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Minimum Wage Debate, 2006.
A discussion regarding the minimum wage issue in the USA.
1,112 words (approx. 4.4 pages), 3 sources, MLA, $ 38.95
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Abstract
This paper discusses the issues pertaining to the minimum wage debate. The paper reports that the minimum wage is set by Congress and therefore minimum wage is codified in federal law. Moreover, minimum wage was established as law in 1938 under the Fair Labor Standards Act (FLSA). The FLSA is presided over by the United States Department of Labor and minimum wage can only be changed by Congressional vote.
From the Paper
"Many states have opted for the establishment of what are sometimes called "living wages." The living wage is generally higher than the nationally established minimum wage and more accurately reflects the cost of living within the state. State minimum wages are occasionally linked to economic indicators; for example, Florida, Oregon, and Washington State each regulate minimum wage according to inflation rates (Economic Policy Institute). The method of changing a state's minimum wage differs depending on the lawmaking procedure in place in that state. State minimum wage policies may reflect the needs of specific industries within that state. For example, a state with an agriculture-based economy might present different wage policies for farm workers. Specific professions, including tip-earning professions, may also be exempt from minimum wage standards."
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Labor Unions, 2007.
A look at how unions affect society by using two major companies, Ford and United Airlines, as examples.
1,573 words (approx. 6.3 pages), 10 sources, MLA, $ 51.95
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Abstract
This paper examines how unions have become commonplace in the labor arena. The paper explains that unions provide employees with a valuable tool, which allows them to stand together against their employer to make sure that their rights are upheld in the workplace. It focuses on labor unions with regards to how they work in two very different companies, Ford Motor Company and United Airlines. It also looks at the legislation regarding unions.
Outline
Collective Bargaining by Unions
Comparing and Contrasting Ford and United Airlines
Labor Unions and Training
From the Paper
"The bargaining unit is a group of employees recognized by the employer or group of employers, or designated by an authorized agency (Public Employee Relations Board) as appropriate for representation by an organization (SEA) for the purposes of collective negotiations. The bargaining unit participates in the talks with the management on behalf of the union. Together, they participate in the collective bargaining negotiations. For both United and for Ford, as well as many other companies, this is a very important step. This is the part where new contracts are negotiated. This is where, if it succeeds, business as usual goes on, if it does not succeed, a strike could take place. "
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Labor Unions, 2007.
An overview of labor unions with a focus on the Association of Flight Attendants.
1,354 words (approx. 5.4 pages), 3 sources, MLA, $ 45.95
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Abstract
This paper provides a brief overview of the history and purpose of labor unions in America. In particular, it looks at the Association of Flight Attendants AFL-CIO which is a sector of the Communications Workers of America CWA. It looks at how ,over the course of the last few years, the union has gone through some major changes in strategy and structure as a result of the events of September 11, 2001 and then discusses these changes.
Outline:
Craft Division
Pairing the Crews
From the Paper
"Some participants in and observers of the U.S. labor movement have viewed unions as institutions with the potential to establish industrial democracy and socialism. Others have viewed unions as highly conservative institutions returning to workers the status lost in the transition from village societies to urban anonymity. In reality, their role has been more modest. In the early 1980's they enrolled in their ranks only one of five members of the labor force, down from one of four in the 1950's and 1960's. These workers had a somewhat greater say in their work lives and in the halls of Congress and state legislatures. They received somewhat greater pay and were more productive. They sometimes followed the political calls of their leaders and sometimes did not."
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Collective Bargaining and Labor Relations, 2007.
This paper explores labor relations and collective bargaining agreements in major league sports.
3,568 words (approx. 14.3 pages), 8 sources, MLA, $ 99.95
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Abstract
The paper discusses labor relations and the relative merits or weaknesses of certain collective bargaining agreements. The paper explains that when an employer and a union representative engage in a bilateral decision making process, it is termed labor contract negotiations, or more recently a collective bargaining situation. The paper relates that the effect of the collective bargaining agreements on major league sports in the United States has been very significant to all labor relations. The paper offers a recent example of the uses of collective bargaining as was seen in the application of a contract for the players of the National Football League. The paper concludes that ultimately, the advent of the collective bargaining agreement within sports has been beneficial since it decreases the number of strikes and lockouts and keeps the players, owners and fans happy.
From the Paper
"For many years, players of team sports were not considered to be workers who labored in a way that would be covered by the National Labor Relations Act (NLRA). In fact, in 1922, the Supreme Court stated that baseball clubs were accepted from anti-trust regulations and this effectively thwarted any attempts by baseball players to unionize for even the most basic protections. What one must remember is that these sports teams, while generally only focusing on the players, have other employees and so sport protection came with the allowance of the baseball players to engage in collective bargaining in 1969."
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Corporate Training Effects, 2007.
This paper discusses corporate training effects related to the Servicemen's Readjustment Act of 1944.
855 words (approx. 3.4 pages), 14 sources, MLA, $ 30.95
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Abstract
In this article, the writer examines aspects of the Servicemen's Readjustment Act of 1944, in particular as it relates to corporate training. The writer discusses training aspects within an organization as they relate to corporate challenges. Further, the writer discusses the mutually beneficial aspects of corporate training for the employee and employer. The writer concludes that better training contributes to creating employees who become better in performing their work duties, which in turn contributes to more profitable corporations. This paper includes five pages of additional information and sources.
Table of Contents:
Introduction
Overcoming Obstacles
Corporate Challenges
Meeting Mutual Goals
Better Ingredients' Philosophy
Conclusion
Bibliography
From the Paper
"An employee benefit through training aka education, as this allows him/her to pursue personal goals. A major, mutual benefit for employer and employee, results from cooperate training as employees obtain college degrees, M.A.s, and Ph.D.s. Individuals benefit as they qualify for higher paying positions. As the number of employees completing training and obtaining decrees increases, companies also benefit as more qualified workers constitutes improved company performance / production. Performance of employees who also qualify for and receive training, other than or in addition to that provided by their corporation, may also ultimately affect a corporation's future. Iif the employee chooses to continue working for corporation, the company gains a more qualified employee. On the negative side of effects, however, if the employee decides to leave his current employee after completing his/her training, the employer experiences loss, particularly if the corporation financed the training prior the employee beginning to utilize what he/she learned."
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Affirmative Action, 2006.
A discussion regarding the history, social impact and efficacy of affirmative action policies.
1,045 words (approx. 4.2 pages), 6 sources, MLA, $ 36.95
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Abstract
This paper reviews and discusses the history of affirmative action and how it has evolved over the years. The paper looks at the impact that affirmative action has on society and the actual success or failure of such a policy.
From the Paper
"In terms of how federal Affirmative Action policies and guidelines are supposed to accomplish these goals, the process was/is intended to be slow but steady. Affirmative Action policies and guidelines would facilitate opportunities for equal entry, for blacks, other minorities, and other protected groups, into housing, jobs and higher education institutions until, little by little, America's keen consciousness of racial differences (the basis of discrimination) would lessen and eventually disappear: in neighborhoods; in colleges; universities; graduate and professional schools; and workplaces (Dworkin; Harris & Narayan; Sabbagh). In this respect, up to now, Affirmative Action has been partly successful, although not entirely successful. Still, some genuine gains have been made (Marable). As Marable also reminds us, however "These impressive gains were not a result of voluntary actions" (p. 36), and likely never would have been made at all, except for Affirmative Action policies and guidelines."
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Workplace Drug Testing, 2006.
A discussion regarding the legal and ethical issues surrounding workplace drug testing.
1,606 words (approx. 6.4 pages), 7 sources, MLA, $ 52.95
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Abstract
This paper discusses the legal and ethical issues pertaining to drug testing within the workplace. According to the paper, the effects of alcohol and drug abuse in the workplace places a heavy burden on the business. The paper lists some of the affected areas as tardiness, absenteeism, turnover, attitude problems, employee theft, accidents, product defects, decreased productivity, crime and violence.
From the Paper
"It is difficult to ascertain whether drug testing can be mandatory or voluntary since the end state - and because it is backed by local, state and federal legislations - all drug testing can be considered mandatory! This is a valid premise because if an employee refuses, certain sanctions can be handed down by management. But the foremost consideration for drug testing in the work environment is that written policies should be in place. These policies should and must be cascaded to all employees and employees must sign documents attesting to understanding the contents of the policies. The policies of the company must have undergone review and validation by the medical, human resources and legal departments to give weight and credence to it. The U.S. Drug Enforcement Administration (2003) states that, "Most employers test applicants and employees in one or more of the following situations: during an annual physical; before promotions or transfers; before being placed in - or routinely while in - positions involving money, security, or safety; after accidents; for past users; following treatment; when referred by management through just cause or reasonable suspicion; and on a random basis."
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Career Planning for Women, 2007.
This paper discusses women's career planning and career path management.
1,974 words (approx. 7.9 pages), 9 sources, APA, $ 62.95
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Abstract
In this article, the writer discusses that for the woman who chooses to pursue a career, managing that career means making choices not only about which path to follow at work, but also how to structure one's life and relate to one's goals of family, children, marriage and home. The writer points out that highly talented, ambitious women face enormous hurdles when attempting to achieve success in a traditionally male field of employment. The writer further notes that work as career, and achievement defined as climbing to the top of the corporate pyramid are viewed as attributes of a quintessentially male world. The writer concludes that career development for a woman presents issues that are absent from the same kinds of career choices made by most men. Further, the writer notes that a woman's choices are often determined by powerful social and cultural forces that shape her decisions.
From the Paper
"Yet it is not only the women at the top end of the career spectrum who are faced with these pressures to conform to traditional stereotypes. Those pursuing career paths that require less education and training are just as much the victims of societal attitudes that may cause them to accept less-than-fulfilling positions, at lesser rates of pay, and with fewer chances for advancement. Married women, or women with living with men, regularly find their own career choices limited by those of the men with whom they live. These limitations are not directly the result of any discriminatory practices, or indicative of a pattern of giving preferential treatment to the husband, rather they are the result of the fact that the man still tends to be the higher earner in the household. It is for this reason that a couple, or a couple with children, will more easily decide to relocate for the sake of the man's career, rather than for the sake of the woman's."
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Drug Testing, 2007.
This paper examines the issue of drug testing and looks at this subject, in particular, in the workplace.
1,331 words (approx. 5.3 pages), 6 sources, MLA, $ 44.95
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Abstract
In this article, the writer introduces, discusses and analyzes the topic of drug testing. Specifically, it discusses drug testing in the workplace, including the origins of such testing. The writer looks at reasons why this testing is used, where it is applicable, and also discusses the different types of drug testing. The writer notes that drug testing is a fairly recent workplace innovation, and as such it has faced opposition, legal challenges, and criticism from a variety of groups who cite evidence testing is counter productive and does not aid in decreasing drug use or employee effectiveness. The writer concludes that this issue continues to be contentious and deliberated in courtrooms and boardrooms across the nation.
From the Paper
"Workplace drug testing owes its roots to the U.S. military. Initially, drug testing procedures were tested and developed by the military to test American service men and women returning to the States from Vietnam in the late 1960s. Drug usage was high among military personnel during the Vietnam War, and the military devised their tests because of this. Their official reason was worry over operational readiness and safety issues if military personnel drug use became too widespread. Testing also was used to test Olympic athletes and in drug rehabilitation clinics, such as methadone facilities, along with prisoners in many of America's penitentiaries. During the 1980s, President Ronald Reagan approved the use of drug testing for federal employees, and the practice mushroomed after that, becoming commonplace in the workplace up to the present. One of the reasons drug testing has become so prevalent is because of new testing technologies developed in the late 1970s that allowed for testing vast numbers of specimens with reliable and quick results."
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Human Trafficking, 2006.
This paper discusses the problem of human trafficking, a new era of slavery.
3,965 words (approx. 15.9 pages), 11 sources, APA, $ 107.95
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Abstract
This paper explains that the three basic human trafficking markets, both legal and illegal, are (1) the legitimate or conventional market economies such as restaurants, factories and farms, (2) legitimate domestic service economy such as households maids and (3) the criminal economies of the forced sex industry, mostly prostitution. The author points out that, through deception and empty promises, people and even children are shuttled in secret, often illegally and in frightening conditions, to do work, which no one else will do, to places where they often cannot communicate and are forced to work through threats of violence. The paper relates that there are few resources to help these victims and very limited legal protection in the United States and elsewhere. The paper has many long quotations.
Table of Contents
Introduction
The Face of Human Trafficking
The Economic Side of Trafficking
Legal Issues of Human Trafficking
Conclusion
From the Paper
"Here are just a few statements from women who have been victims of human trafficking and forced prostitution. There are more stories than there are people to write them and more dehumanizing occurrences than most people would even believe. Yet, for the most part the public is not even aware of the situation; even historically, as few people know of the forced prostitution rings that sprang up in the Western United States during the gold rush and even fewer are aware that it happens today, here and all over the world."
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Career Development and Minority Women, 2007.
A look at the problem of career development among African-American women.
2,070 words (approx. 8.3 pages), 8 sources, APA, $ 65.95
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Abstract
This paper examines how African-American women often face special problems when it comes to finding jobs that offer decent salaries, benefits and opportunities for growth and advancement. It looks at how traditional prejudices against women in the workforce combine with prejudice against African-Americans and minorities, in general. It also discusses how many of these women are less educated and less well-trained than White American women and how cultural factors, too, may enter into the equation, adding up to misunderstandings between employers and their female African-American employees.
From the Paper
"The recognition that Black Women are living and working in two different cultures is of great significance both to their own efforts at success, and also to the attitudes of the majority White society toward them and their careers. White managers and employees must not treat cultural differences as disabilities, or even worse, as abhorrent factors that render success and advancement impossible for African-American women. For instance, a willingness to work very hard must not be taken as some sort of confirmation of the idea the idea that Black Women are "born" to do all of the hard work; that they are not "cut out" for the more refined intellectual and managerial responsibilities. "
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Pro Labor Union, 2007.
This paper discusses the union movement and looks at the labor organization both in the past and present.
1,453 words (approx. 5.8 pages), 5 sources, MLA, $ 48.95
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Abstract
In this article, the writer first looks at the history of the union movement. The writer then examines the effect of the unions. The writer points out that the union movement today faces difficult challenges due to automation, restructuring, outsourcing, and off-shoring, all of which have decimated the traditional base of unions in North America, leaving only one in eight U.S. workers represented by a union, and less than one in ten in the private sector. The writer concludes that historically, unions have recognized the risks long before management, and many risks first identified by unions had often been ignored by management, or in some cases, management hid early warnings.
From the Paper
"Unions have a long history in the United States, in fact, even before the Declaration of Independence, skilled artisans in handicraft and domestic industry joined together in benevolent societies, primarily to provide members and their families with financial assistance in the event of serious illness, debt, or death of a wage earner. Although these early associations had few of the characteristics of present-day labor unions, they did bring workers together to consider problems of mutual concern and to devise ways and means for their solution. Many characteristic union techniques were first developed during the late 1700's when crafts such as carpenters, shoemakers, and printers formed separate organizations in Philadelphia, New York, and Boston, seeking higher wages, minimum rates, shorter hours, and enforcement of apprenticeship regulations. The first authenticated labor strike was called in 1768 by the New York tailors to protest a reduction in wages, and in 1805, the shoemakers of New York created a permanent strike benefit fund."
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Job Redesign and Workplace Rewards, 2006.
A discussion regarding the team leader assembler, focusing on remuneration and incentive rewards.
1,940 words (approx. 7.8 pages), 7 sources, MLA, $ 61.95
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Abstract
This paper focuses on the job of team leader assembler for a can manufacturing firm. The paper discusses the major components, tasks and responsibilities required for this position. The paper further discusses how the team leader of the assembly unit is also responsible for coordinating communication and working relations with all team members, as well as the safety of his or her team. The paper then reviews various remuneration and motivation incentive rewards available to the team leader assembler.
Outline:
Selected Job - Team Leader Assembly Department
Part 1 - Major Job Responsibilities
Goals Within The Company
Part 2 - Job Redesign
Job Redesign Recommendations
From the Paper
"First, it is vital in a team-oriented situation that the performance review process reflects not only the achievements and accomplishments of the person assessed, but also the rest of the team. This will encourage the team leader to actively engage team members and participate more fully in communication efforts, knowledge sharing and strategic planning at the team level. It also encourages the team leader to be more accountable for the actions of the team as a whole. If the team for example, performs poorly during the year despite good attendance and performance on the team leaders part, it is still important that the team's performance is reflected in the performance appraisal process so recommendations for improvement may be made.
Second, team leaders should be provided the opportunity to learn more about the inner operations and workings of the company as a whole. The best way to facilitate this process is through cross training, allowing the team leader a birds eye view of what other supervisors and front line employees do in the organization, how their work affects the assembly line, and remind the team leader of the importance of interpersonal communication and knowledge sharing among all levels of the organization."
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Enhancing Employee Motivation Through Incentive Programs, 2006.
An analysis of how to increase employee motivation by means of incentive programs.
795 words (approx. 3.2 pages), 2 sources, MLA, $ 28.95
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Abstract
This paper recommends a change to an employee incentive system in order to inspire greater motivation among employees. According to the paper, the current incentive system includes use of an annual performance appraisal to reward employees financially for performing above expected levels of performance. The change this paper suggests, is the implementation of an employee suggestion system.
Contents:
Purpose
Background
Analysis of Current System
Alternatives To Current System
Recommendations
From the Paper
"Drillings & O'Neil (1994) confirm that many motivational variables including "effort, anxiety and curiosity" contribute to performance at all levels within the organization. These variables can influence the "rate and ease with which individuals acquire new competencies" and can also discern the likelihood that effective learning will occur within the organization (Drillings & O'Neil, 2). Most individuals working within the organizational context have a predisposition toward different motivational cues. Thus not everyone will respond the same to a compensatory rewards program vs. a rewards program whose intent is to create more intrinsic motivation. "
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Genetic Testing of Workers, 2006.
A review of an article and a discussion regarding the issue of genetic testing of employees.
1,370 words (approx. 5.5 pages), 4 sources, MLA, $ 45.95
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Abstract
This paper discusses the ethical issue of the genetic testing of employees who had filed carpal tunnel syndrome claims and reviews an article that discusses a specific legal case. This paper examines both sides of the settlement, using utilitarian and deontological considerations of ethics, and shows that despite the costs to the industry and the limitations for the future, this settlement was a fair compromise in the issue of genetic testing.
From the Paper
"Examined using utilitarian ethics, this portion of the settlement would not be supported. Utilitarianism ethics stress that an action should only be undertaken if the cost of the action is less than any benefits that may be received by the majority of those involved (Scarre, 1996). In this case, since the potential lawsuits related to work-related carpal tunnel injuries would be difficult for the company to combat, and since the workers filing such claims are the minority, the payment for those lawsuits would almost certainly be higher than the benefits. The result, under utilitarianism, would be that the discontinuation of genetic testing would almost certainly create an end result of more payouts for work-related carpal tunnel claims, and since those claims are from a minority of individuals within the company, the payouts would not benefit the majority, and thus, the genetic testing should be continued."
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