| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "AFRICAN AMERICANS WORKPLACE": |
|
|
African Americans In The Workplace, 2002.
Discusses the challenges faced as a minority.
900 words (approx. 3.6 pages), 3 sources, $ 31.95
»
Click here to show/hide summary
Abstract
Discusses challenges faced as a minority. Issues of promotions and career development in U.S. corporations. Increase in number of African American executives in the past 20 years. Overcoming racism in corporate America. African American entrepreneurs. Impact of e-commerce. African American owned businesses. Concludes that African Americans have less opportunities as white counterparts.
From the Paper
"Introduction
Is corporate America color blind? In an ideal work environment, jobs would be awarded based on merit and promotions would be given using the same criteria. While "merit" can be interpreted to include skills not directly related to the tasks that are to be performed (such as interpersonal skills), many women and minorities suspect that they face discrimination on the job on a regular basis. Critics of this view point out that there are more women and minorities in positions of power within organizations, but white males run the vast majority of America's largest corporations. Those that are not are the exception, not the rule. Yet, during the latter half of the twentieth century, considerable strides were made in the regulatory environment designed to ensure that corporate America would hire women and minor ..."
| |
|
African-Americans, 2002.
An analysis of Chapter 3 of the book "African-Americans. In Voices of Diversity : Real People Talk About Problems and Solutions in a Workplace Where Everyone Is Not Alike" by Renee Blank and Sandra Slipp.
1,380 words (approx. 5.5 pages), 1 source, MLA, $ 46.95
»
Click here to show/hide summary
Abstract
In this analysis of chapter 3 in the book "African-Americans" by R. Blank and Sandra Slipp, the author of this paper shows how the chapter primarily discusses three main cross-cultural issues between African-Americans and white Americans - the physical difference, group guilt and behavior.
From the Paper
"If the office doesn?t accept people who speak their minds, maybe we should keep our mouths shut more? If it?s company policy not to get all up in someone?s face and talk them down, then maybe we should respect that. It seems fair to have rules about how people should behave, even if it goes against the grain for blacks who are from a far more open culture. If a lot of tact is necessary for the job, though, we need to have it. On the other hand, if only black people are supposed to be tactful and polite, that?s a problem. Having to always be submissive is degrading. It always made me angry when a little white girl could talk back to the teacher and he?d listen to her, but when I talked back it was seen as giving lip or even being aggressive just because of my cultural voice."
| |
|
Violence in the American Workplace, 2003.
An examination of the incidence and factors contributing to violence in the American workplace in the 21st century.
2,607 words (approx. 10.4 pages), 11 sources, APA, $ 78.95
»
Click here to show/hide summary
Abstract
Recently, violence in the workplace has received considerable attention in the popular press and among safety and health professionals. This paper provides a review of the relevant literature to identify the extent and nature of violence in the American workplace today, in general, and in a health care setting, in particular.
From the Paper
"Solomon (April, 1994) recommends conflict/violence training to companies as a means to avoid problems. "Senior management must be committed to contingency planning, and it must become part of the culture of the company." This author emphasizes that mistakes can happen in organizations where the planning process has not been endorsed by all members and that communication is the foundation of any plan because it can help in an emergency situation and it can assist an organization in getting back to normalcy."
| |
|
English-Only Policies in the American Workplace, 2002.
Presents guidelines and suggestions for alternatives to the English-only policy in workplaces throughout the United States.
4,850 words (approx. 19.4 pages), 36 sources, APA, $ 123.95
»
Click here to show/hide summary
Abstract
The debate over whether or not English-only policies are justified in the American workplace is sure to continue; however, there is no clear-cut guidelines to determine whether or not a company should have an English-only policy. The best advice to date is to limit the implementation of an English-only policy unless there is a clear business necessity that presents justification for having one. This paper presents an overview of the English-only debate in the United States, including background information and arguments made by proponents and opponents. The paper closes with a set of guidelines for organizations deciding to either maintain or implement English-only policies and recommended alternatives to English-only policies in the American workplace.
From the Paper
"English-only is an extremely broad term. For the purposes of this paper English-only policies are the entire spectrum of language policies enforced in the workplace that either promote the usage of English or restrict the usage of non-English languages in some way. In the broader English-only debate there are other terms used to differentiate the specific type of policies enforced. In governmental legislation, an English-only law would be a law allowing ??only?? English usage and no usage of other languages. On the contrary, an Official English policy or law would make English the official language of use, but not restrict the usage of languages other than English. The fact that many individuals involved in English-only debates are using the same terminology to refer to different types of policies adds to the confusion. It also helps explain why, in the court rulings, it is almost impossible to provide a clear definition of why certain policies are legal and others are illegal (Hoffman, 2001, p. 3). In the United States, neither the constitution nor the federal law codifies English as the nation??s official language (Santoro, 1999, p. 890). So contrary to belief of many, English is not the official language of the United States. However, twenty-three states have active Official English statutes and others are pending (Crawford, 2002). But even these statutes vary enormously. Some state statutes simply declare English as the official language of the state in sort of a symbolic gesture; much the same way state birds are named (American Civil Liberties Union, 2002). Other states, such as Arizona, which has the, ??the most restrictively worded official-English law?? (Arington, 1991), take their statutes much more seriously. Some state and local language laws have gone as far as to restrict the governments from providing emergency services such as police lines in non-English languages (American Civil Liberties Union, 2002)."
| |
|
An Analysis of Silicosis in the American Workplace Today, 2003.
A dissertation examining the impact of silicosis on the workplace in the United States.
8,650 words (approx. 34.6 pages), 17 sources, APA, $ 182.95
»
Click here to show/hide summary
Abstract
Every year, in the United States, more than 250 workers die because of silicosis, a disabling, incurable lung disease. This complete, 5-chapter dissertation, investigates the incidence and impact of silicosis on the American workplace in terms of its economic, social, and political consequences. Based on these findings, appropriate recommendations for workers and management are then developed.
Table of Contents
Chapter 1: Introduction
Statement of the Problem
Purpose of Study
Importance of Study
Scope of Study
Rationale of Study
Overview of Study
Chapter 2: Review of Related Literature
Chapter 3: Methodology
Description of the Study Approach
Data-gathering Method and Database of Study
Chapter 4: Data Analysis
Chapter 5: Summary, Conclusions and Recommendations
From the Paper
"Silicosis is a chronic disease of the lungs that is caused by the inhalation of silica dust over long periods of time. (Silica is the chief mineral constituent of sand and of many kinds of rock.) Silicosis is regarded as an occupational respiratory disease, and it is irreversible, often progressive (even after exposure has ceased), and potentially fatal. Exposure to silica dust occurs in many occupations, including mining. Parks and Conrad say the sources of occupational exposure to silica dust are diverse and include many manufacturing and construction processes that use silica as a tool or a raw material, as well as the mining and processing of silica-containing rock. A number of these industries are traditionally known as the ?dusty trades.? Some of the jobs in these industries may involve regular contact with silica but are not commonly recognized as dusty trades (e.g., dental technician, chemist, or sculptor). Silica sand and gravel are used in road construction and concrete and in the manufacture of glass and ceramics, foundry castings, and abrasives such as sandpaper and sandblasting materials. Silica sand or flour is also used as a filler in detergents, paints, plastics, and cements; as a filtering agent for water, sewage, and food production; and as the primary component of some abrasive cleansers (e.g., scouring powder) (Parks & Conrad, 1999)."
| |
|
Racism in the Workplace, 2002.
A discussion of the racial bias against African-Americans in the American workplace.
824 words (approx. 3.3 pages), 4 sources, MLA, $ 29.95
»
Click here to show/hide summary
Abstract
This paper examines how although African Americans have made significant progress in acquiring education and contributing to the workforce, they are still treated worse than their white counterparts in every respect. It looks at how despite the success of the civil rights movement and affirmative action, throughout the 1980s and 1990s, the wage gap between whites and African-Americans has grown increasingly wider, even when the educational differences are factored into the analysis.
From the Paper
"Many research studies have indicated that whites are treated better on the job than African Americans in many areas. First, African Americans are paid less than their white counterparts at all levels of the work hierarchy, regardless of the qualifications. According to U.S. Census Bureau, the real income of white families increased by nine percent from 1979 and 1993 while the real income of African American families stayed the same during this period (Brief et al. 60). Similarly, the findings of the Federal Glass Ceiling Commission reveal that African American men in management positions earn 79 percent of their white counterparts? wages and the African American women in the same positions earn 60 percent of the wages of their white male counterparts (Hayes 111)."
| |
|
Americans with Disabilities Act, 2001.
A comprehensive analysis of this act and its influence on society and the workplace.
2,900 words (approx. 11.6 pages), 6 sources, MLA, $ 85.95
»
Click here to show/hide summary
Abstract
Despite increased sensitivity to physical and mental disabilities, many American workers continue to find themselves to be victims of employment discrimination due to their disability. The Americans with Disabilities Act (ADA) is a federal law which prohibits employers from discriminating on the basis of a "qualified" disability. This paper examines the historic background of the ADA and how it has affected American society and the workplace. A summary of the research is provided in the conclusion.
From the Paper
"However, where an employee is unable to perform the essential functions of his or her current job, "reasonable accommodation" may include reassignment of the employee to a vacant position. The United States Supreme Court held that an employer is "not required to find another job for an employee who is not qualified for the job" he is doing. However, an employer cannot deny an employee alternative employment opportunities reasonably available under the employer's existing human resource policies."
| |
|
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
»
Click here to show/hide summary
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."
| |
|
Non-Verbal Communication in the Workplace, 2004.
This paper discusses that non-verbal communication in the workplace not only affects the transfer of information, but also affects the whole emotional atmosphere of a workplace.
1,450 words (approx. 5.8 pages), 6 sources, MLA, $ 48.95
»
Click here to show/hide summary
Abstract
This paper explains that studying the effects of non-verbal communication in the workplace is more important than ever in today's multicultural world because each ethnic group brings their own culture into the workplace. The paper points out that one of the most common uses of non-verbal communication in the workplace is by supervisors and others with high status, who use non-verbal symbols of their status and authority, either consciously or not, to remind those below them of their high position. The paper relates that, in some workplaces, because non-verbal communication can differ so greatly between cultures, management has introduced cultural sensitivity training.
From the Paper
"Latinos are one of the fastest growing cultural groups in American workplaces today. Therefore, it is of particular importance for both Anglos and Latinos to each understand the others' nonverbal communication styles. Latinos have several nonverbal communication devises particular to their culture that Anglos do not use. For example, Latinos have a much smaller realm of what is considered personal space. In Anglo cultures, this personal space is between eighteen and thirty inches, while in Latino cultures it is between eight and eighteen inches. This sharp difference in acceptable personal space can cause huge discomfort and misunderstanding for both parties if it is not understood and acknowledged on both sides."
| |
|
Workplace Monitoring, 2004.
An overview of workplace monitoring and the prospects involved in workplace surveillance.
1,477 words (approx. 5.9 pages), 5 sources, MLA, $ 48.95
»
Click here to show/hide summary
Abstract
This paper discusses how, as technology advances, employers worldwide are faced with the problem of employees' ill usage of the communication media and how, in order to reduce these risks, employers are now turning towards technology monitoring, which would enable them to keep a strict watch over their employees. It examines how many issues have arisen as a result of workplace monitoring, as well as the debate on whether this act by employers is ethically correct or not. It highlights the advantages of workplace monitoring and proves how it may become beneficial for both the employer and the employee. It also looks at the different types of workplace monitoring and the results obtained from them.
From the Paper
"Workplace monitoring can be divided into various categories. The first category is concerned with Call monitoring. Call monitoring basically involves listening to live phone calls and recording one's observations. ?The most important aspect of this system is the observer. The observer can sit next to the person making the call, which can be helpful with new employees who need training tips. The observer can also be a secret caller and judge the phone representative by playing a customer role? (Kristin Morgan, Types Of Employee-Monitoring Systems In The Workplace). As a result of call monitoring, an employee would be well aware of the surveillance and would always try his/her best not to violate the company?s policies."
| |
|
Crystalline Silica in the Workplace, 2004.
A study of the effects of exposure to crystalline silica in the workplace.
23,700 words (approx. 94.8 pages), 38 sources, MLA, $ 249.95
»
Click here to show/hide summary
Abstract
This study provides a discussion of silica, the evolution of crystalline silica dust exposure concerns, an overview of the various uses of crystalline silica in the workplace, a summary of the various governmental regulations and standards that currently govern crystalline silica in the workplace, and the International Agency for Research on Cancer (IARC) evaluation process for classification of silica, a discussion of how the presence of crystalline silica is currently determined and measured in the workplace, as well as what can be done to protect workers from exposure to this hazardous material. Additionally, the various health risks resulting from crystalline silica exposure are discussed, including the relationship between crystalline silica exposure and the incidence of silicosis, cancer, and various autoimmune disorders. Finally, the specific dangers of exposure in the construction industry and among heavy-equipment operators are explored, and the growing body of legal actions resulting from crystalline silica exposure is discussed.
Contents
Introduction
Problem Statement
Purpose of Study
Importance of Study
Scope of Study
Rationale of Study
Definition of Terms
Overview of Study
Review of Literature
History of Crystalline Silica Exposure
Use of Crystalline Silica
Measurement of Crystalline Silica
Determining the Presence of Silica in the Workplace
Measuring Workplace Exposure to Crystalline Silica
Protection Against Crystalline Silica
Silicosis Resulting from Crystalline Silica
The IARC Evaluation Process
IARC Classification of Silica
Amended IARC Evaluation of Silica as a Carcinogen
Crystalline Silica and Autoimmune Diseases
Exposure to Silica in Construction
Exposure to Silica Among Heavy Equipment
Exposure to Silica in Sandblasters
Legal Actions
Death in the Workplace
Regulation
OSHA's Hazard Standard
Relevant OSHA Regulations
Methodology
Approach
Data Gathering
Database of Study
Validity of the Data
Originality & Limitations of the Data
From the Paper
"Silicon is classified as a nonmetal, but it has many of the properties that are associated with metals. Some scientists refer to this type of an element as a metalloid. Silicon acts like a metal and conducts electricity at high temperatures, but at low temperatures, it behaves more like an insulator and does not conduct electricity. Therefore, it is referred to as a semiconductor. This particular property is what made silicon the perfect element to propel technology into the world of transistors, then integrated circuits, and finally today's computer chip (Boegel, 1968).
Silica is a chemical compound, as opposed to an element, and is formed from silicon and oxygen atoms. A chemical compound is defined as ?a distinct and pure substance formed by the union of two or more elements? (USGS, 1992, p. 3). Due to the abundance of the elements of oxygen and silicon, the natural formation of silica is quite common. Silica sand, the substance from which pure silicon is derived, is made of quartz. Quartz is the most common form of silica found in nature."
| |
|
Workplace Privacy, 2003.
Proposes a new law called the Workplace Privacy Productivity Act to standardize workplace privacy.
920 words (approx. 3.7 pages), 4 sources, APA, $ 31.95
»
Click here to show/hide summary
Abstract
This paper proposes a new law called The Workplace Privacy and Productivity Act to standardize workplace privacy issues rather than having the courts resolve them on a case-by-case basis. The paper discusses balancing the needs of the organization with the needs of employees.
From the Paper
"Employees and employers have long struggled to balance the needs of the organization with the personal needs of workers. As employees work longer hours they may feel entitled to use the phones provided by the employer for ..."
| |
|
Dispute Resolution in the Workplace, 2004.
This paper uses a hypothetical workplace dispute around a sexual harassment issue to discuss dispute resolution in the workplace.
920 words (approx. 3.7 pages), 3 sources, MLA, $ 32.95
»
Click here to show/hide summary
Abstract
This paper explains people have a tendency to assume that parties to a sexual harassment complaint cannot work together to resolve the dispute; but, by using mediation, the manager can potentially save the company?s relationship with both employees and avoid a lawsuit. The author points out that, in today?s work environment, both employers and employees are recognizing that they should not treat each other as adversaries when they must produce goods or perform services together. The paper stresses that workplace mediation presents important benefits to both employers and employees by providing fast, mutually satisfactory resolutions and by fostering mutual respect through improved communication.
From the Paper
"Mediation of workplace disputes can be very beneficial for companies that have no plans to change the structure or philosophy of their organizations. Employment litigation can be an expensive process, in terms of dollars spent, time lost, and relationships ruined. Mediating disputes as they arise in the workplace can help companies avoid those costs."
| |
|
Discrimination in the Workplace, 2007.
A discussion on discrimination against homosexuals in the workplace.
1,907 words (approx. 7.6 pages), 6 sources, APA, $ 60.95
»
Click here to show/hide summary
Abstract
The paper examines discrimination in the workplace as it relates to homosexuals. The research indicates that workplace discrimination against homosexuals does occur and that such discrimination can have lasting effects. The paper examines how there is no federal law that prohibits discrimination against homosexuals in the workplace, however many states have laws against such discrimination. The paper includes a survey of questions related to homosexual discrimination in the workplace. The survey indicates that human resource managers are concerned about discrimination based on sexual orientation and believe that companies should have anti-discrimination policies that are inclusive of sexual orientation.
Outline:
Introduction
Defining Discrimination Against Homosexuals In The Workplace
Discrimination Against Homosexuals In The Workplace
Survey
Findings of this Survey
Conclusion
References
From the Paper
"Although the federal government has been slow to act regarding federal law that prohibits discrimination based on sexual orientation, there are several state and local governments that have legislation that prohibits discrimination based on sexual orientation. In fact, at least 12 states and Washington, D.C. have laws that ban discrimination based on sexual orientation (Horvath & Ryan 2003). In addition, there is a executive order that prohibits discrimination on the basis of sexual orientation within the federal government (Sexual Orientation Discrimination in the Workplace)."
| |
|
Democracy in the Workplace, 2006.
A discussion of democracy in the workplace using the organizations Google, EBay, Starbucks, Nike and JetBlue to demonstrate this issue.
3,344 words (approx. 13.4 pages), 11 sources, MLA, $ 95.95
»
Click here to show/hide summary
Abstract
This paper explains workplace democracy, the purpose it plays in the development of a successful company and suggests how organizations effectively foster a climate of workplace democracy. The paper explains how some companies have developed a corporate structure with the concept of workplace democracy as its nucleus. The body of the paper discusses workplace democracy that is in place at Google, EBay, Starbucks, Nike and JetBlue. Using these examples the paper concludes that the unique thread that ties these companies together is innovation and the development of totally new business structures that require participatory actions from employees. These companies have been able to foster a climate of workplace democracy through communication, listening to employee needs and developing benefit plans that satisfy these needs.
Introduction
Workplace Democracy
Google
EBay
Starbucks
Nike
JetBlue
Conclusion
References
From the Paper
"Google is one of the most innovative and successful businesses of the 21st century (Company Overview). The company was created by Larry Page and Sergey Brin who developed a new method of searching the internet (Company Overview). This new creation took place in a dorm room at Stanford University and rapidly broadened to include information seekers around the world. As a result the company is now the largest and most successful search engine available on the internet (Company Overview).
"A large part of the success of Google is related to the corporate culture which utilizes workplace democracy. According to the company's official website although the company is now worth billions the business still has a small company feel. The company's headquarters is known as the Googleplex and is located in Mountain View, California (The Google Culture). The atmosphere is laid back and the workplace is very inclusive and participatory."
|
|
|
