The Second Shift

Updated for a workforce that is now half female, this edition cites a range of updated studies and statistics, with an afterword from Hochschild that addresses how far working mothers have come since the book's first publication, and how ...

The Second Shift

An updated edition of a standard in its field that remains relevant more than thirty years after its original publication. Over thirty years ago, sociologist and University of California, Berkeley professor Arlie Hochschild set off a tidal wave of conversation and controversy with her bestselling book, The Second Shift. Hochschild's examination of life in dual-career housholds finds that, factoring in paid work, child care, and housework, working mothers put in one month of labor more than their spouses do every year. Updated for a workforce that is now half female, this edition cites a range of updated studies and statistics, with an afterword from Hochschild that addresses how far working mothers have come since the book's first publication, and how much farther we all still must go.

The Second Shift

Helps couples through the practical and ideological difficulties of raising children and maintaining a household while both parents work.

The Second Shift

Helps couples through the practical and ideological difficulties of raising children and maintaining a household while both parents work.

The Second Shift

The Second Shift


The Second Shift

Updated for a workforce that is now half female, this edition cites a range of updated studies and statistics, with an afterword from Hochschild that addresses how far working mothers have come since the book's first publication, and how ...

The Second Shift

An updated edition of a standard in its field that remains relevant more than thirty years after its original publication. Over thirty years ago, sociologist and University of California, Berkeley professor Arlie Hochschild set off a tidal wave of conversation and controversy with her bestselling book, The Second Shift. Hochschild's examination of life in dual-career housholds finds that, factoring in paid work, child care, and housework, working mothers put in one month of labor more than their spouses do every year. Updated for a workforce that is now half female, this edition cites a range of updated studies and statistics, with an afterword from Hochschild that addresses how far working mothers have come since the book's first publication, and how much farther we all still must go.

Awards of the Second Division National Railroad Adjustment Board with Index

lunch period for the first shift . Another rule requires such lunch period to be not less than 30 nor more than 60 minutes . As pointed out in the carrier's statement of facts , the repair track facility at Hillyard is a two - shift ...

Awards of the Second Division  National Railroad Adjustment Board  with Index


Decisions and Orders of the National Labor Relations Board

Martinez told Peterson that the first - shift employees were across the street together with the second - shift employees protesting over the events of the previous night . Martinez claims that Peterson then stated that the second shift ...

Decisions and Orders of the National Labor Relations Board


Court Decisions Relating to the National Labor Relations Act

Hunter Douglas contends that other evidence dispels any inference of discriminatory motive in the second - shift's elimination . It argues that because almost equal numbers of union cards were obtained from each shift , 36 from the ...

Court Decisions Relating to the National Labor Relations Act


Hearings

MINIMUM WAGE STANDARDS 1851 About 400,000 workers , or about a fifth of the sample , were under agreements which require a differential of 4 cents an hour for the second shift and of 6 cents for the third shift ; about 120,000 workers ...

Hearings


High Performing Self Managed Work Teams

The shift communicator is responsible for seeing that information is accurately passed from one shift to the next. A second method suggested for reducing these negative effects is for team members of one shift to meet with the members ...

High Performing Self Managed Work Teams

Since the mid-1970s, pressure from international competition has forced business in the United States to look for better ways to achieve and maintain a competitive position. One popular tool is the self-managed work-team (SMWT). This book provides a thorough examination of SMWT both at the level of theory and at the practical level of when to use work teams to find solutions and how to develop successful teams. By examining the most widely accepted theories of work-team performance, illustrated by 10 case studies from the areas of manufacturing, public service and health care, the authors define: how high-performing self-managed work teams differ from work groups and short-term teams; the problems which compel an organizati

Information Circular

These high levels are in the fourth hour of the first and third shifts and in the third hour of the second shift . In the first and second shifts of the day , there is a pronounced decline in hourly occurrences about the middle of each ...

Information Circular


Monthly Labor Review

Third shift 16.4 6.4 15.5 6.1 10.5 4.6 4.0 .1 0.9 .5 8.8 11.1 7.8 9.9 1964–65 Second shift ... Third shift 17.8 16.6 6.3 6.5 11.5 4.9 4.2 .9 .9 .5 9.5 12.0 7.6 9.9 18.7 7.3 17.7 7.1 11.9 5.2 4.9 1.2 .8 .7 10.0 12.8 7.6 9.9 1967-68 ...

Monthly Labor Review

Publishes in-depth articles on labor subjects, current labor statistics, information about current labor contracts, and book reviews.

Bulletin of the United States Bureau of Labor Statistics

In underground mines throughout the Unite States , workers employed on the first , second , and third shifts repre sented ... However only 58 percent of the mines studied reported a second shift and 2 percent a third ( or other shift .

Bulletin of the United States Bureau of Labor Statistics


At the Heart of Work and Family

At the Heart of Work and Family presents original research on work and family by scholars who engage and build on the conceptual framework developed by well-known sociologist Arlie Russell Hochschild.

At the Heart of Work and Family

At the Heart of Work and Family presents original research on work and family by scholars who engage and build on the conceptual framework developed by well-known sociologist Arlie Russell Hochschild. These concepts, such as "the second shift," "the economy of gratitude," "emotion work," "feeling rules," "gender strategies," and "the time bind," are basic to sociology and have shaped both popular discussions and academic study. The common thread in these essays covering the gender division of housework, childcare networks, families in the global economy, and children of consumers is the incorporation of emotion, feelings, and meaning into the study of working families. These examinations, like Hochschild's own work, connect micro-level interaction to larger social and economic forces and illustrate the continued relevance of linking economic relations to emotional ones for understanding contemporary work-family life.

Benefit Series Service Unemployment Insurance

346 - B - 61 Second Congressional District October 26 , 1961 Working conditions : Weather or climate Voluntary leaving 450.5 , 515.95 A winder for a thread company who , when the third shift on which she had been working was eliminated ...

Benefit Series Service  Unemployment Insurance


Organizational Learning

first shift was embedded in the organization and led to improvements in the performance of the second shift . To investigate this issue , we analyzed the transfer of knowledge that occurred from the period of operating with one shift to ...

Organizational Learning

Why do some organizations learn at faster rates than others? Why do organizations "forget"? Could productivity gains acquired in one part of an organization be transferred to another? Learning curves have been documented in many organizations, in both the manufacturing and service sectors. The classic learning curve model implies that organizational learning is cumulative and persists through time. However, recent work suggests that firms also demonstrate depreciation of knowledge, or "forgetting". Such understanding becomes more exciting as one looks at the link between learning and productivity. Organizational Learning: Creating, Retaining and Transferring Knowledge describes and integrates the results of research on factors explaining organizational learning curves and the persistence and transfer of productivity gains acquired through experience. Chapter One provides an overview of research on organizational learning curves. Chapter Two introduces the concept of organizational "forgetting" or knowledge depreciation. Chapter Three discusses the concept of organizational memory. Chapter Four argues that analyzing small groups provides understanding at a micro level of the social processes through which organizations create and combine knowledge. Chapter Five describes results on knowledge transfer. Chapter Six discusses various tensions and trade-offs in the organizational learning process.

Decisions and Orders of the National Labor Relations Board V 352

Martinez claims that Peterson then stated that the second shift had been fired and that the first shift was extremely late and would be assessed points for being late or absent . As to the second - shift employees , Peterson , according ...

Decisions and Orders of the National Labor Relations Board  V  352

Includes the decisions and orders of the Board, a table of cases, and a cross reference index from the advance sheet numbers to the volume page numbers.

The Termination Report of the National War Labor Board

Wages and Premium Pay ( Night - Shift Differential ) -in order to compensate the employees involved for the ... It was made clear , however , that the miners ' second shift is more arduous than the second shift in the three shift ...

The Termination Report of the National War Labor Board