International Business: The Challenge of Global Competition w/ CESIM access card E books Download from Book Store

International Business: The Challenge of Global Competition, 12th Edition, by Ball, Geringer, Minor and McNett continues to be the most current, objective and thorough treatment of International Business available for students. Enriched with maps, photos, and the most up-to-date world data, this text boasts the collective expertise of four authors with firsthand international business experience, specializing in international management, finance, law, global strategy, and marketing – a claim no other text can make. In addition, each new copy of International Business, 12e includes access to CESIM – an interactive IB simulation developed for industry professionals. Ball, et. al. is the only textbook on the market which features access to CESIM. Only Ball, Geringer, Minor and McNett can offer a complete view of International Business as diverse as the backgrounds of business students.

About the Author

J. Michael Geringer is a professor of strategy and international management at California Polytechnic University in San Luis Obispo. He earned a BS in business at Indiana University and MBA and PhD degrees at the University of Washington. He has authored or edited 14 books and monographs, over 110 published papers, and over 35 case studies; he serves on the editorial boards of several leading international academic journals; he served as the Saastamoinen Foundation Chair at the Helsinki School of Economics in Finland; he was the founding chair of the Strategic alliances Committee of the Licensing Executives Society; he served as the chair of both the International Business and the Strategy and Policy divisions of the Administrative Sciences Association of Canada; and he is past chairperson of the Academy of Management’s International Management division. His research has appeared in the Strategic Management Journal, Academy of Management Journal, Journal of International Management, Columbia Journal of World Business, Management International Review, Journal of Management Studies, Human Resource Management Journal, Long Range Planning, Organisation Studies, and Journal of Applied Psychology, among others. He has received 11 “best paper” awards for his research, including the Decade Award for most influential article from the Journal of International Business Studies. His teaching performance has earned numerous awards in the U.S., Canada, Asia, Africa, Australia, and Europe, including the University Distinguished Teacher Award. He was the first recipient of the International Educator Award from Cal Poly, and he endowed a scholarship for students to work and study internationally. He has been active in a range of charitable and service activities, including spearheading the adoption of a school in Soweto, South Africa, and fund-raising for public radio. In addition to his working teaching with universities around the world, Geringer is active in consulting and executive development for multinational corporations and executives from six continents. His clients have included Nokia; Lucent; Eastman Kodak; Sonera; Northern Telecom; Rautaruukki; Eastman Chemical; UPM Kymmene; Industry, Science & Technology Canada; Jiangsu Telecom Industrial; California Highway Patrol; Economic Council of Canada; Perlos; YIT; California Department of Transportation; and Okobank, among others. For relaxation, he enjoys daily Stairmaster workouts, along with hiking, camping, gardening, cooking spicy vegetarian foods, and music.

Michael S. Minor is professor of marketing and international business at the University of Texas, Pan American. He was educated at the University of North Carolina, American University, and Cornell and holds a PhD from Vanderbilt University. His research focuses on comparative consumer behavior, international marketing strategy, political risk, and the consumption of high-technology experiential products. He has published in the Journal of International Business Studies, the Journal of Consumer Marketing, International Studies of Management and Organization, the Journal of Services Marketing, International Business Review, Journal of Interactive Advertising, and elsewhere. He has written for business and popular media from PCWeek to Tennessee Business Magazine. He is past chairperson of the Consumer Behavior Special Interest Group, and past vice chair of the Technology and Marketing Special Interest Group of the American Marketing Association, as well as a former member of the Global Marketing SIG’s board of directors. He is active in DOCNET, the association of business doctoral program administrators. He serves on multiple editorial advisory boards and is the coauthor with John C. Mowen of several consumer behavior books. He has won multiple master’s-level teaching awards and was recently the doctoral program professor of the year. His consulting experience includes work for UNCTAD’s Division on Investment, Technology and Enterprise Development and several U.S. and state government agencies. He has reviewed grant proposals for the Research Council of Norway as well as several U.S. agencies. He lived in Asia for a number of years, and speaks Chinese. He relaxes by playing the mandolin and harmonica for the country/classic rock groups RiverRock and Coastlands.

Jeanne M. McNett is a professor of management at Assumption College, in Worcester, Massachusetts. She earned a Ph.D. at the University of Massachusetts Amherst and an MBA at the Cass School of Business, City University, London. She has had expatriate assignments in Germany, the UK, Saudi Arabia, Japan, and Korea. Her interests include the role of culture in international business and the pedagogy of international management. Her publications include The Blackwell Encyclopedia of Management. Vol. VI: International Management, 2nd ed., Oxford, UK: Blackwell Publishing (2005); and The Blackwell Handbook of Global Management, Oxford, UK: Blackwell Publishing (2004). Her teaching, research and presentations have received many awards, including The Roethlisberger Best Paper of the Year Award from the Journal of Management Education and the Alpha Phi Alpha Teacher of the Year Award. Her articles have been included in journals and collections focused on teaching in the area of international business. She is an avid master rower and enjoys running, reading, and gardening.

Labor and Monopoly Capital: The Degradation of Work in the Twentieth Century by Harry Braverman E books Download from Book Store

Labor and Monopoly Capital: The Degradation of Work in the Twentieth Century by Harry Braverman E books Download from Book Store

The finest book on economics from the last half of the 20th century. No one should claim they understand capitalism if they can't address the fundamental points of this book. It shows Why Labor Matters--and how suppressing the social and political power of labor makes the system work.

Labor and Monopoly Power, by Harry Braverman, brings basic Marxist labor theory up to date for the modern age. Though written 25 years ago, Braverman's work is the ideal guideline to understanding the age of information technology. Braverman expertly explodes the smug myths of "knowledge age" boosters by drawing the parallels to earlier industrial technology. The major misapprehension exploded is the one that says workplace automation demands higher skills and upgrades jobs. Braverman, through developing and applying the ideas not only of Marx, but of management proponents such as Babbage, Taylor and Bright, makes a convincing case for the opposite. Computers, like other technology before them, are being applied in ways that expose two objectives: (1) the reduction of the absolute numbers of workers, and (2) the reduction of skills among the remaining workers. Braverman's 1974 book was prophetic in that it described longstanding capitalist relationships that, applied vigorously since that time, have led to increasing income inequality in America.

The Labor Relations Process by William H. Holley E books Download from Book Store

 

The Labor Relations Process by William H. Holley E books Download from Book Store 

John Budd continues to present the most dynamic, engaging approach to understanding labor relations in the 21st century with Labor Relations, 3/e. Budd’s well-received and award-winning presentation shows labor relations as a system for balancing employment relationship goals (efficiency, equity, and voice) and the rights of labor and management. Labor Relations moves beyond a process-based focus in studying this topic by placing the discussion of contemporary U.S. processes into the context of underlying themes, such as what the goals of the system are, whether or not those goals are being fulfilled, and if reform is needed. Central topics are placed in the broader context of the goals of the employment relationship, conflicting rights, and the environment of the 21st century. Budd’s broader context, therefore, makes labor relations more engaging and relevant to students. It also allows instructors to raise important “big picture” ideas that go beyond mere how-to descriptions of labor relations.

Labor Relations: Striking a Balance by John W. Budd E books Download from Book Store

 

Labor Relations: Striking a Balance by John W. Budd E books Download from Book Store 

THE LABOR RELATIONS PROCESS, 9th Edition provides you with the latest information available on current research, issues and events in labor relations. To bring this dynamic field to life, the book integrates real-world examples and quotes from practitioners. This comprehensive text examines the labor movement from its inception to current and emerging trends, including topics such as unions, labor agreements, collective bargaining, arbitration, and labor relations in government, white-collar, and international contexts. The authors give an in-depth analysis of all facets of the relationship between management and labor, including a study of the rights and responsibilities of unions and management; the negotiation and administration of labor agreements; and labor-management cooperation. Other topics explored include the results of the labor relations process, and collective bargaining issues such as healthcare costs containment, pensions, labor productivity and alternative work arrangements.

This book is a good representation of a 'text book'. Although the technical terms were not as difficult as some other books; it was not an easy read. It does provide you with the latest information available on currest issues and events in labor relations. One nice thing about the book is that it does integrate case studies and real-world examples. It examines the labor movement from its inception to current and emerging trends, including topics uch as unions, labor agreements, collective bargaining, arbitration, and labor relations in government, white-collar and international contexts.

Life and Labor in the New New South (Working in the Americas) by Robert H. Zieger E books Download from Book Store

 

Life and Labor in the New New South (Working in the Americas) by Robert H. Zieger E books Download from Book Store 

"Zieger has done it again! In this volume, he has put his finger on the pulse of the most exciting current work in the field. Anyone who doubts that the South is still a distinctive region, or who thinks that 'southern labor' has become an oxymoron, will be chastened by the scholarship in this compelling collection."--Alex Lichtenstein, Florida International University

This collection of essays explores the dynamic new face of Southern labor since 1950. Life and Labor in the New New South weaves together the best work of established scholars with emerging cutting-edge research on ethnicity, gender, prison labor, de-industrialization, rapidly changing demographic and employment patterns, and popular response to globalization.

     Contributors include Jane Berger, Michael Bess, Robert Bussel, Robert Chase, David Ciscel, Michael Dennis, Tami Friedman, Michael Honey, Max Krochmal, Timothy Minchin, Bruce Nissen, and Michael Pierce. The essays examine such topics as southern deindustrialization, union activism in the healthcare industry, labor-community coalitions, the politics of southern anti-unionism, and immigrant labor in southern agriculture.

     One chapter uses a dual biography of two postwar Mexican-American activists in Texas to reconstruct the Chicano-Black coalitions in 1960s Dallas and San Antonio. The volume as a whole creates a distinguished profile of a southern workforce that has been dramatically transformed since 1950, with the pace of change accelerating over the past two decades.

101 Tough Conversations to Have with Employees: A Manager's Guide to Addressing Performance, Conduct, and Discipline Challenges by Paul Falcone E book Download from Book Store

101 Tough Conversations to Have with Employees: A Manager's Guide to Addressing Performance, Conduct, and Discipline Challenges by Paul Falcone E book Download from Book Store

Empowering philosophy and real dialogue you can adapt to your particular situation. The way he puts things will make you laugh out loud when you read it, but it's exactly the right thing to say. This book really helps take the pressure off the messenger (the boss) and put the responsibility back on the person who needs to change.

Falcone takes readers through difficult situations that can arise in the workplace and provides useful tips for communicating effectively with employees. We find that for effective conversations the strategy for approaching these situations should differ based on the personality type of the employee, but "101 Tough Conversations to Have with Employees" is still a helpful foundation for engaging in difficult conversations. 

This is a must have book for any beginner or seasoned manager, director, executive. Sometimes you do not always know how to put the right words together that are legally sound and that deliver the appropriate message without making your employee feel uncomfortable. This book has TONS of examples to get you through even the most awkward of situations.

The author describes what a manager should say to a newly promoted first-time supervisor. According to the author, the manager should critique the employee's attire and explain that she is now expected to dress like a professional. (Wouldn't it have been enough to explain the dress code for management personnel and skip the personal attack?) Next, the manager should criticizes the employee's choice of workplace friends and suggests she abandon her former friendships and make new "higher-level friends", although the manager claims he is not dictating who the employee's friends should be; he's just offering his kindly advice. Finally, the manager tells the employee that he needs her to be a leader, but makes sure she understands that she is not permitted to make any decisions without his prior approval. In effect, the author recommends breaking in a new first-time supervisor by using humiliation and micromanagement to preserve the corporate power structure. 

When the author addresses employee absenteeism, his solution is to lecture the employee about how allotted sick days are not to be used as extra vacation days and that the employee shouldn't use a sick day on a Monday or Friday because it gives the appearance they are taking advantage of company policy just to get long weekends. So this is what good managers do? They harass employees about using the sick time the company gives them? 

When insubordination is addressed, the author gives an example of a meeting with an outburst by a team member accusing the manager of being incompetent. He suggests the manager immediately stop the meeting and then, to get the employee's reason for the outburst, set up a closed three-way meeting between the manager, an HR rep. and the employee. (This is purportedly done in the interest of fairness with the HR rep. being a mediator, but is more likely seen by the employee as an inquisition.) The employee should then be sent home and informed by a phone call from HR that they have been fired for gross insubordination. What a wasted opportunity for feedback from the team. If this is an illogical person who is prone to conflict for no apparent reason, then this would come out in a team discussion of the issues. But more than likely, there are suppressed issues in this team and it's best to bring them to the surface in front of everyone. After all, perhaps you are an incompetent manager. 

This book gives advice for maintaining the corporate status quo that has already caused so much damage to our society. To further improve your management skills and your company, I'd recommend reading The Great Game of Business or Open Book Management.

The Manager's Guide to HR: Hiring, Firing, Performance Evaluations, Documentation, Benefits, and Everything Else You Need to Know [Hardcover] by Max Muller E books Download from Book Store

The Manager's Guide to HR: Hiring, Firing, Performance Evaluations, Documentation, Benefits, and Everything Else You Need to Know [Hardcover] by Max Muller E books Download from Book Store

Hiring dumb is easy. Hiring smart is hard.

All it takes to hire dumb is to select a job description written by someone once upon a time, a long time ago—one that is hopelessly out of date when compared with the job as it currently exists—and then use that job definition to recruit a candidate who fits the job description, not the actual job.

Hiring dumb also involves advertising job openings in ways that discriminate against potential candidates based on their race, religion, age, sex, national origin, physical disabilities, or other legally protected characteristics.

Hiring smart involves defining the job properly, and then developing a job description that is more than a bullet list of generalized descriptors of technical skills.

A well-researched and well-developed job description is the foundation stone of smart recruiting, interviewing, and hiring, as well as staff retention.

Defining the Job

The first order of business in hiring smart is to analyze the job in terms of:

• Skills and knowledge required

• How the work is performed

• Typical work settings

Analytic Steps

Identify and determine in detail the particular job duties, requirements,and the relative importance of these duties and requirements for a given job by undertaking the following steps:

1. Review existing job description, if any.

2. Review public source information and job classification systems.

3. Conduct incumbent surveys and interviews.

4. Conduct supervisor surveys and interviews.

Review Existing Job Description

Although your existing job description could well be out of date, it does represent a starting point from which to derive basic technical skills, reporting relationships, and other information.

The existing description also provides you with a baseline against which to measure the current job—in other words, how the job has evolved or materially changed.

Review Public Source Information and Job Classification Systems

Looking at how other companies describe jobs will help you write a good

job description. Here are some examples of public sources of that information:

The Occupational Information Network (O*NET) System (www.onetcenter.org)

• Database of occupational requirements and worker attributes

• Comprehensive source of descriptors, with ratings of importance, level, relevance, or extent, for more than nine hundred occupations

• Common language and terminology describing occupational requirements

The Occupational Outlook Handbook (OOH) (http://www.bls.gov/oco/ home.htm)

• Publication of the U.S. Department of Labor Bureau of Labor Statistics

• Includes information about the nature of the work, working conditions, training and education, earnings, and job outlook for hundreds of different occupations

• Released biennially with its companion publication the Career

Guide to Industries

These sources will give you a good idea of how to classify a job. 

Conduct Incumbent Surveys and Interviews

Find out what the people who have actually been doing the job think.

What technical skills do they think are required, to whom do they believe they report (irrespective of what an organization chart says), whom do they believe reports to them, whom do they interact with on an ongoing basis, how do they believe the job is actually performed, what percentage of their time is being spent on various tasks or undertakings, and so forth?

Help them help you. 

Most staff members do not think of their jobs in an organized fashion or spend any time trying to measure how many minutes or hours per day they engage in any particular task versus any other. However, that is precisely the information you need to successfully analyze the job and develop a meaningful job description. Consequently, provide incumbents with box checklists, surveys, and questionnaires to fill out. Excerpted from The Manager's Guide to HR: Hiring, Firing, Performance Evaluations, Documentation, Benefits, and Everything Else You Need to Know by Max Muller. Copyright © 2009 Max Muller. Published by AMACOM Books, a division of American Management Association, New York, NY. Used with permission.

All rights reserved. http://www.amacombooks.org.

Retirement Heist: How Companies Plunder and Profit from the Nest Eggs of American Workers by Ellen E. Schultz E Books Download from Book Store

In December 2010, General Electric held its Annual Outlook Investor Meeting at Rockefeller Center in New York City. At the meeting, chief executive Jeffrey Immelt stood on the Saturday Night Live stage and gave the gathered analysts and shareholders a rundown on the global conglomerate’s health. But in contrast to the iconic comedy show that is filmed at Rock Center each week, Immelt’s tone was solemn. Like many other CEOs at large companies, Immelt pointed out that his firm’s pension plan was an ongoing problem. The “pension has been a drag for a decade,” he said, and it would cause the company to lose 13 cents per share the next year. Regretfully, to rein in costs, GE was going to close the pension plan to new employees.

The audience had every reason to believe him. An escalating chorus of bloggers, pundits, talk show hosts, and media stories bemoan the burgeoning pension-and-retirement crisis in America, and GE was just the latest of hundreds of companies, from IBM to Verizon, that have slashed pensions and medical benefits for millions of American retirees. To justify these cuts, companies complain they’re victims of a “perfect storm” of uncontrollable economic forces—an aging workforce, entitled retirees, a stock market debacle, and an outmoded pension system that cripples their chances of competing against pensionless competitors and companies overseas.

Retirement Heist: How Companies Plunder and Profit from the Nest Eggs of American Workers by Ellen E. Schultz E Books Download from Book Store

What Immelt didn’t mention was that, far from being a burden, GE’s pension and retiree plans had contributed billions of dollars to the company’s bottom line over the past decade and a half, and were responsible for a chunk of the earnings that the executives had taken credit for. Nor were these retirement programs—even with GE’s 230,000 retirees—bleeding the company of cash. In fact, GE hadn’t contributed a cent to the workers’ pension plans since 1987 but still had enough money to cover all the current and future retirees.

And yet, despite all this, Immelt’s assessment wasn’t entirely inaccurate. The company did indeed have another pension plan that really was a burden: the one for GE executives. And unlike the pension plans for a quarter of a million workers and retirees, the executive pensions, with a $4.4 billion obligation, have always been a drag on earnings and have always drained cash from company coffers: more than $573 million over the past three years alone.

So a question remains: With its fully funded pension plan, why was GE closing its pensions?

That is one of the questions this book seeks to answer. Retirement Heist explains what really happened to GE’s pensions as well as to the retirement benefits of millions of Americans at thousands of companies. No one disputes that there’s a retirement crisis, but the crisis was no demographic accident. It was manufactured by an alliance of two groups: top executives and their facilitators in the retirement industry—benefits consultants, insurance companies, and banks—all of whom played a huge and hidden role in the death spiral of American pensions and benefits.

Yet, unlike the banking industry, which was rightly blamed for the subprime mortgage crisis, the masterminds responsible for the retirement crisis have walked away blame-free. And, unlike the pension raiders of the 1980s, who killed pensions to extract the surplus assets, they face no censure. If anything they are viewed as beleaguered captains valiantly trying to keep their overloaded ships from being sunk in a perfect storm. In reality, they’re the silent pirates who looted the ships and left them to sink, along with the retirees, as they sailed away safely in their lifeboats.

Start & Run a Home-Based Food Business (Start and Run a...) by Mimi Shotland Fix E books Download from Book Store

 

Start & Run a Home-Based Food Business (Start and Run a...) by Mimi Shotland Fix E books Download from Book Store

This is a fantastic book for anyone who has considered starting their own food business but are not sure where to start. The book deals mostly with cooking/baking but the concepts can easily be applied to any production business. Even if your local health department does not allow you to make your goods at home Mimi identifies other options that will allow you to start your business. Everything from making a budget, figuring out the cost of your products, shelf-life, how to name your company/products, and even free recipes are included! Another fantasic feature is the bonus DVD that includes downloadable forms such as a recipe cost calculator, press release template, expense ledgers and much more. Even if you have never considered becoming an entrepreneur this book is so well written and thorough that it might inspire you enough to give it a shot! Again, thanks for writing this food business bible!

Are you one of the many people who dream of making a profit selling your own homemade foods? Now, with this one-of-a-kind, easy-to-follow guide, you can realize your home-based food business dreams! With over 25 years' experience, author Mimi Shotland Fix takes you step-by-step through the process of starting and running a part time or full time food business. Whether you've always envisioned yourself with a home-based food business, need a second source of income or want to stay at home and be your own boss, Start & Run a Home-Based Food Business offers dozens of tips, examples and advice for you to run a profitable business from your own kitchen! The CD-ROM includes resources and forms in PDF and MS Word formats, for use on a Windows-based PC. The CD-ROM includes: - Lists of books, websites and trade magazines - National and regional suppliers - Sample contracts, invoices and accounting forms - Tried-and-true recipes And more! PLUS, Ms. Fix has a new book to help the food entrepreneur: Home Baking for Profit. In this book Ms. Fix shares her years of experience in the retail, commercial, and home-based food business. For more information visit Amazon's Mimi Fix page.

From the Back Cover

With over 25 years' experience, author Mimi Shotland Fix takes you step-by-step through the process of starting and running a food business. Includes dozens of tips, examples, and advice for you to run a profitable business from your own kitchen! Ms. Fix started a home-kitchen business in 1979 and has since owned and operated two successful bakeries, worked as head pastry chef for multiple restaurants, and developed products for corporate food companies. She currently teaches continuing education classes on food and business at SUNY colleges and the Culinary Institute, in addition to owning a culinary business consulting firm.

About the Author

Mimi Shotland Fix started a home-kitchen business in 1979 and has since owned and operated two successful bakeries, worked as head pastry chef for multiple restaurants and developed products for corporate food companies. She currently teaches continuing education classes on food and nutrition at SUNY and Cornell and owns a culinary business consulting firm in Kingston, NY.

Modern Labor Economics: Theory and Public Policy (11th Edition) by Ronald G Ehrenberg & Robert S. Smith E books Download from Book Store

 

Modern Labor Economics: Theory and Public Policy (11th Edition) by Ronald G Ehrenberg & Robert S. Smith E books Download from Book Store

Ronald G. Ehrenberg is the Irving M. Ives Professor of Industrial and Labor Relations and Economics at Cornell University and a Stephen H. Weiss Presidential Fellow. He is also Director of the Cornell Higher Education Research Institute. Ehrenberg received a BA in mathematics from Harpur College (SUNY Binghamton) in 1966 and a PhD in economics from Northwestern University in 1970. As a member of the Cornell faculty for 32 years, he has authored or co-authored over 120 papers, and authored or edited 20 books. He was the founding editor of Research in Labor Economics, and served a ten-year term as co-editor of the Journal of Human Resources. He has been a member of several editorial boards and a consultant to numerous governmental agencies and commissions, as well as numerous universities and private research corporations.


His recent research has focused on higher education issues. Ehrenberg has supervised the dissertations of thirty-nine PhD students and served on committees for countless more. He is also passionate about undergraduate education, involves undergraduate students in his research, and has co-authored papers with a number of these undergraduates. In 2003, ILR-Cornell awarded him the General Mills Foundation Award for Exemplary Undergraduate Teaching. In 2005, he was named a Stephen H. Weiss Presidential Fellow, the highest award for undergraduate teaching that exists at Cornell.


Ehrenberg has served as a consultant to faculty and administrative groups as well as to trustees at a number of colleges and universities on issues relating to tuition and financial aid policies, faculty compensation policies, faculty retirement policies, and other budgetary, planning, and academic issues. Among the institutions he has worked with are Brandeis University, Oberlin College, Northeastern University, the University of North Carolina, the University of Chicago, Vanderbilt University, the U.S. Naval Academy, the National Technical Institute for the Deaf at the Rochester Institute of Technology, Smith College, the Suffolk University Law School, and Albany University (SUNY).


Robert S. Smith, the Associate Dean for Academic Affairs in the School of Industrial and Labor Relations at Cornell University, is also a professor in the school's Labor Economics Department. After receiving his PhD in Economics at Stanford University in 1971, he taught at the University of Connecticut and worked as an economist in the U.S. Department of Labor before coming to Cornell in 1974. He has authored numerous articles in the field of labor economics.


Professor Smith's research interests have centered on analyses of various labor market policies, especially those in the safety and health area. Most recently, he has served as co-principal investigator in the evaluation of the effects of two pilot programs in New York’s workers’ compensation program: one in the use of managed care and one in the use of alternative dispute resolution structures.


Professor Smith’s teaching has included the basic required labor economics courses for undergraduates and for students in the school’s professional master’s program. In 1999 he received the school’s General Mills Foundation Award for Innovation in Instruction.

Labor in America: A History by Melvyn Dubofsky, Foster Rhea Dulles E books Download from Book Store

 

Labor in America: A History by Melvyn Dubofsky, Foster Rhea Dulles E books Download from Book Store

Even since the last edition of this milestone text was released six years ago, unions have continued to shed members; union membership in the private sector of the economy has fallen to levels not seen since the nineteenth century; the forces of economic liberalisation (neo-liberalism), capital mobility, and globalisation have affected measurably the material standard of living enjoyed by workers in the United States and mass immigration from Latin America and Asia has continued to restructure the domestic labour force. Yet even in the face of an environment unfavourable to trade unionism and a decline in the number of organised workers, as well as the fear of stateless, if not faceless terrorism - the shadow of '911' in which we still live. Professor Dubofsky has in preparing this new edition of his classic text hewn to the lines laid out in the previous seven in seeking to encourage today's students of labour history to learn about those who built the United States and who will shape its future. In addition to taking the narrative right up to the present, a recent history that includes the election of 2008 as well as the tumultuous blow suffered by the U.S. and world economy in 2008-09, this eighth edition features an entirely new (fourth) bank of photographs and, in light of the avalanche of new scholarly work over the last decade, a complete overhauling of the book's extensive and critical Further Reading section in order to note the very best works from the profuse recent scholarship that explores the history of working people in all its diversity.

This is not "Capitalism in America". It is not "Management in America". If you can accept the focus on labor and the concerns for labor, this may be a useful book for you. 

I wasn't offerered a class in Labor in High School. It would have been a big help in entering the work world, if I had had the sense to listen to it then. Now I've been working decades but this book is still a big help. My sense of labor history has been terrible. 

There were slaves. In colonial times, there were indentured servants. Within the past century, government forces have been used to imprison or kill people who went on strike. To the extent our government finds itself in war, it doesn't want to lose products and services to strikers, so there are laws that can be invoked to force people to work. Labor unions may have become content to do a minimal amount. Industrial unions have been heavily resisted by employers and the government, although even today the Industrial Workers of the World is making constructive efforts. 

Haymarket. Homestead. Names worth knowing and honoring. Will worker conditions slide back? Knowing history helps, this isn't the first time unemployment, cheap labor, or new technology threatened labor. As capital has responded with welfare capitalism, with hi tech niceties like stock options and free soda, as McDonaldization spread workers out but under a common corporate control. as they are fewer tough workers like miners and longshoreman, as globalism undermines the benefit of local work forces's unity, understanding labor history and wisdom is as important as ever before. 

Understanding labor issues is central to understanding one's life, to feeling deep in one's joints all the years one will be work. It will be up to you to turn this fact-filled book into a healthy path for yourself and perhaps others.