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The World Trade Organization: Its Structure and Organization, 2001.
A personal paper arguing for the need of the World Trade Organization.
1,546 words (approx. 6.2 pages), 4 sources, $ 50.95
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Abstract
This paper looks at the World Trade Organization, or WTO and debates whether or not the WTO has a positive effect on the world. The author takes the position that one needs a place to take disputes and set regulations for the international economy.
From the Paper
"The World Trade Organization, which was created in 1995, was the biggest reform of international trade since 1948. During the previous years, international commerce had been organized under GATT, which established a multilateral trading system. However, by the 1980s major restructuring was needed. The Uruguay Round brought about that overhaul. It was the largest trade negotiation ever."
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Organizing Functions of Management, 2005.
A discussion why organizing functions of management in an organization related to human resources and knowledge are especially crucial to an organization's success.
1,310 words (approx. 5.2 pages), 3 sources, MLA, $ 44.95
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Abstract
This paper explains that the organizing functions of management that impact human resources and knowledge may strongly impact an organization's success. The organizing functions of management in relation to human resources consider business and employee needs, develop personnel organizational charts, incorporate internal and external factors, and establish goals for day-to-day management. It shows how the organizing functions of management in a knowledge management scenario are focused closely on understanding and identifying company and employee needs. It concludes that organizing functions are especially important, as failure in identifying knowledge management issues within a larger business context can be devastating to the business.
From the Paper
"Effective organization of human resources provides and mobilizes a framework for success. Such a framework considers the overall structure of the human resources unit, considers the needs of the business and employees, develops personnel organizational charts, incorporates internal and external factors, and establishes management practices for day-to-day operations. In terms of knowledge management, the organizing functions of management are equally crucial. In the case of knowledge management, organizing functions include effectively identifying and mobilizing intellectual and knowledge-based assets, and are focused on specific and clear goals. Further, this process includes provisions to allow employees to become actively involved in knowledge management, the integration of information technology, and is built on an understanding that knowledge is constantly updated, deleted, and amended."
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Organizing Function of Management, 2007.
An analysis of how the organizing function of management relates to resources at Allstate Insurance Company.
1,368 words (approx. 5.5 pages), 2 sources, MLA, $ 45.95
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Abstract
This paper examines the organizing function of management at Allstate Insurance Company. It describes how the organizing function of management relates to physical assets, monetary assets, human resources, knowledge and technology. The paper describes the importance, for a company, of ensuring that the proper procedures and people are in place to maintain a high quality of organization.
Table of Contents:
Introduction
Organization in Relation to Monetary Assets
Organization in Relation to Human Resources
Organization in Relation to Knowledge
Organization in Relation to Physical Assets
Organizing in Relation to Technology
Allstate's Effectiveness & Efficiency of its Organizational Resources
Conclusion
From the Paper
"Organization is paramount in any company or organization but is of particular importance in today's business world. Company's that are a success are in a perpetual cycle of organization to ensure that their operations and procedures are designed in such a way to maximize efficiency and productivity. Disorganization can lead to disastrous results via wasted efforts, lost productivity and employee disdain at redundant tasks and processes."
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Organizing Human and Monetary Resources, 2005.
An examination of the importance of organizing human and financial resources in the management of an organization, through a specific analysis of the United States Air Force.
835 words (approx. 3.3 pages), 1 source, APA, $ 29.95
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Abstract
This paper takes a look at organizing as one of the key components in the effective management of an organization. It points out that, following the planning process, organizing involves the gathering of many resources, all in the attempt to achieve a company's goals. The paper stresses that without this critical step, the strategic goals set by upper management would be little more than pipe dreams or lofty ideas. Numerous resources must be gathered to achieve these goals, often including money, people, knowledge, and physical and technological assets. The paper focuses on two such resources, monetary and human, as they relate to the United States Air Force. The paper concludes that these two resources are the most important assets a company can possess, and work in conjunction with one another to achieve the goals set forth by upper management.
From the Paper
"Human resources are among the most vital of an organization or project. Financial resources provide the framework and means with which to achieve goals, but human resources actually work toward and accomplish the goals. People, and their skills, are usually the most valuable asset an organization possesses. Employees are ultimately responsible for the success or failure of a company, project, or goal. Properly trained and creative employees can succeed where money alone will fail. Many operations in the United States Air Force require large amounts of manpower, and makes the function of human resource organization all the more important. With the growing complexity of tasks due to technological advances, the right set of people and skills must be chosen in order to achieve a goal efficiently and effectively. The military as a whole has evolved into a highly-specialized labor pool in which individuals will often focus on a single aspect of a project (Bateman & Snell, 2004, p. 245); lending a tremendous amount of expertise in the area for which they are chosen. However, with continuing budget constraints modern times have displayed a need for all members to become much more general in nature; though specialization will continue to exist. Specialties are merged at every opportunity in order to cut down on the size of the forces and the overall costs of maintaining such a force. This has created the need for military members to become more knowledgeable than ever when it comes to jobs outside of their specialty. In the past, the formation of a team would be a relatively simple task of choosing one or more members of a needed specialty in order to accomplish a project. In these more efficient times, members may be chosen more for their creativity and adaptability rather than an innate specialty. In theory this widens the pool of members from which to choose, and can increase the chances for success with the advent of unforeseen circumstances and obstacles."
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Organizing Function of Management at Milwaukee, 2008.
An evaluation of the organizing function of management as it relates to technology and human resources at Milwaukee Electric Tool Company.
972 words (approx. 3.9 pages), 4 sources, APA, $ 34.95
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Abstract
This paper evaluates the commitment of the organizational management of the writer's company, Milwaukee Electric Tool Company, to optimizing technology resources for effectiveness and efficiency, and to maximizing organizing functions within the company. The writer believes that while Milwaukee is on the cutting edge of technology, there is room for improvement in the human resources department, for example, in stress management, preventive management, and training. The writer provides suggestions for human resources to work with operations managers and team members to ensure that corporate strategic objectives and goals align with goals and strategies for employee growth and empowerment.
Outline
Introduction
Overview of Organization
Technology
Human Resources
Conclusion
From the Paper
"The organizational management team consistently works to promote practices encouraging group learning and teamwork, with team leaders appointed to oversee all operations related to manufacturing and technology, to ensure all team members are well aware of organizational standards and product specifications that must be maintained to keep the company's certifications up-to-date. In doing so Milwaukee is and will likely remain to be a global leader in small electrical tool manufacturing and distribution."
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Organizing Function of Management, 2004.
This paper discusses the organizing function of business, which is defined as establishing the internal organizational structure of the business.
895 words (approx. 3.6 pages), 2 sources, APA, $ 31.95
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Abstract
This paper explains that the organizing function comprises of a series of activities related to human resources management, including the process of hiring resources (who are the best people for the job), the organizational chart (assigned different positions to the people on the team), and motivating the employees (performance appraisal, compensation and wages). The paper points out that the types of structures are product-oriented structures, geographically-oriented, or matrix structures. The paper clarifies the chain of command; each project manager (coordinator of the team) is responsible for his team and answers to the general manager of the company.
From the Paper
"Further detailing the organizational structure and referring to Max Weber, the author describes the three basic elements of an organizational structure. These are ?structure as designated by the Organizational Chart, a division of labor and scalar relationship?. Let?s have a brief look at each of them. The first is basically ?a pyramid that shows the top managers (of whom there are very few), the middle managers (of whom there are a few more), and the 1st-line or supervisory managers (of whom there are a few more). Then, at the bottom of the heap, are the rest of the employees.? After creating the organizational chart (which is basically the foundation of the organizational process), the division of labor will ensure the fact that each employee does the job he is best at- it is important that each employee knows his particular job."
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Non-Governmental Organizations and Inter-Governmental Organizations, 2003.
An analysis of the role of non-governmental organizations and inter-governmental organizations in post-conflict reconstruction of developing nations.
1,965 words (approx. 7.9 pages), 40 sources, APA, $ 62.95
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Abstract
This paper provides an overview of non-governmental and inter-governmental agencies, followed by an analysis of the different issues that can adversely affect the post-conflict reconstruction process. A summary of the research and relevant findings are provided in the conclusion.
From the Paper
"Conflicts among people represent one of the main problems around the world today. People continue to become embroiled in violent confrontations practically everywhere because of religious, racial or political differences. Often the parties in conflict are unable to resolve these fundamental differences, and the governments involved are either unable or unwilling to assist in the process. It is vitally important, therefore, that appropriate nongovernmental organizations and intergovernmental organizations understand the processes involved and the effects of their activities on the people they are trying to help."
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The Organizing Construct of U.S Foreign Policy, 2007.
This paper argues that the Bush War on Terror has replaced the Truman Cold War as the organizing construct of U.S foreign policy.
785 words (approx. 3.1 pages), 4 sources, MLA, $ 27.95
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Abstract
This paper states that both the Cold War and the present-day War on Terror doctrines are excellent examples of a "good-versus-evil" paradigm that paints U.S. international affairs in unsophisticated shades of black and white. The author points out that the Bush doctrine is wholly committed to pre-empting terror and not merely interested in containing it as in the Truman Cold War doctrine. The paper concludes that both approaches call for a vigilant and aggressive America that seeks to advance its own security wherever it is deemed necessary.
From the Paper
"In many respects, it may be said that the Truman Doctrine began the "policy of containment" whereby the United States would aggressively confront any expansion of communism outside of the USSR and Eastern Europe. By comparison, the Bush Doctrine - while it would certainly seem amenable to offering military and financial support to foreign countries that are genuinely eager to engage the terrorist threat - is much more about pre-emption than about containment."
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Community Organizing, 2006.
A review of the Make Poverty History Organization.
675 words (approx. 2.7 pages), 1 source, $ 26.95
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Abstract
This paper discusses a Canadian community organization called Make Poverty History, an organization that operates out of Ontario and aiming to get a large number of people to endorse a campaign against poverty. In effect, this organization are trying to create an online community that embraces a wide spectrum of Canadian organizations and people. The paper further discusses that the common goals of all involved, is to put an end to world poverty.
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Critical Thinking and Organizing Skills, 2004.
Examines the process of critical thinking in businesses and large organizations.
968 words (approx. 3.9 pages), 7 sources, MLA, $ 34.95
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Abstract
This paper looks at the the skills required for critical thinking in a business environment or large organization. The paper suggests that, in order to make proper and efficient decisions, the decision maker must use a method of evaluating relevant criteria that helps him disregard factors that are emotionally based and, instead, focus on those factors that represent the central needs of the organization. To help demonstrate this principle, the acts of purchasing a car and building a new building are cited as examples that illustrate the complexities involved in the decision making process.
From the Paper
"Critical thinking involves the process of decoding the ancillary factors which affect our decision making process, and getting down to the significant factors, and identifying the desired outcome which are at the core of any decision. For a consumer to decide what kind of car he would like to purchase is a decision affected by many factors. The cost of the vehicle, financing terms, and the auto?s historical reliability are all important factors. However, the person?s needs also affect the buying decision. Does he work in an executive position, or need to carry tools to a construction sight every day? Does he have a family, and needs a vehicle to carry his kids to and from soccer games, movies, school events and church on the weekends, or will a sporty 2 seat sports car better suit his bachelor lifestyle? Finally, the options which car manufacturers make available can all factor into the buying decision. Details that cover the color of the interior and exterior down to whether or not the tires are a certain brand or have raised white letters can be important to the consumer, and ultimately affect his decision making process."
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Organizing as a Management Function, 2004.
A study of organization as a management function.
1,380 words (approx. 5.5 pages), 3 sources, APA, $ 47.95
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Abstract
This paper is a study of organization as a management function. The paper explores the role of management, the goals of management, tools and techniques used to manage and guide a company. It uses General Motors management and management team as a case study.
From the Paper
"In any organization senior management plays a critical role in the organization's success. Some of the typical functions performed by senior management include ..."
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Organizing Unorganized Workers, 2008.
This paper addresses the issues facing labour unions in Canada today.
1,448 words (approx. 5.8 pages), 4 sources, APA, $ 48.95
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Abstract
The paper discusses the importance of unions maintaining their efficacy by focusing their energy and resources on organizing the unorganized. The paper highlights, however, the many factors that hinder unionization in Canada. The paper specifically describes the major barriers to the increased unionization of women.
From the Paper
"Without sufficient members, labour unions lose their power and efficacy, in that they lack the requisite strength in numbers for leverage against the employer, and thus cannot negotiate benefits for their members. It is therefore important that union membership remains at least constant. However, as the work force is usually growing, retaining the same percentage of union members requires ongoing recruitment. The problem is that so far from growing, union membership is actually dropping in many industrialized countries, largely due to major changes on the work front. For example, jobs are declining in the manufacturing industries (traditionally a good place for union recruitment) and are growing in the private service sectors (a place where recruitment is difficult, due to factors such as small company size, and a preponderance of part time, casual or contract work)."
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"Organizing For Successful School-based Management" ( P Wohlstetter, Et Al ), 1999.
A summary of this work on the theory, methods and effectiveness of site-based decision making, restructuring, instruction and innovation.
1,350 words (approx. 5.4 pages), 1 source, $ 47.95
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Abstract
Organizing For Successful School-Based Management by Wohlstetter, Van Kirk, Robertson, and Mohrman (1997), offers a summary of findings from interviews and data collected from over 400 people and 40 schools that had been operating under school-based management (SBM) for at least three years (vii).
From the Paper
"Organizing For Successful School-Based Management
Introduction
Organizing For Successful School-Based Management by Wohlstetter, Van Kirk, Robertson, and Mohrman (1997), offers a summary of findings from interviews and data collected from over 400 people and 40 schools that had been operating under school-based management (SBM) for at least three years (vii). The authors identify schools as actively restructuring or struggling. Actively restructuring schools were found to employ two or more teaching and learning innovations (use of technology, educating all students, and integrated services) and were using SBM to improve school performance; struggling schools had one or none of the innovations. Actively restructuring schools had more conditions that support organizational learning and integrating..."
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Planning and Organizing a Safety Program, 2002.
Examines the responsibility of government and business sectors to band together and discuss health and safety issues in today's global economy.
4,900 words (approx. 19.6 pages), 8 sources, $ 178.95
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Abstract
In order to achieve success, the workplace and the work force must be made safe. Thus, the mission of the Occupational Safety and Health Administration's (OSHA) which is "to assure so far as possible every workingman and woman in the nation safe and healthful working conditions" is as true today as it was when OSHA was created in 1970. It is essential the employers maintain a standard within the organization that allows the worker to complete his duties in a health and safe manner and allow for other occupational health and safety procedures. Government, employers and employees should together study the changing workplace and expansion of the global economy and play a role in offering recommendations to address occupational health and safety in the global economy of the 21st century.
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Organizing a University Union, 2006.
Discusses the organizational activity involved with forming a university union and some of the situations that might arise as a result.
2,025 words (approx. 8.1 pages), 9 sources, $ 80.95
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Abstract
This paper shall review four situations that could conceivably arise when dealing with present or past employees in a university setting. Specifically, the paper deals with items like unionization and
de-certification, faculty selection procedures, the differences between labour relations in private and public workplaces, and termination agreements and covenants not to compete. The paper examines the legal dangers that may result from intemperate action by management and also looks at the rights and responsibilities of employees as well.
From the Paper
"Recently, it has come to our attention that several faculty members are interested in forming a union. This development raises some curious issues. Most notably, some in management feel that it is best to let the union form "quietly" and then negotiate a contract. The idea is that when the novelty of having a union has worn off, it would then be possible to de-certify the same union through an election involving the whole faculty. The question we are confronted with is whether or not it is possible to allow a union to both form and then de-certify within the span of a year. To answer such a question, we need to examine current United States statutory law and case law and also review the broad trends of the law over the last century. Since the late 1920s, the United States government (and judiciary) one..."
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