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Minimum Wage, 2002.
A study on the minimum wage laws.
2,810 words (approx. 11.2 pages), 8 sources, APA, $ 83.95
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Abstract
This paper examines the public policy implications of minimum wage laws and to a lesser extent living-wage laws (with the understanding that the two are philosophically linked to each other). The author writes, for those of us just now entering the labor force, it would be unthinkable to contemplate the working world without the presence of a minimum wage law. The paper provides a brief history of labor law and public policy in the United States. The paper includes graphs and charts.
From the Paper
"The minimum wage does not seem to be one of those causes over which people become sufficiently impassioned to protest in the streets. But that is in large measure only because when people are protesting in the streets they tend to call for economic fairness or distributive justice, and both of these concepts are connected to the idea of a minimum wage or its newer and more radical cousin, the living wage."
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Unionism, 2002.
This paper traces the growing affects of corruption in unionism.
900 words (approx. 3.6 pages), 4 sources, MLA, $ 31.95
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Abstract
The paper examines the claim that unions are a cause of corruption in many industries in the USA due to the misuse of their power and influence. It looks at the harm done by the unions in the economical, social, political and religious arenas. It brings up corruption in federal grants, unionism in schools, corruption effects in heavy manufactured goods industry and unionism abuse at a steel mill.
From the Paper
"Unionism refers to the power that resides in a group of people sharing common interests. This force, influence, or power exists by virtue of unification. Unions exist throughout the United States each created under the slogan of ?safeguarding the rights of the respective union?s members?. However, the case does not remain the same once the presence of power and the ability to exercise it is realized. Today, these unions are a cause of corruption in many industries nationwide due to the misuse of their power and influence where by they cause great economical, social, political and religious harm to the country."
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Implementing Change in Organizations, 2002.
The author looks at how the process of changing policy has evolved over the last twenty years and looks at some of the factors that have affected the process.
720 words (approx. 2.9 pages), 4 sources, MLA, $ 25.95
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Abstract
This paper examines the process involved when an organization wants to change its policy. The author looks at how the process of changing policy has evolved over the last twenty years and looks at some of the factors that have affected the process. According to this writer, changes in management, as well as changes in the nature of the relationship between management and its workers are two major factors affecting many organizations' ability to implement new policies and practices.
From the Paper
"In recent times, with the workforce more knowledgeable about their rights, and an increasing focus by management in keeping their workers happy, the balance of power has shifted. All changes have to be beneficial to both the management and the worker. Union buy-in for any change to be implemented is required. Organizations are increasing recruiting members of unionized and non-unionized staff to be included in the team that is formed to help implement changes in an organization. Successful changes in any organization have resulted as the outcome of an effective reward and incentives plan for all the participants rather than a few selected members of the organization. Efficient and effective two-way communication is necessary and one of the key elements in any environmental change."
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Labor Laws in Russia, 2002.
The following paper examines research that reveals what steps should be taken to enforce the existing labor laws to protect employees in Russia and to support the restructuring efforts through secure employment.
1,420 words (approx. 5.7 pages), 9 sources, MLA, $ 47.95
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Abstract
This paper discusses the current labor laws in Russia, subject to free market forces, changes in the way business is done and illegal agreements within the context of pressure from the World Bank for lasting economic reform.
From the Paper
"The reform of Russia's labor legislation has become a pressing issue for international agencies over the last few years. An important consideration for the Russians is that the World Bank has attached high priority to radical changes in the law as one of the conditions of its Social Protection Adjustment Loan.It is reported that employers in the private sector constantly violate existing labor legislation to achieve a more flexible and self-determinate situation, leading to a conclusion that job security for workers can only be obtained by moving away from labor contracts and binding collective agreements to more free market considerations and little or no labor legislation (Standing, 1996)."
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Heroes of American Labor, 2001.
This paper examines some of the people in the American labor movement including: Pauline Newman, William Shepherd and Upton Sinclair.
1,380 words (approx. 5.5 pages), 1 source, MLA, $ 46.95
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Abstract
This paper studies some of the real unknown heroes of the American labor movement who contributed to the boom in manufacturing in the beginning of the last century. It details Pauline Newman's work in the New York Triangle Shirtwaist Factory and its known violations to women workers.
In the factory's terrible fire, 146 women were killed, mostly Jewish. It reports how William Shepherd, a journalist, covered the incident and how Upton Sinclair, the famous writer helped end this slave labor by writing about it. This paper gives an historical overview of this time in American history and concludes that these three people did a great deal in order to end the suffering of the workers.
From the Paper
"In the beginning years of the last century, working conditions were grave, and life was a struggle for American workers coming from all walks of life. Many of these workers were immigrants, trapped in miserable and dangerous working conditions, struggling for a small livelihood in their new country. The jobs the immigrants performed were vital to America?s booming manufacturing, yet most Americans barely knew these people existed and treated them like outsiders. Who was really fighting for them, then? As we look back upon a time when humans were used freely as slaves and kept in unsafe conditions, we are thankful to a few people who gave voice to all those hurt. As we look back to some of these heroes, such as Pauline Newman, William Shepherd, Upton Sinclair we are better able to understand a story that we can only read about. "
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Employment Law in the Maquila System, 2008.
An analysis of the role of the human resource manager in labor-related legal considerations in the Maquila environment.
7,425 words (approx. 29.7 pages), 46 sources, MLA, $ 163.95
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Abstract
This paper outlines some of the labor-related legal considerations that the human resource manager will face when dealing with the Maquila environment. In particular, it focuses on Mexico's labor law and its origins, the track record in the area of labor law enforcement, and just how grievances are handled. The paper also briefly reviews American labor laws. The paper uses endnotes.
Table of Contents:
section 1: Introduction
Section 2: History And Origin Of Mexican And U.S. Labor Law
Section 3: Laws Dealing With Labor Conditions In Mexico And U.S. Prior To Employment (Application/Interviews)
Section 4: Labor Laws Dealing With Working Conditions
Section 5: Labor Laws Dealing With Termination
Section 6: Conflict Of Laws
Section 7: Maquila Labor Law In Practice
Section 8: Cultural Considerations And The Labor Context
Section 9: Conclusions
From the Paper
"For the Mexican workers employed by the American parent company in Mexico, however, the Mexican labor law is the sole concern. That is not to say that the Mexican worker cannot file a claim with the NAO in either the United States or Canada, but this has not been the case historically. The majority of claims have come from the two primary areas discussed above (employees' right to organize and discrimination/harassment of women). It seems, however, that the overly protective nature of the Mexican labor law system is rarely enforced due to the outcome of the NAO submissions dealing with those two areas (NAO submissions 9702 and 9402 discussed above)."
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Team Dynamics, 2008.
This paper considers conflict resolution through the team dynamic and discusses effective strategies towards resolving conflict while building a cohesive team.
1,253 words (approx. 5.0 pages), 5 sources, APA, $ 42.95
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Abstract
This paper discusses conflict resolution, defined as the ability of a team to discuss and resolve differences. Conflict resolution strategies for a team charter do not prevent conflicts, however, using them as a reference when conflict arises should enable a team to get back on track. Because the strategies have been developed and agreed upon by each team member, the success of a team is directly related to the ability to resolve conflicts effectively. This paper specifically discusses the types of conflict, results of positive and negative conflict resolution strategies, stages of team development and the cost of unresolved conflict.
From the Paper
"Once the team members have identified the types of conflict, and determined whether they have a negative or a positive impact on the team's ability to function effectively, they need to identify the sources of conflict.
"Teams need to be aware that poor communication is the leading cause of negative conflicts. When communication is not effective between team members, they are unable to share ideas, thoughts and opinions, and when active listening is not employed, misunderstandings are the result. Another major source of negative conflict is overlapping authority. This occurs when two or more members in a group claim authority for the same activity activities. (Parker, 2003, 172-173)"
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Labor Management Relations, 2008.
A discussion on the methods of improving productivity and relationships between labor unions, employer and employee.
2,038 words (approx. 8.2 pages), 11 sources, APA, $ 64.95
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Abstract
The paper presents an in-depth narrative on the importance of efficient labor cost management and highlights the effects that labor unions have on a business organization. In particular, the paper discusses the fact that unions and lean production programs are there to ensure correct planning of the methods employed to increase efficiency and productivity. The paper also relates that, if these factors are implemented, employers can introduce ideal levels of communication and receive co-operation and assistance from employees.
Outline:
Introduction
Common goals
Common challenges
Common realities
Strategic options and approaches
Conclusions
From the Paper
"Sound directives from management lead to responsiveness to company culture and inspire loyalty to the company. When workers feel secure, properly represented and involved in the company, the desire for collective action is not as significant (Dong-One and Voos, 1997). Sound leadership and motivation is able to guide the members of the organization towards the accomplishment of the major goal which is profits, efficiency and effectivity of the company.
"To achieve these, one has to be able to manage labor relations well. So, if workers turn to union organization as a means of communication and solving their concerns, considering the decline in unionization by workers, it may very well mean indeed that leadership and motivation strategies that are being implemented is not effective or enough to develop optimum labor relations."
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Equal Opportunity in the Workplace, 2008.
Looks at equal labor opportunities as part of the Civil Rights Movement.
970 words (approx. 3.9 pages), 6 sources, APA, $ 34.95
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Abstract
This paper explains that the Civil Rights Movements of the 1960s aimed for the realization of constitutional provisions for equality, especially the establishment of equal labor opportunities, which allow minorities to become economically and socially mobile. The paper discusses strategies used to promote awareness of the issue of labor equality and how it developed with the Civil Rights Movements of the 1960s. The paper also identifies issues that remain a concern and how they can be addressed. In addition, the paper includes a prospectus to determine the developing issues for the 21st century. An annotated bibliography is included with the paper.
Table of Contents:
Introduction
Awareness of the Issue
From the 1960s to 2006
Unresolved Issues
Changes in Approach
Conclusion
From the Paper
"By the 1990s, advocates, such as Redwood (1996), point out that though there has been progress in promoting equal work opportunity, much of it has been reserved for men. She even argues that women from minority or cultural groups are doubly disadvantaged, with gender being the more major concern. Morella (2007) points out that even within these discriminated groups, there is even further discrimination because of gender, race of national origin. Because of the lack of opportunities given to minority groups, whatever opportunities are afforded them is severely competed for."
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The Family and Medical Leave Act of 1993 (FMLA), 2005.
Looks at the Family and Medical Leave Act of 1993 (FMLA), which requires employers with 50 or more employees to provide up to twelve weeks of unpaid, job-protected leave "each year for specified family and medical reasons."
1,560 words (approx. 6.2 pages), 7 sources, APA, $ 51.95
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Abstract
This paper explains that the Family and Medical Leave Act of 1993 (FMLA) was designed to help those individuals who need to care for either a close family member with a serious medical disorder or to assist employees when a serious medical condition arrives without notice. The paper first describes some of the provisions of the FMLA, including entitlements to leave, the maintenance of health benefits during leave, job restoration after leave, and protections for employees who request or take FMLA leave. The paperalso relates the process by which an employee can use FMLA leave. The paper concludes that the success of this legislation has led many states to pass similar acts.
Table of Contents:
Introduction
Leave Entitlement
Maintenance of Health Benefits
Job and Benefits Protection/Restoration
Notice and Certification
Illegal Acts
FMLA Case Examples
Conclusion
From the Paper
"As is the case with many federally-backed laws, the FMLA includes a number of items that are required by both parties. First, an employer is not allowed to "interfere with, or deny the existence of any right provided" by the FMLA. In addition, an employer is not allowed to "discharge or discriminate against any individual for opposing any practice or because of involvement in any proceeding related to FMLA," meaning that employers must adhere to all anti-discrimination laws within the United States."
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Models of Management Development & Training, 2008.
This paper discusses management development and training within the current business environment.
1,161 words (approx. 4.6 pages), 16 sources, MLA, $ 40.95
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Abstract
In this article, the writer notes that the current business environment is characterized by a high level of competitiveness and business organizations have to constantly re-engineer their internal operations in order to develop and maintain a competitive edge. The writer maintains that for this reason, management development in recent times has become an issue of great concern. The writer discusses that because work practices are constantly changing as a result of business process re-engineering undertaken on a periodic basis, the learning process which contributes to management development has been subjected to intensive research in order to develop its effectiveness. In this respect, the reflective practitioner model has garnered considerable attention in the corporate world as a result of its ability to generate behavioral patterns which are highly adaptive to the changing business environment. The writer discusses that at the core of the reflective practitioner model is the issue of effective management behavior as a function of two elements: development focused on effectiveness and effective learning process.
From the Paper
"As mentioned before, the process of management development has to vary from one situation to another in order to have any value in terms of effectiveness. However when it comes to formalized training and development programs, the process of generalization leads to confusion on the part of the managers as to the relevance of the subject matter in the context of their particular working environments. This leads to a vicious learning cycle which can create a defensive mindset on the part of managers in their refusal to acknowledge the existence of problems so that the need for learning is obviated. Therefore, when it comes to effective management development, the issue of concern is to research the particulars of the leaning cycle. Any generalization in this respect would facilitate the development of an effective learning framework. That generalization may be found in the learning cycle as proposed by David Kolb. According to this learning cycle, managers draw on concrete experience to start the learning process. The learners subject concrete experience to reflective observation. In this stage, different aspects of prior experience are viewed from different perspectives in order to determine the degree of their relevance to the present situation. Once the reflective observation stage is complete, the learner moves to abstract conceptualization in which stage he develops theoretical constructs based on the results of the reflective observation to address the present scenario. The constructs are then subjected to active experimentation in real life."
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New Era Cap Company, 2007.
An investigation into the New Era Cap Company's use of sweatshops in Bangladesh and China to produce its products.
1,650 words (approx. 6.6 pages), 6 sources, APA, $ 53.95
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Abstract
This paper examines how like many companies in the garment industry, New Era's products have commonly been suspected of being manufactured in sweatshops in poor Asian countries. The two countries involved with New Era Cap are Bangladesh and China, countries where many other products are made for American businesses. The paper examines how the conditions of workers are very harsh and looks at how conditions could be improved.
From the Paper
"Pro Sports Limited is an alleged sweatshop in which New Era Cap has some of its products produced. It is an employer of more than 700 women in the capital of the nation, Dhaka, and is managed by Motawakkel Billah (Role of U.S, 2001). Harsh does not sufficiently describe the conditions that women must work under. The workers who sew not only New Era's hats but also those of nationally recognized Universities'; work typically 68.5 - 70.5 hour workweeks. This includes forced overtime in a hot, overcrowded and oppressive setting. They have to ask for permission to use the bathroom and talking is prohibited (Role of U.S). Not only are the workers forced to work in such an environment for extended hours but also they commonly get cheated for the proper pay. "
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Empowerment of Employees, 2007.
This paper discusses the empowerment of employees and explores methods in which this may be carried out.
2,588 words (approx. 10.4 pages), 7 sources, MLA, $ 78.95
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Abstract
In this article, the writer notes that a critical aspect of business today is the need to empower employees, thereby creating a healthier business from within filled with capable and self-relying team members.
The writer points out that in order to stay competitive with today's changing business world, many companies have decided to transition from an authoritarianism structure to an empowerment structure. The writer then studies methods in which it is possible to empower employees and looks at why these methods are critical for company growth and employee development. The writer concludes that the traditional idea of centralized management is fading; thus, with innovation, a decentralized leadership scheme is more likely to be practiced in today's modern businesses.
Outline:
Introduction
Problem Statement
Methodology
What is Empowerment and Where Did this Theory Originate?
How Can Companies Empower Employees and What Methods are Currently Being Used?
What is the Manager's Role in the Structure of Empowerment and How Empowerment Contributes to the Success of a Business?
Concluding Thoughts and Recommendations:
From the Paper
"This changing trend is where the concept of empowerment emerged."
"Empowerment is defined by the delegation of autonomy to employees and allowing them to have the responsibility and authority of completing the task at hand. This theory does not indicate an employee's total control over production, but it does provide them with the autonomy to make certain needed decisions. They are able to offer individual ideas and work more collectively in the planning process. Empowerment has moved beyond the principle of delegation, instead it redistributes power and decision making. This theory moves past the controls that once existed and instead allows responsibility and accountability."
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Virtual Teams, 2008.
This paper describes the use of virtual teams in organizations.
2,225 words (approx. 8.9 pages), 7 sources, APA, $ 69.95
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Abstract
This paper explains that the emergence of virtual teams is satisfying the needs of different organizations because of globalization, mergers and acquisitions of companies in different geographical locations. The author points out that, with recent developments in the field of communication technology, traditional teams are being replaced by a virtual teams. The paper defines virtual teams as a collection of people, specifically tailored to the task that needs to be completed, relying on electronic forms of communication to accomplish its goals, across time, space and organizational boundaries. The author states that virtual teams reduce costs, permit the organization to work 24 hours a day and enhances the employment of the best people. The paper stresses that developing a virtual work team is not so different from developing a centrally located team.
From the Paper
"Virtual teams are supported by both hardware and software. The common hardware that is used includes telephones, computers, modems or network cards, and communication links such as the telephone system and local area networks (internet access). Several kinds of technologies including video conferencing, groupware software, newsgroups, bulletin boards, electronic mail, and intranets can assist in making work coordination for virtual teams relatively simple and highly effective. Desk top video- conferencing in addition to "traditional" video conferencing are now being used."
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Stress Therapies in the Workplace, 2004.
This paper discusses whether the workplace in general is moving towards complimentary therapies as treatments for work-related stress.
3,213 words (approx. 12.9 pages), 16 sources, APA, $ 92.95
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Abstract
In this article, the writer discusses and considers the ever-current topic of stress. The writer looks at the effects of stress on certain aspects of the workplace and how complimentary therapies could be used, and are being considered as an effective method for treatment and prevention. The writer notes that the costs of stress, in terms of money and health in the UK and companies in general, is extremely high. The writer also points out how small steps towards combating stress using alternative therapies can be very effective. In comparison, the relatively small cost of alternative therapy treatments versus the huge cost of long term sickness, lost work days, prescription costs and general drainage on NHS resources makes prevention of stress, using alternative therapies, a worthwhile investment. The writer concludes that many more companies should be encouraged to make the most of effective stress prevention using alternative therapies as a means of caring for their workforce and helping the UK towards being a low-stress environment in which to work.
Outline:
Early Ideas of Stress
Stress and the Individual
Work Related Stress
Conclusion
From the Paper
"Kasl's theory also suggests that psychological strain results from the joint effect of the demands of a work situation and the range of decision-making discretions available to the worker facing those demands. This theory is also supported by Wallace et al in the finding that people working in high demand but low control positions report the highest frequency of stress symptoms and have the highest level of stress related illnesses. In support of this is a study reported by European Foundations for the Improvement of Living and Working Conditions found, from a sample of 1600 Swedish men, 20% of them were experiencing heart disease symptoms, of these men all reported psychologically demanding jobs with a low degree of decision making latitude. By contrast, workers who reported low psychological demands and high levels of skill discretion had no symptoms of heart disease."
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