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Understanding Developmentally Challenged Workers, 2006.
An analysis of difficulties in hiring developmentally challenged workers.
970 words (approx. 3.9 pages), 7 sources, MLA, $ 34.95
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Abstract
The paper identifies some of the potential problems a company may have in hiring developmentally challenged workers, and makes recommendations for addressing those problems. It assesses corporate obligations under government regulations. The writer concludes that there is a place for handicapped workers in the business world, under certain conditions.
From the Paper
"When it comes to integrating, training, supervising and empowering the more developmentally disabled, one mistake that could easily be made is to separate them, and isolate them from the rest of the work force. It is important that company guidelines, an employee handbook of regulations, and a staff meeting resolve the problems when a developmentally disabled person is hired and assigned to a specific group or division. The goal must be to create an effective work environment. Yes, some supervision may initially require lengthier training and adjustment time, but the eventual goal of any company willing, able, even anxious to give developmentally challenged workers an opportunity is to create an atmosphere of "human value management". "Human value management can be described in one short phrase: create value through and with people." (Fitz-Enz, 1990, p. 45) It must be clearly understood by managers, supervisors, as well as "ordinary" workers, that developmentally challenged co-workers are not being given job opportunities merely out of charity. They are able and willing to contribute. They are not "dummies", perhaps only slower to learn and adapt. It is important to communicate to every worker that these people were hired because they can contribute, but may need some help in "getting up to speed". It would be a good idea for the Human Resources Department to appoint one staff member to meet with the developmentally challenged workers on a regular basis as a means of listening to their problems, trying to solve them, and to praise them for valuable contributions to the overall product or services output. More than others, these workers need reassurance and the knowledge that management cares about their feelings, their problems, and their accomplishments."
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Employee Privacy Rights, 2005.
This paper explains that, with the rise of technologies in the workplace, employers are continuously finding new ways to monitor their employees on the job.
1,495 words (approx. 6.0 pages), 4 sources, MLA, $ 49.95
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Abstract
The paper relates that, while employers certainly have the right to expect an honest day's work of their employees, employees should have the right to have a certain amount of privacy on the job; most Americans assume that they have a constitutionally guaranteed right to privacy: This is not the case. The author points out that, while monitoring phone calls may be one of the oldest ways in which employers infringe on workplace privacy, by far the most prolific is through the computer terminal even with software, which allows employers to monitor the keystrokes of their employees or the amount of time the computer terminal is idle. The paper stresses that most employees are unaware it is happening because of the clandestine way in which employers have imposed many of their monitoring techniques.
From the Paper
"It is also important for employees to keep in mind that their work-related e-mail is not private. As with the computer terminal itself, because the employer owns the e-mail system, they have every legal right to review the contents of all e-mails sent across it. This includes incoming and outgoing e-mail. Furthermore, this e-mail monitoring does not stop with work-based e-mail accounts. Employers may also have access to private web-based e-mail accounts and instant message communications used by the employee from the work terminal such as accounts through Yahoo and Hotmail. No employee should assume that simply because the account is not owned by the employer, that they do not have a legal right to pour over personal e-mails and instant messages. As deplorable as it is, several lawsuits regarding this very issue have been decided in the employer's favor, including cases against Nissan, Pillsbury, and Epson."
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Workplace Safety and Insurance Board, 2006.
Workplace Safety and Insurance Board- the issues surrounding it.
1,250 words (approx. 5.0 pages), 4 sources, MLA, $ 42.95
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Abstract
The topic of this paper is WSIB (Workplace Safety and Insurance Board). The paper identifies the reference groups and analyzes their various information needs. The paper discusses issues pertaining to principles and working of WSIB. The author also includes an examination of existing alternative forms of workplace insurance currently in use.
Introduction
Working of WSIB
Principles of WSIB
Conclusion
From the Paper
" Each employer has the right to fight an employee's WSIB statement. Therefore, for instance, an employee might have a front injury when was caused on the job. The employer may say that the wound was caused by the hockey rink or on a road accident. So therefore, in any contested state where there is a lawful question of how the damage happened, the injured worker is supposed to be given the benefit of the doubt."
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Employee Training, 2006.
A review of employee training in the service industry.
3,750 words (approx. 15.0 pages), 7 sources, MLA, $ 103.95
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Abstract
This paper looks at the methods of and motivation for employee training in the service industries, such as hotels and restaurants. The paper begins with an exhaustive overview of the term training, including a detailed recitation of Carter McNamara's six-point rationale for training in "Employee Training and Development: Reasons and Benefits." The author also provides background information about the importance of good trainers and training techniques. The paper then looks at specific case studies, including the Hilton Hotels, to understand how and why companies train their employees and to evaluate their success.
From the Paper
"One of the most important aspects of employee training is the cost involved, a cost that needs to be recovered when the employee becomes an effectively contributing member of the organization. The problem is that in spite of the fact that most companies spend less than $1,500 a year on employee training, it is a cost nevertheless and causes some concern among management regarding how long an employee will remain within the organization once the training is complete."
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The Cause of High Turnover, 2006.
An analysis of two articles about the causes of high turnover.
1,060 words (approx. 4.2 pages), 3 sources, MLA, $ 37.95
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Abstract
This paper discusses two similar articles, which analyze that the highest turnover in the labor market today is in the youngest end of the workforce from ages 18 - 25 years. The paper compares the two articles and their opinions on this specific demographic cause of high turnover. The author also comes to offer a personal criticism on the two articles and their slanted and lacking viewpoints.
From the Paper
"Leo in his piece lands squarely on the demographic itself blaming it for its inability to commit to and stick with any sort of employment. However Mr. Leo, what sorts of jobs do you think these young people with only high school education's have to look forward to. It's flipping burger in one fast food joint for eight hours or more then rush to another low end job for six to eight more hours of back breaking work just to meet their rather meager and slim needs. Can this be blamed on the youth? One should think not."
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Cognitive Psychology and Aircraft Technicians, 2006.
Examines how cognitive psychology applies to the occupation of aircraft technician.
4,447 words (approx. 17.8 pages), 23 sources, MLA, $ 116.95
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Abstract
How does cognitive psychology apply to the real world, most especially how does it apply to a specific occupation, that of the aircraft technician/mechanic? To answer these questions, this paper examines the meaning of cognitive psychology and the various psychologists who shaped this theory. The paper then explores the skills and duties required to be an aircraft technician.
Paper Outline:
Introduction
What is Cognitive Psychology
Early Twentieth Century
Reemergence Of Cognitive Psychology
The Aircraft Technician's Skills and Duties
How Does Cognitive Psychology Apply toward Understanding the Aircraft Technician's Job?
Conclusion
Bibliography
From the Paper
"Not only must an airplane mechanic know about airplanes, but also he or she must be able to multi-task on a regular basis. An airplane mechanic may be a specialist in airplanes or even certain types of airplanes but the occupation itself requires that the individual have a number of skills and be able to use any one of them at a moments notice. For instance, an airplane mechanic must be able to start and run aircraft in order to perform operational tests using live aircraft engine power. He or she must be able to both tow and service the aircraft. In order to do this, the mechanic must have passed specific licensing requirements."
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Contribution Pay, 2005.
This paper explains that contribution pay is a better employee motivator than performance-related only pay schemes.
1,445 words (approx. 5.8 pages), 3 sources, MLA, $ 47.95
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Abstract
This paper explains that contribution pay, which is a relatively new concept, combines elements of both performance and competency based pay schemes by recognizing employee achievements and competencies: (1) Employees are paid based on not only their individual job performance but also on their knowledge, skills and attitude, (2) pay is based on an employee's contribution and not just the set goals at hand and (3) employees can be judged on their merits rather than judged solely by a manager's personal discretion. The author points out that, aside from contribution pay, non-monetary incentive schemes also are effective ways of motivating employees because they might not tend to spend money on those rewards, such as travel and parking places, out of their own pockets. The paper relates that contribution pay, non-monetary rewards and a higher general pay are based on natural motivators such as recognition, peer pressure and obligation to work hard; however, ultimately, motivating employees comes down to good management and fair treatment because employees often reflect their environments.
From the Paper
"Being hired at a higher salary motivates employee performance in the sense that an employee knows that they will lose a secure position if they are not productive contributors. There is no added pressure of having to meet certain output or sales goals to achieve more money. The financial rewards are already there. All one has to do is meet managerial expectations to maintain their already high status. When an employee exceeds expectation, they are usually rewarded with an annual raise. Furthermore, an employee whose only concern is their salaries based on "units sold" or "numbers met," cannot focus on bigger issues. Those paid the higher salaries can focus on developmental issues, customer service and look at the overall goals of their company as a whole."
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Sleep Deprivation and Professionals, 2005.
Examines how lack of sleep affect professionals such as firefighters, doctors and those in the military.
4,783 words (approx. 19.1 pages), 13 sources, APA, $ 122.95
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Abstract
Firefighters, military personnel and doctors have some of the most challenging professions in the world. As these honorable heroes fight to save lives, they often do so at the expense of one of the vital necessities of life, adequate rest. But does this affect their reactions, skills and performance in their absolute life or death duties? This paper discusses and analyzes the physical and mental affects of sleep deprivation, focusing primarily on how sleep deprivation can make skilled professionals' performance in these essential positions suffer. It is the contention of this paper that sleep deprivation has the near equivalent affect of being legally intoxicated.
Paper Outline:
Introduction
Physiological Affects
Sleep Deprivation and Emergency Personnel
Doctors
Firefighters
Case Study
Conclusion
Bibliography
From the Paper
"As stated, people find concentration, creativity, physical activity, as well as disease recovery (immune suppression from sleeplessness) more difficult as they become more sleep deprived. The body's reaction to sleep deprivation is to turn off certain essential functions of the brain, resulting in lessened efficiency in most life tasks. The question that remains is how do professionals in life saving and emergency positions deal with sleep deprivation, and why have officials not yet emphasized the importance of sleep for job function, as they have drugs and alcohol?"
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Unemployment, 2005.
This paper discusses, from a global perspective, unemployment and its effect on an individual's well-being.
2,655 words (approx. 10.6 pages), 7 sources, MLA, $ 79.95
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Abstract
This paper explains that unemployment is a big problem not only because people go on welfare and other state assistance but also because it can cause depression and other serious health problems for individuals who cannot find a job. The author stresses that mental and physical health problems make finding employment even more difficult and sometimes result in permanent unemployment; however, the health system has been providing little assistance to the unemployed population. The paper relates that health providers or counselors need to be trained in the general practice management of the health problems of unemployment including risk factor assessment and management, support for the family and referrals to appropriate community resources, specialist medical services and government and non-government services and programs including employment and training services.
Graphs.
From the Paper
"As was already noted, unemployment also affects mental health. "Men aged 35-60 years who became unemployed had higher levels of depression and anxiety than those who remained employed... Furthermore, when unemployed people find a job, their mental health improves." There could be several reasons for this. First of all having a job means more people, which may result in meaningful friendships, and ultimately a support group. Everyone needs a support, someone to listen to them, even if they think they are the strongest mentally. Friends are very important to anyone's well-being. Next, it could be because being employed means you have something you can do and you are good at it. I believe when someone is good at something, it will increase their confidence."
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Disclosing HIV Status to an Employer, 2006.
An overview of laws governing the employment of people with HIV and how these affect their medical care.
773 words (approx. 3.1 pages), 3 sources, MLA, $ 27.95
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Abstract
This paper discusses the laws regarding the employment of peoples that are HIV positive and how those laws impact their lives regarding medical care. In particular, the paper discusses the role that the health organizations, Medicare and Medicaid, have in providing care to people infected with HIV or AIDS. The paper concludes that Medicaid plays a critical role in the lives of individuals with HIV/AIDS and will continue to do so more as the population of individuals grows.
From the Paper
"There is no legal obligation to disclose HIV status to an employer unless it in some way affects the way job abilities are performed. The reason why is that HIV cannot be transmitted through casual contact at the workplace. There are exceptions to this rule, including professions such as surgeon or emergency room nurse, where someone could be exposed to your blood. The law does not require an employer to be sympathetic; disclosure can result in disappointment."
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Sweatshops, 2006.
Examines how certain U.S. companies exploit globalization by using cheap labor in third-world countries.
3,184 words (approx. 12.7 pages), 5 sources, MLA, $ 92.95
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Abstract
Since the 1960s, apparel production has continued to shift away from organized workforces toward a younger and more exploitable labor pool, especially in Asia, Latin America and Eastern Europe. The paper shows that the wheels of globalization, which are helping drive this trend, pick up momentum when cash-strapped governments entice large corporations by offering incentives such as the blood and sweat of their own people. Brand names like Nike, Wal-Mart's Kathie Lee Gifford, and the Gap have become synonymous with images of young women working in "sweatshop" conditions throughout the world. Indeed, reports of first-hand testimony from a number of people who have lived and worked in such conditions as well as documentation from sweatshops around the world provide ample proof of these conditions. This paper provides an overview of how some companies in the United States have violated the fundamental human rights of its workers overseas in an attempt to improve their corporate bottom lines, and discusses the possible consequences of the globalization process in the future.
Paper Outline:
Introduction
What is A Multinational Corporation?
Trends in Globalization and the End of Nationally Based Cultures
Advantages of the Internet and Telecommunications for the Multinational Corporation
How Multinational Corporations are Exploiting Workers
Conclusion
Works Cited
From the Paper
"The greed demonstrated by Nike and other megacorporations which have exploited workers throughout the world is a short-term view of a global marketplace though. Beyond the overwhelming social and cultural issues at play (man should not exploit man as a natural law), it only makes good long-term business sense to provide better working conditions and wages for a company's workers overseas. As the standards of living improve throughout the world, the marketplace for everyone's good and services will increase proportionately. It is not inconceivable that some day soon, the people all over the world would enjoy a comparable standard of living, with the fundamental needs of mankind being met by the improvements in technology and overall increase of resources by virtue of this enhanced marketplace."
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Quality Management and UK Welfare System, 2006.
A discussion of Dr. W. Edward Deming's management theory and how it could be used by the British Welfare to Work Program.
1,455 words (approx. 5.8 pages), 3 sources, MLA, $ 48.95
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Abstract
This paper investigates the underlying principles of Dr. W. Edward Deming's management theory, the "System of Profound Knowledge," to determine whether the managerial leadership properties of this theory represent a paradigm shift in current management leadership theory. The paper then describes how Deming's theory could be used by the Benefits Agency in Britain in establishing a modern welfare state.
From the Paper
"Today, thousands of leaders in organizations throughout the world are applying his methods. They are certain that application of his principles is necessary for future economic and social progress. The Deming management method accomplishes exceptional long-term performance for organizations through the creation of value for customers and an organizational environment of continual improvement which reduces waste; enhances productivity; lowers costs; and generates higher profits, stability and long-term growth."
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