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Labor and Industrial Relations in South Africa, 2008.
A discussion of the impact of the unique political and socio-economic situation in South Africa on labor relations and human resource management.
771 words (approx. 3.1 pages), 8 sources, APA, $ 27.95
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Abstract
This paper examines how South Africa's unique cultural, socio-economic, and political situation imposes difficult challenges for labor relations and human resource management. The paper explains that since the end of apartheid, the country has faced the problem of how to bring about substantive equality, including economic equality. The paper then looks at how the new South African government eschewed the redistribution approach, and instead opted to implement systematic and sometimes extreme forms of affirmative action. The paper also points out that a good example of the affirmative action policies the new South African government put in place is the Black Economic Empowerment initiative (BEE), which was established with the Broad Based Black Economic Empowerment Act in 2004. The writer believes that this initiative is a good one from a human rights perspective. However, from a human resources point of view, the challenge of this situation must be that artificially speeding up the promotion of people who have been systematically denied good education for so long, creates a danger that under-qualified people will be in management positions. The paper concludes that the problem of providing adequate training for people who have for so long been excluded from management positions is likely the biggest current problem facing human resources managers, as South Africa continues to change towards becoming a normal society.
From the Paper
"However, despite such descriptions, this initiative does primarily aim to improve the economic lot of blacks - given that it is they who suffer most from inequality. It does this with measures such as legislation and regulation, which aim among other things to put more blacks in management. For example, there is the balanced scorecard, which assesses whether there is sufficient black ownership of companies, sufficient black senior management, sufficient black human resource development and employment equity, etc. These factors are imposed as codes on state bodies, public companies and foreign investment companies. How well companies do on the score card affects vital economic factors, such as whether they are awarded contracts (Alexander, 2004)."
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The Current Nursing Shortage in Canada, 2008.
An analysis of the issues that contribute to the current nursing shortage in Canada.
814 words (approx. 3.3 pages), 6 sources, APA, $ 28.95
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Abstract
This paper discusses the current nursing shortage in Canada. It looks at the issues that contribute to the nursing shortage, such as low pay, poor working conditions and a serious lack of resources. The paper focuses on the issues of recruitment and retention and why these have become problems for the nursing profession. Lastly, it suggests some solutions to improve the current crisis.
Table of Contents:
Introduction
Issue
Historical Perspective
Current Status
Solutions
Conclusion
From the Paper
"The prognosis for the nursing shortage is that it will become much worse while Canada's population is beginning to age. The two issues that need to be addressed are retention and recruitment through multiple changes. Meanwhile, there are positive developments such as the RNAO initiative which will ensure work for every current nursing graduate because of $89 million in funding for 4,000 graduates and similar funding in future years (RNAO, 2007). Such changes indicate that nurses can effectively address the nursing shortage by being assertive and advocating for their profession."
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Making A Difference, 2008.
An outline of methods that may be employed to encourage community service amongst the youth.
1,008 words (approx. 4.0 pages), 1 source, MLA, $ 35.95
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Abstract
The paper describes the thoughts and actions of the writer whose aim it is to and encourage community service amongst his peers. The many techniques that one may employ to do this are described with examples to exhibit how the writer intends to achieve his goals. The paper continues with methods in which youth can participate and benefit by assisting the underprivileged and "making a difference."
Outline:
Introduction
Reframing my assumptions
Benchmarking
Brainstorming
Anticipating potential earthquakes
Conclusion
From the Paper
"Each of us has assumptions we make about the world, different cultures, societies, and our workplace, to name a few. There are certain things we are aware of that we have a personal or stake in, however, we may miss other important opportunities by being overly self-reflective. "Reframing, then, is a process of thorough, active, practical analysis and implementation of leadership theory" (Telford 15). It is the process of taking those assumptions and finding differences and opportunities that will actually make a significant difference. Taking those assumptions and reframing them is reflective, however, it is aimed outward and not solely toward the self. The 15% principle is part of this reframing method and represents the goal of making a major difference by at least 15%. It is a source of incremental, yet transformational change that can lead to new and exciting action opportunities."
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IKEA Case Analysis, 2008.
This paper analyses IKEA's ongoing struggle to prevent its suppliers from using child labor and discusses recommendations for positive change.
1,683 words (approx. 6.7 pages), 1 source, MLA, $ 54.95
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Abstract
This paper is an analysis of IKEA's struggle with suppliers to prevent child labor. The first child labor accusations directed at IKEA came in 1994, however, although IKEA has designed a code of conduct, internal controls, and third-party audits as a way to abolish child labor in its supply chain, this paper states that IKEA's suppliers are still employing child workers. Specifically, the paper discusses Venkat Industries' recent failed audit in which it violated occupational safety measures, mandated overtime, and was using child labor. Furthermore, the paper asserts that Kaisa Mattson, the head of compliance in south Asia, is faced with the decision as to whether or not to terminate Venkat Industries. Either decision carries new issues for IKEA involving its profitability, reputation, and whether it should continue its efforts to manage child labor, which this paper also goes on to discuss.
Outline:
Economic Factors
Non Economic Factors
Alternatives
Recommendations
From the Paper
"IKEA also faces the dilemma that its code of conduct clearly states that child labor will not be tolerated. Other suppliers have been terminated for substantiated cases of child labor in the past, and being more lenient with Venkat shows that the IWAY Code of Conduct doesn't apply for every company. Terminating the working relationship with Venkat Industries gives a strong message to IKEA's other suppliers: if it will terminate a major supplier on grounds of child labor, no companies are safe.
"IKEA has an internal standard it must uphold to sustain its reputation with employees and suppliers. Job 9 and the IWAY have been clearly described to employees and suppliers. These are objectives the company with which needs to remain consistent. Still, the education of employees and the public is also needed to ensure they understand IKEA's strong hand in eliminating child labor. The IWAY has led IKEA towards its current involvement in the fight against child labor, which therefore puts IKEA in a position to terminate Venkat Industries."
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Human Resources Strategy, 2008.
This paper looks at the importance of human resources strategy and different relevant options available.
1,945 words (approx. 7.8 pages), 5 sources, APA, $ 61.95
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Abstract
In this article, the writer examines the importance of the human resources strategy and looks at the necessary steps to formulate such a strategy. The writer then discusses human resources (HR) strategy, how to align the HR strategy to the business strategy and why and how best to do this. Furthermore, the writer describes the need for scanning the environment, the challenges in doing so and also the environmental factors that impact an organization. In addition, the writer discusses the different aspects of HR planning that encompass job analysis, forecasting, demand for human resources in an organization and the internal and external labor supply in the same organization. Finally the writer looks at the strategic options available to meet the necessary shortages or excesses in the workforce. The aspects discussed in this section are downsizing and restructuring, mergers and acquisitions, outsourcing and strategic international human resources management.
Outline:
Abstract
Introduction
Importance of HR Strategy
Aligning HR with business Strategy
Environment Scanning
Evaluation of HR programs and policies
HR Planning
Job Analysis
Forecasting
Human Resources Demand
Labor Supply
Strategic Options
Downsizing & Restructuring
Mergers & Acquisitions
Outsourcing
Strategic International HRM
Conclusion
From the Paper
"In order to formulate an effective HR strategy it is essential to scan the environment the organization operates in. In this section we will be discussing the sources and methods used to scan the environment, the challenges involved, and environment factors."
"There are many different sources and methods that can be used to scan the environment. Publications, professional associations and professional consultants are some of the most popular sources used. Trend Analysis, Delphi Technique and Impact Analysis are some of the techniques that are very popular when scanning the environment."
"The inability to accurately predict the future is one of the main challenges of environment scanning. Isolating the critical from the insignificant is another challenge.
"There are many environment factors that can impact an organization. Some such factors are economic, technological, political, legislative, demographic, social and cultural factors."
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Age Discrimination and Downsizing, 2008.
Looks at the connection between age discrimination and company downsizing.
2,350 words (approx. 9.4 pages), 9 sources, APA, $ 72.95
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Abstract
This paper explains that, when downsizing in order to cut costs is considered necessary by a company's management, older employees and managers tend to be targeted for termination of employment in far greater percentages than younger employees and managers. The paper then points out that proving there is a connection between downsizing and age discrimination can be difficult to achieve in a court of law. The paper also explains that age discrimination can be concealed by offering other justifications for terminating employment. Examples of age discrimination law cases are cited with the paper.
From the Paper
"It requires courage, but older workers have to stand up for themselves when they are discriminated against. The worst thing to do is to remain silent. Remaining silent just condones age discrimination and encourages employers to discriminate in the future against other older workers who deserve better than to be cast aside. Workers who believe they have lost their jobs because of age discrimination should get in touch with the nearest office of the Equal Employment Opportunity Commission within one-hundred and eighty days."
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Privacy in the Workplace, 2008.
Looks at the way technology in the workplace is invading employee privacy and affecting employers.
4,145 words (approx. 16.6 pages), 6 sources, MLA, $ 111.95
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Abstract
This paper explains that technology is often thought to increase employees' productivity, simplify work and make workplaces better; however, technology in the workplace also robs employees of privacy and employers of profits when it is misused by employees. The paper points out that experts believe that a certain amount of investigation about and surveillance of employees is necessary to manage a successful business operation. The paper then explores how much investigation and surveillance is too much and how can employees protect their privacy in the workplace. In addition, the paper offers a compromise position, which balances employer needs against employee rights, to the benefit of both groups.
Table of Contents:
Abstract
Introduction
What is Personal Information and Privacy?
Employee Point of View
Advantages for Employees
Disadvantages for Employees
Negative Impacts on Workers
Employer Point of View
Why is Surveillance and Monitoring Necessary?
Surveillance can Increase Productivity
Too Much Surveillance can Hinder Productivity
What Types of Technologies are Available to the Employer?
How Can Employees Protect Their Privacy?
Common Ground
Conclusion
From the Paper
"Many employees are uneasy about this monitoring. They may wish to keep their financial situation private, or may not want the employer "to know their savings patterns" or that they are going through a divorce. Many employees are especially sensitive about their health information; a concern recognized by P.I.P.E.D.A., which outlines the types of health information it covers. Sexual orientation is another area some employees consider sensitive and wish not to disclose to the employer."
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Gender and Technology, 2008.
This paper discusses the issue of gendered careers and the role of technology.
1,686 words (approx. 6.7 pages), 7 sources, APA, $ 54.95
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Abstract
In this article, the writer notes that one of the greatest changes that has impacted working conditions and careers has been the advent and rapid growth of technology. This massive change has also impacted women workers. The writer discusses that one might have expected that technology would have had a primarily positive impact, given that technology reduces the importance of brute physical strength, and that this is the only variable in which most women have any intrinsic disadvantage, relative to most men. However, the writer maintains that in general, technology does not seem to have been to the advantage of women. The writer argues that technology has had a negative impact on women workers and their careers. This is due not to technology itself, but rather to persistent, sexist stereotypes about what is "natural" for men and women.
From the Paper
"Sim and Yong blame this gender-based polarization on gender-based socialization and stereotyping that negatively impacts women's education and skills training. While this is at last declining, it still functions to prevent most women from gaining the career benefits from technology that are available to so many men."
"When it comes to higher level jobs, and especially jobs that are in high-tech fields such as computerization, medicine, science, and engineering, there appears to be a widespread trend for sexist perceptions about women's abilities to function as a bar that prevents most women from benefiting from the career opportunities opened up by new technology. For example, Whitney notes that women in medicine are still subject to discrimination with regard to admission to medical school, residency selections, appointment of faculty, and advancement. Indeed, Adams argues that medicine has been characterized by active hostility towards the incursions of women physicians, as has dentistry."
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Employment Law and Dismissals, 2008.
A case study analysis of five candidates for dismissal by FastServe and the employment law that relates to each case.
1,393 words (approx. 5.6 pages), 4 sources, MLA, $ 46.95
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Abstract
This paper outlines the major aspects of employment law that need to be considered by an organization. It bases its discussion primarily on a case analysis from a simulation based on the company, FastServe Incorporated. The simulation presents five candidates for dismissal and examines major areas of employment law and the legal implications surrounding dismissals.
Table of Contents:
Introduction
Regulatory Circumstances: Understanding Employment at Will & Collective Bargaining
The Agency Principle
Legal Risk and Business Risk
From the Paper
"In conclusion, as shown from the simulation, employment law and the auspices surrounding the issue are expansive. The legal issues in the workforce stem from hiring, interviewing, dismissals and all aspects of labor activities. Employment risk plays a major part within this overall area. As shown from the simulation, it coincides with all legal issues in the workforce and even outlines aspects of the principal-agent problem studied in economics. Nevertheless, its understanding is important to the sustainability of an organization as is clearly outlined for FastServe."
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Labor in America, 2008.
An analysis of the change in the relative bargaining power of factory and industrial workers from the 1800s to the present day.
1,242 words (approx. 5.0 pages), 2 sources, MLA, $ 42.95
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Abstract
The paper explains the reasons for the relative bargaining power of American workers in the 1800s and the decline of this power in the latter half of the 19th century. The paper explores what then changed in the 1930s until 1946, by which time the nation was thoroughly accepting of labor unions. The paper goes on to discusses why, from that time to the present, there has been a steady decline in union membership until today.
From the Paper
"There are a number of ways to analyze the change in the relative bargaining power of the factory and industrial worker from 1946 to the present day. One method would be to understand the relative scarcity, as represented by the movement in real wages, of the factory worker from 1800. At that time, the US was growing fast, immigration was relatively low, and European capital continued to pour in to the US during the entire 19th century in order to chase better returns and stronger growth than on the Continent. American productivity climbed as capital poured in, partly due to the universal education that was part of the founding principles of the United States."
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Brain Drain in Africa, 2008.
This paper looks at the "brain drain" phenomenon in Africa.
705 words (approx. 2.8 pages), 3 sources, APA, $ 25.95
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Abstract
The paper discusses how the "brain drain" is accelerating in the era of globalization, due to the United States' immigration policy and the better opportunities professionals find abroad. The paper relates that this results in much of Africa having a dearth of doctors, scientists, technicians, corporate executives, university graduates and other people needed for a country's economic and social development.
From the Paper
"The United States is a magnet for people all over the world, as can be seen by the problem of illegal immigration. One of the tenets of those supporting legal immigration is that used in the right way. Immigration can assure that the best and the brightest are selected and that the U.S. can in this way enhance its supply of technically trained workers. One problem with this approach is that it causes a "brain drain" in other parts of the world as those best able to help in their own country are siphoned off to the United States. This issue can become a concern in the country of origin, and it has been noted that Africa is suffering because of the policy; the region's best educated are emigrating to the United States at too high a rate."
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Gender Wage Gap, 2008.
This paper discusses gender differences in wages in Canada.
3,558 words (approx. 14.2 pages), 7 sources, APA, $ 99.95
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Abstract
In this article, the writer explores the female-wage differential in Canada by focusing on the empirical research and methodological structures used to explain what accounts for the wage differential. More importantly the paper focuses on the literature that has explained this trend and how the literature has changed or incorporated analytical tools that are useful to the overall theoretical framework of female-wage differentials in Canada. The paper is organized to present empirical studies that differ in terms of modeling frameworks and with a focus on methodological differences throughout the literature. The writer concludes that even though as time progresses the female-male wage differential narrows in Canada, it is still a persistent problem and the literature will continue to change and use new methods to estimate and understand the female-male wage differential.
Outline:
Introduction
Literature Review: General Overview
Empirical Studies and Development
Comprehensive Analysis from Drolet
Conclusion
From the Paper
"Many studies that focus on the Canadian labor market focus on the factors that affect the human capital investment in that environment, but the theoretical development is still based on the human capital explanation.
"There is extensive literature that uses the auspices of the marginal revenue productivity theory to explain how differences between men and women as it relates to education, experience, hours of work, occupation, and other institutional or structural factors affect the female-wage differential. This type of analysis has been used to explain country or region specific wage differentials because of the use of large cross-sectional data sets that can determine differences in the labor force composition within that particular country or region."
"Typically the female-wage differential models have focused on estimating different functions for males and females."
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