Small business and the coming labor shortage

The author is president and chief executive officer of the National Federation of Independent Business.     

The impact of labor shortage on the employee commitment

ABSTRACT

The purpose of this article is to demonstrate the impact of the shortage of labor on individuals’ workplace attitudes, strangely their commitment. It is beneficial for organizations to develop their management strategies in view of employees’ loyalty attitudes. As a conceptual paper, the article contains a theoretical deduction. The characteristics of the labor market (macro level), the organizational needs and responses (meso level), and the set of the employees’ commitment (micro level) are linked to a theoretical process. According to our results, the average levels of the different dimensions of employee commitment will be changed in the future. The levels of continuance commitment and professional commitment will be higher, while the levels of deliberate commitment and affective commitment will be lower in the employee commitment profiles. By increasing continuance commitment and professional commitment, the toolkit of the HR strategy needs to be transformed to make it more relevant external motivation tools and training-development solutions. Meanwhile, it is important to note that the interactions among the employees will be less frequent and they will have less affection for their workplace. Labor shortage transforms individuals’ workplace attitudes. Understanding of employees’ decisions to maintain their organizational membership is supported by the relationships found in this research.     

Strategic spatial planning on the island of Ireland

The central argument in this article is that recent advances in strategic spatial planning on the island of Ireland have been considerably enhanced through the medium of the European Spatial Development Perspective. This has provided a shared technical vocabulary and an imperative to imagine possibilities which transcend the border between Northern Ireland and the Republic of Ireland to a greater and lesser extent, depending on the sensitivities of the actors concerned. Particular attention is given to the role played by very different participatory processes in helping to shape these spatial agendas. The paper concludes by identifying an action‐oriented commitment to sustainable development as the key strategic choice in advancing the logic of territorial interdependence.     

Twilight for organized labor

Conclusion The Old Unionism, organized labor in the private economy, is in irreversible decline. Economic and market factors beyond its control are principally responsible. The absence of effective leadership and its emphasis on political, instead of trade union, goals do not help. The substitution has diverted much of organized labor’s large financial resources to advancing a political agenda which has brought no material gains in membership and market share, but stigmatizes the union movement as a “special interest” group and as the Luddites of the new century: “American labor organizations ... are shaped much more basically by events of the past century than by forces of the past fifteen years” (Dunlop, 1978, p. 79). I am indebted to Ka-Neng Au, librarian at the Dana Library of Rutgers University, Newark, for his accurate and timely assistance with research information and citations of various references.     

Continuity planning for nonprofits

Many nonprofits assist in emergency response and disaster relief to alleviate human suffering. In order to enhance those efforts and the maintenance of routine nonprofit operations, this article introduces the concept of continuity planning. Continuity planning does not focus on specific risks, such as floods or hurricanes, but on the maintenance of critical operational processes despite natural, anthropogenic, or technological interruptions. Continuity planning has yet to be widely applied within the nonprofit sector, primarily due to a lack of fiscal or personnel resources. This article explores several continuity‐planning options for nonprofits and provides a brief explanation of the process.     

Strategic issues for law firms in the new millennium

Abstract

Law firms in England and Wales are operating in a cut-throat competitive environment, alien to many long-standing employees in the profession. Evidence suggests that managing these issues and planning for change in this new environment is difficult for many to comprehend, but essential for survival. The concepts of strategy, management, marketing and the like appear to have more prominence in legal journals, and practice managers are often a key figure within a law firm’s practice today. This paper suggests that for some, the idea of developing planned strategies of how to survive and compete in the market is anathema for many firms, as is the requirement to change the normal or existing ways of doing things. This paper aims therefore to provide a brief overview of the development of strategy as a branch of management science and how law firms can start to think about the concept of strategy and what the implications are for their practice. Utilising both primary and secondary data sources, it also identifies some of the key strategic issues facing law firms in the new millennium.     

Foreign workers in Kuwait: implications for the Kuwaiti labor force

An analysis of the foreign population in Kuwait shows that foreign nationals make up 60 percent of the population and 78 percent of the labor force in Kuwait. The implications of these figures for the Kuwaiti labor force are discussed by analyzing the occupational structures of Kuwaitis and non-Kuwaitis. "Structural analysis of the labor force indicates that 62 percent of Kuwaiti males are concentrated in administrative and service occupations while their percentage in sales and production work has declined during 1970-80. This demonstrates the need for reorienting educational/training programs and changing Kuwaiti attitudes towards manual work to ensure the realization of the 'Kuwaitization' process, and balance the nationals with foreign nationals." mortality has stabilized at relatively high levels and there is resistance to family planning. The author concludes that the main cause of the stalling of the demographic transition process is to be found in the role of the state and the dynamics of the social structure and that "demographic trends will depend more on the changes in social structure, land reforms, and response of the formal governing system to the needs of the underprivileged sections of the society, rather than on the health and family planning policies."     

A Strategic Engagement Framework for Nonprofits

Quantitative and qualitative analysis of research data collected over three years at a nonprofit public higher education institution and its community, along with a review of relevant literature, revealed the need for a new framework to guide economic and social value creation by utilizing the social capital held by nonprofit institutions. The study integrated research outcomes from the areas of social capital and institutional–stakeholder engagement to generate the new concept of strategic engagement management and a proposed Strategic Engagement Framework. This framework should help nonprofit organizations deploy their social capital for institutional and societal benefit by facilitating institutional–stakeholder collaboration. The study also tested the utility of implementing one component of the proposed framework: a structure for mapping, maintaining, and evaluating a portfolio of institutional engagement activities.     

Free agents’ impact on the labor market for baseball players

This paper evaluates the 1976 free agent rule’s impact on the labor market for baseball players. Free agency has specific consequences for monopsonistic exploitation and racial discrimination in salary determination. It reduces monopsonistic exploitation for all players and increases salary opportunities for black and Latino players. However, this change in a player’s status vis-à-vis a team has generated salary disparities among players based, not on race, but bargaining position. I would like to thank Linda Kammann, Mary O’Brien, and Benjamin Preston for their research assistance. Also I wish to thank John Siegfried and an anonymous referee for their comments. I remain solely responsible for the contents of this paper.