Suchergebnisse

The utility, for planning & policy analysis, of mathematical models of individual mobility within organizational labor markets is considered. Since internal mobility can be characterized as a function of two very different things -- individual attributes or job vacancies -- two models of mobility are described. The ability of both models to forecast total labor costs is demonstrated, & the change in costs is traced to changes in the age-seniority distributions, in the size of the LF, & in salary schedules. An effective attempt to control or change total costs must accommodate the sometimes conflicting contributions of each source. Using the vacancy-based model of mobility, the ramifications of alternative recruiting & equal employment opportunity (EEO) strategies are explored. Relatively large increases in both direct (dollar) & indirect (turnover) costs are shown to result from free entry at all grade levels. The ineffectiveness of pure EEO strategies in reaching representative parity within a reasonable time, the relatively weak impact of organizational growth on reaching parity levels, & the surprisingly small costs imposed on the majority population by an effective affirmative action program are pointed out. These illustrations demonstrate the counterintuitive results of alternative policies applied to interrelated labor systems, & underscore the need for mathematical descriptions of complex phenomena in addressing "What if $...?" questions for policy planning & analysis. 19 Tables, 2 Figures, 29 References. Modified HA.