This paper discusses the motivation of workers and organizational behavior modification: Theories, leadership approaches, incentives, performance evaluation and quality circles
2,025 words (approx. 8.1 pages), 12 sources, 1990, $ 71.95
From the Paper "The field of worker motivation is far from new, in that several researchers and management scientists have for decades investigated those variables that influence the ways in which employees can be motivated by management, and the impact of such implementations on workers in general, unit/team productivity, and the overall efficiency and effectiveness of the organization. Although this field has experienced considerable research in a variety of subareas spanning from monetary rewards to shorter hierarchies, there is no particular approach that proves totally effective and/or efficient in all internal/external environments, with all levels of employees, and with all leadership and/or management styles. The vagaries of ... "
Examines the declining rolls of organized labor in America, discussing possible reasons for this decline and assessing the possibility of regaining membership in the future.
675 words (approx. 2.7 pages), 4 sources, 1993, $ 23.95
From the Paper "Labor unions have been losing power in American society for some time, and a smaller and smaller percentage of workers are members of labor unions today than has been true in many decades. Some analysts see these changes as temporary, part of the ongoing back-and-forth shifts in power in the workplace, while others see them as permanent and as indicating a major change in the workplace of the future. If unions are going to be less and less important, what might replace them?
There are many reasons for the lessening of union power, but economic changes are considered the most important reason. The economic structures of the past created a certain antagonism between management and labor even as each needed the other. In the current climate, increased cooperation is the rule, with workers and managers alike finding ways of empowering the ..."
Abstract This paper points out that by acting on behalf of a large group, the labor unions have more power than if the employees acted alone. This paper describes and compares United Airline's and Ford Motor Company's labor practices and problems. This paper presents an ideal employer-labor relationship.
From the Paper "Congress, starting to feel pressure for groups like the AFL, created the U.S. Department of Labor. The department has a mandate to protect and extend the rights of wageworkers. A children's bureau was created. In 1914, the first law to protect workers was enacted, the Clayton Act said that ?the labor of A Human Being is not a commodity or an article of commerce.? Because of this change in the legal status of work and labor, those things were no longer subject to the Sherman Act provisions that had been the legal basis for injunctions against union organizations. The Clayton Act allowed for strikes, boycotts, peaceful picketing and dramatically limited the use of injunctions in labor disputes."
Abstract The job description is a concise, complete, organized outline and description of the tasks, priorities and time allocations of a particular position, often accompanied by designation of the competencies and skills required by the work. The paper shows that rather than merely describing the manner in which a job is being done at the moment, it should describe the manner in which the job should be done. Job descriptions can be created prior to a position being activated or can be produced for existing jobs. The paper shows that in their most complete forms, job descriptions are one of the most valuable tools Human Resource (HR) managers possess and, if properly executed, published, and comprehended, can be of equal value to managers and employees throughout the organization.
From the Paper "Job analysis typically produces a great deal of information--all of which is not directly applicable to the job description. But since the purpose of the description is to provide a basic source of information, on which employees, supervisors, senior management, and the HR specialist can draw, the larger knowledge base produced by job analysis is entirely desirable. As Siegel notes, as many as 14 different types of data might be assembled in job analyses, including government-mandated licensing or training, professional standards, job responsibilities, environmental information, identification of outputs (products and services), specific machinery and equipment employed, work performance standards, physical job demands, elemental motions, activities, trait requirements (knowledge, skills, abilities and personal attributes), and examples of outstanding or inferior performance in the position (Siegel 12)."
Abstract This paper examines the various functions of HRM. Issues examined include the overall importance of PM in strategic HRM, the rationale for implementing PM, the advantages, disadvantages, tasks and goals of PM and the relevance of PM in the specific environment created by hospitals. The literature examined demonstrates that performance management has evolved as one of the critical tasks of human resource management in this particular work setting.
OUTLINE
Introduction and Purpose
Description of Performance Management (PM)
Role of Human Resources Management (HRM) in PM
Purpose of Study: Centered in Hospital
PM and Quality
Standards of JCAHO
Goals of PM in Hospitals
PM in Hospitals and Health Care
Standards and Scope
Purpose and Goals
A Blueprint for PM in Hospitals
Issues in Hospital HRM/PM
Role of HRM
Appraisals
Education
Rewards/Incentives
PM. HRM. Training and IT
Information Technologies (IT) and their Impact
Continuous Quality Improvement (CQI)
Patient Care
Deficits and Challenges
Summary and Conclusions
Restatement of HRM Role
References
From the Paper "Performance Management (PM) is a system composed of an orderly series of programs designed to define, measure, and improve organizational performance (Katz & Green, 1997). It is a system developed to ensure compliance with requirements, that is, that staff are in compliance with written standards. PM uses the tools of statistical process control to form the basis for decisions about change. It incorporates the processes of performance awareness, performance measurement, and performance improvement.
Successful PM requires the creation, maintenance, use, and evaluations of mechanisms to define and revise standards and to inform those affected by the standards about them (Katz & Green, 1997). It requires the judicious deployment of fiscal, human, and material resources. It speaks directly to issues related to quality and such traditional quality-oriented tasks as quality assurance, quality control, and continuous quality improvement (CQI). In such disparate settings as sales organizations, hospitals, automobile and other manufacturing facilities, and schools, PM is a vital element of a cross-sectional, organization-wide strategy for coping with uncertainty, managing change, and "growing" an organization while satisfying client and customer needs (Skinner & Mabey, 1997)."
Abstract Because it is a difficult topic to discuss, most business managers are ill equipped to handle employee matters involving sexual harassment. The paper first defines sexual harassment in the workplace. It then looks at how a manager can determine what constitutes sexually harassing behaviors in the workplace and what it does not constitute. The paper then discusses what a manager can do to prevent sexual harassment (zero tolerance, educating the employees, etc.) and looks at the common pitfalls to show why the problem is still so prevalent.
From the Paper "Quid pro quo (Latin phrase meaning "this for that") sexual harassment occurs when a supervisor, manager or someone with power to affect an employee's work-related benefits or opportunities request sexual favors in exchange for work-related benefits. Actions considered to be quid pro quo when given as a reward for sexual activity include: promotions, good performance rating, raise or other monetary compensation, training, continued employment or preferred work schedules. Quid pro quo is considered to be the most offensive form of sexual harassment in the work place because it involves a manager using power to solicit sexual favors from an employee. It is imperative that business managers understand what quid pro quo is and that they avoid any behaviors that might be construed as quid pro quo harassment."
Tags: Civil, Rights, Equal, Employment, Opportunity, EEOC, Human, Rights
Abstract This paper contains a self-designed case study on racial discrimination in the workplace. It also takes into account the various laws that deal with such situations and how the employee is compensated for maltreatment.
From the Paper "The Federal Law states that it is illegal to discriminate against employees on the basis of their race. In the United States, it is prohibited to discriminate and harass employees. This implies that the employer cannot treat an employee or applicant prejudicially because of one's race or color or sex or even ethnic background in all forms of the employment relationship, including: help-wanted ads, interviews, pre-employment testing, hiring, job assignments, shift assignments, promotions, compensation, benefits, job training, layoffs or termination."
Abstract This paper discusses how the workplace is a very common ground for workplace disputes due to its intensity. The writer presents a scenario of a specific dispute and then examines which conflict resolution technique would be most suitable for this situation.
From the Paper "Dispute (or conflict) is one of the most common human emotions; hence it is a rare workplace or organization that is completely free from conflict. Disputes in a workplace may occur among any of the organization's stakeholders, e.g., between employee and employee, employee-supervisor, company-vendor, company-customer, and company-competitor. Most conflicts in workplace , particularly in team or group situations cause significant distress among the people involved. If such disputes remain unresolved for some time, they are likely to take a heavy toll of employee morale and result in personal, social and economic costs including costly litigation."
Abstract According to the United States Department of Justice, the workplace is the most dangerous place to be in America. In fact, workplace homicide is the fastest growing category of murder in the United States. In this paper, the concept of workplace violence is defined and several examples are given for reference. The paper discusses the responsibility of the Human Resources Management team to identify a potential problem before violence occurs and also prevent work place violence through adequate and necessary training of employees. Research that explains how to deal with workplace violence after it occurs is discussed.
From the Paper "By facing workplace violence and properly training company employees, the Human Resource Department will eliminate many hazards and legal problems that might otherwise occur on the job. Without addressing these issues, legalities and permanent problems will become a reality which will always follow the company to create a negative reputation for the organization. It is the job of the Human Resource Department to learn how to recognize the signs of stress and inform the employee of programs that are available. Once the employee is informed of the options available that will train them to deal with stress, it is then that employees responsibility."
Abstract The emphasis of this paper will be on Marx's position on property and labor, illustrating the similarities to the thoughts of his predecessor John Locke, known as the father of modern socialism in England. But while showing that the two theories have a great deal in common descriptively and analytically, there is also a great deal that separates them; such as their perspectives on private property.
Abstract The paper provides an overview of recent research on the economic and labor impact of offshoring IT services to low-cost destinations. The research identifies key determinants, recent trends, occupations affected, magnitude, and benefits of offshoring to the U.S economy. The analysis indicates that the current wave of offshoring involves IT services threatens mainly white-collar occupations in the low-income group, but is counterbalanced by job creation in the high-income sectors. The research argues that the jobs lost to offshoring are a negligible percentage; on the other hand, the reduction in costs of IT services due to offshoring will increase labor productivity, job creation, boost Gross Domestic Product, and further strengthen the U.S. economy.
Table of Contents
Abstract
1 Background
2 Definition of Terms
3 Determinants of Offshore Outsourcing
4 Outsourcing and Productivity
5 Protectionist Measures
6 Conclusion
References
From the Paper "Traditionally, cost reduction has been the overwhelming motivation and perceived payback for outsourcing. While offshore outsourcing is not new (companies have been offshoring manufacturing for many years and reaping significant cost and productivity improvements), the offshoring of business processes is still in its infancy. In the past, outsourcing has often been used tactically, as a rapid and often short-term solution to a particular need or problem, which did not form part of an overall business strategy. The experience of manufacturing illustrated that when it is possible to do things cheaper elsewhere in the world, the work will migrate there. With the relentless pursuit of the lowest global costs, offshoring is getting institutionalized in many companies. So much that firms might resort to a strategic use of outsourcing by working with one or more suppliers in order to effect a significant improvement in business performance. This enables the firm to focus on those products that lie closest to the company's core capability set and consider jettisoning the rest. "
Abstract This paper examines the article, "Technology Increases Workplace Stress, Tipping the Scales of Work-Life Balance", by the Kensington Technology Group, a study of home and office workers, and how their lives and professional careers are impacted by technology and stress. It looks at how their study confirms that workplace stress has increased as technological advances have increased and indicates that workers are now allowing workplace stress to invade their personal lives. It also includes an examination of the ethical issues inherent with workplace stress.
From the Paper "Another source of stress is attempting to maintain a balance between work and home life. Kensington's survey discovered "54 percent of workers feel that trying to maintain a work-life balance is a great source of additional stress at work" ("Technology," 1999). While it seems more employers are attempting to balance work and personal lives, there are still a myriad of ways for technology to intrude on personal time. Email, voicemail, cell phones, and laptop computers all allow workers to take their work literally home with them, and many do this on a regular basis. They may be away from the office, but they are still tied to it, and so, their family time suffers. This technology supports a mobile workforce, and often, the workforce is expected to perform for more than the 40-hour workweek."
Abstract This paper talks about the roots of Child Labor Laws by examining the use of children as laborers beginning in the Middle Ages, through the Industrial Revolution and into the Victorian Era. It traces the abhorrent conditions these children faced, especially during the Industrial Revolution, where times where extremely difficult, through the Victorian Era the The National Child Labor Committee was formed, and strict laws were passed regarding children. These laws regulated and enforced working conditions, hours and ages that could be employed.
From the paper:
"It was thought to be a benefit for children to work, so they could get a head start on building a life for themselves. Poor children could contribute to society by working, and through self-reliance and determinism could break free from poverty.
"The prevalent attitude was that the laissez-faire economic system had made America great, and that any interference in the natural way of things was "unscientific, irrational, and unjust" (Trattner, 1970: 32). Social Darwinism also supported child labor and the lack of regulation. Society valued individualism and self-reliance, and saw any regulation of industry as obstructing a natural process that should be allowed to progress free of restraints. Each person should try their hardest to get rich, and nobody should interfere with a person's right to accumulate wealth, even at the expense of others."
Abstract This paper describes the recruitment process beginning from the decision to recruit through to the orientation of the new employee. The author describes this process in a generic form but focuses on specific requirements and difficulties faced by small business. Various methods of advertising, interviewing and assessing applicants are discussed. Recommendations for small business are also made.
From the paper:
?Recruitment of the right people is important to the success of any business large or small. Making the wrong decision when recruiting employees can prove to be a costly exercise. Small business is at a distinct disadvantage compared to larger organizations when seeking to hire new staff. Small businesses are not just smaller versions of large organizations; they have their own specific needs, less money, less time and less expertise when it comes time to recruit. Yet good recruitment decisions are even more critical for small businesses where one poorly performing worker has a large impact.?
From the Paper "Introduction
Violence in the workplace has become more prominent in the national news in recent years. Whether disgruntled former employees who return to exact revenge on a company or unhappy domestic partners, there has been an upswing in the number of individuals who are taking their personal grievances public through violence on the job. The federal government offers few guidelines and even fewer regulations which might protect employees in the workplace; state gun control laws vary widely and often make it possible (and legal) for employees to carry weapons while on the job. Increasingly, companies are turning to their own policies and procedures regarding workplace safety in order to protect themselves and their employees. This research examines violence in the workplace, including the regulatory environment and.."
