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Nigerian Natural Resources: Blessing or Curse?, 2007.
Questions whether natural resources are a blessing or a curse in the development process of a country, using Nigeria as a case study.
9,950 words (approx. 39.8 pages), 28 sources, APA, $ 201.95
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Abstract
The concept that countries that are endowed with natural resources such as oil, natural gas, and gold should exploit them to promote economic growth and development has long been recognized as one of the fundamental principles of development economics. The principle of comparative advantage also maintains that countries should exploit those factors that they hold in greatest abundance. The revenues that are generated by natural resources can be used to assist in the promotion of economic growth in this view, which will then allow the economy to diversify and produce the kinds of higher value-added goods that are necessary to further accelerate economic development. The resource curse theory. This study provides a comprehensive analysis of peer-reviewed and scholarly literature to determine the relationship between economic growth and human capital, and what current theories and models provide insights into this process. A case study of Nigerian underdevelopment is presented to determine how, in spite of abundant natural resources, the country has failed to fully realize the potential of many of its natural resources. Further, research on the role of western nations in conflicts in Africa as an indirect factor for the mismanagement of natural resources in Africa is also provided. A summary of the research, salient conclusions and timely recommendations are presented in the concluding chapter. The paper includes tables and graphs.
Table of Contents:
Chapter 1
Introduction
Statement of the Problem
Purpose of Study
Importance of Study
Scope of Study
Rationale of Study
Overview of Study
Chapter 2
Review of Related Literature
Chapter 3
Methodology
Description of the Study Approach
Data-gathering Method and Database of Study
Chapter 4
Data Analysis
Chapter 5
Summary, Conclusions and Recommendations
From the Paper
"While petroleum products are a relative newcomer to Nigeria's "resource curse" mix, coal and tin have been mined in the country since the early colonial period; however, coal production decreased following World War II, as a consequence of the redirection of resources to the potentially more lucrative oil industry. Nevertheless, substantial coal reserves of varying quality remain throughout Nigeria's south-central states (see map at Appendix B) in a strip of country that stretches from Benin to Cameroon. Furthermore, columbite and tin can be found in the Jos Plateau and there are iron-ore deposits in the Lokoja area (situated close to the Ajaokuta steel complex in the lower Niger valley)."
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Technology: A Blessing or a Curse?, 2002.
This Masters paper discusses how, despite so many advantages, new forms of technology also downplay, rather than facilitate, the globalization processes.
1,900 words (approx. 7.6 pages), 4 sources, $ 71.95
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Abstract
This Masters paper discusses how, despite so many advantages, new forms of technology also downplay, rather than facilitate, the globalization processes.
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The Pacific Northwest and Its Resources, 2005.
A discussion of the impact that natural resources had on determining the demography of the Pacific Northwest.
1,244 words (approx. 5.0 pages), 3 sources, MLA, $ 42.95
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Abstract
This paper discusses the role natural resources played in the peopling of the Pacific Northwest, including the natural resources that became commodities and how the commercialization of those resources affected interactions between various groups. It looks at what impact the exploitation of natural resources had on the region's environment. The Pacific Northwest is a diverse area full of natural resources that helped it grow and prosper as the population moved west. The writer concludes that many of these resources have been exploited for years at the expense of the area and its people.
From the Paper
"Comprising the areas of Oregon, Washington, Idaho, Montana, and Canada's British Columbia, the Pacific Northwest is an area known primarily for its natural resources and relationship to the environment. The area is primarily broken into two parts by the ridge of the Cascade Mountains. To the west lies the humid and lush western coast, and to the east lies the drier, arid eastern plains. These environmental areas can be broken down into smaller, more detailed regions that relate to their own specific resources. One Northwest historian notes, "Principal resources include: soils, grasslands, minerals, fisheries, water for power and irrigation, forests, wildlife, and scenic attractions" (Freeman and Martin 119). From the explorations of Lewis and Clark to the first trappers who visited the area, it was quite clear it was an area rich in resources and wildlife, and abundant potential."
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Scarcity of Natural Resources and Future Conflict, 2001.
An in depth look at the potential of future conflict over the scarcity of natural resources. A look at conflict over the scarcity of natural resources. The author investigates the conflict over: the degradation of fossil fuels, forests and agricultural la
1,805 words (approx. 7.2 pages), 7 sources, $ 58.95
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Abstract
A look at conflict over the scarcity of natural resources. The author investigates the conflict over: the degradation of fossil fuels, forests and agricultural land as well as pollution of fresh water and depletion of fisheries. The author argues that scarcity of these will lead to environmental stress and increased economic deprivation leading to social turmoil and conflict, both inter and intra-state.
From the Paper
"The debate over whether environmental scarcity is a crucial factor in conflict and therefore worth paying close attention to in what is perceived as a world of diminishing resources is contentious. In many respects it seems logical to conclude that since so many wars in history have had economic causes then something like the scarcity of natural resources would in all likelihood be a source of conflict in the 21st Century."
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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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Human Resources Strategy, 2008.
This paper looks at the importance of human resources strategy and different relevant options available.
1,945 words (approx. 7.8 pages), 5 sources, APA, $ 61.95
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Abstract
In this article, the writer examines the importance of the human resources strategy and looks at the necessary steps to formulate such a strategy. The writer then discusses human resources (HR) strategy, how to align the HR strategy to the business strategy and why and how best to do this. Furthermore, the writer describes the need for scanning the environment, the challenges in doing so and also the environmental factors that impact an organization. In addition, the writer discusses the different aspects of HR planning that encompass job analysis, forecasting, demand for human resources in an organization and the internal and external labor supply in the same organization. Finally the writer looks at the strategic options available to meet the necessary shortages or excesses in the workforce. The aspects discussed in this section are downsizing and restructuring, mergers and acquisitions, outsourcing and strategic international human resources management.
Outline:
Abstract
Introduction
Importance of HR Strategy
Aligning HR with business Strategy
Environment Scanning
Evaluation of HR programs and policies
HR Planning
Job Analysis
Forecasting
Human Resources Demand
Labor Supply
Strategic Options
Downsizing & Restructuring
Mergers & Acquisitions
Outsourcing
Strategic International HRM
Conclusion
From the Paper
"In order to formulate an effective HR strategy it is essential to scan the environment the organization operates in. In this section we will be discussing the sources and methods used to scan the environment, the challenges involved, and environment factors."
"There are many different sources and methods that can be used to scan the environment. Publications, professional associations and professional consultants are some of the most popular sources used. Trend Analysis, Delphi Technique and Impact Analysis are some of the techniques that are very popular when scanning the environment."
"The inability to accurately predict the future is one of the main challenges of environment scanning. Isolating the critical from the insignificant is another challenge.
"There are many environment factors that can impact an organization. Some such factors are economic, technological, political, legislative, demographic, social and cultural factors."
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Human Resources Comparison, 2006.
Compares the different styles of two human resources consulting firms -'McKinsey and Company' and 'The Boston Consulting Group'.
4,411 words (approx. 17.6 pages), 7 sources, MLA, $ 115.95
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Abstract
Although there are over 144,500 human resource consulting firms throughout the world, none give a better contrast of style of their approach to the solutions of problems in the area of human resources than 'McKinsey and Company' compared to 'The Boston Consulting Group.' The paper shows that, in the case of the former, 'McKinsey and Company' uses a network of eighty offices located in forty countries. On the other hand, The 'Boston Consulting Group' utilizes a central office concept and the vastness of the technological tools at their disposal to accomplish their similar goals. The paper shows that, moreover, the solutions sought in relationship to human resources problems by both firms are strikingly similar; however, their approach to the solutions sought is quite different. By providing an understanding of the functioning of these two enterprises, the paper observes the vast array of workable solutions to problems concerning human resources.
Paper Outline:
Thesis Statement
Corporate Strategy of 'McKinsey and Company'
'The Boston Consulting Group'
Contrasting and Comparing of the Overall Strategies
The Daimler-Chrysler Human Resource Challenge
The General Motors Europe Human Resources Situation
Conclusion
Bibliography
From the Paper
"In addition, the Boston Consulting Group works closely with clients to convert insights into strategies whose implementation shall have a substantial positive impact on performance of the client. Moreover, the Boston Consulting Group consistently attempts to deliver influence aiming for earning the trust that is the foundation of lasting relationships. Furthermore, these relationships serve as a platform for still deeper insights and more significant impact for the client.
The Boston Consulting Group aspires to achieve these goals with individuals as well as with organizations. They seek to inspire enterprising and imaginative people - at their clients and within their staff - with unparalleled opportunities for professional and personal growth, thus hoping to establish a lifelong bond with these persons."
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Human Resources Management, 2007.
An analysis of the trends and challenges of human resources management.
2,858 words (approx. 11.4 pages), 2 sources, MLA, $ 84.95
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Abstract
The scope of human resources management (HRM) has changed dramatically over the past decade. This paper looks at how advancements in technology, globalization, e-business and diversity have played a huge role in the changes in HRM. The paper details the trends and challenges of human resources management in the following key areas: performance management systems versus annual performance appraisal, advantages of managing turnover in organizations, contemporary safety and health management issues and future trends and challenges.
Outline:
Abstract
Human Resources Trends and Challenges
Performance Management Systems vs. Annual Performance Appraisals
Managing Employee Turnover
Contemporary Safety Issues and Health Management
Future Trends and Challenges in Human Resources Management
Conclusion
From the Paper
"In many organizations managing employee performance is a process done by giving employees feedback about their performance. Typically the feedback is given to an employee by an annual performance appraisal. The annual performance appraisal is a measurement of specified areas of an employees' performance (Noe et al, 2003 p.316). Ideally, performance appraisals allow management to combine feedback and goal setting, clarify job description and responsibilities, provide information about work performance, work improvement and identify training and development opportunities for the employee. The performance appraisal should review performance objectives and performance standards set within the job description. "
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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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Tribal Lands and Their Resources, 2004.
An analysis of the topic of Native-American tribal lands and the fight for their natural resources.
1,096 words (approx. 4.4 pages), 4 sources, MLA, $ 38.95
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Abstract
This paper examines how much pressure is on some tribes to give up their natural resources. It explains that tribal lands across America are covered with a wealth of natural resources, and because of this, tribal lands have always been vulnerable to attack from outsiders and the federal government. It explains that if the resources are valuable enough, they are worth fighting for. It discusses how many Native American tribes have had to fight hard for their rights and the rights to their own natural resources.
From the Paper
"In Idaho, the Coeur d'Alene Tribe's ancient tribal lands were overrun with silver mines in the nineteenth century, and when the mines played out, all that remained was the environmental damage, as this writer notes. "Over a one-hundred year period, the mining industry in northern Idaho's Silver Valley wiped out most natural life in the Coeur d'Alene River Basin by dumping seventy-two million tons of mining waste into the Coeur d'Alene watershed (Althouse, 2001, p. 721). In 1991, the tribe began their own restoration project, and also filed a lawsuit against several mining companies which resulted in the largest ever natural resource damage suit in U.S. history. The Coeur d'Alene are also fighting about who controls the waters and the water quality of Lake Coeur d'Alene, and they were awarded control in 2000 by the courts (Althouse, 2001, p. 721)."
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War for Resources, 2007.
An analysis of the link between environmental stresses and conflict.
3,276 words (approx. 13.1 pages), 13 sources, MLA, $ 94.95
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Abstract
This paper discusses the links between aggression and environmental stress, in that damage to the environment often leads to conflict over resources and then to war. The paper specifically discusses the views of Richard Matthew, who argues in "Conserving the Peace" that the links between environmental stress and conflict can be distilled into four categories: unsustainable use of resources, inequitable access to resources, use of resources to finance conflict and incompatible uses leading to conflict.
Table of Contents:
Introduction
Unsustainable Use of Resources
Inequitable Access to Resources
Use of Resources to Finance Conflict
Incompatible Uses Leading to Conflict
Water
Solutions in Progress
Conclusion
From the Paper
"If we do not respond to environmental problems, social disintegration, war and famine will increasingly plague the planet. To have peace, we need sustainable development. Peace is not simply the absence of war, violence, and hostility--it is reconciliation, human flourishing, and natural beauty. We have the ability to provide basic and adequate resources for everyone living on Earth so that no one is trapped in poverty while others enjoy abundant wealth. We can change social policies that dispossess the poor of their land and ignore their property rights. "For the first time in history, technology and science enable us to understand Earth's ecology and our impact on it, to control population growth, and to increase the carrying capacity in ways never before imagined" (Steven A. LeBlanc cited in Coles, 2004). If we make a systematic effort, we can restore balance and nurture an environment conducive to peace."
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Public Goods and Common Resources, 2007.
This paper explains the differences between public goods and common resources and discusses the free-rider problem.
1,155 words (approx. 4.6 pages), 3 sources, MLA, $ 39.95
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Abstract
The paper defines public goods as things which can be used by the masses without diminishing in value, such as street signs, traffic lights, or clean air. The paper explains that with common resources, there is not enough to serve everyone equally. They face problems of congestion or overuse. Common resources include forests, fishing grounds and pastures. The paper discusses why they are frequently overused, why private firms are reluctant or unable to supply them and why they are often unavailable in sufficient quantities in free markets. Finally, the paper examines the failures associated with public goods and common resources. The paper discusses how law enforcement is a common resource that can be overused and the paper presents a solution to remedy this.
From the Paper
"Because both public goods and common resources are non-excludible, they are frequently overused. Since it is difficult to restrict use, the user normally does not have to pay for the use of the good or resource and therefore will have no motivation to limit his or her consumption; if a private firm were to try to charge for use of a public good or common resource, because they are non-excludible no one would be willing to pay for them but instead would want someone else to pay while they get to use the resource for free. This is known as the free-rider problem."
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Human Resources within Corporations, 2008.
An analysis of the importance of human resources as a strategic partner within organizations.
4,348 words (approx. 17.4 pages), 9 sources, APA, $ 114.95
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Abstract
This paper explores why it is that businesses need human resources as a strategic partner in the modern age. Furthermore, the paper discusses what role human resources departments can play in an organization and what being a strategic partner really means within the context of current-day American business. Finally, the paper examines the vital role that corporate and student recruitment plays in the vitality and long-term well-being of organizations and why recruitment predicated upon the notions of diversity and merit is so undeniably crucial to gaining a competitive edge in the business market.
Table of Contents:
Abstract
Human Resources within Corporations
From the Paper
"An equally good example of how recruitment can optimize a company's success is the case of Providence Energy Corporation, an old and gas company that has made it a part of the review process to assess managers on how well they follow through with company-wide diversity initiatives. In a similar vein, the company has established an internship program for promising minority high school students who are interested in accounting and engineering as careers. Finally, the company has made it a chief priority to aggressively diversify its employee population so that it better reflects the many minority clients the business has. In terms of the business gains it has created for the Rhode-Island-based Providence Energy Corporation, Chairman and CEO James Dodge indicates that the businesses' growth in popularity among Latino-owned companies has been dramatic, ostensibly because the Latino community Dodge's organization services has become enamored with the efforts of James Dodge and his immediate subordinates to recruit bright, capable employees who look like them and share their sensibilities (Yanity, 2000)."
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Human Resources Management, 2002.
This paper discusses the potential value of human resource management on the individual and the value of human resource management within an organization.
2,830 words (approx. 11.3 pages), 12 sources, MLA, $ 84.95
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Abstract
This paper explains that the term ?human resource management? is used to describe a variety of functions aimed at effectively managing an organization?s employees, or "human resources". The author points out that the goal of human resource management is to assist organizations to meet their strategic goals by attracting and retaining qualified employees and managing them effectively, while ensuring that the organization complies with all appropriate labor laws. The paper stresses that human resources managers ensure that the employees are kept informed of the organization?s overall strategic goals and oversee the training and personal development of employees to guarantee that they are able to give of their best to the organization.
From the Paper
"Human resource managers design appraisals to primarily get feedback from the employees regarding their achievements in the year, and invite their opinions as to which aspects of their performance need improvement. This is designed to give the employees a chance to consider their own weaknesses and to encourage them to be proactive about their personal development. Also, by seeking feedback from employees about the course their personal development should take within the organization, the human resource managers make the employee feel valued by the company. The appraisals also give the human resource managers a chance to sit down with employees on a one on one basis and take the opportunity to reinforce the overall corporate goals of the organization."
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Human Resources Management in Britain, 2004.
This paper discusses that human resources management (HRM)
is transforming British industrial relations.
1,340 words (approx. 5.4 pages), 6 sources, APA, $ 45.95
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Abstract
This paper explains that it is inconceivable that industry in the UK would ever become trade union-free; however, the idea of human resources changing how the employees are treated makes the idea not so far out of reach. The author points out that the concept of human resources management came from the demands of the fast-paced technological breakthroughs, demands for greater quality, and the new global economy. The paper concludes that the UK companies prefer combining both the traditional processes of personnel management, as has been done for eternity, with the new human resources approach. Table.
From the Paper
"All companies need a competitive advantage so they can continue to boost revenues. In the United States, to achieve that competitive advantage, Human Resources used examples of their best and brightest and modeled future recruiting efforts on these models. The concept worked so well that organizations began to use the modeling approach for their entire business process. As the modeling worked more, Human Resources executives began to take notice that personnel management approach had become outdated. During the same time, union enrollment and overall importance began to decline. Human resources passed more responsibility downward similar to the Swedish Company Volvo expecting Line management to make more crucial and critically timed business decisions reducing output productive times. As the economy desired more from it workforce, the workers needed more flexibility so as to be able to produce more."
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