This study examines public housing authority employees' perceptions of readiness, climate and process of change and employee status. Sixty-six (66) survey participants were selected for this study utilizing convenience sampling. The survey participants were current public housing authority employees who underwent organizational change. The survey in this study, Organizational Change Questionnaire- Climate of Change, Processes and Readiness (OCQ-CPR), utilized a four-point continuum Likert scale. Frequency distribution, cross tabulations and the statistical test of chi-square were used to analyze the relationship between the variables. The findings of the study indicated that there was no statistical relationship between the variables.

<p>This dissertation analyses the issues concerning strategies for improving the working and living conditions of migrant farmworkers in the United States and Canada. By comparing the tripartite and sharecropping models in commercial agriculture, it is demonstrated that unionisation and three-way collective bargaining are efficient and proven techniques for increasing workplace standards for migrant farmworkers. The tripartitc model separates agriculture into three discernable actors: food corporations, growers and farmworkers. While some agricultural sectors are dominated by corporate entities which combine both production and processing operations, other sectors such as cucumbers and tomatoes are characterised by large processing corporations which are supplied by commercial growers. Without the presence of food corporations in collective bargaining, many growers are unable to provide for better working conditions for migrant farmworkers. The Farm Labor Organizing Committee (FLOC) has significantly established the only tripartite labour relations framework in North American agriculture. FLOC has used commercial boycotts for more than two decades, in order to pressure food corporations to participate in collective bargaining with migrant farmworkers. The union is presently conducting a national boycott of the Mt. Olive Pickle Company in North Carolina, a campaign which aims to bring the company to the bargaining table and to put an end to the sharecropping model in the state's cucumber industry.</p> / Master of Arts (MA)

<p>Resource extraction projects in the North are governed by negotiated agreements developed between industry, the state and Aboriginal governments and institutions. This thesis examines the role played by women in the Environmental Impact Assessment (EIA) and Impact Benefit Agreement (IBA) processes leading up to Voisey’s Bay mine in northern Labrador and whether women’s involvement in resource governance improves the participation and retention of women in non-traditional jobs at the mine. Using a qualitative methodology of semi-structured interviews and thematic analysis, this thesis found that the participation of Aboriginal women was unable to significantly improve the work experiences of women at the mine. The concerns of Aboriginal women were identified by analyzing submissions made to the EIA panel by women’s groups. These concerns were then compared with the perceptions of work by women who worked in either construction or the operations phase of the mine. The confidentiality of IBA negotiations and documents are offered as one reason that Aboriginal women did not have the concerns they raised during the EIA process mitigated. The unfinished IBA was referred to by VBNC, and accepted by the panel, as a way to mitigate women’s concerns despite confidentiality preventing the contents of the IBA from ever being known. While women received prioritization in the IBA, Aboriginal women demanded quotas and targets for the training and hiring of women for the construction and operations phase. The thesis ends with a discussion of ways to alleviate the conflict between IBA and EIA processes.</p> / Master of Arts (MA)

Modern writers see varied values in recreation. The necessity for recreation in a machine age has become widely recognized. Its many-sided contribution to good living is being clarified by a constangly increasing member of writers--sociologists, educators, physicians, philosophers, etc. It seams appropriate to this inquiry to consider what some of these writers say.

A series of happenlngs in Salt Lake City during the early years of the reoent depression strongly Indlcate that certain relief clients were, at that time, more or leas chronic trouble makers. They frequently threatened and sometimes inflicted bodily harm on social case workers; they inflicted riots, held protest meetings and wrote protest letters to state and national officials. A check-up on the addresses of these clients showed that the majority lived in the same or near-by areas.

The city of Logan, Utah, was first settled in 1859 and derives its name from an old Indian Chief named "Logan," who had befriended the early white settlers.

<p>This study examines how workers experience Japanese inspired manufacturing practices at Honda of Canada Manufacturing (HCM), Alliston assembly operations and associated parts suppliers. To address how lean production methods are changing production workers responsibilities and impacting job satisfaction, the nature of production work, and the implementation of the Kaizen philosophy are investigated. I predicted that production work at HCM and its suppliers consists of some of the same alienating working conditions as experienced by workers in traditional operations with less job rotation or formal employee participation schemes. The data revealed that despite job rotation production work at these operations is alienating: workers reported that their jobs were "mind-numbing" and that they were simply there for the pay-cheque. Interestingly, some of the same individuals also reported job satisfaction when their Kaizen suggestions were implemented-but most participants noted the difficulty in actually getting their suggestions to be acted on, and the arbitrary way in which managers can administer the participation programs. Secondly, it was predicted that lean production model would result in more alienating relationships between co-workers. The relations constructed through teamwork and total quality management, can combine to create situations where employees are encouraged to point out the inferior performance of their co-workers. Data demonstrating this hypothesis is more suggestive and less conclusive. While finding the answer to this question, two other issues that warrant attention were observed. Initially, production work at HCM is stratified into an informal hierarchy of jobs, beginning with assembly work and ending with final vehicle inspection. Intertwined with the stratification of jobs is a segmented internal labour market in which 'contract' and temporary help agency employees provide a just-in-time workforce. A secondary conclusion is made that suggests the team model results in more alienating relationships between co-workers when there is a two-tier employment system.</p> / Master of Arts (MA)

<p>The purpose of this paper is to explore the work of bartenders employed in large nightclubs in the City of Toronto, Ontario. Using existing literature, interviews with five bartenders employed in nightclubs and my own personal experiences in such establishments, this paper explores the nightclub environment, what it is like to work there, and the implications of doing so.</p> <p>As I argue, nightclubs are much different than other establishments where food and beverages are sold. Clubs are much larger, louder, operate on a different schedule, have a unique atmosphere and cater to the needs of a different crowd than restaurants, fast-food outlets and bars. As such, how bartenders make their most important source of income, tips, in this environment differs from others who serve patrons in more traditional food and beverage establishments. As the fifth chapter reveals, bartenders have devised a number of strategies-some of which are legal, others that are not-that often involve an element of self-exploitation to make the most money possible while working at the club. Furthermore, there is a gendered dynamic associated with these strategies that causes many female bartenders to rely on their looks and sexuality to make money, and not the technical skills required to do the job as their male counterparts in this industry do.</p> <p>As I discuss in the sixth chapter! working at the club has its good and bad points. Nightclub bartending allows many people to make a decent income in an environment that most enjoy working in. However, issues of sexual harassment, emotional burnout, alcoholism and problems associated with the hours of work are prevalent in this occupation. The final chapter summarizes my research findings and presents potential solutions to the issues raised in this paper.</p> / Master of Arts (MA)

<p>The researcher used a case study of unionized supermarket workers to examine how older and younger workers under economic restructuring relate to intrinsic and extrinsic rewards. First, the researcher illustrated how both age groups might be motivated differently by intrinsic and extrinsic rewards and how this might lead to differences in their levels and sources of job satisfaction. Second, the researcher examined what intrinsic and extrinsic rewards both age groups expect to receive. Third, the researcher investigated what intrinsic and extrinsic rewards both age groups actually experienced. Fourth, the researcher evaluated the similarities and differences between these two age groups. In the last section, the researcher discussed the implications for the union and suggested possible solutions to increase job satisfaction for both age groups.</p> <p>The results suggest economic restructuring has influenced how both age groups relate to intrinsic and extrinsic rewards. For younger workers, economic restructuring pressured unions to offer concessions to supermarket employers. These concessions limited the ability of younger workers to access hours, wage rates, and opportunities for promotion or advancement. The lack of access to these rewards created job dissatisfaction among younger workers. On the other hand, concessionary bargaining practices placed pressure on older workers to embrace the company's view that increased competition could prevent additional job loss. These older workers expressed dissatisfaction when increased competition failed to produce sufficient job security.</p> <p>The researcher used Herzberg's (1959) two-factor theory to evaluate job satisfaction for both age groups. For older workers, salary and interpersonal relationships tend to contribute to job satisfaction, while the lack of supervision, benefits, conditions of work, and job security tend to contribute to job dissatisfaction. For younger workers, benefits, interpersonal relationships, and job security tend to contribute to job satisfaction, while salary, supervision, and conditions of work contribute to job dissatisfaction.</p> <p>The researcher concludes that Herzberg theory is not entirely applicable to the unionized supermarket industry. The researcher's findings failed to confirm Herzberg's conclusion that motivator and hygiene factors operate independently from each other. For example, older workers tend to associate job security with other extrinsic rewards such as benefits, supervision, and working conditions. However, the results tend to confirm Herzberg's conclusion that the absence of hygiene factors can create dissatisfaction among workers. Both age groups tend to report job dissatisfaction when they do not have access to hygiene (or extrinsic) factors. Moreover, both age groups reported a significant level of job dissatisfaction when they did not access extrinsic rewards they felt were important. In addition, the results tend to confirm Herzberg's conclusion that motivators are the primary source of satisfaction for a worker.</p> <p>If unionized supermarket workers are to be motivated effectively, some factors such as salary and job security should receive greater attention from union representatives. The researcher recommends that United Food and Commercial Workers of Canada (UFCW) might consider the further development of its education strategy and greater use of committees for both age groups. In effect, UFCW could explain to its members how younger and older workers place different weights on intrinsic and extrinsic rewards. As a result, UFCW could reduce division of labour between both age groups.</p> / Master of Arts (MA)

<p>Unpredictable schedules, low pay and poor treatment are all too often central characteristics of the types of employment post-secondary students are able to find. Coupled with rising tuition many students face increased pressure to balance paid employment with their studies. The largest proportion of working students are found in the retail, hospitality and food services industries, where employer demands for flexibility are high. This thesis aims to understand how student working conditions affect their ability to pursue their education. The study posits the question as to whether the employment 'opportunities' available to students, where scheduling demands are high, risk affecting the very education they are working to pursue. How then do students navigate the difficult decision about whether to seek out paid employment or rely on student loans? The thesis also works to briefly examine if and how neo-liberal restructuring has exasperated conditions for student workers.</p> / Master of Arts (MA)