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Coping with Job Stress, 2008.
A descriptive account of the problems of stress and how it is affected in a work situation.
1,445 words (approx. 5.8 pages), 10 sources, APA, $ 47.95
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Abstract
The paper defines the problem of stress and looks at how it is affected in the workplace. The paper then relates that, in spite of the difficulty researchers encounter in measuring stress and tracking the healthcare costs of stress, its negative impact on the work environment has long been recognized in business. The paper also relates that, despite the limitations of research about stress, the research has provided some insight as to what employment conditions create the most negative stress, and what types of stress employers should strive to reduce to optimize productivity.
From the Paper
"However, measuring stress can itself be a source of stress for researchers. A problem with measuring stress is "that it cannot always be seen," especially during its early stages when "most employees will suffer in silence. [Although] this does not mean that employers can or should do nothing," it may mean that a lack of response on the part of employers is not necessarily due to callousness fashion ("Stress in the workplace," 2007, Clarion, Ltd). It can be difficult for researchers to calculate the amount of stress workers experience at any one point in time, or over the course of a typical work day or year. Because the potential costs of work-related stress to an employer as well as the employee are so great, including the cost of absences, disturbances in production, creativity and competitiveness, reduced effectiveness of employees suffering from work-related stress, punitive legal fines if workers injure themselves on the job, and awards of damages from the courts arising from personal injury claims, employers often wish to reduce workplace stress and address its causes, but are not always able to do so nor measure its impact in a clear fashion ("Stress In The Workplace," 2007, Clarion, Ltd). "The price tag for indirect and direct costs associated with both undiagnosed and treated depression in North America is $60 billion, according to the Centre for Addiction and Mental Health in Toronto."
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Child Labor in a Global World Market, 2008.
An analysis of the exploitation of child labor in the global world market.
1,024 words (approx. 4.1 pages), 3 sources, APA, $ 36.95
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Abstract
The paper discusses the issues and age limits for employing child labor and highlights the situation in many third world countries. The paper also notes that American manufacturers have not advocated on behalf of the children being exploited, to help bring about changes that improve the lot of the children in foreign markets. The paper discusses the issues involved and concludes that, while there are no easy solutions to the problem, a world-wide social conscience by which to guide industry and consumers in advocating on behalf of the exploited children, is progress that could be meaningful to the future generations of children in these countries.
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From the Paper
"There is a gap that must be closed between the reality of child labor and the laws that govern the exploitation of children for purposes of labor in underdeveloped nations, and between the western perception of child labor and exploitation. The existing gap is one that has to be closed by acknowledging that it would not be a good idea to attempt to initiate a radical change in the child labor practices in third world countries. It must be acknowledge that child labor, at this point in the development of third world nations, is essential to the survival of the family unit. Also, that there will in fact be at least the current generation of children and perhaps one or two following generations of children that will not be well educated, or even educated at all, as a result of their exploitation for labor. However, it should be realized, too, that preventing them from working would not necessarily mean that these children would otherwise be educated. That is the first part of the gap that must be closed in the western perception."
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Race, Gender, and Work, 2008.
This paper analyzes the book "Race, Gender and Work: A Multicultural Economic History of Women in the United States" by Teresa Amott and Julie Matthaei.
1,630 words (approx. 6.5 pages), 1 source, MLA, $ 53.95
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Abstract
The purpose of this paper is to introduce and analyze the book "Race, Gender and Work: A Multicultural Economic History of Women in the United States" by Teresa Amott and Julie Matthaei. Specifically, it discusses why the analysis of women's work in terms of race, class, and history is essential to the study of contemporary work issues.
From the Paper
"This liturgy is repeated throughout American history through Chicana women, Black women, European immigrant women, and Asian women. White men created the societal rules, and women had to conform to them. In the contemporary workplace, these male-dominated rules still largely govern hiring practices and jobs available to women. This actually began in the 19th century when it became more common for people to seek wage-work rather than providing for themselves on a farm or other family business. Many men began to work outside the home, leaving the tending of home, family, reproduction, and other responsibilities to the women at home, of course unpaid. Most of the companies hiring men (and some single women) were owned by white male capitalists, who hired a majority of men in their factories and offices. Women that could not afford servants took on more responsibilities, while the entire American culture began to revolve around home, hearth, and the women who maintained this domesticity."
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Government Workplace Motivation, 2008.
Explores employee motivation at the Center for Disease Control (CDC) and its National Center for Health Marketing (NCHM).
3,655 words (approx. 14.6 pages), 8 sources, APA, $ 101.95
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Abstract
This paper describes the structure, mission, change and employee problems of the Center for Disease Control (CDC) and its National Center for Health Marketing (NCHM). The paper points out that, to motivate employees, it is essential to develop systems, which create environments where individuals can look at the many tasks ahead of them and be engaged and empowered, which is the clear key to motivation of the workforce, in and out of the public sector. The paper also points out that allowing government employees a stake in decisions by employing techniques, which stress employee engagement, enablement and integrity, is crucial.
Table of Contents:
Introduction
Statement of Problem
Review of Literature
Analysis
Solutions
Reflection
Appendix 1: CDC NCHM Leadership
Appendix 2: Key NCHM Activities
From the Paper
"Lastly, Trahant stresses the importance of fostering integrity, especially in the public sector, where much of the public opinion, with regard to bureaucratic integrity has waned as popular media frequently emphasizes integrity failings within the existing and past systems, marking it as the reason for countless misappropriation of funds, as well as in other failings to the public. Without this aspect of motivation, and the existence of high levels of integrity within the system there is a clear sense that the government will continue to be curtailed in efforts to provide public services."
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Non-Commissioned Officers (NCOs), 2008.
Looks at the rank structure and respect for non-commissioned officers (NCOs) in the U.S. Army.
1,010 words (approx. 4.0 pages), 4 sources, MLA, $ 35.95
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Abstract
The paper explains the origin of the non-commissioned officers (NCO) corps of the U.S. Army and outlines the nine categories of NCOs from corporal to command sergeant major. The paper relates that NCOs have the feel of the "pulse of the unit" because they work closely with the enlisted personnel. The paper also relates that the officers rely on the NCOs to get things done and maintain discipline among the troops. In addition, the paper asserts that even if the ultimate command and responsibility rests with the officer, the officer should heed the counsel of the NCOs.
From the Paper
"The Officers Corps of the United States Army or any military establishment for that matter is known as the "brain of the organization." It is where leadership and command responsibility at its ultimate is exemplified. Be it the lowliest officer candidate to the general officer, officers form the core not only of leadership and command but the overall management of the military structure as well. At the bottom rung of the "totem pole" are the enlisted personnel who form the bulk of the army or military organization."
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Case Study: The Nurses and the Union, 2008.
A look at why nurses working for Happy Trails are considering joining a union.
1,780 words (approx. 7.1 pages), 3 sources, APA, $ 57.95
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Abstract
This paper explains that the Happy Trails nurses believe that they need to join a union to improve their benefits and working conditions and to protect themselves from management shifting from higher paid nurses to lesser paid LPNs. The paper then points out several steps that are recommended for any group forming a union. The paper also makes suggestions to management on how to handle the situation. Lastly, the paper discusses labor practices relating to unionization that must be observed to remain within the law.
Table of Contents:
The Nurses
The Management
Labor Practices
From the Paper
"Employers can defend themselves against unionization to a degree by following rules allowing the employer to impose rules governing the solicitation of employees and the dissemination of information by and to employees. The employer may prohibit all solicitations by employees during working time and not during the employees' nonworking time, and the latter would include time when employees are on breaks. Employers also may put a stop to the distribution of literature by employees both during working time and in working areas, but the employer cannot do so not in nonwork areas, such as where the employees gather during breaks."
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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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Requirements for a Motivated Employee, 2008.
A discussion on the requirements of employers and employees to provide a balanced and motivated work environment.
3,538 words (approx. 14.2 pages), 17 sources, APA, $ 99.95
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Abstract
The paper states that employers and employees have expectations from each other: Employers have standards of the type and nature of work that they can expect from their employees and the employee expects to be financially rewarded so as to maintain his standard of living. The paper concedes that a good relationship is achieved only when these needs are balanced and there are no perceived discrepancies. Further, the paper continues that employers hire individuals based on the skills and the capabilities that they can bring to complete a given task, with the understanding that an individual who is constantly growing and developing, is an asset for both the company and society as a whole.
Outline:
Discussion
The Role of Organizational Culture and Structure
Effectiveness of Performance Management and Appraisal System
Conclusion
From the Paper
"Different organizations use different methods to evaluate employee performance and determine how rewards are handed out. Some of the factors that are evaluated at the employee review stage are--knowledge of work, quality and quantity of work performed, cooperation and team involvement, problem solving, communication, problem solving and attendance and punctuality. The goal of conducting a review is to judge in an un-biased manner if the performance of the employee matches the goals and objectives of the organization.
Organizations use performance measurement in different arenas--from financial planning to contingency planning and management to quality issues. (Presswire, 2004) Performance measures can be used by organizations to understand and analyze the issues facing the organizations and provide viable solutions for the issues. (Barrington, 2004) A brief review of some of the most common performance review methods are discussed below along with the effectiveness and the shortcomings of this concept in general."
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Empowerment, 2008.
An examination of what empowers employees to do the best they can for their company.
1,522 words (approx. 6.1 pages), 10 sources, APA, $ 50.95
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Abstract
This paper discusses the importance of employee empowerment to the growth and success of today's organizations. The author explains that empowerment begins with management and then discusses ways in which managers can motivate and empower employees. The writer concludes that improvement in people management requires more research to be conducted on how to motivate the motivators and empower those who are supposed to empower.
From the Paper
"Most employees who come aboard a company have already been with another organization. Therefore, they are not starting out without any power. A company must find ways to build on the empowerment that people already have achieved. In this case, employers do not have to instill power, but rather eliminate the barriers of fear, negativity and exclusivity that prevent their people from practicing self-determination. Fear removes the employees' self-assurance, negativity eliminates their self-worth and inhibits the desire to pursue challenging tasks and exclusivity or authoritarianism and secrecy blocks work participation (Geisler, 2005; Sherman, & Hadjian, 1995). In many cases, employees have already gained their own personal power through past success and struggles. Organizations need only ensure the culture and work processes are free of barriers that cause powerlessness."
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Alternative Dispute Resolution, 2008.
A look at the role mediators can play in employee dispute resolution.
1,052 words (approx. 4.2 pages), 4 sources, APA, $ 36.95
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Abstract
This paper illustrates how effective in-house or outside mediators can be in resolving disputes between labor and management in large organizations. The paper specifically focuses on the dispute between General Motors and the United Auto Workers regarding the generous pensions and health care settlements to retirees and current workers that were bankrupting the firm. The paper explains the resolution that was worked out between the two parties and notes that, as a result of the mediation process, it was revealed that the two parties had more in common than might be originally perceived, as both GM and the UAW knew that if GM had to declare bankruptcy, GM's workers would lose even more.
From the Paper
"During the one recent example of very public labor negotiations between General Motors and the UAW, GM told the representatives of the United Auto Workers union that generous pensions and health care settlements to retirees and current workers were bankrupting the firm. Although the UAW resisted, GM threatened that if the company went bankrupt the suffering of working and retired GM employees would be even greater, as they would lose everything. Eventually, under a deal conducted through formal, mediated negotiations the union agreed that GM's health-care costs for union members, retirees and their families would be increased, and employees agreed to pay more for their health care and benefits, in exchange for an agreement with GM that kept some of the original benefits intact. "
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