The focus on diversity is relatively new in the Norwegian labor market but its expansion is comparable to other European countries. Due to the changing contours of the population outlook in Norway and the large demand of labor, there is a challenge faced by different actors in the processes of formulating and implementing social policies. These confrontations include factors such as qualification, training, facilitation, racism and other forms of discrimination. Along with political and legal measures to ensure fair conditions, there has been an involvement of both public and private sectors in discussions related to these issues and how they can be talked. Due to this, a number of organizations such as Posten Norway AS, Telenor ASA, Statoil ASA, Stormberg and Dalpro have embarked on strategic measures focusing on how to deal with the diversity problematic in their respective firms. These organizations are both publicly and privately owned. This paper engaged in an exploration of these strategies by closely relating to a research project at the Norwegian University of Science and Technology, NTNU Social Research Limited in the report "Why Diversity" (Berg, Thorshaug,Garvik,Svendsen and Øiaas, 2012). The case studies of the named organizations were chosen based on their working strategies parallel to diversity variations, diversity management, the size of the organization, and industrial affiliation. The data collection from the companies was based on interviews with Human Resource personnel and diversity managers. Other sources of data included public documents from the studied organizations. This paper discusses how employers in the private and public entities choose to use diversity work as a strategy. John Wrench’s theory of "Diversity Management" is used to analyze the applied strategies through the various measures. A qualitative approach was employed and involved conversations and interviews, analysis of the given documents, related literature (both off and online), observation and knowledge gained during the research project. The considered relevant aspects to highlight diversity in this paper, in a broader sense, included immigrants, immigrants in the labor market, as well as political and legal constraints in workplace. The findings in this study are a presentation of the various strategic approaches used by the chosen companies, exploring and discussing their experiences and assessing what enhances or limits a good diversity management.

The purpose of this research is studying and analyzing immigrant’s perception of their integration into the labor market in Sweden. It is qualitative study and the data consist from six in-depth interviews with immigrants who live in Östersund, Sweden and arrived to Sweden at least one year ago. The theoretical starting point of the thematic analysis of the collected data is following concepts: social integration and social segregation, discrimination (statistical, preference, ethnical, racial, religious), cultural distance, self-confidence and self-perception, human capital and social capital.The results have shown that the majority of the immigrants perceive themselves as segregated from the Swedish labor market due to the unemployment, discrimination towards them, cultural differences between them and Swedes, the unadjustment to the Swedish society, and the exclusion from the Swedish social network. However, the employment was not considered by all interviewed immigrants as a prerequisite for the integration into the job market in Sweden. Such country-specific skills as Swedish education and Swedish work experience were identified by the interviewed immigrants as important factors for their acceptance by the Swedish employers.

In 1938, San Antonio’s pecan shellers waged a five-week strike against their employers. The shellers had few resources at their disposal, and, moreover, most of them were Mexican women. During the work stoppage, the picketers endured widespread opposition and police brutality. Nonetheless, the shellers forced their employers to arbitrate. Previous scholars have characterized the strike as spontaneous, but closer examination reveals the events and circumstances that spurred the shellers to action. Specifically, this work will address why the strike occurred at the beginning of 1938, and how the shellers achieved a successful outcome. Political and economic factors in the early twentieth century resulted in a massive wave of migration from Mexico into the U.S. Newly arrived Mexican workers faced discrimination in the workplace and in their personal lives. That discrimination resulted in low wages for Mexican workers. Low wages forced Mexicans in San Antonio to live in the city’s west side neighborhood, which lacked adequate housing and infrastructure. Such conditions gave pecan workers considerable reason to resent their employers and seek change. Grievances alone might explain why the shellers struck, but they do not explain the strike’s success. Pecan workers relied on solidarity formed over many years to sustain their work stoppage until their employers surrendered. Solidarity was formed in a variety of venues on the west side, in both formal and informal organizations. Leisure activities also fostered unity, often along cultural lines. The shellers also built a sense of togetherness through labor organizations and mutual aid societies. The political climate in San Antonio during the late 1930s provided the final piece to the puzzle of the strike’s success. Election results at the federal, state, and local levels signaled that voters sought the leadership of individuals who advocated increased rights for workers and minorities. The shellers seized on the political climate, waging their strike at a time when it stood a better than average chance to succeed. Without the combination of poverty, solidarity, and opportunity that existed for Mexicans on the west side in January 1938, the strike’s occurrence and outcome would have been in considerable doubt.

In this paper, we will construct a quantity-setting mixed duopoly market model, in which a individual enterprise and a privatization public enterprise. Two enterprises carry out Cournot competition, in order to analyse the economic result of privatization. The traditional economic theory is supposed, the individual enterprise pursues the maximization of profits, and the public enterprise pursues the social welfare maximization. This text introduces the trade union in the model, consider how many shares the government should hold the privatization public enterprise. If the privatization policy needs to pass the negotiation of trade union, we can make use of union-firm bargaining to analyse this problem. We find no matter complete privatization(government does not hold any shares) or the complete nationalization is not all the optimal market structure under privatization. In the past literatures, privatization perhaps can not improve the social welfare. We discover the result that if the strength of trade union change from strong to weak under the privatization policy, then the social welfare may be improved.

The purpose of this thesis is to examine hourly wage differences across different groups of Mexican-origin workers. First, I assess the cost of foreign-born status by comparing the hourly wages of Mexican immigrant workers with those of native-born Mexican American workers. Second, I assess the cost of non-citizenship status by comparing the hourly wages of non-citizens with those of Mexican-born U.S. naturalized citizens. I also seek to determine if these costs are greater in California than in Texas. The data are drawn from the 2000 5% Public Use Microdata Sample (PUMS) U.S. Census. The results from multiple linear regression analyses show that being an immigrant, particularly a non-citizen immigrant, is associated with lower hourly wages, especially in California. Thus, Mexicanorigin workers, especially those in California, bear dual costs for being foreign-born and not being naturalized citizens. Furthermore, I focus on length of U.S. residence to assess the social and economic impact of the different periods on the costs associated with foreign-born status. First, those who came to the United States before the IRCA of 1986 and a series of California propositions during the 1990s have higher hourly wages than those who arrived later, because of more stable labor market conditions and the effect of the duration of stay in the United States. Second, those who arrived during the last decade have much lower hourly wages because of their disadvantaged labor market contexts.

This study analyzes how employees at a university recreation center discursively construct their experiences of emotional labor, how they conceptualize such behavior in terms of displaying unfelt emotions and faking in good and bad faith, and what these discursive constructions reveal about their perceptions of authenticity. The findings demonstrate that workers construct emotional labor as a natural ability and as performing a role. People who construct emotional labor as a natural ability depict themselves as the controller of their workplace emotion. They display unfelt emotions in good faith when they do so to uphold another’s face, and they believe that they possess a true self. Employees who construct emotional labor as performing a role view their supervisors as controller of their workplace emotion. They fake emotions in good faith when doing so uphold their own face, and they fake in bad faith when it upholds the face of a co-worker who they feel needs to be disciplined. These people do not possess a sense of authentic self. They view themselves as multi-faceted and they say that they use social comparison to determine how to behave in particular situations. These findings reveal previously unexplored complexities in scholars’ conceptions of emotional labor and authenticity.

Univ., Diss. u.d.T.: Bourgault, Julie: L'impact juridique des nouvelles dispositions de la loi sur les normes du travail en matiere de harcelement psychologique sur le régime légal préexistant--Laval, 2005.

Thesis (Ph. D.)--West Virginia University, 2002. / Title from document title page. Document formatted into pages; contains vii, 298 p. Includes abstract. Includes bibliographical references (p. 288-298).

Thesis (M.A.)--Ohio State University, 2009. / Title from first page of PDF file. Includes vita. Includes bibliographical references (p. 32-36).

"Submitted in partial fulfillment of the requirements for the degree of Master of Science in Contract Management from the Naval Postgraduate School, December 2009." / Advisor(s): Rendon, Rene G. ; Sears, George A. "December 2009." "Joint applied project"--Cover. Description based on title screen as viewed on January 28, 2010. Author(s) subject terms: Turnover, Contract Management, Contract Management Maturity Model, Procurement Planning, Solicitation Planning, Solicitation, Source Selection, Contract Administration, Contract Closeout, National Capital Region Contracting Center. Includes bibliographical references (p. 61-65). Also available in print.