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Regular Employees vs. Temporary Employees, 2002.
An analysis and examination of the multitude of issues concerning the hiring of regular employees rather than temporary employees.
660 words (approx. 2.6 pages), 3 sources, MLA, $ 23.95
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Abstract
This paper analyzes the issues surrounding an employer's decision to hire regular rather than temporary employees. It discusses policy issues involving regular employees and temporary employees such as benefits, compensation, discharge, discipline, and overtime pay. The paper concludes with suggestions for eliminating or reducing the stark contrasts between regular employees and temporary employees.
From the Paper
"Overtime pay is another area where there is a divergence between regular employees and temporary employees. As mentioned above, regular employees are generally salaried, i.e., they work a set number of hours and receive a fixed income each month. Temporary employees are generally paid hourly and their hours of employment may vary, resulting in a variable income each month. In terms of overtime pay, regular employees who are salaried do not receive overtime pay regardless of how many hours per week they work. Regular employees who are not salaried, like temporary employees, receive overtime pay (time and one-half) for each hour over 8 hours per day and for each hour over 40 hours per week."
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Employee Turnover, 2007.
This paper looks at direct and indirect costs associated with employee turnover.
1,639 words (approx. 6.6 pages), 7 sources, MLA, $ 53.95
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Abstract
In this article, the writer researches and examines the effects of employee turnover on an organization, including the costs in terms of financial aspects as well as costs associated with customer retention. It is clear that employee turnover is very costly to organizations and as noted in the introduction of this study employee turnover rates are as high as 23.4% in some industries, which demonstrates a very large financial cost to these organizations. As demonstrated by this report, the costs associated with employee turnover are costs both of the direct and indirect nature. The writer concludes that there are methods of avoiding employee turnover which are briefly touched upon within the scope of this present research. The writer further concludes that there are methods that hold promise for the organization in the reduction of employee turnover and the costs in terms of finance and productivity that the organization suffers due to employee turnover.
Outline:
Objective
Introduction
Costs Associated with Employee Turnover
Causes of Employee Turnover
Comprehensive Cost Calculation
Calculation of Losses Associated with Employee Turnover
Strategies for Avoiding Employee Turnover
Summary and Conclusion
From the Paper
"The employee will likely only contribute at a 25% level of productivity for the first few weeks therefore; the organization must calculate 75% of the employee's salary for at least two to four weeks of their new employment. During weeks, five through twelve the employee will likely contribute at a 50% level of productivity requiring the organization calculate 50% of the individual's salary for that period. During the thirteenth through the twentieth week, the employee will likely contribute at a 75% level of productivity requiring the organization to calculate 25% of the individual's salary for that period."
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Employee Retirement Income Security Act, 2006.
A report looking at the Employee Retirement Income Security Act, which was enacted in order to provide for employee benefits and pensions at the point of employee retirement in a federal program.
1,741 words (approx. 7.0 pages), 5 sources, APA, $ 56.95
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Abstract
This report looks at the Employee Retirement Income Security Act (ERISA) in terms of what the benefits and drawbacks of the program are in the current political and economic environment, as well as making specific recommendations about what seems to be working as a result of ERISA and what may need to be changed in the act to make it more contemporary. The report also looks at a rationale for change in the context of ERISA and related programs, including both retirement pension programs and healthcare programs.
From the Paper
"Overall, ERISA in the existing literature seems to be more beneficial than derogatory for society and employees, although there are plenty of critics of the act in the existing literature including those who state that ERISA is unfair or that it has led to or contributed to, directly or indirectly, corporate abuses of power such as the relatively recent Enron scandal. Overall however the benefits of the program are also strong in the existing literature because it is essentially an act with an overriding positive message: protection for the worker. In part the act was created to guarantee that "The men and women of our labor force will have much more clearly defined rights to pension funds and greater assurances that retirement dollars will be there when they are needed."1 In many ways President Ford was prescient: many of ERISA's reforms have improved the retirement security of American workers, particularly in the areas of vesting,2 plan funding,3 and insurance protection for defined benefit plans" (Stein, 2002). These benefits show forward progress associated with the act because they give the worker greater independence and financial power by safeguarding the rights of the worker at retirement."
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Employee Communication, 2008.
A discussion of employee communication and how the communication delivery method impacts employee satisfaction.
2,985 words (approx. 11.9 pages), 15 sources, APA, $ 88.95
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Abstract
This paper examines the issue of employee communication. It points out that research in areas of employee communication suggests that successful communication strategies must include a decisive effort to connect management's vision with employees at every level. The paper shows that differences in centralized versus decentralized communication strategies can often result in mixed messaging to key constituents, which can have a sustained impact on reputation. Delivery methods and issues of inconsistency can also be measured in terms of overall employee satisfaction. The paper concludes that, since employee satisfaction is essential to reduced levels of burnout and employee attrition, the need to balance delivery methods, between face time and electronic or paper communications is essential for good management.
Contents:
Introduction
Communicating Vision
Delivery Methods
Consistency vs. Inconsistency
Working Models
Non-Working Models
Conclusion
From the Paper
"Each level of an organization requires support from above and below to function. A critical aspect of this support is communication. Communication in general determines the standard by which individuals see the vision of the organization and the vision of each functional team within it. Communication must occur at every level, to ensure that all agent views are seen as essential to the whole of the process vision. The communication of changing vision is particularly important as organizations are increasingly involved in transitional cultures, that can and often do change the traditional models of vision that employees have been working toward for some time."
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Employee Retention, 2005.
This paper discusses an important aspect of human resource management in the U.K.- employee retention.
4,115 words (approx. 16.5 pages), 16 sources, APA, $ 110.95
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Abstract
This paper explains that the problem of employee retention involves such substantial sums of money that a great deal of research into the retention issue has been conducted. The author points out the importance of retaining employees through the strategy of engagement by 1) involvement in decision-making, 2) having management listen to their views, 3) opportunities to develop their jobs beyond what they were originally assigned to do and 4) the concern management shows for the health and welfare of the employee. The paper reports that a charity organization, which has been losing good employees because of an inability to "pay staff what they are worth", launched a new benefits package project to motivate retention, which offered such items as discounted child care vouchers and subsidized health care.
Table of Contents
Introduction
The Literature on Employee Retention - What are the Problems?
The Literature - Why do Employees Leave their Jobs?
The Literature - What Some Companies are doing to Retain Employees
Keeping Employees through "Engagement":
Keeping Employees through Reward Management
What is a Total Reward Strategy?
Keeping Employees through the "Psychological Contract"
Keeping Employees through Inspired Leadership - Charles Handy
Keeping Employees through Inspired Leadership - Kouzes & Posner
Employee Retention through Innovative Policies - Journalism (Literature)
From the Paper
"The CIPD data published by TalentDrain shows that in order to retain good employees by meeting their psychological growth needs, 58% of companies institute "training and development" strategies, 20% of companies redesign job duties, and 29% implement mentoring systems.
In order to enhance "the everyday experience" of employees, 52% of companies utilize "improved induction processes"; 48% of companies surveyed work towards "improved communication"; 32% approach the "work-life balance" of the worker; 35% implement "flexible working" hours; 32% have established "family-friendly provisions" that go beyond the UK legal minimum provisions."
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Employee Stock Ownership after 9/11, 2002.
This paper examines the effects of the September 11th terrorist attack on employees' employee stock ownership plans in the airlines industry.
2,100 words (approx. 8.4 pages), 5 sources, APA, $ 65.95
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Abstract
The paper explains what an Employee Stock Ownership Plan (ESOP) is and describes how September 11th had a dramatic effect on America's airline industry which in turn had a negative impact on the ESOPs for most airline employees. Further, the paper examines three different airlines and concludes that Airline industry ESOPs tend to be very volatile.
Table of Contents:
Abstract
Main Body
Discussion
Results
Conclusions
Recommendations
Works Cited
From the Paper
"In the United States, the main vehicle for employee ownership in a company is the Employee Stock Ownership Plan (ESOP) that first became a recognized plan in 1974. There are between 17 and 20 million U. S. employees participating in large ESOPs or other contribution plans holding stock. Employees may own stock directly in their companies through stock purchase programs or be members of work cooperatives."
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Employee Morale in Corporate America, 2005.
An analysis of the importance of employee morale and how critical it is to the success of a company.
6,001 words (approx. 24.0 pages), 13 sources, MLA, $ 142.95
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Abstract
The purpose of this report is to educate upper-level management and line managers on the importance of employee morale. It first discusses what morale is and its significance in the corporate structure. Then it addresses who is affected by low morale and how. It also explains the high costs related to low employee morale, the critical role managers play in morale, signs of deteriorating employee morale, and techniques for improving morale. In the concluding pages, a proposal is presented on how upper-level management within corporate America can help improve morale. Some of the solutions include transformational training for managers, employee empowerment, improved ties between reward and performance, and improvements on basic employee practices, all of which can be implemented using a 7-step morale-boosting program described in the recommendations section of this paper.
Outline
Overview: Report
Introduction: Employee Morale Problem
Background: Corporate America's Morale Problem
What is Morale?
Significance of Employee Morale
Deteriorating Employee Morale
Case Studies
Recommendations: Ideas for Improving Employee Morale
Techniques for Improving Morale
Action Plan
Tying it All Together
Conclusion
From the Paper
"A great way to help upper-level management discover employee problems is through an employee satisfaction survey. A well-orchestrated employee survey can lead to high return rates and help uncover hidden many workplace problems. However in order to receive helpful information from these surveys they must: (1) establish clear goals and objectives, (2) ask the right questions the right way, (3) collect data the right way at the right time, and (4) ensure confidentiality. The most important thing is that management must take clear follow-up actions. After reviewing and collecting the data have a group meeting informing the employees on the findings of the survey, how management intents to go about addressing the issues, ask for feedback, and implement the necessary changes."
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| Term Paper # 108085 |
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Reward Systems and Employee Performance, 2004.
Examines employee performance and theories of employee motivation at Disney.
4,275 words (approx. 17.1 pages), 8 sources, MLA, $ 151.95
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Abstract
This is a paper on employee performance, on theories of employee motivation, and their practical application to the Walt Disney Company and its subsidiaries. It looks at the company's four business segments and the company's approach to employee performance and rewards system.
From the Paper
"The Walt Disney Company is the second largest media conglomerate in the world behind TimeWarner. The Media Networks section includes the ABC television network in addition to ten broadcast television stations and more than seventy radio stations. The Studio Entertainment group produces live-action and animated motion pictures ..."
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Employee Regulations, 2002.
An examination of employee regulations to facilitate management needs and employees? rights.
3,949 words (approx. 15.8 pages), 12 sources, MLA, $ 107.95
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Abstract
This paper examines how, in order to maintain balance in every process and to develop eligibility, a company needs solid regulations to cover management and employee needs. It looks at such issues as employee motivation and provides a listing of qualities of regulations that facilitate the employees as well as their managers. Examples given include easy-to-understand job descriptions and guidance on how employees can maximize their performance and potentials for employees and for the managers such qualities as the simplification of management responsibility to define goals for each division and subdivision and each individual worker. It evaluates how overall integration is the only answer to create balanced performance of regulations, so the regulations will play fair and protect the rights from both parties. Company should state clearly to employees what they expect and the standard performance and employees can also provide feedback as well to ensure their needs and complaints are fulfilled.
From the Paper
"Although managers mostly are related with planning and periodical-achievement-estimation function in the company resource profile, basically they have similar functions as other employees, unless they are the same personnel. Managers do not only set targets for achievement but also encourage all staffs to fully participate following their qualities and regulations. They need to think about the best way to demand high quality performance and timely fashion. The audacious task takes more than other duties, since not all employees simply follow guidelines from the company, or get motivated with the regulations. Managers need to educate them to understand that both managers and company have the same goals, and it is not the owner?s goals only. Also, employees need to understand why they are required to work hard, improve their skills, or join arduous trainings to escalate their level."
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Employee Stock Options, 2005.
A look at accounting treatment of employee stock options, the benefits and disadvantages of stock options and present legislation of employee stock options.
13,680 words (approx. 54.7 pages), 13 sources, MLA, $ 249.95
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Abstract
This paper discusses the practice of issuing employee stock options as a benefit. The paper goes into detail about how a stock is exercised and what kind of tax benefits result. The paper also details past practices of accounting employee stock options and how these practices have worked. Also included in the paper, is information on present legislation and how that works or doesn't work to better the situation. Furthermore, the paper discusses the controversy brewing over such changes being made and explores the different viewpoints on the matter.
Introduction
Definition
Methods and Models
Controversy of Stock Options
Baseline: Americans with Stock Options
Recent Legislation
Economic Impact
High Tech Industry
The Cisco Company
Why Employees with Stock Options Should Worry About Valuation
From the Paper
"Within the last ten years a demand for changing how Employee Stock Options (also referred to as ESOs) are accounted for within an organization's financial sheets has been underway. Such a proposal for change has received much commentary from not only the financial community and corporate America but also key members of Congress, union leaders and the public. Such a response results from the uncertainty that such change will benefit businesses and economic growth in this country. It is feared that such change will have the opposite effect and cause America to lose its competitive edge in the global market. Still this has not stopped the fuel of the fire as the Financial Accounting Standards Board (also referred to as FASB) has struggled for an answer to such a dilemma."
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Employee Loyalty, 2004.
An analysis of the issue of employee disloyalty or situations that give rise to low employee loyalty and its effects on profitability.
732 words (approx. 2.9 pages), 6 sources, MLA, $ 26.95
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Abstract
This paper examines how, as a result of management practice, employees are likely to demonstrate loyalty or disloyalty and, although loyalty is not a formal management practice, nevertheless, it is necessary for determining business success in the form of profitability. It shows that where there is low loyalty level prevalent in an organization, the cost to profitability is high, as management not only has to be conscious of employees' performance, but also see that employees do not divulge information within the organization to competitors, meet company objectives, meet standards set by the industry, and meet customer satisfaction requirements.
From the Paper
"Experts like Abbassi (2000) are of the opinion that employee disloyalty results in low profitability. Firms with little technological developments, career opportunities or have few provisions for equal employment opportunities, racial discrimination, rewards for performance and allowance for benefits are likely to face employee disloyalty issues. And hence, it would not benefit the organization to invest in high tech machineries or equipments, or develop sophisticated supply chain management programs unless they first address employee loyalty issues. Employees are not motivated to achieve organizational objectives neither would they be interested in fulfilling customer demands or concerned about the customer satisfaction. Eventually, organizations would have to face reduction in sales and hence profitability."
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Employee Development, 2007.
A critical analysis of the correlation between employee development and company performance.
3,313 words (approx. 13.3 pages), 15 sources, APA, $ 94.95
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Abstract
This paper describes various methods of employee training and development. The author analyzes the correlation between employee development and customer satisfaction, suggesting that employees may have a higher ability and willingness to solve crises encountered because of training courses that are encouraged. The author concludes that employee development has become a necessity for surviving in a complex and dynamic environment that continually poses new challenges to the organizations acting within its framework.
Outline:
What is Employee Development and Why do we Need it?
Researches Proving the Link Between Employee Development and Company Growth
Benefits of Employee Training and Development
Different Strategies for Different Employees
Bibliography
From the Paper
" First of all, a clear delimitation should be made among three concepts that people often confuse. These are education, training, and development. The first one consists of preparing an individual's mind in a framework which is different from the organization. The second refers to attending courses aimed at improving skills, knowledge or attitudes for appropriately achieving a certain task within an organization, while the third is the natural result of the first two and is represented by "the growth of the individual in terms of ability, understanding and awareness" (http://www.accel-team.com/human_resources/hrm_07.html). This triangle proves to be indispensable to company performance as it allows employees to account for more difficult tasks, it accommodates newcomers to the organization's performance standards and helps them act within the same competitive pattern responsible for the company's success, it enhances the organization's efficiency and effectiveness, it responds to legislative requirements regarding health or safety, and sets an adequate framework for informing employees on changes that have been made and the courses they have to attend in order to cope with modifications. "
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Employee Motivation, 2007.
This paper examines theories and concepts of employee motivation.
4,600 words (approx. 18.4 pages), 30 sources, MLA, $ 119.95
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Abstract
In this article, the writer notes that the issue of employee motivation is one that has become a central concern of management and leadership in modern business. The writer points out that there has been an increased realization in theory that employees are motivated by much more than salary and that in order to get the most from an employee there are many theories and practical motivational aspects that need to be considered. The writer concludes that the various theories and concepts of employee motivation have led management to reassess styles of leadership. These changes in leadership styles can be seen to be directly and indirectly linked to the cognizance of theories and concepts of employee motivation in the contemporary business world.
Outline:
Introduction
The importance of motivational theories and concepts
Theories of employee motivation
Overview
Theories of human and employee motivators
Maslow and the Hierarchy of Needs
Expectancy Theory
Frederick Herzberg
Career Anchors
Various other theories and concepts
Conclusion: the Practical implication of theory
From the Paper
"There are numerous theoretical perspectives relating to the subject of employee motivation. As mentioned, the issue of motivation in the workplace is at the center of modern leadership and managerial strategies. The different theories of motivation are based on psychological and sociological research and rely heavily on contemporary behavioral psychology. Each theory and theorist attempts to discern and isolate those aspects that are seen to be of critical importance in understanding the facets and factors that create a structure that is conducive to personal motivation."
"Motivation theory in general refers to the ubiquitous motivational aspects that are discerned in human nature. However, it must be noted at the outset that the subject of employee motivation refers mainly to the motivation factors that can be inculcated within a certain environment or, more specifically, within the work place."
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Employee Development, 2009.
An analysis of the concept of "employee development".
1,300 words (approx. 5.2 pages), 5 sources, APA, $ 43.95
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Abstract
This paper discusses the concept of employee development, drawing in particular from the article "Improving Organizations by Coaching Individual Development Using Resources-Based Business Strategy" by W. Scott Sherman and Chapter 9 from the textbook "Human Resource Management" by Noe et al, 2008. The writer defines what is meant by the term and explains its importance to both employers and employees. The writer also describes five mutually exclusive ways, often used in some kind of combination, which companies can implement to achieve employee development. The paper concludes that employee development is vital to productivity, and is one way for companies to keep up with a constantly changing business environment.
Outline:
Definition of Employee Development
Benefits of Employee Development
Approaches to Employee Development
From the Paper
"Employee development is a key contributor to a company's competitive advantage as it helps develop managerial talents while allowing employees to take responsibility for their careers (Noe et. Al, 2008). There is increasing evidence that today's consumers and employees are more educated, informed and demanding. In addition, many other variables are making it more difficult for companies to compete. The workplace has become more diverse through globalization and the newer generations are having different needs, values, goals, perceptions and levels of motivation. Employees are competing more for power, status, manager's time and opportunities for personal growth and development."
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