Abstract This paper shows that social and cultural context play a significant role in the shape and content that HRM practices, both in theory and on application to organizational activity, assume in a given culture. The paper discusses how the attributes of social, economic and political culture affect, for good or ill, organizational behavior in general and the employment experience of individuals so affected in particular. It shows that no national culture has an unmediated positive or negative effect on HRM practices and that the lessons of the interplay of national culture and HRM in a given culture might profitably be discerned by organizations that seek to do profitable business in a variety of cultural venues.
From the Paper "Frederick Taylor's methods of "scientific management," which dominated management theory in the early part of the 20th century, were applied with some uninterrogated success in the UK and US in the attempt to overcome the adversary relationship of managers and workers: "Management and labor need no longer quarrel over how hard a man must work or how much he should earn; science, the impartial arbiter, would decide" (Kanigel, 1996, p. 45). "Taylorism" ineluctably gave weight to top-down, hierarchical management practices that were in place as heavy industry became increasingly mechanized, increasingly less dependent on expertise or craftsmanship of individual workers. With worker-facilitated mechanized assembly lines, Taylorism provided management with an objective rationale for work rules aimed at enterprise efficiency: "Taylor's experts and engineers did the thinking, while you were consigned to mindless doing" (Kanigel, 1996, p. 51)."
Abstract In a 'Columbia Law Review' article published in 1999 -- "Lifetime Employment: Labor Peace and the Evolution of Japanese Corporate Governance" -- authors Gilson and Roe maintain that the Japanese practice of constricting the external labor market is responsible for firms' willingness to invest in human capital. They specifically reject the proposition that Japan's institution of lifetime employment could be the impetus for such corporate outlay. This paper contends, however, that social norms, coupled with a divergent development of Japan's employment law, gave rise to its lifetime employment policy and that this resulting policy accounts for employers' willingness to invest in human capital. The paper argues that a closed market is the result -- not the cause -- of corporate investment in employees.
From the Paper "It is recognized that Japanese labor law theory is firmly established in that of the Weimar Republic, which gave preference to group interests over that of the individual. The theory began to evolve during Japan's first industrialization at the end of the 19th century, when a severe shortage of skilled labor fostered worker migration from company to company. The situation was exacerbated when, in the 1920s, Japan underwent a series of hostile, chaotic strikes, which further caused significant labor turnover in key industries."
Abstract The book "Not Your Father's Union Movement", edited by Jo-Ann Mort, is comprised of eighteen articles covering many of the central issues in the changing world of union activism. The paper shows that the main argument of the book is that the American Federation of Labor-Congress of Industrial Organizations (AFL-CIO) has undergone complete reorganization to meet the needs of working families in a changing economy and also to rebuild the critical link in fighting for worker's rights in a progressive and egalitarian America.
From the Paper "The emphasis of the Bensinger article and many of the others in this book is on the argument that effective organization is the key to the re-emergence of the union as a powerful social, economic, and political force in society on behalf of those whom the corporations would exploit, if not intimidate and discourage into silence. Organization is the key to union success because it mobilizes workers and brings them together in a cooperative atmosphere which results in effective action (such as the HERE "sip-in" and marches), which, in turn, solidifies members' determination to fight for better pay and working conditions. In addition, success breeds more success, which convinces workers to see the fight through to little victory upon little victory at the local level, and this leads to bigger victories at the national level."
Abstract This paper examines the experiences of rural/agricultural and urban/industrial immigrants to the United States. The paper sets forth the context in which the setting for immigrant groups assumes importance for understanding the immigration phenomenon and then discusses problems or difficulties that all groups shared. It looks at experiences that were unique to various groups either because of special group or individual characteristics or because of the environment in which the immigrants functioned.
From the Paper "Hard times for immigrant farmers led to their activism in cooperatives and alliances that would help preserve agricultural community cohesion--even to the formation of the Populist Party, which favored government subsidy and regulation of agriculture, as long as government was subsidizing big business as well (Study Notes, p. 57). The general difference in experience from permanent to migrant rural/agricultural groups, however, is consistent with the statement in study notes for lesson 3 (p. 48) that settlement in family units would predict permanent immigration; it follows that the split-family pattern of Asian and Latin American farm workers would come under the migrant and not permanent model."
Tags: Ellis, Island, prairie, Per, Hansa, homestead, land
Abstract This paper proposes a research design to study issues related to training based on interaction with sites on the World Wide Web (WWW or Web). Literature relevant to Web-based training is reviewed in support of the proposed research study. The paper shows that the primary focus of the proposed research study is not on the specifics of the technologies involved in Web-based training, although the technology applied is of obvious importance to the training mission. Rather, the primary focus of the proposed study is on the ways in which training may be adapted to benefit from innovations in information technology (IT) and the advantages such adaptation may provide for both organizations and trainees. The study addresses three functional areas: human resources (which is responsible for training), development (which is responsible for acquiring and maintaining the new technologies that web-based training depends upon) and management (which is responsible for ensuring that these new training techniques and technologies are properly implemented).
From the Paper "As mentioned above, success, in this study, will not be a function of the utility of any training program. Rather, it will be based on the acceptance of the system by trainees. A successful training system is defined as one in which the trainees express both a comfort with and a willingness to use the web-based aspects of the system.
Web-based training is an extension of computer-based training which takes advantage of the immediacy of the World Wide Web and the ability to reach large numbers of people at the same time regardless of where they are located. Intranets are also being built to use Web-based training; these are ideal for employee training where outsiders are unlikely to have need to access the same information. Web-based training can be an expensive form of training to implement, and training professionals should not overlook critical parts of training programs such as designing an appropriate curriculum and ensuring that the information is up-to-date. Providing a way for students to evaluate the training program is also essential if Web-based training is to be effective."
Abstract An in-depth analysis of the phenomenon of stress in both the workplace and in college. The writer looks at ways that this problem is similar for students as it is for employees and questions what can be done to reduce the stress factors. It examines some positive sides of stress, which include motivation and prioritizing. The writer focuses on the problem of stress amongst college students and how this influences their studies.
From the Paper "Stress is defined both in terms of its physical and psychological dimensions and involves an increasing sense of the loss of control over the environment, producing fear and uncertainty. Stress is a problem in the workplace and is often spoken of in terms of stress in the workplace because work related stress contributes to a variety of problems both for the individual experiencing stress and for the organization for which he or she works. The problems can range from reduced performance to open violence. Stress is experienced by both men and women. Men are seen as having greater stress than women because men have long experienced stress in the workplace, but as more and more women enter the workplace as well, they are also subject to the same levels of stress. Certain life experiences are stressful in varying degrees, and incoming college students experiences stress for a variety of reasons, including work load demands, culture shock, added responsibilities, living away from home for the first time, and so on."
Abstract The paper analyzes the incarceration of the foreign criminals before they are returned to their home countries. It mentions the fact that many of their homelands refuse to take them back, and so these offenders cannot be released in the U.S. either. The paper looks at the issues faced by the INS in dealing in a timely fashion with the criminals, since the system has not been created to cope with such a load.
From the Paper "The issue is not a new one and has plagued the system for some time. On the one hand, there is pressure for the INS to do more to deport criminal aliens; on the other hand, there is pressure to do so in a timely fashion and to avoid jailing too many criminal immigrants in this country. It was reported in 1993 that between 1988 and 1990, 489,000 aliens scheduled to be deported could have been locked up, but the INS at the time had only 6,600 beds, forcing it to release more and more suspects. The General Accounting Office reported that in 1982, 24 percent of those apprehended were detained, while by 1990, only nine percent were held. In the mid-1990s, there were some 62,000 people under deportation proceedings in the New York district, while only about 750 a year were deported. This would mean it would take 80 years just to clear out the existing backlog (Popkin and Friedman 32)."
Abstract Should an employer be allowed to conduct video surveillance of its employees in the workplace? This paper examines the view of employees who feel that such surveillance violates their right to privacy. It also looks at the argument presented by employers, who say that employees have no right to privacy in the employer's workplace, and the employer's need to prevent misconduct and maximize productivity outweigh the privacy interests of employees. This paper examines this question, focusing on the current state of the law (both federal and state) and the continuing political and moral debate among labor and business groups.
From the Paper "Employers utilize video surveillance for a variety of reasons. Situations that require scrutiny include suspicion of drug use, conducting personal business on company time, revealing trade secrets, surfing the Internet, and harassment issues (sexual and otherwise). For example, an employer could institute surveillance to ensure against a ?hostile workplace,? one of the causes of action under a sexual harassment suit. Similarly, surveillance could be used to ferret out instances of racial discrimination committed by employees but actionable against the employer. Employers in heavily regulated industries, such as nuclear power plants, also utilize videotaping to demonstrate compliance to federal authorities (Hymowitz 1)."
Tags: sexual, harassment, theft, discrimination, federal, state
Abstract This paper discusses how child labor practices of textile industries around the world are an important issue for most people. It looks at how although the United States has seen a change in these practices over the last 200 years, many immigrant children are still employed illegally in textile factories. It shows how worldwide, there have been numerous laws passed on behalf of children's rights, although many governments are lax in enforcing them. It examines how some governments, are starting to realize the benefits of educating children and have started to implement tougher laws in an effort to end the abuse of their children.
Outline
Introduction
A History of Child Labor in the U.S.
Attempts to Change Child Labor
The Great Depression
Child Labor in the U.S. Today
Liberia and New Child Labor Laws
Child Labor in Indonesia
Pakistan and Bangladesh Child Labor Practices
Russian Child Labor Practices
Startling Statistics and Working Conditions
Examples of Child Labor
Other Countries vs. the U.S.
Conclusion
From the Paper "The public finally began to become aware of the horrendous conditions in which the children were forced to work and in 1904 the National Child Labor Committee was formed as a means to regulate or eliminate child labor (unknown, 1991). This committee, combined with state child labor committees, investigated and photographed the children in their poor working conditions, sent pamphlets and leaflets to the public and lobbied the government for stronger child labor laws. From 1902 to 1915 these efforts were responsible for the passage of many state laws which restricted child labor. However, the southern states were reluctant to pass such laws, prompting the passage of federal child labor laws in 1916 and 1918, though these laws were declared unconstitutional by the Supreme Court. In 1924, an amendment was purposed, but failed to be ratified by many states."
Tags: textile, industry, government, china, russia
Abstract In this paper, the writer carefully outlined the steps necessary to take in order to become a doctor. The paper starts with high school and follows each step through getting a medical license. It includes several tips to make it through as easily as possible and to figuring out whether medicine is the proper career choice. The writer weighs the work necessary with the outlook on salaries and the psychological rewards.
From the Paper "A famous Chinese proverb says that a journey of a thousand miles begins with a single step. The same can be said for the road to entering a medical career. Medicine can be defined as the branch of the science of diagnosing, treating, or preventing disease and other damage to the body or mind, which encompasses treatment by drugs, diet, exercise, and other nonsurgical means. (Webster?s) In order to become a physician, one must complete a long list of requirements that starts in high school and college, then progresses through medical school, residency, and finally ends with acquiring a medical license. Though entering the world of medicine is a long and arduous task, the tangible and intellectual rewards far outweigh the sacrifices made along the way."
Abstract This paper looks at the difference between workplace homicide and workplace assaults and states that both of these phenomena need special attention from the authorities to counter their rising numbers. The writer mentions certain occupations which are especially at risk of being victims to workplace homicide - including retail staff of liquor stores and gas service stations. It discusses ways in which employers could increase security and provide better health-care facilities at work which would likely decrease fatalities.
From the Paper "Workplace violence is a significant problem, as statistics on the incidence of violence show. The most extreme form of workplace violence is workplace homicide. Figures for 2000 show an alarming rate for workplace homicide. In 2000, homicide was the third-leading cause of fatal injury, with 674 homicides occurring (Occupational Health and Safety Administration, Workplace Violence). Statistics also show an alarming rate of nonfatal assaults. Between 1993 and 1999, there were 1.7 million incidents of violence occurring against individuals at work (Occupational Health and Safety Administration, Workplace Violence)."
Abstract This paper examines how employees? unions have traditionally sought fairer wages and working hours and more humane working conditions through the formal process called collective bargaining between a union and the employer. It discusses how under federal labor laws, most private sector workers have the right to collective bargaining but not to those who work for state governments and institutions. Policemen and firefighters are exceptions. It looks at how in recent years, however, public-sector employees have slowly gained the right to collective bargaining by forming coalitions and only after quasi-collective bargaining "meet-and-confer" efforts with public employers for many years.
From the Paper "In recent years, however, public-sector employees slowly gained the right to collective bargaining by forming coalitions and only after quasi-collective bargaining "meet-and-confer" efforts with public employers for many years (Malfaro). Teachers? unions have tried engaging in non-binding negotiations with school board through the process called consultation, sometimes fruitfully, sometimes not. But even when fruitful, the grant of their demands is not a matter of legal right on their part but only a favor on the part of the officials. These teachers? unions, nevertheless, resort to consultation and "meet-and-confer" arrangements in coming to terms with their employers on wages, teaching hours and working conditions. All in all, these efforts by the public sectors? unions have managed to secure fair bargaining laws in recent years. Besides collective bargaining rights, workers? unions have also sought equal rights for part-timers, family and paternity leaves, limits on working hours and a national minimum wage (BBC News 2000). "
Abstract Using the example of Silver Falls Long-Term Care Facility, the paper discusses what can be done to reduce the alarming statistic for the annual turnover of nursing aides which is above 100%. The paper examines the facility and its management staff and gives an overview of the job description of a nursing aide. The paper then details some of the reasons for the high turnover percentage, including lack of mental stimulation, long hours, low pay and personal conflicts within the work-place. Finally, the paper offers solutions for this problem such as benefit packages, tuition reimbursement plans and higher wages.
From the Paper "Onsite training both helps and hurts the retention in the facility, as we are not allowed to require nursing assistants to work for us for any amount of time based on the completion of the course work. For this, reason our facility as well as the other facilities. are often seen as a first step into the industry rather than a place to continue employment. Yet, the benefits of direct training outweigh any cost associated with loss of employees. The goal is to develop the education program to such a degree that it offers real answers to the real challenge of the industry and expresses the commitment of the organization to employee retention and benefits."
Abstract Affirmative action (AA) refers to the social practice in which members of historically disadvantaged groups are given preferential treatment in an attempt by the United States to compensate for any harm that was caused to their ancestors in the past. The paper shows that equal employment opportunity strictly prohibits employment discrimination and its main purpose is to eliminate any form of bias in the hiring process or the workplace. The paper examines the requirements for AA/EEO and shows arguments for and against these policies. It also examines the effectiveness of AA/EEO requirements and ultimately argues that these requirements have ensured that the majority of businesses do not practice unfair employment practices in the United States.
From the Paper "Opponents of affirmative action believe that it is actually reversed discrimination in the workplace. However, a recent study by Rutgers University law school revealed that only a few dozen cases of reverse discrimination were reported in federal courts over a four-year period (Wilson, 1995) and the courts rejected most. Opponents also say that affirmative action policies also lead to lower hiring standards.
Affirmative action does not require quotas. In areas where minorities or women are underutilized, hiring or promotional goals are established, but quotas do not result in reverse discrimination."
Abstract This paper provides a brief historical overview of the laws of affirmative action, since its introduction in 1965. It examines the recent criticism of the practice, that it is considered to be reverse discrimination against more qualified applicants in favor of less qualified minority applicants.
From the Paper "According to the Equal Employment Opportunity Commission, affirmative action "is considered essential to assuring that jobs are genuinely and equally accessible to qualified persons, without regard to their sex, racial, or ethnic characteristics."
Since its introduction in 1965, affirmative action has been both praised and denounced as an answer to racial equality. President Johnson, who felt that it was an appropriate remedy to discrimination, which continued to plague the United States regardless of civil rights laws and constitutional pledges, introduced the affirmative action policy as a temporary remedy that would end when a "level playing field" was created for all Americans."
