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American Workers, 2007.
This paper discusses the challenges facing American workers today.
1,887 words (approx. 7.5 pages), 11 sources, MLA, $ 60.95
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Abstract
The paper discusses how workers are in a weak position today. The paper explains that they are facing job losses and pay and benefits cuts and their lobbying power is weakening. The paper maintains that by creating a worker-rights group that is open to all American workers, regardless of union affiliation, workers can create an inclusive organization with the financial resources to advance a pro-worker agenda.
Outline:
Structuring the Organization
Legislative Program
Conclusion
From the Paper
"Much of the 20th century was defined by the worker movement, with Americans joining labor unions and other organizations in droves to achieve safer working conditions, better benefits, more equitable pay for women and people of color, and several other victories. However, the first years of the 21st century have, in many ways, not been the era of the worker. Union membership is down to just 12 percent of the working population, and the AFL-CIO has suffered infighting and a schism as labor leaders struggle to fix the besieged union movement (Union members)."
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The Glass Ceiling, 2007.
This paper discusses whether efforts to remove the glass ceiling have been effective in creating equal opportunities for women in business.
1,521 words (approx. 6.1 pages), 5 sources, MLA, $ 50.95
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Abstract
The paper explains that the term "glass ceiling" first became popular in the 1980s to describe the invisible but very real barrier keeping women from rising to positions of power in organizations across the US. The paper attributes this to the attitude of many corporations and managers that women cannot manage or lead effectively, the social pressures and roles that place women at a disadvantage and the idea that women are sometimes not aggressive or assertive enough in the workplace. The paper provides examples of several women who have risen to the top of their organizations, but concludes that society must begin to alter its ideals about female and male identities and stop gender from being a deterrent to job satisfaction and success in the workplace.
From the Paper
"More women are working than ever before, and more women are starting their own businesses. While it would seem that because there are more women in the workplace, there would be more female executives in large (and small) corporations, that is simply not the case. Two authors note, "Apart from upper management roles, the proportion of women in management at any level is disproportionate to their presence in the workplace" (Miller, and Lemons). Women still have enormous difficulty rising above the glass ceiling. Several authors write, "The glass ceiling is not simply a barrier for an individual, based on the person's inability to handle a higher level job. Rather, the glass ceiling applies to women as a group who are kept from advancing higher because they are women" (Morrison, White, Velsor, and The Center For Creative Leadership 13)."
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Female Faculty Compensation, 2007.
An in-depth examination of the issue of gender compensation disparity at America's colleges and universities.
19,591 words (approx. 78.4 pages), 42 sources, MLA, $ 249.95
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Abstract
The paper studies the perceptions and realities of female faculty compensation at American colleges and universities. The paper determines that faculty women earn lower salaries than faculty men and they tend to occupy, in noticeably larger proportions, the lower rungs of the academic hierarchy. The paper discusses how disparities in women's pay and promotions are reflections of the wider society's prejudices and preconceptions. The paper recommends that college and university faculty and administrators work together to change views and institute real programs to change these long-established prejudices. The paper includes appendices.
Outline:
Chapter 1: Introduction
Background: Equality and the Workplace
Statement of the Problem
Research Questions
Significance of the Study
Research Design and Methodology
Organization of the Study
Chapter 2 : Literature Review
Equality in the Workplace as a Reflection of Equality in Society
Chapter 3: Gender Pay Inequity Among College and University Faculty
Why is Gender Pay Inequity Important?
The Value of One's Work and the Gender Inequality Experience
Chapter 4: Gender Pay Inequity Among College and University Faculty: Belief Vs Reality
The Beliefs
The Realities
Chapter 5: Conclusion
Introduction
Summary
Recommendations
From the Paper
"American society has changed dramatically in recent decades, and with it, the American workplace. Age-old assumptions and practices have been given up in favor of new outlooks and techniques. The last third of the Twentieth Century was a time of leveling, a period in which long oppressed groups fought for and, in many cases, gained their rights. Americans on all rungs of the socio-economic ladder looked at, and re-evaluated, the fundamental premises and promises of their nation and society. The United States was a country conceived in liberty, justice, and equality for all, principals that had not always been lived up to; opportunities that had not always been made available to all. After a long and hard struggle, ethnic and religious minorities obtained equality under the law. They fought for and won equal recognition in the voting booth, in the restaurants, clubs, schools, and the workplace. Conscientious citizens looked beyond the obvious minorities and discovered a full half of the American population that was suffering from discrimination. From the beginning, America's women had been denied their right to a full and equal participation in the American dream."
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Performance Measures, 2007.
This paper discusses the correlation between performance measures, reward systems and job satisfaction.
18,132 words (approx. 72.5 pages), 70 sources, MLA, $ 249.95
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Abstract
In this study, the writer notes that performance measures have long been utilized in both the private and public sectors. The widespread use of performance measures exist because there are a plethora of benefits associated with such measures. In this study, the main foci are performance measurement, reward systems and job satisfaction. The research contained in this discussion is evidentiary of a definitive relationship between performance measurement and employee attitudes concerning job satisfaction. One can also conclude from this discussion that job satisfaction is directly associated with, motivation, expectancy, and reward systems. The writer points out that researchers have consistently found that people are motivated by both intrinsic and extrinsic values as it relates both to job satisfaction and performance in the workplace. Further, the writer notes that intrinsic motivation pertains to personal goals and objectives while extrinsic motivation is associated with both monetary and non-monetary rewards.
Table of Contents:
Introduction to the Literature Review
An Overview and Purpose
Organization of the Review, Scope, and Library Research Plan
Organization of the Review
Library Research Plan
Interest, Significance, and Rationale for the Critical Analysis
Review of the Literature
Introduction
Frameworks for Performance Measurement
Overview
Financial Performance Measures (DuPont Pyramid)
Performance Measurement Matrix
Strategic Measurement and Reporting Technique (SMART)
Macro Process Model of the Organization
The Balanced Scorecard
Individual Job Performance and Performance Measurement
Contextual Performance
Task Performance
Adaptive Performance
Conducting Ratings/Appraisals and the Ratings Formats Utilized
Graphic Rating Scales (GRS)
Behaviorally Anchored Ratings Scales (BARS)
Mixed Standard Scales (MSS)
Performance Distribution Assessment Method
Computerized Adaptive Rating Scales (CARS)
Rewards Related to Performance: Impact on Employees
Rewards for performance
Risks associated with Rewards for Performance Systems
Examples of Rewards for Performance Systems
Function of Monetary Rewards
Function of Non-monetary Rewards
Implications for Rewards for Performance Systems
Implementation of balanced Incentives
Cultivating a culture of Commitment to Improve Performance
Job Satisfaction
Discussion of the Literature
Summary and Interpretations
Theoretical Literature
Empirical Literature
Conclusions
Recommendations
Theoretical Reformulations
Empirical Studies
From the Paper
"In addition, after studying performance measurements within service industries Fitzgerald et al. developed a framework placing measures into two basic types. These measures include those that are correlated to results such as competitiveness and financial performance and those measures that concentrate on the determinants of those results such as flexibility, quality and resource utilization. The author points out that this structure is representative of the idea of causality, demonstrating that results acquired are a utility of past business performance correlated to particular determinants. In addition, this type of performance measurement structure is representative of the need to recognize the drivers of performance so that desired performance outcomes can be realized."
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Sexual Harassment, 2007.
An analysis of legislation associated with the prevention of sexual harassment in the workplace and institutions of education.
1,981 words (approx. 7.9 pages), 5 sources, MLA, $ 62.95
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Abstract
This discussion investigates the laws associated with sexual harassment in the workplace and institutions of education. It describes the legislation that is in place to prohibit sexual harassment in the workplace and to punish those who engage in such harassment despite the fact that it is prohibited. It also discusses the prevalence and impact of sexual harassment.
Table of Contents:
Introduction
Laws Associated With Sexual Harassment
Prevalence
The Impact of Sexual Harassment
Conclusion
From the Paper
"The research as it relates to the impact of sexual harassment seems to assert that victims are often afraid to report harassment because the severity of sexual harassment has been minimalized within society and the organization. The author also points out that sexual harassment can trigger other memories of abuse and have a deep psychological effect on the victim. In addition the research indicates that victims are often forced to interact with victimizers and work in an environment that is hostile. The impact of sexual harassment can also be seen in whether or not victims choose to report the crime or not. Overall it is evident that victims of sexual harassment endure a great deal as a result of the harassment and the processes that may follow the reporting of such harassment."
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American Worker Vacations, 2007.
This paper presents an overview of the differences between American and European workers' vacation time.
2,333 words (approx. 9.3 pages), 9 sources, MLA, $ 71.95
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Abstract
The paper shows how American workers take fewer vacation days than workers in most other industrialized nations across the globe. The paper reveals that the United States is second to last in the average number of vacation days provided for by companies for their employers. The paper discusses how advanced technology makes disconnecting from work more difficult and looks at the phenomenon of those who would actually miss their daily routine and responsibilities at work. The paper discusses how stress, health issues, poor nutrition and family strife are all consequences of overwork and too few vacations.
Outline:
Introduction
The Facts
Looking at other Nations
Why
Technology
Why it Needs to Change
Conclusion
From the Paper
"For many generations American families planned and carried out annual vacation traditions. During the cold winter seasons families would sit around and reminisce about the treks in August to Uncle Bob's log cabin by the lake. They would fondly remember the annual three-legged race each year at the Jersey shore, or they would remember to mark their calendar for the annual family reunion in July that lasted at least a week and usually two. Yes, those were the good old days, but where did they go? Today, American workers seem to take less vacation time than ever before as they devote their daily existence to their jobs or at the office. In contrast many European nations have held steady to their valued vacations and it is still not uncommon to see them take a month long holiday each summer to frolic with family members."
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Unemployment, 2007.
An analysis of the role of social work in assisting the unemployed individual.
1,152 words (approx. 4.6 pages), 3 sources, MLA, $ 39.95
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Abstract
This paper discusses the importance of job training in ending the cycle of poverty. It describes the long-term and short-term social problems that can be caused by unemployment. It then focuses on the role that social work can have in assisting those who are unemployed. It looks at the issues that social work can address and how these interventions can direct the unemployed person to gain additional skills.
From the Paper
"The need for more job training is partially reflected in the success of the 1996 Personal Responsibility and Work Opportunity Reconciliation Act (PRWORA) which was designed to reduce long-term welfare dependency by increasing self-sufficiency through employment. Although, "at the national level, welfare participation has declined substantially, and the employment and earnings of poor single mothers--the group most likely to receive public welfare benefits--have increased while their poverty rates have fallen," this has not been true of rural workers (Whitener, Gibbs & Kusmin, 2003). Rural workers have lower education levels, less access to child care and public transportation, and above all less access to critical intervention by caring social work. A crucial element to ending the so-called vicious cycle or culture of poverty is addressing the psychological and social causes of poverty, to enable workers to provide the labor market with needed skills, as opposed to suggest that they merely need to take transient jobs where they are easily replaceable. Better jobs also mean jobs that provide more money for child care and transportation."
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Employee Performance Management Software, 2007.
This paper discusses the implementation of an employee performance management software system.
876 words (approx. 3.5 pages), 5 sources, MLA, $ 31.95
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Abstract
In this report, the writer defines the assumptions and risks associated with implementing an employee performance management software application from a third party software vendor. The writer looks at the the technological assumptions and also the aspects that deal with changing how people do their jobs in response to the system providing more information and measures of performance than have been available in the past. The writer then discusses the issue of risks and the security of data. This paper includes an additional source copy.
Outline:
Executive Summary
Clarifying Assumptions
Assessment of Risks
From the Paper
"Given the highly confidential nature of the employee and managerial data, its is critical for the employee performance management software application have a high level of security associated with it. Starting with the databases, the specific application(s) chosen in this area need to support record locking and write-one verification, which is part of any database being ACID-compliant. Simply put, these are databases that have assurance of atomicity, consistency, isolation of data, and durability, hence the acronym ACID-compliant."
"While ACID-complaint databases greatly enhances the security of the data, and safeguards them from being destroyed or compromised, another risk is that of an audit. For every publicly-held company in the U.S., the need to have systems and databases that are complaint with Sarbanes-Oxley Act is also critical. The risk of non-compliance in terms of human resources records can be quite expensive for any company to resolve."
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Migration, 2007.
This paper discusses migration in the global market focusing on women's part in this issue.
2,905 words (approx. 11.6 pages), 29 sources, MLA, $ 86.95
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Abstract
In this paper, the writer maintains that the change in the outlook, approach, tactics and demand of the global market has put more pressure on businessmen and businesswomen to migrate internationally and take full advantage of the opportunities that are being presented due to the modified global market system. The writer discusses employment in the global marketplace, concentrating on women's place in this issue. The writer concludes that it is no new thing that women are very much a part of the developing world and play their part in its growth with skillful input in the job opportunities that they avail, yet the majority of the proportion of working women still occupy the lower managerial jobs and services pertaining to their racial, academic, ethnicity, religious conviction, communicative and English speaking skills leading to varied working conditions, paying scales and social-economic standards.
Outline:
Introduction
Women in the global workforce
Migrant women and global workforce
Conclusion
From the Paper
"This change in the outlook, approach, tactics and demand of the global market has put more pressure on the businessmen and businesswomen to migrate internationally and take full advantage of the opportunities that are being presented due to the modified global market system. Mostly, the hiring and promotional techniques of all global market employees is assessed on the division that their home towns and choice of migrated towns have when it comes to gender employment. The rising pattern that can be seen in the global migration is the move of many determined and independent women into the cutthroat world of global trade which, according to a report done by ILO in 2003, has led to the hiring and placement of women in highly susceptible positions. This particular concept is named the 'feminization' of migration and because of this 'feminization', and the jobs being provided to the women, the concept of the 'feminization of poverty' is emerging with a steady and healthy rise in the social-economic status of the women."
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Affirmative Action, 2007.
A critical analysis of the affirmative action policy.
1,212 words (approx. 4.8 pages), 6 sources, MLA, $ 41.95
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Abstract
This paper takes a look at the policy of affirmative action. According to the paper, affirmative action advocates the preferential hiring of historically under-represented groups, causing some to fear that affirmative action could lead to reverse discrimination and the hiring of unqualified people. The paper goes on to say that these fears largely mischaracterize the spirit of affirmative action. The paper goes on to argue that affirmative action is a sensible policy that can be a boon to civil rights, if implemented properly.
Outline:
Workplaces Can Not Police Themselves
Fears of Unqualified Candidates are Unfounded
It Starts With Education
Conclusion
From the Paper
"How can we get under-represented groups to the point where they are on equal footing with white males when some of those groups are only half as likely to enroll in college? Until the achievement gap is fixed in American schools, there will continue to be economic and employment disparities that are influenced by race and gender. The National Governors Association believes that the best ways to close the achievement gap are by increasing funding for early childhood education; improving teacher quality; getting historically under-represented groups to start thinking about college earlier; and providing extra help and learning opportunities (Closing the, No Date)."
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Labor Relations and Collective Bargaining, 2007.
This paper looks at the issue of collective bargaining and at labor organizations.
1,356 words (approx. 5.4 pages), 4 sources, MLA, $ 45.95
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Abstract
In this article, the writer explains that collective bargaining is a process by which wages, hours, rules and working conditions are negotiated and agreed upon by a labor union with an employer for all the employees collectively, which it represents. The writer discusses the matter of labor relations and collective bargaining. The writer notes that starting out as benevolent associations, which were ineffective in negotiating their work conditions with employers, labor organizations were empowered only after the passage of the Wagner Act in 1935. The writer concludes that, today, human relations officers and other experts know that unions are basic in certain industries and they must do their part in the negotiation table. Additionally, the writer concludes that company negotiating teams realize the value of developing a sincere, open and trusting relationship with the union representative, of keeping its word or commitment, of listening to the other side's concerns with sincerity and showing respect towards union representatives and employees in their dealings.
From the Paper
"During unstable times in the 1800s, there was a clamor for the benevolent function of labor organizations as services and as a mechanism to keep the unions strong and stable. Benevolent associations evolved into effective bargaining agents, which mostly formed around a craft, like cigar making and carpentry. These associations generally administered or organized their own funds. Their services were important in gathering membership in labor organizations, which later became unions. Before the Wagner Act of 1935, organized labor was not too successful in bargaining for higher wages and fewer hours of work, as employers then had the upper hand in dealing with unions. Employers were not obliged to recognize unions or to bargain with them. Labor organizations of the 19th and 20th centuries confront membership problems precisely because of their lack of effectiveness as bargaining agents. Workers did not see it worthwhile to become members and pay union dues. Some even feared losing their jobs when jobs were scarce. It was the mutual-type of benefits, which kept members in a union. The death and pension benefits it offered strongly enticed membership despite its ineffectiveness in negotiating higher wages and fewer hours. Many of these associations became unions, which began to discuss wages, hours and the workplace within their structure."
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Organizational Learning Orientation, 2007.
This paper investigates the correlation between corporate learning orientation and profit.
2,228 words (approx. 8.9 pages), 2 sources, MLA, $ 69.95
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Abstract
In this article, the writer notes that it has long been known that corporations with a positive learning orientation develop the knowledge contained within their organization better than others, and that their employees have generally more satisfaction in their jobs. The writer points out that many companies, such as HP and Dell, have leveraged organizational learning to create measurable profit. The writer maintains that what is not known, generally, is how well different learning orientations translate to the bottom line. The writer claims that it is important to discover this relationship, because organizations have choices to make concerning the learning orientation they will adopt, and should be given some guidance as to the estimated return on investment for each learning orientation. This research project is directed towards discovering this relationship between organizational learning orientation and corporate profit.
Outline:
Introduction
Organizational learning: Learning orientation
From the Paper
"In order to investigate the correlation between learning orientation and the bottom line, we must first define learning and then identify and define the various learning orientations of corporate organizations. By amalgamating the various theories of learning with a functionalist approach, we can simplify it and define it as acquired knowledge, both domain and procedural, which is applicable to solving current problems and transferable to future problems of the same or different types. In other words, we learn when we acquire information in human usable form (knowledge) which can be used to solve a current problem, or be applied to future problems, or when we become able to initiate a particular set of actions to resolve a current problem or future problems."
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The U.S. Economy and its Effect on Global Markets, 2007.
This paper discusses the U.S. economy and looks and its impact on the global market.
1,407 words (approx. 5.6 pages), 7 sources, MLA, $ 46.95
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Abstract
In this essay, the writer points out that the United States economy has once again emerged as a growing economy, dramatically and irreversibly impacting the global market. The writer notes that the impacts to the global market lie in the areas of employment, globalization, agriculture, intellectual property, the War on Terror, and the overall U.S. trade deficit. The writer maintains that some of these impacts have been positive for the global market, such as outsourcing and inflated gasoline imports. However, the majority of the impacts caused by the U.S. economy have had devastating effects for third world countries in the areas of technological developments and intellectual property protections. This paper addresses the impacts that the U.S. economy has had on other markets in the world, and concludes with a brief summary of the issues.
From the Paper
"In the area of technological innovation, the United States is also impacting the global market. In the agricultural industry, one quarter of the U.S. economy previously revolved around it; currently, agriculture comprises less than one percent as a result of efficiencies and breakthroughs in technology. Globalization has sparked a revolution in information and communication technology, resulting in the emergence of an Information Age that boasts the arrival of new levels of global interconnectedness. However, this global inter-connectedness has widened the gap between the information-rich and the information-deprived. The technological innovations made by the U.S. has forced individual countries to improve their efficiency or at least reduce the government's role in the economy. Thus, it can be argued that globalization has made the world more interdependent and has increased the damage that internal problems within individual countries can cause."
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Supply Chain Management Logistics, 2007.
This paper provides an analysis of outsourcing in China today.
4,015 words (approx. 16.1 pages), 16 sources, MLA, $ 108.95
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Abstract
In this article, the writer identifies how supply chain managers in China are adopting Western outsourcing practices in a wholesale fashion or modifying them to fit their unique needs. This study provides an overview of outsourcing and some of its common applications, followed by an assessment of outsourcing practices in China today. An analysis of current and future trends is then presented and followed by a summary of the research and salient findings in the conclusion. The writer concludes that it is likely that history will show that Western companies seeking strategic alliances with Chinese companies today will reap enormous benefits in the future as the Chinese people continue to demonstrate that they know how to make money and are willing to spend it on Western goods when they are available and are shown to be of superior quality.
Outline:
Introduction
Review and Discussion
Background and Overview
Outsourcing Activities in China Today
Current and Future Trends
Conclusion
From the Paper
"China has transformed itself in recent years from a dormant, introspective giant into a dynamic juggernaut that has major potential significance to the global economy. Indeed, China's economic performance and exports have increased dramatically during the past decade, and experts predict that these trends will continue well into the future. With an estimated 20 percent of the world's population, China now represents almost 4 percent of world merchandise trade and a substantial percentage of global production as well. A concomitant of these trends has been an increasing reliance on outsourcing as a strategic business structure in many Chinese companies today, but there are some distinct constraints to the process that have been identified in the scholarly literature in recent years."
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Diversity, 2007.
This paper discusses diversity concentrating on the workplace.
779 words (approx. 3.1 pages), 5 sources, MLA, $ 27.95
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Abstract
In this article, the writer notes that discrimination in the workplace has been illegal in the U.S. for more than four decades. The writer points out that subsequent court cases have made it easier for victims to prove their claims of discrimination. The writer discusses that diversity is far more than just avoiding claims of discrimination. The writer maintains that changing demographics combined with expected labor shortages imply that companies need to embrace a diverse workforce to attract workers. The writer discusses that this transition will not be easy and that it will require significant changes in organizational behavior as well as modifications to policies and procedures.
From the Paper
"As companies develop policies and procedures for specific demographic segments, they may encounter resentment that lead to charges of reverse discrimination, a practice of allocating favors based on belonging to a particular group, and create a stigma that the minority obtained the job position on a much lower playing field than required for other candidates. These resentments can divide employees and create racial tension in an organization. Therefore, an organizations needs to do more than just target minorities. Diversity training has the ability to increase awareness, impart knowledge and educate employees further on how to accept differences among fellow employees. The main benefit of diversity training is to create a positive work environment by helping employees recognize and be tolerant of differences among co-workers."
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