Abstract This paper discusses the laws regarding the employment of peoples that are HIV positive and how those laws impact their lives regarding medical care. In particular, the paper discusses the role that the health organizations, Medicare and Medicaid, have in providing care to people infected with HIV or AIDS. The paper concludes that Medicaid plays a critical role in the lives of individuals with HIV/AIDS and will continue to do so more as the population of individuals grows.
From the Paper "There is no legal obligation to disclose HIV status to an employer unless it in some way affects the way job abilities are performed. The reason why is that HIV cannot be transmitted through casual contact at the workplace. There are exceptions to this rule, including professions such as surgeon or emergency room nurse, where someone could be exposed to your blood. The law does not require an employer to be sympathetic; disclosure can result in disappointment."
Abstract This paper explains that because absenteeism is a financial burden to management, causing increased stress on the remaining workers and decreased productivity, research is needed to understand the relationship between the levels of absenteeism in the workforce and (1) demographic factors, such as age, marital status, income, and gender and (2) employee behavior, which is derived from stress, motivation, family health and personality. The author constructed a custom-designed questionnaire, which seeks the nominal or interval data through single-response multiple-choice, multiple-response multiple-choice, simple dichotomous category scales, and modified versions of the Likert scale. The paper suggests that based on the information to be gained from this study, companies can alter human resource policies to make wiser employment decisions from their pool of applicants and can work closely with employees to provide more perks to ensuring that the work environment stimulates the motivation and reduces behavior associated with absenteeism. Custom-design questionnaire included.
Table of Contents
Problem Statement
Purpose Statement
Hypothesis
Research Objectives
Definition of Terms
Independent variables
Dependent variables
Constructs
Literature Review
Research Design
Participants
Materials
Data Collection Method
Instrumentation
Questionnaire Design
Construct
Logistics
Pilot Test
Evaluation of Response Bias
Design and Procedure
Ethical Considerations
Budget
Questionnaire Layout and Printing
Cost Summary
Schedule
Facilities
Project Management
From the Paper "The study will have two independent variables (descriptive and employee behavior) with multiple levels and one dependent variable. The dependent variable is the frequency of absences from work reported to the company within the last full-year of employment. For the independent variables it examines either the descriptive factors or the employee behavior influence the frequency of absenteeism in the workforce. Of the descriptive factors (seven levels) under study, the research examines the following factors: age, gender, education, socio-economic status, ethnicity, employment status, and marital status. The employee behavior factors (five levels) include motivation, stress, relationship with colleagues and management, repetition of job, and family responsibilities."
Abstract This paper explains that employees no longer just want good wages and job security; they really want appreciation and involvement, demand a balance between work and family life and are not willing to sacrifice everything for their careers and their employers. The author points out that, to retain employees, the government must have an effective retention strategy, similar to non-governmental companies, which addresses four key components: Effective management, career development opportunities, life-work balance benefits and programs and compensation and recognition. The paper stresses that the government must understand employee child-care needs and provide such benefits as on site public schools, which meet the educational requirements of the local school district, on-site day care and child-care subsidies.
From the Paper "Employees are placing increased importance on programs and benefits that help provide a balance between work and home life.Programs that emphasize employee satisfaction are key and are ranging from flexible schedules to onsite massages to virtual teams to childcare assistance. The government must realize that individuals have lives outside of the office. The Calvert Group, an investment firm, has seen the benefits to life work balance programs first hand. The Calvert Group includes such benefits for employees as 15 minutes of free massage therapy each week, tuition reimbursement for any class, flex time, casual dress, and 12 days of community leave per year. By tying benefits to employees' basic survival, emotional, psychological and spiritual needs, the company has reduced turnover from an industry average of 20% to 5%."
Abstract The paper begins by defining what outsourcing and globalization are. Next, it explains in detail the effects of outsourcing in America, including short and long term effects. It gives complex analysis of how different sectors of the economy will be affected including IT, labor and manufacturing. The paper uses outside sources including expert economists, presidential advisors and federal reserve bank quotations. The paper mostly covers the economic impacts but also briefly looks at politics to cover all of the bases. The paper concludes by saying that although outsourcing might result in some job losses at the outset, the overall benefit to the economy is huge and will undoubtedly help America remain competitive in future markets.
From the Paper "Quantifying the effects of outsourcing on the United States' economy is tough, but the McKinsey Global Institute has estimated that for every dollar spent on outsourcing to India, the United States reaps between $1.12 and $1.14 in benefits. This might not seem like much, but when you multiply that billions, the revenues add up very quickly. One of the hardest hit sectors of the economy, according to critics of offshore outsourcing has been IT, but according to Catherine Mann of the Institute for International Economics, even conservative estimates of the globalization of IT has boosted U.S. gross domestic product (G.D.P) by $230 billion over the past seven years."
Tags: offshoring, GDP, unemployment, Federal, Reserve, Bank
Abstract This paper examines the hypothesis that a thorough and systematic approach to conflict resolution, coupled with a through understanding of team building, will reduce conflict in the organizational team setting.
This work presents some ways that developing groups can be used to reduce or even eliminate conflict scenarios. In addition, the report also presents methodologies for managing conflict.
From the Paper "Throughout the third stage of team building to reduce conflict, teams begin to come together to form the early stages of team or group dynamics. This bonding goes a long way to helping teamwork because attitudes and preconceived ideas are released and the team begins to think as one unit as opposed to many individuals. Some cliques that may have formed in the initial stages begin to dissolve and the team members come to rely on each other as well as beginning to open up to each other. At this point, the notion of exchanging problem data works well because the group learns to find solution for almost any new problem and the team also raises the level of creativity as each person appreciates being in a group."
Abstract In this article, the writer outlines the steps of filing a discrimination complaint with the E.E.O.C. and corresponding federal lawsuit. The writer discusses the Federal law requirements. The information required for complaints is also discussed in this paper.
From the Paper "In the case where John wants to file a discrimination complaint against his employer, federal law requires that he must file the complaint with the E.E.O.C., the Equal Employment Opportunity Commission. To file a complaint at the E.E.O.C. John must write a letter to include the following information: His name address and telephone number, the name address and telephone number of the employer or employment ... "
Tags: discrimination, employment, Equal Pay Act, federal court, US District Court, appellate court, US Court of Appeals, US Supreme Court, civil litigation process, mediation process, dispute resolution, EEOC
Abstract This paper explains the legacy of Jimmy Hoffa as a labor union organizer in the 1930's and relates his rise to power as President of the Teamsters Union.
From the Paper "Jimmy Hoffa was the leader of the largest union in the United States, the 'International Brotherhood of Teamsters.' He was fervent, some might even say fanatical, in his support of the Teamsters. He often faced conflicts with law enforcement and union leadership. Many speculate that his dealings with organized crime leaders resulted in his disappearance or murder."
Tags: Jimmy Hoffa, union organizer, Teamsters, AFL-CIO, Mafia connections, death, prison, sentencing, goals, focus, long haul trucking, violence
Abstract Maquiladoras are essentially offshore assembly plants that emerged along the United States-Mexican border in the 1960s. This paper examines how maquiladoras offer cheap labor to produce/assemble goods and how, since NAFTA, have expanded beyond border towns and have moved south into the heart of Mexico. It looks at how although maquiladoras do provide thousands of jobs throughout Mexico, upon closer inspection, they are often operated by tyrannical bosses under sweatshop conditions and are a nesting ground for cheap labor. It argues that for Mexicans, NAFTA is not an agreement based upon free trade but rather an exploitative tool used to extract cheap labor for foreign products.
From the Paper "While the profits of the maquiladora sector exploded after the passage of NAFTA, the wages and labor conditions of those working in the assembly plants have gotten worse. According to Mexican labor laws, the maximum hours a person can work a week is forty eight hours, the first nine hours of overtime is to be paid at double-time rates with anything exceeding nine hours overtime to be paid at three times the pay rate. (3). In spite of this, maquiladora workers report that "they were often not paid anything extra for overtime even if they worked from 8 a.m. until 8 p.m. In some maquiladoras, workers do veladas- all-nighters- once or twice a week. "
Abstract This paper is a brief review of the pressing problems confronting the Acetate chemical-mix department in the wake of a dramatic technological revamping. The writer points out that as a result of these changes, there has been a noticeable flagging in the productivity of workers as the company finds itself with a department operating well below productive capacity. This brief paper argues that efforts must be made to re-establish the old conviviality for the sake of improved productivity.
From the Paper "The following paper is a very brief overview of what can be done to facilitate improved productivity and morale in the Acetate department. To begin with, prior to the great changes, the Acetate Department's technology was decidedly low tech, emphasizing as it did manual labour - the men would physically off-load the material from the trucks and then transport it up the elevators to the third floor storage site - and the treating of the mixes very much as one would treat the 'mixing of a cake'."
Abstract In this paper, the writer argues that the freedom to practice religion must take precedence, but in the case of religions that do not practice their traditions within work hours, they must find time outside of production if they wish extra-curricular religious activity.
From the Paper "The basis for religion in the workplace can certainly depend upon the public or private nature of the industry where religion is being applied. Within the cultural environment of private organizations of business communities, one can see the relevance of creating a culture that would involve religion. Since the "private sector" relies on the individual freedom to practice whatever religion may be part of the management, then certainly there might be a case for allowing prayer or religious meetings to be part of the organization. "
Abstract The paper investigates the differences between men and women as it relates to sexual harassment. The literature indicates that there are definite differences related to the reporting of sexual harassment as it relates to men and women. The literature suggests that the perceptions of gender roles play a major part in determining whether or not victims (male or female) report sexual harassment. The paper examines how women who report harassment are often viewed as troublemakers and men who report harassment are viewed as effeminate.
Outline:
Chapter I: Introduction
Statement of the Problem
Purpose of the Study
Research Questions
Hypothesis
Significance of the Study
Uniqueness of Study
Delimitations of the study
Chapter II: Literature Review
History and Definition of Sexual Harassment
Reporting Sexual Harassment
Differences In Men And Women Reporting Sexual Harassment
Chapter III: Theoretical Framework
Chapter IV: Methodology
Chapter V: Summary, Conclusions, and Recommendations
References
From the Paper "Sexual Harassment has long been associated with poor work performance and poor academic performance. The impact that sexual harassment has on its victims can be monumental. This is why reporting sexual harassment is so important. Over the years there has been a great deal of research conducted related to the factors that influence a person's decision to report sexual harassment. Most of this existing literature is related specifically to the factors that influence a women's decision to report sexual harassment. However in recent years there has been an increase in the number of men that report sexual harassment."
Abstract This paper explains the discrimination complaint and civil litigation process. The paper furthermore details how the complaint begins with the Equal Employment Opportunity Commission (EEOC) and proceeds through the civil litigation process from the state level up to the United States Supreme Court. The paper details and discusses each level of complaint.
Table of Contents:
Abstract
The Discrimination Complaint
Progression of Employment Discrimination Complaints
The Civil Litigation Process
Conclusion
From the Paper "The single most important U.S. legislation affecting employment law is Title VII of the Civil Rights Act of 1964 (Bennett-Alexander et al, 2003 p.1). The Equal Employment Opportunity Commission (EEOC) is the lead government agency for processing complaints associated with employment discrimination. This paper describes the process for filing a discrimination complaint and the civil litigation process."
"Under Title VII, an employer can not discriminate on the basis of religion, gender, race, color or national origin. Discrimination, as described in Title VII prohibits employers, labor and management committees and unions from discriminatory practices affecting the hiring, firing, discipline, training, classification, compensation and benefits of individuals."
A review of issues of discrimination and class distinction, as described in Barbara Ehrenreich's book, "Nickel and Dimed: On (Not) Getting by in America."
Abstract This paper identifies and discusses some of the sociological themes and ideas present in Barbara Ehrenreich's book, "Nickel and Dimed: On (Not) Getting by in America." It describes the nation's attitude, including that of Ehrenreich, towards the working class and considers how they are treated and viewed by society. The paper looks at class distinction, education, racism, ethnicity and religion. It then explores the discrimination that thousands of Americans have to face each day.
Table of Contents:
Introduction
Looking At How the Other Half Live
The True Reality Of the American Dream
Conclusion
From the Paper "Why does it have to take a relatively wealthy woman, who is middle-classed, well-educated, and financially cushioned, to expose the true experiences of the "working poor"? The reasons, when reading Barbara's book are, unfortunately, all too clear. "Nickel and Dimed", is an emotionally charged, authentic, and witty portrayal of Barbara's social experiment to discover the truth concerning the daily lives of almost a third of Americans who live on poor wages, in bad housing, and who face society's demeaning attitudes towards them and their families. Beginning with middle-age reluctance, Ehrenreich (explaining that she does, after all, have a degree in biology), braces herself, puts her best foot forward, and sets out to discover the reality - "The only way to find out," she writes, "was to get out there and get my hands dirty" (Barbara Ehrenreich, 2001)."
Abstract In this article, the writer notes that a critical aspect of business today is the need to empower employees, thereby creating a healthier business from within filled with capable and self-relying team members.
The writer points out that in order to stay competitive with today's changing business world, many companies have decided to transition from an authoritarianism structure to an empowerment structure. The writer then studies methods in which it is possible to empower employees and looks at why these methods are critical for company growth and employee development. The writer concludes that the traditional idea of centralized management is fading; thus, with innovation, a decentralized leadership scheme is more likely to be practiced in today's modern businesses.
Outline:
Introduction
Problem Statement
Methodology
What is Empowerment and Where Did this Theory Originate?
How Can Companies Empower Employees and What Methods are Currently Being Used?
What is the Manager's Role in the Structure of Empowerment and How Empowerment Contributes to the Success of a Business?
Concluding Thoughts and Recommendations:
From the Paper "This changing trend is where the concept of empowerment emerged."
"Empowerment is defined by the delegation of autonomy to employees and allowing them to have the responsibility and authority of completing the task at hand. This theory does not indicate an employee's total control over production, but it does provide them with the autonomy to make certain needed decisions. They are able to offer individual ideas and work more collectively in the planning process. Empowerment has moved beyond the principle of delegation, instead it redistributes power and decision making. This theory moves past the controls that once existed and instead allows responsibility and accountability."
Looks at the Family and Medical Leave Act of 1993 (FMLA), which requires employers with 50 or more employees to provide up to twelve weeks of unpaid, job-protected leave "each year for specified family and medical reasons."
Abstract This paper explains that the Family and Medical Leave Act of 1993 (FMLA) was designed to help those individuals who need to care for either a close family member with a serious medical disorder or to assist employees when a serious medical condition arrives without notice. The paper first describes some of the provisions of the FMLA, including entitlements to leave, the maintenance of health benefits during leave, job restoration after leave, and protections for employees who request or take FMLA leave. The paperalso relates the process by which an employee can use FMLA leave. The paper concludes that the success of this legislation has led many states to pass similar acts.
Table of Contents:
Introduction
Leave Entitlement
Maintenance of Health Benefits
Job and Benefits Protection/Restoration
Notice and Certification
Illegal Acts
FMLA Case Examples
Conclusion
From the Paper "As is the case with many federally-backed laws, the FMLA includes a number of items that are required by both parties. First, an employer is not allowed to "interfere with, or deny the existence of any right provided" by the FMLA. In addition, an employer is not allowed to "discharge or discriminate against any individual for opposing any practice or because of involvement in any proceeding related to FMLA," meaning that employers must adhere to all anti-discrimination laws within the United States."
Tags: entitlements, health benefits, job restoration, states case
