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Interpersonal Conflict, 2005.
A discussion on how to manage interpersonal conflict in the workplace.
2,801 words (approx. 11.2 pages), 11 sources, APA, $ 83.95
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Abstract
This paper examines how managing interpersonal communications and conflicts in the current workplace environment calls for a skillful blending of traditional management communications skills and recognition of the changing nature of the workplace, and of the variety of employee situations within it, from on-site to remote work. It looks at how in addition to the new characteristics of the workplace such as the technologies that demand faster decision-making than ever before, there are also traditional problems as yet unsolved, among them the attitude toward older workers, workplace harassment and sexual abuse. This paper attempts to shed some light on all of these issues, proposing the best general role models for managers to follow in dealing with them.
Outline
Managing Interpersonal Conflicts
How Conflicts Usually Arise
Aspects of Relationships in the Workplace
Recognizing Sexual Harassment in the Workplace
Characteristics of Strong Manager/Employee Relationships
Conclusion
From the Paper
"Managing interpersonal conflicts would seem to be central to any manager's job. One can do it by draconian measures-threatening to dismiss workers who are habitually engaged in conflict-or one can do it by understanding the causes of conflicts and addressing each instance appropriately (which might, of course, result in dismissal at times.) In order to understand how conflicts arise and how to address them, managers need to realize, first and foremost, that employees are not automatons. Every employee, whether his or her work is mainly with other employees or with a combination of other employees and the company's customers or clients, will be performing not only physical and mental labor, but emotional labor as well."
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ABC Widget Company: Employee Handbook Privacy Section, 2005.
A look at how the ABC Widget Company has addressed the issue of employee privacy rights in the work place.
1,005 words (approx. 4.0 pages), 4 sources, APA, $ 35.95
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Abstract
This paper presents the ABC Widget Company's handbook on employee privacy rights. The privacy rights issues addressed in the handbook include the following: The rights of workers to personal privacy in the workplace, information technology and email privacy, and expectations and requirements of ABC for its employees in the exercise of their duties and responsibilities in the workplace.
From the Paper
"In the Age of Information, there are increasing concerns being voiced about what can legitimately be expected to be kept private, and how these issues affect employees' rights in the workplace. According to Hayden, Hendricks and Novak (1990, most adults spend approximately one-half of their waking hours in the workplace today, and it is therefore not surprising that employment practices affect a broad range of privacy rights. With the sole exception of polygraph ("lie-detector") testing, there are not many areas of workplace activities that are addressed by the U.S. Constitution or national privacy laws. As a result, employers in the United States have a great deal of flexibility in collecting data on their employees, regulating their access to personnel files, and disclosing the contents of employee files to those outside the organization. Besides the issue of personnel files, workplace privacy involves such practices as polygraph testing, drug testing, computer and telephone monitoring, and interference with personal lifestyle (Hayden et al., 1990)."
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Health Promotion, 2005.
An overview of company health promotion programs, their advantages and disadvantages.
8,842 words (approx. 35.4 pages), 53 sources, APA, $ 185.95
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Abstract
This paper examines the growing trend towards companies offering health promotion programs. The paper explains that more forward thinking companies are offering these programs in an effort to help keep medical and other insurance costs down as well as attract higher quality workers. The paper looks at how well the health promotion programs were generally received by employees, why companies were motivated to offer the programs and describes some successful programs that were implemented. The paper further examines the benefits achieved from offering the programs from the perspective of both the company and the employee and identifies possible caveats associated with offering the programs. Finally, the paper looks at how such programs should be designed and evaluated and concludes that the programs are a very positive addition to the workplace.
Literature Review
Employee Receptivity
Company Motivations
Successful Programs
Competitive Advantage
Effects on Employee Health
Health Promotion Programs and Changing Beliefs
Reasons Underlying the Need for Health Promotion Programs
Adding Retirees to the Costs
Interesting Benefit for Company and Employees Both
Benefits for Employees
Work-Family Programs: Staying Competitive in the Labor Market
Caveats
Designing a Program
The Health Promotion Program "Bible"
Evaluating Health Promotion Programs
Conclusion
From the Paper
"There are many reasons for a company to initiate a Health Promotion Program. Among these reasons are keeping other medical and insurance costs low, but also competing in the global marketplace. The literature cites both of these reasons; it virtually ignores the possibility of altruism in the equation, that offering opportunities for employees to enhance their health at work is simply "the right thing to do." As long ago as 1990, The Futurist predicted that companies offering health programs for employees and their families would gain a competitive edge, as reported by the Washington Business Group. It was assumed that such programs would improve the health of current workers as well as attract higher-quality workers (Futurist, 1990, p. 48). The magazine's report also noted that it seemed sensible to do so on other grounds. For example, it noted that 40 to 60 percent of a company's health care costs were created by spouses and children of the employee. "
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Risks of UK Software Outsourcing, 2005.
A paper on the risks associated with outsourcing UK software.
3,300 words (approx. 13.2 pages), 1 source, APA, $ 94.95
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Abstract
This paper presents an analysis of the inherent risk factors in outsourcing programming work from the United Kingdom to other nations such as India. The paper also discusses the various risk management techniques utilized by successful organizations that have outsourced software functions offshore and takes a look at the problem of litigation costs and management, which is considered to be the greatest risk associated with outsourcing.
Introduction
Analysis of Risk Factors
Risk Management Techniques
Litigation Costs and Management
Conclusion
From the Paper
"India has also worked hard to develop the high-tech sectors of its business, providing tax benefits and free federal education and state grants for information technology courses. This, combined with the cheaper labor in India compared to most Western nations, has made India a huge software outsourcing sector. Of course, Indian companies also offer a variety of call center services and other outsourcing, but the bread and butter of the industry has always been software development."
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Illegal Immigration, 2005.
This paper discusses the problems of illegal immigration into the U.S. and explores various solutions.
4,195 words (approx. 16.8 pages), 9 sources, APA, $ 112.95
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Abstract
This paper explains that, although the laws regarding who may and may not legally enter the United States are clear, many illegal immigrants not only enter the United States but also find themselves welcome in some industries such as agriculture, construction and the service industries. The paper points out that, although President Bush has proposed giving legal status to illegal immigrants who can find a steady job, many critics feel that this solves no problems because most jobs held by illegal immigrants, such as in agriculture, are not permanent jobs. The paper recommends a policy, based on sound economic and security reasons not emotion, which encourages illegal workers to begin creating a paper trail regarding who they are and where they live; however, whatever policies are set, they should be carefully analyzed to make sure they don't encourage people to avoid compliance and don't create a new black-market industry for yet another set of forged documents.
Table of Contents
Introduction
Scope of the Problem
Current Public Policy
Possible Solutions
Federal
State
Proposed Changes
Homeland Security
What does the Public Want?
What Should be Done?
From the Paper
"Another option is the "Real ID Act". This law attempts to maintain the country's willingness to welcome people from other countries while watching out for the nation's security. The law would use driver's licenses, asylum laws, a border fence south of San Diego and increased deportation. This law's supporters believe that the combination of open borders and failure to enforce immigration laws make it far too easy for terrorists to enter the country and then disappear. The law would require substantial evidence of both identity and immigration status before issuing either driver's licenses or state identity cards. The cards themselves would be made harder to forge."
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Employee-Employer Relations and Trade Unions, 2005.
An in-depth look at the relationship between management and employees with regard to labor unions.
16,000 words (approx. 64.0 pages), 30 sources, APA, $ 249.95
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Abstract
This paper describes the relationship between worker motivation, or an individual's degree of willingness to assert and maintain an effort towards organizational goals, and employer-employee relations. It examines the relationship between these relationships within labor unions on group norms, conformity and group motivation, within the aspect of human resource management. In examining this relationship, the review of the literature includes a close analyses of five case studies.
Paper Outline:
Abstract
Executive Summary
Introduction
Background of Labor Unions in the US
The Costs and Benefits Analysis of Unions
Human Resource Management in Organizations
Work Group Management
Performance Related Pay and Organizational Performance
Employee Motivation
Review of the Literature
Five Stage Model of Group Development: Methodology Study
Motivation Theory
Content Theories
Process Theory: Cognitive Theories
Goal-setting Theory
Expectancy Theory
Non-cognitive Theories: Behavior Modification
Broad Application of Theories to Labor Unions
Work Groups
Methodology
Statistical Analysis/Studies
Case Study #1
Case Study #2
Case Study #3
Case Study #4
Case Study #5
Analysis of the Research
Bibliography
From the Paper
"In a United States case study conducted by Sandra Black and Lisa Lynch, the relationship between workplace innovations and establishment productivity and wages was examined. Using both cross-sectional and longitudinal data, the researchers found evidence that high performance workplace practices were associated with both higher productivity and higher wages. The research revealed a positive and significant relationship between the proportion of non-managers using computers and productivity of establishments. The results were indicative that organizations that re-engineer their workplace and incorporate more high performance practices experience higher productivity. Profit sharing associated with increased productivity and employee voice has a large positive effect on productivity when it is done in the context of unionized establishments."
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Trade Unions and Disputes, 2005.
A critical examination of the options which are available to workers and trade unions for building more effective outcomes.
952 words (approx. 3.8 pages), 8 sources, APA, $ 33.95
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Abstract
This paper examines how there are several processes that are utilized in successful resolution of disputes which arise between management and workers who belong to trade unions. It looks at how today's processes are more diverse and varied reflecting the workforce profile of today's world.
Outline
Abstract
Statement of Thesis
Introduction
Collective Bargaining
Arbitration Process
Collective Bargaining Advantages
Dialogue: Key Negotiation Tool
Summary and Conclusion
Bibliography
From the Paper
"Collective bargaining is believed to be more advantageous for settlement and such communication to be accomplished through use of dialogue and consensus instead of the generally used "conflict and confrontation" arbitration which relies on a third party opinion in decisions. Collective bargaining is a process inclusive of the representation of the choice, compromise or agreement of the parties directly involved. Collective bargaining seeks a solution agreeable to all involved where as arbitration of the dispute is a situation in which one side wins and the other loses. Instead of the old adage of agreeing to disagree, the two sides of the dispute have agreed that they are in a disagreement that contains an agreed upon method for resolution of that disagreement."
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Women in Corporate Professions, 2005.
Examines the challenges faced by women in the business world.
2,040 words (approx. 8.2 pages), 13 sources, MLA, $ 64.95
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Abstract
The American workforce is increasingly reflecting the changing American demographic. "Minorities" like women and people of color are occupying more management and leadership positions in the business world and corporate America. Their presence has begun to trigger changes in how companies are managed and in the broader areas of corporate culture.
However, in many ways, women in business continue to face unique problems because of their gender. This paper discusses how these difficulties continue to form barriers for women in the business world. The effects of gender stereotypes and expectations can be seen in virtually all aspects of employment - from hiring practices to wages, from chances for advancement to retirement benefits. This paper examines how factors like unequal pay and a male-dominated corporate culture help to ensure that the American corporate world remains largely an enclave of men.
Paper Outline:
Unfair Hiring and Advancement Practices
Gender Wage Gap
Male Corporate Culture
Sexual Harassment
Retirement
Conclusion
Works Cited
From the Paper
"In a study designed to examine double standards in the hiring process due to gender, researchers found that women faced a double set of expectations. First, they had to be able to perform competently and exhibit typical masculine qualities such as "assertiveness." However, particularly when vying for high-status jobs, women are also expected to demonstrate "feminine" traits like empathy and tact. The women who did not have these so-called "feminine" traits were considered less suitable for employment. However, male applicants were not judged based on the presence or absence of these "feminine" traits (SooHoo)."
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Labor Reparations Movement, 2005.
Analysis of an article on the value of the reparations movement in the U.S.
872 words (approx. 3.5 pages), 3 sources, MLA, $ 31.95
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Abstract
This paper examines and analyzes K.J. Carillo's article, "Reparations Movement Looks to Gain from Bush's Goree Island Slip" about what can be gained for the reparations movement in the United States after President Bush admitted that the United States was mindful of the past wrongs it had committed in enslaving stolen people from Africa.
From the Paper
"However, Carrillo does more than simply focus on the "residual value" gained by the reparations movement from what she terms as a slip on President Bush's part. For, she also takes great pains to place in context the significance of Goree Island's notorious "Door of No Return." Carrillo achieves this through descriptions that bring alive the horrors of a place that had witnessed, "human beings...delivered and sorted and weighed and branded with the marks of commercial enterprises and loaded as cargo on a voyage without return." Indeed, Carrillo is unsparing in her efforts to describe the anguish suffered by slaves in societies that prospered by their unpaid labor, while remaining indifferent to their plight."
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Labor Relations in the U.S. Military, 2005.
Examines the U.S. military's "Don't Ask, Don't Tell" policy toward homosexuals and how this leads to strained labor relations.
1,067 words (approx. 4.3 pages), 5 sources, MLA, $ 37.95
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Abstract
The military policy of "Don't Ask, Don't Tell" was developed to be a compromise between those who felt homosexuals should be allowed to serve in the military and those who wished them banned. However, due to multiple international conflicts, such as the war in Iraq, the Pentagon has issued a stop loss order for military personnel and the discharge of openly gay military members has, in many cases, been suspended, by simply ignoring claims of homosexuality or using the loophole that was devised to be able to retain members if needed. This paper examines the topic and shows that this hypocritical waffling is one of the military's biggest labor relations issues that needs to be addressed immediately.
From the Paper
"Although some gay servicemen have been discharged since the United States went to war in Iraq, cases such as Nguyen's and Hill's show that this is not always the case. Not only are military commanders not accepting simply a statement of homosexuality as proof, but also they are relying on the "for the good of the service" loophole to retain homosexual service members as well. As situations in other parts of the world intensify, such as Korea, Iran and Syria, and military troops are spread thinner, it is likely that the "Don't ask, don't tell" policy will continue to be overlooked and the built in loophole utilized more and more to retain all members of the service, no matter what their sexual orientation."
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Organizational Rewards System, 2005.
This paper is a literature review of the relationship of organizational culture and rewards systems.
950 words (approx. 3.8 pages), 13 sources, APA, $ 33.95
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Abstract
This paper explains that, in general, the literature states that an organizational culture, which fosters communication and a collaborative or team oriented environment, is more likely to successful implement a rewards system. The author points out that, in a majority of organizations, the primary factors influencing pay structures include organizational culture, the presence of or lack of performance measurement systems, the organizational design (i.e. whether an organization is hierarchical or more democratically or team based) and the size of a company. The paper suggest that employee compensation and internal pay structure vary according to the profitability of the firm and the degree to which a firm hires more technically skilled the employees, who be compensated at a higher rate.
From the Paper
"Johnson (2000) finds that supervisors perceptions of culture are generally much more positive than employees perceptions of culture, and that for a rewards program to be successfully implemented it is critical that the organizational climate be assessed more from an employees perspective than that of a manager. Johnson further descries the notion that a rewards based system is more feasibly adopted in a democratic vs. a hierarchical work climate where management and labor relations in general are perceived more favorably."
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Outsourcing, 2005.
A discussion about whether global outsourcing of human resources is good for both countries involved.
2,242 words (approx. 9.0 pages), 7 sources, MLA, $ 69.95
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Abstract
Outsourcing of production and service activities from more industrialized and developed countries of the world to the less developed and developing countries of the world is gaining widespread attention. This paper discusses the various benefits and disadvantages of outsourcing on a global level and explains that free trade and globalization might eventually create a global society where standard of living is more equalized and markets are no longer defined by geographical boundaries.
From the Paper
"In a global economy there is an increasing trend of companies looking for cheaper and more effective ways of managing operational costs. The consequence of this strategy has an eventual bearing on final profits that can be generated by an organization. Scottish economist Adam Smith, as far back as the 18th century, first proposed the concepts of free trade. He propounded on the benefits that could be engendered by harnessing the best competitive advantage of any market. A number of variables had to coexist however to make this concept a reality."
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