| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "EMPLOYMENT RELATIONS ORGANIZATIONAL EFFECTIVENESS": |
|
|
Employment Relations for Organizational Effectiveness, 2004.
Reports on the 1990s industrial dispute between Patrick Stevedores and the Maritime Union of Australia.
3,533 words (approx. 14.1 pages), 15 sources, APA, $ 99.95
»
Click here to show/hide summary
Abstract
This paper analyzes the causes of the industrial dispute between Patrick Stevedores and the Maritime Union of Australia (MUA), identifies different perspectives of the conflict, details the type of industrial action taken, describes the resolution process, and discusses the various costs and benefits, which were brought about as a result of the industrial dispute.
From the Paper
"Case Study: The trade union of the Shield Cement Company believed that the government had conspired to remove them from the cement industry. According to trade union, the Shield Company used this opportunity to sack their existing workforce and restart their operations with a new probably the non-union workforce, perhaps with some former employees, who might be selectively re-employed. The union claimed that the Shield Company, which also employed other government employees, had unlawfully conspired to sack an entire workforce solely belonging to union, which was breach of the Workplace Relations Act, introduced by the government. After sometime all 1600 men on Shield ?s company full-time payroll, all of who were members of the trade union were sacked and replaced by non-union workers. The union was also frustrated by the fact that the government had manipulated the public over two years of coalition rule into believing that the wharves were cheat. Due to these reasons, the union and its members decide to undertake industrial action to convey their message to the public and media and reversing the unfair decisions made by the Shield?s management. The underlying purpose of the Union is also to exhibit its powers and remain as a controlling force in the cement industry."
| |
|
Organizational Effectiveness, 2004.
Examines different strategies for developing organizational effectiveness, with an emphasis on educational institutions.
871 words (approx. 3.5 pages), 6 sources, APA, $ 30.95
»
Click here to show/hide summary
Abstract
This paper is a two-part discussion on organizational effectiveness. The first section discusses differing approaches or strategies for developing organizational effectiveness. The emphasis is on organizational effectiveness in nonprofit environments, such as schools. The second section suggests strategies that will make team members and an educational institution effective in developing and executing a computer-based training module.
From the Paper
"Tight coordination is required in quasi-total institutions, where the staff and director are highly involved. Specifically, actors need to coordinate with each other to ensure adherence to regulations as a condition for attaining effectiveness. Loose coordination is more appropriate in organizations serving heterogeneous target populations, where the goals are differential and service technologies are adapted to the different types of clientele."
| |
|
Organizational Effectiveness, 2002.
A look at the concepts of organizational effectiveness in a business environment.
2,400 words (approx. 9.6 pages), 10 sources, $ 89.95
»
Click here to show/hide summary
Abstract
This paper underlines the concepts and components of organizational effectiveness in a changing business environment.
| |
|
Organizational Effectiveness, 2006.
Proposes a structure culture that an organization might implement.
690 words (approx. 2.8 pages), 4 sources, APA, $ 23.95
»
Click here to show/hide summary
Abstract
This paper proposes a structure and culture that an organization might implement in order to create a balance between discipline and innovation. It defines organizational culture and addresses problems faced by new organizations.
| |
|
Staffing for Organizational Effectiveness, 2006.
A discussion regarding making the market work for you and keeping the right kind of employee.
675 words (approx. 2.7 pages), 3 sources, $ 26.95
»
Click here to show/hide summary
Abstract
This paper addresses the issue of human resources management and how a market-driven approach to finding and retaining employees as well as a thoughtful understanding of how to retain talented and industrious employees (and an equally adept understanding of how to keep workers productive and happy in a technologically-advanced workplace) will be the management obsessions of the near-future if they are not already the preoccupations of the present. In addition, the paper looks the Human Resources approach of Cisco and points out its strengths as well as a couple of relative weaknesses.
From the Paper
"What Cisco is doing right vis-a-vis staffing for organizational effectiveness, and what the company can do differently No organization, no matter how well-organized or prescient, can long endure without talented people placed in the right positions. Cisco is one organization which has done a wonderful job of recruiting and grooming the right kind of people for the right kind of jobs. That being said, a comparison of Cisco's approach to what is considered optimal recruitment and retention practices indicates the organization is not infallible. To begin with, let us start with an examination of the many things Cisco does right. "
| |
|
Employee-Employer Relations and Trade Unions, 2005.
An in-depth look at the relationship between management and employees with regard to labor unions.
16,000 words (approx. 64.0 pages), 30 sources, APA, $ 249.95
»
Click here to show/hide summary
Abstract
This paper describes the relationship between worker motivation, or an individual's degree of willingness to assert and maintain an effort towards organizational goals, and employer-employee relations. It examines the relationship between these relationships within labor unions on group norms, conformity and group motivation, within the aspect of human resource management. In examining this relationship, the review of the literature includes a close analyses of five case studies.
Paper Outline:
Abstract
Executive Summary
Introduction
Background of Labor Unions in the US
The Costs and Benefits Analysis of Unions
Human Resource Management in Organizations
Work Group Management
Performance Related Pay and Organizational Performance
Employee Motivation
Review of the Literature
Five Stage Model of Group Development: Methodology Study
Motivation Theory
Content Theories
Process Theory: Cognitive Theories
Goal-setting Theory
Expectancy Theory
Non-cognitive Theories: Behavior Modification
Broad Application of Theories to Labor Unions
Work Groups
Methodology
Statistical Analysis/Studies
Case Study #1
Case Study #2
Case Study #3
Case Study #4
Case Study #5
Analysis of the Research
Bibliography
From the Paper
"In a United States case study conducted by Sandra Black and Lisa Lynch, the relationship between workplace innovations and establishment productivity and wages was examined. Using both cross-sectional and longitudinal data, the researchers found evidence that high performance workplace practices were associated with both higher productivity and higher wages. The research revealed a positive and significant relationship between the proportion of non-managers using computers and productivity of establishments. The results were indicative that organizations that re-engineer their workplace and incorporate more high performance practices experience higher productivity. Profit sharing associated with increased productivity and employee voice has a large positive effect on productivity when it is done in the context of unionized establishments."
| |
|
Processes for Effective Organizational Change, 2008.
An analysis of methodologies and systems relating to quality extension and effective organizational change.
3,422 words (approx. 13.7 pages), 16 sources, APA, $ 96.95
»
Click here to show/hide summary
Abstract
This paper discusses process improvement, business process reengineering and quality management systems. It examines the Six Sigma, total quality management and Toyota production systems and emphasizes the process mapping, kaizen and takt concepts. The paper concludes that these methodologies and systems all speak to the same business competencies and priorities related to quality extension and permanent and effective organizational change.
Table of Contents:
Abstract
Process Optimization and Continuous Improvement:
Quality Systems and Control
Overview
Kaizen as Permanent Change
Process Improvement
Six Sigma Control & Improvement Processes
Toyota Production System
Conclusion
From the Paper
"The core principles of all these systems and methodologies are change and process improvement. Without the willingness on the part of the organization to embrace change not as an ad hoc, one-off affair but as part of its operational philosophy, a competitor commits itself to a state of constant review and questioning. Many of these methodologies and tools in fact work well together or in tandem. For example, Six Sigma complements TPS in several strategic ways in that it emphasizes measurable results that are reproducible. Additionally, Six Sigma's focus on process improvement is directly relevant to TPS' emphasis on Kaizen as an ongoing process improvement effort that never ceases. Finally, Six Sigma institutes a highly refined goal to reduce variance in a production system to an extremely low incidence rate which directly equates with increases in quality. TPS is centered on the concept of removal of variance within upper and lower control limits at every point in the production process. Thus, these two systems in particular but all of them to a degree, are dedicated to refining business processes and trimming excess resource commitment and, by extension, costs."
| |
|
Effective Organizational Management, 2004.
An analysis of current trends in building a successful team.
2,253 words (approx. 9.0 pages), 8 sources, MLA, $ 69.95
»
Click here to show/hide summary
Abstract
This paper provides an examination of organizational behavior and management today. The paper analyzes current trends in building a successful team with reference to the book "Ground Rules for Winners" by Joe Torre, the Yankee's manager for team building. A summary of the research is provided in the conclusion.
From the Paper
"Businesses confronted with the challenges associated with an increasingly globalized marketplace have much to consider today. In this highly competitive environment, it is little wonder that so much attention has been directed at identifying effective methods of achieving organizational goals, while balancing the needs of the employees for recognition and reward. In this regard, some observers suggest that effective leaders are born, and other say they are made, but wherever they come from, effective and timely leadership is a key component of the success of any organization today. In his popular book, Ground Rules for Winners (2000), the famous (and highly successful) manager of the New York Yankees, Joe Torres, shares his insights for leading others to accomplish organizational goals in virtually any business setting."
| |
|
Organizational Behavior: Organizational Structure Metaphor, 2006.
An assessment of the Emperor penguins' organizational effectiveness as a metaphor for organizational structure.
3,470 words (approx. 13.9 pages), 12 sources, APA, $ 97.95
»
Click here to show/hide summary
Abstract
Out of thousands of living creatures populating our planet, Emperor penguins represent one of the most inspirational natural metaphors for modern organizational behavior. The paper shows that Emperors put their skills and abilities to good use; they utilize their resources effectively; they overcome numerous obstacles to help the organization internal processes flow smoothly. Finally, they accomplish their common goal. Emperor penguins flourish in the place where few living things can survive. The paper shows that as we study Emperor penguins, we cannot help drawing parallels. What if the workplace worked like this? An employee and a manager could take some lessons in the areas of protection, sacrifice, cooperation and teamwork.
Paper Outline:
Abstract
Organized Penguins
Skills and Abilities
Group Development Process - Adult Penguins
Group Development Process - Chicks
Roles and Norms
Teamwork Effectiveness
Leadership and Decision-Making
Managing Team Conflict
Organizational Effectiveness
Conclusion
References
From the Paper
"Another criterion of assessing organizational effectiveness is resource acquisition. Emperor Penguins rely on the ocean as their only food source, so it must be within reach of every mature penguin or they will starve and die. The acquisition of heat can be seen in the huddle where penguins must cooperate during storms or they will freeze to death. The acquisition of safety can be seen in the protection of their chicks from predators. Acquiring a mate takes a certain amount of skill and determination as well. The "healthy systems" approach is in effect in the rookery because we can see the genuine sense of community."
| |
|
Organizational and Societal Functions of Public Relations, 2005.
An examination of the role of public relations.
1,125 words (approx. 4.5 pages), 0 sources, $ 44.95
»
Click here to show/hide summary
Abstract
The paper explains the organizational and societal functions of PR and examines their similarities and differences. The general role of the public relations expert is discussed. The paper looks at the interaction with the media, building relationships with the public and investor relationships. It also discusses the societal functions of public relations, such as social responsibility and issues managements.
From the Paper
" "The benefits of good press can be extraordinarily rewarding" or it can destroy a person, company, or organization (Buckholtz, 2001, 3). Primary public relations specialists interact with the press and to provide areas of expertise. Organizational functions and societal functions of public relations have many similarities, but there are also many differences. Organizations are involved in building public relationships and investor relationships, but they must be responsible for societal functions such as social responsibility and issues managements. Organizational Functions of Media and Investor Relations Any success of an organization is related to the way they handle their media and investor relationships. If a company gets negative media press, it can destroy it. Investor relationships are important because customers relate their relationships with a company to others. "An organization's reputation, profitability, and even its continued existence can depend on the degree to which its targeted 'publics'.."
| |
|
Different Organizational Attitudes and Behaviors of Employees and Employer, 2001.
This paper looks at employee attitudes and their influence on performance, focusing specifically on physical labor jobs.
1,500 words (approx. 6.0 pages), 7 sources, $ 49.95
»
Click here to show/hide summary
Abstract
The following paper discusses the attitudes and strategies that should be used to get the best results from employees, what it takes to keep employees motivated, the attitude of the boss and different attitudes of employees and how it affects their job. All of the latter are discussed with reference to research studies of selected companies and their organizational patterns of behaviour.
From the paper:
"It is well known by Human Resources Personnel and Managers that positive employee attitudes create positive actions toward organizational goals. Employee attitude is increasingly cited in surveys as the number one performance-related issue of companies, both large and small. As attitudes deteriorate, so do commitment, loyalty and, most importantly, performance. In this research paper we are particularly looking at physical labor jobs such as landscaping, construction, farm workers and other environments which do not take place in an office settings."
| |
|
Functions of Public Relations, 2007.
An analysis of the functions that relate to the organizational and societal impact of public relations.
1,400 words (approx. 5.6 pages), 4 sources, MLA, $ 46.95
»
Click here to show/hide summary
Abstract
This paper provides information about public relations. It details functions relating to the organizational and societal impact of public relations. It also includes details associated with an organizational public relations issue that has both organizational and societal implications. The paper furthermore presents recommendations that address organizational and societal audiences. It provides examples from the company, Performance Food Group.
Table of Contents:
Abstract
Functions of Public Relations
Organizational and Societal Functions
Organizational Example
PR Recommendations
Conclusion
From the Paper
"The fundamentals of public relations involves developing relationships and requires experience, and well-developed interpersonal communication skills. "Public relations help an organization and its publics adapt mutually to each other" (Seitel, 2004, p.40). The word "publics" refers to organizations, people or entities that have a direct or indirect relationship with the agency, or organization conducting the public relations activities. Companies and organizations must communicate with numerous types of publics including internal and external publics. Internal publics consist of employed associates and board members."
| |
|
Human Resources and Organizational Performance, 2000.
A research proposal to examine the effects of economic change on human resource diversity, employment decisions and job and organizational effectiveness.
1,800 words (approx. 7.2 pages), 14 sources, $ 63.95
»
Click here to show/hide summary
From the Paper
"Impact of Human Resource Diversity on Organizational Performance: A Research Proposal
Introduction
Diversity in an organization's human resources is a critical issue for contemporary management. Such diversity involves consideration of gender, ethnicity, race, and disability (both physical and mental). Human resource diversity within organizations has been a contentious issue in diverse societies such as the United States for decades. Attempts to legislate human resource diversity in organizations through affirmative action, equal opportunity, and other programs and initiatives met with both some success and substantial opposition (from both organizations and individuals). In the late-1990s in the United States, court rulings from the Supreme Court..."
| |
|
Functions of Public Relations, 2008.
An analysis of the similarities and differences between organizational public relations and societal public relations, as well as their functions in the organization.
1,031 words (approx. 4.1 pages), 4 sources, APA, $ 36.95
»
Click here to show/hide summary
Abstract
This paper discusses the organizational and societal functions of public relations and describes the differences between the two functions as they operate within an organization. The paper focuses on employee relations and media relations within organizational public relations and on marketing communications and social responsibility within societal public relations.
Table of Contents:
Public Relations and its Functions
Organizational
Employee Relations
Media Relations
Societal
Marketing Communications
Social Responsibility
Similarities and Differences between Organizational and Societal Public Relations
From the Paper
"The major goal of Public Relations is to create a good image for the company both inside and outside the organization, which will translate to profitability and thus bring success to the company. A good image reflects the reputation of the company in terms of the policies and programs it formulates and implements and how these are beneficial to the members of the organization, the target audience or consumers, and the society where the organization is primarily based. The similarity lies in that both organizational and societal functions aim to develop and maintain positive, cooperative and enriching relationships. Both functions espouse two-way communication between the company and groups or publics which the organization is establishing positive relationships with. These two functions seek to create in different groups, a positive attitude or perception toward the organization. The difference lies in the target groups for each function. The target audience of the organizational functions is the internal and external groups connected to the company by virtue of employment, affiliation or mutual benefit. The target audience of the societal functions of a company on the other hand, is the public, which comprises its consumers, supporters and critics."
| |
|
The Role of Ethics and Justice in Organizational Contexts, 2002.
The link between psychological and philosophical theories of ethics and justice, and their respective roles to organizational effectiveness and employee well-being.
5,130 words (approx. 20.5 pages), 23 sources, MLA, $ 128.95
»
Click here to show/hide summary
Abstract
This paper examines the ethics and ideals of justice that predict organizational success and employee well-being. The author examines the various theories of ethics and justice and how they relate to industrial psychology in the workplace.
From the Paper
"The following essay will critically evaluate the role that theories of ethics and justice can play in facilitating organisational effectiveness and employee well-being. In doing this, the essay will demonstrate that theories of ethics and justice have long and complicated historical and philosophical roots. Due to space constraints, only the philosophical ethical theories of utilitarianism, and Kant?s Categorical Imperative, and people as ends in themselves will be examined in this essay. In terms of justice, social contract theory, in the form of John Rawls? veil of ignorance will be examined."
|
|
|
