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Conflict Management, 2007.
This paper discusses conflict management and argues that this is not a contradiction in terms.
1,134 words (approx. 4.5 pages), 2 sources, MLA, AU$ 53.95
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Abstract
In this article, the writer maintains that although conflict management may sound contradictory, some amount of conflict is necessary for all organizations to thrive. The writer claims that without conflict, change is impossible. The writer points out that the key to managing conflict is to ensure that disagreements are handled in a productive fashion and do not cause hurt feelings any more than is needed, which hampers rather than facilitates workplace productivity. The writer discusses that conflict management is especially necessary in today's increasingly diverse workforce, where employees bring conflicting assumptions as to what makes good and fair business, and how discussions and negotiations should be navigated.
From the Paper
"The greater the range of experiences, personal and organizational cultures, competing desires and personalities of individuals the greater the potential that conflict will arise in the workplace."
"Of course, diversity can be an asset for an organization, creating a more sophisticated, astute, dynamic and responsive workforce in an era of increased globalization. Yet it is essential that managers, to meet the challenges posed by such interpersonal dynamics improve their ability to engage in active listening, remain adaptable to the needs of the workforce and hone their personal tools of effective decision-making."
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Gender, Career and Communication, 2007.
This paper discusses gender as it affects career development.
1,842 words (approx. 7.4 pages), 10 sources, APA, AU$ 80.95
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Abstract
In this article, the writer looks at career choices and achievements as they relate to gender. The writer discusses that women's career development presents issues absent from the same kinds of strictly career choices made by most men. The writer maintains that a woman's choices are often determined by powerful social and cultural forces that shape her decisions in accordance with frequently false assumptions in regard to women's needs, abilities and aspirations. The writer concludes that a woman's career path is more often interrupted - and ultimately destroyed - as she sacrifices for the benefit of her husband or partner's career. The writer also notes that the prejudices that operate against almost all women are far worse for members of many minority groups.
From the Paper
"Yet it is not only the women at the top end of the career spectrum who are faced with these pressures to conform to traditional stereotypes. Those pursuing career paths that require less education and training are just as much the victims of societal attitudes that may cause them to accept less-than-fulfilling positions, at lesser rates of pay, and with fewer chances for advancement. Married women, or women with living with men, regularly find their own career choices limited by those of the men with whom they live. These limitations are not directly the result of any discriminatory practices, or indicative of a pattern of giving preferential treatment to the husband, rather they are the result of the fact that the man still tends to be the higher earner in the household. It is for this reason that a couple, or a couple with children, will more easily decide to relocate for the sake of the man's career, rather than for the sake of the woman's. Necessarily this choice makes the woman's career secondary. Her achievement is placed on hold not merely by this one interruption, but potentially, by a pattern of interruptions that ultimately results in a vastly reduced opportunity for advancement and success. In these instances, a woman is continually starting over while making sacrifices so her husband or partner can advance."
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Working Through Conflict, 2007.
This paper discusses tensions and anger in the workplace.
1,900 words (approx. 7.6 pages), 6 sources, MLA, AU$ 81.95
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Abstract
In this article, the writer discusses that dealing with different personalities in a company or department is often difficult and that the challenge is one that is continuous and ongoing. The writer points out that the nature of work has changed quite a lot in the last few years and working with individuals in this context has become more difficult and complex. The writer maintains that there are many companies that are fraught with tension, stress, low morale, and anxiety and all of these factors as well as others can foster feelings of despair, helplessness, anger and even rage in many employees. The writer notes that some have seen job security disappear and employment shrink in many areas while other countries in the world are expanding their jobs quite rapidly. The writer explains that some of this is because the United States is sending jobs overseas and some of it is simply due to the global marketplace and the restructuring of much of the business world.
From the Paper
"Originally, employees in many corporations worked from 9 to 5. Now, however, many of these same employees are expected to work up to 60 hours or more per week in an effort to help their company because the economy is so globally defined now that there is so much more to do in an organization. Raises and benefits for many of these employees that are working longer hours and doing harder jobs have not been able to keep up with the inflation that has been growing within this country."
"There are also many employees out there that truly love their work but they actually hate their jobs. This may seem impossible but it is not. Even if an individual really loves what he or she is doing this does not mean that the manner or context in which he or she is doing it is enjoyed. Because of the dissatisfaction and upset that so many employees are facing many organizations are full of employee problems with work. Not only has the nature of work changed a lot but different personalities and ideas within the same department often make it difficult to get all individuals to agree on one thing."
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Medical Office Manager, 2006.
A review of a human resources management plan and job aids for a
medical office manager.
1,426 words (approx. 5.7 pages), 6 sources, APA, AU$ 63.95
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Abstract
This paper reviews and discusses the tasks of a medical office manager when recruiting new employees. The paper reviews the step-by-step process as listed in the medical office manager's human resources management plan.
Outline:
Executive Summary
Presentation on Job Analysis
Tips for the Selection Process
Script for Orienting New Employees
Training Proposal
From the Paper
"The first step in selecting the candidates is processing the resumes and eliminating those candidates that do not meet the desired requests. The medical office manager will select the medical doctors that simultaneously possess two qualities: the necessary knowledge to fill in the plastic surgeon position and background expertise. The recruited candidates will the be subjected to several interviews. The most relevant of these interviews are the technical interview and the psychological evaluation. The psychological evaluation is a rather set procedure performed by a psychologist doctor and it evaluates the individual's thinking and his capability to adjust to external stimuli."
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IT Outsourcing, 2007.
A discussion of the advantages of outsourcing in information technology.
4,798 words (approx. 19.2 pages), 35 sources, APA, AU$ 164.95
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Abstract
This paper examines the benefits of companies outsourcing projects, especially in the area of information technology. Outsourcing is defined and reasons are given why a company may decide to use outside contractors over in-house employees. Various countries that have profited from outsourcing are listed, followed by a discussion of how outsourced jobs may affect the US economy. Globalization as it relates to outsourcing is analyzed. Next, the paper devotes a large section to IT outsourcing, which includes a list of the benefits of this way of doing business. The paper concludes by acknowledging the role of management in making an outsourcing project successful.
Outline:
Introduction
Outsourcing defined
Outsourcing in Developing Countries: the Aftermath of Globalization
Table 1. The Role Played by the Developing Countries in Trade and Capital Flows
Table 2. Regional perspective on the Effects of Globalization.
Table 3. The Effects of Globalization in Selected Countries
Global IT Outsourcing
Conclusion
From the Paper
"There are many reasons why outsourcing or contracting out work is more preferred rather than developing in-house talents. First, it is seen as more cost-effective (Domberger, 1998)-for example, a contracted personnel from other countries require only smaller salary because of the certain standardized salary scheme within the country; second, to cut cost and refocus resources (Holt, Kennedy, Rehg & Ward, 2002) . A large company with numerous personnel with no specific work is the same with a company with smaller personnel but with specified work. This was done through outsourcing of different functions from different sources. And third, lower investment in internal infrastructure (Reaser, 1996), it will be built instead to the outsourced country. "
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| Essay # 96907 |
temporarily unavailable
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Labor in Two Poems, 2007.
This paper discusses the subject of labor in the poems "The Chimney Sweeper" by William Blake, and "Hard Work" By Stephen Dunn.
1,018 words (approx. 4.1 pages), 2 sources, MLA, AU$ 49.95
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Abstract
In this article, the writer introduces, discusses and analyzes the poems "The Chimney Sweeper" by William Blake and "Hard Work" By Stephen Dunn. Specifically, the writer discusses how the two poets view labor - young people's labor in particular. The writer notes that both of these poems use labor and work as their central theme. The biggest difference in the two works is the reason the boys must work hard. The writer points out that in Blake's poem, the young boy has been sold to a chimney sweep and lives almost like a slave, while in Dunn's poem, the young boy is not working to survive, or to save his family. The writer concludes that work does not have to be something without opportunity, but when a person has no other choices in life, like the chimney sweep, then work is the very worst thing that can happen to a person, and it can even lead to his death.
From the Paper
"William Blake's chilling poem is a criticism of a society that allowed young boys to be sold into servitude in an attempt to save a poverty-stricken family, while Dunn's poem shows the boredom and control in a factory assembly line. Both poems take a dim view of hard work such as this, and both show that finding alternatives can make all the difference in a person's life. The young chimney sweep has little choice in his profession, but the young man who works on the assembly line knows that is not the work he wants to do for the rest of his life, and that he has choices to make his life better. The chimney sweep ultimately has no hope, while the boy does, and that is the biggest separation between the two characters. Without hope, the chimney sweep has nothing to live for, while the modern boy has far fewer worries and concerns. He has hope for the future, and with hope, anything is possible."
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| Essay # 96727 |
temporarily unavailable
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Unemployment, 2006.
A discussion regarding unemployment as a constructive aspect of economic life.
1,217 words (approx. 4.9 pages), 3 sources, APA, AU$ 55.95
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Abstract
This paper reviews the idea of unemployment being a constructive aspect of economic life. According to the paper, long term, unemployment is undoubtedly considered to be a negative phenomenon, with great costs for both the directly affected persons and the economy and society as a whole. However, the paper goes on to say that short and medium term unemployment is considered to have certain economic advantages.
From the Paper
"Unemployment also encourages certain people to start their own business. Most of these people are former employees previously trapped in dead-end jobs with no future, that after being fired from their jobs found the courage and the motivation so start a business of their own. This way, many little companies are coming along quite nicely. These small companies create labor demand that is satisfied by unemployed workers, therefore diminishing the unemployment rate on a medium term."
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Packing Safety, 2007.
A look at safety recommendations for the meatpacking industry.
1,279 words (approx. 5.1 pages), 5 sources, MLA, AU$ 58.95
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Abstract
The purpose of this paper is to introduce, discuss and analyze the topic of workplace safety. Specifically, it discusses the Human Rights Watch (HRW) recommendations for worker safety in the meatpacking industry, and the viability of those recommendations. It looks at how there are still many problems in meatpacking plants and how many packers have disputed the Human Rights Watch findings, ensuring that meatpacking is still a dangerous and sometimes deadly occupation for many.
From the Paper
"Safety is an issue and concern in many different industries. As one writer defines safety, "How much time and financial expenditure is 'enough' safety? And how is 'enough' defined? (In this article, the definition of 'safety' is 'an acceptable level of risk,' while the term 'safe' refers to 'without risk,' which can only be achieved in theory) (Eckhardt, 2001). Certainly, it is difficult, if not impossible for any employer to ensure 100 percent safety to their employees, and certain industries offer more risks than others do. One of these industries is the meatpacking industry, which has long been recognized as more dangerous to workers than many others. For this reason, HRW issued recommendations for upgrading safety in the meatpacking industry, after studies indicated that the industry might be ignoring some basic human rights of its employees. "
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Employee Relations, 2006.
A discussion regarding collective bargaining and the human resource management (HRM) approach to people management.
3,461 words (approx. 13.8 pages), 8 sources, MLA, AU$ 131.95
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Abstract
This paper reviews and discusses the human resource management (HRM) approach to people management, focusing primarily on collective bargaining and how it is believed to contradict the HRM approach.
The paper goes on to discuss the history and the nature of trade unions, in order to better understand the collective bargaining process.
Outline:
Introduction
Collective Bargaining
The HRM Approach
Conclusion
From the Paper
"As has been mentioned earlier in this paper, the Human Resource department is often seen as a bridge between the employer and his or her employees, especially now that globalization has made so many changes to the structure of various companies. The development of ethics begins at a very young age, and throughout school, ethics are taught in various classes. Some schools have a specific ethics class that individuals are required to take, and others simply teach ethics in several different classes, mixed in with the other material. Either way it is taught it is important, and there are indications that schools are not doing the job that they need to be doing, in order to teach proper ethics to those individuals that graduate these schools and make their way to the business world (Roth, 2000)."
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Retirees Return To Work, 2007.
This paper looks at the trend toward working after retirement and some of the obstacles encountered in this trend.
1,198 words (approx. 4.8 pages), 4 sources, MLA, AU$ 55.95
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Abstract
The paper discusses how federal law restricts how soon a retiree can return to a company he or she worked for previously. The paper explains that due to this, when retirees want to return to their workplace as temporary workers, they can avoid this restriction by being placed on a different company's payroll. The paper brings several examples of retirees returning to work for a variety of reasons and motivations.
From the Paper
"For example, the "Happy Returns" program at MidAmerican Energy Company is glad to welcome their employees who retired but wish to come back for temporary work assignments, and they have figured a way to avoid "hassles associated with government regulations regarding defined benefits pensions and employment by a former employer" (Ryberg, 2006). What retirees do when MidAmerican lets them know there is some part time work is actually sign up as temporary employees with Manpower, Inc., not with MidAmerican."
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Outsourcing in an International Firm, 2007.
This paper discusses the practice of outsourcing from the perspective of a multi-national firm, focusing on General Motors.
926 words (approx. 3.7 pages), 3 sources, MLA, AU$ 43.95
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Abstract
In this article, the writer looks at the advantages and disadvantages of outsourcing in international business, concentrating on General Motors. The writer maintains that the most often-mentioned advantage is the ability to significantly drive down wage and production costs, yet there are also process costs that can also be significantly reduced. The writer points out that a major disadvantage of outsourcing is the culture clash that happens between manufacturers and those doing the outsourcing, with one or the other rejecting each other's culture. The writer concludes that General Motors had no choice but to embark on private industries' largest ever outsourcing initiative, as their market share in core markets is dwindling quickly as the onslaught of the more fuel-efficient and affordable sport utility vehicles are penetrating their core markets.
Outline:
Introduction
Advantages of Outsourcing
Disadvantages of Outsourcing
Conclusion
From the Paper
"A second major reason General Motors wanted to outsource IT was to accomplish higher levels of customer service performance globally from this specific organization. The dual benefits of greater responsiveness and cost reductions in addition to stabilizing what for many companies is a high turn-over operation with attrition of 60% or more makes outsourcing service and support an imperative. The fact that outsourcing companies also keep trainers on staff in the event new employees need to be trained due to attrition also appeals to many manufacturing and services companies including GM."
"A third major reason that manufacturers outsource in general and GM specifically was to obtain needed IT expert-level skills more economically in global locations other than the U.S. This is especially true in the context of the Sarbanes-Oxley compliance efforts GM plans to pursue in the context of their global outsourcing effort. This also is the case with lean manufacturing concepts for industrial manufacturers who are interested in getting significantly lower per unit production costs, and realizing economies of scale in procuring parts and components in India and China where costs for these key components are significantly lower than in the US."
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Workplace Safety, 2005.
A discussion regarding the necessity of safety in the workplace.
2,083 words (approx. 8.3 pages), 2 sources, MLA, AU$ 88.95
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Abstract
This paper discusses how it is vitally important that the workplace incorporate a safety program to ensure the well being of its employees, and indeed of all citizens living or moving within the premises of any specific workplace. The paper further discusses several issues of humanity that should be taken into account when formulating a workplace safety program.
Outline:
The Importance of a Well-Written Safety Program
Steps to Establish a Safety Program
Creating and Maintaining a Safety Program
The Role of Cultural Diversity in Workplace Safety
The Written Safety Program
Ensuring a Healthy Work Environment: Employee Assistance Programs
Other Issues: Public Safety
From the Paper
"Another important matter is how the variety of cultures integrate with the general corporate culture. Each organization distinguishes itself by means of culture, which is delineated by the values and norms to which the company adheres. These need to be integrated with the safety culture framework, and the implementation of the safety program."
"As part of the corporate culture, group norms have to be clearly delineated. This also should be integrated with the various languages and cultures within the workplace. It is important that each employee be able to function within a group, especially in terms of the safety program. This is another aspect that will ensure the longevity of such a program. This is especially true in cases where a large part of the workforce is not used to functioning as a group, and where the work is of such a nature that individuals within the company perform their duties alone. "
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Sex Discrimination and Career Advancement, 2007.
A review of the literature concerning sex discrimination in career advancement.
3,367 words (approx. 13.5 pages), 10 sources, MLA, AU$ 128.95
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Abstract
This paper discusses how there is no stopping the current and continuous trend of professional women's entry into the workplace and up the corporate ladder. It looks at how gender stereotypes continue to exist and conflict with the need of the times to modify these stereotypes. The paper contends that, with half of the total workforce in the hands of women and women achievers, companies must resort to gender desegregation and realize the objectives of the Civil Right Acts of 1964, which have yet to be implemented in earnest. The paper also argues that women, as well as men, who unconsciously perpetuate gender stereotypes themselves at work as well as outside of the workplace, should come to terms with the issue.
Outline:
Introduction
Review of Literature
Findings and Analysis
Summary and Conclusion
From the Paper
"That invisible barrier, called the glass ceiling and which limited female achievers' bid for career advancement, was not their creation (Goodson as qtd in USA Today 2000). Yet women with similar or comparable education and experience or achievement still earn less than men in work organizations. A missing link or the absent ingredient, between performance and a just payoff, was identified as women's own ability to comfortably and consistently draw the attention they deserve to the contributions they made or gave. Findings of a study conducted on 322 male and female executives showed that women were less comfortable in promoting themselves than men. "
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Public Health Reform in the U.S., 2007.
A review of Alice Hamilton's autobiography, "Exploring the Dangerous Trades: The Autobiography of Alice Hamilton, M.D.", and the outcome of her work.
2,822 words (approx. 11.3 pages), 18 sources, MLA, AU$ 113.95
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Abstract
This paper explores the dangerous trades and public health reforms in the United States. The paper examines Alice Hamilton's contribution to improving workplace environments by looking at her autobiography, "Exploring the Dangerous Trades: The Autobiography of Alice Hamilton, M.D." The paper describes the outcome of her work, such as the establishment of the Occupational Safety and Health Administration (OSHA), which prevents worker abuse and protects American citizens from harmful work environments.
From the Paper
"A rapidly industrializing American economy was a major factor in the poor worker conditions of nineteenth century America (Henig, 1997). Alice Hamilton and her contemporaries were working with industries that had not previously existed and products that had not previously been made. Zierdt-Warshaw, Winkler, & Bernstein (2000) found that Hamilton investigated the hazards of mining, as well as working with paint, dyes, rayon fabric, explosive materials, and rubber, among other things. These products were relatively new and businessmen were eager to exploit them. Also new to America were the thousands of immigrants who came to America in the nineteenth century. These immigrants often came with limited skills and language. As such, they were often asked to do the jobs that no one else would. Like the products they worked with, immigrants were also exploited by businessmen aiming to make a profit (Sellers, 1997)."
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