This research expands on recent sociological studies which maintain that environmental contaminants in America are disproportionately placed in neighborhoods inhabited by minorities and the poor. Prior studies have focused on the predictor variables which identify areas of contamination near residential neighborhoods, yet fail to explore the socio-political and historical factors which contribute to these phenomena. The Environmental Protection Agency's Toxic Release Inventory 1990 database, the Texas Natural Resource Conservation Commission's Annual Report of the Hazardous and Solid Waste Program for 1992, and the U.S. Census Bureau's 1990 Census Data for Dallas County were utilized in pinpointing industries violating toxic release standards. Socio-historical data was obtained from government and historical records and reports, books, and newspaper clippings on Dallas County. Maps and data were obtained from the North Central Texas Council of Governments, and the cities of Dallas and Garland. Chapter I discusses the synergetic forces of capitalism, urban growth, uneven development, and settlement patterns resulting in the distribution of environmental contaminants. Chapter II reviews the literature and presents evidence that race and class are strong predictors of where environmental contaminants are located. Chapter III outlines the data and methods employed. Chapter IV traces the historical development of Dallas County. Chapter …

Rapid and chaotic changes in market environments have caused business organizations to modify their organizational structures and social relationships. This paper examines the change in relationship between management and employees, which is shifting from an adversarial and controlling role to facilitation and employee empowerment. This paper's research question concerns how classical sociological theory would explain power redistribution within organizations and the formation of an associative and collaborative relationship which contradicts traditional paradigms. Traditional bureaucratic and contemporary organizational forms are compared and contrasted. Organizational climate, psycho-social components of underlying assumptions and group ethics are seen to be the mechanisms impelling transformation. Organizational change is driven by an emerging secular ethic. This ethic is embodied in an applied model of leadership and examined as an ideal type. The common ethic impelling organizational change is seen to be the same as that causing social transformation in both national and international spheres.