analysis of the whole conflict, not from the nationalist but from the internationalist point of view, could have been presented.
MINER, MAUDE E. Slavery of Prostitution. Pp. xi, 308. Price, $1.50. New York: The Macmillan Company, 1916.
Those who have known Maude Miner's work as Secretary of the Probation and Protective Association of New York will be especially interested in this summary of her many years' experience in work for delinquent girls. The book is written from a personal rather than from a scientific point of view and for that reason is valuable as a supplement to the various treatises and reports of vice commissions that have been issued on the subject of prostitution. The author shows that prostitution is not an isolated evil that can be abolished by direct methods of attack. She discusses its relation to housing conditions, industrial maladjustment and lack of recreation facilities, as well as to evil companionship and mental defect. It would have been well if she had also discussed the reverse side of the picture the effect on the community of a policy of toleration. The distress of the individual woman is perhaps over-emphasized, to the exclusion of the more significant social effects of the evil that has enslaved her. The fact that the book is popular in form, free from sordid details, and gives much space to a program of prevention, makes it especially useful for laymen who are interested in modern methods of prevention and correction of delinquency.
Centralized employment, evolution,
1-2.
CENTRALIZED EMPLOYMENT, ADVAN-
TAGES OF. E. M. Hopkins, 1-9.
Centralized labor responsibility, mean-
ing, 191.
CENTRALIZED LABOR RESPONSIBILITY
FROM A LABOR UNION STANDPOINT.
A. J. Portenar, 191–201.
CHANDLER, W. L. Conclusions/from
a Survey of Over Five Hundred
Employes' Benefit Associations,
156-166.
Collective bargaining, field of, 171.
COLLEGE FACULTIES, CAUSES OF
"TURNOVER" AMONG. Hugo
Diemer, 216–224.
Consciousness: level, 212; working, 207.
COOKE, MORRIS LLEWELLYN. Who is
Boss in Your Shop, 167-185.
Coöperation, qualities needed, 183.
Democracy, development, 177.
Detroit plants: accident supervision,
97-102; health supervision, 97-102;
home investigation, 98; hospital
facilities, 98; medical supervision,
96; mutual aid associations, 104;
personal investigation, 96; recrea-
tional facilities, 98; restaurants, 98;
sanitation, 97.
DETROIT PLANTS, RECOMMENDED
STANDARD PRACTICE ON MEDICAL
SUPERVISION IN. Report of a Com-
mittee of the Detroit Executives'
Club, 96-106.
DIEMER, HUGO. Causes of "Turn-
over" Among College Faculties,
216-224.
Discharges: factors involved in, 7;
handling, 198.
Educational system, development, 177.
work, reasons for changes, 217-
218.
Efficiency: American, 176; German,
167, 168; improvement, 217; military,
168.
Emotion: combinations, 212; relation
of instinct to, 206-207.
Employes: associations among, 156;
causes of dismissal, 41; classification,
34; cost of hiring, 47; decisions made,
159; dental care, 131-132; develop-
ment, 221; discharging, 4, 76;
discipline, 76-77; education, 132–
133; exchange, 12; group insurance
for, 156; hiring, 4, 63-64; initiating
new, 75-76; insurance for, 130–131;
introducing new, 22; lateness among
women, 145; living conditions, 38;
loans to, 113; medical aid, 127-129;
new, 122-123; organization, 195;
physical examinations, 98-99; pro-
motion, 136; reasons for laying-off,
42-43; reasons for leaving, 37-38,
117-118; reasons for transfer, 42–43;
records, 59-63, 75-76, 126-127, 136;
recreational activities, 78; rejection,
101; removal from payroll, 119; re-
rating, 136; responsibilities, 177; rest
periods, 25, 73; results of promoting,
139; rights, 177; self expression,
26-27; serving food to, 129–130;
solidarity, 180; study of, 117; sug-
gestions, 187; thrift, 78; training
new, 34; transferring, 68, 137; work
habits, 26.
EMPLOYES, PLANNING PROMOTION FOR,
AND ITS EFFECT IN REDUCING LABOR
TURNOVER. Philip J. Reilly, 136-
139.
EMPLOYES, SUGGESTIONS FROM, HELP
COMPANY SAVE MONEY. Edwin A.
Hunger, 186-190.
Employes' benefit associations: assess-
ments, 164; boards of directors, 161;
bonuses to members, 160; data
concerning, 159; disability paid for,
163; expenses, 157; revenue, 163-
164; step-down benefits, 163; value of
coöperation, 159; voluntary member-
ship, 162; welfare work, 165.
EMPLOYES' BENEFIT ASSOCIATIONS,
CONCLUSIONS FROM A SURVEY OF
OVER FIVE HUNDRED. W. L.
Chandler, 156-166.
Employment: arbiter, 193; evolution
of centralized, 1-2; physical exami-
nations, 96; stabilization, 201; steady-
ing, 74.
EMPLOYMENT, ADVANTAGES OF CEN-
TRALIZED. E. M. Hopkins, 1–9.
Employment bureaus, head, 195.
department: accomplishments,
64-70; advantages, 12; analysis, 66;
beginning, 58-59; benefits, 58; effi-
ciency, 13; establishment, 6, 56-58;
function, 6-7; indirect benefits,
69-70; object, 71; operation, 153; per-
sonal contact with employes, 77;
powers, 8; purposes, 8; reasons for
establishing, 55-56; responsibility,
8; use, 51-52; value, 33; work,
57-58, 152-153.
Employment manager, duties, 57.
problems, solution, 56.
Energy: problem, 203; surplus, 203.
Environment, effect, 209.
ERSKINE, LILLIAN. The Standardiza-
tion of Working Essentials, 82-95.
European War, effect, 167.
Evolution, results, 204.
Executives, importance, 6.
Factories: dressing room facilities, 94;
drinking water, 95; dust removal,
86-88; fume removal, 90-91; light-
ing, 91-92; lunch rooms, 94-95, 114-
116; sanitary arrangements, 102-
106; savings bureau, 112–113; toilet
facilities, 95; ventilation, 83-86;
washing facilities, 93–94.
Factory nurse: daily routine, 109-111;
duties, 105; equipment of depart-
ment, 111-112; qualifications, 107;
results of work, 72; schedule of
work, 108-109; work, 72.
FACTORY NURSE, THE WORK AND
SERVICE OF THE, IN MANUFACTURING
PLANTS. Nathalie C. Rudd, 107-
FISH, E. H. The Tabulating of Labor
Turnover, 33-43.
FISHER, BOYD. Determining the Cost
of Turnover of Labor, 44–50.
FISHER, BOYD. How to Reduce Labor
Turnover, 10-32.
Foundries, ventilation, 85.
Government, efficiency, 167.
Group insurance: for employes, 156;
value, 157.
HOPKINS, E. M. Advantages of Cen-
tralized Employment, 1-9.
Human labor, purchase, 194.
HUNGER, EDWIN A. Suggestions from
Employes Help Company Save
Money, 186-190.
Hygiene, essentials, 93.
Illumination, standardization, 91.
Impulses: censor, 209; definition, 205.
Industrial absent: cost, 140; meaning,
140.
democracy: establishment, 199;
movement for, 169-170; working
out, 171–172.
efficiency, handicaps, 82-83.
tendencies, recent, 170.
world, readjustments, 174.
Industry: administration, 6; autocratic
control, 172; commission regulation,
178-179; effect of war on, 3; effici-
ency, 167; functionalized organiza-
tion, 5; human cost, 71; human
relations, 3, 199; safety first in, 153;
science of, 173.
INDUSTRY, THE REDUCTION OF AB-
SENCES AND LATENESS IN. John S.
Keir, 140-155.
Inhibition, mechanism, 214.
Instinct: definition, 205; relation of
emotion to, 206-207.
Instruction staff, development, 221-
222.
Instructors: activities, 218-219; effi-
ciency, 223; itemized cost of turnover,
216-217; retention, 222-223; salaries,
222-223; selecting, 218-221; sources
of supply, 218.
Insurance: for employes, 130-131;
selling, 159.
Joseph and Feiss Company, absences,
KEIR, JOHN S. The Reduction of
Absences and Lateness in Industry,
140-155.
Labor: mobility, 14; productive, 6;
responsibility, 181; stabilizing, 156-
157; subdivision, 28.
LABOR, DETERMINING THE COST OF
TURNOVER OF. Boyd Fisher, 44–50.
Labor bureaus, union attitude toward,
194-196.
leader, existence, 197.
movement, organized, 169.
supply: handling, 192; main-
tenance, 2; nature, 73-74; source,
73-74.
turnover: among women, 144;
analyzing, 18, 117; attitude of unions
toward`reduction, 198-200; causes,
191-194; cost, 10-12, 33, 52–54, 216;
cost system, 17, 44; department
summary, 35; effect, 16; fundamental
remedies, 30-31; handling, 196-198;
influence of centralization, 201;
meaning, 45; plans for reducing, 14-
15; plant summary, 39; preliminary
measures of reducing, 29-30; prob-
lem, 80-81; provocative remedies,
32; record, 33, 36, 40; record system,
17-18; reduction, 12-14, 29-32, 117,
196; relation between inefficiency,
vice and, 15-16; remedies for, 16-18;
responsibilities of reducing, 27;
supplementary remedies, 31-32; un-
regulated, 83; variables in cost, 45-
47.
LABOR TURNOVER, AN ACTUAL AC-
COUNT OF WHAT WE HAVE DONE TO
REDUCE OUR. John M. Williams,
51-70.
LABOR TURNOVER, HOW TO REDUCE.
Boyd Fisher, 10-32.
LABOR TURNOVER, PLANNING PRO-
MOTION FOR EMPLOYES AND ITS
EFFECT IN REDUCING. Philip J.
Reilly, 136-139.
LABOR TURNOVER, THE REDUCTION OF,
IN THE PLIMPTON PRESS. Mrs. Jane
C. Williams, 71-81.
LABOR TURNOVER, THE TABULATING
OF. E. H. Fish, 33-43.
LABOR UNION STANDPOINT, CEN-
TRALIZED LABOR RESPONSIBILITY
FROM A. A. J. Portenar, 191-
201.
PORTENAR, A. J. Centralized Labor
Responsibility from a Labor Union
Standpoint, 191–201.
Positions, application for, 60.
Production: excess plant cost of re-
duced, 49; increased, 172; labor cost
of reduced, 48; maximum, 172;
meaning, 173; seasonal, 193.
Publicity, power, 150.
REILLY, PHILIP J. Planning Promo-
tion for Employes and its Effect in
Reducing Labor Turnover, 136–139.
RUDD, NATHALIE C. The Work and
Service of the Factory Nurse in
Manufacturing Plants, 107-116.
Saxon Motor Car Company, labor
turnover, 12.
Science: developments, 176; discov-
eries, 176.
Scientific management: definition, 170;
development, 2; efficiency, 181; in-
troduction, 71; principles, 220.
Seasonal demand, problems, 72–73.
SHOP, WHO IS BOSS IN YOUR? Morris
Llewellyn Cooke, 167-185.
Shop conditions: reforms, 66-67;
remedies, 67.
STANDARDIZATION OF WORKING ESSEN-
TIALS, THE. Lillian Erskine, 82-95.
Suggestion system, advertising, 188.
Suggestions: adopted, 189; awards for,
190; division, 188; of foremen, 188;
organization handling, 189.
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