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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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Change in the Energy Industry, 2005.
A paper on the organizational change and modification taking place in the energy industry in Europe.
17,315 words (approx. 69.3 pages), 98 sources, MLA, $ 249.95
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Abstract
This study investigates the impact of planned and unplanned change on employees in an organization and, in particular, on workers in the energy industry in Europe. The paper explains how changes in the energy industry itself have affected the companies involved in energy distribution with respect to organizational structure, management, mergers and competition. The paper also differentiates between planned and unplanned change and explains how they impact an organization differently.
Literature Review
The Energy Industry in Europe
Mergers and Acquisitions
Perceptions and Values of Workers
Feelings of Conflict and Stress During the Change Process
Motivation in the Workplace-Defined and Evolving
Knowledge Management during a Change Process
Planned Change and Performance Management
The European Union
Conclusion
From the Paper
"Change management is also dependent on the structure and the type of industry. Internal variables offer the most challenge to the change process. In established and bigger organizations, application of the change process is more gradual. The process by which change can be implemented in the organization is slower and sluggish due to its size and structure. The degree of agreement between the values, cultural norms, and attitudes that are required for implementation of the proposed change and the organization staff's existing attitudes, values, philosophy, and operating style also determines the success of any change that can be implemented. "Anchor-draggers" exist in all organizations and at all levels, the ability of the management to get these individuals to conform to new styles of operation is important (Womack and Jones, 1996)."
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Diversity in the Workplace, 2005.
This paper is a sexual harassment case study which demonstrates the value of diversity in the workplace.
990 words (approx. 4.0 pages), 2 sources, APA, $ 35.95
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Abstract
This paper explains that one might assume that the more varied the workforce population, the more opportunities for misunderstanding in the workplace; however, in a more varied workplace population, employees are much more likely to be tolerant of and more willing to understand each other. The author points out that, when a workforce lacks diversity, managers and other key organizational representatives fail to put into place diversity training programs that recognize the cultural and ethical differences of minority people. The paper concludes that sexual harassment is one example of a problem that might be mitigated by a more diverse workforce and that the case supports the argument that diversity might facilitate more understanding and tolerance in the workplace.
Table of Contents
Introduction
Case Analysis
From the Paper
"In this particular situation, one employee approached his manager because he felt that a co-worker was sexually harassing him. "John" claims that "Jessica" the new employee on the line, physically abused him on more than one occasion. When asked to describe what exactly happened, John stated that every time he bumped into Jessica in the mornings, she would come up to him, give him a hug and pat him on the shoulders. John, a happily married father of three, thought that the woman might be coming onto him. Upon closer examination however, the manager in question realized that Jessica was from a traditional Thai family that has just moved to the states a few years ago. She always greeted everyone she knew with a hug, and even sometimes offered a kiss on the cheek. Her actions were anything but sexual harassment, however since John was unaccustomed to any similar advances from employees, he felt the woman was out of line."
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Outsourcing America, 2005.
A dissertation about the impact that outsourcing has on the American labor market.
32,145 words (approx. 128.6 pages), 10 sources, MLA, $ 249.95
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Abstract
This study looks at the outsourcing of American jobs and how this is affecting the workers in America. There are many serious effects on the country, both positive and negative, that are related to the fact that many jobs are being outsourced, but there is also the issue of what the media wants individuals to believe about outsourcing and what it really accurate. Dispelling the myth that outsourcing is nothing but dangerous and problematic is also important. The study uses qualitative methods to show that outsourcing can be good for the economy and for the country, although not necessarily for the specific workers. Some may find better jobs, but many others do not, and therefore there are both pros and cons to the issue of outsourcing American jobs to other countries. The explains that why companies do this varies based on the company, but the main reasons appear to be profit margins and the ability to high more highly-skilled workers in America with the money that the company saves by sending the lower-skilled jobs overseas.
Outline:
Chapter One: Introduction
Problem Statement
Purpose of the Study
Importance of the Study
Scope of the Study
Rationale of the Study
Definition of Terms
Overview of the Study
Chapter Two: Review of Related Literature
Chapter Three: Methodology
Approach
Data Gathering Method
Database of the Study
Validity of Data
Originality and Limitations of Data
Summary of Chapter Three
Chapter Four: Data Analysis
Chapter Five: Summary, Conclusions, and Recommendations
Bibliography
From the Paper
"The plight of the American worker is something that has been lamented throughout history for various reasons. Some of these reasons were really more significant than others, and some of the reasons were simply complaints that the workers felt that they could get away with. However, outsourcing is somewhat different than just a workers' complaint. The reason behind this is that outsourcing affects so many different people for various reasons. From the poorly-skilled immigrant that is desperate for a job to the corporate executive that loses his job because there is no longer anyone for him to supervise, outsourcing can affect almost everyone.
The issue of outsourcing is one that has been misunderstood for many years. There are individuals that study it and discuss how significant it is, and there are others that see it as some kind of made-up problem that is really not important enough to focus on. Both of these are valid points of view but, in recent years, it has generally been accepted that outsourcing is problematic for many American workers today, and that the study of it is important. Unlike standard business problems, such as issues with profits or employee morale, outsourcing is not something that can be 'cured' by making some adjustments to the business as it is understood in the traditional sense. It affects so many people that there is a real issue of what it is doing to the country as a whole."
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American Labor Unions, 2005.
This paper discusses the relationship of American labor unions and large urban centers.
1,255 words (approx. 5.0 pages), 5 sources, MLA, $ 42.95
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Abstract
This paper explains that, especially in large urban centers, organized labor, which has often played a major role in local life and politics, is seen at best as meddling and unnecessary and at worst as tools of unscrupulous politicians and demagogues. The author points out that, at times, some of the aspects of union membership, which provide for their members' social and financial security, are viewed as detrimental by business owners and municipal governments. The paper states that unionized construction firms can serve as "fronts" for the activities of the Mob and labor union and construction rackets are a major source of income for New York's leading crime families.
From the Paper
"Union contracts stipulate that workers must enjoy a level of independence requisite to the good performance of their jobs. On this level, unions perform a service that is extremely valuable to both the individual worker and to the larger society that makes use of his skills. The worker performs his job to the best of his ability because he believes that he is responsible for the quality of his work. Society benefits from the limitations imposed on the boss or manager who may be more concerned with cost overruns than with quality. Worker independence in the construction and plumbing industries may make the difference between the building that stays up, and the one doesn't, and between the bathroom that functions properly, and the one that doesn't. "
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Pay Equity, 2005.
This paper discusses the problems and history of pay equity.
4,080 words (approx. 16.3 pages), 21 sources, APA, $ 109.95
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Abstract
This paper explains that pay equity is a gender independent pay process, which reduces wage inequity between men and women workers: Same wages for the same jobs. The author points out that pay equity is not a new issue; the National Federation of Business and Professional Women's (BPWs) Clubs, was established in July 1919 to eradicate sex discrimination in workplace, to confirm the principle of equal pay and to legislate a complete equal rights amendment. The paper relates that the wage disparity became apparent in the U.S. because of women and minorities entering the paid workforce; however, its prevalence was not perceived until the large entry of women seeking jobs during World War II.
Table of Contents
Thesis Statement
Introduction
Pay Equity Issues between Men and Women
Pay Equity Organizations and Websites
Efforts of Women's Organizations on Wage Discrimination
World War II and Influx of Women in Workforce
Conclusion
From the Paper
"Irrespective of the promulgation of Equal Pay Act ever since last four decades the wage disparities between men and women obstinately prevails. Women are still failing to earn equal pay for equal work only equal pay for comparable work. Such discrimination not only influences the spending capacity of women but also it costs their retirement security by entailing wide gulf between the social security and pensions. As per the study of 2004 conducted by the Institute for Women's Policy Research, on the basis of the US Census Bureau and Bureau of Labor statistics, it has been brought out that woman employed full time only gets 76 cents in comparison to one dollar for a man in the same time. The real median income of women is observed to have reduced by more than half a million dollar i.e. $523,000 over the last four decades."
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Title VII of the Civil Rights Act of 1964, 2005.
A look at this landmark Civil Rights legislation that has had a lasting impact on American society.
750 words (approx. 3.0 pages), 3 sources, APA, $ 26.95
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Abstract
This paper briefly describes how Title VII of the Civil Rights Act of 1964 was enacted into law, its purpose and what rights it is intended to safeguard. The paper also takes a look at how this legislation made possible additional laws guarding against sexual harassment and affirmative action.
From the Paper
"President Lyndon Johnson signed the bill into law on July 2, 1964. Title VII of this Act outlaws discrimination in employment in any business on the basis of race, national origin, sex, or religion. Title VII only applies to employers with 15 or more employees. Title VII also prohibits retaliation against employees who oppose such unlawful discrimination (Author unknown, 1999). The Equal Employment Opportunity Commission enforces Title VII and investigates, mediates, and sometimes files lawsuits on behalf of employees. Title VII also states that an individual can bring a private lawsuit within 180 days of learning of the discrimination. In the late 1970s, courts began judging that sexual harassment was prohibited under the Act (Fitzgerald, 2003). Since then, Title VII has been supplemented with legislation prohibiting pregnancy, age, and disability discrimination. Currently, there is no federal law prohibiting discrimination based on sexual orientation. However, Congress continues to consider the Employment Non-Discrimination Act, which would prohibit sexual orientation employment discrimination (Williams, 1999)."
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Manufacturing Site Selection, 2005.
Research paper concerning the processes involved in manufacturing site selection.
20,120 words (approx. 80.5 pages), 34 sources, APA, $ 249.95
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Abstract
This research paper describes the overall considerations taken into account when selecting a manufacturing site as well as the most important factors that tend to influence site selection. The paper also describes and discusses specific case studies of site selection in rural verses metropolitan regions. Relevant figures and tables are included with the paper.
Table of Contents
Introduction
Statement of the Problem
Purpose of Study
Importance of Study
Scope of Study
Rationale of Study
Definition of Terms
Overview of Study
Review of Related Literature
Methodology
Description of the Study Approach
Data-gathering Method and Database of Study
Data Analysis
Summary, Conclusions and Recommendations
From the Paper
"The past several years have witnessed a dramatic slowdown and in many cases an actual reversal in manufacturing job growth in the United States. According to Don Sherman Grant II and Michael Wallace (1994), while the manufacturing job base grew by an average of 2.0 percent per year in the 1960s, it slowed to .5 percent in the 1970s, and dropped even further to -.8 percent during the 1980s. Toward the end of the 1980s, less than 15 percent of the nation's employed workers were employed in manufacturing industries while the country experienced the wrenching changes caused by a transition from a manufacturing to a service-based economy (Grant & Wallace, 1994). This shift is the most readily discernible indication of the alarming pattern of deindustrialization of the American economy, a systematic disinvestment in the nation's core manufacturing industries. A number of economists have cautioned policymakers that the erosion of the nation's manufacturing base will have a profound effect on the country's economy. The new service sector jobs have lower multiplier effects than the rapidly vanishing manufacturing sector jobs; this process, in turn, threatens the long-term dynamism of the United States economy."
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Union Job Out-Sourcing, 2005.
A look at the numerous negative effects created by the outsourcing of union jobs.
805 words (approx. 3.2 pages), 10 sources, APA, $ 28.95
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Abstract
This paper describes the growing corporate trend of outsourcing jobs to third world countries in the never ending chase for higher profits and cheaper labor. The paper also describes the social and economic costs of outsourcing and cites research showing that continued outsourcing means the continued wreckage of the American middle class and the distortion of the global economy.
From the Paper
"In recent years, the outsourcing of union jobs has emerged as a disturbing new trend affecting millions of middle-class workers everywhere. As a result of this devastation, the U.S. manufacturing sector and the permanent loss of millions of high-wage, good benefit, middle-class jobs, are now threatened with extinction (Gibson, 2004). Service jobs are affected, as well as high paying, professional and technical career opportunities due to the growing off-shoring movement. Although corporate America has already moved most of the high-paying manufacturing jobs overseas, even minimum wage jobs are becoming out-sourced."
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The Glass Ceiling, 2005.
A study of the effect of the 'glass ceiling' on women in corporate America.
1,874 words (approx. 7.5 pages), 21 sources, MLA, $ 59.95
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Abstract
The glass ceiling is a concept that refers to societal and corporate disparity. This study provides an overview of this phenomenon and explores the causative factors that prevent female mangers from advancing. The paper explains that it was found that the literature stressed gender discrimination as a central factor and also pointed to the prevalence of related and complex issues that still maintain managerial disparity in the corporate environment. Includes several graphs and tables.
Outline
Abstract
1. Introduction
2. The Problem and Literature Overview
Figure 1. Corporate Female Managers.
3. Stereotypes
4. The Wage Gap
5. Conclusion and Recommendations
Bibliography
From the Paper
"In essence the term glass ceiling can be can be viewed as the" idea that discrimination against women in the workplace remains a formidable barrier to their upward mobility in the corporate world." ( Lopez, N.) The recognition of this fact in the corporate business world as evidence of discriminatory practice resulted in legislation and the Glass Ceiling Act, as part of Title II of the Civil Rights Act of 1991, introduced by Senator Robert Dole and signed by President Bush. A bipartisan twenty-one member Glass Ceiling Commission was charged with preparing recommendations on the glass ceiling issue for the President and corporate leaders. (ibid)"
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Interpersonal Conflict, 2005.
A discussion on how to manage interpersonal conflict in the workplace.
2,801 words (approx. 11.2 pages), 11 sources, APA, $ 83.95
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Abstract
This paper examines how managing interpersonal communications and conflicts in the current workplace environment calls for a skillful blending of traditional management communications skills and recognition of the changing nature of the workplace, and of the variety of employee situations within it, from on-site to remote work. It looks at how in addition to the new characteristics of the workplace such as the technologies that demand faster decision-making than ever before, there are also traditional problems as yet unsolved, among them the attitude toward older workers, workplace harassment and sexual abuse. This paper attempts to shed some light on all of these issues, proposing the best general role models for managers to follow in dealing with them.
Outline
Managing Interpersonal Conflicts
How Conflicts Usually Arise
Aspects of Relationships in the Workplace
Recognizing Sexual Harassment in the Workplace
Characteristics of Strong Manager/Employee Relationships
Conclusion
From the Paper
"Managing interpersonal conflicts would seem to be central to any manager's job. One can do it by draconian measures-threatening to dismiss workers who are habitually engaged in conflict-or one can do it by understanding the causes of conflicts and addressing each instance appropriately (which might, of course, result in dismissal at times.) In order to understand how conflicts arise and how to address them, managers need to realize, first and foremost, that employees are not automatons. Every employee, whether his or her work is mainly with other employees or with a combination of other employees and the company's customers or clients, will be performing not only physical and mental labor, but emotional labor as well."
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