Abstract
This paper elaborates a model showing that outsourcing can benefit a country through higher productivity growth and increased employment. Part I discusses the problems regarding the precise definition of outsourcing and presents a case for using the definition adopted in this paper. Part II provides an overview of literature presenting both theoretical and empirical data related to the subject. Part III of this paper creates a model of the economy that engages in outsourcing with all theoretical assumptions and conclusions stemming from it. Part IV bases on this theoretical framework to determine which groups are expected to gain, which groups are expected to lose, and what needs to be done to turn losers into gainers. Part V is a case study of outsourcing from the European Union as a test of the paper's theoretical framework. The paper examines whether the implications of the model hold true in the case of the European Union and sees if the model can explain why certain implications do not hold in real life. Finally, in Part VI the paper gives a brief discussion on economic restructuring policies that are to be adopted in the European Union in order for it to maximize its gains from outsourcing.

From the Paper
"Perhaps the main reason for the broadness of the definition of outsourcing is that the concept had changed over time. Up to the early eighties, and dating back to the nineteenth century, outsourcing has been understood as a firm's purchase of intermediate inputs from outside, whether domestically or abroad. Such, the American Heritage Dictionary defines it as "The procuring of services or products ... from an outside supplier ... in order to cut costs." In such a case, a car manufacturing company in the U.S. that purchases car tires from another firm is said to outsource its tire production. However, with the development of foreign trade, economists became to refer more and more often to "an outside supplier" as the one outside the country, speaking of outsourcing as specifically purchasing intermediate inputs from abroad."

Tags:capital, offshoring, ohlin, productivity, protectionism

Abstract
This proposal is the precursor for a ful,l evaluative report on the retail giant, Wal-Mart, as a case study that focuses on the existing Labor Review Board cases, which deal with the retailer's attempts to thwart organizing labor efforts in Canada and associated outcomes of the cases. It explains that the detailed evaluations of existing turbulence within the ranks of Wal-Mart continue to present an excellent opportunity to identify and assess existing Canadian labor statutes and the statutes ability to meet the objectives of organizations such as Wal-Mart.

From the Paper
"In addition, there is a natural migration into the subject and evaluation of blatant shortcomings of certification, unfair labor practices and remedy provisions in Canadian labor legislation. The Wal-Mart situation covers a full spectrum of legal concerns such as the acquisition and termination of collective representation of employees, unfair labor practices and the associated regulations, collective bargaining schemes, the scope of individual's rights for collective bargaining and basic constitutional rights in a labor context. The foundation for this report has it roots in recent efforts of America's largest retailer Wal-Mart being put in a position of fending off multiple attempts to organize their employees by organized labor movements in both the United States and Canada. For example, in June of 2004, a combined effort of multiple organized labor factions planned and implemented a multi-million dollar campaign to organize Wal-Mart's existing and potential employees."

Tags:employees, campaign, labor, case, court

Abstract
This paper describes the relationship between worker motivation, or an individual's degree of willingness to assert and maintain an effort towards organizational goals, and employer-employee relations. It examines the relationship between these relationships within labor unions on group norms, conformity and group motivation, within the aspect of human resource management. In examining this relationship, the review of the literature includes a close analyses of five case studies.

Paper Outline:
Abstract
Executive Summary
Introduction
Background of Labor Unions in the US
The Costs and Benefits Analysis of Unions
Human Resource Management in Organizations
Work Group Management
Performance Related Pay and Organizational Performance
Employee Motivation
Review of the Literature
Five Stage Model of Group Development: Methodology Study
Motivation Theory
Content Theories
Process Theory: Cognitive Theories
Goal-setting Theory
Expectancy Theory
Non-cognitive Theories: Behavior Modification
Broad Application of Theories to Labor Unions
Work Groups
Methodology
Statistical Analysis/Studies
Case Study #1
Case Study #2
Case Study #3
Case Study #4
Case Study #5
Analysis of the Research
Bibliography

From the Paper
"In a United States case study conducted by Sandra Black and Lisa Lynch, the relationship between workplace innovations and establishment productivity and wages was examined. Using both cross-sectional and longitudinal data, the researchers found evidence that high performance workplace practices were associated with both higher productivity and higher wages. The research revealed a positive and significant relationship between the proportion of non-managers using computers and productivity of establishments. The results were indicative that organizations that re-engineer their workplace and incorporate more high performance practices experience higher productivity. Profit sharing associated with increased productivity and employee voice has a large positive effect on productivity when it is done in the context of unionized establishments."

Tags:labor-management, YUMCTU, profit-sharing

Abstract
This paper reviews and summarizes studies that looked at whether unionized companies were less or more profitable than non-union firms and whether there was less new investment in unionized firms as compared to non-unionized ones. After reviewing the literature, the paper concludes that, while unions generally transfer payment from shareholders to employees, there is a downside to unionization; it may inhibit the very investment needed to run the company.

From the Paper
"As long ago as 1994, researchers were interested in ascertaining whether unionized companies were less or more profitable than nonunion firms, and whether there was less new investment in unionized firms as compared to non-unionized ones. Morgan investigated shareholder risk and rates of return in both sorts of companies during the period 1973-1987. Morgan's work cited earlier work of Becker and Olson (1989) in which they provided an analysis of differences in shareholder risk and returns in union and nonunion companies, finding that shareholders in more highly unionized companies realized lower rates of return than did shareholders in the nonunion companies. Becker and Olson had further suggested that lower shareholder returns during the 1970s had led management to attempt to limit the extent of unionization during the 1980s in a move to reverse that trend. (Morgan, 1994, unpaged)"

Tags:rates, of, returns, interests, risk-adjusted, paid, investors, earned, labor-relations

Abstract
This paper discusses labor conflicts, particularly in the form of strikes. It looks at the reasons why workers may decide to strike and the effects of their strike on the company. The paper then presents a hypothetical labor conflict and analyzes the elements of the case in order to show the different angles that can play out in a labor conflict, from the perspective of the worker and the employer.

Table of Contents:
Hypothetical Labor Conflict
Analysis

From the Paper
"Both parties were advancing different interests to protect and secure their future. The workers were trying to fight for increased living standards and a more comfortable way of life. In contrast, the company was trying to secure its future financial standing. It is also every company's purpose to profit from their businesses, and profits are always aimed to go up as this would increase a company's stock price and access to low interest financing. No company would give away its earnings to its workers. Moreover, a company's future viability would also be advantageous to its workers as this would guarantee that the company would not go into bankruptcy thereby guaranteeing that they would enjoy their retirement and pension packages. There are also three other major interests that were at play here, the interest of the riding public, other businesses and the city. The mayor's intervention was in response to the ill effects that the strike caused to the city, public and other businesses. Although the mayor acted rather late, he still managed to influence both sides to compromise in the end."

Tags:strike, union, rights, compensation

Abstract
This paper discusses human resource management (HRM) as an internal tool to help businesses streamline labor issues and increase the flexibility of the labor force of a company. The author also analyzes trade unions and explains how they can have both positive and negative effects on businesses. The paper then compares unions to HRM to study which is better for the employee or employer.

From the Paper
"Though HRM is clearly much more than a greater developed communication standard between management and unions, this aspect of HRM is clearly incompatible with unionization and the traditional standard of advocating for employee concerns against business demands. The unions have been in a position to research, independently, and with the assistance of businesses trade and market issues that helped them develop greater knowledge of the ability of a market to absorb greater pay and or social services for employees, without the intrusion of business on the findings. Now, the persuasive power of business representatives can have a greater influence on the outcomes of union demands and gains."

Tags:labor management, employees communication

Abstract
This paper discusses unfair labor practices and strategies to mitigate these practices. It reviews federal and state labor laws and the various categories of laws that they include. The paper also discussed labor unions and their use in combating unfair labor practices. Finally, the paper presents a case study of The Panera Bread Company and shows how it has embraced the active conformance to federal and state regulation regarding employment law and protection.

Table of Contents:
Overview
Labor Laws
Pay and Schedule
Safety and Health
Workers' Compensation Programs
Unions
Unions and Unionization
Unions and Labor Relations
Employee Relations
Unions as Relevant
Case Study
Conclusion

From the Paper
"The restaurant industry is composed of two major segments: the full-service segment and the fast food segment. However, over the past decade a novel concept has quickly been developing into a new segment of its own: the quick-casual segment. The quick-casual is essentially a combination of the quick order and fast service of the fast-food segment combined with the quality food products found in the traditional full-service segment and the Panera Bread Company operates in this new segment. The quick-casual segment is a segment that produces over $6b a year in revenue and is growing in double digit percentages year on year ("Panera" Annual). As a new, major entrant in the quick-casual segment, the Panera Bread Company has found a niche market product in its "artisan" bread products and has grown its menu to include, in addition to its fresh bread, such items as: salads, soups, gourmet roast coffees, and other specialty type food and drink items ("Panera" SWOT)."

Tags:governmental, violations, unionization, compensation

Abstract
This article studies laws and regulations which have been created over the years regarding labor in the U.S. The first of such laws gave the labor unions the right to organize themselves among workers and stopped court injunctions during labor disputes with management.
The writer looks at the various labor acts and their implications. The author portrays that the concept of labor itself has changed over the years and the article relates to changes in importance of labor and unions.

From the Paper
"All steps taken by employers or employees are for the sole purpose of getting their demand or demands fulfilled. There are many federal government and state government laws in this matter. There are also regulations and previous decisions of the administrative agencies. Thus the relationship of employers and employees are governed by many laws, yet Wagner Act is probably the first act for labor that has given administrative support for the labor, unionization and collective bargaining. The National Labor Relations Board was created through this act. This is a board with five members appointed by the President and the Senate with a term of five years for the board. The offices of the board are spread in thirty regional offices, all of whom have to report to the head office in Washington. (The NLRB: The Wagner Act of 1935) This is certainly a step forward for the labor."

Tags:employer, worker, management, contract, law

Abstract
This paper explains that the Happy Trails nurses believe that they need to join a union to improve their benefits and working conditions and to protect themselves from management shifting from higher paid nurses to lesser paid LPNs. The paper then points out several steps that are recommended for any group forming a union. The paper also makes suggestions to management on how to handle the situation. Lastly, the paper discusses labor practices relating to unionization that must be observed to remain within the law.

Table of Contents:
The Nurses
The Management
Labor Practices

From the Paper
"Employers can defend themselves against unionization to a degree by following rules allowing the employer to impose rules governing the solicitation of employees and the dissemination of information by and to employees. The employer may prohibit all solicitations by employees during working time and not during the employees' nonworking time, and the latter would include time when employees are on breaks. Employers also may put a stop to the distribution of literature by employees both during working time and in working areas, but the employer cannot do so not in nonwork areas, such as where the employees gather during breaks."

Tags:leverage, policies, organizer, firing, retaliation

Abstract
In this article, the writer explores the practices of layoffs of organizations by looking at the structural and procedural practices of organizations and how they are affected by unions. The writer also takes a look at the sociological elements that might influence a layoff by individual determinants that cause or influence the layoff. Also explored is how the role of unions affect this issue. The writer concludes that unionized organizations do affect the methods used in layoff procedures and that recall policies of employees laid off were often bargaining tools used by the unions of an organization.

Table of Contents:
Introduction
The Economic Perspective of Layoff Chances
How the Unions Play A Role in Organizations
The Layoff Procedure In Unionized Organizations
The Study of Layoff Procedures in Emco Corporation
Recall Policy in Unionized Organizations
Works Cited

From the Paper
"Seymour Spilerman investigates the structure of organizations and how they affect the inequality of the workers' income, career, and promotion chances. Spilerman considers the division of labor and unions often restricts the managerial decision making processes. Sometimes, practices of inequality occur when individuals are laid off because employers value certain individual traits in the worker. Layoffs might also fall under the plan of personnel practices, and/or seniority based layoff practices. This essay explores the practices of layoffs of organizations by looking at the structural and procedural practices of organizations and how they are affected by unions. It will also take a look at the sociological elements that might influence a layoff by individual determinants that cause or influence the layoff."

Tags:employers, organizations, terminate, worker