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Is Wal-Mart Good for America?, 2008.
This paper evaluates if Wal-Mart is beneficial for America from the perspectives of its social and community impact, economic impact and political impact at the local level.
2,505 words (approx. 10.0 pages), 8 sources, MLA, $ 76.95
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Abstract
The paper discusses how Wal-Mart's dominance in retailing is attributable to the company's extensive supply chain, its ability to gain suppliers' lowest pricing in exchange for selling their products through its extensive retail chain of stores and superstores and its ability to keep wage and operating expenses low. The paper explores the social and community, economic and political implications. The paper concludes that Wal-Mart is good for America and has become the retailer of choice for the struggling middle class, yet it does extract a price for the value it delivers.
Outline:
Introduction
Social and Community Impact
Economic impact
Political Impact
Conclusion
From the Paper
"Wal-Mart's impact on the social systems and communities on a local level is already significant and becoming more pervasive. With this impact comes the responsibility to manage their corporations' many strategies, initiatives and plans with foresight as to their impact on social systems and communities as well. Despite claiming they have a commitment to ethical corporate behavior and support at the community level, even going as far as to create a (Global Ethics Office 2), the company's track record in terms of lessening the quality of life for retailing workers has been empirically proven (Freeman, 38) and (Drogin, 45)."
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Employee Ethics, 2008.
This research paper discusses employee ethics and looks at how to change the ethical culture within the organization.
2,200 words (approx. 8.8 pages), 5 sources, APA, $ 68.95
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Abstract
The writer of this research paper explains that employees of the company in this work have been observed by a fellow employee who has noted unethical issues in the workplace and specifically that employees are not honest with one another or with customers and moreover, recently employees of the company have sold products and services with known flaws. The writer points out that the company's decision-making appears more focused on avoidance of reprimands than on pursuing the 'right' or ethical behavior. The researcher has spoken with the company CEO concerning this issue in the organization with the CEO asking the researcher in this work what might be done to improve the situation. The writer justifies the need for the ethical response of employees and organization and secondly develops and defends measures that would be effective in bringing about an improvement in the organization's ethics and ethical decisions. Finally, this work also explains how the ethical climate of the company might be improved.
This paper includes figures.
Outline:
Statement of the Problem
Purpose of the Study
Importance of the Study
Methodology
Literature Review
Findings of the Study
Recommendations for More Research
From the Paper
"The findings of the foregoing review of literature include the finding that ethical behavior in an organization does not 'just happen' but is intentional, incorporated, integrated, disseminated, communication, and woven into the very fabric of the organizational culture. Ideologically, ethics are demonstrated by those in leadership roles and younger employees are able to follow by the examples set in leadership. Ethics are existent or absent in an organizational culture are rarely in reality in what is commonly known as the gray area of what is acceptable. Ethical or unethical behavior is interwoven into every nook and cranny of the organization including purchasing, and sales, upper, middle and lower management levels. Ethical behavior either 'is' or 'is not' within the organizational behavior framework. Changing of the ethical culture of an organization requires training older and younger employees differently and requires individualization for different types of individuals in the organization. The findings that are considered key in this review of literature is as related that ethical behavior integrated into the organizational culture through leadership role models in ethical behavior. Finally, this work has reviewed the roles of Top- and Middle-management in supporting ethical behavior in the organization's culture as well as has this work related the roles of supervisors, coworkers and employees toward changing the organizational ethical culture."
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Nike Manufacturing, 2008.
This paper discusses operations and manufacturing at the Nike company.
854 words (approx. 3.4 pages), 1 source, MLA, $ 30.95
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Abstract
In this article, the writer notes that Nike has for years now been subjected to harsh criticism for the poor working conditions in the firms it contracted across the globe to manufacture its products. The writer discusses however, that their role in these conditions is only limited. The writer maintains that in this particular sense, the foreign organizations are Nike's partners, not their employees; they have the choice to accept or deny the poor conditions; they have the possibility to speak their mind and make more demands; the American company did not force them to work nor did it impose these conditions. Therefore, the writer maintains that the main players to be blamed are the administrators and managers in the foreign companies, for they are unable to protect their employees, and not the American corporation.
From the Paper
"In regard to the working conditions, Nike should implement those that stand and are legal within the country where the secondary companies activate. The main purpose of contracting foreign workers is that of lower personnel expenditures, and if they were to implement the U.S. policies, they might as well work with American contractors.
"In Indonesia for instance, the average worker in a Nike contractor earns double the mean wage as compared to an Indonesian farmer. In these circumstances, it is rather unfair to criticize the company that offers its employees more money than those earned by the average individual. It is also true that the wage is extremely low as compared to the American requirements, but then again, the plant operates based on the Indonesian laws, rather than the U.S."
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Understanding the Family Medical Leave Act, 2008.
An analysis of the purpose and limitations of the Family Medical Leave Act (FMLA).
2,626 words (approx. 10.5 pages), 8 sources, MLA, $ 79.95
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Abstract
This paper analyzes the Family Medical Leave Act (FMLA) of 1993. It discusses the purpose of the law and how it has assisted employees who are eligible for it. The paper looks at who the law applies to and what conditions it guarantees, as well as what provisions it makes. Finally, the paper discusses the limitations to FMLA's coverage.
From the Paper
"Although the FMLA is very specific and the DOL has clearly explained provisions of the law, it has been the subject of some controversy. In Nevada Dept. of Human Resources v. Hibbs, 538 U.S. 721 (2003), Hibbs, an employee of the Nevada Department of Human Resources sought leave under the FMLA to care for his wife. His request was granted, but the Department eventually informed Hibbs that his leave was exhausted and told him to return to work. Hibbs failed to do so and was terminated. Hibbs sued the Department, seeking monetary damages for interfering with Hibb's exercise of FMLA rights. The Supreme Court determined that state employees could recover monetary damages in federal court for a State's failure to comply with the FMLA. This was an important holding because the Eleventh Amendment generally bars suits against the states in federal court. However, the Court determined that when Congress specifically intends to abrogate Eleventh Amendment immunity, it can do so, and that it did so in the FMLA. Given that one of the purposes of the FMLA was to end gender-based discrimination in the taking of leave, that motive was substantial enough to end Eleventh Amendment immunity."
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Absenteeism in the Workplace, 2008.
An analysis of the problems caused by absenteeism in the workplace and how the problems can be minimized for organizations.
1,014 words (approx. 4.1 pages), 5 sources, MLA, $ 35.95
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Abstract
This paper discusses workplace absenteeism, which is defined as unscheduled employee absences from the workplace. It describes the different types of absenteeism that exist and the problems that it causes, such as how it cuts into a company's efficiency, profitability and sometimes even workplace harmony. The paper then discusses how businesses can deal with the issues that affect the organization negatively.
From the Paper
"Stress is another area that managers may feel intimidated trying to tackle. The triggers for stress are unique to each person, and may be entirely out of the managers' control. While firms can focus on major stress factors that directly stem from the workplace - physical environment, workplace uncertainty, manager/worker and worker/worker conflict - firms may feel powerless to deal with other stress factors that cost them money.
"Slowly, managers are coming to grips with this complex and costly problem. Workplace wellness programs are being developed, and larger firms are developed comprehensive solutions incorporating personal issues, stress, preventative health and workplace environment. As the problem becomes understood in greater detail and the systems and theories to manage it are developed more fully, much of the reluctance and trepidation amongst managers to tackle the problem will subside."
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Employee Retention, 2008.
This paper provides a research proposal to assess whether financial and other incentives influence the retention of highly performing, desirable employees.
895 words (approx. 3.6 pages), 22 sources, APA, $ 31.95
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Abstract
In this article, the writer notes that there appears to be much controversy in the existing literature over the extent to which financial incentives may be an effective tool in employee retention. In particular there are employees with certain desirable characteristics which companies are particularly interested in retaining. The paper presents a research proposal to assess whether the use of financial incentives is effective as a tool for retaining these desirable employees. The paper explains that the study will be comprised of a self-reporting questionnaire which will consist of two sections. The first section will collect data which will allow for the segregation of respondents into two groups based on possession of highly desirable or less desirable employee characteristics. The second section will collect data relating to the importance of financial incentives to the employee when considering remaining with the company. The writer concludes that it is anticipated that the study will demonstrate that financial incentives are a useful tool in retaining high performing and desirable employees.
Outline:
Abstract
Proposed Title
Research Problem
Research Aims
Anticipated Outcome
Proposed Methodology
From the Paper
"The findings of Trank and colleagues (2002) were that individual pay-for-performance schemes were potentially most effective amongst high achievers. As these high achievers are likely to also be the most desirable employees which a company would wish to retain this then would suggest financial incentives to be an effective tool for retention. Rynes and colleagues (2003) suggest that this is related to the concept that financial incentives may function as a motivator due to an individual being driven by the desire to have a salary which is larger than that of their peers. Rynes suggests that it is the differentiation of pay which is actually the largest motivator for this reason. This then would suggest that high salary alone is not sufficient for retention of desirable staff, but that differentiation according to achievement is crucial. Rynes argues that high achievers would not wish to work in a company in which achievement is not recognized through reward. This would then imply that any company which does not engage in pay-for-performance schemes is likely to lose desirable employees to a company which does operate with financial incentives."
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Organizational Development during Mergers, 2008.
This research paper discusses organizational development (OD) impact on cultural change during mergers and acquisitions.
21,289 words (approx. 85.2 pages), 138 sources, MLA, $ 249.95
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Abstract
This paper reviews the evolution of organizational development (OD) from its earliest years to its much wider present state, ending with its ability or lack thereof to address today's specific issues. The field of OD has had many ups and downs, including a rise in the 1960s, a downturn in the 1970s, and its recent updating into many forms. The current broader definition of OD suggests that it may be continue to play a role if it can alters enough to assume strategic roles in organizations to focus on core values to resolve problems that have been avoided or ignored over the years. This paper conducts a systematic review of relevant literature on OD and develops a theoretical framework concerning how OD can relate to changes that occur with mergers and acquisitions and culture.
Table of Contents
Chapter One: Introduction
1.1 Overview
1.2 Problem Definition
1.3 Research Objective
1.4 Research Questions
1.5 Research Methodology
1.6 Data Analysis Method
1.7 Thesis Structure
Chapter Two: Literature Review
2.1 Introduction
2.2 Background of the Telecommunications Sector and Job Satisfaction with Management
2.3 Overview of Motivation/Job Satisfaction Framework
2.4 Cases
Chapter Three: Research Design and Methodology
3.1 Introduction
3.2 Problem Statement
3.3 Research Objective
3.4 Methodological Framework
3.4.1 Major Research Question(s)
3.4.2. Minor Research Question(s)
3.4.3 Limitations
3.6 Data Analysis Methods
Chapter Four: Data Analyses, Findings, and Discussion
4.1 Descriptive Analysis
4.2 Discussion and Findings
Chapter Five: Conclusion, Recommendations, and Further Research
5.1 Conclusion
5.2 Recommendations
5.3 Further Research
Bibliography
From the Paper
"There are many trends when it comes to employee motivation and compensation, because big business has determined that money is not the only thing that employees want. Instead, these employees are motivated by different things. It used to be that everyone assumed that employees wanted more money, and they could do any job forever, as long as they were given periodic raises and/or bonuses. In other words, the employer assumed that money was all that mattered to these people that worked for the company. However, employers eventually began to realize that praising employees made them smile, and having a casual day once a week for employees that worked on-site at the company made employees more relaxed. In addition, giving more freedom to employees that work in the field as part of an outside sales force also helps to keep them motivated."
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Youth Unemployment in Canada, 2008.
This paper explores the problem of youth unemployment in Canada.
4,114 words (approx. 16.5 pages), 9 sources, APA, $ 110.95
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Abstract
The paper reviews the literature on the state of youth unemployment in Canada today and in recent years. The paper analyzes the extent of the problem and considers how large a concern the present level of youth unemployment should pose for government policy. The paper explains why the youth unemployment problem in Canada would not appear to be of particular concern at the present time.
Outline:
History of the Youth Unemployment Problem
The Extent of the Problem at the Present Time
Factors Contributing to Youth Unemployment
Transition from Youth
Canada's Position Relative to Other OECD Countries
Conclusion
From the Paper
"Youth unemployment has been recognised as a problem in Canada for a number of years. In this context, youth is typically defined as those in the labour force aged between 15 and 24 years inclusive. It is critical to clarify the youth unemployment situation facing Canada at this point in time if appropriate government actions to tackle the problem are to be determined. If the extent of the problem is under-estimated it is possible that nothing will be done. If the extent of the problem is over-estimated it is possible that too much will be done and heavy-handed policies that cause other problems will replace more sensible ones. This may then lead to problems which in themselves further exacerbate the existing employment problems."
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Employee Turnover, 2008.
A research proposal to explore turnover causes at a small help desk.
3,980 words (approx. 15.9 pages), 23 sources, APA, $ 108.95
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Abstract
This paper explains that the purpose of the proposed qualitative study is to survey the staff of a small help desk at a company named Convergent, regarding the causes of turnover and the impact leadership styles and motivational factors have on turnover. The paper relates that the literature review indicates that more research is needed to help identify employees at risk of quitting and to implement broad-ranging programs, which foster a sense of team work and a shared sense of purpose on the job. The paper then reports that the mixed methodology for this research will include an extensive literature review, case studies and a survey. An annotated bibliography is included with the paper.
Table of Contents:
Introduction
Statement of the Research Problem
Purpose of the Study
Research Questions
Significance of Research
Definition of Key Terms
Brief Review of Literature
Causes of Employee Turnover
Table 1. Four Paths to Employee Turnover
Impact of Employee Turnover on Small Businesses
Reducing Employee Turnover
Summary
Methodology
Approach to Research
Data Collection and Analysis
Ethical Assurances
From the Paper
"Because employee turnover has been recognized as a serious problem for many companies, the topic has received an increasing amount of attention in recent years. The studies to date have shown time and again that just as it is more profitable for companies to keep the customers they already have instead of trying to find new ones, it is in almost any company's best interests to retain their existing employees to avoid the enormous costs and adverse impacts typically associated with employee turnover. The costs associated with unreasonably high levels of turnover have been well documented."
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WWII and Working Women, 2008.
This paper discusses how the involvement of American women in World War II led to a dramatic change in the labor force.
1,962 words (approx. 7.8 pages), 6 sources, MLA, $ 62.95
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Abstract
The paper looks at government propaganda for recruiting women during WWII. The paper describes the working women's situation during the war and discusses the economic and social changes brought about by women in the labor market. The paper explains that this shift paved the way for the 1950s when a new set of ideas entered American society and seriously challenged the role of women in society.
From the Paper
"America's involvement in World War II generated an immense pressure on the national economy as well as labor shortages that were caused by the demands on wartime industry. This was the moment when the need for labor was at its peak. America needed the female part of the population to enlist for employment, and support the war industry. Women started working in factories building planes, tanks and ships as World War II was a war deeply based on production. The U.S. government realized the contribution that American women could bring to America's war effort; thus the War Manpower Commission started working closely with the media and women's organizations in a collective effort to convince women to join the labor force."
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Mintzberg's Managerial Roles, 2008.
An application of Mintzberg's theory of managerial roles to the job of ship's engineer.
1,440 words (approx. 5.8 pages), 6 sources, APA, $ 47.95
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Abstract
This paper identifies the interviewee, upon which this paper is based, as a ship's engineer, who is a middle-level manager. The author examines the job of the ship engineer by applying the ten universal managerial roles as identified by Henry Mintzberg. These roles are divided into three categories: interpersonal, informational and decisional. The paper defines each of the ten roles using an example from the job of being a ship's engineer.
From the Paper
"In order to better describe the person I interviewed, I will provide specific examples of what technical skills or skills that include knowledge and proficiency in that specific field he needs to have in order to occupy that position: The ship's engineer is required to have a good understanding of the equipment and systems fitted to the ship. This knowledge is used to prioritize the work and minimize the risks of not meeting operational deadlines and getting the ship to sea. All these are based on the importance of the equipment and time required to complete the work."
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Employee Morale in an Uncertain Environment, 2008.
A complete research project to identify the primary factors that affect employee moral during downsizing and organizational change.
23,915 words (approx. 95.7 pages), 44 sources, APA, $ 249.95
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Abstract
This paper explains that Johnson Control Interiors is experiencing significant organizational change, which is directly affecting many of the processes that occur within the company. The research investigates current trends in workforce management through the experience of this company. The author addresses issues directly related to morale, job insecurity, organizational feelings and commitment. In addition to reporting the results, the paper reviews related literature and discuses research methodology.
Table of Contents:
Introduction
Abstract
Introduction
Problem Statement
Nature of the Study
Research Questions and Hypotheses
Research Objectives
Purpose of the Study
Theoretical Base
Terms and Definitions
Assumptions, Limitations, Scope, and Delimitations
Significance of the Study
Transition Statement
Literature Review
Introduction
Introduction
Review of Theoretical Basis in the Literature
Relationship of the Study to Previous Research
Literature Pertaining to the Rationale of the Study
Literature Relevant to Chosen Methodology
Literature Related to the Issues of Inquiry
Summary of Literature Review
Methodology
Introduction
Research Design and Approach
Role of the Researcher
Context of the Study
Setting and Sample
Data Collection
Data Analysis
Results
Generation of Results
Methods Used to Track Results
Findings/Results
Non-Conforming Cases/Data
Patterns, Relationships and Themes
Evidence of Quality
Discussion and Conclusion
Overview
Interpretation of Findings
Implications and Conclusion
From the Paper
"Previous research has suggested some conclusions about the significance of a survey-based study used to probe management and issues surrounding downsizing, poor morale, change in the organizational environment, and job insecurity. The reality is that no amount of original research occurs in an academic vacuum. These previous studies contributed to this study by delineating known areas of questioning, as well as emphasizing the importance of the issues and providing outlined research and results."
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International Trade on Income Inequality, 2008.
This paper researches the effects of international trade, immigration and the decline of unionism on income inequality.
2,893 words (approx. 11.6 pages), 8 sources, APA, $ 85.95
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Abstract
America as the land of opportunity is a concept that has been around since the country's inception. Americans should have the economic opportunity that is associated with this general concept. As such, the topic of income inequality is of great importance. This paper explores the effects of international trade, immigration, and unionism on income inequality.
Outline:
Abstract
Introduction
Income Inequality
The Effects of International Trade on Income Inequality
The Effects of Immigration on Income Inequality
The Effects of the Decline of Unionism on Income Inequality
Is Income Inequality Getting a Bad Rap?
Conclusion
From the Paper
"Rising inequality and decreasing poverty could very well be a consistent feature of the New Economy. Rapid technological advancements have not only created great fortunes for a select few, but have also substantially improved the wages and quality of life for people at the lower end of the economic ladder. A better-educated society has also led to less poverty, while still increasing the income inequality gap, since those with college degrees have a wider spread of incomes. Although income inequality is disturbing, it is far better than poverty. More income inequality, with a faster growing economy, and less poverty is far more desirable than an economy with equal distribution of income but a high rate of poverty. This is not the first time in history that this blend of greater income inequality and reduced poverty has occurred."
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Barriers to Team Integration, 2008.
This paper discusses what teamwork means and what kind of barriers cause inefficiencies in team integration within US companies.
2,111 words (approx. 8.4 pages), 11 sources, MLA, $ 66.95
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Abstract
This paper assesses teamwork within a company context. The paper states that people are surrounded by others and, even more, they form distinct groups; practically, teams are parts of everyone's life, as they live within family teams, staff teams, church, school, community and even work teams. Specifically, this paper looks at the role teamwork plays with the employees of big companies who tend to have better professional results when practicing effective teamwork. Also, this paper looks at how effective and efficient teamwork goes beyond individual accomplishments and how the most effective teamwork is produced when all the individuals within the team harmonize their contributions to work towards a common goal.
From the Paper
"Under these circumstances, it is important for the person who wants to become part of an American company to be opened minded and able to accept other vision of things than that he or she currently has; from the same perspective, the members of an American teamwork should really take into consideration the values upon which their society is built and accept and treasure the multicultural dimension. This is a characteristic not all nations in the world have and, therefore, should be treated with a special consideration, as it can bring many advantages, such as the accumulation and use of different experiences."
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Wal-Mart's Employee Compensation Programs, 2008.
A discussion on the ethics of Wal-Mart's employee compensation programs.
958 words (approx. 3.8 pages), 10 sources, APA, $ 34.95
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Abstract
The paper evaluates the ethics, compensation programs and benefits spending for company associates at Wal-Mart. The evaluation relies both on historical salary data, gender differences in pay, and on on the utilitarian concepts of ethics, and the interpretation of utilitarian ethics, as presented by various researchers.
Outline:
Introduction
Assessing the Ethics of Wal-Mart's Wage Structure
Utilitarian Ethics of Wal-mart's Compensation Program
Conclusion
From the Paper
"From the ethical and theoretical constructs as originally defend by Mill as utilitarianism (Mill 1861), their extensive use in the development of ethics-based programs for managing both governmental and corporate institutions, and the application of concepts to contemporary management (Adams, 1976), a solid theoretical framework has been created for evaluating if the salary, compensation and benefits practices of Wal-Mart. The mass merchandisers' practices in regard to hiring, retention and bonus payments to employees is ethically argued to be contributing to the company's greater financial performance and ability to invest heavily in its fulfillment systems, in addition to its retail stores.
Deliberately underpaying associates and managers for the purpose of driving up the profits per square foot of retail selling space may be highly utilitarian for shareholders, senior executives and other stakeholders, yet is egregiously unfair and unethical to workers. Drogin (2003) highlights the wage, benefits, and advancement opportunities are drastically out of balance between part-time, full-time and women who work for Wal-Mart as sales associates. For the utilitarianism of providing shareholder value, inequalities are needed from the associates to attain the higher profits. If Wal-Mart paid at wages that would give associates a higher quality of life, their revenue growth driven from massive investments in infrastructure would not be nearly as impressive.
"As Stone (1975) advocates that corporations first and foremost have the responsibility to deliver revenue growth and a solid return on investment to shareholders and don't really have a requirement for delivering CSR-related initiatives and support for the many unmet needs in their communities, Friedman (1970) accentuates this position by saying that corporate executives have no responsibility to deliver CSR benefits and initiatives"
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