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Global Outsourcing, 2006.
This well-researched paper analyzes the manner in which the changing global economy has increased the demand for the outsourcing of low cost labor.
2,734 words (approx. 10.9 pages), 16 sources, MLA, $ 81.95
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Abstract
This paper examines the economic motives to the passage of free trade agreements in which trade barriers have been reduced and the demand for low wage labor has increased. As a result, many domestic jobs have been sent overseas while American workers have been displaced. This paper delves into both sides of the labor dispute in which workers argue that the practice of outsourcing is unethical while companies claim the practice is both economical and vital to compete in the global market. This paper examines various solutions to solve the ongoing conflict including implementing a reform system offered by Senator Kerry and detailed in this report. This paper also contains a chart which compares the labor wages in India and America.
Table of Contents:
Abstract
Introduction
Story of a Displaced Worker
American Companies that Use Overseas Labor
The Growth of Free Trade and the Affects on Domestic Employment
The Economic Impact of Global Outsourcing
The Practicalities of Outsourcing to Positions Overseas
How Global Outsourcing Affects Various Parties
Societal Impact
Proposed Solutions
References
From the Paper
"Foreign workers benefit from global outsourcing because they enjoy economic prosperity. For example, since Indian firms only interview at the top 40 universities, a 2003 report by the Indian Technology Trade Association predicted falling demand for professional services by as many as 235,000. However, global outsourcing contracts from companies like the United States have led to the mass hiring of recent Indian college graduates. Their salary is twenty to thirty percent higher than prevailing wages. Such industries that have grown tremendously over the years include: intellectual technology, research and development, telecom, banking, diagnostic, pharmaceuticals, and automotive. Since more disposable income has been created, retail has also grown tremendously. Retail stores such as Tommy Hilfiger and Wal-Mart are expected to open a number of chains within the next several years. These stores will employ more Indians and increase consumer spending."
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Women and the Longshoremen Strike, 2005.
Examines the role of women during the big strike of the longshoremen in 1934.
1,177 words (approx. 4.7 pages), 7 sources, APA, $ 40.95
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Abstract
Following World War I, longshoremen on the West coast of the U.S. were required to go through the company union in San Francisco, which was known as the "blue book" system. On May 9, 1934, longshoremen in every west coast port walked out; they were followed by sailors just days later. The paper briefly examines the events of this strike, culminating in Bloody Thursday. This paper focuses on the role of women during the Big Strike, from active participation (as in the case of Tillie Olsen) to economic and home-life support.
From the Paper
"By doing so, the women helped maintain the men who may have broken much earlier, and enabled them to demonstrate resolve and dedication in conditions that many have compared to a war. Many of these "soup kitchens", were nothing more than women cooking and feeding men out of their back doors. Facing criticism from neighbors who feared that doing so would cause a large contingent of men looking for free meals in their neighborhoods, many simply welcomed the men to come, offering as much food as they could muster under the difficult times of depression."
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The American Work Culture, 2005.
This paper explores the concept of overworking as part of the American work culture.
1,400 words (approx. 5.6 pages), 2 sources, MLA, $ 46.95
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Abstract
This paper relates that in America, even the wealthiest Americans, such as Bill Gates, who certainly do not need to work hard, seem to revel in overwork and even pride themselves on being considered "work-alcoholics". The author points out that, despite the use of technology to do many of the more routine work functions, many people are working longer hours because they want more material goods. The paper explains that another reason for overwork, which is not be mandated by the company, is the competition for a promotion and other bonuses.
From the Paper
"Schumacher is far more concerned with the quality of life- no matter the number of hours increasing or decreasing. As he says: "People are worrying their heads about their standard of living when the world around them, where it really matters, is collapsing." Schor, on the other hand, is not worrying about a standard of living as much as a reduction in working hours. What would be useful, in an updated version of this book, would be to determine what the working people would do with extra leisure hours. Surely, some would do repairs on their homes or cars, mow or seed their lawns, even just relax with a beer and watch TV sports. But, what have we- as a society gained- from increased leisure time."
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The Board of Education's Hiring Practices, 1999.
This paper details the method in which the board of education selects and hires both the principles and superintendents in various school districts.
1,299 words (approx. 5.2 pages), 5 sources, APA, $ 43.95
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Abstract
The writer of this paper defines the role of the school superintendent, which began in the mid 1800s, as an individual who is appointed to be responsible for the day-to-day operations of a number of schools. By 1860, 27 cities with school districts had created what is now known as the superintendent. By the end of the 19th century, superintendents became responsible for the operations of the district, with schools changing from rural farm concerns to heavy industry, the superintendent's role became that of a true professional. This paper also describes the process involved in the hiring of school principals, which is often a more traditional and predictable method than that of the superintendent. Teachers usually taught for several years and eventually enrolled in a university's administrator preparations program. Taking the prescribed courses, filling out an application for an administration certificate and becoming certified teachers, they were then endorsed to become administrators or principals. This paper details the training and experience needed for both positions as well as the bureaucracy and scientific management within in the various school districts which play a vital part in the both the success and failure of these positions.
From the Paper
"There seems to be three roles that are looked for when hiring a superintendent. First, a role changer, one that seems to want to make changes for the better of the school system. Those of the school board that may be change resistant, usually are swayed by the conflict and pressure from the new superintendent, and has but little choice to make the significant changes. Second, is the developer, which takes command and builds programs that are useful, once the resistance to change has been overcome. This type of superintendent is often the one that is very secure in his position for a number of years."
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The Gender Gap, 2006.
This well-researched paper details the gap that still exists between men and women in regards to employment and pay.
3,115 words (approx. 12.5 pages), 16 sources, APA, $ 90.95
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Abstract
This in-depth paper analyzes the available research regarding the existing gap between the sexes in regards to employment and wages. While evidence proves that the gender gap in employment and wages is narrowing, it still has a long way to go. This paper contains relevant statistics and information relevant to employment and wages. This paper examines the various fields of employment where the gender gap is narrowing, including: Education, medicine, law and computer sciences. The writer also delves into the issue of sexual power in the workforce, specifically the sexual power of men over women, which is addressed in this paper.
From the Paper
"One area where the gender gap is narrowing far more speedily than any other is in the education field. For example, there are more females in law school and Med schools than ever before. There are more females entering the Computer Sciences field than ever before. In fact, science, which had always been thought of as a sort of a male preserve, is now enrolling women in Silicon Valley. In British Columbia the Education Minister has asked teachers, principals and other educators to consider their priorities. "The reason: a comprehensive assessment iof the reading and writing skills of 140,000 British Columbia students that showed girls doing better than boys in every category and at every grade level." Nevertheless, of the brighter high school graduates who do not go on to college "70 to 90 percent are girls."
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Cambodian Women, 2006.
This brief yet concise paper examines the current status of women in post-war Cambodia, which has drastically changed for the worse since the wars of the 1970s and 1980s.
1,402 words (approx. 5.6 pages), 9 sources, APA, $ 46.95
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Abstract
This paper explores the widening gap between the sexes in post-war Cambodia. Cambodian women have a long history of playing important public roles and in Angkorian times women served as scientists, astronomers and doctors. However, modern Cambodian society has come to place more value on the woman as a homemaker. This paper details how this situation changed drastically with the wars of the 1970s and 1980s. Many women throughout Cambodia found themselves working outside the home, filling jobs that had been previously occupied by men. Women eventually began protesting their sub-standard working conditions and demanded higher wages. This paper examines the basic needs of women that are not being met by the Cambodian government that strongly believes that boys should be educated, while girls stay home, which accounts for the low literacy rates in girls. This paper also details the various international organizations that are geared towards improving the current conditions for women in Cambodia.
From the Paper
"Over the next decade, the general per-capita income was much lower than in the rest of the region. Almost every rural household depended heavily on agriculture, particularly on wet rice cultivation. Rice has been the basis for most of Cambodia's foreign trade, for its national self-sufficiency and for its national revenues. There have been very few attempts to industrialize the country, and the manufacturing now is not yet extensive or large-scale. Most of the service sector is focused on trading activities. Furthermore, one of the legacies of thirteen years of war has been the ongoing depletion of the Cambodian workforce. Today, however, with a tentative peace, the workforce numbers about 4 million strong, and fully 50 percent of that population is made up of women."
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Satisfied Workers Are Productive Workers, 2006.
This paper examines the results of various surveys as well as a detailed questionnaire which indicate that praise and recognition of a job well done is significantly more important to employees than meeting salary demands.
2,849 words (approx. 11.4 pages), 9 sources, APA, $ 84.95
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Abstract
The writer of this paper contends and proves that worker satisfaction goes far beyond salary demands. Recent surveys indicate that the most important aspect of worker satisfaction is recognition and praise for a job well done. This paper stresses the importance of human resource managers in finding the proper mix to garner satisfaction on behalf of the employee while obtaining efficient and productive results for the employer. This paper contains a detailed questionnaire which was used to interview managers and workers in both the service and production industries, as well as the results of the interviews. Based on the results of the questionnaire, there is a remarkable difference between the service industry and a production facility, which are detailed in this paper. The writer also delves into the issues of women, discrimination and affirmative action in the work place.
Table of Contents:
Introduction
Satisfaction Questionnaire
The Measurement of Satisfaction
Conclusions
Works Cited
From the Paper
"The interviews with "ordinary" workers as well as low-level management were conducted anonymously. There was no mention of name, race, or gender. Permission was sought and granted that the results would be shared with Human Resources Management. Unfortunately, as is often the case, less than 60% of the questionnaires passed out were submitted. Time did not provide sufficient availability of the employees for a "sit-down" discussion. Approximately 10% of the questionnaires, therefore, were filled out during personal, head-to-head discussions. One listened as long as the employee/manager was willing to talk. One thing was obvious, a sort of theme running throughout: in a tight labor market, there is far less loyalty to a company than there used to be. Books on the subject bear this out."
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Unemployment in Europe, 2006.
This paper explores the effects of the free market revolution which took place in the 1980s and the resulting mass of unemployment still plaguing Europe and the former Soviet Union in particular.
2,877 words (approx. 11.5 pages), 3 sources, APA, $ 85.95
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Abstract
This paper focuses on the rising unemployment in Europe. With approximately 35 million unemployed in the industrialized countries and uncounted millions more in the developing world, the issue of joblessness has finally reached the top of the global political agenda. This paper details the results of the free market revolution of the 1980s which consisted of collapsing industrial economies, deepening poverty, homelessness, crime and a rising tide of racism. The writer of this paper contends that unemployment and job creation are finally being given top priority in the global agenda. This paper discusses the various plans and strategies that are being implemented to combat unemployment, including the establishment of job-switching schemes. Job-switching, which has been piloted in Denmark, provides for long-term unemployed people to be trained and educated specifically in order to substitute for employed workers while they are on paid educational leave or vocational training. This well-researched paper contains unemployment statistics and relevant information of various countries in Europe, including Hungary. While unemployment has been in existence in Hungary for only a few years, it has become the main cause of increased social tension. This paper also details the situation in the former Soviet Union, in which the unrestrained free market economics has brought about an economic catastrophe.
From the Paper
"Why not combine the two problems in one solution? This is the basic and simple principle of job-switching: unemployed people take over the vacancies of the employed, while the employed are at the same time engaged in further education. AOF in Denmark had tried out this job-switching model for a couple of years and it has proven to be a success, and the activities are spreading all over Denmark in companies and in the public sector as well, and now all over Europe as well. The main target group for AOF is employed with short education and long-term unemployed. The job-switching model operates with education, training courses and work-experience for the unemployed, before he or she is actually going in to the company in the vacancy. The further education of the employed stresses general and also creative qualification, but also more traditional skills may be part of the further education."
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Occupational Socialization and Organization Change, 2006.
This paper defines and examines the relationship between occupational socialization to organization change in corporate America.
2,842 words (approx. 11.4 pages), 14 sources, APA, $ 84.95
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Abstract
This paper defines organizational socialization as the process through which individuals are transformed from outsiders to participating, effective members of organizations. While organizational change is defined more simply as either down-sizing or reengineering within the corporation, which both constitute the same radical corporate transformation within a business or corporation. The writer of this paper contends that the success of today's organization depends on unleashing and maximizing the talents of its workforce. The overall purpose of both occupational socialization and organization change is to help managers and supervisors achieve better results by identifying when and how to be participative. It is based on the premises that participative management and leadership practices are essential to building commitment. This paper details the various scenarios which require businesses to make drastic cutbacks or structural changes in the set up of the company as well as the reactions from both management and the workforce. Some of the more positive reasons for a company to change are in a shift of how to do business, manage complexity as well as the ability to transcend existing inertia and become more effectively competitive. Some of the more negative effects of change are that it can distract from the basic company goal, changing just to increase team spirit. The writer of this paper discusses several models in organizational socialization methods, including the Schein method which dictates that socialization to higher levels of management includes socialization to more central roles and influence within the organization.
Table of Contents:
What is Occupational Socialization?
Organizational Socialization Techniques
What is Organizational Change?
What Are the More Positive and Negative Aspects of Organizational Change?
What Happens When a Company Decides to Change?
How Does Occupational and or Organizational Socialization Affect Organizational Change?
Occupational Socialization Footnotes and Bibliography
Bibliography
From the Paper
"Some formal socialization techniques include orientation programs, new employee training, and employee handbooks and for on going socialization, job rotation. On the other hand informal socialization may include on-the-job training from a supervisor or coworkers, word of mouth and upending or transformational experiences. One of the better known organizational socialization models is Schein's which states that socialization to higher level of management includes socialization to more central roles and influence in the organization. One informal method of doing this is through personal mentoring. The Schein method describes that some of psychosocial functions of mentoring include role modeling, acceptance and confirmation and friendships."
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The Glass Ceiling, 2005.
This paper discusses issues of the glass ceiling, a theoretical level beyond which women and minorities are unable to advance in the workplace.
1,850 words (approx. 7.4 pages), 7 sources, APA, $ 59.95
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Abstract
This paper explains that major signs of the existence of glass ceilings are that (1) virtually all women have lower mean incomes when compared to their male counterparts and (2) most minority men earn less than non-Hispanic, white men with the same education at the same occupational level. The author points out that specific company actions to avoid being the target of a potential lawsuit are using the neutral systems of merit or seniority based pay and focusing their strategic business plans on achieving workforce diversity. The paper stresses that, to break down the glass ceiling, employers should realize that they need the input of women and minorities in their businesses to better address the changing consumer markets, workplace demographics and competition in today's economy.
Table of Contents
Introduction
Background
Pertinent Employment Laws
Recommendations
Conclusion
From the Paper
"Further, Redwood lists internal structural barriers and business barriers such as: Outreach and recruitment practices that do not reach or recruit women and minorities; corporate climates that alienate and isolate; pipeline barriers that restrict career growth because of poor training, inadequate mentoring, biased rating and testing systems; few or no internal communication networks; limited rotational job assignments that lead to the executive suite and institutional rigidity that deny the fragile family and work balance. Often, qualified people are denied from reaching their full potential because they do not have access to mentoring, developmental assignments, training, and other career enhancing activities."
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