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Lowell hired young girls as employees in his textile mills because they could be paid lower wages than adult workers, and they were thought to be more dexterous and easier to manage in the factory setting. Additionally, young girls were seen as a source of cheap and flexible labor due to their availability and vulnerability to exploitation.
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Who did Lowell mills hire?
young girls ages of 10 to middle aged women, 30-40 years old. most who worked at the mills were 24 years old
Big corporation hire high-risk employees?
I don't see why they would hire high risk employees if they had other applicants.
What companies hire less than 100 employees and does Albertsons hire less than 100 people?
A lot of companies hire less than 100 employees. Most companies hire one or just a few at at time. It is unusual to hire 100 or more employees at one time. There are many companies that have less than 100 total employees, and they usually hire people one at a time. The majority of the companies in the US have less than 100 employees. Albertsons is a good sized grocery chain. They have many more than 100 employees.
Why we shold hire experienced employees?
When employers hire experienced employees, they not are going to have to spend a lot of time of training them. You also know that the employees have some type of understanding of what the job entails.
What are the strategic importance of HRM?
to fire and hire employees
What are the release dates for Girls for Hire - 2011?
Girls for Hire - 2011 was released on: USA: 28 January 2011
Why did the Lowell factory hire women and children?
they worked there bacause they neede more money to take care of their family.
Why is it important for an organisation to hire the right employees?
For them to meet their target.
What kind of employees should hire in restaurant?
Expereinced ones
Which is not a responsibility of most employees?
to hire and fire co-workers
Do you have to pay employees for completing new hire paperwork?
Yes
What should you do if employees are sick of overtime?
Hire more staff.
