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Minority Groups within Unions, 2008.
A discussion of how minority groups in Canada are treated within labor unions.
1,290 words (approx. 5.2 pages), 4 sources, APA, $ 43.95
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Abstract
This paper examines the different methods and strategies that minorities in Canada have utilized to advance their interests within the union movement, and what other actions they could take to further their cause.
From the Paper
"It has not always been easy for minorities to pursue their goals via the labour movement. Until the early decades of the 20th century, Aboriginal, Black and Asian workers were not even allowed to join unions. As a result, they formed their own unions to further their interests. An example was the Order of Sleeping Car Porters - comprising black people working on the railways. Later, when they were allowed to join the mainstream unions, these unions disbanded. However, since the 1980s, minorities have been organizing separate groups within the union movement to focus on their own specific needs. This movement reflects the concept of separation, as opposed to integration - it is argued that when a group suffers particular hardships or prejudices, it should have to right to separate and focus on combating these prejudices. This can be easier than attempting to persuade the mainstream unions to focus on these minority issues. This concept was established by the women's movement, so that it was less controversial when minorities embraced it within the labour movement (Labour Studies 332 Study Guide). However, it should also be borne in mind that there is streght in solidarity - as will be discussed further below."
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Privacy in the Workplace, 2008.
This paper looks at the issue of workplace privacy and discusses trends in workplace surveillance.
1,194 words (approx. 4.8 pages), 4 sources, APA, $ 40.95
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Abstract
In this article, the writer discusses the issue of workplace privacy and the concerns that accompany this issue. Several individuals were interviewed via email for the purpose of this paper and their opinions are noted. Additional research regarding workplace privacy and future trends in workplace surveillance are discussed in detail. The suggestion is made that existing legislation regarding employee privacy protections are insufficient and clearly weighted towards the employer.
Outline:
Abstract
Interview One-HR Administrator
Interview Two-IT Administrator
Additional Research Related to Workplace Privacy
From the Paper
"Additionally, as technology continues to advance and new and novel ways of monitoring employees are conceived, the threat to workplace privacy seems certain to crossover directly to employees' personal privacy domains. One example of such new technologies being gradually adapted to employee surveillance and monitoring is the use and application of radio frequency identification (RFID) technology. RFID technology is a radio enabled computer chip that is now in widespread use in the retail and foodservice industries among many others, which allows for more accurate and better types of data regarding products to be tracked and recorded by allowing easy reading and scanning of these products without ever being handled. While the use of RFID technology in the workplace might seem far-fetched and it certainly is not in widespread use by any stretch of the imagination, the fact that some foreign governments such as Mexico's judicial branch have implanted an RFID chip in some workers in order to control access to sensitive areas of its facilities should be alarming."
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Canadian Nurse Bullying, 2008.
This paper is a policy analysis directed at the problem of bullying nurses.
2,820 words (approx. 11.3 pages), 9 sources, APA, $ 83.95
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Abstract
This paper addresses bullying in the Canadian nursing environment, noting that the challenges of bullying, harassment and other forms of intimidation by one nurse towards others are taking place in the context of the nursing shortage and a continually declining workforce. The author points out that bullying can have a profound effect on whether students and new nurses continue to pursue nursing as a lifelong career or leave scarred and embittered. The paper relates that the policy of choice is legislated zero tolerance and that the success of the policy depends on the inclusion of an education component. The paper also warns that, because senior nurses would be the first obstruction encountered in implementing anti-nurse-bullying policies, health care organizations may be in opposition to this reform as employee losses may occur during the implementation period.
Table of Contents:
Introduction
Political Analysis
Political Setting
Changes in Contextual Factors
Evaluation of Stakeholders
Values
Resources
Distribution of Power
Strategic Plan
From the Paper
"Coalition building initially at the provincial level between nurse organizations and other health care-related groups, community interest groups, hospitals and "pro" political figures such as the Minister of Health and Long-Term Care and the different commissioners of the Ontario (and Canadian) Human Rights Commission should not be taken lightly as it is a critical goal for both government entities to back the proposal. Using organizations mentioned previously with established political connections to the Ministry of Health and the Commission as a means to establish new activities that specifically look at discrimination concerns would be a prudent approach."
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Clinton and NAFTA, 2008.
Examines President Clinton's acceptance of the North American Free Trade Agreement (NAFTA) through a discussion of Robert Putnam's two-level game theory.
1,946 words (approx. 7.8 pages), 32 sources, APA, $ 61.95
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Abstract
In this article, the writer discusses the link between international policy, especially international economic policy, and domestic issues. The writer notes that Robert Putnam has developed the view that a President negotiating an international economic agreement stands in two spheres. He deals in the international arena, and he deals in the domestic arena. The writer maintains that the negotiation and adoption of NAFTA fits the two-level paradigm that Putnam developed. Indeed, it shows that often American presidents can secure international agreements more easily than domestic compromise. In this case, Bill Clinton had to build a coalition to get NAFTA through. The writer concludes that negotiating the supplemental agreements proved easier than getting the enabling legislation through Congress.
From the Paper
"It was a difficult issue for Clinton, because labor opposed the pact vehemently, while business interests thought it was a major breakthrough.
"On September 8, Bush released the text of NAFTA, a 7-inch thick document. Trying to fend off Clinton, Bush criticized him as indecisive on the pact. Notably, Mr. Bush had early secured extraordinary legislative authority to negotiate NAFTA. The President would submit the Agreement, which had in effect been given prior approval by the Congress. The key vote would come later, when Congress would adopt or reject enabling legislation that would put the Agreement into effect. While the legislation could supplement NAFTA, it could not contradict it."
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Organizing Unorganized Workers, 2008.
This paper addresses the issues facing labour unions in Canada today.
1,448 words (approx. 5.8 pages), 4 sources, APA, $ 48.95
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Abstract
The paper discusses the importance of unions maintaining their efficacy by focusing their energy and resources on organizing the unorganized. The paper highlights, however, the many factors that hinder unionization in Canada. The paper specifically describes the major barriers to the increased unionization of women.
From the Paper
"Without sufficient members, labour unions lose their power and efficacy, in that they lack the requisite strength in numbers for leverage against the employer, and thus cannot negotiate benefits for their members. It is therefore important that union membership remains at least constant. However, as the work force is usually growing, retaining the same percentage of union members requires ongoing recruitment. The problem is that so far from growing, union membership is actually dropping in many industrialized countries, largely due to major changes on the work front. For example, jobs are declining in the manufacturing industries (traditionally a good place for union recruitment) and are growing in the private service sectors (a place where recruitment is difficult, due to factors such as small company size, and a preponderance of part time, casual or contract work)."
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Domestic Labor in the Global Economy, 2008.
This paper looks at domestic labor in the global economy and discusses whether such women are really "servants of globalization".
1,721 words (approx. 6.9 pages), 5 sources, MLA, $ 55.95
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Abstract
In this article, the writer explains that labor migration vis-a-vis female domestic labor is the temporary movement of women, predominantly, but not exclusively, from the third world, to another global region wherein they work as servants so as to accumulate capital that they then can return to their families back home in the form of remittances. Besides being a highly gendered phenomenon, some have argued that the aforementioned labor migration renders these women little more than the contemporary "servants of globalization." The writer argues that this both is, and is not, the case. Specifically, the writer maintains that while these women certainly do serve the interests of others and certainly do find themselves performing menial tasks, they do not necessarily face the same burdens as "servants" from previous ages; that is to say, there are legal protections in place for all workers in developed lands and the increased scrutiny now surrounding the phenomenon of third-world labor migration makes it less likely for these women to be taken advantage of. The writer concludes that while it is largely true that domestic laborers are the "servants of (twenty-first century) globalization," one must be careful to avoid associating their plight with the truly harrowing plight of previous generations of servants.
From the Paper
"In addition, while the global economy may make it easier for affluent individuals in the developed world to find cheap domestic labor abroad, the highly-integrated global economy also allows domestic laborers alternatives that might not have been available even a generation ago. To wit, if a domestic worker or care-giver is unsatisfied with the state of things in one part of the world, she can utilize the internet, liberalized rules (in most countries) vis-a-vis work visas and citizenship application, and the assistance of mass communication technology that allows for expeditious communication between global networks of similarly-situated workers, to find a position more in keeping with her desires.
"The idea of globalization serving domestic laborers by bringing them into contact with other, similarly-situated individuals through mass communication (even as it also isolates them from loved ones) deserves some further illustration."
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Equality in Community Work Practice in Ireland, 2008.
An analysis of the current equality practices and the long-term plan to combat inequality in the workplace in Ireland.
1,225 words (approx. 4.9 pages), 6 sources, MLA, $ 41.95
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Abstract
This paper discusses equality in the workplace in Ireland. It analyzes the several processes in Ireland that are showing that a long-term plan exists to combat inequality and to reestablish equality among all peoples. It also discusses the role of equality in community work and then briefly summarizes the processes that are currently in place.
From the Paper
"On a national level, there are some key goals to reach this equitable society. For example, Pobal in 2007 seeks to expand their partnerships that offer services to the unemployed, community development, and community based youth initiatives to cover the entire country (Pobal). This national coverage will bring a consistent growth of equitability to the nation. Similarly, the Combat Poverty Agency seeks to provide stronger access to quality services in 2007, also focusing on stronger distribution of income (Combat Poverty Agency)."
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Comparative International Employment, 2008.
This paper discusses international human resource management (HRM) functions.
2,427 words (approx. 9.7 pages), 14 sources, MLA, $ 74.95
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Abstract
In this article, the writer notes that HRM functions have been in an increasingly rapid evolutionary state since the early 1980s with the rise of the global economic model and globalization in general. Motivational issues cover the spectrum of organizations from the private to the public sector and each sector, in its own fashion, relies on better motivated workforces to achieve success. The writer maintains that HRM's rise within the corporate hierarchy is undisputed in terms of training for core competencies. The writer concludes that employees who are motivated take pride in their duties and will take extra steps to ensure that their tasks and the organization's customers, internal and external, are dealt with fairly and equitably.
Outline:
Developmental Overview
HRM's Shift to Motivation
Training, Development & Strategy
Case Studies in HRM Strategies
HRM & Managerial Development at ANZ
Conclusion
From the Paper
"These were powerful testaments to the role that HRM could fulfil in an enterprise only served to fuel further advances in training and development functionality with HR departments. The mundane record keeping tasks have been largely shifted over to automated processes because of improvements in technology and now HR professionals find themselves acting as internal consultants and educators to both employees and management. The integration of training and development functions has now become so ingrained within the organizational culture and psyche of most market competitors, regardless of industry, that it is considered indispensable. Developing relevant and germane learning activities for employees is so central to organizations currently that while salary and pay issues still figure highly within the nexus of compensation strategies, the compensation package as a whole must be accompanied by a host of other HRM amenities."
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At Will Employment, 2008.
A review of the arguments of Richard Epstein in his article, "In Defense of the Contract at Will."
1,568 words (approx. 6.3 pages), 3 sources, MLA, $ 51.95
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Abstract
This paper discusses Richard Epstein's article, "In Defense of the Contract at Will," in which he describes at will employment as an inherent right awarded to all employers. The paper presents his arguments and reviews their validity. It discusses the strategy of his arguments and describes why they are successful in their presentation.
From the Paper
"What these authors recognize in at-will's implicit contract is that it is simply not a contract at all and all of the demands are made by the employer with little recourse for the employee other than to quit and suffer the greater economic harm and consequences. Hence, the at-will contract is essentially a mandate rather than a contract and it is a mandate that states that employees will abide by the predetermined agreements of the employer or be removed from employment at any time and for any reason."
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A Labour Force 'System', 2008.
This paper focuses on how Canadian workers can be motivated to perceive employment in constructive ways.
1,742 words (approx. 7.0 pages), 6 sources, APA, $ 56.95
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Abstract
The paper stresses how no system of labour force development can hope to solve problems of employment and labour development in Canada. The paper contends, however, that a labour force development culture can make a vast difference. The paper explains the value of life long learning (LLL) and of employers seeing the merits in older workers. The paper emphasizes how the key is to get people seeing work, and looking for it, in a positive way.
Outline:
Introduction
Age as a Factor
Self-Sufficiency
Concluding Notes
From the Paper
"The concept of Life Long Learning (LLL) needs to be instilled in all Canadians. Morris is correct in stating the need for a new orientation. (2000) All workers need to approach working life in a spirit of learning. If laid off, this is a chance for new learning. If unemployed for a period of time, this too, is time for learning that may be of various kinds. Knowledge and skills are both important. For example, a person who cannot find a government training program can find low cost or free ways to improve his or her English. If knowing English, the person can perfect their French, and if needing to acquire various skills in supervised non-unionized environments will accept the worker who comes to learn, minus pay, for a set number of hours per week. It is just another way that constructive learning of skills and knowledge is found by volunteering. The individual needs to have an attitude towards working and employers that is 'win-win' and cooperative. Many industries still depend on the person who shows that he or she is willing to learn, that an effort will be made."
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Team Building, 2008.
This paper looks at the approach of a work team strategy and discusses this process within an organization.
931 words (approx. 3.7 pages), 8 sources, APA, $ 33.95
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Abstract
In this article the writer discusses that a team building strategy follows the logic model by accounting for inputs, changes, and outputs in the form of improved communications, improved performance, and increased productivity. The writer notes that this serves to assure the accomplishment and maintenance of elements of the organizational mission. The writer maintains that the use of a work team fundamentally changes the way work is organized and gives employees more control over their jobs. Adopting the work team approach is not a simple matter and involves tearing down bureaucratic barriers between departments and eliminating tiers of managers. The writer concludes that such radical changes are being undertaken by business, however, in order to gain workers' commitment and knowledge for the future.
From the Paper
"Two primary classifications of organizational structure are mechanistic and organic. The differences between mechanistic and organic organizational structures are expressed in the context of the level of formal structure and control embodied in the two organizational concepts. Successful implementation and execution of the team development technique leads to improved communication, enhanced creativity, more effective decision-making, and higher levels of organizational performance. One of the most important manifestations of the team organization decision-making technique is the quality circles concept that was pioneered in Japanese manufacturing organizations, and which, in the 1990s, is found in a number of major American organizations. Most organizational structures are product/process- or functional-based. Mixed organizational structures, however, have long been common."
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Disabled Women and Employment, 2008.
This paper looks at the difficulties for disabled women to find employment, focusing on Canada.
1,107 words (approx. 4.4 pages), 5 sources, MLA, $ 38.95
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Abstract
In this article, the writer notes that people with disabilities face limited admission to health care, education, social activities and employment. Specifically, the writer points out that women with disabilities face the same criteria in higher regards and are disappointingly underrepresented in research, training and health policies. The writer maintains that although few advances have been made in terms of the Americans with Disabilities Act and medical/assistive technology, opportunities have opened doors for females with disabilities to participate in and gain access to services but there is still work to be done. This research paper examines women with disabilities facing challenges of finding employment specifically in Ontario, Canada.
From the Paper
"Disabled women who could not take the struggle received social assistance or began some kind of training that would benefit their disability and work at the same time. In one situation, a woman who suffers from arthritis had to go to a chiropractor almost three times a week and was too tired to go to work, which became a barrier. Since employers expect their employees to work eight or more hours a day.
"In another situation, a woman with cerebral palsy became an occupational therapist. During a summer program as a ninth grader, she assisted students with severe disabilities along with a speech therapist and an occupational therapist. She was advised not to enter the field of occupational therapy because of lifting and feeding the disabled children. However due to this incredible challenge to fight and help children, she became a pediatric occupational therapist after finishing college."
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Fair Trade in the Coffee Industry, 2008.
An analysis of the impact of fair trade in the coffee industry, including three case study analyses.
3,337 words (approx. 13.3 pages), 12 sources, MLA, $ 95.95
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Abstract
This paper explores the overall importance of the coffee industry to the global economy and describes how fair trade in the industry not only benefits the major players, but the international economy as a whole. It explores the history of coffee prices and how the fair trade movement which guaranteed a negotiated pre-harvest price changed the living standards for disadvantaged coffee growers and workers. The paper concludes that there is a huge disconnect between prices for coffee in the consumption market and the price paid to the coffee industry workers which results in poverty and poor economic conditions for coffee growers. Three case study analyses are included.
Table of Contents:
Introduction
Structure and History of the Coffee Industry
The Fair Trade Movement: Implications for Coffee Workers and the Global Economy
Case Study #1: Starbucks Impact on a Nations Economy: The Duality of Competition
Case Study #2: Cafedirect and KNCU - Partnership in Fair Trade
Case Study #3: Does Fair Trade Affect Quality? - Examining Coffee in Mexico
How has Fair Trade Helped Coffee Industry Workers: Tenets and Principles of Fair Trade
Fair Trade Certification Organizations: Fair Trade Labeling Organizations and International Fair Trade Standards
Conclusion: Fair Trade is Ethical Trade
From the Paper
"Globalization is a process of enhancing collective measures to integrate economies, not only via goods and services but via governance, investment, trade, and aid (DeAngelis 2004). As globalization has progressed, it is clear that the most advanced countries have gained the most from the integration of economies; as such there is a widening gap between developed/advanced countries and developing/underdeveloped countries. Does globalization favor high-income countries to low-income countries? The coffee industry highlights a common problem with many agricultural products that are marketed within developed regions - impoverished societies characterized poor development trends with a final product that is booming in the industry. Fair trade is the only mechanism that can correct this trend. It should be clear that fair trade is not the savior of the developing region; there are many structural problems that not even free trade can bypass. However, free trade has very visible benefits that have led to changes in sectors of the society (Simmons 2003). The coffee industry has faced many historical processes that have changed the living standards of many producers in the developing region; the free trade movement has helped to create some level of equity as it aids marginalized farmers in the coffee industry."
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Nursing Shortage Effects, 2008.
This paper looks at the effects of the nursing shortage on an emergency department.
1,215 words (approx. 4.9 pages), 6 sources, APA, $ 41.95
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Abstract
In this article, the writer notes that while the universal perceived shortage of health care personnel is serious in that its major impacts on health care delivery can be felt by patients directly, no other profession is harder hit than the nursing profession. The writer discusses the effects of the shortage of nurses concentrating on an emergency department. The organization selected for discussion is the emergency department of a community-based teaching hospital that provides tertiary care for the surrounding community and most of the county. The writer concludes that while it is understandable that operations cannot be encumbered by inexperienced personnel, the core values of nurses as coaches and mentors should be shown as an example for younger staff to follow and respect, regardless of the situation or even the fact that the hospital is not a full-fledged teaching institution unto itself.
Outline:
Introduction
Problem Identification
Leadership Behaviors
Cultural Diversity Issues
Problem Resolution and Recommendations for Improvement
Implications and Conclusions
From the Paper
"To increase the number of candidates, the experience criteria was dropped, favoring new graduates on the premise that they could be more easily taught to conform to the system instead of more experienced nurses firmly set in the manner in which they practice. Although the nurse managers maintained an open-door policy, this was rarely utilized by the junior nurses in voicing their complaints."
"The senior nurses, who had been practicing in the department for several years, were recognized as informal leaders on the floor and were valued for their operational, "field" input. This was almost always the charge nurse and one other senior per shift. They also adapted the leadership style of their superiors, as department operations were already efficient enough to run without management and coordination."
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Women Working in Trade Unions, 2008.
An analysis of the barriers that women face in becoming active members of trade unions and the steps they have taken to overcome these barriers.
2,016 words (approx. 8.1 pages), 0 sources, APA, $ 63.95
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Abstract
This paper discusses the barriers that women face to becoming active members in trade unions. The paper then describes the strategies and methods women have used to overcome these barriers in order to press for change in the union movement, raise issues of concern to women, and obtain more equal representation. Finally, the paper evaluates to what extent these actions been successfully translated into negotiating collective agreements that reflect issues of concern to women.
From the Paper
"Yet another barrier is that women are all too often excluded from jobs considered "male" - which are almost invariably the better paid jobs. For example, Luxton and Corman (1991) document the extraordinary struggle that women had to wage to get jobs in the steel industry with Stelco (the Steel Company of Canada). In this struggle they were backed by the United Steelworkers of America Local 105, as well as an ad hoc committee. Luxton and Corman (1991) highlight the sheer sexism which conspired to keep women out of these higher-paying jobs. All of this suggests that true pay equity will not be achieved until society itself is fundamentally restructured under feminist principles - and none of us should make the mistake of holding our breath waiting for that."
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