Abstract
This case study examines labour arbitration and collective agreements issues between the United Steel Workers and Port Arthur Shipbuilding Co. in Ontario, Canada.

Abstract
The paper relates that there is no fast and hard rule when it comes to horseplay and flirting on the job. The paper asserts that the rule that we all have though lives within us; if we are uncomfortable then the work atmosphere around us is inappropriate. The paper discusses how there are times when we may witness the sexual harassment of a coworker and the banter may look like both parties are partaking and enjoying what is unfolding, but the truth of the situation is that if you are uncomfortable with the sex talk then you can report your observations and feeling and ask for that kind of behavior to end in your work environment ("Does flirting and bantering between co-workers constitute sexual harassment", 2009).

From the Paper
"What do you think her co-workers should have done? There is no fast and hard rule when it comes to horseplay and flirting on the job. The rule that we all have though lives within us. If we are uncomfortable than the work atmosphere around us is inappropriate. There are times when we may witness the sexual harassment of a coworker and the banter may look like both parties are partaking and enjoying what is unfolding. The truth of the situation is that if you are uncomfortable with the sex talk then you can report your observations and feeling and..."

Tags:regime, theory, harassment

Abstract
This paper discusses the value of diversity in the workplace, specifically with regards to women. It specifically discusses a case study that examines the discrimination that women often face in some South East Asian cultures and how this can affect a working environment when there are offices in multiple countries. The paper also discusses the benefit of equality in the workplace.

Table of Contents:
Introduction
Value of Diversity in IT Projects
Cultural Intelligence and Diversity
Summary

From the Paper
"In conclusion, by taking a process-based approach to the work involved in the website and including the key women leaders of our teams in the discussions, cultural biases were challenged. There continues to be mistrust of women in the role of key creators and writing of their websites and it is anticipated this will take quite a while to overcome. The bottom line is that the lack of tolerance for diversity cost our company precious time that cannot be regained, no matter how fast or how hard we work. We'll have to pay the price for stereotyping on these specific projects and potentially more. Our management, thankfully, refused to just rely on the men in our teams to write the websites and design them; they acknowledge that the lead designer, schooled in Hong Kong, is the best in the company at this task. Through the approach of educating our Asian managers to our processes in the US, it is our intention to also show how Asian women are making major contributions to all aspects of the website development, design and writing efforts of the company."

Tags:equality discrimination culture bias, cultural intellegence

Abstract
The paper reviews an article found online at politics.co.uk that discusses the admonition given to a social care worker in Great Britain who failed to respond properly to an emergency health issue. The paper looks at the ethical and professional issues that social workers must deal with when "on the job" and time is devoted to looking at the stringent professional oversight under which social workers must labor. Finally, the paper concludes by reiterating the importance of social workers and why precisely such tough sanctions must be in place. The paper clearly demonstrates why being a social worker means invariably assuming a huge degree of personal accountability and responsibility.

From the Paper
"It is arguable that few professions are as under-appreciated as social work. While parents and guardians may find them intrusive, while parsimonious policy-makers may grumble that they receive too many resources, and while not everyone who avails him or herself of the services of a social worker is grateful for the efforts undertaken on their behalf, the simple reality is that social workers protect the disadvantaged and vulnerable and turn wayward lives around. With that in mind, the following paper will review an article found online at politics.co.uk that discusses the admonition given to a social care worker..."

Tags:reflection, paper, counselling

Abstract
This is a case study of Levi Strauss & Co. and a decision made in the early 1990s to pay their workers by a team-based approach. The paper examines why this strategy failed and answers that when a team is paid strictly based on their production, the team is constrained by the slowest member of the group.

From the Paper
"In the early ...s, the issue of sweatshops emerged in the United States. The idea that garment workers in the United States worked in so-called sweatshops making minimum wage or less in unsafe working conditions sewing garments was unacceptable to most Americans. The controversy centered on the working conditions in U.S. factories producing apparel, footwear, toys and sporting goods. At the same time, one of the hot topics in business management involved finding ways to improve U.S. manufacturers'..."

Tags:levi's, jean therapy, case study, self managed teams, demoralized workforce

Abstract
Ethical decisions have always been a part of the practice of medicine. By setting itself as a guardian on the line between life and death, medicine necessarily sets itself up as an ethical guardian of what life means, of what life is worth, of when life is preferable (and when it is not) to death. This paper examines a possible ethical choice that is in fact very much a real one often faced by nurses, drawn in large measure from the experiences of the author's nursing acquaintance. After the acquaintance had received her LVN degree and was working to support herself through school, she often worked as a private-duty nurse in the homes of people who had chronically and severely sick children. A number of these children had Spina Bifida, and it is this condition that this paper examines more closely because it provides such difficult ethical issues to resolve. In conclusion, this paper looks at the ethical issues surrounding anencephaly, which - despite the horrific nature of this birth defect --is in fact an easier arena in which to make ethical decisions.

From the Paper
"Of all birth defects, spina bifida is one of the most severe and brings with it a number of complications for the child who has it. The condition is caused by a defective closure of the vertebral column during prenatal development. The severity of this disorder varies from a mild type (spina bifida occulta), where there is almost no sign of abnormality, to extreme cases involving a completely open spine and severe neurological disability. Part of the spinal cord and its membranes may protrude within a fragile sac. Hydrocephalus (excess cerebrospinal fluid in the cranial cavity) is frequently associated with the condition. In the U.S., spina bifida affects about 5 percent of the population. Surgical treatment is required for all but the mildest cases. If not surgically treated, affected infants die of infection or are severely disabled."

Tags:Hydrocephalus, JAMA, euthenasia

Abstract
Gives a description of the concept of Quality of Work Life and TQM. This paper reviews some of the ways Saturn created an ideal work place where employees felt proud of what they were doing. It also looks at why corporations are turning to "greenfield projects" when wanting to implement a change in management styles.

From the Paper
"People want to experience meaningfulness in and from their work. When it occurs employees are more likely to experience increased motivation to work, greater productivity, and job satisfaction. Employers benefit by increased production, less absenteeism and turnover, and higher-quality of work as well as having a more effective organization. (Fenner, Elizabeth 2004) The concept of Quality of Work Life and Total Quality Management is not new; but it is difficult to trace back to when the concept was first developed. The ideal is that individuals are paid and treated according to their individual worth; to develop one-on-one equal relationships between workers and management; (Braun, 1995, p. 18) to treat employees as an asset, not a burden."

Tags:company, greenfield, job, life, projects, quality, satisfaction, saturn, work, worker

Abstract
This paper explains that Tambu, a third generation American of Eastern Indian parentage and who wears a turban to work, is being demeaned by his co-workers' terrorist jokes and references to Middle Eastern customs and traditions even though he is a Hindi and not from this area. Having been referred to his Employee Assistance Program (EAP) for six initial counseling sessions, the author underscores the importance of his therapist becoming well versed in the problems facing people from Tambu's culture in the workplace and in American society. The paper outlines these six sessions with the goal of abating Tambu's thoughts of being violent towards his co-workers because of their demeaning remarks and of harming himself.

Table of Contents:
Initial Client Interview
Counselor Research and Preparation
Tambu's Work Environment
Treatment Plan and Strategy

From the Paper
"These questions will help to integrate Tambu's conscious and subconscious perceptions about his workplace relationships. It will then be possible to utilize the existing research previously cited here in determining egos on individual, social, and career levels. It will help to reveal those areas of both sides of Tambu's cultural heritages that he perceives as being accepted and not accepted, and to explore whether or not Tambu's perceptions of these are rooted in a self-conscious fear that arises out of the lack of integration of his dual cultural heritages.
"From this exercise, this counselor will be able to help Tambu incorporate into his workplace exercises to overcome what he perceives as unaccepted traditional customs through his own behavioral responses and reactions to the individuals who might lack understanding of his unique eastern cultural traditions versus his western traditions.
The third session with Tambu will be an internet one. Tambu will be given the assignment of engaging his coworkers, colleagues, and peers on a social level. John W. Berry (1992) says that communication and training in the area of employee relationships is enhanced by the socialization that takes place in the workplace. Tambu will engage his coworkers on a social level, and he will be required to monitor."

Tags:terrorist hopelessness anger diversity, socialization exercises

Abstract
This paper describes the writer's interview of one his co-workers. The paper relates that the interviewee was of Mexican-American descent and that his family emigrated originally from Mexico to El Paso, Texas back in the early 1900s. The paper then proceeds to describes the co-worker's background and life circumstances as well as how he thought his culture differed from the culture of the writer himself who is African American. The paper explains that the interviewee felt that the challenges of belonging to a minority group are many; however, for the most part people have not been discriminatory toward him.

From the Paper
"Mr. A.C. reported that he has experienced some discrimination based on the simple fact that he is Hispanic and because of his accent. The example he noted, included an incident where because some Mexican food tends to be "hot" and "spicy", that's what is always eaten. He went into the conference room one day for a luncheon, and someone immediately walked up to him and told him where the "hot and spicy" food and mustard was."

Tags:discriminatory, multiple roots. family holidays stereotypes

Abstract
This paper analyzes Scott Westcott's article, "Beyond Flextime: Trashing the Workweek", and describes how it illustrates the benefits of an unparalleled level of autonomy in a work environment, where workers experience virtual freedom as far as scheduling and personal movements are concerned. The paper explains the guiding belief of the article that in an environment where a worker feels freer, he will be motivated to organize his time with his co-workers and thus achieve better results in a more efficient manner. The writer reflects on his work experience and how if the workers would have been entrusted with autonomy and flexibility, they would have been empowered and more productive.

From the Paper
"This article is ultimately about creating high performance work teams. Employees become more dynamic members of the organization, more effectively suited to successful work teams, and more efficient at forming able work teams to achieve the goals they are assigned to achieve. The article is about moving away from structure and dictation in the work week, and replacing it with an unparalleled level of autonomy injected into the work environment whereby the workers experience virtual total freedom as far as scheduling and personal movements are concerned. Further, they are not answerable to anyone regarding their movements, and the highest level of accountability that they possess is to themselves, in terms of creating their own productive work schedule, which also requires and develops effectively communication and organization with co-workers that tasks get done while each individual moves about on their own schedule and according to their own whimsy almost."

Tags:autonomy, flexibility, empowerment, performance