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A direct job is employment created to fulfill the demand for a product or service. [1] An indirect job is a job that exists to produce the goods and services needed by the workers with direct jobs. [1] [2] Indirect employment includes the things need direct on the job as well as jobs produced because of the worker's needs (e.g., uniforms).
The General Theory of Employment, Interest and Money is a book by English economist John Maynard Keynes published in February 1936. It caused a profound shift in economic thought, [ 1 ] giving macroeconomics a central place in economic theory and contributing much of its terminology [ 2 ] – the " Keynesian Revolution ".
This can be induced by a lack of job opportunities, training opportunities, or services such as childcare and public transportation. Such difficulties may lead residents to accept economic inactivity rather than register as unemployed or actively seek jobs because their prospects for regular employment appear so bleak.
The first-referenced meaning of the law – "Work expands to fill the available time" – has sprouted several corollaries, the best known being the Stock-Sanford corollary to Parkinson's law: If you wait until the last minute, it only takes a minute to do. [2] the Asimov corollary to Parkinson's law:
Another week, another General Hospital recast. As viewers of the ABC soap learned on Tuesday, Lindsay Hartley has been tapped to once again temporarily replace Kelly Monaco in the role of Sam McCall.
Induce (musician), American musician; Labor induction, stimulation of childbirth; See also. Inducement (disambiguation) Induction (disambiguation)
The principle behind Obama administration's actions was referred to as trickle-up economics, [14] but the term bottom-up economics was also used for it. [15] On February 17, 2009, President Obama signed into law the American Recovery and Reinvestment Act (ARRA), a $787 billion economic stimulus package aimed at helping the economy recover from the deepening worldwide recession. [16]
Job embeddedness was first introduced by Mitchell and colleagues [1] in an effort to improve traditional employee turnover models. According to these models, factors such as job satisfaction and organizational commitment and the individual's perception of job alternatives together predict an employee's intent to leave and subsequently, turnover (e.g., [4] [5] [6] [7]).