Abstract This study explores the effects that motivation has on the job satisfaction of nurses and on nurse retention. It is hypothesized that nurses who are more motivated in their jobs are more satisfied, and are thus less likely to leave the profession. The findings from this study provide information as to what changes can be made so that nurses are more motivated in their profession.
From the Paper "Nursing retention is a prominent factor in the current nursing shortage, and it has been found that nurses change jobs and careers because of issues in the workplace, including the culture of the hospital (Donley et al., 2002). Recently, several studies have explored the growing trend of nurses leaving the profession. Why is nurse retention becoming increasingly difficult? Several theories have been posited. Sumner and Townsend-Rocchiccioli (2003) suggested that the cause of nurses? abandonment of the profession might lie more in intrinsic factors rather than overtly expressed reasons. These authors cite various reasons, such as bureaucratic factors, issues related to the medical profession and scientific discourse, and factors within the nursing profession, as contributing to dissatisfaction that causes nurses to leave. Also, nursing is emotionally stressful work, which may add additional stresses to influencing factors. The above authors suggest changes in the work environment to make nurses feel valued for their skills and therefore increase nurse retention."
Abstract This paper provides anecdotal and statistical evidence to counter the argument that foreign workers that move into metropolitan areas in the U.S. are supplanting native-born workers and are "stealing?" wages the native-born workers might otherwise enjoy. The paper also discusses some of the negative stereotypes regarding immigrant workers that persist and cites several studies that claim that the immigrant workers actually have a positive effect on the U.S. economy.
From the Paper "Some figures regarding the effect of immigration on cities are relatively easy to obtain; they were developed by the United States Census Bureau, most recently in the year 2000. Other figures are much more difficult, although anecdotal evidence abounds. In Race and Ethnicity in the United States, author Richard T. Schaefer shows that although immigration benefits the United States in many ways, there are still negative stereotypes. These stereotypes account for unequal, and often disturbing treatment, despite the contributions."
Abstract This paper discusses gender bias in the workplace and focuses on the distinction made between a man and woman in a working environment on the basis of professionalism, integrity, and respect. This paper emphasizes the Equal Employment Opportunity Act of 1972 and how several women have used it to fight for their rights. The paper gives real examples of organizations that suffered as a result of gender distinction and represents the true scenario of gender bias in today's world.
From the Paper "Even after great advancements made by mankind in possibly all the fields of life, gender distinction between a man and woman still exists. The portraiture of power and the roles of gender in a prevalent culture reverberate meaningful patrimonial control, with the maneuvering of a female gender an appurtenant element of its objective. Women working in a professional environment have to prove their importance within the acrimonious periphery created by men. Despite the changes, which have been brought in by many laws and movements, women today still do not enjoy a working environment where they would be given a status equal to that of a man."
Abstract Organizations are changing. Previously, human resources (HR) did not rise above the position of an administration and clerical department. The HR department's functions have changed; HR takes on more duties and responsibilities than in the past. This paper shows that the HR department is becoming a strategic partner for the organization, as it is a purveyor of the most important asset a company controls, the human asset. More than any other resources, humans ultimately come to represent the new competitive edge for a corporation. The paper examines the role of the HR manager, his/her changing role in America's work force, and expected roles in the future.
Paper Outline
The Human Resource Planning Model for the US
The Organizational Socialization Process
Challenges that Human Resource Departments Will Face in the Future
Conclusion
Bibliography
From the Paper "Sensitivity to issues of gender, race, culture and religion are becoming increasingly important to organization. The ability of an organization to accept new ideas and change or modify the existing attitudes of the company helps the organization grow. This was especially noticeable when the disabled and disadvantaged workers entered the workplace in increasing numbers. Many organizations in today's market place encourage individuals to have their own style and attitudes as long as they are within the main acceptable codes for the overall company. The HR departments of many organizations have, over the years, used many of these "soft" measures to improve the organization as a whole. An individual's traits also play an important role in the encounter stage."
Abstract This paper discusses how, as technology advances, employers worldwide are faced with the problem of employees' ill usage of the communication media and how, in order to reduce these risks, employers are now turning towards technology monitoring, which would enable them to keep a strict watch over their employees. It examines how many issues have arisen as a result of workplace monitoring, as well as the debate on whether this act by employers is ethically correct or not. It highlights the advantages of workplace monitoring and proves how it may become beneficial for both the employer and the employee. It also looks at the different types of workplace monitoring and the results obtained from them.
From the Paper "Workplace monitoring can be divided into various categories. The first category is concerned with Call monitoring. Call monitoring basically involves listening to live phone calls and recording one's observations. "The most important aspect of this system is the observer. The observer can sit next to the person making the call, which can be helpful with new employees who need training tips. The observer can also be a secret caller and judge the phone representative by playing a customer role" (Kristin Morgan, Types Of Employee-Monitoring Systems In The Workplace). As a result of call monitoring, an employee would be well aware of the surveillance and would always try his/her best not to violate the company's policies."
Abstract This research is about the major crisis that the medical field is facing when it comes to nurses. It starts out by discussing how the average age of an R.N. is only suppose to increase as the older nurses retire. At the same time, patients are also living longer, creating a major supply and demand issue. The paper addresses what is keeping more young people from entering into a nursing career and what schools around the country are doing to change this. After gathering this information and learning about what the schools are doing, the paper looks at the problem of getting more people interested in helping others. Also includes abstract and outline.
From the Paper "Where is the next generation of nurses? Hospitals, nursing homes, schools, and ultimately the entire nation faces this imposing question. Beginning in approximately 2010, mounting demand for RNs is expected to outstrip the supply, according to the Federal Division of Nursing. In most health facilities struggling to meet demand in an increasing number of cities, 2010 is already here (AACN 2001). Why is there a shortage of nurses? The reasons are wide-ranging and complicated. No one single reason can be pinpointed as the exact cause of the shortage. However, experts agree there are a few key issues playing significant roles in the crisis. I am going to look into some of these reasons and what some colleges and universities around the country are doing to help solve this crisis."
Abstract This paper examines how, since the tragedy of September 11, 2001, employment claims of discrimination on the basis of national origin have risen substantially. It looks at how, with the increase in discrimination based on national origin, it seems appropriate to talk about what national-origin discrimination is and what workplace protections exist under Title VII to combat this type of discrimination. It focuses on these topics, looks at the development of Title VII, and identifies the impact it has had in the workplace. Additionally, it looks at who is and is not protected under Title VII and reviews policies and procedures that employers can implement to limit their exposure to such claims.
From the Paper "National origin discrimination has been broadly defined as "including, but not limited to, the denial of equal employment opportunity because of [an applicant or employee"s] or his or her ancestor's place of origin; or because an applicant has the physical, cultural, or linguistic characteristics of a national origin group? (EEOC). It is illegal for employers to segregate, limit, and or classify an employee based on the individual's national origin, which may rob them of benefits, opportunities, or privileges in their employment (Bennett 401). Oddly enough, according to the EEOC, it is suggested that national origin discrimination is often based solely on physical characteristics, such as facial features, which is not an appropriate basis for determining national origin. The EEOC also protects against discrimination on the basis of association or marriage with individuals of a particular national origin group; attendance, membership or participation in schools, churches, temples, synagogues or mosques; or any people with a surname affiliated with an ethnicity."
Abstract This paper, written from a pro-union stance, provides background information on the development of unions, explains the reasons that workers unionize, and takes a look at the pro and con sides of unionization.
From the Paper "It goes without saying that the balance of power between the employers is always heavily tilted in favor of the employers. The workers are, therefore, vulnerable to gross exploitation leading to low pay, long working hours and poor working conditions. In an unequal relationship, a lone worker stands no chance against an employer who is focused on deriving the maximum profit from his business. Collectively, of course, the workers can be a force to be reckoned with. The initial period of the Industrial Revolution, both in Europe and the United States, was marked by appalling working conditions, and grinding poverty for vast numbers of the working people. Twelve-hour or longer working days for 7 days a week under the harshest of conditions were the norm. The birth of the Labor Movement was, therefore, a logical outcome. Workers in factories, coal-mines, and rail-roads began to organize themselves and demanded better pay and working conditions. The employers, who were used to getting things done cheaply, opposed the formation of such "unions" vigorously. This led to confrontation and strikes but eventually the workers were able to get some of their demands accepted."
Abstract In this paper, the author addresses many of the issues surrounding sexual harassment in the workplace, such as the risk of offensive language or jokes, perception vs. intent, and the ultimate cost of human gossip. Furthermore, the author attempts, through a more thorough look into the problems and situations surrounding the issues, to shed some light on many of the common misconceptions regarding sexual harassment.
From the Paper "Despite widespread publicity and controversy over the problem of sexual harassment in the work place the growing challenge of preventing such an act continues to infest our work places. Several recent reports indicate that despite the acknowledgment of the continuing problem of sexual harassment, many employers have yet to fully address the problem. Moreover, recent news reports indicate that sexual harassment has found its way from the grunts of the cooperate world all the way to the highest levels of management."
Abstract An opinion paper which argues that offshoring is not the problem with the American job market. The writer claims that CEOs in companies have only one interest in mind--to inflate the company's profit and not to increase wages when due. The writer argues that outsourcing jobs off American soil is not the cause of the job market crisis, but it is rather the fact that wages are too high in America.
From the Paper "Statistics indicate that offshoring does not substantially affect American jobs. According to the Department of Labor Statistics (US Department of Labor [DOL], 2004a) over the past twenty four years information jobs and manufacturing jobs are the only sectors that have had a net loss in jobs, and if you look further back in the data you would see that manufacturing jobs have had a turbulent cycle of boom and bust since 1939. Even with the job losses the hourly rate of manufacturing employees has steadily risen since records have been taken."
Abstract This paper explains that retention of employees has become a major task for companies because employees no longer show company loyalty by staying with their employers throughout their career life. The author points out that, whereas years ago employees stayed with their employer for years letting the employer define the quality of their life in terms of salary or satisfaction; today, employees leave their current employer in search of more income, better benefits or career advancement. The paper relates that issues of retention and turnover are all about company culture -- "kinder and gentler" is replacing "do it my way"; examples of companies seeking to change their culture are MasterCard, Great Plains, Inc. and Southwest Airlines. advancement.
Table of Contents
Introduction
What is Retention and Turnover?
Employee Stability
Undervalued and Underutilized
Supervisor issues
Problem Analysis
Employee Symptoms
Labor Shortage
Turnover Costs
Why Companies Fail at Retention
It's not about Money
Other Issues
Raising Retention, Lowering Turnover
Mindset
Survey
Supervisor Responsibility
Work Environment
Feedback
Compensation
Training
Career Development
Bureaucracy
Conclusion
Chart: The Cost of Turnover
Chart: A Sample New-Hire Survey
From the Paper "Employees who feel undervalued and underutilized will look to change jobs. Employees who feel undervalued and underutilized have lost the meaning of their job. According to Holbeche (2004), employees in general are looking to make their work more meaningful. The author reported a study that stated, "63 per cent of board directors, 72 per cent of middle managers and 69 per cent of directors and senior managers are looking for a greater sense of meaning in their working lives". Based on this study, companies must actively work to help their employees feel valued if they want them to stay. The author also reported that 68% of the people in large organizations have lost the meaning in their work and seek flexibility in their work. However, they were not willing to give up career advancement to achieve the work/life balance. In contrary to that, Knippen and Green (1996) suggest that employees who feel undervalued and underutilized should ask their supervisor for interesting work. Interesting work could be anything from adding more responsibility to simply changing the way a task is done. No matter what the work change is, it is important to outline to the supervisor the benefits of getting interesting work and the consequences of not getting it, which includes quitting."
Abstract The writer of this paper examines the various social situations and experiences encountered, in the area of law enforcement, which influence and mold the personalities of police officers. This paper delves into the long-standing personality theory that dictates which particular traits are patterned within an individual's personality. The writer of this paper explores and details the shared personality traits evident among police officers, including their desire to help others, as well as the need for respect and dignity normally associated with the profession. This paper discusses the relevant published research, which states that certain individuals choose a career in law enforcement for a variety of reasons, including: Job security, wages and benefits as well as a clear career path.
Table of Contents:
Introduction
Review and Discussion
General Concepts of Police Personality
Nature versus Nurture: Socialization and On-The-Job Experiences
Men Police Officers: Status, Gender and Personality
Conclusion
References
From the Paper "Based on the status model of personality, there is a distinct "pecking order" in place in virtually all police departments across the country that helps initiate newcomers to the profession into the field; new recruits to the force will ignore this hierarchy at their peril. According to Gerber, the high-status officer in each partnership type will be perceived as having more instrumentally oriented (dominating and instrumental) traits and the low-status officer will be viewed as having more expressive traits. In addition, the status model predicts that officers' perceptions of their personality traits will be affected by group status-the overall status of their partnership in relation to other kinds of partnerships. In her review of Gerber's analysis, Monago suggests that this study showed that sex category and work experience played instrumental roles in personality adjustments."
Tags: law, enforcement, career, profession, traits, personality, research
Abstract This paper examines the application of the Occupational Safety And Health Act (O.S.H.A.) in the current employment environment. It describes the impetus of O.S.H.A. Law and how it evolved from organized labor activity to more widespread application.
From the Paper "According to an essay by Judson MacLaury published on the U.S. Department of Labor website, by the number of industrial accidents coupled with reports of increases in occupational diseases and work-related disabilities prompted Congress to pass the Occupational Safety and Health Act the O.S.H. Act in an effort to ensure a safe and healthy working environment for all employees. Thus, the evolution of laws governing worker safety shifted from laws passed by the various States offering varying degrees of protection to workers, to a federal law ... "
Tags: OSHA. Law, federal regulation, union labor relations, workplace injuries
Abstract In this article, the writer identifies leadership principles and describes their applicability in either a military and non-military situation. The writer compares the principles of management and leadership exhibited by Mr. Pacetta with those principles of leadership found in or demonstrated in their work environment. The writer claims that Pacetta's book is a glimpse into the successful turnaround of a struggling Xerox sales office in Cleveland Ohio in the 1990s. Further, the writer discusses how the author uses several basic principles of management and leadership along with his own unique additions to "fire up" his employees and create a successful organization.
From the Paper "Leadership is about winning, but it is also about using common sense to win, and Pacetta offers many bulleted checklists and questions that give managers quick, timely advice. He even offers a concise explanation of every chapter, complete with bullets, at the back of the book for someone who needs quick advice and does not have time to sit down the entire book at once. As the reader moves through the book, they begin to have a greater understanding of Pacetta's methods, why they worked, and how to apply them to their own business (or even personal) situations. The book reads somewhat like a sports team's "rah-rah" message before they head out to the playing field, and partly like a military manual. Pacetta uses this voice effectively to appeal to a wide audience of managers who tend to be male and tend to relate to these types of messages because they are familiar with them at home and in the workplace."
Abstract This paper discusses the critical role that motivation plays in the workplace and the fragility of the various means of motivation. This paper goes on to discuss some basic recommendations to promote increased motivation in the workplace, and the advantages and disadvantages there of.
From the Paper "Motivation in the workplace is one of the greatest challenges for managers. High levels of motivations are directly connected to high levels of productivity. Increasing productivity is always a major goal of managers in any organization. A lack of motivation in the workplace is a major issue for managers and is associated with employees who see no value in the work that they do or see no reason to achieve the goals set out for them ("Incentives" 1). Therefore, understanding the role that motivation, both internal and external, can play in the workplace is crucial to creating a working environment in which all can succeed and thrive. Unfortunately, increasing motivation can be a tricky endeavor, one that has its pros and cons."
