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| Term Paper # 90505 |
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Legislative Impacts and American Vocational Education, 2005.
An analysis of legislative impacts on American vocational education.
900 words (approx. 3.6 pages), 3 sources, $ 35.95
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Abstract
This paper examines how as the Industrial Revolution demanded more skilled workers, the role of high school and the need for career-oriented education became increasingly important and how governmental legislation played an important role in the creation of centers for vocational education. This evolution has taken nearly a century and over a dozen laws. This paper comments on the five pieces of legislation that the author feels has have had the greatest impact on the evolution of vocational education.
From the Paper
"The purpose of secondary and post-secondary education has always been a topic of some debate. As the Industrial Revolution demanded more skilled workers, the role of high school and the need for career-oriented education became increasingly important ("Vocational education"). Unfortunately, expensive and selective universities were not always able to meet this need, but their smaller counterparts were. Governmental legislation played an important role in the creation of centers for vocational education. This evolution has taken nearly a century and over a dozen laws. For the space of this essay, however, I will comment on the five pieces of legislation that I feel have had the greatest impact on the evolution of vocational education."
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Retirees Return To Work, 2007.
This paper looks at the trend toward working after retirement and some of the obstacles encountered in this trend.
1,198 words (approx. 4.8 pages), 4 sources, MLA, $ 41.95
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Abstract
The paper discusses how federal law restricts how soon a retiree can return to a company he or she worked for previously. The paper explains that due to this, when retirees want to return to their workplace as temporary workers, they can avoid this restriction by being placed on a different company's payroll. The paper brings several examples of retirees returning to work for a variety of reasons and motivations.
From the Paper
"For example, the "Happy Returns" program at MidAmerican Energy Company is glad to welcome their employees who retired but wish to come back for temporary work assignments, and they have figured a way to avoid "hassles associated with government regulations regarding defined benefits pensions and employment by a former employer" (Ryberg, 2006). What retirees do when MidAmerican lets them know there is some part time work is actually sign up as temporary employees with Manpower, Inc., not with MidAmerican."
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Veterans Returning to Work, 2008.
A case study analysis of the impact of the Uniformed Services Employment and Reemployment Rights Act.
1,462 words (approx. 5.8 pages), 5 sources, MLA, $ 48.95
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Abstract
This paper discusses the key elements of the Uniformed Services Employment and Reemployment Rights Act and its impact on the populous. This paper includes a detailed analysis of the issues involved with civilian employment following military employment. It suggests three key means to streamline the process of returning to work. It presents a case study that analyzes the performance of the company that the individual worked for and suggests how to improve the organization's overall effectiveness.
Table of Contents:
Abstract
Back to Work: Overcoming Difficulties with the Uniformed
From the Paper
"The key element for streamlining the process is for employers to become proactive in their understanding and implementation of employer/employee laws. Regarding various employment laws, the Small Business Administration (www.sba.gov), offers several services that can help employers stay on top of the key factors that affect their employees. It also can help provide answers to questions employers may have. The Employer Support of the Guard and Reserve website (www.esgr.org) also provides a great resource to employers with members returning from duty. It offers a checklist that covers the key points that need to be covered when they have an employee returning from duty. It shows them the necessary steps that need to be taken, making things simple and clear. By taking the first step proactively, employers can greatly streamline their process."
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An Analysis of Silicosis in the American Workplace Today, 2003.
A dissertation examining the impact of silicosis on the workplace in the United States.
8,650 words (approx. 34.6 pages), 17 sources, APA, $ 182.95
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Abstract
Every year, in the United States, more than 250 workers die because of silicosis, a disabling, incurable lung disease. This complete, 5-chapter dissertation, investigates the incidence and impact of silicosis on the American workplace in terms of its economic, social, and political consequences. Based on these findings, appropriate recommendations for workers and management are then developed.
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
"Silicosis is a chronic disease of the lungs that is caused by the inhalation of silica dust over long periods of time. (Silica is the chief mineral constituent of sand and of many kinds of rock.) Silicosis is regarded as an occupational respiratory disease, and it is irreversible, often progressive (even after exposure has ceased), and potentially fatal. Exposure to silica dust occurs in many occupations, including mining. Parks and Conrad say the sources of occupational exposure to silica dust are diverse and include many manufacturing and construction processes that use silica as a tool or a raw material, as well as the mining and processing of silica-containing rock. A number of these industries are traditionally known as the ?dusty trades.? Some of the jobs in these industries may involve regular contact with silica but are not commonly recognized as dusty trades (e.g., dental technician, chemist, or sculptor). Silica sand and gravel are used in road construction and concrete and in the manufacture of glass and ceramics, foundry castings, and abrasives such as sandpaper and sandblasting materials. Silica sand or flour is also used as a filler in detergents, paints, plastics, and cements; as a filtering agent for water, sewage, and food production; and as the primary component of some abrasive cleansers (e.g., scouring powder) (Parks & Conrad, 1999)."
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Minimum Wage Legislation, 1990.
This paper discusses minimum wage legislation: . Impact on labor markets, job training, employability, regional conditions, minorities and unemployment.
1,800 words (approx. 7.2 pages), 9 sources, $ 63.95
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From the Paper
"Minimum wages were established on the national level by the Fair Labor Standards Act (FLSA) of 1938, which also set overtime pay requirements for covered workers. Since that time, the effects of a minimum wage on the economy have been hotly debated, with business interests traditionally claiming that minimum wages lead to loss of jobs, and labor interests claiming that without a minimum wage, workers will be unfairly compensated. This research examines the arguments associated with both these claims as well as the general economic effect of minimum wages.
In order to evaluate the effect of minimum wage legislation on workers, it is necessary to define which workers are directly affected by such legislation; that is, who are the minimum wage workers?
According to the Bureau of Labor Statistics, approximately ... "
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Gay Rights Legislation, 2006.
This paper examines the gay rights debate and the impact legislation may have.
900 words (approx. 3.6 pages), 1 source, $ 35.95
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Abstract
The paper discusses how for individuals who practice a homosexual lifestyle, the issue of gay rights looms large. Legislation passed in favor of or against gay rights has a real impact on the quality of their lives, i.e., spousal medical benefits, alimony-like support, being able to keep one's job or getting fired, the right to marry and the ability to adopt children. For the social and religious conservatives, the impact of the passing or the restricting of various gay rights is not as profound. They may be uncomfortable with having to recognize a marriage, for instance, between two males or two females, but gay rights legislation isn't going to profoundly affect the quality of their life.
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Sexual Harassment in the Workplace, 2005.
A look at the impact of sexual harassment in the workplace.
1,029 words (approx. 4.1 pages), 5 sources, MLA, $ 36.95
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Abstract
Analysis of the phenomenon of sexual harassment demonstrates that, while it is an undeniably serious problem, with laws prohibiting it being rightly intolerant, the fact remains that both an imprecise definition and the tendency of some women to use it as a weapon or leverage against male supervisors or co-workers have distorted the purpose of sexual harassment laws, negatively impacting the atmosphere of the workplace and relationships between males and females within.
From the Paper
"Defined by the EEOC as "unwelcome sexual advances, request for sexual favours, and verbal or physical conduct of a sexual nature that occur" within the context of the workplace and have bearing upon employment or job status (Montoya, 1998: 71). Sexual harassment incidents, as measured in terms of complaints submitted to the EEOC, are dramatically rising. In 1990, a daily average of 17 complaints is recorded. By 1998, that number rose to 43 (Montoya, 1998: 70). Considering that extremely stringent, zero-toleration laws are operative against sexual harassment throughout the United States, such dramatic increase is rather questionable. It is all the more questionable upon consideration that the consequences of such accusations, ranging from termination of employment to financial settlements reaching millions of dollars, should have, at least in theory, functioned as a deterrent against the practice. Or, at the very least, it should have inhibited the increase of sexual harassment incidents in the workplace. The fact that these consequences do not seem to have deterred unwanted advances, signals the operation of one, or a combination, of the following factors: (a) an ignorance of those acts which constitute sexual harassment, (b) an imprecise definition of sexual harassment, with flexible and expansive boundaries; (c) the use of the sexual harassment charge as a weapon deployed by female workers against male supervisors and co-workers, for a variety of reasons. Analysis of the phenomenon will demonstrate that while sexual harassment is an undeniably serious problem, with laws prohibiting it being rightly intolerant, the fact remains that both imprecise definition and the tendency of some women to use it as a weapon/leverage against male supervisors/co-workers, has distorted the purpose of sexual; harassment laws, negatively impacting the atmosphere of the workplace and relationships between males and females within. Systematic analysis of the stated phenomenon and the failure of relevant laws to function as a deterrent compel examination of possible causes. The first of this would appear to be popular miscomprehension of what sexual harassment is, and what types of acts it comprises. The logic here is that the number of complaints is dramatically increasing consequent to ignorance of the law. As a possible explanation, this is highly unsatisfactory as the greater majority of companies, if not all, have published guidelines on sexual harassment, further spending exorbitant sums on employee training programs, designed to communicate acceptable patterns of male-female interactions in the workplace, ensuring that all company employees know the implications of the phenomenon (Long and Leonard, 1999). That, compounded with the fact that HR departments do thoroughly explicate the do's and don'ts of male-female interaction within the workplace, force us to dismiss ignorance of the law or of the meaning of sexual harassment as an explanation for the dramatic increase in complaints and lawsuits. In pursuing explanations, that of the very nature of sexual harassment as a source of the stated increase appears highly valid. As argued by Gouijon, Morestin and Previeu in "Sexual Harassment: A Social Phenomenon," American legislators, civil rights activists, feminists and labour unions have determinedly launched an intensive "anti-sexual harassment crusade," which has left the definition of sexual harassment open-ended (2001). That definition, covering everything from forcing a female co-worker into physical intimacy by explicitly naming termination as the price of refusal, to making a joke with sexual connotations, has left the door wide-open for some females to claim harassment if they have been addressed or looked at in a manner which, through the exercise of imagination, may be interpreted as sexual. In such instances, not only is the perceived victim entitled to file a formal complaint, but may launch a lawsuit against the organization, costing it millions of dollars in legal fees, public image damage, corrective publicity and, possibly, settlement (Gouijon, Morestin and Previeu, 2001). Thus, as stated in two separate researches (Gouijon, Morestin and Previeu, 2001; Long and Leonard, 1999), American law needs to more precisely define sexual harassment, effectively blocking unwarranted and unjustified charges. A more concrete and focused legal definition of sexual harassment, limiting it to supervisor/employer - employee contexts, further stipulating that employment was implicitly or explicitly threatened, should be instituted. Such "restrictive definitions" are currently operative in European countries such as France which, while exhibiting zero-tolerance towards sexual harassment, have curtailed its unjustified and unsubstantiated use, thereby reducing negative impact upon the organization and workplace atmosphere (Gouijon, Morestin and Previeu, 2001). Should the United States follow suit, it could possibly experience a reduction in sexual harassment complaints and lawsuits. The fact that the United States must review its legal definition of sexual harassment is supported by the fact that many women have confessed to using such a charge as a power tool against male co-workers/supervisors, or as a weapon for revenge against the same (McDonald, 2003). In "Manager's Journal: Whose Harassing Whom?" Marianne M. Jennings testifies to this fact, adding that the very nature of sexual harassment lawsuits, in conjunction with its open-ended definition, have effectively enabled women to use the threat of the accusation as a method of harassing male supervisors and co-workers (1998). This makes for a tense, hostile and non-productive workplace atmosphere, demanding that strictures be placed on sexual harassment lawsuits and charges (Jennings, 1998). In other words, the ease by which such a charge could be made, not only accounts for the increase in the number of complaints filed with the EEOC between 1990 to 1998 (Montoya, 1998: 70) but has had a perceptible negative effect on inter-gender workplace relations with concomitant harmful effects on organizational efficiency. While the above argument is in no way intended to undermine the seriousness of actual sexual harassment, it aims to illustrate that there need be a mechanism for limiting complaints to actual sexual harassment, effectively disabling its use as a weapon or a power-tool. Such limitation necessitates the reconsideration of the legal definition of the practice, further stipulating the conditions under which complaints can be made (harm or threat of harm to job security and/or career opportunities)."
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Productivity in the Workplace, 2002.
Examining factors which can increase and decrease productivity in the workplace.
2,012 words (approx. 8.0 pages), 10 sources, MLA, $ 63.95
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Abstract
This paper looks at various factors which cause low morale and ultimately low productivity in a workplace. Topics discussed are the impact of discrimination in the workplace; the role of leadership in improving productivity; attributes essential for enhanced productivity; ways to improve productivity in the workplace and the importance of fun in the workplace.
From the Paper
"An average employee lives around 10,000 days of his lifetime working. When one looks at it this way, it is rational to try and make this time at work as gratifying and rewarding as one can, so that people can be saved from burning out in advance. As a matter of fact, it is proven by research that the easiest and most effective way to uplift morale, be proof against turnover, and enhance output at the office is through encouraging fun in the workplace. Though most people draw back at the likelihood of achieving momentous goals and having fun simultaneously, it is a very viable blend."
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English-Only Workplace, 2005.
An argumentative discussion on legislation against an exclusively English workplace.
920 words (approx. 3.7 pages), 4 sources, MLA, $ 31.95
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Abstract
This argumentative paper adopts the position that U.S. legislators must pass legislation that exonerates business owners from being sued for discrimination by non-English speakers because of the implementation of English-only policies in the workplace.
From the Paper
"There is a ridiculous notion floating around liberal circles and even government agencies like the Equal Employment Opportunity Commission (EEOC) that mandating English-only workplace environments somehow represents discrimination ..."
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Privacy in the Workplace, 2008.
This paper looks at the issue of workplace privacy and discusses trends in workplace surveillance.
1,194 words (approx. 4.8 pages), 4 sources, APA, $ 40.95
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Abstract
In this article, the writer discusses the issue of workplace privacy and the concerns that accompany this issue. Several individuals were interviewed via email for the purpose of this paper and their opinions are noted. Additional research regarding workplace privacy and future trends in workplace surveillance are discussed in detail. The suggestion is made that existing legislation regarding employee privacy protections are insufficient and clearly weighted towards the employer.
Outline:
Abstract
Interview One-HR Administrator
Interview Two-IT Administrator
Additional Research Related to Workplace Privacy
From the Paper
"Additionally, as technology continues to advance and new and novel ways of monitoring employees are conceived, the threat to workplace privacy seems certain to crossover directly to employees' personal privacy domains. One example of such new technologies being gradually adapted to employee surveillance and monitoring is the use and application of radio frequency identification (RFID) technology. RFID technology is a radio enabled computer chip that is now in widespread use in the retail and foodservice industries among many others, which allows for more accurate and better types of data regarding products to be tracked and recorded by allowing easy reading and scanning of these products without ever being handled. While the use of RFID technology in the workplace might seem far-fetched and it certainly is not in widespread use by any stretch of the imagination, the fact that some foreign governments such as Mexico's judicial branch have implanted an RFID chip in some workers in order to control access to sensitive areas of its facilities should be alarming."
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Title VII and its Application to the Workplace, 2004.
Examines how this anti-discriminatory Act is applied to the workplace.
800 words (approx. 3.2 pages), 5 sources, APA, $ 28.95
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Abstract
This paper discusses how America's working environment might be if the Civil Rights Act of 1964 had not been enacted. Title VII is one section of the Act that prohibits employers from discriminating on the basis of race, sex, color, religion, or national origin. This paper highlights the evolution of Title VII, its impact in the workplace, discusses who is covered and who is not, and examines what types of policies a company should implement to avoid violations of Title VII.
From the Paper
"This act protects all employees, regardless of classification or managerial level, in both the private and government sectors. In 1991, the act extended to all U.S. citizens employed by American employers outside the United States, except where it violated the law of the hosting country (Bennett-Alexander et al., 2003). In addition, it also protects foreign nationals employed within the United States and its protectorates. Unfortunately this act does not cover everyone. Employers with less than 15 employees are not require to follow the guidelines set by Title VII."
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South African Apartheid Legislation, 2006.
A look at the success of legislation, introduced into 1950s South Africa, that was intended to suppress black interests in order to ensure white dominance.
3,197 words (approx. 12.8 pages), 8 sources, MLA, $ 92.95
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Abstract
This paper discusses how throughout the 1950s, the government of South Africa passed extensive legislation in an attempt to suppress the African population and ensure the dominance of white South Africans. In order to evaluate the success of government attempts to stifle black interests, it considers the impact of legislation passed during the 1950s. More specifically, the paper analyzes legislation regarding social, political and economic factors. It considers the impact of legislation relating to relationships between the different racial groups and government attempts to control the education of African children. The paper also analyzes the success of the government's attempts to protect the industrial interests of white workers by limiting the employment opportunities available to Africans.
From the Paper
"The restriction of black economic interests also played a key role in Government attempts to ensure white dominance. The Government's influx control policies were closely linked to economic factors; Posel contends that the Native Affairs Department viewed its influx control strategy as a method of 'rational' distribution of African labour between the cities and white farms. Verwoerd claimed that in the long-term apartheid required 'purposeful and deliberate economic segregation, not only by means of colour bars in regard to Bantu labour in white areas. But also by mechanisation of all labour activity to such an extent that the need for Bantu labour be reduced to a minimum' (Barnard, 'Thirteen Years', page 40). Beinart claims that the apartheid planners attempted to protect the interests of white workers and control the position of Africans in the labour market."
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Non-Verbal Communication in the Workplace, 2004.
This paper discusses that non-verbal communication in the workplace not only affects the transfer of information, but also affects the whole emotional atmosphere of a workplace.
1,450 words (approx. 5.8 pages), 6 sources, MLA, $ 48.95
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Abstract
This paper explains that studying the effects of non-verbal communication in the workplace is more important than ever in today's multicultural world because each ethnic group brings their own culture into the workplace. The paper points out that one of the most common uses of non-verbal communication in the workplace is by supervisors and others with high status, who use non-verbal symbols of their status and authority, either consciously or not, to remind those below them of their high position. The paper relates that, in some workplaces, because non-verbal communication can differ so greatly between cultures, management has introduced cultural sensitivity training.
From the Paper
"Latinos are one of the fastest growing cultural groups in American workplaces today. Therefore, it is of particular importance for both Anglos and Latinos to each understand the others' nonverbal communication styles. Latinos have several nonverbal communication devises particular to their culture that Anglos do not use. For example, Latinos have a much smaller realm of what is considered personal space. In Anglo cultures, this personal space is between eighteen and thirty inches, while in Latino cultures it is between eight and eighteen inches. This sharp difference in acceptable personal space can cause huge discomfort and misunderstanding for both parties if it is not understood and acknowledged on both sides."
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Discrimination in the Workplace, 2006.
This in-depth paper analyzes the issue of discrimination in the workplace, while supplying a comprehensive evaluation to key issues relevant to this topic.
3,067 words (approx. 12.3 pages), 7 sources, MLA, $ 89.95
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Abstract
The writer of this well-researched paper contends and explains why discrimination in the workforce is a growing problem that has affected thousands of organizations, large and small operating in today's global marketplace. This paper defines discrimination in the workplace as any type of behavior, action, belief, value or attitude that impacts another individual in a negative manner, that is based on one's racial identity, gender, sex, disability status, age or some other personal factor. This paper cites the many laws and acts that have been enacted to protect individuals from various forms discrimination. The most basic law that protects employees from discrimination on the job is Title VII of the Civil Rights Act of 1964, which prohibits job discrimination on the basis of race, skin color, age, gender, religious belief or national origin. The paper also details the impact of affirmative action in the workplace. Depending on the organization, affirmative action is necessary in an environment where one population or subgroup of people has been continually underrepresented or disadvantaged. This paper analyzes the impact these laws have on human resource departments. Human resource departments have an obligation under the law to inform all employees of their legal rights relating to discrimination in the workplace.
Table of Contents:
Introduction
Discrimination
Discrimination Laws
Affirmative Action in the Workplace
Human Resources and Discrimination
Conclusions/Recommendations
References
From the Paper
"Affirmative action may be necessary in an employment environment where one population or subgroup of people has been continually underrepresented or disadvantaged. It truly depends on the organization. It can be a means of protecting certain classes or groups of people and ensuring that everyone in the workplace is afforded the same access to employment and the same employment opportunities. It is not designed to be a form of reverse discrimination. There is adequate evidence suggesting that discrimination still exists in the workplace. Until discrimination is completely abolished and is no longer an issue, a need for affirmative action programs and other programs geared toward eliminating inequities continues."
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