Kathleen Christensen – författare

Turbulence--rapid and sometimes tumultuous changes--has characterized the labor markets of the 1970''s and 1980''s. Turbulent competitive conditions have cut sharply into profits and have forced downsizings and radical readjustments in America''s workplaces. Workplace turbulence has resulted in lost jobs, declining incomes, and falling productivity for American labor. From the perspectives of business and labor, turbulence and its consequences is the key human resources issue for the last part of the twentieth century. In Turbulence in the American Workplace, a distinguished group of experts forcefully and convincingly argue that the human resources capacity of the private sector is the first line of defense against turbulence and is of equal importance to public sector education and training programs. The authors--including Kathleen Christensen, Patricia M. Flynn, Douglas T. Hall, Harry C. Katz, Jeffrey H. Keefe, Christopher J. Ruhm, Andrew M. Sum, and Michael Useem--effectively demonstrate how global competition, deregulation, and technological change are creating hard choices for employers that will alter both the living standards of workers and the performance of American industry in the coming decades. This illuminating work will be of significant value to business school faculty, corporate strategic planners, and general managers, as well as students and professionals interested in the areas of public policy, industrial relations, education, and labor studies.

This book focuses on the causes and consequences of paid white-collar work in the home, including work that is professional, managerial, clerical, technical, and sales. It is directed to audiences concerned with both the policy issues and the research challenges reused by working at home.

This book focuses on the causes and consequences of paid white-collar work in the home, including work that is professional, managerial, clerical, technical, and sales. It is directed to audiences concerned with both the policy issues and the research challenges reused by working at home.

The successful 1997 strike by the Teamsters against UPS, and the overwhelming support the American public gave the strikers highlighted the impact of contingent work—an umbrella term for a variety of tenuous and insecure employment arrangements such as temping, independent contracting, employee leasing, and some self-employment and part-time or part-year work. This new book contends that contingent work represents a profound deviation from the employment relations model that dominated most of this century's labor relations. It delineates essential features of contingent work from both the worker's and the organization's point of view. Articulating a variety of perspectives from various disciplines, the contributors examine the business forces driving contingent work and assess the consequences of working contingently for the individual, family, and community, taking into account issues of race, class, and gender. They ask how current labor and employment laws need to be rewritten to provide contingent workers with the same comprehensive protections offered to permanent employees. In the final chapter, the editors comment on the status of research on contingent work and chart future research directions.

Although today's family has changed, the workplace has not—and the resulting one-size-fits-all workplace has become profoundly mismatched to the needs of an increasingly diverse and varied workforce. As changes in the composition of the workforce exert new demands on employers, considerable attention is being paid to how workplaces can be structured more flexibly to achieve the goals of employers and employees. Workplace Flexibility brings together sixteen essays authored by leading experts in economics, demography, political science, law, sociology, anthropology, and management. Collectively, they make the case for workplace flexibility, as well as examine existing business practices and public policy regarding flexibility in the United States, Europe, Australia, and Japan. Workplace Flexibility underscores the need to realign the structure of work in time and place with the needs of the changing workforce. Considering the positive and negative consequences for employer and employee alike, the authors argue that, although there is not an easy solution to creating and implementing flexibility practices—in the United States or abroad—redesigning the workplace is essential if today's workers are effectively to meet the demands of life and work and if employers are successfully able to attract and retain top talent and improve performance.

Although today's family has changed, the workplace has not—and the resulting one-size-fits-all workplace has become profoundly mismatched to the needs of an increasingly diverse and varied workforce. As changes in the composition of the workforce exert new demands on employers, considerable attention is being paid to how workplaces can be structured more flexibly to achieve the goals of employers and employees. Workplace Flexibility brings together sixteen essays authored by leading experts in economics, demography, political science, law, sociology, anthropology, and management. Collectively, they make the case for workplace flexibility, as well as examine existing business practices and public policy regarding flexibility in the United States, Europe, Australia, and Japan. Workplace Flexibility underscores the need to realign the structure of work in time and place with the needs of the changing workforce. Considering the positive and negative consequences for employer and employee alike, the authors argue that, although there is not an easy solution to creating and implementing flexibility practices—in the United States or abroad—redesigning the workplace is essential if today's workers are effectively to meet the demands of life and work and if employers are successfully able to attract and retain top talent and improve performance.

The successful 1997 strike by the Teamsters against UPS, and the overwhelming support the American public gave the strikers highlighted the impact of contingent work—an umbrella term for a variety of tenuous and insecure employment arrangements such as temping, independent contracting, employee leasing, and some self-employment and part-time or part-year work. This new book contends that contingent work represents a profound deviation from the employment relations model that dominated most of this century's labor relations. It delineates essential features of contingent work from both the worker's and the organization's point of view. Articulating a variety of perspectives from various disciplines, the contributors examine the business forces driving contingent work and assess the consequences of working contingently for the individual, family, and community, taking into account issues of race, class, and gender. They ask how current labor and employment laws need to be rewritten to provide contingent workers with the same comprehensive protections offered to permanent employees. In the final chapter, the editors comment on the status of research on contingent work and chart future research directions.

This book focuses on the causes and consequences of paid white-collar work in the home, including work that is professional, managerial, clerical, technical, and sales. It is directed to audiences concerned with both the policy issues and the research challenges reused by working at home.

This book focuses on the causes and consequences of paid white-collar work in the home, including work that is professional, managerial, clerical, technical, and sales. It is directed to audiences concerned with both the policy issues and the research challenges reused by working at home.

This eleventh volume in the series departs from the pattern of earlier volumes. Some of those volumes addressed research, design, and policy topics in terms of environmental settings, for example, homes, communities, neighborhoods, and public places. Others focused on environmental users, for example, chil­ dren and the elderly. The present volume examines the field of environment and behavior studies itself in the form of intellectual histories of some of its most productive and still visible senior participants. In so doing we hope to provide readers with a grand sweep of the field-its research and design content, methodology, institutions, and past and future trajectories-through the experiences and intellectual histories of its participants. Why intellectual histories? Several factors led to the decision to launch this project. For one, 1989 was an anniversary and commemorative year for the Environmental Design Research Association, perhaps the major and most long-standing interdisciplinary organization of environment and behavior re­ searchers and practitioners. Established in 1969, this organization has been the vehicle for generations of researchers and practitioners from many disciplines to come together annually to exchange ideas, present papers, and develop professional and personal relationships. It held its first and twentieth meetings in North Carolina, with the twentieth conference substantially devoted to dis­ cussions of the past, present, and future of the field-a taking stock, so to speak. Thus it seemed appropriate to launch a volume on intellectual histories at this significant juncture in the life of the field.