Thesis (M.S.)--University of Wisconsin--Madison, 1968. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1983. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 381-389).

Thesis (Ph. D.)--Ohio State University, 2006. / Title from first page of PDF file. Includes bibliographical references (p. 149-155).

Thesis (M.A.)--University of Missouri-Columbia, 2005. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (July 13, 2006) Includes bibliographical references.

Thesis (Ph. D.)--Ohio State University, 2007. / Full text release at OhioLINK's ETD Center delayed at author's request

Thesis (Ph. D.)--University of Washington, 2000. / Vita. Includes bibliographical references (leaves 119-129).

M.Com. (Business Management) / Compliance with Employment Equity Act no 55 of 1998 is very important for organisations in South Africa. Recent reports attested that no significant change or progress achieved as far as Employment Equity (EE) is concerned. With no doubt South Africa faces shortage of skills and this may be a hindrance to EE Transformation. The Auditor-General of South Africa (AGSA) is not isolated from the skills shortage challenges, particularly because they seek specialised skills and competencies such as those of Chartered Accountants CA(SAs). The South African Institute of Chartered Accountants (SAICA), stated in their press release (Olivier, 2012) that this particular institution has 33 167 registered Chartered Accountants in South Africa. This means a small pool from which the Auditor-General of South Africa can draw its potential employees. The AGSA is not unique to the changes and legislative requirements faced by other organisations. As a result, these organisations are required to embark on a transformation journey to ensure Employment Equity achievement within their respective environments. Although reports have been showing some encouraging progress towards achieving the objectives of the Employment Equity Act, the journey is still long. This research attempted to establish the state of transformation and the challenges faced when implementing EE in AGSA. Based on these, the researcher proposed a change process to increase attainment of EE targets. For this study, the researcher focused particularly within areas where the AGSA struggles to attract suitably qualified employees. The researcher further assessed the employees’ perceptions related to EE how these perceptions are addressed. The researcher collected by means of self-administered questionnaires, interviews, as well as a case study. The sample included Corporate Executives, Business Executives, Senior Managers, Managers and Trainee Auditors. The collected data was analysed both qualitatively and quantitatively. Findings of the study revealed that different business units were implementing different strategies in an attempt to address their Employment Equity challenges. Some areas within the AGSA realised progress while others made only minimal progress. The research further revealed the need for an integrated approach towards achievement of the EE target. This may ensure a concerted effort and eradicate working in silos. A need for appropriate and formal EE structures was also established. Recommendations for an integrated approach as well as required structures for EE were discussed in the last chapter of this research.

It is my view, that a serious impediment, in the development and growth of economically underdeveloped Latin American countries with high rates of population growth, is the inability of their economic systems to utilize and absorb continuous additions to their labor force productively. As this condition is expected to persist especially in the rural or agricultural sector of the economy, it is my argument that "push" and "pull" factors can and do operate to mobilize 'redundant', surplus or unemployed labor from sectors or regions where employment opportunities are lacking to sectors where employment opportunities are believed to be in abundance. An important premise then, is that we cannot be optimistic about the possiblity of raising aggregate production over short, or even long run periods in a sector such as agriculture which is hampered by high rates of unemployment and low labor output ratios. In turn, it is my position that if we are "committed" to the economic objective of accelerating the development of the economy's stagnant regions, labor mobility and the reallocation of labor (i.e., reducing conditions of surplus or marginally employed labor in labor surplus areas), to labor intensive "industry" is a necessary prerequisite to the raising of productivity and the encouragement of savings and investment. Accordingly, as we cannot expect that quantities of labor from one sector can be reallocated immediately to another i.e., a question of the "quality" of labor demanded and supplied, an accompanying strategy for the qualitative development of the "human factor" is proposed. / Arts, Faculty of / Sociology, Department of / Graduate

A theoretical model is developed explaining participation in the labour force in terms of the utility obtained from working, the likelihood of obtaining a job, and the costs associated with getting a job. Both discouraged and added worker behaviour are explained in terms of the model and the much greater likelihood of finding evidence of the former is noted. Regression analysis is then applied to 1961 census tract data for the major cities of Canada in order to discover the determinants of labour force participation rates and especially the influence of unemployment, on these rates. Separate regressions are run for high, middle, and low income tracts. Regressions are also separated by sex. For males, it is found that unemployment, wage levels, age, education, and marriage are important in determining participation rates. The influence of these variables differs significantly among the income groups. A strong discouraged worker effect is found. For women, similar results are found, but children, housing conditions, ethnic variables and the unemployment and earning rates of males also influence their labour force behaviour. Some slight evidence for added worker behaviour was found among the higher income groups. Similar regressions were then run using 1951 census data. Although there was evidence that the influence of some of the socio-demographic variables had changed over time, discouraged worker behaviour still predominated over added worker behaviour for all groups with the exception of higher income women. The results of this thesis were found to conform with the results obtained in earlier studies in the U.S. and Canada. / Arts, Faculty of / Vancouver School of Economics / Graduate

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