I. Introduction, 149. — II. Protection of the right of employees to organize, 150. — III. Protection of employers against unfair labor practices by unions, 158. — IV. Safeguarding the relations of individual workmen with unions, 160. — V. Protection of the rights of neutrals in industrial disputes, 164. — VI. Effect of the Act on the influence of Communists in unions, 167. — VII. Provisions designed to protect the country against disputes that imperil national health or safety, 168. — VIII. Miscellaneous provisions of the Act, 170. — IX. Effects of the Act on the growth of union membership, the spread of union security, and the number of damage suits brought against unions, 172. — X. Principal changes needed in the Taft-Hartley Act, 174. — XI. Some concluding observations, 179.

I. Basic American labor conditions and distinctive characteristics of American trade unions, 1. — II. Efforts of the government to protect the right to organize and some of their unintended results, 6. — III. Provisions of the Taft-Hartley Act, 8. — IV. Areas where the law has not brought about important changes, 12. — V. Areas where the law has produced important changes, 21. — VI. Good features of the law, 20. — VII. Provisions of the law which deal with the “right” problems, but which are poorly worked out, 23. — VIII. Bad provisions in the law, 28. — IX. Basic characteristics of a good law, 29.

I. The situation down to 1920. — The effects of pre-war immigration, 393. — The effects of the war, 395. — The failure of post-war changes in the labor market to end the interest of business men in industrial good will, 396. — II. The post-war dread of labor trouble, 398. — The inability or unwillingness of employers to reduce wages in proportion to the drop in wholesale prices, 400. — The better appreciation by managers of the relationship between morale and efficiency, 401. — III. The methods by which enterprises have attempted to make labor more efficient and more contented: Helping employees acquire property, 404. — Helping them acquire a "stake" in the business, 408. — Protecting the magainst arbitrary treatment, 411. — Rewarding continuity of service, 414. — Giving them opportunity to advance, 416. — Giving them security, 419. — Other methods, 421. — IV. The effect of the new personnel policies upon the present labor situation. — Their effect upon productivity per worker, 424 .— Their effect upon union membership, 426. — Their effect upon the number of industrial disputes, 428. — Their effect upon the rate of turnover, 429. — V. The effect of the new labor policies upon labor's bargaining power and upon the spread of unionism, 431.

I. The issue, 329. — II. Criticism of prevailing methods of computing replacements, 331. — III. Analysis of the case for the replacement concept, 335. — IV. The case against the replacement concept, 340.

I. The problem and its significance, — II. Some more obvious causes of low morale, 40. — III. Prevailing business philosophy as a cause of low industrial morale, 41. — IV. Efforts to arouse fear of the management among workers, 44. — V. Influences destructive of workers' faith in the importance of their work, 45. — VI. Failure to recognize and reward merit, 49. — VII. Transitory and precarious nature of employment, 53. — VIII. Relation between the men and industry, 54. — IX. Relation to the problem of industrial organization, 59.

N EITHER wage rates nor hourly earnings represent the price of labor that is, the amount which the employer pays for a given amount and kind of service or the amount which employees receive for doing a given kind of work under given conditions.' Consequently, it is not surprising that there are large variations both in the rates paid by different plants within the same locality for jobs nominally at least within the same occupation, and in the hourly earnings of employees doing apparently similar work in different plants. A good illustration of the spread of rates within an occupation in a city is given by the hiring rates for common labor paid by 85 plants in Cleveland. In February I947, these rates were as follows:2

a whole rose 32 per cent.4 The smallest increase shown by any one of these industries was I4 per cent, and the maximum 49 per cent. The rise for the entire group was only 40 per cent of that for manufacturing workers. The increase for public school teachers was but io per cent from I939-40 to I942-43; for white collar employees in federal executive service, I5 per cent from I939 to 1943; for white collar employees of other governments, 9 per cent from I94I to I943.