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.

Job satisfaction is likely the most studied work-related attitude and isassumed to influence a variety of behaviors. This study analyzes the jobsatisfaction of agricultural employees using Herzberg's theory, which isbroadly employed in management. Fourteen horticultural businessesparticipated in case studies of labor-management practices. Fifteennonsupervisory employee interviews were analyzed regarding job satisfaction.Components of job satisfaction relevant to horticultural employees werefamily-business values, achievement, recognition, work itself, involvement,personal life, interpersonal relationships, job security, supervision,working conditions, organization, safety, compensation, and information.While support for Herzberg's theory is weak, it is useful for classifyingemployees' attitudes.

Human resource management in agriculture and associated risks are under-researched topics. To identify the sources of human resource management risks confronting dairy farms, gain insights into how dairy farmers perceive the impacts of these risks, and identify control strategies, four focus group discussions were held with dairy farm managers. Managers' perceptions served to develop a framework for the analysis of human resource management risks in agriculture and derive recommendations for reducing these risks. Results of this study have been used to tailor educational programs for farmers and suggest strategies for future research.

Historically, managers in livestock production have focused on production management; however, as operations have grown they have spent more time managing employees. Increased time spent overseeing employees brings additional risks and challenges, and, hence, a greater need for human resource management (HRM) skills. This study investigated HRM practices in pork production and analyzed their risk attributes through six focus group discussions with managers. Results were compared to existing data from four dairy focus groups and to other research. The results have been used to develop and adapt educational workshops for managers in pork production.

En reformulant la théorie de la valeur, Jevons et Walras sont confrontés au problème suivant : sur quel schéma algébrique fonder l'homogénéisation des biens? Chaque auteur a sa méthode. L'étude de cette divergence apporte un éclairage nouveau sur les positions de chacun. Elle permet surtout d'envisager une démarche analytique reconstructive à partir des portées et des limites des systèmes jévonien et walrasien.