...the Labor Force There have been many changes in the workforce in the United States. One significant change is women being more involved in the United States labor force. Labor force equals the number of people employed plus the number of people unemployed. According to the U.S. Bureau of Labor Statistics (2014), there has been a significant increase in women in the labor force after World War 2. Women’s participation in the labor force rose from the 1960’s through the 1990’s. As presented in the U.S. Bureau of Labor statistics website (2015), the unemployment rate is 5.1% as of August 2015. Unemployment rate is the percentage of the people in the labor force who are unemployed. Since the past until now, there have been more and more women joining the workforce. There have been increases because women do not want to be dependent just on men to provide for them. This society is changing and we all adapt to the changes. One change is that women do not necessarily need men to survive when they can support themselves and their children and be independent. Women did not have equal rights as men did in the past. Women fought hard to have equal rights and participate in the government. In the past, women were to marry, be a housewife and to raise the family, not to work, that was the man’s job. Women still to this day are treated unfair in the workforce. Women have been fighting for more rights in society and in the work force. In the chart accessed by the U.S. Bureau of Labor Statistics...
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...changes. In contrast, Singapore holds rank 2, which characterize Singaporean workforce as opposite of Myanmar. Malaysia rank is 33, which portray good health of workforce and acceptance of innovative processes. Countries with a high score for higher education and training, like Singapore provide a good quality of education to the majority of the workforce and constantly invest in the training of existing employees in order to enhance their skills and increase efficiency. On the other hand Myanmar holds one out of ten the lowest scores in the world, which indicates the scare of skilled labor in the country. It also confirms the prediction mentioned during the discussion the demographic variables earlier in Part 2.1. Malaysian rank is 46 suggests that there might be shortage of skilled labor to a certain extend. Labor market efficiency describes the efficiency of the labor force, incentives and opportunities offered to the workers, which result in low “brain drain” effect and...
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...Impact of Female Labor Force Participation in Economic Growth in USA and Turkey between 1990 and 2010 Name Institution Course Tutor Date Table of Contents Introduction 3 Background of the Topic 4 Research Problem 4 Research Questions 5 Research Aims and Objectives 5 Literature Review 6 The Trend in the Female Labor Force Participation in United States and Turkey between 1990 and 2010 6 The Economic Situations in America and Ukraine 7 The Relationship between Female Labor Force Participation and Economic Growth 9 Research Methodology 10 Research Design 11 Research Philosophy 11 Research Approach 11 Selecting Respondents 12 Research Ethics 12 Data Collection Instruments 13 Data Analysis 13 References 14 Introduction Labor force growth is essential because it drives the economic prosperity of a given country. The universal understanding of the labor force encompasses working people as well as those looking for employment opportunities. Most scholars portray it as a dynamic concept that is a product of the political, social and economic factors within a given country. The most predominant notion today is that changes in the labor force participation, as well as population changes, has culminated in a labor force that is more diversified. In specific, relatively more women are represented in the labor force compared to the previous centuries. The diversity in the workforce shaped the economies of developed countries such as America...
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...The general factors leads to female labor force participation rate (FLFPR) increase are rising real wage rates for women, productivity in the household and divorce rates, changing preferences and attitudes, declining birth rates and women attempt to maintain living standards (McConnell, Brue, & Macpherson, 2013). The aim of this essay is to discuss three vital factors influence female workers participate in Malaysia labor force (LF). First of all, globalisation effect is one of the factors that considered to has significant impact on female labor supply (FLS) in Malaysia (Tin & Ismail, 2013). Due to globalization effect allow free flow of inputs including labor which may increase cost of living and wage rate for locals (Tin & Ismail, 2013). Furthermore, statement by Hoem and Hoem 1989, Reskin and Padavic 1994 (as cited in Siah & Lee, 2014) stated that rising opportunity costs of homemaking as women’s real wages rose, and rising consumption aspirations have lead to FLFPR increase. Thus, FLS increases to cope with increase of living expenses from the globalization effect. Moreover, Blundekk and Macurddy (1999 as cited in Tin & Ismail, 2013) stated that median labor supply elasticity is 0.08 for men and 0.78 for married women which indicates that FLS is more sensitivity towards change in wage rate. According to International Labour Organisation (2015) stated that real wage growth in South-East Asia and the Pacific is expected to increase over the year 2009 to 2019. Thus, this increase...
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...Human Resource Management 11 June 2013 Research Paper: Workforce Diversity Chapter 1: Introduction In recent years, workforce diversity has become an essential business concern. Workforce diversity refers to the important similarities and difference among the employees of organizations. In a diverse workforce, managers are compelled to recognize and handle the similarities and differences that exist among the people in the organization. Employees’ conceptions of work, expectations of rewards from the organization, and practices in relating to others are all influenced by diversity. The importance of renewed interest in diversity is that it helps organizations reap the benefits of all the similarities and differences among workers. Diversity helps bring together ideas from cultures all over the world, in addition to new attitudes and perspectives that can help a company be truly competitive. The workforce is only going to continue to diversify through the years. The change is inevitable, and soon minority groups will become the majority. Managers must first recognize that diversity exists in organizations in order to manage it appropriately. Managers who do not recognize diversity may face an unhappy, disappointed, and underutilized workforce. Chapter 2: Review of the Literature "Diversity Management: Expert-Identified Leading Practices and Agency Examples." MasterFILE Premier. EBSCO, 14 Jan. 2005. Web. 11 June 2013. A high-performance organization relies on a dynamic...
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...How do individuals allocate their time on job searching and leisure? What are the factors affecting individuals’ decisions to spend their time on job searching? How do the unemployed differ from the employed and those out of labor force in time allocation on job searching? Answering these questions is important for potential economic policies on unemployment and welfare. For example, the information about time spent on job searching by the unemployed could be linked with the probabilities of finding a job. If those who spend more time on job searching are more likely to find a job, then policies could be shaped to encourage people to search more. Similarly, leisure is an indispensable component in people’s life. Understanding how people allocate their time on leisure could have implications on policies on improving people’s welfare. In this paper, time spent on job searching is defined as all the time spent by an individual searching for a job. This includes time spent on job interviewing, sending out resumes and waiting associated with interviewing etc. Time spent on leisure is all the time spent by an individual on TV watching, socializing, eating and personal care, other leisure activities like reading, and listening to music. Using data from American Time Use Survey between 2003 and 2013, I conduct my research revolving around the question “How do the unemployed female and male differ in their allocation of time on job searching and leisure before and...
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...Kuo January 28, 2013 Problem Set 1 1) Real dollars for 2010 (largest to smallest real box office receipts, in millions) Star Wars ($1,661.9) E.T. ($903.8) Titanic ($816.4) Avatar ($773.3) Shrek 2 ($504.8) 2) employed, unemployed, or not in the labor force a. Beth is not working; she applies for a job at Wal-Mart last week and is awaiting the result of her application - unemployed b. Juan is vacation in Florida during a layoff at General Motors plant due to a model changeover, but he expects to be recalled in a couple of weeks - not in the labor force c. Bob was laid off as a carpenter when a construction project was completed. He is looking for work but has been unable to find anything except a $10 per hour job which he turned down - unemployed d. Jade works 70 hours per week as a homemaker for her family of 6 - unemployed e. Carson , a 17 year old, works six hours per week as a delivery person for the local newspaper - employed f. Brady works three hours in the mornings at the clinic and for the last two weeks has spent the afternoons looking for a full time job - employed 3) labor force participation rate/ unemployment rate/ employment/population ratio a. Labor Force Participation Rate - 48.7% b. Unemployment Rate - 8% c. Employment/Population Ratio - 40.7% 4) AD and SRAS a. 5400 b. Yes, it is a long run equilibrium level of GDP because the economic profits are zero. The quantity demanded is equal to the quantity...
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...Content 1. Introduction………………………………………………………………2 2. Labor market in Sri Lanka………………………………………………..3 3. Youth employment and unemployment in Sri Lanka…………………….7 4. Policies for youth unemployment……………………………………….11 Supply side: improving human capital Education and training Guidance and counseling Job placement and labor mobility Demand side: creating job opportunities Job creation and public work Job prospects for youth in information economy Promoting self-employment and supporting small enterprise 5. Conclusion………………………………………………………………20 6. Bibliography…………………………………………………………….21 Introduction Out of all the precious resources of our country, the most important resource is the human resource. Let me give you some figures: Sri Lanka’s population is 19.7 million and it is expected to increase up to 22 million during the next 10 years. Our labour force is 8 million. Young men and women in Sri Lanka account for 18.5 % of the population. Unemployment rate of the country at present is 7% and of which youth unemployment between ages 16-24 is 22%. Sri Lanka for decades is facing major challenges in providing employment and meeting aspirations of the youth. Economic policies during the past few decades have contributed to the economic growth, at present it is 6.5 - 7%. However, benefits of growth have not reached many segments of the population and sufficient domestic entrepreneurship development has not taken place among the youth. Lack of entrepreneurial culture...
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...MarketingMarshall University Marshall Digital Scholar Management Faculty Research Management, Marketing and MIS 1-1-2001 Employee Relations Ethics and the Changing Nature of the American Workforce Chong W. Kim Marshall University, kim@marshall.edu Dennis Emmett Marshall University, demmett@marshall.edu Andrew Sikula Sr. Marshall University, sikula@marshall.edu Follow this and additional works at: http://mds.marshall.edu/mgmt_faculty Part of the Business Law, Public Responsibility, and Ethics Commons, and the Labor Relations Commons Recommended Citation Kim, C.W., Emmett, D., & Sikula, A., Sr. (2001). Employee relations ethics and the changing nature of the American workforce. Ethics & Behavior, 11 (1), 23-38. This Article is brought to you for free and open access by the Management, Marketing and MIS at Marshall Digital Scholar. It has been accepted for inclusion in Management Faculty Research by an authorized administrator of Marshall Digital Scholar. For more information, please contact zhangj@marshall.edu. clash between entrepreneurship and stewardship or capitalism and spiritualism remains. The war between economics a~d ethics continues, using newer concepts as surrogates for past phrases (Rice, 1994). However, whether explained by global competition, continuous improvement, reengineering, telecommunications, virtual employees, pay-for-performance, management by objectives, management by results, Total Quality Management, or value added situations...
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...India’s GDP 3 IT and India 4 IT and its Contribution to GDP 4 Investments in the IT sector in India 5 Education & its impact on GDP 8 Conclusion 9 India’s GDP India’s GDP has grown steadily since 1991, after the Prime Minister Narasimha Rao initiated the economic liberalization of 1991. The reform reduced tariffs and interest rates, terminated public monopolies and allowed autocratic approval of FDI ( Foreign Direct Investments) in many sectors. Fig 1: India – Gross Domestic Product The GDP of India is essentially divided into three broad sectors. 1. Industry and Services: Accounts for 26.3% of the total GDP 2. Agriculture: 18.1% of the total GDP 3. Services: 56.6% of the GDP 4. Total Labor force: 487.6 million 5. Labor force in services: 34% ~ 165.5 million IT and India India gained recognition due to its IT and ITES sector. The ITES can be broadly classified into IT Services and BPO (Business processing outsourcing). The first software export zone setup in India was in Mumbai, the SEEPZ Park, in 1973. Significant growth has taken place since then in the IT Services sector and consequently the net contribution to the GDP has been growing ever since. India’s reputation as both as a source and a destination for skilled workforce helped improve its relations with a number of world economies which in turn facilitated technology driven growth. IT and its Contribution to GDP Fig 2: Contribution of IT sector to India’s GDP (Source: Nasscom) ...
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...BAO Lab Assignment Tyhisha Barton University of Redlands Professor Phil Lawrence Proposed Branch Campus Location – Lancaster, California By Tyhisha Barton Introduction For nearly 40 years, the University of Redlands has been a pioneer in developing and delivering education to adults, working professionals and corporations. The School of Business makes it possible for busy people to achieve their goals and maintain a life balance. Located at branch campuses throughout southern California, the school offers convenient evening programs, study abroad opportunities and strategic partnership opportunities with corporations and organizations. In order to expand the school’s reach, it has been proposed to open a new branch campus within the Southern California area. Lancaster, California would be the ideal place for the University of Redlands to open a branch campus. This report will explore the reasons why Lancaster should be considered for a location to build a new branch campus. The map above shows the proposed location along with drive times in miles showing the area that the new campus would possibly cover. The drive times are shown in 10 minute (Red), 15 minute (Green), and 20 minute (Blue) increments. During my research to find a location for a new branch campus, I found the following factors to be important in making my decision: 1. Distance from current branch campuses, 2. Distance from home/work of potential students, 3. Education level of residents...
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...philosophy that guides workforce management and developing an efficient, healthier organizational culture that will result higher employee satisfaction at the Lima plant. Introduction Treadway Tire’s Lima Plant is faced with a serious problem of employee dissatisfaction and high turnover among its line foremen. The turnover rate ran 46% in 2007. Additionally, the plant was facing with rapid increase in the cost of raw materials and arising global competition. The plant, at Lima, Ohio, had 970 unionized hourly employees and 150 salaried employees. 50 Line foremen were floor level managers who supervised hourly employees. The plant operates 24x7, with four rotating shifts. By analyzing critical workforce disparities, e.g. the division of labor at the Lima Plant it may be possible to identify some reasons why cost overruns were persistent, even though the plants operating strategies had been streamlined. There was at the time a total workforce consisting of 1,220 workers at the plant of which 970 were -blue collar...
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...and sixth graders, to abandon their education. The allowance of homeschooling for the high school students resulted in over 100,000 female students to abandon their education within the first year of its introduction. Vocational and technical schools which train personnel for the labor market are really inefficient in routing female students to new professions. The labor force participation rate of Turkish women is way behind the 1990 rates and is very low by international standards. In 2012, the labor force participation rate of Turkish women was 29%, whereas this rate was 24% in the rural areas. The labor force participation rate of women in EU and OECD countries amount to 60%. Turkey ranks last with its women labor participation rate in OECD countries and there is also a huge difference between the labor participation rate of Mexico which is last but one in the ranking list with 47.1%. Many women are directed for not working or working only in certain job fields due to reasons like “this work environment is not suitable for women” or “that work is against our customs and traditions”. Rights like leaving the job with severance pay for newly-wed women or extended maternity leave, which came into force within the AKP government’s period, are not encouraging for women employment. According to a World Bank report, women in Turkey are paid 20% less in average than men. The needed institutional and structural support (full day school, low priced and good quality nursery) are not...
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...000 1,700 2,500 13,000 2,500 15,000 2,500 17,000 2,500 19,000 2,500 a) What is the consumption function? Assume that it takes the standard form (C = a + b YD). b) Fill in the table above. c) What is the equilibrium output level? d) If the current output level is 14,000, what would likely happen to the output level next year? Why? e) By how much will the equilibrium output level increase (decrease) if the planned investment falls by 500? Problem 2 Using the following hypothetical data: Population 550,000 Total employed full-time 300,000 Total employed part-time 75,000 Discouraged workers 40,000 Total unemployed 45,000 a) Compute the size of the labor force b) Compute the unemployment rate c) Compute labor force participation rate d) If unemployment rate increased by 2%, what can you say about the actual GDP? Problem 3 Symbols: ↑ = Up ↓ = Down — = No effect ? = Uncertain Use the above symbols to fill in the table below: Observations Effect on Ms Md r I Y C Fed increases reserve ratio The government cuts taxes Net effects Problem 4 Year Nominal GDP CPI 1980 2789.5 82.4 1990 5803.1 130.7 2000 9268.4 166.6 Use the data in the table above to answer the following questions. Compute the rate of inflation between 1990 and 2000 Compute 1980 real GDP in 1990 prices Compute 2000 real GDP in 1990...
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...Recruitment and Selection Strategies Recommendation HRM/531 Recruitment and Selection Strategies Recommendation Introduction In order to secure a successful future, Landslide Limousine must come up with a recruiting and selection strategy. This strategy must target organizational goals in order to work, and Bradley Stonefield must tailor his strategy by taking into account the demographic factors in play in Austin, Texas, where Landslide is located. Since yearly turnover is 10% per year, Landslide’s recruiting and selection strategy must bring in the best employees possible to realize the achievement their organizational goals. Landslide can achieve this if they plan for demographic evolution, create workforce diversity objectives, and develop organizational branding. Additionally, Landslide must come up with effective methods for recruiting candidates that includes screening, interview methods, testing procedures, interview process considerations, and methods for selecting candidates. Organizational Goals Organizational goals are set by implementing effective recruiting and selection methods. The recruiting and selection strategy must support the hiring of at least 25 workers in the first year, with first year gross sales expected to be $50,000. A goal of an annual revenue increase of 5% is also desired. By picking, the most capable candidates will help the corporation in accomplishing those aims and providing quality solutions to customers...
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