject of this thesis. Encouraging results have been achieved by other professions, such as industrial medicine, which have placed themselves in the most strategic location to workers. This thesis attempts to discover what social welfare elements are present in the field of personnel management, and to map a course of action for the social work profession to follow in its relationship to personnel management groups. Data was gathered by reviewing literature that described industrial social work and/or the social welfare practices of personnel managers. Theoretical descriptions of the personnel manager's job and of his training were studied to determine the social welfare content of his general duties. An operational definition and interview structure were developed. These were used in personal interviews to provide data on the practices of seven reasonably representative personnel managers in the Greater Vancouver area. Several significant conclusions for Social Welfare were discovered in the data of this thesis. Personnel managers are directly involved in several major social welfare activities. They are concerned about the provision of income protection and health care for their employees, and are often involved in the treatment of crippling personal problems experienced by employees. Personnel managers consider their social welfare activities of vital importance to their organizations because of the effect of these activities on employee morale. Within the limits set by their organizational settings, personnel managers have a unique contribution to make to Social Welfare. The transfer of employees to new jobs and the retraining of employees are two actions that personnel managers can, and do take, to prevent individual cases of unemployment. Large organizations should experiment with the establishment of industrial social work positions. The results of this thesis indicate a need for further studies of the subject of social welfare and personnel management. The area of union relations and collective bargaining is important to the social welfare actions of economic organizations and also requires special study. / Arts, Faculty of / Social Work, School of / Graduate

Both the development and the effective operation of health and welfare services, public and voluntary alike, depend heavily upon public understanding and approval. Yet welfare services have changed so radically in recent decades that much misunderstanding and "cultural lag" exists. "Public opinion" comprises the expressions of interest and viewpoint of many different groups: there are many "publics" rather than one homogeneous citizenry. Trade unions are an important segment, not only as representing the increasing industrial sections of the working-force, but because of growing numbers and influence in public affairs. Accordingly, the present study is directed particularly to the attitudes, views, and information about health and welfare services among members in a large and representative trade union (International Woodworkers of America, Local 1-217). An original questionnaire was formulated and revised after some preliminary testing. After striking a random sample from membership lists, forty rank-and-file unionists and a group of officials were then interviewed in their homes or offices. Some of the most best-substantiated findings are as follows. (1) There is a high degree of unanimity concerning the assignment of welfare responsibilities to government, and in particular, the federal government, though there is doubt as to the best division between provincial and local. (2) The rank-and-file reveal favourable feelings towards the Community Chest, whereas officials' views question the need for its existence. (3) The Community Chest is identified almost wholly, by both rank-and-file and officials as a fund-raising organization. (4) There is singularly little recognition of the need for citizen participation in welfare planning. (5) Trade union members in general looked upon social workers with some respect, but ascribed low status to their professional role. Both the kinds of tabulations in this rather neglected area of opinion measurement, and the views brought to light in this pilot study, suggest there could be considerable value in continued research. / Arts, Faculty of / Social Work, School of / Graduate

No description available.

Since inception of the Manpower Consultative Service in mid-1964 about twenty programs of manpower adjustment to technological change have been initiated under its auspices. This report reviewed recent literature on manpower adjustment requirements to provide a framework within which to evaluate the effectiveness of the Manpower Consultative Service in enhancing an active national manpower policy. Selected cases were examined for any emerging patterns amenable for use In future adjustment procedures; for strengths and/or weaknesses in the Service's methodology; and for providing an evaluation of the achievements of the Service in its enhancement of the nation's manpower policies. The examination exposed areas of weakness in the current rationale of the Manpower Consultative Service. Suggested improvements were recommended on the basis of the established framework. The findings of this report indicate that: 1. A broad pattern is identifiable from the case studies that reveals the approach most likely to evolve in the disposition of manpower adjustment programs under the auspices of the Manpower Consultative Service, 2. The program offered by the Service, analyzed in the light of this pattern, is unduly restricted in its range of applicability by virtue of its current methodology. Specifically, (a) Advance notice of impending changes that will result in the displacement of workers is prerequisite to the effective disposition of manpower adjustment programs. It cannot be left to the limited efficacy of collective bargaining and will be ventured by few firms caught up in an ever-increasing competitive environment. Legislation is required to provide for minimum advance notice of worker lay-off as a statutory right, (b) Current emphasis on joint labour-management cooperation limits the range of applicability of the Manpower Consultative Service and clearly duplicates the current function of the Labour-Management Consultation Branch of the federal Department of Labour. This principle should be subordinated in the Service's basic rationale such that it becomes only a complementary function. (c) Co-ordination of the federal counselling, placement, training, retraining and mobility services has been ineffective and inadequate. Efforts should be focussed on strengthening the co-ordination of these services and priority given to their utilization by actively promoting an atmosphere conducive to manpower adjustment. (d) The research and/or committee chairmen of the Joint Consultative Committees have evolved into third-party problem-solvers in contravention of the principles of the Service and, apparently, to the detriment of a widespread use of its co-ordinating facilities. A researcher's duties in the development of an adjustment plan should be reappraised and more clearly defined. 3. The basic rationale of the Manpower Consultative Service is not clear and, therefore, its resulting implementation lacks organizational commitment to a discipline that dominates its structure and processes. A revitalization and reorganization of the Service's basic rationale is required to promote the maximum utilization of the nation's manpower resources. Examination of many aspects pertinent to the operation of the Manpower Consultative Service was beyond the scope of this report. A number of worthwhile areas for further study have been introduced. / Business, Sauder School of / Graduate

Thesis (Ph. D.)--University of Wisconsin--Madison, 1970. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

D.Litt.et Phil. (Social Work) / This study was conducted within the context of the Mining Industry. The empirical investigation involved 80 apprentice and three Lifestyle trainers based at the Goldfields Training Centre in Luipaardsvlei. The aim of this research was to: (i) Assess the applicability of R R Carkhuff's measurable model of human processing as a basis for a South African based Lifestyle programme. (ii) Research available material in respect of motivating the implementation of Wellness strategies within South African Corporations. (iii) Validate a Lifestyle programme and trainer material for the mining industry which is designed to positively impact apprentice productivity in respect of their living, learning and working life spheres. It was found that: (i) R R Carkhuff's human processing model of programme development and trainer training provided a solid foundation for an effective Lifestyle programme in the South African mining industry. (ii) The literature and research studies indicate that a preventative orientation in respect of employee development and pro-active measures are good financial investments.

Over the fifty years from the end of the First World War, the experience of work in England was increasingly shaped by a concern for industrial welfare which manifested itself in various forms. Large-scale employers, in both the manufacturing and service sectors, often saw the provision of sports and recreational facilities as an important aspect of their commitment to industrial welfare and as a way of maintaining harmonious industrial relations. Sport, along with various recreational activities, increasingly provided a way of encouraging workers to identify with their employer; it was as important in this respect as the company outing or the annual dance. This thesis seeks to build on the existing historiography relating to the ‘sports and social’ side of corporate industrial welfare. Whereas historians to date have focussed on single companies or on a particular sector, it examines four separate case studies – two (Robinsons of Chesterfield and Raleigh of Nottingham) located in the manufacturing sector and two (Lyons and the Bank of England) located primarily in the service sector – to provide an account of this aspect of industrial welfare that is cross-sector in its scope. Company magazines, which played an important part in sustaining clubs and societies by publishing their activities, are the principal primary source used in each case. While underpinning previous work which has emphasised the commitment of employers to industrial welfare, it is argued here that workers themselves had an important part to play in the making of sports and social provision in factories and offices and other places of work, such as the catering establishments and hotels run by Lyons. Often the role of management was simply to respond positively to suggestions made by employees, providing the strategic support that enabled an activity to take off and then sustain itself. In all four case studies here the day-to-day organisation of particular activities was usually undertaken by interested employees. Thus, the characteristics of works-based recreation in a particular workplace could be shaped as much by ‘bottom-up’ initiatives as it was by ‘top-down’ directives. This especially applied to the numerous hobby or interest-based societies – amateur dramatic societies, camera clubs and horticultural societies, for example – which were an important feature of works-based recreation. It is argued here that the importance of such activities has been underestimated in studies to date. They have attracted less attention than company commitment to sport, for example, which manifested itself in the provision of expensive facilities. Yet, clubs and societies which could appeal to employees beyond the age at which most were likely to engage in sport were a relatively inexpensive way of extending the reach of an organisation’s welfare strategy. Accordingly, they are given substantial coverage here.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1994. / Includes bibliographical references.