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Employment Levels (employment + level)
Selected AbstractsGlobalization and Regional Change in the U.S. Furniture IndustryGROWTH AND CHANGE, Issue 2 2008MARK H. DRAYSE ABSTRACT Furniture manufacturing has experienced rapid globalization in recent years. This is mainly the result of global production networks established by large manufacturers and retailers seeking to reduce costs in a highly competitive environment. The industry's globalization has been facilitated by technological innovations and the global reduction of trade and investment barriers. In the U.S., furniture-producing regions are experiencing tumultuous change. Growing numbers of firms are outsourcing production to China, which is now responsible for about half of all U.S. furniture imports. Employment levels have plummeted. However, an analysis of spatial patterns of employment, output, and capital investment in U.S. furniture manufacturing shows that regional change is not uniform. Southern regions characterized by larger firms specializing in wooden case goods production have been especially vulnerable to job loss. [source] Volatility, Stabilization and Union Wage-setting: The Effects of Monetary Policy on the ,Natural' Unemployment RateECONOMIC NOTES, Issue 1 2002Luigi Bonatti In a unionized economy with nominal-wage contracts, the ,natural' (rational-expectations equilibrium) employment level is not invariant with respect to the stabilization rule followed by the monetary authority. This is because alternative monetary policies change the variance of the inflation rate (price level) relatively to the variance of some measure of economic activity (employment level), thereby influencing the trade-off desired by union members between the real wage and the probability of employment. Indeed, a more volatile employment level induces the (risk-neutral) union members to prefer a higher expected real wage. (J.E.L: E5, J5). [source] How Should Macroeconomic Policy Respond to Foreign Financial Crises?,ECONOMIC PAPERS: A JOURNAL OF APPLIED ECONOMICS AND POLICY, Issue 2 2010Anthony J. Makin F31; F33; F41 This paper examines the impact of global financial crises on the Australian economy and how monetary and fiscal policy may be used to manage economic downturns that result. To do so, it presents a straightforward analytical framework incorporating financial wealth, exchange rate expectations, foreign demand and interest rate risk to analyse the key role played by the nominal exchange rate in insulating national income from the worst effects of foreign financial crises. In the event the economy is not fully insulated by exchange rate depreciation, it shows that, in principle, monetary policy is a superior instrument to fiscal stimulus for restoring aggregate demand to the full employment level. Since monetary policy is not handicapped by numerous problems that render fiscal stimulus less effective, it should normally be considered a sufficient instrument on its own. [source] Fiscal Transfers and Distributive Conflict in a Simple Endogenous Growth Model with UnemploymentGERMAN ECONOMIC REVIEW, Issue 1 2007Luigi Bonatti Capital,labor conflict; endogenous growth; politico-economic models; tax burden; welfare reforms Abstract. In the simplified formal treatment proposed in this paper, a decrease in a policy parameter , the ratio of total tax revenues to GDP , can monotonically increase long-term growth rate and may lead to a higher employment level. This notwithstanding, the paper shows that the redistributive implications of such a decrease may induce the wage earners to oppose it. As a consequence, policy-makers reflecting social preferences may undertake redistributive transfers generating persistent unemployment and lowering growth even if commitment technologies allowing them to follow preannounced tax policies were feasible. [source] The dynamics of the health labour marketINTERNATIONAL JOURNAL OF HEALTH PLANNING AND MANAGEMENT, Issue 2 2006Marko Vujicic Abstract One of the most important components of health care systems is human resources for health (HRH),the people that deliver the services. One key challenge facing policy makers is to ensure that health care systems have sufficient HRH capacity to deliver services that improve or maintain population health. In a predominantly public system, this involves policy makers assessing the health care needs of the population, deriving the HRH requirements to meet those needs, and putting policies in place that move the current HRH employment level, skill mix, geographic distribution and productivity towards the desired level. This last step relies on understanding the labour market dynamics of the health care sector, specifically the determinants of labour demand and labour supply. We argue that traditional HRH policy in developing countries has focussed on determining the HRH requirements to address population needs and has largely ignored the labour market dynamics aspect. This is one of the reasons that HRH policies often do not achieve their objectives. We argue for the need to incorporate more explicitly the behaviour of those who supply labour,doctors, nurses and other providers,those who demand labour, and how these actors respond to incentives when formulating health workforce policy. Copyright © 2006 John Wiley & Sons, Ltd. [source] Differentiating emotional intelligence in leadershipJOURNAL OF LEADERSHIP STUDIES, Issue 2 2007Carina Fiedeldey-Van Dijk Leadership has received considerable attention since the 1990s. We claim that leaders can be found at all levels of employment, and at the very least, all managers are expected to be leaders. Yet managerial status does not guarantee leadership. Leadership is a necessary component of and a filter for successful management. Effective managers demonstrate leadership capabilities. Leadership attributes are well captured in measures of emotional intelligence (EQ). Hence, leadership can improve if managers work to develop their EQ. We show how EQ, and hence leadership, can vary by level of employment among a composite international group of 3,305 employees with the Six Seconds Emotional Intelligence Assessment. The relationship between six leadership groups, as based on their EQ performance, across different employment levels was statistically examined, suggesting that leadership is realized in different ways depending on level of employment. It appears that employees become more skillful in emotional literacy and consequential thinking as they progress up the employment ladder. Intrinsic motivation and optimism are best leveraged by nonmanagerial rather than senior employees. The diminishing incorporation of empathy with an increase in employment level seems to stand in sharp contrast. Nonmanagerial employees, specialists, and entrepreneurs will benefit from developing their competence in pursuing their objectives with an overarching sense of purpose. The finding that high-EQ leaders seem to dominate in the managerial levels may be viewed as encouraging. [source] Employment with Alternative Incentive Schemes when Effort is Not VerifiableLABOUR, Issue 1 2005Nicola Meccheri When effort is fully observable, both contracts with bonus and tournaments, unlike efficiency wages, solve the incentive problem without generating involuntary unemployment. Only tournaments, however, allow attainment of the Pareto optimal employment level. If effort is not fully observable, previous results must, to some extent, be reconsidered. Contracts with bonus also produce involuntary unemployment, while tournaments, in addition to continuing to produce a higher level of employment, generate involuntary unemployment only if a shirker who is not caught has some probability of winning. [source] Apply with Caution: Introducing UK-Style In-Work Support in Germany,FISCAL STUDIES, Issue 1 2007Peter Haan Estimates of the labour supply effects of recent UK reforms in the area of direct taxes and benefits show that policy can have significant influence on the level of employment. We confirm this in a simulation of an in-work support system introduced into the German tax and benefit system. Our simulation results suggest that introducing in-work tax credits in Germany would increase the employment of single individuals by over 105,000 but would result in a reduction of labour supply among individuals living in couples by about 70,000, among both women and men. The result found for men is especially important as it is markedly different from all results for the UK, where the net response among men has always been found to be positive. Our estimation results call for a high degree of caution as far as ,importing' UK-style tax credits to Germany is concerned. In-work support based on family income would reinforce the existing work disincentives for secondary earners, reducing the employment levels of both men and women living in couples. [source] Differentiating emotional intelligence in leadershipJOURNAL OF LEADERSHIP STUDIES, Issue 2 2007Carina Fiedeldey-Van Dijk Leadership has received considerable attention since the 1990s. We claim that leaders can be found at all levels of employment, and at the very least, all managers are expected to be leaders. Yet managerial status does not guarantee leadership. Leadership is a necessary component of and a filter for successful management. Effective managers demonstrate leadership capabilities. Leadership attributes are well captured in measures of emotional intelligence (EQ). Hence, leadership can improve if managers work to develop their EQ. We show how EQ, and hence leadership, can vary by level of employment among a composite international group of 3,305 employees with the Six Seconds Emotional Intelligence Assessment. The relationship between six leadership groups, as based on their EQ performance, across different employment levels was statistically examined, suggesting that leadership is realized in different ways depending on level of employment. It appears that employees become more skillful in emotional literacy and consequential thinking as they progress up the employment ladder. Intrinsic motivation and optimism are best leveraged by nonmanagerial rather than senior employees. The diminishing incorporation of empathy with an increase in employment level seems to stand in sharp contrast. Nonmanagerial employees, specialists, and entrepreneurs will benefit from developing their competence in pursuing their objectives with an overarching sense of purpose. The finding that high-EQ leaders seem to dominate in the managerial levels may be viewed as encouraging. [source] How welfare reform affects young children: Experimental findings from Connecticut,A research noteJOURNAL OF POLICY ANALYSIS AND MANAGEMENT, Issue 4 2003Susanna Loeb As welfare-to-work reforms increase women's labor market attachment, the lives of their young children are likely to change. This note draws on a random-assignment experiment in Connecticut to ask whether mothers' rising employment levels and program participation are associated with changes in young children's early learning and cognitive growth. Children of mothers who entered Connecticut's Jobs First program, an initiative with strict 21-month time limits and work incentives, displayed moderate advantages in their early learning, compared with those in a control group. A number of potential mechanisms for this effect are explored, including maternal employment and income, home environment, and child care. Mothers in the new welfare program are more likely to be employed, have higher income, are less likely to be married, have more children's books in their home, and take their children to libraries and museums more frequently. However, these effects explain little of the observed gain in child outcomes. Other parenting practices and the home's social environment do explain early learning, but these remained unaffected by welfare reform. © 2003 by the Association for Public Policy Analysis and Management [source] Is Wage Leadership an Instrument to Coordinate Unions' Wage Policy?The Case of Imperfect Product MarketsLABOUR, Issue 2 2000Thomas GrandnerArticle first published online: 7 JAN 200 Given an oligopolistic product market, trade unions organized at firm level want to coordinate their bargaining activities. If for some exogenous reasons centralization is not possible, unions could try to coordinate wage setting by wage leadership. The outcome of such wage leadership is compared with that of an uncoordinated bargaining and is characterized by higher utilities for all unions. But wages and employment levels are not symmetrical either for unions or for firms. The leader firm employment decreases and the follower firm employment rises compared with uncoordinated bargaining. This may cause problems with the implementation of wage leadership. [source] Fair pay and a Wage-Bill Argument for low Real Wage Cyclicality and Excessive Employment Variability,THE ECONOMIC JOURNAL, Issue 506 2005Jonathan P. Thomas This article considers a two-period optimal contracting model in which firms make new hires in the second period subject to the constraint that they cannot pay discriminate either against or in favour of the new hires. In the absence of fully contingent contracts, it is shown that wages are less flexible than needed for efficient employment levels, with the result that too few hires are made in bad states of the world. Unemployment is involuntary. In an extension to the model, there may also be involuntary and excessive layoffs in some states of the world. [source] Employment Polarisation in Australia,THE ECONOMIC RECORD, Issue 255 2005PETER DAWKINS Although employment levels in Australia are healthy when compared to those 20 years ago, the distribution of work across households has become more unequal. The present paper measures any polarisation of employment that has taken place in Australian households between 1982 and 2000/01. We find that employment has indeed become polarised across Australian households with most of the polarisation within-household types and not entirely reflecting changes in household size. Particularly worrying is the polarisation found in households with children. This is likely to have consequences for the well-being of future generations. [source] Labour Market Efficiency with Discriminatory UnionsBULLETIN OF ECONOMIC RESEARCH, Issue 3 2001John R. Dobson The paper considers ,efficient bargains', with a union that weighs the utilities of its members unequally and negotiates over group employment levels. Such discrimination may lead to socially inefficient overemployment of the dominant group, and underemployment of the group suffering discrimination. [source] A Subnational Analysis of Japanese Direct Investment in CanadaCANADIAN JOURNAL OF ADMINISTRATIVE SCIENCES, Issue 1 2000Andrew Delios This study examines longitudinal aspects of Japanese foreign direct investment in Canada. In looking at the longitudinal aspects, the focus was on a descriptive analysis of entry and exit rates and on an econometric analysis of the determinants of subsidiary survival and exit. In these analyses, we find that exit rates are related to subsidiary-level variables such as business size, expatriate employment levels, equity-ownership levels, and entry mode. The sector and region in which the investments are made is also related to subsidiary survival, with manufacturing-sector subsidiaries located in Ontario being the least likely to exit. The results of our study suggest that region and industry interact, both to draw investment to a region and to influence the likeli-hood of survival of foreign-owned businesses. Further-more, the focus on regional issues for Canada shows that even within a small open economy, subnational (interprovincial) variance can have important effects on the characteristics and performance of foreign direct investment. Résumé La présente étude porte sur l'évolution des investissements directs japonais à l'étranger, réalisés au Canada. De façon plus précise, cette recherche s'intéresse, sur une base longitudinale, à l'analyse descriptive des taux d'entrée et de sortie ainsi qu'à l'analyse économétrique des facteurs expliquant la survie ou la sortie de filiales japonaises. A la lumière de ces analyses, il ressort que les taux de sortie sont influencés par certaines caractéristiques des filiales telles que la taille, la proportion d'expatriés, la part du capital-action et le mode d'entrée. Le secteur et la région où l'investissement s'effectue influencent également les chances de survie d'une filiale; la probabilité la plus faible de quitter le pays appartiendrait aux filiales manufacturières situées en Ontario. Les résultats de l'étude suggèrent que la région et l'industrie interagissent de façon à attirer les investissements dans une région donnée et à influencer les chances de survie de compagnies appartenant à des intér,ts étrangers. Ces résultats sur les disparités régionales du Canada suggèrent que, m,me à l'intérieur d'une économie de marché restreinte, la variance sous-nationale (ou interprovinciale) peut avoir d'importantes répercussions sur les caractéristiques et la performance des investissements directs à l'étranger. [source] | |||||||||||||