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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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Red Lobster-Olive Garden, 2007.
An analysis of an employee dispute at Red Lobster-Olive Garden, according to "Negotiation," by Roy J. Lewicki and David M. Saunders.
980 words (approx. 3.9 pages), 2 sources, MLA, $ 34.95
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Abstract
This paper presents a case from Red Lobster-Olive Garden that illustrates problematic labor negotiations at the restaurant. The paper describes the case according to Chapter 19 of "Negotiation," written by authors Roy J. Lewicki and David M. Saunders. The paper describes the history of employee disputes at this restaurant and the outcome of this particular issue.
From the Paper
" The eventual settlement did not dictate any change in the restaurant chain's practices, as the practices themselves were not the issue, only the issue of compliance and the restaurant chains' responsibility in ensuring its managers upheld state law. "However, attorneys for the class do not foresee any ongoing problems," since 2002, the chains eventually 'cleaned up their acts' as reports of employees missing their meal and rest breaks declined sharply, and "restaurant managers who did not permit employees to take breaks have been subject to discipline by the company," which was not the case before the lawsuit and employees were no longer required to purchase uniforms at any branch ("Red Lobster and Olive Garden Employees Settle Meal and Rest Break Class Action For $9.5 Million," 2006, Wage Law: California Wage and Hour Law)."
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Economic Miracle: Japan, 2007.
This paper discusses Japan as an enduring economic miracle in the world.
2,546 words (approx. 10.2 pages), 4 sources, MLA, $ 77.95
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Abstract
In this article, the writer looks at the revival of the Japanese economy following World War II. The writer discusses how, after Japan's surrender in WWII, it was faced with a shattered economy, but has since managed to become the second largest market economy in the world. The writer notes that this was achieved by a set of developments, which included high rates of personal savings and private-sector facilities investment, a labor force with a strong work ethic, a sufficient supply of cheap oil, innovative technology, and effective government intervention in private-sector industries.
From the Paper
"The factors that made Japan an enduring economic miracle were categorized into its government, a protected economy and external assistance. During the Meiji era, the centralized government moved into the fiscal and military side. It first improved the railways and the postal services, which, in turn, helped the shipping industry. It likewise boosted the development of rural industries. Then the Meiji government established model industries, such as textile and glass, which stimulated the industrialization process. The Liberal Democratic Party stirred private businesses until the government made it a national priority to raise the national economy. The Ministry for International Trade and Industry or MITI was a government association, which fixed production targets, future economic plans and handled all of Japan's economic problems."
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Ben and Jerry's, 2007.
This paper assesses the business ethics associated with Ben and Jerry's Inc.
1,326 words (approx. 5.3 pages), 6 sources, MLA, $ 44.95
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Abstract
In this article, the writer discusses Ben and Jerry's Incorporated that has become a famous name in the world of ice cream throughout the world. The writer notes that the company is well known for its innovative array of ice cream flavors and for the unique way in which the company conducts business. The writer describes the values of the company and looks at employees benefits. The research indicates that the company is extremely committed to employees and the environment. The writer concludes that the company is also committed to ensuring that employees have health benefits, paid leave and a myriad of benefits that are not available to employees of many other corporations. In addition, the writer points out that the company has an extremely ethical approach as it relates to environmental issues.
Outline:
Introduction
Ben and Jerry's Values
Ben & Jerry's Treatment of Employees
Environmental Policies of Ben & Jerry's
Conclusion
From the Paper
"In addition to the living wage the company also offers employees certain benefits. Theses benefits include paid leave, tuition reimbursement, a room for nursing mothers, a pension plan, health, dental and life insurance, $1000 incentives to purchase hybrid vehicles, health club memberships, a nap room, a work environment that is pet friendly, 401K plain that features automatic company contribution and company match, and three pints of ice cream each day."
"In addition, the company has a community service benefit that is available to all employees in the Central Support. This benefit allows employees to take 40 hours of paid leave to volunteer with any non profit organization. This benefit was introduced in 2005 in the wake of Hurricane Katrina when eight employees form the company went to assist in the recovery effort."
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Construction Subcontractors, 2007.
This paper looks at problems and possible solutions related to construction subcontractors.
3,440 words (approx. 13.8 pages), 11 sources, MLA, $ 97.95
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Abstract
In this article, the writer discusses that the relationship between main contractor and subcontractor is one of the most significant issues facing the modern construction industry. Further, the writer relates that the lack of real cooperation is a major problem between main contractors and subcontractors. The writer notes that it is common for main contractors to complain that the subcontractors do not perform work on time, perform work improperly, or poorly, or in other ways contribute to undue cost overruns. The writer points out that the counter charge from subcontractors is that they are not paid incrementally as they should be, are not paid on schedule, or were not adequately informed of the specific needs or ultimate goals of the job. The writer concludes that with a true partnering arrangement, both main contractor and subcontractor feel that they are constructive parts of the process, not merely employer and employee.
Outline:
Introduction
Can the Subcontractor Handle the Job?
Design and Re-Design
Subcontractors' Financial Soundness
Partnering between Main Contractors and Subcontractors
Methodology
Study Participants
Survey Instrument
Purpose of the Study
Format of Study Results
Research Findings and Discussion
Issues and Sub problems
Issues and Sub problems from the Main Contractor's Perspective
Issues and Sub problems from the Subcontractor's Perspective
Discussion
Summary and Recommendations
From the Paper
"A first consideration involves the ability of potential subcontractors to handle the job for which they are applying. Handling the job means not only being able to perform the specific work required, but also whether the company is capable of handling the given project in addition to whatever other work it may be performing at the time, and whether its will be able to complete the work on schedule, in line with projected costs, and according to specifications. The selection of subcontractors within the construction industry is often highly personal. Main contractors feel that if the subcontractor is a known quantity - if the subcontractor possesses a good reputation - the subcontractor can be trusted to perform the work in an efficient and cost-effective manner. Presumably as well, a subcontractor with a good reputation is also one with whom it is possible to have a good working relationship i.e. one in which there will be ease of communication, ease of understanding, and so forth."
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Cesar Chavez, 2007.
This paper presents a biographical look at the life of Cesar Chavez.
1,292 words (approx. 5.2 pages), 5 sources, MLA, $ 43.95
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Abstract
The paper explores the life and accomplishments of Cesar Chavez and illuminates what he did for the Hispanic workers in America. The paper shows how Cesar Chavez made many contributions to the plight of the migrant farm worker.
From the Paper
"Cesar Chavez was one of the most important people in American history when it came to the Hispanic migrant farm worker(United Farm Workers). He spent his adult life organizing and teaching the masses how to force farm employers to provide the workers with fair pay and benefits(United Farm Workers). He began his life in 1927 when he was born just outside of Yuma, Arizona(United Farm Workers). His parents named him after his grandfather(United Farm Workers). When he was still a small boy he began to learn about racial injustice. He and his parents lived in a small adobe home and his father worked hard on the farm that it was attached to. His father made a deal with the landowner that would allow Chavez to own the land and the home they lived in(United Farm Workers)."
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Employee Turnover, 2007.
This paper looks at direct and indirect costs associated with employee turnover.
1,639 words (approx. 6.6 pages), 7 sources, MLA, $ 53.95
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Abstract
In this article, the writer researches and examines the effects of employee turnover on an organization, including the costs in terms of financial aspects as well as costs associated with customer retention. It is clear that employee turnover is very costly to organizations and as noted in the introduction of this study employee turnover rates are as high as 23.4% in some industries, which demonstrates a very large financial cost to these organizations. As demonstrated by this report, the costs associated with employee turnover are costs both of the direct and indirect nature. The writer concludes that there are methods of avoiding employee turnover which are briefly touched upon within the scope of this present research. The writer further concludes that there are methods that hold promise for the organization in the reduction of employee turnover and the costs in terms of finance and productivity that the organization suffers due to employee turnover.
Outline:
Objective
Introduction
Costs Associated with Employee Turnover
Causes of Employee Turnover
Comprehensive Cost Calculation
Calculation of Losses Associated with Employee Turnover
Strategies for Avoiding Employee Turnover
Summary and Conclusion
From the Paper
"The employee will likely only contribute at a 25% level of productivity for the first few weeks therefore; the organization must calculate 75% of the employee's salary for at least two to four weeks of their new employment. During weeks, five through twelve the employee will likely contribute at a 50% level of productivity requiring the organization calculate 50% of the individual's salary for that period. During the thirteenth through the twentieth week, the employee will likely contribute at a 75% level of productivity requiring the organization to calculate 25% of the individual's salary for that period."
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Safety Culture and Human Behavior, 2007.
An analysis of human risk-taking behavior in the workplace and how it affects workplace safety.
1,446 words (approx. 5.8 pages), 5 sources, MLA, $ 47.95
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Abstract
This paper presents an examination of human safety and reliability with regard to safety in the workplace. The writer explores how hindsight always provides the ability to identify warning signs which went unheeded before disaster struck. The writer then discusses how organizations can implement a safety culture that is capable of predicting and avoiding accident risks.
Table of Contents:
Introduction
Safety Culture
Conclusion
From the Paper
"For many years, employers were not too concerned with the safety factor of their employees and employees, by human nature would use risk taking behaviors to get their jobs done. This combination of human high risk behavior and lack of company care provided a breeding ground for work place accidents."
"Today, company management teams are much more aware of the ultimate cost of lack of safety culture and are now much more eager to develop one at their place of business."
"As lawsuits and workers' compensation claims begin to decline the companies will see the importance of a workplace safety culture. It is important that employees believe their management team cares about their safety, therefore they will also be more inclined to participate in the idea that safety matters and high risk behaviors do not belong on the job."
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Career Counseling, 2007.
This paper looks at the value of attachment theory within career counseling.
1,436 words (approx. 5.7 pages), 5 sources, MLA, $ 47.95
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Abstract
In this article, the writer notes that to be an effective career counselor, a counselor must address the psychological needs and desires of a prospective client, not simply prescribe a career based needupon the individual's education as it fits into the current job market. However, the writer also points out that theories of matching personalities to career paths, or using an individual's hobby to suggest what he or she really ought to be doing, is only helpful in answering the question of what one would like to do. While answering this question is undeniably an important part of a career counselor's task, an equally frequent issue that occurs in counseling is when a person does not feel able to do a particular job. The writer discusses treating issues related to a lack of self-efficacy. The writer concludes that the counselor must help the client unburden him or herself of specific concepts of a lack of self-efficacy related to career skills and goals--but there also must be a more general component of raising the client's self-esteem and efficacy that is essential to fully realize the individual's maximum potential in the workforce.
From the Paper
"Answering this question by empowering the client's self esteem requires a certain basic knowledge of the concept of self-efficacy, one of the core concepts developed from the larger psychological theory of attachment. Attachment theory was the brainchild of the British psychoanalyst John Bowlby who wished to explain the intense distress experienced by infants separated from their parents, even for a short time. Bowlby stated that this response was a necessary evolutionary mechanism to ensure that children were cared for by their parents, and that the separation between child and parent was taken seriously. Bowlby theorized that children who grew up in a household with accessible and attentive caregivers grew up feeling secure and became greater risk-takers and more sociable because their basic needs for secure attachment and attention were satisfied. A child without such an available caregiver who was forced to cry without being comforted developed a sense of learned helplessness, a low sense of self-efficacy or ability to affect the environment, and eventually may sank into despair and finally, depression as an adult. A person whose attachment needs was unsatisfied as a child may be highly avoidant of new tasks that may provoke anxiety, as well as fearful of others."
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The Effects of Union Strikes on Nursing Management Roles, 2007.
A look at the management roles of the nurse, and the effect that union strikes have on these roles.
2,022 words (approx. 8.1 pages), 6 sources, MLA, $ 64.95
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Abstract
This paper reviews and discusses how union strikes affect the management roles of a nurse. The paper reports that nursing shortages are a contentious issue and that union demands play a substantial role in this shortage of nursing staff.
Outline:
Introduction
Analysis and Explanation of Issue
Application
From the Paper
"There is a good deal of confusion on many of the key points as to what makes a union actually successful. A successful union is one that does more than just support employees when there is a strike. Unions work to get better wages for employees, better benefits for employees, and ensure that strikes do not take place. Much of the difficulty in determining whether a union is effective comes in determining the criteria for effectiveness and creating a model that can be used across all industries and all unions. This is much more difficult than it sounds and is causing many who study this issue a great deal of trouble. There are two models that have been considered important by researchers into the subject, but neither one has been completely adopted (Bell, 1999)."
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Unions, 2007.
A discussion of the contributions of unions to American workers.
1,123 words (approx. 4.5 pages), 2 sources, APA, $ 38.95
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Abstract
This paper examines the accomplishments and contributions of unions have made toward improving the conditions of workers. In particular, it examines how the lifestyles of workers have changed financially and socially. The paper also considers why a worker would want to join a union, with simple how-to instructions taken from a website. The paper ends with an exploration of why union membership has dropped over the past few decades and how unions are trying to regain their prominence.
From the Paper
"Unions have been around for many years, and working conditions in developed, as well as developing countries have been vastly improved due to union activism and vigilance. Some unions have been able to provide many in society with a sense of security that they might not have ever been able to enjoy without the union's strength and cohesiveness supporting them."
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Employee Retention and the Hospitality Industry, 2007.
A discussion of employee retention in the hospitality industry.
4,352 words (approx. 17.4 pages), 12 sources, APA, $ 114.95
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Abstract
The paper examines the crisis in the hospitality industry with regard to recruitment and retention of employees. Several contributing factors to the recruitment and retention phenomenon are considered, such as increased diversity, the imbalance between skilled and unskilled labor and the nonexistent benefits, such as health insurance, profit sharing and retirement benefits. The author notes that management strategies are counterproductive and do not offer the employee real incentive to strive for achievement. The paper also addresses the issue of corporate responsibility for employees. The paper concludes with suggestions for employee retention in the hospitality industry.
Outline:
Introduction
Major Obstacles to Employee Retention
Employee Retention Solutions
Conclusion
From the Paper
"Several big name hostels are beginning to practice better diversity standards and seeking to create a better awareness among the public about the diversity and inherent interest in their employ. This trend will likely continue and it is hoped that it will continue to be a fruitful part of the development of individuals from varied nations, as assimilation is really a small part of immigration. Many more issues surround the struggles of immigration and diverse populations, many of which can only be answered by employment."
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Job Satisfaction, 2007.
This paper discusses the subject of job satisfaction, focusing on blue collar workers.
1,035 words (approx. 4.1 pages), 5 sources, MLA, $ 36.95
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Abstract
In this article the writer firstly notes that no one wants to make wide generalizations about why some blue-collar employees, such as assembly workers, like their jobs, because every person is different and management needs to take these variations into account. Referring to studies the writer maintains that even though the degree differs, most people are achievement oriented. The writer looks at the issues of career development and training. The writer concludes that regardless of the type of work a blue-collar worker does, he needs to receive the amount of pay that will meet his essential needs. But beyond that, workers need to know that there is the opportunity for growth, that the company values their work, there is the ability for accomplishment and the company's employees are working together as a united organization, or community.
From the Paper
"Many people volunteered for company committees or activities or took developmental training, but a large number of them were frustrated because the activities or training was not related to their specific job or to higher level ones. Instead they wanted refresher training to keep up with the latest developments in procedures and work rules, sessions using personality instruments to help employees learn about themselves and others, opportunities to see how their job fits into others and what others do on the job and more encouragement to learn and grow. Individuals who were dissatisfied with their current positions said that they were not being adequately rewarded for their work and do not see opportunity for advancement to gain additional pay or prestige. They want initiatives designed to update their current skills and knowledge so they can advance in the company."
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Taxonomy of Salesperson - Customer Interaction, 2007.
An in-depth look at the taxonomy of the salesperson when interacting with the customers.
7,177 words (approx. 28.7 pages), 43 sources, MLA, $ 160.95
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Abstract
This paper analyzes current research on salesperson and customer interactions. The paper includes the dynamics of buyer-supplier relationships, an overview of selling model definitions and research efforts used to validate them, and a comprehensive review of key findings from research into these areas. The paper intends to show specifically how salesperson-to-customer and buyer-to-supplier relationships are being clarified and made more effective through the research efforts of the theorists, educators, and practitioners mentioned in the paper.
Outline:
Executive Summary
Selling Approach in Buyer-Seller Relationships
Essentials of Relationship Selling
Principles of Adaptive Selling
Putting Dyadic Sales Techniques to the Test: Selling of Services
Taxonomy of Buyer-Seller Relationships Research
Organizational Buyer Behavior (OBB)
Buyer-Seller Relationships Models
Overview of the Dwyer, Schurr and Oh (1987) Model
Other Models of Buyer-Seller Relationship Stages
Buyer-Seller Relationships and the Values of the Salesperson
Buyer-Seller Relationships Trends and Future Direction
From the Paper
"The awareness stage is characterized as a bilateral interaction that marks the beginning of the next phase of the possible relationship (e.g., a general inquiry). It is only the recognition of the feasibility of a relationship. The second stage, exploration, is the search and trail phase. It has five sub-processes: 1) attraction, 2) communication and bargaining, 3) development and exercise of power, 4) norm development, and 5) expectation of development (trust plays an important role in this sub-process). Phase three is the expansion stage and refers to continual increase in benefits obtained by exchange partners and to their increasing interdependence. Commitment is the fourth phase that refers to the implicit and explicit pledge of relational continuity between exchange partners (e.g., top accounts). The criteria of this phase are inputs (i.e., what the parties contribute), durability (i.e., bonding is a factor in this criteria) and consistency. The final phase is dissolution that shouldn't be considered as a reversal according to Dwyer et al. (1987)."
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Conflict Management, 2007.
This paper discusses conflict management and argues that this is not a contradiction in terms.
1,134 words (approx. 4.5 pages), 2 sources, MLA, $ 39.95
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Abstract
In this article, the writer maintains that although conflict management may sound contradictory, some amount of conflict is necessary for all organizations to thrive. The writer claims that without conflict, change is impossible. The writer points out that the key to managing conflict is to ensure that disagreements are handled in a productive fashion and do not cause hurt feelings any more than is needed, which hampers rather than facilitates workplace productivity. The writer discusses that conflict management is especially necessary in today's increasingly diverse workforce, where employees bring conflicting assumptions as to what makes good and fair business, and how discussions and negotiations should be navigated.
From the Paper
"The greater the range of experiences, personal and organizational cultures, competing desires and personalities of individuals the greater the potential that conflict will arise in the workplace."
"Of course, diversity can be an asset for an organization, creating a more sophisticated, astute, dynamic and responsive workforce in an era of increased globalization. Yet it is essential that managers, to meet the challenges posed by such interpersonal dynamics improve their ability to engage in active listening, remain adaptable to the needs of the workforce and hone their personal tools of effective decision-making."
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