D Quinn Mills
Biographic Data
| ID | 1085083 |
|---|---|
| NAME | D Quinn Mills |
| GIVEN NAMES | D Quinn |
| FAMILY NAME | Mills |
| SIGNATURE | MILLS D Q |
| ORCID | 0009-0004-6097-535X |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 2 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1973 |
| LATEST PUBLICATION YEAR | 1990 |
| H-INDEX | 1 |
The IBM Lesson: The Profitable Art of Full Employment
The New Competitors
Managing Human Assets
Seniority versus Ability in Promotion Decisions
Responses to a telephone survey of managers in 276 companies show that in those companies the senior employee is more likely to be promoted over the junior employee in cases in which the vacancy is posted, the relevant employment unit is small, the position is not managerial, and the manager feels required by company policy to select senior applicants. Unionism is not a significant independent factor. The author concludes that employees are often…
U.S. Industrial Relations 1950-1980: A Critical Assessment
Labor-Management Relations
Part A: Contemporary labour-management relations: 1: the industrial relations system. Part B: The historical and institutional context: 2: history and philosophy of american unions. 3: membership and structure in the american workplace. Part C: Management and employees (new): 4: unions, and the new workplace (new). 5: human diversity in the workplace. 6: the non-union employer. Part D: Labour-management relations and the legal setting. 7: statuto…
Government, Labor, and Inflation: Wage Stabilization in the United States
Industrial Relations and Manpower in Construction
Construction is one of the nation's most complex and important industries. In terms of employment, it is the largest single industry in the United States; yet there has been no reasonably comprehensive study of the labor market in construction since the 1920s. This work explores the sources of inflationary pressures in construction and the means of reducing them, attempting also to accurately reflect the enormous variety in this industry and in t…
Seniority versus Ability in Promotion Decisions
Responses to a telephone survey of managers in 276 companies show that in those companies the senior employee is more likely to be promoted over the junior employee in cases in which the vacancy is posted, the relevant employment unit is small, the position is not managerial, and the manager feels required by company policy to select senior applicants. Unionism is not a significant independent factor. The author concludes that employees are often…
Industrial Relations and Manpower in Construction
Construction is one of the nation's most complex and important industries. In terms of employment, it is the largest single industry in the United States; yet there has been no reasonably comprehensive study of the labor market in construction since the 1920s. This work explores the sources of inflationary pressures in construction and the means of reducing them, attempting also to accurately reflect the enormous variety in this industry and in t…
Government, Labor, and Inflation: Wage Stabilization in the United States
Labor-Management Relations
Part A: Contemporary labour-management relations: 1: the industrial relations system. Part B: The historical and institutional context: 2: history and philosophy of american unions. 3: membership and structure in the american workplace. Part C: Management and employees (new): 4: unions, and the new workplace (new). 5: human diversity in the workplace. 6: the non-union employer. Part D: Labour-management relations and the legal setting. 7: statuto…
U.S. Industrial Relations 1950-1980: A Critical Assessment
Seniority versus Ability in Promotion Decisions
Responses to a telephone survey of managers in 276 companies show that in those companies the senior employee is more likely to be promoted over the junior employee in cases in which the vacancy is posted, the relevant employment unit is small, the position is not managerial, and the manager feels required by company policy to select senior applicants. Unionism is not a significant independent factor. The author concludes that employees are often…
Managing Human Assets
The New Competitors
The IBM Lesson: The Profitable Art of Full Employment
Business (5 works) · Economics (5 works) · Labour economics (5 works) · Labor Movements and Unions (3 works) · Political science (3 works) · Collective bargaining (2 works) · Industrial relations (2 works) · Industrial Relations (2 works) · Inflation (cosmology) (2 works) · Labor market dynamics and wage inequality (2 works)