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Is Wal-Mart Good for America?, 2008.
This paper evaluates if Wal-Mart is beneficial for America from the perspectives of its social and community impact, economic impact and political impact at the local level.
2,505 words (approx. 10.0 pages), 8 sources, MLA, $ 76.95
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Abstract
The paper discusses how Wal-Mart's dominance in retailing is attributable to the company's extensive supply chain, its ability to gain suppliers' lowest pricing in exchange for selling their products through its extensive retail chain of stores and superstores and its ability to keep wage and operating expenses low. The paper explores the social and community, economic and political implications. The paper concludes that Wal-Mart is good for America and has become the retailer of choice for the struggling middle class, yet it does extract a price for the value it delivers.
Outline:
Introduction
Social and Community Impact
Economic impact
Political Impact
Conclusion
From the Paper
"Wal-Mart's impact on the social systems and communities on a local level is already significant and becoming more pervasive. With this impact comes the responsibility to manage their corporations' many strategies, initiatives and plans with foresight as to their impact on social systems and communities as well. Despite claiming they have a commitment to ethical corporate behavior and support at the community level, even going as far as to create a (Global Ethics Office 2), the company's track record in terms of lessening the quality of life for retailing workers has been empirically proven (Freeman, 38) and (Drogin, 45)."
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Employee Ethics, 2008.
This research paper discusses employee ethics and looks at how to change the ethical culture within the organization.
2,200 words (approx. 8.8 pages), 5 sources, APA, $ 68.95
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Abstract
The writer of this research paper explains that employees of the company in this work have been observed by a fellow employee who has noted unethical issues in the workplace and specifically that employees are not honest with one another or with customers and moreover, recently employees of the company have sold products and services with known flaws. The writer points out that the company's decision-making appears more focused on avoidance of reprimands than on pursuing the 'right' or ethical behavior. The researcher has spoken with the company CEO concerning this issue in the organization with the CEO asking the researcher in this work what might be done to improve the situation. The writer justifies the need for the ethical response of employees and organization and secondly develops and defends measures that would be effective in bringing about an improvement in the organization's ethics and ethical decisions. Finally, this work also explains how the ethical climate of the company might be improved.
This paper includes figures.
Outline:
Statement of the Problem
Purpose of the Study
Importance of the Study
Methodology
Literature Review
Findings of the Study
Recommendations for More Research
From the Paper
"The findings of the foregoing review of literature include the finding that ethical behavior in an organization does not 'just happen' but is intentional, incorporated, integrated, disseminated, communication, and woven into the very fabric of the organizational culture. Ideologically, ethics are demonstrated by those in leadership roles and younger employees are able to follow by the examples set in leadership. Ethics are existent or absent in an organizational culture are rarely in reality in what is commonly known as the gray area of what is acceptable. Ethical or unethical behavior is interwoven into every nook and cranny of the organization including purchasing, and sales, upper, middle and lower management levels. Ethical behavior either 'is' or 'is not' within the organizational behavior framework. Changing of the ethical culture of an organization requires training older and younger employees differently and requires individualization for different types of individuals in the organization. The findings that are considered key in this review of literature is as related that ethical behavior integrated into the organizational culture through leadership role models in ethical behavior. Finally, this work has reviewed the roles of Top- and Middle-management in supporting ethical behavior in the organization's culture as well as has this work related the roles of supervisors, coworkers and employees toward changing the organizational ethical culture."
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Nike Manufacturing, 2008.
This paper discusses operations and manufacturing at the Nike company.
854 words (approx. 3.4 pages), 1 source, MLA, $ 30.95
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Abstract
In this article, the writer notes that Nike has for years now been subjected to harsh criticism for the poor working conditions in the firms it contracted across the globe to manufacture its products. The writer discusses however, that their role in these conditions is only limited. The writer maintains that in this particular sense, the foreign organizations are Nike's partners, not their employees; they have the choice to accept or deny the poor conditions; they have the possibility to speak their mind and make more demands; the American company did not force them to work nor did it impose these conditions. Therefore, the writer maintains that the main players to be blamed are the administrators and managers in the foreign companies, for they are unable to protect their employees, and not the American corporation.
From the Paper
"In regard to the working conditions, Nike should implement those that stand and are legal within the country where the secondary companies activate. The main purpose of contracting foreign workers is that of lower personnel expenditures, and if they were to implement the U.S. policies, they might as well work with American contractors.
"In Indonesia for instance, the average worker in a Nike contractor earns double the mean wage as compared to an Indonesian farmer. In these circumstances, it is rather unfair to criticize the company that offers its employees more money than those earned by the average individual. It is also true that the wage is extremely low as compared to the American requirements, but then again, the plant operates based on the Indonesian laws, rather than the U.S."
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Understanding the Family Medical Leave Act, 2008.
An analysis of the purpose and limitations of the Family Medical Leave Act (FMLA).
2,626 words (approx. 10.5 pages), 8 sources, MLA, $ 79.95
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Abstract
This paper analyzes the Family Medical Leave Act (FMLA) of 1993. It discusses the purpose of the law and how it has assisted employees who are eligible for it. The paper looks at who the law applies to and what conditions it guarantees, as well as what provisions it makes. Finally, the paper discusses the limitations to FMLA's coverage.
From the Paper
"Although the FMLA is very specific and the DOL has clearly explained provisions of the law, it has been the subject of some controversy. In Nevada Dept. of Human Resources v. Hibbs, 538 U.S. 721 (2003), Hibbs, an employee of the Nevada Department of Human Resources sought leave under the FMLA to care for his wife. His request was granted, but the Department eventually informed Hibbs that his leave was exhausted and told him to return to work. Hibbs failed to do so and was terminated. Hibbs sued the Department, seeking monetary damages for interfering with Hibb's exercise of FMLA rights. The Supreme Court determined that state employees could recover monetary damages in federal court for a State's failure to comply with the FMLA. This was an important holding because the Eleventh Amendment generally bars suits against the states in federal court. However, the Court determined that when Congress specifically intends to abrogate Eleventh Amendment immunity, it can do so, and that it did so in the FMLA. Given that one of the purposes of the FMLA was to end gender-based discrimination in the taking of leave, that motive was substantial enough to end Eleventh Amendment immunity."
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Absenteeism in the Workplace, 2008.
An analysis of the problems caused by absenteeism in the workplace and how the problems can be minimized for organizations.
1,014 words (approx. 4.1 pages), 5 sources, MLA, $ 35.95
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Abstract
This paper discusses workplace absenteeism, which is defined as unscheduled employee absences from the workplace. It describes the different types of absenteeism that exist and the problems that it causes, such as how it cuts into a company's efficiency, profitability and sometimes even workplace harmony. The paper then discusses how businesses can deal with the issues that affect the organization negatively.
From the Paper
"Stress is another area that managers may feel intimidated trying to tackle. The triggers for stress are unique to each person, and may be entirely out of the managers' control. While firms can focus on major stress factors that directly stem from the workplace - physical environment, workplace uncertainty, manager/worker and worker/worker conflict - firms may feel powerless to deal with other stress factors that cost them money.
"Slowly, managers are coming to grips with this complex and costly problem. Workplace wellness programs are being developed, and larger firms are developed comprehensive solutions incorporating personal issues, stress, preventative health and workplace environment. As the problem becomes understood in greater detail and the systems and theories to manage it are developed more fully, much of the reluctance and trepidation amongst managers to tackle the problem will subside."
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Employee Retention, 2008.
This paper provides a research proposal to assess whether financial and other incentives influence the retention of highly performing, desirable employees.
895 words (approx. 3.6 pages), 22 sources, APA, $ 31.95
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Abstract
In this article, the writer notes that there appears to be much controversy in the existing literature over the extent to which financial incentives may be an effective tool in employee retention. In particular there are employees with certain desirable characteristics which companies are particularly interested in retaining. The paper presents a research proposal to assess whether the use of financial incentives is effective as a tool for retaining these desirable employees. The paper explains that the study will be comprised of a self-reporting questionnaire which will consist of two sections. The first section will collect data which will allow for the segregation of respondents into two groups based on possession of highly desirable or less desirable employee characteristics. The second section will collect data relating to the importance of financial incentives to the employee when considering remaining with the company. The writer concludes that it is anticipated that the study will demonstrate that financial incentives are a useful tool in retaining high performing and desirable employees.
Outline:
Abstract
Proposed Title
Research Problem
Research Aims
Anticipated Outcome
Proposed Methodology
From the Paper
"The findings of Trank and colleagues (2002) were that individual pay-for-performance schemes were potentially most effective amongst high achievers. As these high achievers are likely to also be the most desirable employees which a company would wish to retain this then would suggest financial incentives to be an effective tool for retention. Rynes and colleagues (2003) suggest that this is related to the concept that financial incentives may function as a motivator due to an individual being driven by the desire to have a salary which is larger than that of their peers. Rynes suggests that it is the differentiation of pay which is actually the largest motivator for this reason. This then would suggest that high salary alone is not sufficient for retention of desirable staff, but that differentiation according to achievement is crucial. Rynes argues that high achievers would not wish to work in a company in which achievement is not recognized through reward. This would then imply that any company which does not engage in pay-for-performance schemes is likely to lose desirable employees to a company which does operate with financial incentives."
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Organizational Development during Mergers, 2008.
This research paper discusses organizational development (OD) impact on cultural change during mergers and acquisitions.
21,289 words (approx. 85.2 pages), 138 sources, MLA, $ 249.95
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Abstract
This paper reviews the evolution of organizational development (OD) from its earliest years to its much wider present state, ending with its ability or lack thereof to address today's specific issues. The field of OD has had many ups and downs, including a rise in the 1960s, a downturn in the 1970s, and its recent updating into many forms. The current broader definition of OD suggests that it may be continue to play a role if it can alters enough to assume strategic roles in organizations to focus on core values to resolve problems that have been avoided or ignored over the years. This paper conducts a systematic review of relevant literature on OD and develops a theoretical framework concerning how OD can relate to changes that occur with mergers and acquisitions and culture.
Table of Contents
Chapter One: Introduction
1.1 Overview
1.2 Problem Definition
1.3 Research Objective
1.4 Research Questions
1.5 Research Methodology
1.6 Data Analysis Method
1.7 Thesis Structure
Chapter Two: Literature Review
2.1 Introduction
2.2 Background of the Telecommunications Sector and Job Satisfaction with Management
2.3 Overview of Motivation/Job Satisfaction Framework
2.4 Cases
Chapter Three: Research Design and Methodology
3.1 Introduction
3.2 Problem Statement
3.3 Research Objective
3.4 Methodological Framework
3.4.1 Major Research Question(s)
3.4.2. Minor Research Question(s)
3.4.3 Limitations
3.6 Data Analysis Methods
Chapter Four: Data Analyses, Findings, and Discussion
4.1 Descriptive Analysis
4.2 Discussion and Findings
Chapter Five: Conclusion, Recommendations, and Further Research
5.1 Conclusion
5.2 Recommendations
5.3 Further Research
Bibliography
From the Paper
"There are many trends when it comes to employee motivation and compensation, because big business has determined that money is not the only thing that employees want. Instead, these employees are motivated by different things. It used to be that everyone assumed that employees wanted more money, and they could do any job forever, as long as they were given periodic raises and/or bonuses. In other words, the employer assumed that money was all that mattered to these people that worked for the company. However, employers eventually began to realize that praising employees made them smile, and having a casual day once a week for employees that worked on-site at the company made employees more relaxed. In addition, giving more freedom to employees that work in the field as part of an outside sales force also helps to keep them motivated."
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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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