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This paper outlines McGill University's responses to the challenges of teaching and learning with information systems and technologies; it also gives a description of the underlying philosophy that is guiding these actions. The context at McGill is briefly outlined, with a discussion of the importance of planning and the relevance of these issues for a campus-based institution. A five-pronged approach is described that involves: the use of a university-wide course management system; providing support, training and help for faculty and students; the provision of appropriate hardware installations; incentives for teaching staff; and encouragement for students.

Using a mixed‐method research design involving interviews and a survey, we examined how union officials in Quebec perceive social movement unionism (SMU). We show that union officials view SMU as a multifaceted phenomenon with ideal and pragmatic dimensions. They are torn between strong support for the ideals of SMU and a practical reluctance to use members' dues to provide services to non‐members. Experience with civil society organisations mitigates this tension, encouraging union officials to defend the interests of everyone not only as an ideal, but also as a strategy that allows unions to protect members and unrepresented workers. [ABSTRACT FROM AUTHOR]

This article provides an empirical assessment of the social psychological underpinnings of arguments that link labor market security to wage flexibility. We employ data from two surveys of blue-collar manufacturing workers, one from Canada and the other from Sweden, that were conducted by the respective national statistics agencies. The dependent variable is a dichotomy tapping respondents' willingness to take a wage cut to save their jobs. Independent variables index a variety of objective and subjective labor market conditions and experiences. We test two hypotheses. The first, that Canadians should be more willing than Swedes to accept a pay cut, is amply supported. The second, that observed differences between Swedes and Canadians should be due to higher levels of anxiety about labor market prospects among the latter found no support whatsoever in our logistic regression analyses. We conclude with speculative alternative explanations and suggestions for additional comparative research. [ABSTRACT FROM AUTHOR]

There is a substantial body of writing that identifies efficiency advantages from the provision of employment security, both within individual plants and at the level of the national economy. However, the business cycle persists in capitalist economies, so the question arises: how do managements deal with the fluctuations in the demand for labour which are associated with it? That is to say, what are management policies with respect to external flexibility? En North America, segmenting jobs into stable and unstable ones is thought to have provided a solution; in Scandinavia, until recently, full employment policies were thought to have eliminated the problem. In this paper, we compare the policies with respect to employment security adopted in a sample of plants in three industries in Canada and Sweden. Our evidence suggests that policies with respect to external flexibility are influenced by the character of demand for what is being produced, by the technology of production, and by the institutional structure within which firms operate. Our evidence also indicates to what degree employment security is, itself, insecure. [ABSTRACT FROM AUTHOR]

Sustained economic growth requires labor flexibility such as wage changes, mobility between employers, or acceptance of changing technology within the workplace. But it is claimed that some limits on flexibility increase productivity. Limits to wage cuts and increases in the employment security of workers may encourage mobility and induce workers to more readily accept technological change in the workplace. Canada and Sweden have differed in the amount of security provided by their institutions. In this article, researchers use survey and plant case study data from two industries in these countries to examine the extent to which attitudes to job security, labor relations and flexibility differ between the two countries.

The article offers information on the differences in naturalization rates between Canada and the United States. Naturalization rate in Canada is higher than in the United States. More people choose to become citizens than migrants in Canada because of several social factors. Immigrants in Canada enjoy government assistance in adapting to its economy and culture. The migrant's previous nationality is not a factor for racial bias among Canadians. Assistance and better treatment made Canadian immigration a good choice for migrants, unlike in the United States that only few immigrants receive assistance with settlement and naturalization.