| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "PUBLIC EMPLOYEE UNIONS": |
|
|
Canadian Union of Public Employees, 2005.
An overview of the Canadian Union of Public Employees (CUPE), its goals and services.
675 words (approx. 2.7 pages), 3 sources, $ 26.95
»
Click here to show/hide summary
Abstract
This paper discusses the Canadian Union of Public Employees (CUPE). The paper gives an overview of the organization and then it particularly looks at CUPEs stated goals, objectives, programs and services. It also discusses certain features such as membership composition and nature of its employees, as well as membership rolls.
From the Paper
"Canadian Union of Public Employees Overview The Canadian Union of Public Employees (CUPE) is Canada's largest and most well-known union by virtue of its association with the governmental apparatus of the state. CUPE's membership rolls are currently over 500,000 members and represent public employees in the fields of healthcare, education, municipalities, libraries, state universities, social services, public utilities, transportation services, emergency services and the airline industry. CUPE describes itself as a "strong and democratic union" ("Canada") and states that its mission is to improve the overall quality of life and living standard not just for its members in Canada but for all workers in Canada. CUPE has established a large collective voice of workers that regularly negotiate for improved wages, working conditions, as well as arbitrary action against employees by employers."
| |
|
Public Employee Unions, 1996.
History, role of govt., state laws, arguments for & against right to strike.
1,350 words (approx. 5.4 pages), 6 sources, $ 47.95
»
Click here to show/hide summary
From the Paper
"This research examines the controversial issue of the right to strike by public employees. A brief history leading up to the current status of public employee labor law will be offered, followed by a discussion of the arguments for and against granting public employees such union rights.
Public Employee Unions
Prior to World War II, public employees often enjoyed better benefits and salaries than private employees. The balance shifted in favor of the private sector after unions successfully procured increased benefits and wages for private employees. Collective bargaining was instrumental in improving conditions for private unionized employees.
Even though the first public employee unions were organized as early as the 1830s, it was not until the 1950s that public..."
| |
|
Employee Unionization in Aviation, 2001.
Argues in favor of unionization. Contends airline management teams are detrimental to workers & interest of companies. Presents conceptual arguments. Human resource management.
1,800 words (approx. 7.2 pages), 12 sources, $ 63.95
»
Click here to show/hide summary
From the Paper
"Since the mid-1990s, labor-management relations in the airline industry have been rocky at best. From the acrimonious and disruptive pilots strike at American Airlines to the current problems at both United Airlines and Delta Airlines, labor-management relations in the airline industry have proved to be damaging to airline firms, their workers, their customers, their stockholders, and to the nation generally (Zuckerman, 2000).
Generally speaking, airline management teams have been hostile to both the concept of unionization among industry employee groups and to specific labor unions that already represent employee groups either within the industry and at specific airline firms (Brannigan, 2000). The argument ..."
| |
|
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."
| |
|
Marketing Analysis of the Employee Federal Credit Union, 2004.
Highlights the main reasons why membership in the Employee Federal Credit Union (EFCU) is shrinking and why individuals are opting for commercial banking when credit unions offer loans at lower rates.
1,073 words (approx. 4.3 pages), 2 sources, MLA, $ 37.95
»
Click here to show/hide summary
Abstract
This research report addresses the main reasons why EFCU has encountered a decline in membership and what is prompting people to borrow from other financial bodies. In order to better understand these reasons, however, the paper first looks at why people are initially attracted to credit unions instead of commercial banks and the principles that guide the growth of credit unions. The report is based on a survey of EFCU members, which was conducted through mailed questionnaires.
From the Paper
"This has been a major setback for most federal credit unions including EFCU the number of its members has decreased and many existing members prefer commercial banks to meet their loan requirements. While the governmental regulations are certainly playing a dominant role in poor performance of credit unions in last few years, we must not forget how banking industry has persistently forced the government to develop such legislation. The worst part is that due to this persistent challenges, market share of credit unions came down to 12% in 1995 from 13% in 1980 while that of bans increased from 50 to 56% during these fifteen years."
| |
|
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
»
Click here to show/hide summary
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."
| |
|
Profitability in Unionized and Non-Union Companies, 2005.
A look at the impact that a union has on a firm's profit and investment.
893 words (approx. 3.6 pages), 5 sources, APA, $ 31.95
»
Click here to show/hide summary
Abstract
This paper reviews and summarizes studies that looked at whether unionized companies were less or more profitable than non-union firms and whether there was less new investment in unionized firms as compared to non-unionized ones. After reviewing the literature, the paper concludes that, while unions generally transfer payment from shareholders to employees, there is a downside to unionization; it may inhibit the very investment needed to run the company.
From the Paper
"As long ago as 1994, researchers were interested in ascertaining whether unionized companies were less or more profitable than nonunion firms, and whether there was less new investment in unionized firms as compared to nonunionized ones. Morgan investigated shareholder risk and rates of return in both sorts of companies during the period 1973-1987. Morgan?s work cited earlier work of Becker and Olson (1989) in which they provided an analysis of differences in shareholder risk and returns in union and nonunion companies, finding that shareholders in more highly unionized companies realized lower rates of return than did shareholders in the nonunion companies. Becker and Olson had further suggested that lower shareholder returns during the 1970s had led management to attempt to limit the extent of unionization during the 1980s in a move to reverse that trend. (Morgan, 1994, unpaged)"
| |
|
Trade Unions and the American Economy, 2000.
A look at the relationship between big business and its employees, trade unions and their effects on the American economy.
1,525 words (approx. 6.1 pages), 5 sources, $ 50.95
»
Click here to show/hide summary
Abstract
This paper presents an analysis of how trade unions keep the American economy stable.
From the Paper
" Over recent years, it has become fashionable in many quarters to write off trade unions, to label them as obsolete institutions out of touch with new realities and incapable of change. In today?s world of individual employment contracts, performance-related pay schemes, Human Resource and Total Quality Management and all the other ingredients of the so-called ?new? workplace, trade unions are often regarded as anachronistic obstacles preventing success of the market economy. As collective voluntary organizations that represent employees in the workplace, it is argued, trade unions no longer serve a useful purpose. "
| |
|
The Blundering of Union Carbide: How One Company Refuses To Learn Public Relations, 1994.
Describes the major public relations steps required for successful crisis management & details how Union Carbide violated each one in the aftermath of the Bhopal disaster.
900 words (approx. 3.6 pages), 9 sources, $ 31.95
»
Click here to show/hide summary
From the Paper
" The Blundering of Union Carbide:
How One Company Refuses to Learn Public Relations
Breathing in methyl isocyanate gas kills within a few minutes. The gas works by breaking down red blood cells, eliminating the blood's ability to carry oxygen, and the lungs are unable to function. The resulting pressure on the vessels and arteries causes minor ruptures and the blood seeks escape from the body, usually through the eyes, ears, nose and throat (Avirook, 1994, 1). This is a part of the description that the world heard during the last days of 1984 as word filtered out from Bhopal India about a massive chemical leak that had emanated from a Union Carbide plant. Around midnight on December 2, 1984, the gas began leaking from the plant, and settled like a bright green cloud over the sleeping town. Within hours, 3,000 Indians.."
| |
|
Labor Unions, 2008.
This paper explores the influence of public labor unions today.
2,226 words (approx. 8.9 pages), 5 sources, MLA, $ 69.95
»
Click here to show/hide summary
Abstract
The paper discusses the history of labor unions and disagrees with the belief that labor unions are archaic and provide few benefits to workers in the 21st century. The paper explores the political power and influence that labor unions have in shaping Senate and House legislation in the US, in addition to monitoring the policies that may impact domestic labor. The paper shows how labor union influence in contemporary United States politics and public policy has gained momentum in shaping the outcome of domestic and foreign policy.
Outline:
The Contemporary Role of Labor Unions
The Labor Union Power Game
Changes that Impacted the Labor Union Political Strategy
From the Paper
"The original form and function of the labor union was to provide protection, benefits and a political voice for workers in manufacturing and skilled trades. In the early 20th century, the AFL-CIO was formed, and influential movers such as Samuel Gompers aided in the facilitation of increased wages and benefits for textile and manufacturing workers. The power of labor unions progressed so quickly and drastically, that President Franklin Delano Roosevelt included a labor regulation policy in the New Deal in the early 1930's. As a result, the Department of Labor was established to monitor the authenticity of labor unions in addition to regulating the practices and extent of power of these advocacy groups."
| |
|
Construction Industry Unions, 2004.
A research proposal about ways to increase employee job performance and satisfaction in the construction industry for those who do not belong to unions.
1,308 words (approx. 5.2 pages), 1 source, MLA, $ 44.95
»
Click here to show/hide summary
Abstract
A research proposal designed to study the primary tasks and considerations that are necessary to implement an effective strategy for increasing non-union employee performance in the construction industry. Includes a statement of the problem, scope, limitations, literature review, and methodology.
From the Paper
"In the construction industry, a large majority of the work that is performed is completed by members of a closely knit group of individuals that form a construction union. With a modest contribution to union membership dues, members are entitled to a variety of benefits, including competitive wages, healthcare benefits, and other incidentals. As a result, it is most feasible for construction employees to join the local union rather than to serve as independent workers, or what are commonly known as field employees."
| |
|
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
»
Click here to show/hide summary
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."
| |
|
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
»
Click here to show/hide summary
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."
| |
|
Employee Review, 2006.
This paper examines the best practices suggested for employee review within the team work environment at the Washington Telephone Federal Credit Union.
2,390 words (approx. 9.6 pages), 4 sources, MLA, $ 73.95
»
Click here to show/hide summary
Abstract
This paper reports that Washington Telephone Federal Credit Union is a company, which highly supports and encourages teamwork, yet team performance is not currently a factor in its employee review policy and employees are not comfortable with the idea of a team performance review. The author points out that the methodology for this research is observation, review of the Employee handbook and interviews with senior branch managers and co-workers. The paper concludes that, if team performance evaluation is to be included as part of the salary adjustment policy, managers will bear a large responsibility in obtaining the 'buy-in' of employees.
Table of Contents:
Introduction
Methodology
Review of Literature
Interview/Questionnaire for Senior Manager
Interview/Questionnaire for Human Resources
Summary and Conclusion
Recommendations
From the Paper
"The performance review 'business objectives' are stated by Harvey & Averbook (2006) in the work entitled: "Getting Started With Performance Management" are stated to be through the creation of a "...streamlined, standard and fair review process meeting the needs of both HR and the business", which can be accomplished through standardization of forms, standardization of the rating model, and standardization of competencies. The resulting ROI is realized through: (1) increased perception of fairness, (2) reduced HR administrative costs and (3) Improved analysis of organizational capabilities."
| |
|
What Are Trade Unions?, 2004.
Describes the different types and functions of trade unions.
3,953 words (approx. 15.8 pages), 6 sources, MLA, $ 107.95
»
Click here to show/hide summary
Abstract
This paper is an in-depth study of the various aspects of trade unions. The history, functions, types, and characteristics of trade unions are all discussed. Included in the paper is a comparison of international trade unions, a look at how trade unions influence industrial relations, a discussion of conflict resolution techniques employed by trade unions, and a discussion on collective bargaining.
What Are Trade Unions
How Do Trade Unions Influence Industrial Relations
What Are Industrial Relations
How Does A Trade Union Try To Solve Any Industrial Conflict
What Is Collective Bargaining
The Negotiation Process
From the Paper
"The UK has the oldest Trade Union movements in the world, going back over two centuries, originally designed to secure employment for workers in skilled craft industries. Towards the end of the nineteenth century labourers and unskilled workers were allowed to join. In 1825 an Act was passed allowing trade unions to exist, although this Act limited their right to strike."
|
|
|
