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Management of Competency, 2005.
This paper discusses the management of employee competency by the human resources department (HR), formerly known as "Personnel".
1,305 words (approx. 5.2 pages), 6 sources, MLA, $ 44.95
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Abstract
This paper explains that the management of employee competency is more critical in the current environment of mergers, acquisitions and downsizing because competent employees are an effective resource. The author points out that any need for a disciplinary action of an employee is a failure of the way in which HR hires and utilizes their employees because incompetence is expensive. The paper relates that to analyze this incompetence the HR managers must evaluate (1) the explanation and enforcement of the rules, (2) the issue of employee diversity, (3) the criteria and methods of employee selection and (4) the disciplinary action itself.
From the Paper
"Our first assumption is that global unemployment which "now has reached its highest level since the great depression of the 1930s" gives us a greater pool of potential employees and that we can thus be more selective. Our task in hiring the "right" employees is to eliminate their skepticism and their fear of being downsized. "The new computer-based technologies promise a replacement of the human mind itself, substituting thinking machines for human beings across the entire gamut of economic activities." In other words, the people who seek jobs in the company come prepared for the worst: being hired and then first to be let go in some sort of downsizing."
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Employee and Organizational Development in the UK, 2005.
Argues that the British government does not invest enough in its employee training and development policies.
2,086 words (approx. 8.3 pages), 7 sources, MLA, $ 65.95
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Abstract
Over the last several years, Britain has been suffering from underinvestment in the areas of education and development. Although the country has made considerable advancements in terms of economic performance and educational developments, it still lags behind a number of other developed nations that once used to follow the lead of Great Britain. This paper shows how the training and development policies of the British government have changed significantly during the last several years, making it ineffective and consequently harming the human capital development process of the country.
Paper Outline:
Introduction
Employee Development and State Intervention
Human Capital Development
Core Competencies
Role Competencies
Works Cited
From the Paper
"Finally, the selected intervention strategies are implemented and the outcomes are measured through a final evaluation. Intervention strategies are usually implemented by initiating a change management process throughout the organization. The success and effective implementation of these strategies is ensured by evaluating the outcomes of the human performance intervention process."
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The Alliance Movement, 2006.
A paper on the Alliance movement of the late 1800s that originated in the south as a response to farmers' grievances.
1,581 words (approx. 6.3 pages), 3 sources, MLA, $ 51.95
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Abstract
This paper presents a history of the Alliance movement, explaining that it began as a response by farmers to their long-held grievances against railroads, lenders, grain-elevator owners, and others with whom they did business. The paper explains how the Alliance movement early on turned to politics to further their demands, implementing a successful strategy that eventually formed the Populist party. The paper then looks at the struggles the Populist party began to face after its creation, its eventual demise as well as how some of the ideas from the Populist platform survived into the new century.
From the Paper
"The southern alliance began in Texas in 1875 but did not assume major proportions until Dr. Charles W. Macune took over the leadership in 1886. Its agents spread across the South, where farmers were fed up with crop liens, depleted lands, and sharecropping. By 1890, the Southern Alliance claimed more than a million members. Like the Grange, the Alliance distributed educational materials, and it also established cooperative grain elevators, marketing associations, and retail stores."
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Steelworkers' Trilogy Cases, 2006.
A discussion of the steelworkers' trilogy cases of 1960 and the way that they impacted arbitration and labor law in America.
3,081 words (approx. 12.3 pages), 11 sources, MLA, $ 90.95
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Abstract
The steelworkers' trilogy cases greatly changed the way that arbitration is dealt with in America. In light of this, the paper discusses and analyzes these three cases and determines what arbitration was like before and after the cases took place. This study looks at arbitration in various cases (most notably the steelworkers' trilogy) based on unfair labor practices. There is significance to this based on the fact that the way that arbitration is conducted was changed based on these cases and they made a significant difference in the way that the laws regarding arbitration were handled. Looked at here are the steelworkers' trilogy cases, the history of arbitration both before and after the cases, and the impact that these cases had on arbitration in this country.
Outline
Abstract
Introduction
Arbitration Before the Steelworkers' Trilogy Cases
The Steelworker Trilogy Cases
Case #1 - United Steelworkers of America v. American Manufacturing Co.
Case #2 - United Steelworkers of America v. Enterprise Wheel & Car Corp.
Case #3 - United Steelworkers of America v. Warrior & Gulf Navigation Co.
Conclusion
From the Paper
"The steelworkers trilogy cases of 1960 gained much attention at the time and remained famous for years afterward as being the most significant cases where the arbitration of grievances were concerned. In these cases, the United States Supreme Court was aware of the necessity of strict rules to keep arbitration honest and fair for all of the parties that are involved with it. One of the laws under which arbitration awards may be forced or vacated is Section 301 of the Labor Management Relations Act, which has been used for some time in various cases. The Federal Arbitration Act also created guidelines to ensure that arbitration is fair, and there are only four circumstances under Federal law where an arbitration award may be changed or vacated under this Act."
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Labor Management, 2005.
This paper examines the issue of unfair labor practices in business management using the Electromation Case.
2,895 words (approx. 11.6 pages), 12 sources, APA, $ 85.95
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Abstract
This paper explains that unfair labor practices happen when management crosses the invisible line with an employee on any issue protected by federal from smoking policies to non-compliance with hiring laws. The author relates that the key-deciding factor of the Electromation Case was the employee groups which emerged as a result of management style promoting total quality management or TQM. The case did not put an end to all employee participation programs but established the criteria against which all EPPs must be judged when an unlawful employer domination charge is filed, limiting what these groups can discuss. The paper concludes that, in today's business world, it can be argued that the American management system holds all the power because most of today's workforce is "at-will" and can be terminated at any time.
Table of Contents
Introduction
Unfair Labor Practices
The Electromation Case
Management Involvement
Conclusion
From the Paper
"Electromation, Inc. is a small company of 200 employees, located in Elkhart, Indiana. The company engages in the manufacture of electrical components and related products. The employees were not represented by a labor organization at the time of legal proceedings. In late 1988 the company concluded it was having financial troubles. In order to cut expenses, the company decided to "alter the existing employee attendance bonus policy and, in lieu of a wage increase for 1989, distributed year-end lump-sum payments based on length of service." After these changes were announced, the company understood the employees were dissatisfied with the arrangement. In January 1989, the company received a signed petition from 68 employees that covered their displeasure over the Attendance policy. From here, meetings were set-up between the employer and the employees to discuss this issue. Later five-action committees were set-up out of this first meeting as a forum for employees to discuss work place issues. However, the issues discussed included issues of labor like wages, hours and benefits as well as something as simple as lunch break."
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Union Membership Paradox, 2005.
This paper discusses that, despite all the advantages of belonging to a labor union, membership has been on a steady decline for many years.
2,035 words (approx. 8.1 pages), 7 sources, APA, $ 64.95
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Abstract
This paper suggests that the causes of the decline in union member are (1) the workforce is now more mobile and (2) workers are now solely concerned with their own individual welfare rather than the general good of all employees. The author points out that unions can no longer show their innate strength and power by threatening strikes and staging them because, today, lawyers are well versed in launching attacks against large firms, such as the cause of retired workers who had been affected by constant and long term exposure to asbestos in an asbestos manufacturing company. The paper suggests that, although union membership has been declining, job-related grievances have not decreased: If unions can handles these employee needs, can union membership be revitalized?
From the Paper
"The data from C.P.S. has proved to be extremely useful to the U.S. Department of Labor, too, because of the fact that it helps the Department to ascertain the membership in the various unions that exist in the country. This is how it was noticed that there was a significant drop in union membership over the years, and this has labor officials extremely worried. It was only about twenty-five short years ago that each and every worker in the United States of America was proud to be carrying a union card that would proclaim the membership of the individual to a particular union. Today, aside from a teacher or a fire fighter or a police officer, there are not many people who belong to the union and proclaim to others that they do indeed belong to one. However, it is a well-known fact that this decline has been gradual and steady and has been happening over a period of many years. However, there are many people who are not able to accept the present situation and feel that the change was not necessary and is dramatic."
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Immigrants and Jobs, 2005.
Examines studies which argue against the fact the immigrants to the United States take away jobs from Americans.
1,745 words (approx. 7.0 pages), 12 sources, MLA, $ 56.95
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Abstract
This paper explains that during difficult periods in American history, there has been more discrimination against immigrants, especially in the area of labor. This is due, in part, to a fear that the immigrants will be taking jobs away from the natural born citizens. This study argues that a number of studies and research, shows, however, that this is not the case. Includes 3 page outline.
From the Paper
"A poll conducted in October 2004 by the Center for Governmental Services at Auburn University showed that more than half of individuals from Alabama surveyed believe immigrant workers are taking jobs away from Americans and do not bring needed skills to the state. The random telephone poll of 1,012 residents of Alabama of voting age found that 34 percent of those surveyed "strongly agree" and 23 percent "somewhat agree" that immigrants are taking this employment. The poll did not make a distinction between illegal and legal immigrants and had a margin of sampling error of plus or minus 3 percentage points. The other question, whether immigrants bring required skills to the state, 34 percent "strongly disagree" and 21 percent "somewhat disagree." Although 10 percent of those called stated they have seen immigrants making constructive contributions to the area, 42 percent accuse them for community-wide concerns, such as petty crime, housing violations and littering. In addition, 56 percent of those surveyed feel that Alabama should not give immigrants social welfare assistance."
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Frederick Taylor's "Theory of Scientific Management", 2005.
This paper investigates the possible application of Frederick Taylor's "Theory of Scientific Management" to increase productivity in a telecommunications installation company.
1,560 words (approx. 6.2 pages), 20 sources, APA, $ 51.95
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Abstract
This paper relates that, the division of labor suggested in Taylor's theory is still extant in American business; in fact, it is undeniably present in businesses, such as telecommunications, that have both inside and outside functions, both executive/managers and a large complement of workers. The author points out that, while Frederick Taylor's ideas, used in their pure form, might have worked well in a pre-human potential movement era of abundant factory work and climbing wages; in today's labor market, they are likely to be counterproductive, unless balanced with a large amount of input from modern labor relations. The paper concludes that Taylor's emphasis on measurement should be simply a tracking tool, not a management hammer; used as such, it can point to the areas in which human/labor relations might need to step in.
Table of Contents
Division of Labor along with Narrow Specialization
Centralized Decision-Making
Proposed Solution
From the Paper
"Taylor was not the first, by any means, to develop a theory of production. Earlier minds, such as that of economist Adam Smith, were also concerned with the problem of increasing production. Indeed, "Economic theory of production had a promising start with Adam Smith's pin factory" in which Smith explained the benefit of the division of labor. Smith was a perfect precursor to Taylor: he observed "how allotting specialized tasks to pin factory workers led to greater dexterity by the workers and considerable saving of time from moving from task to task and allowed for output of pins to increase from a mere 20 pins to 4,800 pins per worker per day." "
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Religious Diversity in the Workplace, 2005.
This paper discusses the management of religious diversity in the workplace.
4,090 words (approx. 16.4 pages), 10 sources, APA, $ 110.95
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Abstract
This paper explains that the recent growth in legal complaints associated with religion in the workplace reflects the increasing variation of the U.S.. The author points out that many religious harassment cases include managers or colleagues who humiliate an employee's religious attitude or custom through abuse or other disparagement behavior where, similar to cases of suspected sexual or racial harassment, employers who know of such behavior but do not take steps to prevent it. The paper concludes that education is considered crucial in making the religious rights of members of minority religions compatible with safeguarding the basic ideology of religious rights for all.
Table of Contents
Introduction
Becoming Increasingly Important to Employees/ Managers
Dealing with Religious Differences/Harassment in the Workplace
Conclusion
From the Paper
"As per the Sikh religion, it is compulsory for them to carry a knife, which has been a matter for the employers. In a case told by the Sikh Coalition, an employer prohibited having this ceremonial knife, but information and interference from the Sikh coalition persuaded the employer to remove the ban. The dreadlocks that are a religiously authorized hairstyle for the Rastafarians have raised problems in the workplace. There have been legal actions created against FEDEX for firings over dreadlocks, and Greyhound paid an amount of $33,500 to end favoritism in hiring case brought by a Rastafarian man in Buffalo, New York. He was deprived of a driving position due to his long dreadlocks, and lesser-qualified candidates occupied those positions. These cases ask for remedy more than the immoral to the specific person, but to alter the difficult corporate culture as well."
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Outsourcing, 2005.
A paper on the impact of outsourcing on information technology in the U.S.
3,226 words (approx. 12.9 pages), 9 sources, MLA, $ 93.95
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Abstract
This paper explains that the greatest impact of company outsourcing in the U.S. has been the decrease in the number of jobs in the U.S. and, in particular, Information Technology jobs. The paper also takes a look at the reasons why the practice of outsourcing is found to be beneficial and what workers in the U.S. need to do in order to hold on to their jobs at home.
Introduction
The Impact of Outsourcing on Information Technology in the US
IT Professional Taking Job That Would Not Normally Be Considering
Loss of Income and Forced Retirement Because of Outsourcing
References
From the Paper
"The reasons given by the companies are the international sales available abroad and operating efficiencies achieved abroad. This has led to predictions that the trend will continue from the experts in the matter. Forrester Research of Cambridge has said that off-shore jobs will remove as many as 540,000 jobs from the US in 2004 alone, and this is an increase from 315,000 jobs in 2003. The increase will continue and reach a total of 3.4 million by 2015. Other surveys by Deloitte & Touche and Diamond Cluster International also say that there will be more use of the facility of offshore jobs in the years to come in the financial services sector and information technology uses. The subject was viewed with great interest in 2004 before the period of presidential elections. They have been called names by many legislator and politicians, including the Democratic presidential candidate. In 30 states the legislators also introduced legislation to discourage companies from sending their jobs offshore."
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Outsourcing the U.S., 2005.
An examination of the effect of outsourcing on the U.S. economy.
987 words (approx. 3.9 pages), 3 sources, MLA, $ 35.95
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Abstract
The increasing trend of outsourcing jobs from the United States in recent years has assumed alarming proportions. Most projections indicate that the present trend is going to accelerate in future. This paper points out that the issue has invited greater attention recently as more and more categories of white collar jobs are now being outsourced by the U.S. companies, while in the past only lower paid industrial jobs were affected. It explains that some economists, including officials of the present U.S. administration, have shrugged off the phenomenon as part of economic globalization and believe that it would prove beneficial for the U.S. economy in the long term. Others are of the view that the negative impact of outsourcing far outweighs its positive effect. In this essay, the writer highlights the negative effects of outsourcing on the U.S. economy, as well as outlining the current and future trends in out-sourcing.
From the Paper
"The trend of relocating jobs to other countries is not a new development in the United States as manufacturing jobs have declined ever since American companies started to establish factories abroad to take advantage of lower cost structures and wages. The decline in manufacturing jobs, however, was compensated for by greater job opportunities in the service sector. Since most jobs in the service sector were higher paid 'white-collar' jobs, losing the relatively low-paid manufacturing jobs to overseas competitors was considered a bearable set back. Moreover, the rate of jobs lost due to outsourcing in the manufacturing sector was relatively gradual and the US economy had time to make the necessary adjustments. Also, according to the long-accepted theory of comparative advantage, everyone gains as long as each country specializes in what it does best. The Americans, it seemed for a while, were the best in more skilled jobs. With rapid advances in information and communication technology and the availability of highly skilled and motivated workforce in far-flung countries such as India, who were prepared to work at a fraction of the salaries in the US, things started to change."
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Hiring Practices, 2005.
A paper discussing how companies select which people to hire and some of the problems associated with the process.
897 words (approx. 3.6 pages), 1 source, MLA, $ 31.95
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Abstract
This paper explains that one of the most serious issues in hiring practices is how the people the company hires are selected and that often a company's selection process makes it vulnerable to lawsuits by rejected applicants who feel they were dealt with unfairly. The paper further explains that the best a company can do is to examine its hiring practices as carefully as possible to reduce the possibility that such lawsuits can be successful. The paper then takes a look at which hiring practices best achieve that goal.
From the Paper
"While many companies may use some form of written tests in their decision-making processes, some tools commonly used in hiring are based, at least to some extent, on personal judgment. They include reference checks, background investigations, medical exams, drug tests, and polygraph tests (Foley et. al., 2000). One reason these approaches can make problems for employers is that they seek to ferret out negative qualities in candidates. Some human resource professionals advocate using the evaluation of positive traits in order to select new employees. Such tools as cognitive ability tests, biographical information blanks, structured interviews, work samples, and personality tests (Foley et. al., 2000) do a good job of predicting whether the person will be an effective employee or not and look at positive rather than negative traits a candidate might possess."
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Injuries on the Job, 2005.
This paper studies injuries on the job especially in the chemical and petroleum industries.
15,905 words (approx. 63.6 pages), 45 sources, MLA, $ 249.95
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Abstract
This paper examines how injuries in the workplace today are significantly lower than in the past because workers are expecting a safe and healthy work environment and employers are increasingly realizing the benefits of maintaining a safe work place for their employees. The author points out that the most significant and effective methods to reduce the number of accidents in the workplace is the use of training and the education of the workforce to make workers constantly aware of the hazards that exist and to provide them with the most effective protection. It also points out that injuries caused by acts of terrorist and foul play by nefarious element cannot always be controlled; however, abdicating responsibility is not being accepted as a fair defense anymore.
Outline
Introduction
Purpose and Importance of this Study
Hypothesis
Limitations of this Study
Definitions of Key Terms
Overview of the Study
Literature Review
Stress and Injuries in the Workplace
Training of Employees to Reduce Injury on the Job
Injuries and Workmen Compensation
Injuries due to Exposure
Injuries and Proper Documentation
Safety Conditions beyond the Ability of the Organization
Methodology
Focus and Limitation of Study
The Chemical Industry
Significance of the Chemical Industry
Workforce in this Industry
The Petroleum Industry
Crude Oil and the Distillation Process
Workforce in the Petroleum Industry
Discussion
Recommendation and Conclusions
Recommendations
From the Paper
"The effect of the new technology on the labor force also takes some time to be noticed. This lag in the adaptation of a new technology and the length of the lag between the adaptation and its initial introduction into the company is always critical for any new invention. Thomas Jefferson never failed to state the role of science and technology in producing social change and economic growth. He said, "As new discoveries are made, new truths discovered and manners and opinions change with the change of circumstances, institutions must also advance to keep pace with the times." Organizations are spending a lot of time and money in ensuring that the workplace is safe. Advancement in fire fighting technology, better information and knowledge dispersion, setting up of checks and balances through the effective use of software is also increasingly being observed."
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Workforce Development, 2005.
The paper is a research proposal to evaluate Ohio higher education as it relates to workforce development and Targeted Industry Grants in Ohio, including its history, social and economic impact and barriers.
1,650 words (approx. 6.6 pages), 13 sources, APA, $ 53.95
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Abstract
This paper explains that, in an effort to improve employment rates, states were provided with much latitude to experiment with a variety of welfare-to-work programs by creating employment and training programs, job search, education and workfare. The author points out that, across the country, state budgets have been falling as a result of reduced revenues; consequently, it has become particularly important for state employment services to be able to provide objective indicators of the economic success of their programs. The paper relates that this study will employ a hybrid methodology, using both a qualitative literature review concerning job development initiatives and grant programs and a statistical analysis of the wage records from the State of Ohio since the inception of the Enterprise Ohio Network in 1986 to the present, to identify significant trends and the impact of these and other initiatives on the employment rate in the State of Ohio compared to other states, which have similar development programs.
Table of Contents
Introduction
Statement of the Problem
Purpose of Study
Importance of Study
Overview of Study
Preliminary Review of Related Literature
Background and Overview
State of Ohio Targeted Industries Training Grants
Methodology
From the Paper
"Today, the Enterprise Ohio Network is a statewide consortium comprised of 54 public two-year colleges and university branch campuses; since 1986, these 2-year schools have been partnering with businesses, organizations and public service agencies to provide real-world experiences and opportunities in the workplace. The Targeted Industries Training Grants are currently available to eligible companies through the statewide network of Enterprise Ohio Network campuses. In their segment, "Who are we?," the organization reports that it is "a statewide quality and productivity improvement resource available to all Ohio businesses seeking to improve their selection, development and retention of talented people." The Enterprise Ohio Network was established in 1986 as a framework in which to bring Ohio's public two-year community and technical colleges and university branch campuses together to better serve Ohio companies by partnering with companies to profile jobs, assess skill requirements, screen new hires, and deliver training that supports business success; and helping employers build teams, reduce scrap, decrease machine down time, improve cycle times, increase output, improve customer satisfaction."
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Karl Marx on Capitalism, 2005.
An explanation of Karl Marx's belief that capitalism was fundamentally misguided in its deployment of human labor.
1,022 words (approx. 4.1 pages), 3 sources, MLA, $ 36.95
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Abstract
This paper explains Marx's concept of alienation which he believed arose from a capitalist economic system. The paper further explains why this concept is still applicable in capitalistic societies today.
From the Paper
"Under capitalism, workers and capitalists alike are subject to a never-ending series of market crisises in the larger cycle of dilecitcal materialism of class struggle as a whole, which always leaves individuals who are locked within the system subject to capricious market forces, and the dogma of wealth over all. One only need tune onto a mainstream television show such as "The Apprentice" to hear such dogmatic ideology proclaimed today. The idea of commercialism and the value of market-valued as opposed to personally valued and needed goods is used to support the ideal that winning in a competitive, capitalist marketplace, regardless of personal merit is the most important thing. In other words, it is not a question of whether Pepsi is better than Coke, or even if soda is a necessity, or should be produced-so long as capitalism can manufacture the desire in the minds and mouths of consumers, and satisfy that need to make a profit, capitalism says that the desire is good, and Coke is better than Pepsi because more people want brand x over brand y."
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