Internal Labor Markets and Manpower AnalysisM.E. Sharpe, 1985 - Business & Economics This book discusses the institutional aspects of the American labor market. The introduction assesses the major changes since 1971. |
Contents
| 1 | |
| 13 | |
| 41 | |
| 45 | |
Wage Determination Within the Internal Labor Market | 64 |
Community Wage Survey | 69 |
Manpower Adjustment and Labor Market Imbalances | 93 |
Process | 114 |
Racial Discrimination in Internal Labor Markets | 133 |
Functionally Identical Progression Lines with Racial | 142 |
LowIncome Employment and the Disadvantaged Labor Force | 163 |
LowIncome Labor Market | 184 |
Other editions - View all
Internal Labor Markets and Manpower Analysis Peter B. Doeringer,Michael J. Piore Limited preview - 2020 |
Internal Labor Markets and Manpower Analysis Peter B. Doeringer,Michael J. Piore Limited preview - 2020 |
Common terms and phrases
ability adjustment allocative analysis appear arrangements attempt bargaining become behavior chapter characteristics classifications competitive considerable costs criteria custom decisions depend designed determination developed disadvantaged discrimination economic educational effect efficiency employers employment engineers enterprise entry equipment established evaluation example existing external factors formal governing hiring important income increase incumbent individual Industrial influence institutional interests internal labor market internal market labor force learning less limited lines manpower ment occur on-the-job training operating opportunities organized particular patterns performance period plant practice preferences Press pressure primary problem procedures production programs progression promotion racial recruitment reduce relationship relative response result rules screening secondary secondary labor market seniority similar skills social specific stability standards suggests surveys tend theory tion trade turnover types union United utilized wage rates wage structure workers York
Popular passages
Page 165 - Jobs in the primary market possess several of the following characteristics: high wages, good working conditions, employment stability, chances of advancement, equity, and due process in the administration of work rules. Jobs in the secondary market, in contrast, tend to have low wages and fringe benefits, poor working conditions, high labor turnover, little chance of advancement, and often arbitrary and capricious supervision.
Page 125 - Selig Perlman, A Theory of the Labor Movement (New York: Augustus M. Kelley, 1949), pp.
Page 1 - Doeringer and Piore (1971) have given a sophisticated treatment of the internal labor market, an administrative unit, such as a manufacturing plant, within which the pricing and allocation of labor is governed by a set of administrative rules and procedures.
Page 185 - The relationship between age and potential job tenure introduces a bias in favor of the correlation between age and actual job tenure. The maximum value of the job tenure variable has been constrained to 99 weeks to reduce the degree to which a small number of older workers with substantial job tenure could influence the significance of the age variable. About 20% of the pooled sample was affected by this constraint. 'The...
Page 2 - The Measurement and Interpretation of Job Vacancies: A Conference Report, National Bureau of Economic Research (New York: Columbia University Press, 1966); John Dunlop, "The Task of Contemporary Wage Theory," in New Concepts in Wage Determination, ed.
Page 185 - ... as the financial responsibilities and greater job security associated with age, and by the relationship between wage rates and job satisfaction. To test somewhat further the dimensions of the turnover problem, a multi-variate model was developed for analyzing the work histories of ABCD applicants. In the absence of an ideal measure of turnover, the dependent variable employed in the model is length of tenure on previous job. The independent variables are...
Page 166 - There are distinctions between workers in the two sectors which parallel those between jobs: workers in the secondary sector, relative to those in the primary sector, exhibit greater turnover, higher rates of lateness and absenteeism, more insubordination, and engage more freely in petty theft and pilferage. Disadvantaged workers, the theory asserts, are confined to the secondary market by residence, inadequate skills, poor work histories, and discrimination.
Page 2 - The internal labor market ... is to be distinguished from the external labor market of conventional economic theory where pricing, allocating, and training decisions are controlled directly by economic variables. These two markets are interconnected, however, and movement between them occurs at certain job classifications which constitute ports of entry and exit to and from the internal labor market.
Page 188 - ... the sample of adult workers, a finding which is inconsistent with the data on turnover rates presented in Table 1. While it is likely that the influence of wage rates upon younger and older workers is not equivalent when other variables are held constant, statistical problems may also be involved. For example, job tenure is only an imperfect proxy for turnover rates, so that the two sources of data are not strictly comparable. There are also problems of collinearity. To some extent, the other...