Abstract
This paper discusses the above article which recognizes that the pace of new developments, especially technological, requires employees to constantly develop their skills. The paper points out that cost can be a problem, especially the cost of the employee's time. The author feels that for the program to be effective, the individual characteristics of the organization need to be taken into account.

From the Paper
"The first good point made is that e-learning can be tailored to the organizations needs. The area that staff are trained in does not depend on the curriculum of a local college. Instead, the organization can determine what it wants employees to learn and how long it should take. The organization is not governed by class times. Instead, the organization can set any time for learning. This allows flexibility in both the time required and the content delivered. With this ability to tailor the material, the organization can make the best use of training time. Efficiency is important in all aspects of business, including training. E-learning makes training efficient by allowing the organization to train employees in the areas that are most important. As well as that, the flexibility means training time can be scheduled as it best suits the organization."

Tags:technology, skills, cost, time, organization

Abstract
Over the past few decades, there has been a dramatic change in the way that businesses and courts approach dispute resolution. Businesses are now encouraged to resolve disputes by alternative methods, such as mediation and arbitration, rather than take all disputes to court.
This paper shows that effective dispute resolution is vital to the reputation of businesses, as well to the growth of trade and investment. Many methods of dispute resolution attempt to resolve conflicts that do not involve an alleged violation of law. This paper discusses Alternative Dispute Resolution (ADR) which refers to any form of mediation or arbitration and their use in resolving disputes and is largely used amongst companies worldwide to resolve business disputes. The paper shows that many ADR approaches are very flexible and include early neutral case evaluation, facilitation, conciliation, mediation, arbitration, negotiation, or any other dispute resolution method that may be appropriate for a particular dispute. The paper looks at the reasons behind the increasing popularity of ADR including the fact that a growing number of legal mandates require the use of mediation and arbitration to resolve disputes.

From the Paper
"Companies around the globe have used arbitration and mediation to settle a variety of disputes. For example, in the United States, arbitration and mediation are often used to settle labor disputes that are rooted in conflicting interpretations of existing employment contracts, construction disputes between general contractors and subcontractors relating to construction damage claims, or between contractors and owners relating to the nature of work and payment clauses in employee contracts, and shareholder disputes concerning the valuation of stock in closely held companies (Riskin, 1997, p. 277-279)."

Tags:evaluation, ombuds, Interstate, Commerce, Act

Abstract
Conflict resolution suggests reduction, elimination, or termination of conflict. This paper explains how managing conflict however, involves designing effective strategies to minimize the dysfunctions of conflict and maximize the constructive functions of conflict. It looks at how this approach has even been shown to enhance the learning and effectiveness within organizations.

From the Paper
"With the world in the midst of a "war on terrorism" few would disagree with Tidwell's view of conflict and the need to win rather than resolve differences in the appropriate circumstances. Many victims of the Bali bombing have recently watched their perpetrator receive justice and perhaps feel they have had a win in some small way despite their great losses. Tidwell's view however, falls short of offering a way forward for other situations of conflict, where winning may not be in the interests of others or even the individual themselves."

Tags:management, resolution

Abstract
This paper defines performance appraisal and comments on its value to any organization. Various methods of performance appraisal are described in detail and common errors made by appraisers are also discussed.

From the paper:

?In an increasingly competitive global market place, organizations are dedicated to continual individual and organisational improvement. Performance appraisal is considered to be an important tool in accomplishing this improvement. In a study conducted by the American Productivity and Quality Center and Linkage Incorporated several organizations declined to participate in performance appraisal research as they believed their performance appraisal system to be a source of competitive advantage. One executive compared the revealing of his organization?s performance management strategies to Coca-Cola supplying their recipe.?

Tags:human, management, resource, organization, research, behavior

Abstract
The paper describes three Human Resource Development functions and their importance for successful absorption into a job for a new employer. The writer presents these three functions and examines each one in detail. The paper looks at the importance of a successful human resource department in any business and for worker satisfaction.

From the Paper
"The use of effective training and development systems can provide a source of competitive advantage to Australian organizations. As well as ensuring individual employees have the required skills to perform their current job role good human resource development strategies can increase productivity and employee job satisfaction, while decreasing absenteeism and staff turnover (Schuler et al 1992). Australian organizations have fallen behind many developed countries in the amount resources allocated to training and developing their workers. For example in 1990 Australia spent only 1.2% of it's Gross Domestic Product (GDP) on training and development as compared to 5.6% in Japan (Smith 1998). If Australia is to compete in the New World global economy it needs a plan to have enough sufficiently skilled workers across a variety of industries."

Tags:satisfaction, employment, company, worker, skill, industry, job, role, training

Abstract
This paper describes the recruitment process beginning from the decision to recruit through to the orientation of the new employee. The author describes this process in a generic form but focuses on specific requirements and difficulties faced by small business. Various methods of advertising, interviewing and assessing applicants are discussed. Recommendations for small business are also made.

From the paper:

?Recruitment of the right people is important to the success of any business large or small. Making the wrong decision when recruiting employees can prove to be a costly exercise. Small business is at a distinct disadvantage compared to larger organizations when seeking to hire new staff. Small businesses are not just smaller versions of large organizations; they have their own specific needs, less money, less time and less expertise when it comes time to recruit. Yet good recruitment decisions are even more critical for small businesses where one poorly performing worker has a large impact.?

Tags:interview, business, human, management, resource, small, employee

Abstract
This essay is written in an Action Plan format "For implementing an improvement to customer service levels in an organization;" and it comprehensively covers all the necessary areas that involves Customer Service within an organization. The essay is based on an organization, where a lot of information is revealed about the organization to create a greater feel for its operations and employees: two organizational structures (before and after change are implemented) are also revealed. The problems are explained in full, and analyzed, strategies for change are created and an implementation processes is included.

Tags:business, improving, marketing, sales

Abstract
This paper discusses how group dynamics are central to the effective functioning of the work group. It shows how by understanding the group processes which affect people's roles in their place of work, is an understanding of the three major aspects of groups: managing conflict, communication and trust linked with social interdependence. It reviews these three concepts in turn and shows how although some groups struggle with a new structure, the future lies in achieving good communication, managing conflicts (including the hidden agenda) and developing healthy relationships, which will lead to trust and social interdependence. The success of a group rests not only with these but also with the group members as individuals and their ability to achieve a fuller harmony and healthy balance on the physical, psychological, spiritual and social level.

From the Paper
"A conflict situation within groups can be seen as an opportunity to grow, however it can also contain risks to the healthy state of a group. It is not the presence of conflicts but the way they are managed, which determines whether they are a positive or a negative force within a group (Johnson & Johnson, 2000, p.381). Martin Luther King postulated in 1964 (and the sentiment applies to small groups as much as large): "Mankind [sic] must evolve for all human conflict a method, which rejects revenge, aggression, and retaliation. The foundation of such a method is love." Many groups spend considerable time trying to reach agreement which "satisfies our needs and meets our goals" (Johnson & Johnson, 2000, p.383). Conflicts arise in groups over the relevance of agenda. One group member may comment that he/ she is not interested in a specific program being organized by someone else."

Tags:communication, conflict, dynamics, interdependence, trust

Abstract
This paper deals with workplace stress from many perspectives. It starts with the modern definition of stress using stimulus and response. It also examines the various causes and consequences of stress. The consequences, measured in both quantitative and qualitative terms, are analyzed from the viewpoint of employers and employees. Lastly, the paper explains why managers are concerned with workplace stress.

From the Paper
"Stress is an everyday occurrence in one s life. It is the wear and tear on one s body caused by pressures and problems one experiences in day-to-day life. In general, stress is perceived to be an unpleasant effect that has a negative impact on performance. However, research showed that stress is not entirely bad (Hellriegel, Slocum & Woodman, 1995). In fact, depending on an individual s ability and method of coping, certain degree of stress is essential for survival in life. As such, stress can mean different things to different people."

Tags:absenteeism, anxiety, apathy, compensation, conflict, depression, disease, frustration, health, heart, illness, lawsuits, mental, overload, physiology, politics, pressures, psychology, relationship, security, stress, workplace

Abstract
This paper evaluates the well-known MLQ test, based on certain leadership theories. It reflects whether or not the MLQ test resonates with or conflicts with these leadership theories. It also points out the strengths,weaknesses, and validity of the MLQ test.

From the Paper
"The Multifactor Leadership Questionnaire (MLQ) is a test that looks for leadership ability and it is one that is accepted by a variety of institutions. However, it is important to keep in mind that leadership is "a mature field" (Hunt 2000, p.435). It is something that possesses bodies of theory that is widely accepted. At the same time, there are disputes between various theoretical camps. The MLQ however is a test that is widely used today, but just because it is used a great deal of the time, does not mean it is perfect. The test has flaws. Still, it is something that is relevant in the postmodern world where management is seen as key and testing is necessary to place individuals, particularly in large institutions."

Tags:theory, institutions