Abstract
In this article, the writer discusses the employment prospects of university graduates. Among some of the applicable data addressed are overall employment figures related to unemployment rates, characteristics of the labor force and employment by sector. The conclusion is that while technology is one of the most promising prospects to take university training in, it is also one of the most susceptible to the global employment strategies of offshoring and outsourcing. However, the writer points out that the majority of industries in the Canadian economy rely on sectors that typically require university training or graduation. The writer concludes that while there are certainly other avenues towards developing valuable skills applicable in the marketplace, increasingly, one of the best places to acquire those skills is in the university setting and certainly through graduation from a structured academic program in a given field or industry.

Outline:
Overview
Employment Trends
Prospects by Industry
Employment Outlook
Conclusion

From the Paper
"Recent trends in the Canadian employment sector reveal an active employment market for university graduates who are graduating from certain fields and concentrations. The inverse of these observations is that university graduates who graduate in fields or concentrations that have little relevance to the economic activity driving the overall market, are at a disadvantage and quickly develop a detachment from the workforce as research at the University of Alberta has indicated. However, simply having completed a university program through graduation does seem to imply that the employment prospects for the individual doing so are more promising than those who have not."

Tags:labour, force, training, global, economy

Abstract
In this article, the writer notes that employment opportunities vary from one city to another, one region to another, and even one neighborhood to another. Further, the writer points out that they also vary greatly in terms of different opportunities for different kinds of jobs and different industries. In this paper, the writer discusses the differences in searching for a job in the two different areas of New York and California. The writer also makes personal comments in this regard. The writer concludes that employment statistics are different for the two states, of course, but to the individual, each job sought is unique and carries with it a unique set of issues, requirements, and opportunities.

From the Paper
"The automobile is much less important in New York City and indeed is often a liability in that city. The transit system in the city is well-developed and extensive, enabling the individual to get virtually anywhere in a reasonable amount of time. Interestingly, this has a somewhat different effect on employment than one might think, at last for many people. In Southern California, the automobile takes the individual throughout the city so that he or she might work some distance from home in spite of the problems this creates for people without a vehicle. Those people may not be able to ravel as far for work and are limited in the choices they can make as a result. In New York, while the transit system is extensive and efficient, commuters may come from out of town on trains and then make use of the local transit system. The system in New York is quite different from that in Los Angeles, but the effect on the worker is much the same, allowing him or her to live some distance from where they work."

Tags:applicant, work, job, urban

Abstract
This paper discusses employment equality, which has a topic of debate for generations. Over the course of the last four decades, the civil rights movement, in America, has brought two types of programs into place to help bring about this equality. Affirmative action and equal employment opportunity programs have the same end goal, employment equality, yet use very different means to get there. Following is a discussion regarding both types of programs, their advantages and disadvantages, and their effectiveness and usage.

From the Paper
"Affirmative Action Programs Versus Equal Employment Opportunity Programs Introduction: Origins, General Description, Theories, Concepts, and Practices of Affirmative Action Programs: Affirmative action programs were established to provide positive employment opportunities for people of a minority group, who are traditionally thought of as being discriminated against. In fact, in Great Britain, these types of programs are known as `positive discrimination' noting the favoritism of certain groups who have, in the past, been discriminated against."

Tags:eeo, affirmative, action

Abstract
This paper explains that Frances Henry and Effie Ginzberg's research revealed the apparent bias of the authors as well as their willingness to predicate their research based on their questionable methodology that was only "quasi-experimental" in nature. The author points out his or her critical concern about Henry and Ginzberg's definition of discrimination and whether or not they are being unjustly harsh in their assessment of many common employment practices. The paper relates that, nonetheless, there are strengths in the article such as having black testers and white testers apply for the same position and go to the same place to be interviewed, which makes possible a very good comparative analysis. The authors stresses that these in-person interviews rely upon anecdotal evidence collected at the site by the tester and not upon any independent statistical analysis.

From the Paper
"The problem with having professional actors is that they are obviously not playing themselves; suffice it to say, a case can be made that the in-person testing process was not as authentic as it should have been because thespians were trying to be someone else - as opposed to having ordinary people play themselves in the job interview process without affectation. The biggest problem I see in the decision of Henry and Ginzberg to use professional performers is that professional actors in such a circumstance could "ape" certain mannerisms or employ stereotypical behavior that might in some way distort the outcome of the interview."

Tags:language, comparative, bias, anecdotal, actors

Abstract
This paper examines how America, one of the wealthiest and most powerful countries in the world, has not achieved equal opportunities for certain groups of people and how discrimination still exists at all levels. It focuses on the Equal Opportunity Employment Act (EEO) as it relates to women and people over the age of fifty. It discusses how the EEO act should be applied and enforced by employers and looks at methods in which human resources professionals should structure their EEO Policy in accordance with the law. Proper implementation of EEO regulations will help to ensure a diverse work force, which can lead to increased competitiveness, innovation and a spark in thought leadership which is unarguably a necessity in today's global marketplace.

From the Paper
"Women make roughly seventy-six cents for every dollar a man earns. Relatively women are worse off than men in terms of unemployment, education and occupational distribution despite laws such as the EEO that seek to eradicate such disparities. Research reveals that men represent ninety-five percent of senior level executives among the top one thousand publicly held firms. Yet, women comprise of half the population and more women than men are receiving collegiate degrees. Why are women still unable to break through the glass ceiling? Gender discrimination in the workplace has been attributed to gender-role socialization, personal values and prejudices and differential education and training."

Tags:employers, implementation, regulations, diverse, work, force

Abstract
In this paper, several topics are assessed including the components, tasks, and responsibilities of the position as well as its degree of self-management, intrinsic motivators, goal setting and the reward structure. In almost every facet of the position that is assessed, it is determined that both excellent policies and practices were in place while other crucial factors were not.

From the Paper
"The position examined in this paper is that of An Employment and Placement Specialist. The basic responsibilities entailed in this position involve recruiting and placing workers within the organization. In terms of training and qualifications, the position requires that the applicant be a college graduate with some experience or credentials in human resources personnel administration and/or industrial and labor relations. HR personnel report that there is a preference for those..."

Tags:goal setting, recruitment, workplace, job assessment, self-management

Abstract
The paper relates that in order to understand why women and men are treated differently in the work place, we have to understand history, psychology and the nature of power. The paper discusses the historical view of men being superior to women that affects the perceived value of women in an economic context. The paper then explains the continuation of male domination and how performance expectations of men are higher than women. The paper believes that if we reframe our general expectations of what a "good" worker is, then we can achieve a psychological parity that starts with simply paying women the same wage as men.

From the Paper
"It has never been successfully argued that men and women are on the same playing field when it comes to work. While it is quite true that there is a growing equality of numbers between men and women in middle management positions (Keller), and that more women than men are now earning advanced college degrees, the statistical truth remains that women continue to make less then men, experience greater career limitations, and enjoy waves of backlash against them for aspiring for equality of opportunity. Add to that the crushing weight of history, where women have suffered as non-entities, second-class citizens, and even "property", where opportunity and employment were available only for single women, and it can be no wonder that the feminine psyche is aware of its historical limitations. We all live in the same physical world, but the truth is that physics has little to do with equality; perception, history, gender, tradition, religion, politics, economics, fear, and greed all create the antithesis of equality. When we look at why women and men are "different" in the work place, we have to understand history, psychology, and the nature of power."

Tags:wage, disparities, male, domination, psyche, performance, expectations

Abstract
The paper discusses how the doctrine of employment at will places all the power in the employment relationship in the hands of the employer. The paper explains that the doctrine means that an employee works at the discretion of the employer and that the employee can be fired at any time for any reason.

From the Paper
"The doctrine of employment at will places all the power in the employment relationship in the hands of the employer. The doctrine means that an employee works at the discretion of the employer and that the employee can be fired at any time for any reason, with a few exceptions as stated in the law. For instance, while at one time an employer might have been able to fire any employee for racial reasons, this is no longer the case. In general, though, the employee has limited options for challenging a firing in such a work situation. This type of arrangement places certain ethical principles on the table so that the employer should not act willfully. Employment-at-will is supported by the idea of autonomy for the..."

Tags:organization, design, questions

Abstract
This paper outlines the need of child care centers in American and other countries around the world and supports the thesis through the provision of statistics and case studies.

Abstract
This paper gives a thorough definition of sexual harassment in general and specifically in the workplace. It provides suggestions that companies may undertake in order to prevent the phenomenon - this includes equal work opportunities, awareness workshops and suitable disciplinary action against an employee accused of sexual harassment. The paper describes the difference between physical and non-physical contact.

From the Paper
"There is no universally accepted definition for sexual harassment. But in general, it is defined as any objectionable emphasis on the sex of an individual and is a type of discrimination. In the workplace, the characteristics that define this type of harassment can be found in the British Columbia Human Rights Code. There is however, many ways that sexual harassment can be avoided. If it does happen to occur, there are also different methods of dealing with the problem. Everyone in the workplace should be informed of what constitutes sexual harassment and what steps can be taken to eliminate it. "

Tags:physical, contact, human, rights, employee, awareness, discipline