| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "DISC COMMUNICATION STYLE STAFF DEPARTMENT": |
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Use of DISC Communication Style to Staff a Department, 2002.
The DISC profiling system is an application tool providing insight into four distinct behavior types and the many combinations of those types. This paper looks into the use of this system for hiring purposes.
2,222 words (approx. 8.9 pages), 10 sources, APA, $ 69.95
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Abstract
The paper gives a history of psychological testing, discovering a personality 'type' in order to predict behavior. The writer then introduces the DISC system, an example of psychological testing, detailing its methods and finally, its applications. These details include criticisms and proponents.
From the Paper
"Many companies that originally used the tests for employment purposes only are now making them part of strategic planning; as the labor market tightens, it becomes more of a concern to make sure employees are in jobs for which they were suited. Also, testing allows results to be discussed between management and employees, opening a dialogue about addressing problem or deficient areas. Roundy?s, a company that supplies food to supermarkets used this approach with some a group of operational employees that learned it exhibited ?heightened aggressiveness? that could be more profitably deployed as ?assertiveness?. In the same company, one employee?s survey clued her manager into her lack of confidence, and he was able to boost her productivity by giving her more verbal encouragement."
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Department of Homeland Security, 2006.
A thorough examination and research paper of the Department of Homeland Security and the need for reorganization.
3,841 words (approx. 15.4 pages), 13 sources, MLA, $ 105.95
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Abstract
This paper presents an analysis of the Department of Homeland Security. There are four research questions that are answered in the paper:1) Does the information collected through a thorough literature review regarding the creation of the Department of Homeland Security give individuals enough information about the Department and what it does? 2) What do individuals that are in the military think of what their government is doing with this department? 3) What do civilians think of what their government is doing with this department? 4) Will the Department of Homeland Security be willing to discuss their department, their objectives and what they feel has been accomplished? The paper presents a literature review, discussion and conclusion.
Table of Contents
Chapter One
The Problem
Introduction
Statement of the Problem
Research Questions/Assumptions
Main Question
Significance of the Study
Definition of Terms
Chapter Two
Review of the Literature
Introduction
Availability of Literature
Organization of the Literature Review
Literature Review
Summary
Chapter Three
Survey Methodology
Description of Research
Instrumentation
Data Gathering
Data Analysis
Limitations
Chapter Four
Presentation and Analysis of Survey Data
Presentation of Data
Analysis of Results
Summary
Chapter Five
Conclusions and Recommendations
Conclusions
Recommendations
Works Cited
From the Paper
"It can be concluded from this study that it is necessary to work with the public more carefully to ensure that they understand the purpose of the Department of Homeland Security and what the Department really does when it comes to keeping them safe from terror. It appears that many people are dissatisfied with the job that is being done by the Department, but this could stem from the idea that there is simply not enough known about the Department and therefore it appears as though they are not doing anything. The military seems happier with the Department, and it is also likely that military individuals have a greater understanding of what the Department is actually doing."
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Managing a Human Resources Department, 2007.
An analysis of the effective management of a human resources department.
3,876 words (approx. 15.5 pages), 17 sources, MLA, $ 106.95
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Abstract
This paper discusses how the human resource assets of the company are intended to be managed, including the human resource department staff and the senior line managers. It is written from the point of view of the director of the human resource department. The paper discusses strategic human resource management, human resources planning, job analysis, compensation system design, equal employment opportunities, human resources development initiatives, recruiting and benefits administration.
Table of Contents:
Review and Discussion
Strategic HRM
Human Resources Planning
Job Analysis
Compensation System Design
Equal Employment Opportunities
Human Resources Development Initiatives
Recruiting and Benefits Administration
Conclusion
From the Paper
" While the experts may not agree on the best approach, everyone agrees that it costs a lot of money to successfully recruit and train any new hire just as it costs less to keep an existing customer than it costs to find new ones; therefore, to the extent that this HR function is managed effectively is the extent to which the company will realize some important cost savings as well as improve its employee turnover, absenteeism rate as well as the costs associated with further recruiting and training requirements. Likewise, benefits administration, as a component of the overall compensation system design, must become more cost effective. Many companies have realized significant cost savings by outsourcing their benefits administration function, and at the risk of losing valuable corporate "turf," it is the incumbent's recommendation that our company also outsource this function."
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The Human Resource Department, 2007.
This paper discusses the human resource department and its function of creating and controlling the quality of work life (QWL), which individuals enjoy in a company especially in the areas of ethics, laws and discrimination.
3,540 words (approx. 14.2 pages), 7 sources, APA, $ 99.95
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Abstract
This paper explains that, since the human resource department often makes the rules, it needs to be sure that these rules are the most current, given that local, state and federal laws change frequently. The author points out that generational differences and the way that individuals are being taught are affecting how human resource departments react to and deal with issues that they had previously not suspected would concern them. The paper stresses that, if no trust exists between the human resource department and the employees at all levels, violations of ethics and other problems will often go unreported for fear of losing one's job, which, in turn, will greatly lower the quality of work life (QWL), which employees want and deserve.
Table of Contents:
Introduction
What is the Human Resource Department?
How Human Resource Personnel Affect the Company's QWL
History and the Human Resource Department
Human Resources and Changing Times
The Bridge between Employer and Employee
Affirmative Action and Discrimination
Conclusion
From the Paper
"There have been different eras in politics throughout the years that this country has been around. Politics often greatly affects the Human Resource department of any company because it affects the rules and regulations that companies have to abide by. The poor reaction to Big Government that was going on in the 1980s is only one example of the political upheavals that have been faced in the not too far distant past. It may seem odd that what happens in the political arena would affect what happens in the Human Resource departments of companies."
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Supervision in the Fire Department, 2004.
This paper discusses that the fire department, the most important trauma-fighting service in the United States, has problems, which could be resolved by improving supervisory efforts.
1,065 words (approx. 4.3 pages), 5 sources, MLA, $ 37.95
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Abstract
This paper explains that the fire professionals have the highest stress factors in the United States, not only from the requirements of the job, but also deaths, accidents, racism, and sexism; therefore, adequate supervision is essential. The author points out that a lack of adequate supervision has made racism a problem in the fire department because, in many cases, supervisors simply do not know how to handle this problem and choose to ignore it; in other cases, supervisors are unaware that the problem even exists. The paper relates that women have been having difficulty being recognized as equals in the fire department because of issues such as physical strength, but many of the difficulties experienced by women in terms of equality in the fire department can be ascribed to a lack of unbiased supervision.
Table of Contents
Death in the Fire Department
Racism
Women in the Firefighting Profession
From the Paper
"Interestingly, heart attacks are the leading culprit in firefighter deaths, numbering 44%. The second leading cause of death is head trauma and internal injuries at 27%, while death directly related to fire (by asphyxia or from burns) accounts for the least amount of deaths, at 20%. These statistics are also related to age, with younger men more likely to die from injuries than heart attacks. Motor vehicle accidents also cause a substantial amount of firefighter deaths, numbering between 20 and 25%. It was found that only 21% of firefighters involved in these crashes wore their seatbelts. The USFA has also found that firefighter fatalities per 100,000 incidents have increased over the last twenty years. This factor is what inspired the study in the first place."
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High Turnover Rates in Emergency Department Nurses, 2008.
A discussion of the growing shortage of emergency department nurses.
3,530 words (approx. 14.1 pages), 21 sources, APA, $ 99.95
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Abstract
This paper focuses on the high turnover rates among emergency department nurses. In particular, it takes a look at leadership and management issues within an emergency department at a community-based hospital in a mid-size US city. The paper points out that the nursing shortage is not simply a problem of supply and demand, but much the result of high attrition rates due to work dissatisfaction, a phenomenon that was almost unheard of in older nursing staff, in spite of the use of incentives to retain workers. The paper suggests that the multi-generational composition of the work force needs to be addressed and that each generation's strengths and weaknesses should be assessed. The paper concludes that, once intergenerational differences and needs are recognized, acknowledged, appreciated and addressed - not only at the managerial level but also in the workplace - increased job satisfaction and increase in ranks may reverse the current trend.
Outline:
Introduction
Literature Review
Causes
Solutions
Reflection
From the Paper
"From these scenarios, it can be seen that a "culture" that adheres to an unspoken, strict hierarchy exists within the emergency department, almost akin to a tradition. To the nurses that have been with the department for some time, it was an efficient system that accomplished tasks according to ability and experience. This is evident in the lack of clout juniors have within the department, who are relegated to "scutwork" and rarely get to participate in more engaging activities in the emergency department. Very rarely did any junior staff stay long enough to reach at least 18 months. Coincidentally, the hiring of fresh graduates was only implemented two years ago."
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The New York State Banking Department, 2004.
An examination of the role and importance of the New York State Banking Department.
1,741 words (approx. 7.0 pages), 8 sources, MLA, $ 56.95
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Abstract
This paper examines how, in a country barely 230 years old, today, the New York State Banking Department is a veritable antique; it is the oldest bank regulatory agency in the nation, having been established in 1851. It looks at how, as one of the world?s major financial centers with a majority of the nation?s foreign bank branches, New York represents an enormous challenge for federal and state regulatory agencies and how the New York State Banking Department has far-reaching authority to ensure the safe and timely operations of these institutions. This paper provides an overview of the New York State Banking Department, a discussion of its responsibilities and activities over the years, followed by a summary of the research in the conclusion.
From the Paper
"According to their organizational literature, the New York State Banking Department employs almost 600 full-time employees, about 73 percent of which are bank examiners; however, state taxpayers do not pay for bank regulation since the revenues to fund the Department's operating budget are derived from the fees paid to it by state-chartered institutions. Besides its main office at One State Street, Manhattan, the Department maintains an office in the state capital at the Empire State Plaza, Albany, and at 333 East Washington St, Syracuse, New York. Based on its need to regulate a majority of the nation?s foreign banking institutions located in New York, the Department also has an overseas office in London (State of New York Banking Department, 2004). The Department is the primary regulator for state-licensed and state-chartered financial entities, including domestic banks, foreign agencies, branches and representative offices, savings institutions and trust companies and other financial institutions operating in New York including mortgage bankers and brokers, check cashers, money transmitters, and licensed lenders, among others."
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Pittsburgh Police Department, 2006.
An examination of whether the Pittsburgh Police Department is sufficiently prepared for a terrorist attack.
6,625 words (approx. 26.5 pages), 26 sources, MLA, $ 151.95
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Abstract
In order to evaluate whether the Pittsburgh Police Department is prepared in the event of another terrorist attack, this paper begins with a discussion of terrorism. The paper defines terrorism, explains why it is used and what types of terrorism are the most common and considers whether there any weapons a city police department could use against terrorism. The paper also examines the methods that other countries have used to deal with terrorism and how these could be modified to fit a free country and a modern city. Finally, the paper synthesizes all of the information gathered and looks at how it could be used by the Pittsburgh Police Department to effectively fight a terrorist attack.
Table of Contents
Introduction
What is Terrorism
Types of Terrorism (Weapons of Fear)
Other Countries and How They Handle Terrorism
The Pittsburgh Police and Terrorism
Conclusion
From the Paper
"On September 11, 2001, no police department in the United States was prepared for a terrorist attack. Neither was the FBI or the U.S. Military. Despite having access to the greatest weapons and technology in the world, a religious zealot living in the caves of Afghanistan, caught the US with its defenses down and its security open. The US Military was busy digging out its surviving generals from the remains of the Pentagon and the World Trade Center had melted into a large metal ball of refuse right in the middle of New York City's famous financial district. The only thing the New York City fire and police departments could do was respond to the challenge. What made this most difficult was that New York City housed its central command at the same location that had been attacked and destroyed by the terrorists, the Twin Towers at the World Trade Center."
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Department Stores, 2005.
This paper discusses cultural priorities in department store shopping.
1,350 words (approx. 5.4 pages), 2 sources, $ 53.95
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Abstract
This paper explains that department store shopping is an experience most women enjoy and many men hate; however, women are not the only ones who shop. The author points out that the priorities of the department store often depend upon who the buyers are and their gender culture and ethnic backgrounds. The paper relates that often different items are strategically staged to draw the interest of different buyers, such as beauty supplies are often placed in the front of the department store so it attracts the attention of women entering into the store.
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The Homeland Security Department: Human Resource Implications, 2002.
An examination of the proposed Homeland Security Department for the federal government from the aspect of human resources.
2,100 words (approx. 8.4 pages), 6 sources, MLA, $ 65.95
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Abstract
This paper examines the human resource criteria for the proposed federal agency, The Homeland Security Department. It looks at the history and characteristics of the merit system, as well as considers the political environment and the history of the debate and the Civil Service Reform Act of 1978.
Table of Contents
1. Introduction
2. History of The Merit System
3. Characteristics of the Merit System
4. Merit System Reform Human Resources and the Homeland Security Department
5. Reactions to the Homeland Security Department
6. Bibliography
From the Paper
"Debate is currently underway in response to a proposed bill calling for the creation of the Homeland Security Department. This department is designed to integrate the various federal agencies that contribute to national security. One cause of debate is the human resource implications of the new system. This system asks for a flexible approach to human resources, but as will be seen, this is not a new concept. Human resources in the public service has been an issue for decades, yet for the last century the public service has been based on a system known as the ?merit system.? "
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The Fire Department, 2005.
This paper discusses the history and organization of the professional fire department.
2,775 words (approx. 11.1 pages), 5 sources, MLA, $ 82.95
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Abstract
This paper explains that, for generations, nearly every fire department especially in more rural areas in the United States was volunteer; however, within the last fifty years, coinciding with the advent of automobiles, fire departments were able to cover a wider radius and became paid, professional civil servants. The author points out that, with organization, centralized training and government involvement, firefighting changed from dowsing flames to covering a wide array of emergency situations, rescues, code enforcement and public education. The paper stresses that the fire departments across the nation form a very close brotherhood dedicated to saving lives and are committed to making use of whatever resources are available to accomplish their goals of providing for the public's safety in all types of emergency situations.
From the Paper
"Congress established the United States Fire Administration in 1974 within the same bill that created the National Fire Academy, which is managed by the USFA. Facing a dismal record of fire related deaths both to the general public and to the firefighters themselves, lowering the death rate became a primary objective. Almost thirty years later, the number of fire deaths has been reduced by half. The mission of the USFA continues to be "reduce life and economic losses due to fire and related emergencies." This mission is accomplished by providing public education, training to fire personnel, technology development, and data initiatives. The USFA is part of the Federal Emergency Management Agency and works with other federal agencies and community fire protection and emergency services to protect the public. They maintain the National Fire Data Center and operate the National Fire Academy, which offers both residential and distance education classes."
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Nordstrom Department Store, 2007.
A history and analysis of the Nordstrom's department store chain.
3,526 words (approx. 14.1 pages), 4 sources, MLA, $ 99.95
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Abstract
This paper gives an extensive presentation of the Nordstrom's department store chain. First, the writer describes the history and background of the stores. This is followed by an analysis of Nordstrom's marketing strategy and its target market. Also described is the Nordstrom approach to merchandising, which involves dividing the store into departments to give the shopper the feeling of being in a smaller boutique. The author further develops Nordstrom's marketing and merchandising techniques by highlighting their Website. The paper concludes with the author's own suggestions for Nordstrom's to increase their sales and market share.
Outline:
History/Background
Market Strategy
Target Market
Lifestyle Departments
Organization on Web Site Vs. Brick and Mortar
Alternatives
Sources
From the Paper
"Nordstrom continued to grow and soon became the largest independent shoe chain in the United States. Entering the late 1960's, the company was looking to expand its retail chain by adding apparel. The Nordstrom sons bought a Seattle based clothing store, Best Apparel, and later merged the store with one of its shoe stores in Portland. The sons added children's wear and men's wear to the mix in 1966, finally making Nordstrom a one-stop store for the whole family. When the company went public in 1971, it formally changed its name to Nordstrom, Inc. Soon after, Nordstrom opened stores in California and eventually made a move to the east coast with the first store in McLean Virginia at Tyson's Corner Center."
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Outsourcing the Tax Department, 2005.
This paper focuses on a hypothetical conflict within a particular fictitious company regarding the outsourcing of the in-house tax department.
1,575 words (approx. 6.3 pages), 1 source, APA, $ 55.95
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Abstract
This paper supplies various strategic solutions for the fictitious business in question while also examining the pros and cons in outsourcing the tax department. This paper discusses the importance of effective communication skills which are imperative in this particular situation. This paper delves into the opinions and views of several managers and department heads who favor outsourcing while also citing the reasons for those who oppose this course of action.
From the Paper
"The group conflict situation inherent in a controversy over whether to outsource a company's tax department involves several parties: the company's tax department director, financial director the audit departments supervisor and the human resources director. The tax department director and human resources director favor keeping the tax function in house while the financial director and the audit department supervisor favor outsourcing it."
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Case Study of the Canadian Department of National Defense, 2001.
Detailed case study of the department of national defense in Canada.
3,419 words (approx. 13.7 pages), 9 sources, $ 96.95
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Abstract
This paper presents a case study of Canada's Department of National Defense and reviews the strategic direction and structural organization of the department as well as its history and development. Many tables, diagrams and graphs are included with the paper.
From the Paper
"...Thus, the overall mission and responsibilities of the Department of National Defense ultimately acts to uphold democracy, individual rights and freedoms, peace and order, good government, and a sustainable and stable economy..."
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Department of Homeland Security, 2005.
An analysis of the hierarchical structure of the Department of Homeland Security.
900 words (approx. 3.6 pages), 3 sources, $ 35.95
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Abstract
This paper discusses the Department of Homeland Security and its hierarchical structure. Without adequate processes instituted to facilitate knowledge sharing and to instill a shared purpose, the paper makes the observation that the Department of Homeland Security will not be able to fulfill its mission.
From the Paper
"Department of Homeland Security The Department of Homeland Security (DHS) is certainly a hierarchical organization. It could be argued that while the various departments and bureaus that now comprise the DHS were hierarchical prior to their inclusion into the DHS framework that now with the creation of the DHS its hierarchical structure has been needlessly compounded. While this may indeed be true, it must be noted that not all hierarchical organizations are bad simply because of the vertical structure and variety of layers of management that are invariably present. That said, the DHS faces certain very real hurdles that because of its relatively short existence it has not yet effectively dealt with or even realized: 1) mission complexity, 2) cultural incompatibility, 3) task obfuscation, and 4) symbolic versus real performance (Krauss pars.4-7). "
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