Changing Work Relationships in Industralized Economies

Description

'This is a philosophical study of qualitative consciousness, characteristic examples of which are pains, experienced colors, sounds, etc. Consciousness is analyzed as the having of qualia. Phenomenal properties or qualia are problematical because they lack appropriate bearers. The relation of having is problematical because none of the typical candidates for this relation — introspection, inner monitoring, higher level thoughts — explains why it is like something to have a quale. The qualia problem is solved by introducing a bundle theory of phenomenal objects. Phenomenal objects are bundles of qualia. Thus there is no need for independent qualia bearers. The having problem is solved by introducing a bundle theory of the self. To have a quale is for it to be in the bundle one is. Thus no further relations are needed to explain how qualia are had. This study strives for phenomenological adequacy. Thus the first-person point of view dominates throughout. (Series A)' Editorial page Title page Copyright page Table of contents Preface Introduction and Overview 1. Changing Work Relationships Enacting Gender, Race/Ethnicity and Economic Class1 I. INTRODUCTION II. DUALITY IN CHANGING WORK RELATIONSHIPS III. THE INTERSECTION OF GENDER, RACE / ETHNICITY, AND CLASS WITH NONSTANDARD WORK B. Home-Based Work and Identifying Variables A. Part-Time Work, Temporary Work, and Identifying Variables IV. LABOR POLICY AND LEGISLATION V. CONCLUSIONS I. CHANGING WORK RELATIONSHIPS IN THE UNITED STATES AND CANADA 2. Flexible Work Arrangements An Overview of Developments in the United States I. INTRODUCTION II. WHAT IS NEW? WHAT ARE THE ISSUES? A. Growth—for Some B. New and Important Roles C. Not All Good or Bad III. TEMPORARY EMPLOYMENT A. Occupations B. Demographics C. Wages and Benefits IV. TELECOMMUTING A. Numbers B. Occupations C. Demographics V. PART-TIME EMPLOYMENT A. Occupations B. Demographics C. Wages and Benefits VI. THE WAY AHEAD NOTE REFERENCES 3. Flexible Work Arrangements An Overview of Developments in Canada I. INTRODUCTION II. TRENDS IN FLEXIBLE WORK ARRANGEMENTS A. Part-Time Work B. Temporary Work/Contract Work C. Home-Based Work III. NONSTANDARD WORK ARRANGEMENTS AND EMPLOYER FLEXIBILITY STRATEGIES IV. THEORETICAL APPROACHES AND A TYPOLOGY A. A Typology of Work Arrangements B. Methodology C. Findings V. DISCUSSION AND POLICY IMPLICATIONS NOTES REFERENCES 4. Part-Time Employment and the Worker I. INTRODUCTION II. MOTIVATION FOR PART-TIME EMPLOYMENT IIL ECONOMIC CONSEQUENCES OF PART-TIME WORK IV. BEHAVIORAL AND PSYCHOLOGICAL CONSEQUENCES OF PART-TIME WORK V. UNIONISM AND THE PART-TIMER VI. PUBLIC POLICY CONSIDERATIONS AND CONCLUSION REFERENCES 5. Telework and Teleworkers I. INTRODUCTION II. THE GROWTH OF TELEWORK III. TYPES OF TELEWORK A. The Home Office B. Telecommuting Centers C. Mobile Offices D. Hoteling IV. REASONS FOR INTRODUCING TELEWORK V. RESEARCH INTO TELEWORKING VI. THE OUTCOMES OF TELEWORK A. Differing Perspectives B. Productivity Gains C. Satisfaction and Morale D. Moderating Variables VII. CANADIAN FINDINGS A. Implementing Telework B. Assessing Telework Effectiveness C. A Comprehensive Model D. Implications of Telecommuting for Organizations E. Case Illustrations VIII. PRECONDITIONS FOR AN EFFECTIVE TELEWORK PROGRAM IX. SPECIFIC RECOMMENDATIONS FOR IMPROVING TELEWORK EFFECTIVENESS REFERENCES II. CHANGING WORK RELATIONSHIPS IN THE EUROPEAN UNION 6. Changing Work Relations in the European Union I. INTRODUCTION IL NEOCLASSICAL LABOR MARKET THEORY III. DEVELOPMENTS IN PART-TIME EMPLOYMENT IV. DEVELOPMENTS IN TEMPORARY EMPLOYMENT V. EFFECTIVENESS OF DEREGULATION POLICIES VI. CONCLUSIONS: TOWARD A NEW CONCEPT OF FULL EMPLOYMENT REFERENCES 7. European Employment Policies7 Potential Impact on Female Workers I. INTRODUCTION II. BACKGROUND III. INVESTMENT IN EDUCATION AND TRAINING IV. FLEXIBILITY OF THE LABOR MARKET A. More Flexible Organization of Work B. Wage Policy V. PROMOTION OF LOCAL EMPLOYMENT INITIATIVES VI. REDUCING LABOR COSTS OF UNSKILLED WORKERS VII. IN CONCLUSION: MEASURES TO PROMOTE EQUAL OPPORTUNITIES NOTES REFERENCES 8. Regulating the Distanced Work Force Self-Employment in the United Kingdom I. INTRODUCTION II. BACKGROUND III. SELF-EMPLOYMENT IN THE UNITED KINGDOM IV. THE AMBIGUOUS POSITION OF THE DISTANCED WORK FORCE A. The Construction Industry B. Homeworking C. Agency Workers V. EMPLOYMENT REGULATION AND DISTANCED WORKERS—LOOKING TO THE FUTURE NOTES REFERENCES III. CHANGING WORK RELATIONSHIPS IN AUSTRALIA 9. Changing Work Relationships in Australia I. INTRODUCTION II. THE GROWTH IN PART-TIME WORK III. CASUAL / TEMPORARY WORK IV. OUTSOURCING, FRANCHISING AND THE GROWTH OF SELF-EMPLOYMENT B. Self-Employment A. Outsourcing/Subcontracting C. Homework and telework D. Franchising V. THE IMPLICATIONS OF CHANGING WORK ARRANGEMENTS FOR OCCUPATIONAL HEALTH AND SAFETY VI. CONCLUSION REFERENCES IV. VIEWS OF THE STAKEHOLDERS 10. A Union Perspective on Emerging Trends in the Workplace I. INTRODUCTION II. WORKING CONDITIONS IN PART-TIME AND TEMPORARY JOBS III. THE IMPACT OF TECHNOLOGY AND EMPHASIS ON EDUCATION AND TRAINING IV. THE IMPACT OF EMPLOYER RESTRUCTURING ON WORKERS V. STRIVING FOR EQUITY FOR A DIVERSE MEMBERSHIP VI. CONCLUSIONS AND POLICY SUGGESTIONS REFERENCES 11. Between Strategic Choice and Adaptation The Role of UNICE in the European Social Dialogue REFERENCES I. INTRODUCTION II. STRATEGIC CHOICES—THEORETICAL ASPECTS: FROM "STRUCTURE-TAKERS" TO "STRUCTURE-MAKERS"2 III. EUROPEAN LABOR-MARKET REGULATION: A CASE-STUDY OF UNICE A. Methodology Applied in the Case Study B. The Social Dialogue, The Social Protocol, and UNICE C. UNICE's Strategic Choices IV. CONCLUSION NOTES 12. Atypical Forms of Work in the European Union Experiences at the Establishment Level I. ATYPICAL FORMS OF WORK: VARIETY AND FLEXIBILITY II. NEW WORK FORMS AS AN ELEMENT OF LABOR MARKET POLICY III. THE FUNCTION OF STANDARD WORK FORMS IN THE CONTEXT OF SOCIAL WELFARE IV. EMPIRICAL EVIDENCE A. Part-Time Work B. Fixed-Term Contracts V. CONCLUSIONS REFERENCES 13. International Policymaking The ILO Standards on Changing Work Relationships I. THE ILO AND STANDARD SETTING II. PROMOTING SOCIAL JUSTICE IN THE RESTRUCTURING GLOBAL ECONOMY III. RESTRUCTURING, CHANGING WORK FORMS, AND WOMEN'S EMPLOYMENT IV. STANDARD SETTING ON CHANGING WORK FORMS A. Part-Time Work B. Homework C. Contract Labor in Bilateral and Triangular Relationships V. CONCLUSIONS: FUTURE ROLE OF THE ILO IN PROMOTING SOCIAL AND ECONOMIC PROGRESS NOTES REFERENCES Appendix I. GENERAL CONSIDERATIONS II. CONTENT Biographical Sketches of the Contributors Index