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Workplace Learning, 2006.
A critical analysis of the behaviorism theory of learning and its relevance to current workplace learning.
3,928 words (approx. 15.7 pages), 11 sources, MLA, $ 107.95
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Abstract
This paper assesses the behaviorist's perspective on learning and its capacity to explain the human learning process within the workplace setting. The paper starts by introducing the development of the perspective of behaviorism on learning, comparing it with three other equally important theories of learning, namely, cognitivism, humanism and constructivism. Next, the paper critically assesses the learning theories of behaviorism and its application to current workplace settings and explains the shortcomings of behaviorism revealed by this study.
Table of Contents
Introduction
Behaviorism and Cognitivism
Behaviorism and Constructivism
Behaviorism and Humanism
Critically Analysis of Behaviorism to Current Workplace Learning
Classical Conditioning
Connectionism
Contiguity Theory
Contingency Schedule
Disequilibrium Hypothesis
Habit Family Hierarchy
Summary
Summary and Conclusion
From the Paper
"The school of Behaviorism primarily has two agents, that is, the teacher and the student. The teacher is obliged to set the path of learning by identifying, calculating and perceiving the objectives, while the student is compelled to achieve these objectives and also produce reactions derived from external/internal motivation. The assumption set forth by the behavioral scientists is that if the humans are given a particular controlled-environment, they can be trained to behave in a particular way, on a consistent basis. This theory had been initially tested with mice and the positive results of those studies motivated the researchers to enhance and broaden their theory to include humans. The outcome of the relationship between the teacher and the student has produced positive outcomes (David C. Leonard, 2002)."
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Workplace Training, 2003.
A discussion on how workplace training can be enhanced by social learning theory.
3,220 words (approx. 12.9 pages), 10 sources, MLA, $ 111.95
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Abstract
This paper discusses how training in the work place can be enhanced by social learning theory. It explores the importance of knowing how employees learn to help organizations develop effective training programs that achieve the desired outcome. The author expands on various approaches to work place training including apprenticeships, peer-to-peer learning and Web-based training.
From the Paper
"Companies regularly invest in upgrading their capital equipment factories, modernized computers are upgraded, newer equipment is installed. Yet one of a company's most important assets, its employees ..."
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Team Learning, 2006.
This paper discusses team learning, through studying the book "The Fifth Discipline Fieldbook: Strategies and Tools for Building A Learning Organization", by Peter Senge.
2,642 words (approx. 10.6 pages), 1 source, MLA, $ 79.95
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Abstract
In this article, the writer discusses Peter Senge's book "The Fifth Discipline Fieldbook: Strategies and Tools for Building A Learning Organization". The writer notes that this is an excellent guide for building a learning organization in one's workplace. The writer is currently working in the project management department at Caterpillar, a leading manufacturer of construction and mining equipment, diesel and natural gas engines and industrial gas turbines and believes that this book has many ideas that could contribute to the growth of this organization. This paper focuses on team learning, as it is an area from which the writer believes that the project management team could greatly benefit. The writer concludes that team learning involves the promotion of team skills and development so that the team's collaborative ability is greater than the sum of the individuals' talents.
From the Paper
"People working in a learning organization typically have many benefits that people in other fields may not have. They usually are fully engaged in their work and share a vision with their team members. In a learning organization, goals are usually clear and the work is usually satisfying. In this type of environment, team members are usually willing to learn new things and have a commitment to doing their jobs well.
While learning is a natural process, the process of learning is very complex. Learning incorporates three activities: thinking, communicating and cooperating. When our capacities to think, communicate and cooperate are improved upon, so is our ability to learn. In this light, a learning organization is one that enhances and promotes these activities for its employees and the organization as a whole. "
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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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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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Workplace Monitoring, 2004.
An overview of workplace monitoring and the prospects involved in workplace surveillance.
1,477 words (approx. 5.9 pages), 5 sources, MLA, $ 48.95
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Abstract
This paper discusses how, as technology advances, employers worldwide are faced with the problem of employees' ill usage of the communication media and how, in order to reduce these risks, employers are now turning towards technology monitoring, which would enable them to keep a strict watch over their employees. It examines how many issues have arisen as a result of workplace monitoring, as well as the debate on whether this act by employers is ethically correct or not. It highlights the advantages of workplace monitoring and proves how it may become beneficial for both the employer and the employee. It also looks at the different types of workplace monitoring and the results obtained from them.
From the Paper
"Workplace monitoring can be divided into various categories. The first category is concerned with Call monitoring. Call monitoring basically involves listening to live phone calls and recording one's observations. ?The most important aspect of this system is the observer. The observer can sit next to the person making the call, which can be helpful with new employees who need training tips. The observer can also be a secret caller and judge the phone representative by playing a customer role? (Kristin Morgan, Types Of Employee-Monitoring Systems In The Workplace). As a result of call monitoring, an employee would be well aware of the surveillance and would always try his/her best not to violate the company?s policies."
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Workplace Privacy, 2003.
Proposes a new law called the Workplace Privacy Productivity Act to standardize workplace privacy.
920 words (approx. 3.7 pages), 4 sources, APA, $ 31.95
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Abstract
This paper proposes a new law called The Workplace Privacy and Productivity Act to standardize workplace privacy issues rather than having the courts resolve them on a case-by-case basis. The paper discusses balancing the needs of the organization with the needs of employees.
From the Paper
"Employees and employers have long struggled to balance the needs of the organization with the personal needs of workers. As employees work longer hours they may feel entitled to use the phones provided by the employer for ..."
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Crystalline Silica in the Workplace, 2004.
A study of the effects of exposure to crystalline silica in the workplace.
23,700 words (approx. 94.8 pages), 38 sources, MLA, $ 249.95
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Abstract
This study provides a discussion of silica, the evolution of crystalline silica dust exposure concerns, an overview of the various uses of crystalline silica in the workplace, a summary of the various governmental regulations and standards that currently govern crystalline silica in the workplace, and the International Agency for Research on Cancer (IARC) evaluation process for classification of silica, a discussion of how the presence of crystalline silica is currently determined and measured in the workplace, as well as what can be done to protect workers from exposure to this hazardous material. Additionally, the various health risks resulting from crystalline silica exposure are discussed, including the relationship between crystalline silica exposure and the incidence of silicosis, cancer, and various autoimmune disorders. Finally, the specific dangers of exposure in the construction industry and among heavy-equipment operators are explored, and the growing body of legal actions resulting from crystalline silica exposure is discussed.
Contents
Introduction
Problem Statement
Purpose of Study
Importance of Study
Scope of Study
Rationale of Study
Definition of Terms
Overview of Study
Review of Literature
History of Crystalline Silica Exposure
Use of Crystalline Silica
Measurement of Crystalline Silica
Determining the Presence of Silica in the Workplace
Measuring Workplace Exposure to Crystalline Silica
Protection Against Crystalline Silica
Silicosis Resulting from Crystalline Silica
The IARC Evaluation Process
IARC Classification of Silica
Amended IARC Evaluation of Silica as a Carcinogen
Crystalline Silica and Autoimmune Diseases
Exposure to Silica in Construction
Exposure to Silica Among Heavy Equipment
Exposure to Silica in Sandblasters
Legal Actions
Death in the Workplace
Regulation
OSHA's Hazard Standard
Relevant OSHA Regulations
Methodology
Approach
Data Gathering
Database of Study
Validity of the Data
Originality & Limitations of the Data
From the Paper
"Silicon is classified as a nonmetal, but it has many of the properties that are associated with metals. Some scientists refer to this type of an element as a metalloid. Silicon acts like a metal and conducts electricity at high temperatures, but at low temperatures, it behaves more like an insulator and does not conduct electricity. Therefore, it is referred to as a semiconductor. This particular property is what made silicon the perfect element to propel technology into the world of transistors, then integrated circuits, and finally today's computer chip (Boegel, 1968).
Silica is a chemical compound, as opposed to an element, and is formed from silicon and oxygen atoms. A chemical compound is defined as ?a distinct and pure substance formed by the union of two or more elements? (USGS, 1992, p. 3). Due to the abundance of the elements of oxygen and silicon, the natural formation of silica is quite common. Silica sand, the substance from which pure silicon is derived, is made of quartz. Quartz is the most common form of silica found in nature."
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Democracy in the Workplace, 2006.
A discussion of democracy in the workplace using the organizations Google, EBay, Starbucks, Nike and JetBlue to demonstrate this issue.
3,344 words (approx. 13.4 pages), 11 sources, MLA, $ 95.95
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Abstract
This paper explains workplace democracy, the purpose it plays in the development of a successful company and suggests how organizations effectively foster a climate of workplace democracy. The paper explains how some companies have developed a corporate structure with the concept of workplace democracy as its nucleus. The body of the paper discusses workplace democracy that is in place at Google, EBay, Starbucks, Nike and JetBlue. Using these examples the paper concludes that the unique thread that ties these companies together is innovation and the development of totally new business structures that require participatory actions from employees. These companies have been able to foster a climate of workplace democracy through communication, listening to employee needs and developing benefit plans that satisfy these needs.
Introduction
Workplace Democracy
Google
EBay
Starbucks
Nike
JetBlue
Conclusion
References
From the Paper
"Google is one of the most innovative and successful businesses of the 21st century (Company Overview). The company was created by Larry Page and Sergey Brin who developed a new method of searching the internet (Company Overview). This new creation took place in a dorm room at Stanford University and rapidly broadened to include information seekers around the world. As a result the company is now the largest and most successful search engine available on the internet (Company Overview).
"A large part of the success of Google is related to the corporate culture which utilizes workplace democracy. According to the company's official website although the company is now worth billions the business still has a small company feel. The company's headquarters is known as the Googleplex and is located in Mountain View, California (The Google Culture). The atmosphere is laid back and the workplace is very inclusive and participatory."
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Discrimination in the Workplace, 2007.
A discussion on discrimination against homosexuals in the workplace.
1,907 words (approx. 7.6 pages), 6 sources, APA, $ 60.95
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Abstract
The paper examines discrimination in the workplace as it relates to homosexuals. The research indicates that workplace discrimination against homosexuals does occur and that such discrimination can have lasting effects. The paper examines how there is no federal law that prohibits discrimination against homosexuals in the workplace, however many states have laws against such discrimination. The paper includes a survey of questions related to homosexual discrimination in the workplace. The survey indicates that human resource managers are concerned about discrimination based on sexual orientation and believe that companies should have anti-discrimination policies that are inclusive of sexual orientation.
Outline:
Introduction
Defining Discrimination Against Homosexuals In The Workplace
Discrimination Against Homosexuals In The Workplace
Survey
Findings of this Survey
Conclusion
References
From the Paper
"Although the federal government has been slow to act regarding federal law that prohibits discrimination based on sexual orientation, there are several state and local governments that have legislation that prohibits discrimination based on sexual orientation. In fact, at least 12 states and Washington, D.C. have laws that ban discrimination based on sexual orientation (Horvath & Ryan 2003). In addition, there is a executive order that prohibits discrimination on the basis of sexual orientation within the federal government (Sexual Orientation Discrimination in the Workplace)."
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Ethics in the Modern Workplace, 2002.
Analyzes the need for more ethics in the modern workplace.
2,737 words (approx. 10.9 pages), 15 sources, APA, $ 81.95
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Abstract
The image of organizational ethics suffered severely from recent Wall Street scandals. However, experts suggest that, in times of distress and tough economic conditions, it is more important than ever to remain faithful to personal and organizational moral principles. This paper shows that, even though companies cannot build the individual morality and personal ability to recognize right from wrong, effective communication, guidance, or resources availability, an example set by upper management and formal education can help students and employees avoid ethical risks and make knowledgeable ethical decisions. The paper analyzes various problems associated with moral behavior and decision making in the modern workplace and discusses several ways to improve and promote workplace ethics.
Table of Contents
Executive Summary
I Introduction
II Body
1 The Concept of Workplace Ethics
2 Organizational Ethics Policies and Their Purpose
3 Is Workplace Ethics a Myth? The Facts
4 Reasons Behind Workplace Ethics Decline
5 Workplace Ethics Today: Its Importance and Ways to Improve It
6 Promoting Ethical Behavior Through University Education
7 Ethics Courses in University Curriculum: Problems and Opportunities
III Conclusion
IV Bibliography
From the Paper
"In 1996, Archer Daniels Midland Company pleaded guilty and agreed to pay $100 million dollars for fixing the price of two corn-based products that cost consumers millions of dollars a year (Hunter-Gault, 1996). In 2000, Firestone and Ford Motor Company had to apologize to their consumers for a series of deadly accidents linked to tire failures, while trying to pin blame on each other. In 2002 Ford/Firestone scandal was followed by the largest corporate bankruptcy in the US, the collapse of Enron, whose ?rapid expansion - and escalating profits - turned out to be based on false accounting methods that artificially inflated its size and potential? (Enron puts itself, 2002). Since the Enron scandal erupted, many more scandals tarnishing the names of once-mighty companies, such as Andersen, WorldCom, Xerox, Tyco, Merrill Lynch and others came to light (Wall Street Scandals, 2002). Are the scandals that have shaken the confidence in corporate America just the result of a few bad apples, or do they indicate a tragic tumble of corporate culture, integrity and business ethics?"
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Dispute Resolution in the Workplace, 2004.
This paper uses a hypothetical workplace dispute around a sexual harassment issue to discuss dispute resolution in the workplace.
920 words (approx. 3.7 pages), 3 sources, MLA, $ 32.95
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Abstract
This paper explains people have a tendency to assume that parties to a sexual harassment complaint cannot work together to resolve the dispute; but, by using mediation, the manager can potentially save the company?s relationship with both employees and avoid a lawsuit. The author points out that, in today?s work environment, both employers and employees are recognizing that they should not treat each other as adversaries when they must produce goods or perform services together. The paper stresses that workplace mediation presents important benefits to both employers and employees by providing fast, mutually satisfactory resolutions and by fostering mutual respect through improved communication.
From the Paper
"Mediation of workplace disputes can be very beneficial for companies that have no plans to change the structure or philosophy of their organizations. Employment litigation can be an expensive process, in terms of dollars spent, time lost, and relationships ruined. Mediating disputes as they arise in the workplace can help companies avoid those costs."
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Workplace Relationships, 2002.
A discussion of the issues concerning relationships in the workplace such as office romances and nepotism.
893 words (approx. 3.6 pages), 5 sources, MLA, $ 31.95
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Abstract
This paper examines how relationships in the workplace are often positive in nature and allow for employees to enjoy their work experience and how the most controversial workplace relationship is the office romance. It looks at how the detrimental effects of these types of relationships range from sexual harassment suits to retaliatory actions after the breakup to jealousy from coworkers. It also evaluates how friendships and nepotism work much like a romance as far as office jealousy and a feeling of unfairness in the workplace is concerned and how workplace romance policies usually exist at companies around the country, but nepotism policies often do not.
From the Paper
"As women now constitute forty-six percent of the American work force, office romances and dating is a fact of life. As the preceding survey results indicate, some offices have gone so far as to completely ban this type of interaction. The problem with this knee-jerk type of reaction is that it tends to push office relationships underground. Coworkers will still get involved with one another and everyone will know about it except management. In a recent survey of Canadians conducted by Workopolis.com, sixty-three percent of the respondents indicated that they had a workplace romance in the past. However, only fifty-seven percent said that they felt workplace romances were acceptable."
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Stress in the Workplace, 1996.
Discusses the effects of stress in the workplace, assesses the means by which companies can reduce workplace stress & discusses some stress reduction techniques.
1,800 words (approx. 7.2 pages), 11 sources, $ 63.95
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From the Paper
"One of the problems encountered in the workplace today is increased levels of stress. Work related stress contributes to a variety of problems both for the individual experiencing stress and for the organization for which he or she works. The problems can range from reduced performance to open violence in the workplace. One of the common methods organizations are using to address, or prevent, problems of this type is to identify stressful situations and develop new methods of dealing with conflict and stress in the workplace. Such efforts are not always effective, though, and the reality is that the requirements of a given job may involve increased stress, in which case only minimal changes can be made in the job structure to address the problem. In any case, companies may need to change the way business is done to reduce stress, and they may also.."
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Workplace Privacy, 2006.
A look at workplace privacy and whether employees really have a right to privacy in the workplace.
1,575 words (approx. 6.3 pages), 5 sources, $ 62.95
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Abstract
This paper discusses the fact that employees have expectations that they can communicate by phone or email without being monitored and that private offices and lockers will remain that way. The paper also discusses that, in spite of these expectations, most laws do not protect the employees' rights'; rather, they protect the right of employers to protect themselves from employee abuse.
From the Paper
"Most people believe that they have a right to privacy under the law, whether at home or on the job. For that reason, it is common for people to feel comfortable with the idea of sending personal emails or making personal phone calls while on company time. Despite these expectations, however, most employees are not entitled to complete privacy in the workplace. Rules do differ between public sector and private sector jobs, however, and workers do have some responsibilities in keeping the rights that they do have intact. Regardless of these expectations, or perhaps due to them, employees may be surprised to learn how little privacy they can expect in the workplace. Employee Expectations Employees seem to feel that they have certain rights to privacy in the workplace. They expect that they can communicate with other people freely, by phone or by email, without monitoring."
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