From the Paper "Elliot Liebow's 1967 Tally's Corner: A Study of Negro Streetcorner Men has become one of the sociological classics on the condition of the American Black family, and particularly on the American black man as well as on the effects on the family of welfare in relationship to a social and economic underclass defined by race.
Liebow based this book on 18 months of fieldwork that he performed in 1962-63 when he lived among a group of seemingly socially and culturally unanchored men in a poor, even destitute inner-city neighborhood in Washington D.C. The major effect of the book when it was published in the 1960s was to open the eyes of mainstream (i.e. white) America to the conditions of life for so many black men in post-war American society.
The most striking thing about reading this work is how ..."
Abstract Finding the key to motivating employees is not a lesson easily learned, nor is it a lesson which, once learned, can be considered mastered. Instead, individual employees respond to different types of motivation in different ways, and successful supervisors develop comprehensive understanding of each of their employees and the corporate environment in which they operate. This research examines types of motivation and the components the go into successfully motivating employees to meet their goals and objectives.
From the Paper "Introduction
Finding the key to motivating employees is not a lesson easily learned, nor is it a lesson which, once learned, can be considered mastered. Instead, individual employees respond to different types of motivation in different ways, and successful supervisors develop comprehensive understanding of each of their employees and the corporate environment in which they operate. This research examines types of motivation and the components the go into successfully motivating employees to meet their goals and objectives.
Motivation Theories
Understanding motivation and performance begins with understanding that the workers are not necessarily to be blamed if their performance or motivation is not what the supervisor envisions. Instead of ..."
Abstract This paper discusses the issue of female discrimination in the workplace. The author examines the glass ceiling, a concept used to describe an imaginary barrier that prevents women from climbing the corporate ladder because a glass ceiling prevents then from climbing higher.
From the paper:
"In summary an organizations culture and values are reflected by their ability to both meet the needs of working mothers and to promote women in the organization. The debate exists as to how much the glass ceiling impacts working women, organizations need to address the needs and promote their female employees, otherwise they are missing out on a talented pool of workers. As women continue to play a bigger role in corporate America, they deserve the same opportunity to advance as men do."
Tags: discrimination, corporate, sex, employment, ladder, women, working
Abstract The paper introduces drug testing in the workplace as a controversial issue. There are those who hold the position that it is an invasion of privacy. On the hand there are those who believe that in today's society drug testing is a necessary evil, regardless of the invasion of privacy issue. The paper shows that the goals of employee drug testing include improvements in workplace safety, productivity and product integrity, however, as a decline in the use of drug testing by companies would suggest, drug testing programs did not meet these goals. This research supports the theory that drug testing in the work place does not improve productivity, and that it costs more money than it saves for companies. The author makes use of illustrations and graphs to support his argument.
Table of Contents
The Reliability Issue
Trends in Drug Testing
Does Drug Testing Improve Productivity?
The Costs of Drug Testing
Conclusion and Recommendations
From the Paper "Advocates of drug testing in the work place would have us believe that the benefits far outweigh the costs. They paint a picture that would lead us to believe that America is a country made of substance abusers, who regularly endanger innocent citizens through their impairment caused by substance abuse. It has achieved this through sensationalizing a few accidents that could have been caused due to operator substance abuse. However, the facts do not support this picture, as illustrated by the low number of positive results obtained. Drug testing costs approximately $2000 per employee tested."
Abstract Examines whether pay/wages is a useful method of improving employee motivation. Links the concept of money to motivation theory & link with job satisfaction. Discusses causal models; hierarchy of needs model; Expectancy theory; goal setting; Management-By-Objectives (MBO). Assessment of money as the prime motivator. Performance-based compensation system. Concludes that compensation is not the only motivator.
From the Paper "MONEY AS A MOTIVATOR: A REVIEW
Introduction
This review focuses on the following question: How useful is pay as a method of improving employee motivation? In the review, the concept of money as a motivator is linked to motivation theory.
Defining Motivation and Motivation Theory
Motivation is the process of persuading individuals to act in a desired way. Within most organizational environments, motivation is the process of persuading members of the organization to perform in a productive manner. The need to motivate members of an organization to perform in a productive manner is a well-accepted premise. Disagreement exists, however, in relation to the best means of motivating individuals within organization ..."
Abstract This paper is a critical review of Barbara Ehrenreich's book, "Nickel and Dimed: On Not Getting By in America". It discusses Ehrenreich's account of her undercover experience as a non-skilled, low-wage worker, and the challenge presented in the book to minimum wage legislation and its perceived benefits. Ehrenreich's interesting assertion that low-wage workers represent the biggest, most philanthropic section of society is also discussed and explained.
From the Paper "Low-wage earners are probably one of the most neglected sections of the American workforce. While minimum wage is a highly controversial subject and often sparks hot discussions in social and political circles, no one is really interested in the lives of the real recipients of this legislation. When an increase is made in minimum wage, the government and others are more concerned about the reaction of the employers instead of the response of the low wage section. This says a great deal about social discrimination and division that prevails in our society and which severely hurts the cause of unskilled workers."
Abstract This paper is a legal issue analysis of a newspaper or magazine article that discusses a legal aspect of a specific diversity issue - workplace harassment. This article offers a summary of the diversity issue, analysis of the legal issues and a presentation of thoughts and beliefs regarding this issue. The presentation is contextualized in terms of the challenges of managing that diversity issue within the workplace.
From the Paper "Restaurant Business revealed that the U.S. Equal Employment Opportunity Commission is suing Cracker Barreland its parent for the alleged sexual and racial harassment of ten employees in three Illinois units of the restaurant chain. The E.E.O.C. alleges that the female workers had been subjected to sexual assaults, sexual propositions, obscene jokes and the circulation of pornography. The suit also alleges that some of the African-Americans among the ten employees represented by the E.E.O.C. were subjected to racial discrimination and harassment."
Abstract The following essay argues that gender issues with regards to wage equality in the American society still exist today. The author argues that although women have interrupted careers in order to tend to family matters, organizations have no right to lower the female's wages because of potential pregnancy or family matters.
From the paper:
"The fact that women often have interrupted careers in order to raise children or tend to family matters, as a reason for their lower pay. Using this logic we can assume that some people feel women are less reliable as well, for they fear women may have to leave their jobs in order to care for family or children. While some women do indeed leave their jobs to care for family only to return later, this should not be a factor in determining pay for women with equal skills to that of a man (Stewart, Prandy et al. 1980) ."
Examines the need for this action and discusses it in terms of legal issues, rights of workers, court decisions, types & reliability of tests, union aspects and private vs. public employees.
2,700 words (approx. 10.8 pages), 14 sources, 1999, $ 95.95
From the Paper " INTRODUCTION
Drug testing in the workplace is an issue because of the fact that drug abuse by American workers endangers their coworkers, reduces productivity, costs the company and eventually the consumer money, and contributes to health problems which are then paid for either by the company or the public in some fashion. Many employers have introduced some form of drug testing program in order to reduce costs and offer help to drug abusing employees. There are concerns that such testing violates privacy rights and could lead to employees being disciplined or even fired, and employers are concerned about lawsuits over errors, privacy issues, violation of rights, or unauthorized disclosure of test results. There are also concerns that the testing is not adequate or accurate and that innocent employees.."
This paper is a detailed presentation of the different guidelines that might be followed when deciding which elements should be included when conducting a quantitative research report.
Abstract This paper presents the many different guidelines that should be followed in a quantitative research report about burnout in the nursing profession. The author discusses some of the different problems that should be posed in the outline of a research report and include asking and answering what problem the study was conducted to resolve, and why the problem is an important one for nursing to study. Some of the research questions that should be posed include the asking and answering of the main research question and any secondary questions that may arise as a result of research. The author then covers the discussion of the hypothesis and lists some of the questions that could be asked in order to help with its development. The next questions that should be answered in the discussion are whether the study variables were independent or dependent, if a conceptual model or theoretical framework was used to guide this study, and if so, a description of the model or framework should be included. Some of the other questions that should be included are: In what way(s) does the literature review support the need for this study?; What study design is used?; In what way(s) is the target population an appropriate one for this study?; What are the extraneous variables in this study?; In what way(s) is the validity and reliability of the study instruments adequate for their use in this study?; In what way(s) are the data collection procedures appropriate for this study?; In what way(s) are the data analysis procedures appropriate for the data collected?; What are two major strengths of the scientific rigor of this study? and the final question that needs to be addressed is whether the scientific merit of this study sufficient for considering the application of its findings in professional practice.
From the Paper "What are two major strengths of the scientific rigor of this study?
The strengths of this study include the depth to which the factors were evaluated, and the level to which each hypothesis was able to be evaluated by the data collected. The findings concluded that: As hypothesized, younger staff was more likely to suffer burnout than older staff members. The nurses in the oncology departments suffered from burnout more frequently than the aids staff, but the occurrences of the latter group was a much greater level. This accounted for the fact that the aids nurses tended to emphasize more deeply with their patients.
Contrary to the hypotheses, the burnout rated between the two hospitals was significantly different."
Abstract This paper examines how, despite laws in place against discrimination, inequality still exists in the workplace through race and gender. It begins by looking at the historical background of the laws which are in place to protect workers. It then looks at specific examples of race and gender discrimination and at the legal machinery available to fight such occurrences. It presents arguments for anti-discrimination laws and compares the differences between gender and racial discrimination.
From the Paper "In many states, racial discrimination was the law of the land, and it was accepted or endured as a fact of social life even in regions that rejected official segregation and other discriminatory laws. As for what is now called gender discrimination, it was so taken for granted that for most people the concept hardly existed. The very presence of a woman in the workplace was regarded as, in a way, temporary, "until she got married," or it was due to some special contingency. Most working women were found in occupations regarded as female, such as secretarial work. Sexual jokes, innuendoes, or pressures were limited only by the goodwill of male coworkers."
Abstract This examines the history, function, and relationships of labor unions in the United States. It closely examines the nature of strikes, the legal aspects of labor organization, and the relationship that the union has with management. It concludes that the necessity of labor unions continue.
Abstract This paper explains that the most important legislation in connection with employment discrimination is Title VII of the Civil Rights Act of 1964, which clearly states that employers cannot discriminate of sex, color, or race. The author points out that, as long as a person is able and willing to work, he or she cannot be discriminated against, provided their skills match the job for which they have applied. The paper reviews six rules, which should be part of every employment evaluation process: consistency, bias suppression, accuracy, correctability, representativeness, and ethicality.
Table of Contents
Definition: Employment Discrimination
Discrimination on the Basis of Sex
Discrimination on the Basis of Race
Age Discrimination
Discrimination on the Basis of Disability
Rules of Evaluation
From the Paper "Discrimination on the basis of race is a very old issue and concern. Organizations today try their best to minimize risks of discrimination, on the basis of racial background, but the problem still exists and it plagues our organizational culture in the United States. Racial discrimination is obvious and thus can be easily detected; almost 78 percent of working Americans believe that their employers discriminate on the basis of race. One of my very close friends became victim of reverse discrimination when she was denied a job she deserved on the basis of company's fixed quota for minorities. While Debra is extremely bright and quite a diligent worker, she was denied an entry level job at JC Penny and instead a black woman, slightly older than herself, got that job simply because the company had a policy of hiring as many black employees in a year as whites."
Abstract This paper discusses how America's working environment might be if the Civil Rights Act of 1964 had not been enacted. Title VII is one section of the Act that prohibits employers from discriminating on the basis of race, sex, color, religion, or national origin. This paper highlights the evolution of Title VII, its impact in the workplace, discusses who is covered and who is not, and examines what types of policies a company should implement to avoid violations of Title VII.
From the Paper "This act protects all employees, regardless of classification or managerial level, in both the private and government sectors. In 1991, the act extended to all U.S. citizens employed by American employers outside the United States, except where it violated the law of the hosting country (Bennett-Alexander et al., 2003). In addition, it also protects foreign nationals employed within the United States and its protectorates. Unfortunately this act does not cover everyone. Employers with less than 15 employees are not require to follow the guidelines set by Title VII."
Abstract This paper examines the personality of Cesar Chavez and how it influenced his mission in life. It provides a history of the cause and looks at the unfair conditions that were prevalent in Mexican-American farm relations. The paper also discusses his style of leadership and the path of his fight including the obstacles and challenges.
From the Paper "All great leaders have a talent for persuasion and an insatiable drive to invoke change; yet not all great leaders have had to face the adversity and oppression that Cesar Chavez has faced. Certainly most great leaders have encountered their fair share of opposition from critics, however, Chavez? determination to create fair working conditions for Mexican-American farm workers incited his own unique brand of resistance."
