| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "WAGE COSTS EMPLOYEE BENEFITS": |
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Wage Costs and Employee Benefits, 2005.
An overview of employee and wage costs are defined.
3,389 words (approx. 13.6 pages), 12 sources, MLA, $ 96.95
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Abstract
This paper begins with a legal definition of an employee and then goes on to explain what wage costs are from a business perspective. The paper explains how wage costs are set by the U.S. Department of Labor and then describes employee conditions for comparable workers in Mexico, which includes a look at the benefits the employees receive and how wage costs are calculated there.
From the Paper
"The Legal definition of an Employee is "a person who is hired by another person or business for a wage or fixed payment in exchange for personal services and who does not provide the services as part of an independent business; Any individual employed by an employer". There are in existence three tax laws that will apply to employees. Under this law, when the person who has employed the individual has any sort of right over his employee, then he can control his working methods in any manner, including the end result expected of him, and the details of how and when and where the job is to be done. "Where the employer does not possess that right, the individual involved is an independent contractor, not an employee".
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Employee Turnover, 2007.
This paper looks at direct and indirect costs associated with employee turnover.
1,639 words (approx. 6.6 pages), 7 sources, MLA, $ 53.95
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Abstract
In this article, the writer researches and examines the effects of employee turnover on an organization, including the costs in terms of financial aspects as well as costs associated with customer retention. It is clear that employee turnover is very costly to organizations and as noted in the introduction of this study employee turnover rates are as high as 23.4% in some industries, which demonstrates a very large financial cost to these organizations. As demonstrated by this report, the costs associated with employee turnover are costs both of the direct and indirect nature. The writer concludes that there are methods of avoiding employee turnover which are briefly touched upon within the scope of this present research. The writer further concludes that there are methods that hold promise for the organization in the reduction of employee turnover and the costs in terms of finance and productivity that the organization suffers due to employee turnover.
Outline:
Objective
Introduction
Costs Associated with Employee Turnover
Causes of Employee Turnover
Comprehensive Cost Calculation
Calculation of Losses Associated with Employee Turnover
Strategies for Avoiding Employee Turnover
Summary and Conclusion
From the Paper
"The employee will likely only contribute at a 25% level of productivity for the first few weeks therefore; the organization must calculate 75% of the employee's salary for at least two to four weeks of their new employment. During weeks, five through twelve the employee will likely contribute at a 50% level of productivity requiring the organization calculate 50% of the individual's salary for that period. During the thirteenth through the twentieth week, the employee will likely contribute at a 75% level of productivity requiring the organization to calculate 25% of the individual's salary for that period."
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Regular Employees vs. Temporary Employees, 2002.
An analysis and examination of the multitude of issues concerning the hiring of regular employees rather than temporary employees.
660 words (approx. 2.6 pages), 3 sources, MLA, $ 23.95
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Abstract
This paper analyzes the issues surrounding an employer's decision to hire regular rather than temporary employees. It discusses policy issues involving regular employees and temporary employees such as benefits, compensation, discharge, discipline, and overtime pay. The paper concludes with suggestions for eliminating or reducing the stark contrasts between regular employees and temporary employees.
From the Paper
"Overtime pay is another area where there is a divergence between regular employees and temporary employees. As mentioned above, regular employees are generally salaried, i.e., they work a set number of hours and receive a fixed income each month. Temporary employees are generally paid hourly and their hours of employment may vary, resulting in a variable income each month. In terms of overtime pay, regular employees who are salaried do not receive overtime pay regardless of how many hours per week they work. Regular employees who are not salaried, like temporary employees, receive overtime pay (time and one-half) for each hour over 8 hours per day and for each hour over 40 hours per week."
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Minimum Wages, 2002.
This study will look at minimum wages through a cost-benefit perspective.
3,150 words (approx. 12.6 pages), 10 sources, $ 115.95
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Abstract
It makes no aims at solving the minimum wage debate, but does hope to provide the reader with a firm footing on the subject whereby s/he will be able to draw their own reasoned opinions and conclusions. For all readers, the unavoidable impression is that minimum wages, along with all price floors, interfere with the operation of market forces. In the case of genuine social problems, this is sometimes a good thing, when the benefits of intervention actually exceed the associated costs. With minimum wages, however, the results do seem to be at odds with the desired outcome. The evidence seems to suggest that minimum wages tend, on the whole, to increase unemployment in the low-skilled labour market; generally the very area that minimum wages seek to ameliorate. So, while the jury is still out on the effects of the minimum wage, it seems fair to say that regions that employ minimum wages should at the very least adopt a more cautious position on their use.
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Airlines' Cost Cutting Measures, 2007.
A study on the effects of the employee cost-cutting measures at American Airlines (AA).
9,402 words (approx. 37.6 pages), 19 sources, MLA, $ 193.95
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Abstract
This paper discusses the effects of the personnel cost-cutting measures employed by major airlines in the United States and their relationship to aircraft safety. The research focuses on four factors - employee layoffs, increase on employee workload, cutting employee benefits and cutting employee training. The paper presents a survey on aviation pilots at American Airlines (AA).
Table of Contents:
Abstract
Introduction
Background of the Problem
Statement of the Problem
Limitations
Delimitations
Definition of Terms
Acronyms
II Review of Related Literature Hypothesis
Introduction
Employee Benefits Cost Reduction and Wages Cutback
Employee Lay Offs
Increase in Employee Workload
Employee Training
Commercial Aircraft Safety
III Research Methodology
Introduction
Research Design
Research Model
Survey Population
Sources of Data
The Data Gathering Instrument
Pilot Study
Instrument Pretest
Distribution Method
Instrument Reliability
Instrument Validity
IV Results
Introduction
Demographics
Pilot's Awareness of Company Decision and Policies
Pilot's Awareness about AA's Cost Cutting Measures
Pilot's Perspective on the Effects of Cost Cutting
Measures of AA to Commercial Aircraft Safety
V Discussion
Introduction
Pilot's Awareness of company Decision and Policies
Pilot's Awareness about AA's Cost Cutting Measures
Pilot's Perspective on the Effects of Cost Cutting
Measures of AA to Commercial Aircraft Safety
Summary
VI Conclusion
VII Recommendations
Appendices
From the Paper
"Since, 1998 the Government Accountability Office (2004) (GAO) of the United States had reported that majority of the leading airline industries have a difficulty of acquiring revenue and profit increase because of the growth of Low Cost Airlines (LCA) The proliferation of Low Cost Airlines has caused a strict competition in terms of domestic market share due to the relatively low prices that were offered and the relatively low cost cutting measures of LCA. Hence, it is reported by GAO (2004) that the operation costs of LCA have even increased to $1 Billion or 10% of its total operation costs. In effect of this, the research inferred that such an effect had a significant impact in terms of how passengers in general compare and view LCA to Big Airlines."
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Implementing Employee Learning, 2002.
This paper reviews the article "Empowering Employees Through Training" by Jerry Fireman, which recommends that companies utilize e-learning as a method of providing employee training.
1,735 words (approx. 6.9 pages), 1 source, MLA, $ 56.95
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Abstract
This paper discusses the above article which recognizes that the pace of new developments, especially technological, requires employees to constantly develop their skills. The paper points out that cost can be a problem, especially the cost of the employee's time. The author feels that for the program to be effective, the individual characteristics of the organization need to be taken into account.
From the Paper
"The first good point made is that e-learning can be tailored to the organizations needs. The area that staff are trained in does not depend on the curriculum of a local college. Instead, the organization can determine what it wants employees to learn and how long it should take. The organization is not governed by class times. Instead, the organization can set any time for learning. This allows flexibility in both the time required and the content delivered. With this ability to tailor the material, the organization can make the best use of training time. Efficiency is important in all aspects of business, including training. E-learning makes training efficient by allowing the organization to train employees in the areas that are most important. As well as that, the flexibility means training time can be scheduled as it best suits the organization."
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Employee Retention, 2002.
A literature review of effective employee retention strategies.
2,018 words (approx. 8.1 pages), 18 sources, MLA, $ 63.95
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Abstract
This paper discusses how employee retention and turnover are the most objective measures of employee satisfaction and dissatisfaction in businesses. It examines how, as a result, many employers try to retain employees through basic strategies, such as increased pay and benefits and how research has shown that there are less expensive and more effective ways to retain employees.
Outline
Introduction
The Cost of High Employee Turnover
Effective Strategies
The Problem of Employee Retention
What Research Reveals
Conclusion
From the Paper
"In today?s workplace, employers are not only having a hard time attracting employees, but are also having a difficult time keeping them (Harkins, 1998). Employees leave for a variety of reasons, including poor supervision, unchallenging positions, limited advancement opportunities, lack of recognition, limited control over work, perceived pay inequity, and the perception of more favorable opportunities in other companies (Jardine, 2001). High employee turnover is one of the greatest causes of declining productivity and decreased morale in corporate America (Abassi, 2000). While morale decreases, recruiting and training costs increase and an organization can find itself in a vicious cycle (Secretan, 2001)."
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Employee Morale in Corporate America, 2005.
An analysis of the importance of employee morale and how critical it is to the success of a company.
6,001 words (approx. 24.0 pages), 13 sources, MLA, $ 142.95
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Abstract
The purpose of this report is to educate upper-level management and line managers on the importance of employee morale. It first discusses what morale is and its significance in the corporate structure. Then it addresses who is affected by low morale and how. It also explains the high costs related to low employee morale, the critical role managers play in morale, signs of deteriorating employee morale, and techniques for improving morale. In the concluding pages, a proposal is presented on how upper-level management within corporate America can help improve morale. Some of the solutions include transformational training for managers, employee empowerment, improved ties between reward and performance, and improvements on basic employee practices, all of which can be implemented using a 7-step morale-boosting program described in the recommendations section of this paper.
Outline
Overview: Report
Introduction: Employee Morale Problem
Background: Corporate America's Morale Problem
What is Morale?
Significance of Employee Morale
Deteriorating Employee Morale
Case Studies
Recommendations: Ideas for Improving Employee Morale
Techniques for Improving Morale
Action Plan
Tying it All Together
Conclusion
From the Paper
"A great way to help upper-level management discover employee problems is through an employee satisfaction survey. A well-orchestrated employee survey can lead to high return rates and help uncover hidden many workplace problems. However in order to receive helpful information from these surveys they must: (1) establish clear goals and objectives, (2) ask the right questions the right way, (3) collect data the right way at the right time, and (4) ensure confidentiality. The most important thing is that management must take clear follow-up actions. After reviewing and collecting the data have a group meeting informing the employees on the findings of the survey, how management intents to go about addressing the issues, ask for feedback, and implement the necessary changes."
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Health Care Costs, 2008.
A discussion of the rising costs of health care in the United States.
1,050 words (approx. 4.2 pages), 6 sources, APA, $ 36.95
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Abstract
This paper takes a look at the reasons health care costs continue to rise in the United States. It points out that many factors interact to increase costs and these factors include certain elements that, ironically, are thought to reduce costs or that may have been intended to reduce costs. The paper adds that costs increase in part for natural economic reasons, such as the cost of developing new drugs, or the added costs accruing due to the creation and implementation of new medical technology. The paper maintains that one of the primary reasons fo cost increases is that the public does not pay for what it uses in medicine, meaning that people do not pay directly out of their own pockets. Instead, millions have their costs paid by insurance or a company health plan, and this increases the overall costs. To conclude, the paper calls for a better and more certain analysis of how costs could be reduced.
From the Paper
"The patient may pay something on his or her bill, but it is usually only a part of the whole. Alterio (2007) notes how some of the efforts to control costs can harm patients, which in turn increases health care costs over time because patients may have to wait longer for treatment and need more medical attention when they do get it. Alterio notes that keeping down costs in HMOs often means requiring doctors to see more patients per hour and to give each patient less time, which saves money in the short-term while increasing costs in the long run."
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Employee Retirement Income Security Act, 2006.
A report looking at the Employee Retirement Income Security Act, which was enacted in order to provide for employee benefits and pensions at the point of employee retirement in a federal program.
1,741 words (approx. 7.0 pages), 5 sources, APA, $ 56.95
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Abstract
This report looks at the Employee Retirement Income Security Act (ERISA) in terms of what the benefits and drawbacks of the program are in the current political and economic environment, as well as making specific recommendations about what seems to be working as a result of ERISA and what may need to be changed in the act to make it more contemporary. The report also looks at a rationale for change in the context of ERISA and related programs, including both retirement pension programs and healthcare programs.
From the Paper
"Overall, ERISA in the existing literature seems to be more beneficial than derogatory for society and employees, although there are plenty of critics of the act in the existing literature including those who state that ERISA is unfair or that it has led to or contributed to, directly or indirectly, corporate abuses of power such as the relatively recent Enron scandal. Overall however the benefits of the program are also strong in the existing literature because it is essentially an act with an overriding positive message: protection for the worker. In part the act was created to guarantee that "The men and women of our labor force will have much more clearly defined rights to pension funds and greater assurances that retirement dollars will be there when they are needed."1 In many ways President Ford was prescient: many of ERISA's reforms have improved the retirement security of American workers, particularly in the areas of vesting,2 plan funding,3 and insurance protection for defined benefit plans" (Stein, 2002). These benefits show forward progress associated with the act because they give the worker greater independence and financial power by safeguarding the rights of the worker at retirement."
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Employee Retention, 2005.
This paper discusses an important aspect of human resource management in the U.K.- employee retention.
4,115 words (approx. 16.5 pages), 16 sources, APA, $ 110.95
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Abstract
This paper explains that the problem of employee retention involves such substantial sums of money that a great deal of research into the retention issue has been conducted. The author points out the importance of retaining employees through the strategy of engagement by 1) involvement in decision-making, 2) having management listen to their views, 3) opportunities to develop their jobs beyond what they were originally assigned to do and 4) the concern management shows for the health and welfare of the employee. The paper reports that a charity organization, which has been losing good employees because of an inability to "pay staff what they are worth", launched a new benefits package project to motivate retention, which offered such items as discounted child care vouchers and subsidized health care.
Table of Contents
Introduction
The Literature on Employee Retention - What are the Problems?
The Literature - Why do Employees Leave their Jobs?
The Literature - What Some Companies are doing to Retain Employees
Keeping Employees through "Engagement":
Keeping Employees through Reward Management
What is a Total Reward Strategy?
Keeping Employees through the "Psychological Contract"
Keeping Employees through Inspired Leadership - Charles Handy
Keeping Employees through Inspired Leadership - Kouzes & Posner
Employee Retention through Innovative Policies - Journalism (Literature)
From the Paper
"The CIPD data published by TalentDrain shows that in order to retain good employees by meeting their psychological growth needs, 58% of companies institute "training and development" strategies, 20% of companies redesign job duties, and 29% implement mentoring systems.
In order to enhance "the everyday experience" of employees, 52% of companies utilize "improved induction processes"; 48% of companies surveyed work towards "improved communication"; 32% approach the "work-life balance" of the worker; 35% implement "flexible working" hours; 32% have established "family-friendly provisions" that go beyond the UK legal minimum provisions."
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Employee Loyalty, 2004.
An analysis of the issue of employee disloyalty or situations that give rise to low employee loyalty and its effects on profitability.
732 words (approx. 2.9 pages), 6 sources, MLA, $ 26.95
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Abstract
This paper examines how, as a result of management practice, employees are likely to demonstrate loyalty or disloyalty and, although loyalty is not a formal management practice, nevertheless, it is necessary for determining business success in the form of profitability. It shows that where there is low loyalty level prevalent in an organization, the cost to profitability is high, as management not only has to be conscious of employees' performance, but also see that employees do not divulge information within the organization to competitors, meet company objectives, meet standards set by the industry, and meet customer satisfaction requirements.
From the Paper
"Experts like Abbassi (2000) are of the opinion that employee disloyalty results in low profitability. Firms with little technological developments, career opportunities or have few provisions for equal employment opportunities, racial discrimination, rewards for performance and allowance for benefits are likely to face employee disloyalty issues. And hence, it would not benefit the organization to invest in high tech machineries or equipments, or develop sophisticated supply chain management programs unless they first address employee loyalty issues. Employees are not motivated to achieve organizational objectives neither would they be interested in fulfilling customer demands or concerned about the customer satisfaction. Eventually, organizations would have to face reduction in sales and hence profitability."
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Low Costs Of Production In China, 2006.
An analysis of the effects of low cost production on the market in the United States.
5,314 words (approx. 21.3 pages), 13 sources, MLA, $ 131.95
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Abstract
This paper discusses the low costs of production in China. It compares these low costs to the costs of production in the United States and discusses the reasons for the differences in the the costs of production between the two countries. The paper presents the advantages and disadvantages of production in both the United States and in China. It also discusses what effects the low cost of production in China have on the market in the United States.
Table of Contents:
Introduction
American Economy
Production in America
Issues Affecting Product
Costs of Production
Demand in the Market
Competition Between Manufacturers
Quality of Products
Affecting the Quality
Price of Product
Well Educated Labor
High Technology
High Quality Raw Materials Consumer Expectations from Companies
Low Prices
Higher Quality Products
Good Maintenance Service and Warranty
Economy in China
Production in China
Competitive Production Costs
Quality of Products
Comparative Advantages Between China and the U.S
High Population
Low Labor Costs
Low Land Costs
Low Costs of Production
Very Low Prices
Comparative Disadvantages of the U.S. Economy
Conclusions and Recommendations
Conclusions
Recommendations
From the Paper
"During the past 30 years or more, the U.S. had the most powerful economy not only for its high production but also for its international trade strategy and production technology. But today, the U.S. is not the country of economic dreams as it was before. People are not as relaxed as they were regarding their jobs. In his 2006 study, Janitz stated: "People and companies are worried about losing jobs and opportunities" (p. 20). The main thread to U.S. jobs is outsourcing to China. The U.S. is badly affected, the unemployment rate increased, by the economic growth of China, and it seems it cannot do anything to reverse this situation. According to Janitz (2006), the U.S. still has a chance to overcome this problem by better management (p. 20). The Major advantage China has over the U.S. is its high population that offers a cheap labor force. These wages also affect the total costs of production and lower the price of products. This is the major problem the U.S. has to compete with. It's a general consumer behavior that they always want to buy the highest quality product by paying the lowest fee. Unfortunately, higher quality products cost too much. Before buying a product, consumers generally decide which one is most important for them: buying the product with highest quality or cheapest price. And another factor which helps them to decide is the costs of production."
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Employee Stock Ownership after 9/11, 2002.
This paper examines the effects of the September 11th terrorist attack on employees' employee stock ownership plans in the airlines industry.
2,100 words (approx. 8.4 pages), 5 sources, APA, $ 65.95
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Abstract
The paper explains what an Employee Stock Ownership Plan (ESOP) is and describes how September 11th had a dramatic effect on America's airline industry which in turn had a negative impact on the ESOPs for most airline employees. Further, the paper examines three different airlines and concludes that Airline industry ESOPs tend to be very volatile.
Table of Contents:
Abstract
Main Body
Discussion
Results
Conclusions
Recommendations
Works Cited
From the Paper
"In the United States, the main vehicle for employee ownership in a company is the Employee Stock Ownership Plan (ESOP) that first became a recognized plan in 1974. There are between 17 and 20 million U. S. employees participating in large ESOPs or other contribution plans holding stock. Employees may own stock directly in their companies through stock purchase programs or be members of work cooperatives."
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Improving Employee Motivation With Money, 2002.
Examines whether pay/wages is a useful method of improving employee motivation.
2,250 words (approx. 9.0 pages), 24 sources, $ 79.95
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Abstract
Examines whether pay/wages is a useful method of improving employee motivation. Links the concept of money to motivation theory & link with job satisfaction. Discusses causal models; hierarchy of needs model; Expectancy theory; goal setting; Management-By-Objectives (MBO). Assessment of money as the prime motivator. Performance-based compensation system. Concludes that compensation is not the only motivator.
From the Paper
"MONEY AS A MOTIVATOR: A REVIEW
Introduction
This review focuses on the following question: How useful is pay as a method of improving employee motivation? In the review, the concept of money as a motivator is linked to motivation theory.
Defining Motivation and Motivation Theory
Motivation is the process of persuading individuals to act in a desired way. Within most organizational environments, motivation is the process of persuading members of the organization to perform in a productive manner. The need to motivate members of an organization to perform in a productive manner is a well-accepted premise. Disagreement exists, however, in relation to the best means of motivating individuals within organization ..."
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