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A survey of British womens' attitudes to work and home in the 1980s and how they have changed since World War II. The relevant literature is reviewed and the result of recent surveys of womens' attitudes are cited.
The aging of baby boomers, along with the predicted decrease of the available labor pool, will place increased scrutiny and emphasis on issues relating to an aging workforce. Furthermore, future economic downturns will place strong pressure on older workers to remain in the workforce, and on retirees to seek employment again. Aging and Work in the 21st Century reviews, summarizes, and integrates existing literature from various disciplines with regard to aging and work. Chapter authors, all leading experts within their respective areas, provide recommendations for future research, practice, and/or public policy. This definitive source comprehensively reviews: trends and implications regarding the demography, income, and diversity of the aging workforce; the issue of age bias in the workplace; job performance, work-related attitudes, training and development, and career issues of older workers; and topics of age and occupational health, technology, work and family issues, and retirement. The intended audience is advanced undergraduate and graduate students, as well as researchers in the disciplines of industrial and organizational psychology; developmental psychology; gerontology; sociology; economics; and social work. Older worker advocate organizations, like AARP, will also take interest in this edited book.
A far-reaching transformation is taking place in the US in the relationship between employers and employees. The lessons learned from Japan and from "best practice" companies like IBM about how job security, training, and internal development can improve employee commitment and performance have given way to a new set of lessons about how companies can redue fixed costs, increase flexibility, and improve performance by eliminating the elaborate employment systems that prepared employees for long careers in the company. Where the old arrangement protected employees from outside market forces, the new ones drag the market right back in through downsizing, contingent workforces, hiring on the outside for new skills, and compensation contingent on overall organizational performance. New work systems that reengineer processes and empower employees "flatten" the organizational chart, cutting management jobs in particular and reducing opportunities for career development. The new arrangements shift many of the risks of business from the firm to the employees and make employees, rather than employers, responsible for developing their own skills and careers. They also increase the demands placed on workers while reducing what they receive back for their efforts. While morale is down and stress is up, employee performance seems to be rising largely because of fear driven by the shortage of good jobs. Change at Work explores the theme that employees have paid the price for the widespread restructuring of American firms as illustrated by reduced security, greater effort and hours, and reduced morale. In this important study--commissioned by the National Planning Asociation's Committee on New American Realities--the authors consider how individuals and employers need to adapt to the new arrangements as well as the implicatioons for important policy issues such as how skills will be developed where the attachment to the firms is sharply reduced. The future is uncertain, but the authors argue that the traditional relationship between employer and employee will continue to erode, making this work essential reading for managers concerned with the profound impact corporate restructuring has had on the lives of workers.
On December 31, 1999, Boris Yeltsin stepped down as president of the Russian Federation, marking the end of an era. While scholars and observers alike continue to debate the degree to which Russia succeeded in establishing democracy or a free market economy, the enormity of the social transformation that occurred during the Yeltsin era is far less disputable. For the social stratification that emerged changed the very face of Russian society. Much criticism has been leveled at the political corruption that marred the Yeltsin era. However, the economic and political reforms enacted under Yeltsin also permitted the opening of new channels of social mobility, particularly in the larger cities. Those who benefited most from the reforms became its strongest supporters, allowing the creation of a nascent middle class. The book's focus on this socioeconomic group is unique, as most analyses of the Yeltsin era largely ignore it.
Throughout the western world public opinion has played an important role in shaping criminal justice policy, yet opinion polls demonstrate that the public actually know little about crime and justice. This book, consisting of chapters from leading authorities in the field, is concerned to address this problem, and draws upon research in a number of different countries to address the issues arising from this state of affairs.
Recent decades have witnessed major changes in gender roles and family patterns, as well as a falling birth rate in Ireland and the rest of Europe. While the traditional family is now being replaced in many cases by new family forms, we do not know the reasons why people are making the choices they are and whether or not these choices are leading to greater well-being. While demographic research has attempted to explain the new trends in family formation and fertility, there has been little research on people's attitudes to family formation and having children. This book presents the results of the first major study to examine people's attitudes to family formation and childbearing in Ireland. Based on a nationwide representative sample of 1,404 men and women in the childbearing age group, the study was carried out against a backdrop of changing gender role attitudes and behaviour as well as significant demographic change.
Whilst legislation may have progressed internationally and nationally for disabled people, barriers continue to exist, of which one of the most pervasive and ingrained is attitudinal. Social attitudes are often rooted in a lack of knowledge and are perpetuated through erroneous stereotypes, and ultimately these legal and policy changes are ineffectual without a corresponding attitudinal change. This unique book provides a much needed, multifaceted exploration of changing social attitudes toward disability. Adopting a tripartite approach to examining disability, the book looks at historical, cultural, and education studies, broadly conceived, in order to provide a multidisciplinary and interdisciplinary approach to the documentation and endorsement of changing social attitudes toward disability. Written by a selection of established and emerging scholars in the field, the book aims to break down some of the unhelpful boundaries between disciplines so that disability is recognised as an issue for all of us across all aspects of society, and to encourage readers to recognise disability in all its forms and within all its contexts. This truly multidimensional approach to changing social attitudes will be important reading for students and researchers of disability from education, cultural and disability studies, and all those interested in the questions and issues surrounding attitudes toward disability.