Labor Risk Attributes in the Green Industry: Business Owners' and Managers' Perspectives

Abstract

Managers of greenhouses, nurseries, and landscape contractors participated in five focus group discussions on labor-related risks. Managers conceptualize labor risks along the human resource management process: (1) recruitment and selection, (2) training and development, (3) performance evaluation and discipline, (4) careers and relationships, and (5) compensation packages. In addition, they identified (6) immigrant employees and (7) labor laws and regulations as sources of risk. They recognized a large number of risk-increasing attributes, but also a number of mediating strategies to reduce these risks.

Managers of Latino Workers in the Iowa Horticulture Industry Want Educational Programs to Bridge Language and Cultural Barriers

“…Our focus group discussions showed that managers observe and identify language and cultural differences that enhance and conflict with job performance of employees. These findings are similar to the findings of Bitsch and Harsh (2004) in Michigan. The findings showed that the language barrier between Englishspeaking managers and Latino employees poses daily challenges for the managers (Bitsch and Harsh, 2004).…”

“…These findings are similar to the findings of Bitsch and Harsh (2004) in Michigan. The findings showed that the language barrier between Englishspeaking managers and Latino employees poses daily challenges for the managers (Bitsch and Harsh, 2004). Recognizing and learning about these differences could help managers of Latino workers in Iowa build better work relationships with their employees.…”

“…Word of mouth, referrals, and family contacts are recognized as effective recruitment techniques for seasonal, manual-labor positions filled by Latino workers (Waliczek et al, 2002). Because the majority of seasonal workers are not fluent in English, communication is an ongoing challenge for managers who are not fluent in Spanish (Bitsch and Harsh, 2004). Language, cultural, and educational barriers hinder productivity, efficiency, and safety in the horticultural industry (Martinez-Espinoza et al, 2003).…”

“…Such information is crucial to designing mutually satisfying and effective educational programming (Pearce, 1998;Quigley, 1998). Bitsch and Harsh (2004) used focus groups with English-speaking managers of greenhouses, nurseries, and landscape contractors in Michigan to identify risk factors in labor management of Latino workers. This study found that managers supported and encouraged Latino employees to learn English and supervisors to learn Spanish.…”

“…The managers from the study also commented on traditional Latino values of strong sense of community, close family attachment, and caring for one another. However, these values can lead to workplace challenges when Latino employees unexpectedly leave the job because of family requirements (Bitsch and Harsh, 2004). Morgan (1998) describes focus groups, or group interviews, as ''a way of listening to people and learning from them,'' which opens lines of communication between the researcher and participant, and participants with each other.…”