Labor Economics and Labor Relations
Prentice Hall, 1998 - Business & Economics - 581 pages
This is a classic exploration of how labor markets are influenced by economic forces and the legal and institutional framework as well as an analysis of their interaction. Combining the strengths of early and later traditions of labor economics, this book makes use of both practical and theoretical recent literature as it illustrates how collective bargaining works and how it changes as the economic and legal environments also change. The eleventh edition of "Labor Economics and Labor Relations" has been revised to include new chapters on policies to combat labor-market discrimination, the Japanese and German systems of industrial relations, and internal labor markets, as well as a new half chapter on the increasing inequality in earnings. It also presents important new information on welfare reform, minimum wage legislation, unemployment insurance, education reform, and immigration. An essential reference book for any professional or tradesman seeking a deeper understanding of the relationship between labor and management.
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A First Look at Labor Markets
Labor Supply Decisions
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affirmative action aggregate demand average benefits blacks changes collective bargaining compensation considerable costs countries decisions decline demand curve demand for labor developed discrimination earnings inequality effect elasticity employ employer employment especially example federal firm's firms gender Germany greater higher wage hiring Hispanics human capital illegal illegal immigration immigration important incentive income income effect indifference curve Industrial Relations internal labor markets investment issues Japan Japanese job security labor demand Labor Economics labor force participation Labor Relations labor supply layoffs legislation less marginal marginal revenue ment minimum wage negotiations nonunion occupations organization output parties percent percentage policies political position preferences problems profits programs real wage reasons reduce relative result role sector shift skills statistical discrimination strike substitution effect tion trade unemployed union members United usually wage rates women workers workforce