Abstract A strong work ethic is vital to the success of any firm. In recent years, there have been many comparisons made between the work ethics of American and Japanese employees. This paper compares and contrasts Japan's management theories and work ethics with those of the United States. The paper presents differences relating to changes in technology, as well as interpersonal relations.
From the Paper "Additionally, managers fail to cater to the needs of workers and have the tendency to make employees feel that they can easily be replaced. This managerial theory is much different than the one that is practiced in Japan in which managers take special interests in the personal lives of workers. When American managers fail to view their employees as people with lives outside of the workplace they have a difficult time creating a job environment that is conducive with high levels of productivity."
Abstract This paper explains that United's mission and objectives are far too generic to service brands as a whole and, to that extent, need reviewing in order for United's mission to lead to the corporation developing a unique, relevant culture and business approach. The author believes that, judging from the airline's performance in the areas of on-time performance and its success in restructuring and adapting to the changing environment, it can be assumed that United's management is acting responsibly and ethically. The paper concludes that, for United to resolve its financial problems, it is critical that employees understand the importance of the current, imperative need to reduce costs aggressively across all of the airline functions. Table.
Table of Contents
Current Situation: Current Performance
Current Situation: Strategic Posture
Corporate Governance: Board of Directors
Top Management
Situational Analysis
Review of Mission & Objectives
Strategic Alternatives and Recommended Strategy
From the Paper "United's top management comprises of people with varying industry backgrounds and expertise, including obviously aviation. The Chairman, President & CEO, Glenn Tilton is a recent appointee having previously served as Vice Chairman of the board of directors of Chevron Texaco. He is supported by a group of Vice Presidents heading functions such as Finance, Strategy, Operations, Customer, Onboard Services, Worldwide Sales and Alliances, Airport Operations, Maintenance & Engineering, Corporate & Government Affairs etc. People with relevant background skills and experience who are closely involved in the business planning and strategic development process of the airline characterize the top management."
Abstract The conditions for children who are made to work do not provide the stimulation for proper physical and mental development. These children are deprived of the simple joys of childhood, relegated instead to a life of manual labor. This paper shows, however, that there are problems with the obvious solution of abolishing child labor. First, there is no international agreement defining child labor. Countries not only have different minimum age work restrictions, but also have varying regulations based on the type of labor. This makes the limits of child labor very unclear. The paper argues that until there is global agreement that can isolate cases of child labor, it will be very hard to abolish. Therefore, the problem is not child labor itself, but the conditions under which it operates. The paper includes tables.
From the Paper "In many countries (Costa Rica, Thailand, Sri Lanka), the minimum working age is lower than the required age of compulsory education, giving children access to employment before they have even completed the minimum amount of schooling (Bequele & Boyden, 1995). When indigent children are allowed to work legally, they will often abandon school to better their family's condition. In the reverse situation, if the minimum age requirement for work is greater than the compulsory schooling age, children who have completed the required schooling must stay inactive for a period of time before they can legally work."
Abstract This paper describes the Family and Medical Leave Act, which was designed to create a business environment that is supportive of the needs of the family, and the regulations it applies to businesses. The paper then looks at the history behind the act and some of its disadvantages.
From the Paper "Dispute has arisen over the enforcement of the FMLA because of the costs involved for the employer. While no employer wants to take an anti-family stance, the costs of maintaining an employee's position in a company while they are on extended leave are enormous. The employer must either hire temps to fill in the position, or entice laterally positioned employees to handle the additional work load for a short period. In the case of the temp, the employer has to absorb the training costs. Then once the regular employee returns to his or her position, the employers investment into the temp, who may just be settling into the position after 12 weeks, is lost as the temp is displaced. The resulting employee two-step can disrupt company productivity, harm customer service, and ultimately have a long term effect on the company's competitive posture. While the needs of the employee and their family are important to the community, and the health of the company, the profitability of the company is the most important reason for its existence. Government policy which adversely affects the company's ability to be efficient and profitable is due to encounter court challenges."
Abstract More and more organizations and businesses are using merit-based raise systems as a way of increasing worker productivity. The systems provide raises to the employees who demonstrate themselves as being valuable to the employer. This paper shows that the system allows the best workers to advance in pay more easily, giving all employees an incentive to work harder and achieve more. The workplace becomes more competitive, which increases the productivity.
From the Paper "There are advantages on both sides in using of this system, despite opposition from worker's unions. Employers can help keep the most skilled workers in difficult jobs, while these same skilled workers are able to benefit from more pay increases than are the less skilled workers. More competitive work environments, like those involved with jobs that pay based on a commission, are created, while the security of a salaried job is maintained. The continuous pay is still exists for all workers, but there is an added incentive to allow for employees working harder to make more money."
This paper defines and discusses the management of generational differences of worker cohorts, whose common cultural experiences shape their set of personal and work values.
Abstract This paper explains the characteristics and workplace management perceptions of four cohorts: Traditionalists, Baby Boomers, Generation X and Generation Y. The author point out that awareness of what motivates each group is important; however, attaching too much importance to generational diversity can be dangerous. The paper stresses that, as younger generations become managers, they should acknowledge the experiences, resolve and loyalty of Traditionalists and the contributions, successes, importance to the organization and need for positive feedback of Boomers.
Table of Contents
Generations in Today's Workforce
Traditionalists
Baby Boomers
Generation X
Generation Y
Generational Perceptions of the Four Functions of Management
Planning
Organizing
Leading
Controlling
How to Bridge the Generation Gap
The Future of Management
From the Paper "Who are these generations and why are they so different? While we understand that not every individual of a certain age fits neatly into one category, it is important to understand the broad generational characteristics and core values that affect how members of each generation perform in the workplace. Understanding the underlying influences and traits of the generational cohorts who occupy the boxes on the organizational charts will assist managers in knowing who they are hiring, how to motivate the individual, how to help the individual reach their personal goals, and prepare the next generations for leadership."
Abstract This paper explains that, due to the high incidence of needle sticks and hazards associated with blood borne pathogens, OSHA has revised the blood borne pathogen standard to meet the requirements of the Needlestick Safety and Prevention Act of 2000. The author points out that the organizational change in this specific hospital will be guided by Kurt Lewin's three-stage force field theory, which involves unfreezing, movement and refreezing. The paper relates that training the staff on the use of the new securement devices and the associated equipment, changing from current tape method to securement devices, is essential to monitoring; monitoring the involvement of the key people initiating the implementation of the changes is another key to success.
From the Paper "It takes an average of thirty minutes to troubleshoot and restart IV's. In the overcrowded busy emergency department thirty minutes is a lot of time, time nurses don't have to spare. Safety securement devices can also eliminate glove tears associated with tearing tape to secure IV catheters, thus protecting nurses and physicians from blood borne pathogens. This can save the healthcare facility money by reducing the cost of IV materials associated with IV restarts. It is less expensive to prevent needlesticks than treat them. The CDC has recently acknowledged that StatLock is superior to suture in reducing catheter-related blood stream infection, OSHA and the U.S. Congress have recognized StatLock as a needlestick safety device."
Abstract This paper explains that, although the laws regarding who may and may not legally enter the United States are clear, many illegal immigrants not only enter the United States but also find themselves welcome in some industries such as agriculture, construction and the service industries. The paper points out that, although President Bush has proposed giving legal status to illegal immigrants who can find a steady job, many critics feel that this solves no problems because most jobs held by illegal immigrants, such as in agriculture, are not permanent jobs. The paper recommends a policy, based on sound economic and security reasons not emotion, which encourages illegal workers to begin creating a paper trail regarding who they are and where they live; however, whatever policies are set, they should be carefully analyzed to make sure they don't encourage people to avoid compliance and don't create a new black-market industry for yet another set of forged documents.
Table of Contents
Introduction
Scope of the Problem
Current Public Policy
Possible Solutions
Federal
State
Proposed Changes
Homeland Security
What does the Public Want?
What Should be Done?
From the Paper "Another option is the "Real ID Act". This law attempts to maintain the country's willingness to welcome people from other countries while watching out for the nation's security. The law would use driver's licenses, asylum laws, a border fence south of San Diego and increased deportation. This law's supporters believe that the combination of open borders and failure to enforce immigration laws make it far too easy for terrorists to enter the country and then disappear. The law would require substantial evidence of both identity and immigration status before issuing either driver's licenses or state identity cards. The cards themselves would be made harder to forge."
Abstract The increasing trend of outsourcing jobs from the United States in recent years has assumed alarming proportions. Most projections indicate that the present trend is going to accelerate in future. This paper points out that the issue has invited greater attention recently as more and more categories of white collar jobs are now being outsourced by the U.S. companies, while in the past only lower paid industrial jobs were affected. It explains that some economists, including officials of the present U.S. administration, have shrugged off the phenomenon as part of economic globalization and believe that it would prove beneficial for the U.S. economy in the long term. Others are of the view that the negative impact of outsourcing far outweighs its positive effect. In this essay, the writer highlights the negative effects of outsourcing on the U.S. economy, as well as outlining the current and future trends in out-sourcing.
From the Paper "The trend of relocating jobs to other countries is not a new development in the United States as manufacturing jobs have declined ever since American companies started to establish factories abroad to take advantage of lower cost structures and wages. The decline in manufacturing jobs, however, was compensated for by greater job opportunities in the service sector. Since most jobs in the service sector were higher paid 'white-collar' jobs, losing the relatively low-paid manufacturing jobs to overseas competitors was considered a bearable set back. Moreover, the rate of jobs lost due to outsourcing in the manufacturing sector was relatively gradual and the US economy had time to make the necessary adjustments. Also, according to the long-accepted theory of comparative advantage, everyone gains as long as each country specializes in what it does best. The Americans, it seemed for a while, were the best in more skilled jobs. With rapid advances in information and communication technology and the availability of highly skilled and motivated workforce in far-flung countries such as India, who were prepared to work at a fraction of the salaries in the US, things started to change."
Abstract This paper reviews some current trends in emotional intelligence research. The focus is on how emotional intelligence meshes with transformational leadership and the use of emotional intelligence in coping with organizational change.
From the Paper "The goal of this project was to determine if there was significant statistical correlation between emotional intelligence abilities, transformational leadership style, and perceptions of the effectiveness of the project manager by team members (Luban and Zulauf, 2004). The results showed a positive correlation between managers who used transformational leadership styles and team member's perceptions of the leader."
Abstract The EEOC was established by Title VII of the Civil Rights Act of 1964 and enforces federal statutes such as discrimination based on race, color, religion, sex or national origin. The civil litigation process starts at the state level and through a series of appeals, can move all the way to the Supreme Court level. This paper discusses the process and the steps that are followed to pursue a claim.
From the Paper "The EEOC enforces statutes based on Age Discrimination, the Equal Pay Act, Americans with Disabilities Act, and established the Civil Rights Act of 1991; which provides monetary damages in cases of intentional discrimination. Any individual who believes he or she has been discriminated against in employment may file an administrative charge with the EEOC. After investigating the charge, the EEOC determines if there is "reasonable cause" to believe discrimination has occurred. If "reasonable cause" is found, the EEOC attempts to conciliate the charge by reaching a voluntary resolution between the charging party and the respondent. If conciliation is not successful, the Commission may bring suit in federal court. As part of the administrative process, the EEOC may also issue a Right-to-Sue-Notice to the charging party, allowing the charging party to file an individual action in court without the Agency's involvement (EEOC)."
This in-depth paper analyzes the issue of discrimination in the workplace, while supplying a comprehensive evaluation to key issues relevant to this topic.
Abstract The writer of this well-researched paper contends and explains why discrimination in the workforce is a growing problem that has affected thousands of organizations, large and small operating in today's global marketplace. This paper defines discrimination in the workplace as any type of behavior, action, belief, value or attitude that impacts another individual in a negative manner, that is based on one's racial identity, gender, sex, disability status, age or some other personal factor. This paper cites the many laws and acts that have been enacted to protect individuals from various forms discrimination. The most basic law that protects employees from discrimination on the job is Title VII of the Civil Rights Act of 1964, which prohibits job discrimination on the basis of race, skin color, age, gender, religious belief or national origin. The paper also details the impact of affirmative action in the workplace. Depending on the organization, affirmative action is necessary in an environment where one population or subgroup of people has been continually underrepresented or disadvantaged. This paper analyzes the impact these laws have on human resource departments. Human resource departments have an obligation under the law to inform all employees of their legal rights relating to discrimination in the workplace.
Table of Contents:
Introduction
Discrimination
Discrimination Laws
Affirmative Action in the Workplace
Human Resources and Discrimination
Conclusions/Recommendations
References
From the Paper "Affirmative action may be necessary in an employment environment where one population or subgroup of people has been continually underrepresented or disadvantaged. It truly depends on the organization. It can be a means of protecting certain classes or groups of people and ensuring that everyone in the workplace is afforded the same access to employment and the same employment opportunities. It is not designed to be a form of reverse discrimination. There is adequate evidence suggesting that discrimination still exists in the workplace. Until discrimination is completely abolished and is no longer an issue, a need for affirmative action programs and other programs geared toward eliminating inequities continues."
Abstract The writer of this informative paper defines and explains the concerns and goals of the Occupational Safety and Health Act of 1970 (OSHA) which is applicable to all employers and their employees in the U.S. as well as the District of Columbia and Puerto Rico. This paper analyzes the Federal OSHA standards which are categorized into four main groups comprised of general industry, construction, maritime and agriculture. This paper examines those individuals and industries which are exempt from OSHA's requirements and regulations including self-employed individuals and farms which employ only family members of the actual owner. This paper details the various conditions employers must adhere to when complying with OSHA's standards and regulations. The writer contends that the adherence to the standards may incorporate ensuring that employees are supplied with the necessary safeguards and tools to guarantee their personal safety and health. This paper also delves into the legal rights of both the employer and employee in matters pertaining to OSHA.
From the Paper "The Federal OSHA standards are categorized into four major groups such as general industry, construction, maritime and agriculture while some standards are particular to just one category others are applicable across industries. The regulation necessitates the employer to grant the employee access to any medical records the employer maintains with regard to that employee, incorporating any records about the exposure of employees to toxic substances. The standard of personal protective equipment requires the employers to extend the employees with personal equipment devised to safeguard them against some hazards. The equipment can extend from safeguarded helmets to avoid head injuries in construction and cargo transportation work, to protect the eyes, safeguard the hearing capabilities etc. The California Legislature enacted the California Occupational Safety and Health Act of 1973 in order to ensure the workers safe and healthy working environment for all Californian working men and women."
Abstract This paper details the results of an interview between the writer of this paper and Ms. PC. The writer of this paper contends that the main goal of the interview is to give an in-depth look at the healthcare industry as well as the leadership style of Ms. PC. This paper analyzes the interview questions and answers which provide great insight into Ms. PC's understanding of the healthcare profession. This paper delves into the bureaucratic and administrative limitations as well as the many rewards to be found in this particular field of employment. The writer discusses the numerous aspects surrounding Ms. PC's profession including the need for basic morals and ethics, astute business acumen as well as good communication skills, honesty and integrity.
Table of Contents:
Introduction and Background
The Interview
Analysis
Ms. PC's Leadership Style
Some Limitations
Trust and Integrity
Conclusions
Works Cited
From the Paper "To find a mentor, one can have many mentors during their career, as leadership growth comes in stages. The skills and attitudes observed from other leaders allow one to determine if they are developing and growing into true leaders. When looking for footsteps to follow, observe their quality of work as a leader. I believe the most important trait is enthusiasm. Enthusiasm compensates for weak skills or lack of experience and brings positive energy to the team. An enthusiastic attitude is often contagious. And, integrity...that value is at the top of the list in importance, both as a personal value as well as a morale issue."
Abstract The question of an employee's right to privacy in the issue of drug testing presents a dilemma for employers in terms of the correct action to take in this regard. This essay critically examines this question, and argues the thesis that although ethical principles support employer's right to test in numerous cases, legal requirements constrain this right. The paper contends that the result is an ethical, legal and practical minefield for management. In this context, this essay recommends that a utilitarian perspective offers the best single ethical and legal guide to follow in this question.
