By Roger Waldinger, Michæl I. Lichter
How the opposite part Works solves the riddle of America's modern immigration puzzle: why an more and more high-tech society has use for thus many immigrants who lack the fundamental talents that modern day economic system turns out to call for. In transparent and fascinating kind, Waldinger and Lichter isolate the most important components that designate the presence of unskilled immigrants in our midst. concentrating on l. a., the capital of contemporary immigrant the US, this hard-hitting booklet elucidates the opposite aspect of the hot economic system, exhibiting that hiring is discovering now not a lot "one's personal variety" yet quite the "right sort" to slot the demeaning, yet critical, jobs many American staff disdain.
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Additional info for How the Other Half Works: Immigration and the Social Organization of Labor
Even so, we trod gingerly. To probe employers’ attitudes and, through discussions of intergroup relations, the attitudes of employees, we began indirectly, asking employers how “managing diversity” was a challenge (the source for chapter 10); we then asked em- Introduction 25 ployers to supply accounts of how any particular group came to comprise the majority in their labor force. Finally, we inquired into views of the work ethic of the labor force generally, and only then, to gauge employers’ perceptions and beliefs, asked their views of the “work ethic” of particular groups.
Consequently, we started with relatively anodyne but highly pertinent questions, pertaining to skill requirements, recruitment practices, and selection procedures. Respondents’ answers to these questions provided the basis for chapter 3. Our queries about these matters made no mention of immigration or ethnic differences in the workforce. But more often than not, our respondents spontaneously moved the discussion toward our underlying interests, talking about skills in light of the problems entailed in employing a workforce that did not speak English (the focus of chapter 4) or explaining the use of network hiring as a consequence of relying on immigrant workers characterized by tight connections (the substance of chapters 5–7).
2. most important quality sought in job candidates (%) Department Stores Furniture Manufacturing Hospitals Hotels Printing Restaurants All Industries SOURCE: NOTE: Related Work Experience Stable Work History Ability to Relate to Customers Ability to Relate to Co-workers Appearance 4 0 72 0 0 10 15 3 5 19 9 10 18 12 13 6 10 0 8 19 22 0 42 23 0 6 5 0 3 Skills Study (N = 206) Rows sum to 100 percent. Skills Required for Job Attitude Minimum Level of Education Other 0 16 0 8 0 26 28 0 13 0 3 0 3 1 19 9 15 0 12 23 44 44 29 32 0 0 2 5 1 6 0 15 3 8 Doing the Job 45 looked for in a candidate.
How the Other Half Works: Immigration and the Social Organization of Labor by Roger Waldinger, Michæl I. Lichter
Categories: Labor Industrial Relations