Data from the 1984 Survey of Income and Program Participation showed that 62% of differences in wages offered to black and white men and 67% of differences in observed wages were not due to productivity differences. Wage discrimination reduced the relative employment rate of black men from 89% to 82% of white men's rate. (SK)

Twelve key factors influence an organization's ability to learn and change: strategy/vision, executive practices, managerial practices, climate, organizational structure, information flow, individual/team practices, work processes, performance goals/feedback, training/education, individual/team development, and rewards/recognition. (SK)

The new direction in employee participation, workplace technology, and labor force characteristics may be reviving practices that failed to flourish in the past. Theoretical and historical perspectives provide a context for the effective use of high performance workplace practices. (JOW)

Offers comprehensive data on employer-based training in the United States and looks at training issues ranging from remedial training to drug testing and AIDS education to the transition to team-based work. Discusses money invested in training and who is getting what kind of training. (JOW)

Analysis of affirmative action in South Africa suggests it fails because (1) it is based on developing blacks and women to function in a fundamentally unchanged work environment; (2) it is often seen as quota filling and not development; and (3) many expect it to fail and commitment is lacking. (SK)

Analysis of data from over 3,000 employers showed that workers who accepted jobs with probationary periods tended to be more efficient and less likely to quit. Possibly workers who think they will not last through the probationary period will not take such jobs, whereas those with confidence in their performance will select such jobs, which…

Contains precis of 18 articles on strategic management issues, including management development, on-the-job training, corporate scholarship, educational technology, coaching, investing in intellectual capital, and knowledge management. (SK)

Women face conflicts between work and family responsibilities, especially in relation to pregnancy, child care, and elder care. Employment practices such as family-friendly policies, fringe benefits, and support services are needed to help them resolve these conflicts. (SK)

Summarizes the following issues: how women's career development is changing, how it differs for individuals, and how it is a broader social issue. Lists actions for organizations, women, and adult educators to support women's career development. (SK)

Three hundred employers in a suburban area of the Pacific Northwest were surveyed for their perceptions of older (ages 50 and over) and younger (aged 49 and under) workers on 12 attributes. In contrast to previous research, this study found more favorable ratings for older workers overall, including categories such as attendance and salary…

Analysis of a sample of 306 workers shows that neither the gender nor racial composition of the workplace is associated with productivity. An alternative explanation for lower wages of women and minorities is social closure--the monopolizing of desirable positions by advantaged workers. (SK)

Interviews with 50 public service employees with disabilities show that employers are reluctant to modify work because of their need to contain costs and maintain control. They often discourage requests for reasonable accommodation and deny one in three. (SK)

Data on information technology employment in Britain and interviews in four companies depicted experiences of women in computing. Gender disparities in numbers and distribution, salaries, division of labor, and career progression were found. Masculine values in computing culture, gender differences in working style, and attitudes toward computers…

Since there are not enough Generation Xers to replace retiring Baby Boomers and job hopping is rampant, there is concern about the inevitable labor shortage. Recruitment and retention strategies that motivate workers regardless of age as well as an array of flexible benefits are needed. (JOW)

The effectiveness of the Americans with Disabilities Act has been limited because its definition of disability is open ended and other terms such as reasonable accommodation are vague. The courts must settle test cases before it will be known if the law is meeting its goal. (SK)