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Ireland, 2005.
This paper discusses the economic labor history of Ireland and compares its workplace profile with Australia.
2,185 words (approx. 8.7 pages), 10 sources, APA, $ 68.95
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Abstract
This paper explains that Ireland has done a remarkable job in creating a vibrant, almost U.S-style economy with abundant well-paying jobs based on the presence of both an educated workforce and foreign investment. The author points out that Ireland's entry into the E.U. helped it to adopt European-style entitlements for its workforce without diminishing its powerful economic growth. The paper relates that the economy of Ireland is similar to Australia's successful economy.
Table of Contents
Birth of the "Celtic Tiger"
Overworked Employees
Entitlements
Australia's Workplace Profile
Conclusion
From the Paper
"Labor force composition in Ireland also points to the possibility of low-paying or precarious employment. Agriculture employs 8 percent of the labor force, industry 29 percent and services 64 percent according to a 2002 estimate by Nationmaster (Nationmaster Web site). Because Australia's rate of employment for lesser educated women-often found in service professions-it would be logical to assume Australia's mix of industries displayed a lower percentage of service jobs. However, the opposite is true. Australia's labor market is made up of 5 percent agriculture, 22 percent industry and 73 percent services, according to a 1997 estimate. Apparently, that does not account for the differences in prospects for lesser-educated women."
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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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Elementary School Basics, 2006.
This paper analyzes the ins and outs of an elementary school in Tennessee, while also focusing on an interview with a K-5 principal.
2,126 words (approx. 8.5 pages), 5 sources, MLA, $ 66.95
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Abstract
This paper details the history, as well as the curriculum, of the McFadden Elementary School, near Nashville, TN. This particular school also provides a magnet program which is geared towards academic excellence, in addition to its standard curriculum program. The writer of this paper discusses the school's accelerated academic programs in the areas of reading, art, guidance, music and physical education. This paper also focuses on the academic benefits of this and other magnet programs. The benefit of this particular program is that it permits the students to go through the regular courses of study, while at the same time they obtain special experiences in the skills of written, oral and visual communications. This paper examines the school's goal of maintaining a high ratio of teachers to students. The writer delves into the various resources made available to this particular school. Each teacher at the McFadden school has an advanced multimedia center, as well as numerous computers stations available for the students. This paper also cites the results of an interview with an elementary school principal in California. This paper explores the difficulties in communication between parents and faculty, as detailed by the principal. This paper discusses the various problems facing the education system today, including the fact that schools are becoming more like businesses, where increasing efficiency is the top priority, above academic achievement.
From the Paper
"The matters which parents have to find out from the students are regarding their friends, and the reason why these other children have developed into friends, and at the same time whether the child considers that he is also a good friend in turn. The next question to be considered is the values that are being taught by the family. This is difficult for many parents to talk to children as their parents keep changing their priorities every day. That is for the comparatively poor students whereas the rich students really do not know what is important for the family. This has to be known to the child. The third serious matter today is regarding the use of drugs, and they have to be restricted to only prescription drugs. Along with this is the use of tobacco as children often see adults smoking outside, but they have to be told that this is not good for them. This has to be clearly told to them. The other problem that the parents have to inform the children is regarding the development from a child to an adult, and this does not happen overnight."
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Emotional Labor, 2005.
This paper discusses emotional labor, the management of feelings by individuals to contain their emotions to create an outwardly pleasant visible facial and bodily display.
1,375 words (approx. 5.5 pages), 4 sources, APA, $ 45.95
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Abstract
This paper explains that the nursing professional has accepted the position of emotional labor but at a high cost to these employees through the emotional and physical strain of containing a person's true conflicting emotional status. The author points out that employees should think that customers are not always right enabling them to process and control their emotions instead of just hiding them. The paper relates that this problem also exists among women lawyers and accounts for their greater degree of burn-out than experienced by men lawyers.
From the Paper
"In certain cases, the emotional labor is called empathy and this is shown by many health-care professionals. They have to engage in emotional labor through deep acting or surface acting for their patients, and these actions are bereft of emotional or cognitive reactions. There is a feeling that physicians are better healers and have more satisfaction when they show empathy to their clients. The physicians should be the first to accept that their work has an element of emotional labor. This requires that they give themselves a practice so that they can empathize with their patients. This sort of a long term and regular training helps the medical students and residents. It also helps in the development of their ability to empathize."
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Employment Laws, 2006.
An examination of the rights of both employers and employees, according to federal guidelines and laws.
1,424 words (approx. 5.7 pages), 5 sources, MLA, $ 47.95
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Abstract
This paper details the crucial role of the Department of Labor in overseeing the rights of the nearly 125 million employees in America. The Department of Labor currently manages in excess of 180 federal laws. It also explores various laws and regulations, which were implemented by the U.S. government to protect both employers and employees such as the Fair Labor Standards Act (FLSA), which imposes standards for wages and overtime pay. This paper also delves into the laws that protect employees against various forms of discrimination including those related to age or physical handicap.
Outline:
Fair Labor Standards Act (FLSA)
Wages and Hours
Workplace Safety and Health
Workers Compensation
Civil Rights Act, 1991
Age Discrimination in Employment Act (ADEA)
Employment Verification System
Equal Employment Opportunity Commission (EEOC)
Instance of Employment Protection Provided in the State System but Not by the Federal System
From the Paper
"The Department of Labor is empowered to recover back wages, either through administrative action or by way of Court action, in case of employees who have been paid less in infringement of the law. Infringement might attract either civil or criminal action. Penalty up to $11,000 per instance of infringement might be assessed against employers who infringe upon the child labor provisions of the law and up to $1,000 per infringement against employers who intentionally or frequently infringe upon the minimum wage or overtime provisions of pay. This law bans discriminating against or discharging workers who report a complaint or take part in any proceedings under the provisions of the Act."
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Discrimination, 2006.
This paper examines the issue of discrimination in the workplace.
1,018 words (approx. 4.1 pages), 4 sources, MLA, $ 36.95
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Abstract
The writer of this paper discusses the discrimination case of the Waffle House vs. Scotty Baker. Baker was fired from his job at the Waffle House due to a physical handicap which resulted from a car accident. This paper examines the role of the Equal Employment Opportunities Commission (EEOC) in this particular case. The EEOC claimed that the Waffle House had violated the Americans with Disabilities Act when they fired Baker due to his handicap. This paper delves into the legal aspects surrounding discrimination in the workplace as well as the EEOC's active involvement in cases of discrimination. This paper also notes various laws and statutes relating to this particular topic.
From the Paper
"Individuals who do not have an accommodation at the place of filing may even inform the EEOC office so that the needed facilities can be provided. This accommodation is in terms of language interpreter, print materials, etc. The arrangement is for non-federal employees and the employees of the federal government should see the Federal Sector Equal Employment Opportunity Complaint Processing. The information required for filing a complaint is the name, telephone number, and address of the individual who is complaining. The same information for the employer, employment agency or union that has done the discrimination is also required along with the number of members, if known. A short description of the supposed violation has to be provided along with the dates of the supposed violation."
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Group Dynamics, 2006.
Discusses an hypothesis relating to conflict resolution.
1,664 words (approx. 6.7 pages), 6 sources, APA, $ 54.95
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Abstract
This paper examines the hypothesis that a thorough and systematic approach to conflict resolution, coupled with a through understanding of team building, will reduce conflict in the organizational team setting.
This work presents some ways that developing groups can be used to reduce or even eliminate conflict scenarios. In addition, the report also presents methodologies for managing conflict.
From the Paper
"Throughout the third stage of team building to reduce conflict, teams begin to come together to form the early stages of team or group dynamics. This bonding goes a long way to helping teamwork because attitudes and preconceived ideas are released and the team begins to think as one unit as opposed to many individuals. Some cliques that may have formed in the initial stages begin to dissolve and the team members come to rely on each other as well as beginning to open up to each other. At this point, the notion of exchanging problem data works well because the group learns to find solution for almost any new problem and the team also raises the level of creativity as each person appreciates being in a group."
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Industrial Relations, 2006.
An overview of the history of Australian industrial relations.
1,359 words (approx. 5.4 pages), 7 sources, MLA, $ 45.95
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Abstract
An examination in chronological order of the major events in Australia industrial relations and both Federal and State from 1980 to the present. Each event will be described and the objective stated. It also analyzes the impact of each on the construction industry.
Outline
Statement of Thesis
Introduction
Industrial Relations 1980s to Present Both Federal and State
Collective and Enterprise Agreement Advantageous Aspects
Research the Security of Payments Act N\SW, 1999
From the Paper
"In the making of an effort of promotion on increased security an effort of seeking the promotion of increased security in relation to payments to the construction industry contractors, subcontractors, consultant and suppliers. This is only a small part of the role of Government in support and promotion of behavior that is ethical within the industry with the key change. (Rights and Responsibilities 2005) Standard reflective clauses are stated as, "These clauses are being used in contracts for government-related work, whereby payment periods and other clauses in the contract with the client are reflected in all sub-contracts for work on the project." NSW Department of Industrial Relations (2005)"
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Discrimination in the Workplace, 2006.
This in-depth paper analyzes the issue of discrimination in the workplace, while supplying a comprehensive evaluation to key issues relevant to this topic.
3,067 words (approx. 12.3 pages), 7 sources, MLA, $ 89.95
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Abstract
The writer of this well-researched paper contends and explains why discrimination in the workforce is a growing problem that has affected thousands of organizations, large and small operating in today's global marketplace. This paper defines discrimination in the workplace as any type of behavior, action, belief, value or attitude that impacts another individual in a negative manner, that is based on one's racial identity, gender, sex, disability status, age or some other personal factor. This paper cites the many laws and acts that have been enacted to protect individuals from various forms discrimination. The most basic law that protects employees from discrimination on the job is Title VII of the Civil Rights Act of 1964, which prohibits job discrimination on the basis of race, skin color, age, gender, religious belief or national origin. The paper also details the impact of affirmative action in the workplace. Depending on the organization, affirmative action is necessary in an environment where one population or subgroup of people has been continually underrepresented or disadvantaged. This paper analyzes the impact these laws have on human resource departments. Human resource departments have an obligation under the law to inform all employees of their legal rights relating to discrimination in the workplace.
Table of Contents:
Introduction
Discrimination
Discrimination Laws
Affirmative Action in the Workplace
Human Resources and Discrimination
Conclusions/Recommendations
References
From the Paper
"Affirmative action may be necessary in an employment environment where one population or subgroup of people has been continually underrepresented or disadvantaged. It truly depends on the organization. It can be a means of protecting certain classes or groups of people and ensuring that everyone in the workplace is afforded the same access to employment and the same employment opportunities. It is not designed to be a form of reverse discrimination. There is adequate evidence suggesting that discrimination still exists in the workplace. Until discrimination is completely abolished and is no longer an issue, a need for affirmative action programs and other programs geared toward eliminating inequities continues."
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HRM's Best Practices, 2006.
This research paper consists of an exploratory analysis of the current trends in the field of human resources in order to define what exactly these emerging trends are in this particular area.
1,468 words (approx. 5.9 pages), 6 sources, MLA, $ 48.95
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Abstract
This paper defines the field of human resources (HR) as the gatekeeper of an organization, the deciding force that enables gainful employment should they deem an individual qualified to participate in an organization's family. The writer of this paper also analyzes how these new trends will impact the structure of human resource management in the future. This paper discusses the importance of HR in today's workforce, which is more globalized in nature. The writer contends and explains why more complex interactions require HR representatives to recruit well-educated and diverse employees capable of operating in a rapidly changing environment. This paper asks and answers the following questions: What are the current emerging trends that are impacting the function and role of HRM practices? How are these trends defining organizations? What strategies are being adopted by organizations to address the needs of a rapidly changing and dynamic workforce?
Table of Contents:
Introduction
Background to the Problem
Significance of Study
Preliminary Literature Review
Methods
Data Collection
Results
References
From the Paper
"Whereas in times of old HR departments were concerned with payroll and health insurance, today human resources departments typically consist of several different areas including: labor relations, benefits, payroll, workers compensation and recruitment. Part of this is due to an increasing need for more flexible benefits for employees. More and more there is word of positive changes in organizations as a result of emerging trends and changes in HRM practices. There are several emerging trends in human resources deserve further investigation including flexible work scheduling, health and wellness programs, on site daycare's and even improved retirement benefits."
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