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Extending Work Life
Aging men and women are increasingly remaining in the labor force. Most often the reason for this is that they need to work additional years in order to be able to support an increasing number of years in retirement. This leaves employers scrambling for ways to adapt to a growing number of retirement-aged workers. Clark and Morrill provide a thorough assessment of the costs and benefits of accommodating later retirement ages, and they describe options employers may use to create some new form of employment contract with aging workers. The most prominent issues employers with aging workers face are declining productivity, rising labor and benefits costs, and a suboptimal age distribution of their workforces. According to the authors, employers could respond to these issues by finding new ways to accommodate older workers with, for instance, phased retirement and return-to-work policies. But the success of such policies also depends on tax policies and whether government-provided retirement benefits could be redesigned to play a role in a newly-defined employment relationship.
Retiree Health Plans in the Public Sector
While retiree health plans are a dying benefit in the private sector, all US states and many local governments extend health insurance coverage to their retired employees. This book is the first to thoroughly examine public sector health insurance plans. Retiree Health Plans in the Public Sector provides a detailed description of the current plans offered and compares how they vary across states. Health insurance is an important component of compensation in the public sector as it helps governments attract and retain quality workers and encourages timely retirement for career employees. Rapidly rising medical costs, an aging labor force, and an increasing number of retirees have dramatically...
Personnel Management in Government
With over 20 million people on its payroll, the government continues to be the largest employer in the country. Managing people who do the nation’s work is of critical importance to politicians and government leaders as well as citizens. The great recession of 2008 put enormous strains on governments, highlighting the key role personnel play in managing under times of austerity as well as prosperity. A thorough examination of political and historical aspects, Personnel Management in Government: Politics and Process, Seventh Edition provides students with a comprehensive understanding of human resource management within its historical and political context in the public sector. It discusses...
Behavioral Finance: The Second Generation
Behavioral finance presented in this book is the second-generation of behavioral finance. The first generation, starting in the early 1980s, largely accepted standard finance’s notion of people’s wants as “rational” wants—restricted to the utilitarian benefits of high returns and low risk. That first generation commonly described people as “irrational”—succumbing to cognitive and emotional errors and misled on their way to their rational wants. The second generation describes people as normal. It begins by acknowledging the full range of people’s normal wants and their benefits—utilitarian, expressive, and emotional—distinguishes normal wants from errors, and offers guidance on using shortcuts and avoiding errors on the way to satisfying normal wants. People’s normal wants include financial security, nurturing children and families, gaining high social status, and staying true to values. People’s normal wants, even more than their cognitive and emotional shortcuts and errors, underlie answers to important questions of finance, including saving and spending, portfolio construction, asset pricing, and market efficiency.
Gender and STEM: Understanding Segregation in Science, Technology, Engineering and Mathematics
This book is a printed edition of the Special Issue "Gender and STEM: Understanding Segregation in Science, Technology, Engineering and Mathematics" that was published in Social Sciences
The Last Human Job
"With artificial intelligence developing so rapidly that even some of the biggest names behind the advances are calling for pauses and increased regulation, discussions of the future of work in the age of AI have reached a new level of urgency. While certain less specialized jobs have long faced the threat of being replaced by more efficient and profitable machines (e.g., self-checkout lanes at grocery stores), many specialized jobs and jobs requiring high levels of human interaction have remained safe. Now, however, with enrollment in "virtual preschools" skyrocketing and thousands of mental health apps on the market, this threat has expanded to include even the educational, medical, and le...
Financial Literacy: A Federal Certification Process for Providers Would Pose Challenges
Efforts to improve consumers¿ financial literacy (FL) have grown in recent years. Currently, hundreds of non-profit, private, and governmental entities provides some form of financial education to Americans. The federal government does not certify or approve organizations in general that provide FL, although the U.S. Trustee Program and the HUD have approval process for FL providers for the purposes of meeting requirements of, respectively, the bankruptcy process and certain housing programs. This report addresses: (1) what is known about which methods and strategies are effective for improving FL; and (2) the feasibility of a process for certifying FL providers. Charts and tables. This is a print on demand report.
State and Local Government Retiree Health Benefits
Accounting standards require governments to account for the costs of other post-employment benefits (OPEB) -- the largest of which is typically retiree health benefits -- when an employee earns the benefit. As state and local governments have historically not funded retiree health benefits when the benefits are earned, much of their OPEB liability may be unfunded. This report provides info. on governments' retiree health liabilities. It describes: (1) what has been reported in state and local governments' comprehensive annual financial reports regarding OPEB liabilities; (2) actions state and local governments have taken to address retiree health liabilities; and (3) the overall fiscal pressures these governments face. Charts and tables.
Millennials and Conflict in the Workplace
This book unravels the mysteries and confusion surrounding Millennials. They are now the largest group in the labor force and their presence redefines the workplace for many organizations. Many older workers, who struggle to understand Millennials, often define them by stereotypes rather than their actual attributes. The historical and social events that occurred when Millennials were growing up are reviewed, which can result in traits and values specific to this cohort. The research behind this book explores the conflict styles of Millennials compared to Generation Xers and Baby Boomers – the unique strategies they are likely to use to address conflict in the workplace. This book shares t...
Human Resource Management
Sound HRM practices matter—they are a sine qua non of effective governance in democratic government—equally so at the local, regional, state and national levels of government. The NASPAA (Network of Schools of Public Policy, Affairs, and Administration) accreditation standards demand critical competencies for public managers that are vital to human resource managers and supervisors at all levels. These competencies include: skills to lead and manage in public governance; to participate in and contribute to the policy process; to analyze, synthesize, think critically, solve problems and make decisions; to articulate and apply a public service perspective; and to communicate and interact p...
