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Workforce Development, 2005.
The paper is a research proposal to evaluate Ohio higher education as it relates to workforce development and Targeted Industry Grants in Ohio, including its history, social and economic impact and barriers.
1,650 words (approx. 6.6 pages), 13 sources, APA, $ 53.95
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Abstract
This paper explains that, in an effort to improve employment rates, states were provided with much latitude to experiment with a variety of welfare-to-work programs by creating employment and training programs, job search, education and workfare. The author points out that, across the country, state budgets have been falling as a result of reduced revenues; consequently, it has become particularly important for state employment services to be able to provide objective indicators of the economic success of their programs. The paper relates that this study will employ a hybrid methodology, using both a qualitative literature review concerning job development initiatives and grant programs and a statistical analysis of the wage records from the State of Ohio since the inception of the Enterprise Ohio Network in 1986 to the present, to identify significant trends and the impact of these and other initiatives on the employment rate in the State of Ohio compared to other states, which have similar development programs.
Table of Contents
Introduction
Statement of the Problem
Purpose of Study
Importance of Study
Overview of Study
Preliminary Review of Related Literature
Background and Overview
State of Ohio Targeted Industries Training Grants
Methodology
From the Paper
"Today, the Enterprise Ohio Network is a statewide consortium comprised of 54 public two-year colleges and university branch campuses; since 1986, these 2-year schools have been partnering with businesses, organizations and public service agencies to provide real-world experiences and opportunities in the workplace. The Targeted Industries Training Grants are currently available to eligible companies through the statewide network of Enterprise Ohio Network campuses. In their segment, "Who are we?," the organization reports that it is "a statewide quality and productivity improvement resource available to all Ohio businesses seeking to improve their selection, development and retention of talented people." The Enterprise Ohio Network was established in 1986 as a framework in which to bring Ohio's public two-year community and technical colleges and university branch campuses together to better serve Ohio companies by partnering with companies to profile jobs, assess skill requirements, screen new hires, and deliver training that supports business success; and helping employers build teams, reduce scrap, decrease machine down time, improve cycle times, increase output, improve customer satisfaction."
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Compensation System Development, 2005.
A review of the development of compensation systems in relation the workforce of an organization.
1,575 words (approx. 6.3 pages), 4 sources, $ 62.95
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Abstract
This paper deals with the development of a compensation system within an organization. It lists pros and cons and why they are list as such. Obviously depending on which side you are looking will depend whether it is a pro or a con. Therefore the paper discusses the employee and employer relationship and goals.
From the Paper
"When an individual is pursuing a new position in the workforce there are many criteria that he/she should consider before accepting a new position. Often we look at pay scale alone and overlook other elements, which should be important to our overall fulfillment within a potential job. These elements should not only be included but should play an important role in we accept and decide to keep a specific position. In addition to this, whether you need them or not, health care is an extremely important benefit which employers must try to provide. Regardless the employer should not try to gain the smallest amount of compensation in order to gain an employee but should be fair in his benefits package as well as his salary offerings. Philosophy: Obviously employers want the best of the best, but this is often difficult to see just from the interview and resume process."
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The Diverse Workforce.
This paper discusses the drive of the multinational corporation to develop and embed into the corporate consciousness the need for a truly diverse workforce.
1,270 words (approx. 5.1 pages), 10 sources, APA, $ 43.95
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Abstract
This paper explains that diversity has become a key buzzword in the American human resources management vocabulary, resulting in the adoption of standardized operating procedures, but, when applied to multinational businesses at various global locations, these two seemingly noble principles are not always commensurate or harmonious in practice. The author points out that, even in the U.S., tensions regarding the standardized operating procedures of the employer's American workplace can be rooted in sociocultural misinterpretations, frustrations, and confusions from cultural shock regarding the different faiths and ethnic assumptions of employees. The paper suggest that, when relating to foreign multinational companies, a hands-off attitude may be the best policy; the founding company must be careful not to direct the employment practices and management of franchisees' staff, but when the resources and guidance are not gaining strides in production, such policies may need to be evaluated.
From the Paper
"The conflict is even more manifest in business, which requires standardized procedures to remain financially afloat and competitive on a global level, but also requires tolerance of local cultures and practices to retain employees and to make products attractive. There are now more new faces and diversity amongst the global workforce and more multinational business than ever before. This trend is expected to continue into the 21st century, particularly with the creation of international alliances of trade and commerce such as the European Union and the use of the Internet in global commerce, further connecting the marketplaces of the world."
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"Workforce 2000", 2002.
A review of the paper "Workforce 2000", written in 1987 as a study of the American workforce.
9,661 words (approx. 38.6 pages), 32 sources, MLA, $ 197.95
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Abstract
This paper reviews "Workforce 2000", a report prepared by the Hudson Institute under a United States Department of Labor contract. The purpose of the report is to project the character of the American industrial environment in the early-years of the 21st century, and to assess the probably skills requirements and supply that will characterize that environment. The paper uses examples of real companies such as Microsoft.
From the Paper
"One of the more significant of the projections presented in Workforce 2020 is that by 2010 employers will be required to turn to older workers to fill their human resource requirements. In 1980, as an example, new entrants comprised 18 percent of the nation?s workforce. By 1997, however, new entrants accounted for only seven-percent of the workforce. Compounding the effects of this trend is the aging of the baby-boomer generation. By 2010, baby-boomers will begin reaching the present retirement age of 65, and the number of new entrants into the workforce will be insufficient to replace the baby-boomers should they retire (McIntosh, 2000). As a consequence of the intersection of these two trends that is projected to occur in 2010, employers will be forced to attempt to recruit older workers to fill their human resource requirements."
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A Well-Trained and Skilled Workforce, 2005.
This paper explores the cost-benefit of a well-trained and skilled workforce.
2,745 words (approx. 11.0 pages), 8 sources, MLA, $ 82.95
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Abstract
This paper explains that the benefits of having a well-trained and highly skilled workforce indicate that not only are the costs worthwhile but also that having a well-trained and skilled workforce is essential to an organization's success. The author points out that a well-trained and highly skilled workforce allows the organization to complete the necessary tasks better, which makes the organization better able to reach its goals, especially in the area of customer relationships. The paper relates that, in a highly competitive business environment, this level of workforce is more likely able to produce continuous improvement, which is essential to a company's long-term success.
From the Paper
"The final point it is important to make is that an organization in the current competitive business environment needs to do everything possible to operate as effectively and efficiently as possible. It must make the best use of every resource, recognize and use every opportunity to its advantage, and avoid as many costly mistakes as possible. All of these things are possible with a highly skilled and well-trained workforce. Firstly, making the best use of every resource means having employees with the skills to use the resources available. For example, consider an organization that has an expensive market research tool that analyzes customer data and shows trends in that data."
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Career Development Among Chinese Women, 2007.
An analysis of the relationship between culture and occupation among Chinese women working in the banking industry in New Zealand.
20,420 words (approx. 81.7 pages), 22 sources, APA, $ 249.95
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Abstract
This study attempts to investigate career development among Chinese women in the banking sector in New Zealand. It discusses career, not only in terms of the relationship between the organization and occupation, but it also looks beyond to factors such as family and religion. The paper then discusses how culture and religion influence an individual in the way they dress and eat as well as many other customs.
Table of Contents:
Abstract
Chapter 1
Introduction
Chapter 2 - Women and Career Development
Career Theories
Career Planning
Differences Between Men & Women In Career Development
Barriers for Women
Career Development For Non-White Women
Chapter 3 - Minority Women in Careers
African-American Women as Minority
Remuneration Issues for Minority Women
Bi-culturalism
Family and Education Issues
Immigrants in Workforce
Chapter 4 - Chinese Women
Chinese Women In History
First Generation Chinese
Second Generation Chinese
Chinese in New Zealand - Current Situation
Chapter 5 - Banking Industry
Climate in the Banking Industry
Barriers for Women
Current Situation for Women in Banking
Chapter 6 - New Zealand Labor Market
Employment in New Zealand
The Effects of Immigrants
Women in the Labor Force
Other Issues
Chapter 7 - Methodology
Qualitative Research
Face To Face Interview
Participants
Sampling
Reason For Choice Of Method
Advantages and Limitations
Data Analysis
Chapter 8 - Findings
Education
The Predicaments Of Chinese Women In The Banking Industry In New Zealand
Glass Ceiling for Chinese Women
Negative Social Stereotyping
Issues In Future Career Development
Chapter 9 - Conclusion
From the Paper
"The changes in the immigration policy of New Zealand are serving as tools to increase the country's human capital which is necessary for the nation's economic growth and development (Trlin & Henderson, 2000). However, with the increase in New Zealand's number of participants in the labour market, issues regarding the immigration policies have surfaced. Among the problems that trigger issues on immigration policy are the apparent rate of unemployment among the nation's locals as well as the unemployment of some migrants."
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The Multi-Cultural Workforce, 2004.
This paper discusses the benefits of a multi-cultural workforce.
1,660 words (approx. 6.6 pages), 10 sources, APA, $ 53.95
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Abstract
This paper explains that most American companies hire a multi-cultural workforce because its diversity offers a significant advantage, locally and globally. The author points out that a multi-cultural workforce is able to give a more appropriate response to increasingly diverse consumers; therefore, by increasing multi-cultural diversity in the workforce, companies are capable of increasing sales and productivity to reach wider markets. The paper relates that companies with multi-cultural workforces must be aware that diversity also can be dysfunctional by producing negative dynamics such as stereotyping, cultural clashes and imbalanced power.
From the Paper
"A prime example is the Hispanic ethnic group; they are a large part of the growing diverse workforce. According to Imberman and deForest they state, working with the Hispanic ethnic groups, a person can detect the lack of knowledge stemming from their backgrounds. Hispanics are hard workers and embrace their bosses with high regard. Imberman and deForest write about an incident where a manager wanted to increase the productivity of the plant, he decided to dress down and become more relaxed with the employees. Within the Hispanic work ethic, this type of action demonstrates the manager is not of leadership quality, and is not to be as respected. The workers see the manager as less of a leader and more of an equal. Within the Hispanic ethnic group, an individual does not need to speak Spanish to increase productivity or promote good work habits; an individual just need to show respect, and make clear what to expect from them."
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Managing in Today's Workforce, 2002.
This paper discusses the importance of effectively managing the diverse workforce of today.
2,400 words (approx. 9.6 pages), 5 sources, $ 89.95
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Abstract
This ten-page graduate paper discusses the importance of effectively managing the diverse workforce of today. The workforce today is very different from what it used to be some decades ago, this is because of the rapid changes that the corporate world has encountered in the United States. With these changes, a change in human resource management practices is also required.
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Nursing Workforce Shortage, 2007.
This paper describes the current nursing workforce shortage in the US, in general, and in Mississippi in particular.
2,218 words (approx. 8.9 pages), 16 sources, MLA, $ 68.95
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Abstract
The paper discusses the indicators and contributing factors to nursing workforce shortages. The paper then examines the impact and corrective measures necessary. The paper reveals that without intervention, the current nursing workforce shortage is only expected to grow. The paper concludes that there is much need for concern with the nursing shortage.
Outline:
Indicators
Contributing Factors
Impact
Corrective Measures
Conclusion
From the Paper
"There has been much work to study the current and projected nursing workforce shortages because of their vast impact on healthcare and the nation in general. There is a current Registered Nurse national vacancy rate of 8.5% (American Association of Colleges of Nursing [AACN], 2007). These vacancy rates soar even higher when looking at evening and night shifts. Because nursing requires personal twenty-four hours a day, seven days a week, three hundred and sixty-five days a year, healthcare facilities are having increased difficulty in filling "off shift" vacancies. Of hospitals surveyed in 2006, "off-shift" vacancies were reported in 77% to 85% of hospitals (Nursing vacancies decline, 2006)."
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Workforce Challenges, 2007.
This paper analyzes the books "Talking from 9 to 5: Women and Men at Work" by Deborah Tannen and "Workforce 2020" by Richard W. Judy and Carol D'Amico.
1,281 words (approx. 5.1 pages), 2 sources, MLA, $ 43.95
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Abstract
The paper discusses Deborah Tannen's work, "Talking from 9 to 5: Women and Men at Work", which describes the difficulties women face when they attain positions of authority. The paper shows how women are perceived as mothers, rather than leaders or managers. The paper also looks at Richard W. Judy and Carol D'Amico's work, "Workforce 2020", which discusses how workers will need to prepare for the coming years in the workforce and be prepared for more change than ever before.
From the Paper
"Stereotyping, as in "mother," "nurse," "teacher," and many other stereotypes about women are also at work here. There are many stereotypes for women that follow them into the workplace, whether they are justified or not. These stereotypes are used throughout society, not just in the workplace, and they add to the divide between men and women in authority. Even the news media uses stereotypes in unflattering ways, which simply reinforces the stereotypes and the behavior. Tannen gives several examples of media describing women in power in unflattering feminine tunes, something that is far less common with men in power."
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Successful Management of a Diverse Workforce, 2005.
This paper studies cultural diversity within the workplace and discusses factors for the successful management of such a workforce.
1,800 words (approx. 7.2 pages), 5 sources, $ 71.95
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Abstract
This five page paper discusses managing a diverse workforce. The author notes that successful management of a diverse workforce primarily depends upon an awareness of how racial, cultural and regional values influence the performance and interaction of employees. The writer further discusses that the emotional freedom to be forthright about race, gender and cultural values is often related to greater job satisfaction and, ultimately, to greater individual and perhaps even collective productivity.
From the Paper
"Successful management of a diverse workforce primarily depends upon an awareness of how racial, cultural, and regional values influence the performance and interaction of employees. The emotional freedom to be forthright about race, gender, and cultural values is often related to greater job satisfaction and, ultimately, to greater individual and perhaps even collective productivity. In order to promote this attitude, managers should be aware of studies which have found that minorities working for companies with nondiscrimination policies that included effective cultural diversity programs were more satisfied with their jobs, since a positive working environment is certain to foster greater job satisfaction, peer acceptance, and workplace morale."
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Workforce Management, 2002.
A discussion of workforce diversity and employee motivation.
1,550 words (approx. 6.2 pages), 8 sources, MLA, $ 50.95
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Abstract
Workforce diversity and employee motivation are two important issues the human resource manager must deal with. Managing these issues incorporates the four activities of management: planning, organizing, leading and controlling. This paper examines how the four activities are part of human resource management, with a focus on workforce diversity and employee motivation.
From the Paper
"Planning for human resources means ensuring that there are enough staff available now and that the future staffing requirements are planned for. This also includes taking into account changes in the future. If the company is going to expand or to change direction, the effectiveness of staff must be planned for. Planning impacts on employee motivation in several important ways.
"Firstly, changes to staff requirements must be planned for and staff reactions to change should not be ignored. One thing can be almost assured in any changes that effect staff: that the natural reaction will be to reject the changes. The most effective way to prevent this is to predict it and take action to prevent it. Planning of changes to staff should include informing staff of the changes and gaining their support. This will result in less stress and uncertainty for the staff, as well as showing them that they are important enough to be considered. This is a motivating factor for staff."
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Diverse Workforce, 2002.
Discusses management and training of a diverse workforce.
2,400 words (approx. 9.6 pages), 10 sources, $ 89.95
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Abstract
This paper discusses management and training of a diverse workforce--a true need of today when the American workforce is becoming increasingly diverse. The best practices model applied by teachers in the diverse classroom would be a good framework for organizations to work in. For affirmative action that forces the acceptance of diversity must be put in practice to avoid difficult circumstances.
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The Changing Workforce, 2007.
This paper discusses the need for companies to recruit and retain a diverse workforce.
1,045 words (approx. 4.2 pages), 7 sources, MLA, $ 36.95
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Abstract
The paper discusses how diversity is more than just avoiding claims of discrimination. The paper stresses that to remain competitive, companies must attract a talented labor pool. The paper shows how changing demographics combined with expected labor shortages imply that companies need to embrace a diverse workforce to attract workers. The paper warns that the transition to a diverse workforce will not be easy. It will require significant changes in organizational behavior as well as modifications to policies and procedures.
From the Paper
"In Henderson v Irving Materials, Inc., et al 94 FEP case 976, Nathaniel Henderson, a black truck driver at Irving Materials, complained that he was subjected to racial harassment over a period of nine months by two co-workers. Henderson stated that he complained to his immediate supervisor and that and that the supervisor was present during some of the incidents and even participated in them. The plaintiff further alleged that he complained to the general manager about several of the incidents. Title VII of the Civil Rights Act of 1964 clearly prohibits discrimination in employment on the basis of race, sex, national origin and religion."
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The Canadian Workforce, 2005.
This paper presents some problems and solutions for immigrant diversity in the Canadian workforce.
4,500 words (approx. 18.0 pages), 16 sources, $ 178.95
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Abstract
The paper observes the diverse Canadian workforce as it applies to the immigrant contingent. The paper illustrates how immigrants face many struggles and inequalities when entering the workforce. The paper discusses some of these inequalities, which include earnings upon entry, cheapening of their human capital, expectations and difficulties with assimilation, and troubles with furthering their education. These problems are discussed, as well as some policy changes which Canada might implement in order to make the workplace more fair and friendly for its immigrant workers.
From the Paper
"During the past century, the civilized nations of the world, most importantly those found in North America in Canada and the United States, have done much in the way of diversifying their workplaces and workforces. Minorities have been given greater opportunities for not only workforce placement and advancement, but also for better education and training, as well as overall better treatment. Yet, while native-born Canadian minorities might now be receiving better and even just treatment and opportunities, those that immigrate to Canada still are doomed to face discrimination, lesser economic and employment prospects and an overall lesser quality of life."
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