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Employee Motivation, 2007.
This paper provides a research proposal for the motivation of employees.
1,688 words (approx. 6.8 pages), 3 sources, MLA, $ 54.95
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Abstract
In this article, the writer studies ways of motivating Circuit City sales employees. The goal of the proposed study is to attempt to motivate employees to increase sales in each of the city's five Circuit City stores through offering sales personnel in each of those stores, gift card incentives for reaching certain sales goals. The writer notes that the hypothesis for the study is that, during the month that the gift card bonus incentive program is in place, within the five target Circuit City stores city-wide, sales per employee, and overall sales per store, will increase as a result of these incentives.
Outline:
Introduction
Background of the Problem
Study Subjects
Independent Variables
Dependent Variables
Research Methods
References
From the Paper
"No magic formula exists, anywhere, for motivating employees, but when employees feel unmotivated, not only morale, but business itself suffers. Industrial psychologists might argue that secret(s) to motivating employees lie, in knowing and understanding what makes individual employees tick: what their interests, values, hobbies, and goals are; what they like to do outside work, what they enjoy most (or least) about their jobs, etc., as well as how employees work well together."
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Unions, 2006.
A discussion of the history and value of the unions.
2,115 words (approx. 8.5 pages), 17 sources, MLA, $ 66.95
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Abstract
This paper discusses the history of unions and how they function in today's society. It describes the unions starting due to the status of the employees of the railway system becoming vital to their continued operation. It goes on to describe the laws surrounding unions as having their ultimate goal as the protection of rights for individual workers while also protecting the right of employers and consumers to the continued flow of commerce.
Table of Contents:
History
Constitutionality
Structure of Advisory Boards
"Cooling off" Periods and Strikes
Conclusions
From the Paper
"The National Labor Relations Act, 8(d) establishes the waiting periods for organizations under the jurisdiction of the NLRB; it requires a thirty day written notice by the party which intends to re-negotiate a collective bargaining agreement before the expiration of the contract (NLRA 8(a)(5) or 8(b)(3)). Subsequently, within thirty days of this notification, the party must also notify the Federal Mediation and Conciliation Service of their intent not to renew the CBA. Finally, a waiting period of sixty days after this second notice is served is required before any lockout or strike actions are taken by either party involved in the dispute (ibid.)."
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Poverty among Immigrants, 2006.
This paper examines the reasons for the gap between U.S. born Americans, who appear to enjoy a higher standard of living, and non-U.S. born citizens, who appear to have a lower standard of living.
2,895 words (approx. 11.6 pages), 13 sources, MLA, $ 85.95
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Abstract
This paper explains that some of the reasons for the differences in earning power of immigrant population are directly related to their academic level and language skills; as these immigrants gain new qualifications and their language skills, their statuses improve and they come out of the poverty trap. The author points out that immigrants also send some of their earnings to their home country to support their extended families thus reducing their own standards of living in United States. The paper concludes that immigrant poverty is unusually limited to the first generation immigrants because, within 20 years of immigration, the differences between non-U.S. born and U.S. born Americans disappear and these immigrants become a part of the U.S. society with fewer links abroad. The paper excludes illegal aliens from the analysis.
Table of Contents
Reason for Poverty among Immigrants
Language Difficulties
Remittances to Home Countries
Drugs Abuse by Immigrants
Unemployment among Immigrants
Discrimination against Immigrants
Education Level of Immigrants
Conclusions
From the Paper
"The Office of Scientific and Engineering Professionals (OSEP) report stated that [OSEP. 1988] proportion of foreign assistant professors of engineering younger than age 35 has increased from 10 percent in 1972 to over 50 percent during the period 1983-1985. About two-thirds of the postdoctoral university appointees are not U.S. citizens, and about 60 percent of foreign students obtaining Ph.D. degrees in the United States remain here. The OSEP however complains that large number of these engineers come from countries where the language and cultural backgrounds are likely to be significantly different from those of most native-born Americans."
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Managing Employee Benefits, 2006.
A review of employee benefits offered to people working in the U.S. and the advantages of offering them to employees.
5,248 words (approx. 21.0 pages), 7 sources, MLA, $ 130.95
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Abstract
The paper reviews the various types of benefits available to people working in United States. The paper reviews the mandatory and voluntary benefits, pension plans, contributions payable and benefits available to employees. It also discusses the advantage of offering an attractive employee benefit package and its role in employee satisfaction and job retention.
Table of Contents:
Abstract
Summary
Introduction
Mandatory Benefits
Voluntary Benefits
Health Care Plans
Other Benefits
Benefit Management Software
Conclusions
From the Paper
"The mandatory benefit contributions are unavoidable for both employers and employees. The social security, unemployment insurance and worker compensations have helped the nation provide a basic social security umbrella for its citizens. Even now the unemployed and others who do not have a minimum health and social security cover are estimated to be as many as 40 millions."
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Employment for the Handicapped, 2005.
This paper discusses issues of employment for the psychologically handicapped.
2,540 words (approx. 10.2 pages), 13 sources, APA, $ 76.95
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Abstract
This paper explains that employment, to a very large degree, determines how well any individual will maintain independence in society, which is an important goal for the emotional disabled and is a factor in the determination of the degree of recovery from severe symptomology. The author points out that there had been a trend in favor of full disclosure of a person's psychological history, but this is clearly no longer the case as new legal rulings are changing the manner in which the Americans with Disabilities Act is used to determine disabilities. The paper relates that the rehabilitation counselor can advise his or her client based on the degree to which the impairment is controlled and the potential degree to which the impairment could interfere with the individual's ability to perform his or her duties
Table of Contents:
Introduction
Body
Conclusion
From the Paper
"The Americans with Disabilities Act has recently gone through some fundamental changes, which shift the burden of proof onto the impaired person and seriously change the way in which mental illness is regarded in the work place. "Since the ADA became effective in 1992, the U.S. Supreme Court generally has been supportive of individuals pursuing ADA claims..." Yet, three court ruling have changed the climate of claiming disability discrimination under ADA, as they have stated that the disability must be proven in a corrected state, meaning if some reasonable accommodation or medical treatment, such as medication can allow a person to perform job tasks effectively then they cannot be considered disabled."
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Statutory Minimum Wage, 2006.
The paper examines the main determinants of the effects of a statutory minimum wage in the U.K.
2,210 words (approx. 8.8 pages), 20 sources, APA, $ 68.95
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Abstract
This paper explains that an increase in the statutory minimum wage in the U.K. will not affect significantly the rate of employment or inflation but rather might help reduce the extent of low rates of pay; however, a raise would do little to provide living wages for U.K. workers. The author points out that the factors which will determine the effects of an increase in statutory pay on the economy are (1) the number of people or workers entitled to a pay increase, (2) the types of pay that might be included in the statutory regulations, (3) the hours of work the national minimum wage will assess, (4) the record requirements employers need to keep and (5) the extent to which the statutory minimum wage is enforced. The paper states that the theory that a statutory minimum wage would increase unemployment has not been grounded in much empirical evidence.
Table of Contents:
Introduction
Expected Effects and Theory
Conclusions
From the Paper
"Other theories including those of social economists suggest that wage setting should be based on "workers needs or socially defined levels of subsistence" (Figart, 2004, p. 3). This suggests that wage levels should be set at a point that allows consumers and employees access to the services and supplies they need to support their families and themselves. Along this line of thinking, the national statutory minimum wage should impose a positive effect, provided it climbs to the point where workers are receiving a sustainable living wage."
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Unemployment, 2006.
This paper discusses the effects of unemployment on the individual and society.
1,250 words (approx. 5.0 pages), 6 sources, APA, $ 42.95
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Abstract
This paper discusses unemployment and demonstrates the negative impact it has on American society. The paper explains that high unemployment rates frequently result in increased crime, poverty, poor health standards, substance abuse and a lesser quality of life. The paper also relates that there is a proven negative impact of unemployment on an individual's self-esteem and on family and social relationships. The paper stresses that while the U.S. unemployment rate is significantly lower than it has been in previous years, unemployment is still a major social issue and it is for this reason that unemployment is a central issue in economics.
From the Paper
"Unemployment is a major social risk all over the globe: losing a job or not being able to find a job is a frightening and threatening situation and the damage goes far beyond the loss of income (Mather, 1998). Unemployment has a proven negative impact on self-esteem and often negatively impacts family and social relationships. In general, being unemployed reduces a person's standard of living both directly and indirectly. Loss of income reduces ones earnings and impairs his or her ability to fully enjoy life and a sense of well-being. Therefore, even with unemployment assistance, individuals and families suffer from unemployment in many ways."
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"Don't Fire Them, Fire Them Up", 2006.
This paper introduces, discusses and analyzes the book "Don't Fire Them, Fire Them Up" by Frank Pacetta.
1,019 words (approx. 4.1 pages), 1 source, MLA, $ 36.95
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Abstract
In this article, the writer identifies leadership principles and describes their applicability in either a military and non-military situation. The writer compares the principles of management and leadership exhibited by Mr. Pacetta with those principles of leadership found in or demonstrated in their work environment. The writer claims that Pacetta's book is a glimpse into the successful turnaround of a struggling Xerox sales office in Cleveland Ohio in the 1990s. Further, the writer discusses how the author uses several basic principles of management and leadership along with his own unique additions to "fire up" his employees and create a successful organization.
From the Paper
"Leadership is about winning, but it is also about using common sense to win, and Pacetta offers many bulleted checklists and questions that give managers quick, timely advice. He even offers a concise explanation of every chapter, complete with bullets, at the back of the book for someone who needs quick advice and does not have time to sit down the entire book at once. As the reader moves through the book, they begin to have a greater understanding of Pacetta's methods, why they worked, and how to apply them to their own business (or even personal) situations. The book reads somewhat like a sports team's "rah-rah" message before they head out to the playing field, and partly like a military manual. Pacetta uses this voice effectively to appeal to a wide audience of managers who tend to be male and tend to relate to these types of messages because they are familiar with them at home and in the workplace."
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Collective Bargaining, 2006.
The paper examines the history of labor relations in America.
2,547 words (approx. 10.2 pages), 6 sources, MLA, $ 77.95
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Abstract
The paper looks at labor relations in America. These have undergone many changes, with the development of unions giving the workers a voice and a degree of power, so as to use their solidarity as a bargaining tool. The paper also examines how the union movement evolved and the history behind it, including the various acts that have been passed by the legislators, with emphasis on the Railway Labor Act. The paper concludes that numerous changes have been made in the collective bargaining laws and in various agreements between labor and management, though the basic idea of collective bargaining and of protecting the process has remained strong.
From the Paper
"In the nineteenth century, there was a kindred spirit between artisans and all types of skilled, semiskilled, and unskilled labor, which developed into a bond of common interest that would in time lead to the development of the American labor movement and to massive changes on the American labor scene. The stabilization of labor unions would also result in the expansion of collective bargaining and wage and salary demands. Labor organizations in the United States were founded long before factories were developed. Between 1790 and 1799, shoemakers, printers, carpenters, and other craftsmen organized "societies" in eastern cities, and as needed they conducted strikes for higher wages and closed shops. The earliest authenticated strike in the U.S. was in Philadelphia in 1786 when the printers union gained a minimum wage of $6 a week. The labor philosophies of these organizations were highly influential in the development of subsequent groups, notably the Mechanics' Union of Trade Associations in 1827. As industry expanded at a time of soaring prices following the discovery of gold in California in the 1850s, trade unionism was revived. Officers from 25 unions gathered in Columbus, Ohio in 1886 to organize all trades and to form the American Federation of Labor (AFL). The organization adopted the policy of collective bargaining to deal with employers on wage matters. By the turn of the century, though, there was a greater need for union organization. Hundreds of items were then manufactured under strenuous circumstances in homes and shops nicknamed "sweatshops," which were overcrowded, inadequately lighted, unventilated, and lacking in proper sanitary facilities. Men, women, and children worked under these conditions for low wages. The AFL worked incessantly for legislative relief to eliminate these working conditions, to abolish child labor, and to introduce workmen's compensation and the Fair Labor Standards Act. Massachusetts passed the first minimum wage law in 1912, followed by eight other states in 1913 (Zollitsch and Langsner 30-32)."
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Pharmaceutical Industry, 2006.
This paper discusses how the pharmaceutical industry affects the U.S. economy.
1,140 words (approx. 4.6 pages), 8 sources, MLA, $ 39.95
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Abstract
In this article, the writer looks at the global growth of the pharmaceutical industry and at the important part it plays in the U.S. economy. The writer notes that the United States accounts for 46 percent of the world's pharmaceutical market. The writer discusses the volume and cost of prescriptions dispensed in the United States.
The fact that the pharmaceutical industry is one of the most dynamic and largest sectors in the U.S. economy is examined in this paper. Further, the writer looks at the biotechnology and research fields in this regard. The writer concludes by looking at the growth in employment within the pharmaceutical industry.
From the Paper
"In 1995, the total retail cost of the prescriptions dispensed in the United States advanced 13.9 percent to $64.6 billion, and in terms of prescription volume, the retail market grew 8.3 percent with 1,235,708,000 and 912,565,000 new and refill prescriptions, respectively, dispensed. The pharmaceutical industry continues to look for innovative ways to reach new customers, for according to the Task Force for Compliance of the National Pharmaceutical Council, "noncompliant patients cost the U.S. economy an estimated $100 billion yearly in lost productivity and extra medical costs, not to mention lost product sales." To target the problem of under use, the industry implements disease management programs, as well as patient-focused education and promotional programs."
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From CFO to CEO, 2006.
A review of the transition from CFO to CEO within the same company.
1,480 words (approx. 5.9 pages), 5 sources, MLA, $ 48.95
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Abstract
This paper takes a look at the growing trend to promote the company CFO to the position of CEO. Over the past 18 months an increasing number of company boards have decided that this transition would best serve their shareholders. Traditionally, however, there were few CFOs who were aiming for the top job and even fewer shareholders who would consider appointing them.
From the Paper
"There are many reasons for which companies could appoint former CFOs as chief executive officers. Their financial expertise and market approach, their prudent manner to take on new challenges and the well supported arguments of their investment decisions are definite advantages. There are two qualities required from someone reaching the position of CFO: a comprehensive knowledge of finance and internal controls and an understanding of the operational and commercial aspects of business. These attributes are also demanded for CEOs.
The strong financial background is an important quality. Nick McCall, chair of the London chapter of The Financial Executives Networking Group (Feng), cited in one article published in Corporate Finance, April 2005, explains that: "Business is becoming increasingly complex - and deal making highly technical - [so] CEOs need to have a sound financial background."
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Aston-Blair Inc. - a Case Study, 2006.
A case study to show the process of forecasting.
1,955 words (approx. 7.8 pages), 5 sources, MLA, $ 62.95
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Abstract
The paper uses the company Aston-Blair to show how the forecasting process is utilized. This case is about the process of solving the issue of losses. The lack of an ongoing process for change has produced a situation where the sudden need for change is seen as a challenge to the existing managers and to the job they have been doing. The paper discusses how the company has found itself in this position, makes recommendations of how to improve the situation using new dimensions and new instruments, and shows how Aston-Blair are responding to the situation. The paper discusses the critical incidents of the task force appointed and their effects on the company. The paper concludes that the managers must be involved in the process of change so that they will invest themselves in this and any resistance can be overcome.
From the Paper
"Forecasting is an important and ongoing process for a business, allowing decision-makers to foresee the needs of the company and so to control everything from raw goods to be purchased to the inventory to be maintained and the equipment and workforce needed to meet the demands of the market. A failure in forecasting could mean that the company will be unable to meet its commitments or to take advantage of opportunities as they arise, or it could mean excessive production and increased storage costs if the error is in the other direction. For the Aston-Blair Company, recent losses have spurred interest in improving the forecasting process. However, this case is about the process of solving this issue more than about the issue itself, and in addition, it involves a resistance to change and how it manifests itself in this organization."
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Sexual Harassment in the Workplace, 2006.
An assessment of the current laws regarding sexual harassment and how it differs from basic workplace bullying or harassment.
1,697 words (approx. 6.8 pages), 15 sources, MLA, $ 55.95
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Abstract
This paper assesses the current laws regarding sexual harassment in the workplace, focusing specifically on the Supreme Court case Mack v. Otis Elevator in determining current legal standards regarding sexual harassment. This paper also examines the concepts and laws that are being implemented by employers in the corporate world today.
From the Paper
"In Faragher, the City claimed that it was not responsible for the plaintiff's sexual harassment because it was "unaware" that it existed in the workplace; however, the Court ruled that this was not an acceptable rationale (118 S. Ct. 438). Instead, the Court established that higher-ups in the workplace ought to monitor and control the work environment, and that "reasonable care" ought to be exercised with regard to eliminating a hostile work environment (ibid.). However, these two cases also established that a "tangible employment action" had to occur as a result of the harassment, a decision which was later reiterated in Pennsylvania State Police v. Suders (No. 03-95, 2004). In Suders, the plaintiff asserted that the work environment was so hostile she eventually resigned as a result, and the Court utilized the upholding of her assertion to note that such a change of employment status was requisite for actionable suit aimed at an employer (Heller 2004).
This policy, however, is not to be understood as making an employer responsible for all conduct of employees under the aegis of the organization. Two early cases established that employers could not be held responsible for certain behaviors by employees; Corn v. Bausch and Lomb, Inc. established soon after the implementation of Title VII that the employer could not be held directly responsible for the personal actions of one employee (390 F. Supp 161). Likewise, Tompiks v. Public Service Electric and Gas Company noted that certain behaviors, specifically those that were "an unfortunate consequence of an inharmonious personal relationship," could not be construed as sexual harassment (422 F. Supp. 553)."
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Negotiations and Baseball, 2006.
A look at labor disputes in Major League Baseball and the effects that a strike has on one of America's favorite sports.
2,180 words (approx. 8.7 pages), 7 sources, APA, $ 67.95
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Abstract
This paper discusses how a labor dispute resulting in a strike within Major League Baseball causes damage that is not only financial, but also psychological, often resulting in a loss of fans and followers. The psychic damage of losing fans is a major determinant in the baseball labor negotiations but very difficult to measure.
From the Paper
"How could the players and owners have avoided this strike? In the same manner that steel unions, farmers collectives, and other labor organizations handle disputes that arise between owners and employees: by negotiating more successfully. This paper will address the ways that negotiations between players and owners could have been made more successful in the dispute that led up to the 1994-1995 strike and subsequent damage to the game's reputation as well as the detriment to its finances. The methods which could have been utilized are primarily from Fisher and Ury's manual for negotiations, Getting to Yes. This guide outlines four steps in a successful negotiation: separate the parties involved, don't take stringent positions, invent options, and insist on objectivity. This paper will first explain a brief background of the dispute between players and owners in Major League Baseball and then examine each of these four options with regard to what the players and owners did, in light of what they could or ought to have done."
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IBM, 2005.
This paper reviews and analyzes the leadership styles of the various leaders and CEOs of the IBM Company from Thomas J. Watson Sr. in 1914 and up to its current CEO Samuel J. Palmisano.
1,758 words (approx. 7.0 pages), 6 sources, MLA, $ 56.95
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Abstract
This paper details and examines the leadership, history, vision, values and general business practices of the IBM Company. This paper traces the origins of the IBM Company back to 1880s and not 1911 as is commonly thought. This paper provides a comprehensive profile of IBM's present CEO Samuel J. Palmisano while focusing on his leadership style and numerous accomplishments throughout his career. This paper discusses the previous leaders at IBM's helm while also listing their contributions to the company including those of Thomas J. Watson Sr., Thomas J. Watson Jr. and Frank T. Cary amongst others. This paper explores how IBM's corporate success led to the publication of Stephen F. Covey's "The Seven Habits of Highly Successful People" and its impact on the business community. This paper also examines the IBM Company as a business leader which has always been interested and involved in the welfare of its more than 30,000 employees worldwide. This paper discusses the company's concern for the global environment as well as its world renowned reputation for high ethical standards and corporate responsibility.
Table of Contents:
Abstract
IBM - The Company
IBM's Current Leadership
Conclusion
References
From the Paper
"The company has always been extremely interested in its employees, its corporate vision and values, and the global environment, and the many programs and corporate sponsorships the company has created illustrate this. The company has always been known for its high ethical standards and corporate responsibility. During World War II, when the company created many items for national defense, including bombsites, the company only took a 1 percent profit on these items, and turned the money into a fund to help widows and children of IBM workers killed in the war. They have long contributed to educational funds, and they were one of the first corporations to offer "employee group life insurance, survivor benefits, and paid vacations" ("About IBM"). IBM is an innovator in technology, but also in the internal corporate environment, and that is another reason they are a successful 21st century corporation. They have high standards for themselves and their employees, and it shows in how they do business and their corporate responsibility."
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