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The Challenges of Aging Workers, 2007.
This paper explores America's aging workforce and and how it affects employers.
2,498 words (approx. 10.0 pages), 6 sources, MLA, $ 75.95
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Abstract
The paper relates that baby boomers are more likely to remain in the workforce longer out of financial necessity. The paper discusses how human resource management personnel must become familiar with the concerns of aging Americans in order to meet their needs and entice them to stay in the workforce. The paper explains that this will provide greater security for workers, ensure that businesses are capable of operating effectively and create less of a strain on the social security system for all individuals seeking to retire in the future.
From the Paper
"Individuals born between 1946 and 1964 are considered to be part of the baby boomer generation. This segment of the population is comprised of over 76 million people, or 29% of the total population in the United States today. By the year 2030 there will be over 70 million of these individuals aged 65 and over. Baby boomers are the largest group of aging Americans that the country has ever known and as they continue to age American society is faced with specific issues that it has not been forced to focus on to such a large extent. An aging society also means that there is an aging workforce that must be considered by industry."
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Understanding Developmentally Challenged Workers, 2006.
An analysis of difficulties in hiring developmentally challenged workers.
970 words (approx. 3.9 pages), 7 sources, MLA, $ 34.95
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Abstract
The paper identifies some of the potential problems a company may have in hiring developmentally challenged workers, and makes recommendations for addressing those problems. It assesses corporate obligations under government regulations. The writer concludes that there is a place for handicapped workers in the business world, under certain conditions.
From the Paper
"When it comes to integrating, training, supervising and empowering the more developmentally disabled, one mistake that could easily be made is to separate them, and isolate them from the rest of the work force. It is important that company guidelines, an employee handbook of regulations, and a staff meeting resolve the problems when a developmentally disabled person is hired and assigned to a specific group or division. The goal must be to create an effective work environment. Yes, some supervision may initially require lengthier training and adjustment time, but the eventual goal of any company willing, able, even anxious to give developmentally challenged workers an opportunity is to create an atmosphere of "human value management". "Human value management can be described in one short phrase: create value through and with people." (Fitz-Enz, 1990, p. 45) It must be clearly understood by managers, supervisors, as well as "ordinary" workers, that developmentally challenged co-workers are not being given job opportunities merely out of charity. They are able and willing to contribute. They are not "dummies", perhaps only slower to learn and adapt. It is important to communicate to every worker that these people were hired because they can contribute, but may need some help in "getting up to speed". It would be a good idea for the Human Resources Department to appoint one staff member to meet with the developmentally challenged workers on a regular basis as a means of listening to their problems, trying to solve them, and to praise them for valuable contributions to the overall product or services output. More than others, these workers need reassurance and the knowledge that management cares about their feelings, their problems, and their accomplishments."
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Satisfied Workers Are Productive Workers, 2006.
This paper examines the results of various surveys as well as a detailed questionnaire which indicate that praise and recognition of a job well done is significantly more important to employees than meeting salary demands.
2,849 words (approx. 11.4 pages), 9 sources, APA, $ 84.95
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Abstract
The writer of this paper contends and proves that worker satisfaction goes far beyond salary demands. Recent surveys indicate that the most important aspect of worker satisfaction is recognition and praise for a job well done. This paper stresses the importance of human resource managers in finding the proper mix to garner satisfaction on behalf of the employee while obtaining efficient and productive results for the employer. This paper contains a detailed questionnaire which was used to interview managers and workers in both the service and production industries, as well as the results of the interviews. Based on the results of the questionnaire, there is a remarkable difference between the service industry and a production facility, which are detailed in this paper. The writer also delves into the issues of women, discrimination and affirmative action in the work place.
Table of Contents:
Introduction
Satisfaction Questionnaire
The Measurement of Satisfaction
Conclusions
Works Cited
From the Paper
"The interviews with "ordinary" workers as well as low-level management were conducted anonymously. There was no mention of name, race, or gender. Permission was sought and granted that the results would be shared with Human Resources Management. Unfortunately, as is often the case, less than 60% of the questionnaires passed out were submitted. Time did not provide sufficient availability of the employees for a "sit-down" discussion. Approximately 10% of the questionnaires, therefore, were filled out during personal, head-to-head discussions. One listened as long as the employee/manager was willing to talk. One thing was obvious, a sort of theme running throughout: in a tight labor market, there is far less loyalty to a company than there used to be. Books on the subject bear this out."
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Happy Workers Make Loyal Workers, 2007.
This paper presents an examination of the benefits of providing on-site childcare for employees' children.
2,362 words (approx. 9.4 pages), 6 sources, MLA, $ 72.95
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Abstract
The paper discusses a company's need to maintain a work environment that stimulates employee interaction and economic growth. The paper explains that offering employees on-site childcare will help strengthen the retention rate of the workers and attract the best in the industry for future hire. The paper discusses the benefits of both contractor and company run on-site childcare, as well as the ways that the company will succeed in this proposal. The paper concludes that companies no longer only have a competitive obligation to their industry, but they also have a social obligation to the community that they impact. Providing an on-site daycare center will help with that social obligation as well as increase the ability to recruit and retain the most professional employees in the industry.
Outline:
Introduction
Benefits
Comparing Contracting It Out Or Providing It Ourselves
Approximate Cost of Each Option
Conclusion
From the Paper
"Avionics Solutions, a small firm based in Washington, D.D., is a leader in manufacturing avionics equipment and prides it self on being a family-owned business that delivers high quality products. It is in the company's best interest to stay ahead of the competition to retain its best employees. To this end, the company must maintain a work environment that stimulates employee interaction and economic growth. To recruit and retain the best employees in the industry it is important to understand that they are the company's greatest asset. Offering employees onsite childcare will help strengthen the retention rate of the workers and attract the best in the industry for future hire."
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Workers Over 65, 2004.
Looks at the growing trend of workers over the age of 65 returning or staying in the work force.
1,222 words (approx. 4.9 pages), 5 sources, APA, $ 41.95
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Abstract
This paper examines some of the commonly held misconceptions about people over the age of 65 and their job performance skills. The paper dispels some of the negative myths about the performance ability of older workers and outlines the reasons why employers could benefit from an aging work force.
From the Paper
"Today, many workers who hit retirement age are opting to keep working. Many factors contribute to this fact: economics, changes in retirement age, continuing need for personal achievement, and employers? need and desire to keep older workers on the job. In today?s economy, many workers simply cannot afford to retire (Hawthorne, 2003). At the same time, the age for eligibility for Social Security retirement benefits will eventually climb from 62 to 67 with a substantial reduction in benefits for early retirees. This means that many older Americans will spend at least two to five years longer in the workforce or have to change their lifestyle. In addition, many older people simply want to keep working. The world faces a future in which a whole generation is healthy, wealthy and bored. Many will choose to keep working or will go back to work."
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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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Knowledge Workers, 2002.
This paper discusses a new category of workers, ?knowledge workers?, who are classified this way because of their close association with information systems.
1,255 words (approx. 5.0 pages), 7 sources, MLA, $ 42.95
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Abstract
This paper explains that anyone who makes a living out of creating, manipulating or disseminating knowledge is a knowledge worker. The paper points out that knowledge workers need not be solely associated with computer related fields as programming or software development but also can be doctors, attorney, accountants, and almost every professional who uses information products or technological tools. The author states that the demand for knowledge workers is rapidly increasing world wide because of the steady shift in the economic structure from industry to information technology.
From the Paper
"Information specialists are quickly taking over most business activities as it was reported that California alone has 25% of the workforce classified as knowledge workers. The U.S. Bureau of Labor Statistics also expects ?a net increase of more than 10,000 information professionals in the U. S. labor force by 2006" (Bender 1998, p. 35). This shows how knowledge is now the most important factor in determining the success or failure of corporations and their workforce. Countries and companies where knowledge is still being treated as a second citizen and industrial power is considered more important are headed for disaster. In coming few years, knowledge will take over all other ways of working because of the rapid advancement in technology and the convenience that brings along."
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The Aging American Workforce, 2002.
Examines consequences on the American society of older workers.
3,375 words (approx. 13.5 pages), 12 sources, $ 119.95
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Abstract
Examines consequences on American society of older workers. Discrimination. Aging of baby boomers; retirement and ramifications for the economy. Benefits of hiring & retaining older workers. Compensation/ benefits packages. Lack of available younger workers. Effect on global eonomy of an older workforce. Challenges for employers. African American older workers.
From the Paper
"Introduction
The baby boomers are perhaps the most studied generation in the history of the United States. This first post-World War II generation, larger than any generation before it, has shaped America's attitudes toward clothing, war, race relations, music and family with greater influence than any other group. Some of its members fought the Viet Nam War at the same time that others protested the same war. This is the generation that gave rise to the terms "hippie," "yuppie," and "dink."
This generation has also benefited from a panoply of programs, government-sponsored and private, including Head Start for its children, Medicare for its parents, and 401(k) funds offered through employers. It is a generation generally considered better off than its parents, and as it has moved through life's stages, it has changed the nation at ..."
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Internationalization Challenges and Strategies in China, 2006.
This dissertation is an extensive report of research to analyze the internationalization strategies taken by Xerox, Ricoh and Canon to respond to challenges posed by China's emerging market.
15,125 words (approx. 60.5 pages), 100 sources, MLA, $ 249.95
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Abstract
This paper explains that one of the major findings of this research to analyze the internationalization strategies taken by Xerox, Ricoh and Canon to respond to challenges posed by China's emerging market was that cultural distance was a far less significant internationalization challenge in the Chinese office electronics industry than the literature review suggested. The author points out that the research confirmed the significance of administrative heritage and organizational structure as key internationalization challenges that firm's face including those in the Chinese office electronics industry. The paper indicates that the internationalization process leads to a network of international market activities through foreign direct investment and other forms of international business involvement and may result in the inter-dependencies of all multinational corporations in one host country, which is one important aspect of internationalization.
Table of Contents
Introduction
Literature Review
Internationalization Challenges
Local Market Disadvantages
Disproportionate Operating Costs and a Denial of Benefits Afforded to Domestic Firms
Cultural Distance and Market Entry Modes
Political Bargaining and Positioning
Institutional Differences and Corruption
Local Density and WFOE Performance
Organizational Capabilities
Administrative Heritage
Organizational Structure
Internationalization Strategies
Exporting
International Licensing Agreements
International Joint Ventures and Strategic Alliances
Wholly-Owned Foreign Enterprise
Doing Business in China
The Global Office Electronics Industry
Research Design
Case Study Approach
Data Collection
Framework for Analysis
Case Studies
Short-Term Challenges
Cultural Distance and Organisational Capabilities
Political Bargaining and Positioning
Long-Term Challenges
Administrative Heritage
Organizational Structure
China Strategies of Office Electronics Firms
Discussion
Short-Term Challenges
Long-Term Challenges
Limitations
Conclusion
From the Paper
"There are many local market conditions that could test a company's resolve to enter a new and unfamiliar market, which present themselves as key challenges to firms. The initial challenge comes in the form of entry barriers. Jennifer Rankin (2003) interprets these barriers in terms of the huge investment and risks that the undertaking entails. Moreover, the return on investment may take years to materialize. So if the company is a penny-pincher afraid to take risks and also in a hurry to recoup its investment, it might as well forget internationalization."
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Social Workers, 2001.
Discuses various job settings, trend toward private practice, social group worker, entry-level social work, challenges faced by supervisors.
1,575 words (approx. 6.3 pages), 5 sources, $ 55.95
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From the Paper
"Social Work is any professional activity aimed generally at enriching and enhancing individual and group development or at alleviating adverse social and economic conditions. Its practitioners work to provide care for abused or neglected children; rehabilitate the physically, mentally, or emotionally handicapped; and extend financial aid to the poor and the aged. Social workers also carry out treatment, counseling, and direct-service activities to help those individuals with mental and emotional disorders, to help rehabilitate those with disabilities, or to provide preventive services (Meyer, 1993, p. 14). This paper examines the heart of social work ? which is the social worker himself or herself ? and looks at one of the hardest problems that many social workers face, which is the shift from being an entry-level ..."
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The American Dream and Migrant Workers, 2005.
A look at how the plight of migrant workers today seeking the American dream has not changed since their depiction in John Steinbeck's "The Grapes of Wrath".
2,605 words (approx. 10.4 pages), 8 sources, MLA, $ 78.95
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Abstract
This paper contends that, although advancements in technology and progress in legislation to protect workers may seem to ease migrant workers' hardships in the United States, migrant workers today are no better off than those depicted in "The Grapes of Wrath". It discusses how the mindset of the men employing migrant workers today has not changed from that of those who employed migrant workers more than sixty years ago.
From the Paper
"Much of the hope of migrant farm workers in The Grapes of Wrath lay in the pursuit of the "American Dream." As Wilson said, "Why, jus' think how it's gonna be, under them shady trees a-pickin' fruit an' takin' a bite ever' once in a while...I bet a fella could have a place of his own." (201) The migrant farm workers were only seeking comfortable lives and relatively good wages to sustain those comfortable lifestyles. They were looking for equality and fairness for themselves and for their communities. An example of their seeking fairness and equality was when a large group of people were on strike at the Hooper ranch in Pixley, California. Their wages had been reduced so much that the workers could not survive, so they bravely initiated a strike."
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Workers in Internal EAP Settings, 2005.
A study about job satisfaction of social workers in internal employee assistance program (EAP) settings.
11,520 words (approx. 46.1 pages), 41 sources, APA, $ 225.95
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Abstract
This study attempts to determine the relationship between work autonomy and job satisfaction of EAP social workers in internal employee assistance program settings by looking at a number of work related factors. To begin with, the paper considers the extent of the relationship, if any, between work autonomy and job satisfaction among social workers. It then looks at the nature of job satisfaction from a social worker's perspective as well as how employee assistance programs can assist social work managers in improving social worker job satisfaction.
Introduction
Statement of the Problem
Purpose of the Study
Significance of the Study
Key Term Definitions
Review of Literature - Overview
Work Autonomy within Organizations
Work Autonomy and Social Workers
Job Satisfaction within Organizations
Job Satisfaction and Social Workers
Theoretical Framework
From the Paper
"Substance abuse in the American workplace is an enormously expensive and growing problem today. According to Pace, Smits and Youngblood (1992), there are literally billions of dollars being lost in terms of productivity, as well as an incalculable amount of human misery and the erosion of world preeminence in the marketplace as direct or indirect consequence of workplace substance abuse. These authors report that properly designed and managed EAPs have demonstrated a significant, proven, and much needed role to play in the prevention and the treatment of workplace substance abuse. "Yet there are only about 10,000 EAPs in existence today in the American workplace, covering perhaps 10 percent of the work force" (Pace, Smits & Youngblood, 1992, p. xvi)."
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The Role of Adoption Social Workers, 2008.
A look at the role of social workers in adoption cases.
1,213 words (approx. 4.9 pages), 5 sources, APA, $ 41.95
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Abstract
This paper discusses the issues surrounding the role that the adoption social worker plays in finding good families to adopt children. The paper also explains the qualities needed for this job and the challenges it involves.
Outline:
Social problem or human need focused upon and clients
Setting or types of agencies/organizations where practice takes place
Functions of adoptive social work: duties, responsibilities or specific assignments
Functions of adoptive social work: knowledge and skills necessary for the social worker to effectively perform her/his duties
Challenges
From the Paper
"As couples wait longer and longer to have children, the reality prospective parents often face is that their fertility has declined over the years. The increase in the number and range of options for adoptive parents, including interracial adoption and international adoption, has caused a corresponding increase in the need for and demand for adoption social workers. The primary goal of the adoption social worker is to find good families for children and to protect the rights of the children being adopted, along with the rights of the adoptive and birth parents as well. The clients of adoptive social workers may include birth and adoptive parents and extended families, private and public agencies, and also older children undergoing the adoptive process as adoptees. The social workers may have contact with international organizations in cases of international adoption ("Social workers," 2008, Encyclopedia of Adoption)."
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HIV/AIDS among Indian Sex Trade Workers, 2008.
Investigates causes for the growing epidemic of HIV/AIDS among sex trade workers in India.
3,145 words (approx. 12.6 pages), 17 sources, APA, $ 91.95
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Abstract
In investigating the causes for the growing epidemic of HIV/AIDS among sex trade workers in India, this paper attempts to link the growth to socio-economic factors. In addition, the paper attempts to see whether India is simply a typical Third World country in this respect, or if there are special circumstances rendering Indian sex trade workers even more vulnerable to HIV/AIDS.
Table of Contents:
Background/Rationale
Objectives
Findings
Epidemiology
General Economic Factors
Socio-Economic Factors that Directly Impact Sex Trade Workers
Discrimination Against AIDS Patients
Political Issues
HIV/AIDS and Sex Trade Workers
Conclusions
From the Paper
"In India, the two main routes of infection are heterosexual contact and drug use. AIDS infections began spreading rapidly in India in the late 1980s and early 1990s. However, the response was slow. Officials were reluctant to admit AIDS was in India. For example, by 1991 only 1,254 AIDS cases were formally reported to WHO for the whole of Asia. However, the true figures were likely ten times as high. In the early 1990s, it began to seem that India and Thailand were the two Asian countries with the highest infection rates."
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