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Unionism, 2005.
A review of Unionism in the United States.
2,600 words (approx. 10.4 pages), 6 sources, APA, AU$ 98.95
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Abstract
In the early days, the union was considered a moral establishment, ensuring that workers worked in safe and equitable environments. In today's society however, where capitalist endeavors dominate, wages and working conditions are already reasonable for the most part, thus unions are flailing. This paper shows that if one examines critically the purpose of unions, many may find their modus of operation outdated and their strategies unreasonable for the modern marketplace. More and more American workers and employers are recognizing that the benefits of a union do not outweigh the hassle associated with membership.
This paper shows that many have even expressed the notion that unions are more adept at advancing their own interests at the public's expense rather than accomplishing any worthwhile task.
Paper Outline:
Introduction
History of Unions
Unions in Modern Society
Bibliography
From the Paper
"Many perceive unions to be archaic in nature, attempting to focus on issues that are irrelevant to the contemporary workforce (Hyman, 2002). Unions have also been merging, causing negative reactions against members. Many workers are also increasingly disgruntled at the idea of paying fees for a service they feel may or may not benefit them in the long run. Other employees see unions as the oppressor, charging membership dues that they are obligated to pay whether or not they agree with the foundational principles of the organization."
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Age and Job Satisfaction, 2005.
A look at whether there is a correlation between age and job satisfaction.
2,972 words (approx. 11.9 pages), 5 sources, APA, AU$ 109.95
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Abstract
This paper examines the question of whether there is any correlation between age and job satisfaction and concludes that age is a highly correlated predictor of employee satisfaction. In determining this, the paper considers several factors that likely contribute to that state of satisfaction including difficulty of finding a job at an older time of life, reluctance to part with built-up prerequisites such as leave time, insurance benefits, profit-sharing and regard of one's coworkers, employers and so on.
Chapter One: Background
Chapter Two: Literature Review
Chapter Three: Research Statements and Methodology
Chapter Four: Results and Conclusion
From the Paper
"When there are too many workers and too few jobs, it seems that an investigation into job satisfaction is relatively without merit; when people are simply happy to have a job at all, they are unlikely to leave that job simply because some parts of the job itself, or the company, or their co-workers or the pay doesn't suit them perfectly. Although that is the situation at the moment, however, it will not always be so. While there are currently abundant older workers, notably the Baby Boom members born between 1946 and 1966, behind that generation-the generation of people born in the 1960s-there is a very small generation. No one at the moment is thinking about Baby Boomers and job satisfaction; mainly, at least from reading the consumer media, one would get the idea that companies' main desire is to simply get rid of the Baby Boomers, preferably without having to continue to pay their high salaries or pensions. Their lack of satisfaction would seem to be a bigger boon to businesses today than is keeping them happy. However, as noted, that will change. Before it does, it would be interesting to know not only if older workers in general are more satisfied with their jobs, but, if not, what is it that a company could do to help them in that respect."
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International Illegal Migrant Workers, 2005.
This paper discusses the international illegal immigration of migrant workers into Europe, specifically the Libya-Italy situation.
2,205 words (approx. 8.8 pages), 18 sources, APA, AU$ 85.95
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Abstract
This paper explains that Article 1 of the United Nations Charter of 1974 gives each nation the responsibility to make and enforce laws to control without outside or external intervention, coercion or threat in any form. The author points out that illegal immigration, especially from Libya, is a recent development in Italy because of its newly achieved relative prosperity in the past decades and its membership in the European Union; many immigrants consider Italy the convenient entry to Europe. The paper relates that Ireland's experience paralleled that of Italy; Spain, on the other hand, went to the extreme end of confronting illegal immigrants and outbreaks of race-related violence.
Table of Contents
Background
International Agreements and Treaties
Other Countries' Positions
From the Paper
"Italy has been exerting earnest efforts in patrolling 1,500 miles of its coastline in eliminating the damaging reputation as an accessible entry point into 15 of Europe's shared borders that exposed these borders open under the Schengen agreement. Italians wanted European allies to forge a common immigration policy to create joint European border patrols, immigrant quotas and strict asylum policies. A unified position appeared unlikely in the face of a highly and further increasingly politicized issue of immigration in Europe. Italy and Germany together suggested opening reception centers in Libya, which would process asylum requests and fly back those not granted to their places of origin. Despite criticisms that such centers could evolve into "concentration camps," Italian authorities insisted that these centers could help the legal movement of immigrants and deter crimes and violations of immigration laws."
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Job Satisfaction of Principals, 2005.
A thorough literature review of factors which influence the job satisfaction of principals.
6,541 words (approx. 26.2 pages), 22 sources, MLA, AU$ 188.95
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Abstract
This literature review gathers data to help determine the level of job satisfaction among school principals. The data for this study is collected from information obtained in a literature review of both current and earlier studies and reports that illustrate factors that affect the level of job satisfaction for school principals. The research attempts to demonstrate that the following factors can affect a principal's level of job satisfaction. It points out that these factors include, but are not limited to, location and demographics of the school, principal-teacher relationships, principal-student relationships, principal-parent relationships, community's attitude towards the school, gender, wages and benefits. The secondary purpose of this review examines some theories and concepts about job satisfaction in general.
Literature Review
Theories of Job Satisfaction
Job Satisfaction Among Principals
Sources
From the Paper
"Basically, job satisfaction is about liking your job and finding fulfillment in what you do. It combines an individual's feelings and emotions about their and how their job affects their personal lives. There is no one definition that sums up job satisfaction but there are many theories on what contributes positively or negatively to those feelings.
Stemple (2003) notes that "Today the classic theories of Maslow (1943), Herzberg (1968), and Vroom (1964) on job satisfaction are the basis for much of the modern day studies. These classic theories have served as a basis for the evolution of job satisfaction research and have served as a springboard for research inside and outside the field of education. Because these classic theories have transcended into the field of education, from a historical perspective, it is important to look at the classic theories of job satisfaction. In their book on theories of job satisfaction, Campbell, Dunnettee, Lawler, and Weik (1970) divide the present-day theories of job satisfaction into two groups, content theories which give an account of the factors that influence job satisfaction and process theories that try to give an account of the process by which variables such as expectations, needs, and values relate to the characteristics of the job to produce job satisfaction. Maslow's (1943) Needs Hierarchy Theory and its development by Herzberg into the two factor theory of job satisfaction are examples of content theory. Equity, fulfillment and Vroom's (1964) expectancy theory are examples of process theory."
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Collective Bargaining, 2005.
An overview of the practice of collective bargaining in organizations.
5,897 words (approx. 23.6 pages), 26 sources, MLA, AU$ 175.95
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Abstract
This paper examines how collective bargaining is the process by which a group of people gets together and bargains together for a common goal that concerns all the people involved. In particular, it looks at how the concept has been gaining in popularity over recent years and how professionals are beginning to truly understand the role of unions and the role they play in the making of decisions in a company.
Outline
The Process of Collective Bargaining
Collective Bargaining in the Private Sector
Collective Bargaining in the Public Sector
Why is Collective Bargaining Limited?
History of the Collective Bargaining Process
Norris Laguardia Act
NLR Act
Fair Labor Standards Act
Taft-Hartley
Labor Management Reporting and Disclosure Act
Certification and De-Certification
How Does a Labor Management Contract Affect the Budget of an Organization
Conclusion
From the Paper
"Collective bargaining in Germany takes place at the regional level, but can also in some cases take place at the company or even at the national levels. The trade unions may sign up 'collective contracts' either with employer's associations or with individual employers, and these contracts are legally binding for everyone who has been involved in the negotiations -in part due to the principle of 'equal treatment' wherein all workers of the company are bound under any contract signed by the company after negotiations with employees and unions. The industry level collective bargaining efforts in Germany covered the construction business and the consumer non-durable business, and also the transport and communication industries, to quote a few. "
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Equal Employment Opportunity, 2005.
Examines age discrimination as a form of unfair treatment in the American workforce.
1,590 words (approx. 6.4 pages), 5 sources, APA, AU$ 65.95
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Abstract
When most Americans think of the term Equal Employment Opportunity, they think about racial discrimination. However, as the Baby Boom generation, the largest generation in American history, gets older, age discrimination is likely to become a larger and larger factor in the discrimination lexicon. This paper shows that more and more equal employment opportunity lawsuits are likely to be initiated because older workers think they have not gotten fair treatment by their employers. In order to assess the current status of both public and legal thinking regarding age discrimination as an equal employment opportunity issue at present, a number of these publications are researched in this paper for recent events and cases regarding age discrimination.
From the Paper
"In denying the charges, Belk claimed that the changes were meant to consolidate operations from five division offices in the Southeast to the Charlotte headquarters (Dyer 2003). While that may make good business sense, it might also raise a red flag with observers, as most of the jobs in question where high-level jobs in the divisions which might be assumed to carry not only sizeable salaries, but would also be performed, in many cases, by older workers who were approaching retirement and would therefore be eligible for pensions. The attorney representing the employees noted "Many times in these kind of cases, the older employees who were making more money and bigger pensions are the first ones to go...You can't just decide to get rid of all of these old people just because they're making a lot of money." (Quoted by Dyer 2003)"
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Labor Unions.
This paper defines and then compares the labor union system in the United States and Europe.
1,580 words (approx. 6.3 pages), 10 sources, APA, AU$ 64.95
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Abstract
This paper defines labor unions as associations composed of workers, which work within the same trade to advance the interest of members such as collective bargaining to improve wages, benefits and working conditions. The author points out that both European and American labor unions were created during the process of industrialization and came to prominence after World War II. The paper relates that that, in both regions, labor unions resulted in increases in economic stability and improvements in workers' rights.
Table of Contents
Introduction
Labor Union
Europe
American Labor Unions
How Unions Affect Society and the Working Environment in Each Region
Conclusion
From the Paper
"Like labor unions in Europe, American labor unions were also formed during industrialization. American labor unions have had an impact upon the economy and politics since their inception and they continue to play a large role in the American labor force. These unions encompass a large range of laborers, from restaurant workers to steel workers. American labor unions are extremely organized and are overseen by the American Federation of Labor-Congress of Industrial Organizations (AFL-CIO)."
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Family and Medical Leave Act.
This paper traces the history and current status of the Family and Medical Leave Act.
945 words (approx. 3.8 pages), 6 sources, APA, AU$ 41.95
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Abstract
This paper explains that the Family and Medical Leave Act took a decade from its conception to finally becoming law for most employers in 1993. The author points out that this law, which covers companies with 50 or more workers and employees with at least a year of service, mandates up to 12 weeks of leave per year for various family medical emergencies and for the birth or adoption of a child and stipulates that the employers must continue to provide health care benefits and that returning workers must be given their old job or an equivalent. The paper relates that the current time permitted is less than in Europe and Japan; some lawmakers are currently working to increase this time in order to benefit American employees.
Table of Contents
Introduction
Beginnings
Momentum
Becoming Law
Understanding the Law
Enforcement
Current Status
Conclusion
From the Paper
"When the bill was first introduced in the 99th Congress, it was unable to secure a hearing in the predominately Republican Senate. In 1990, after some significant compromises that reduced the period of leave entitlement and raised the small-employer exemption, the bill gained sufficient bipartisan support to pass both the House and the Senate. However, President Bush reversed his previous campaign promise to support such a bill and vetoed the FMLA, and the House failed to override the veto. By the time the 102nd Congress convened during 1991 and 1992, the bill had garnered so much interest that it secured the "coveted bill numbers 'H.R. 2' and 'S. 5' - signaling that it was one of the top five priorities of the leadership for that Congress."
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Employee Work Performance, 2005.
Report on Ferdinand F. Fournies's book, "Why Employees Don't Do What They Are Supposed to Do - and What to Do About It".
881 words (approx. 3.5 pages), 1 source, APA, AU$ 39.95
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Abstract
This paper summarizes and positively reviews Fournies's book on strategies for management and how to improve employee performance. The paper highlights the key points of the book and looks at who could best apply Fourneis's approach.
From the Paper
"And that is followed, as all of his opening paragraphs are, by a series of bullet points, including "what your employees are saying to each other": "Whatever you do, don't tell the boss you don't know how to do something"; "if you don't know how to do it, fake it...they will never trace the error back to you"; among other silly but realistic rationalizations employees invoke to mask their ignorance, indifference, or incompetence."
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Federal and Maryland Employment Laws, 2005.
An overview of how Maryland employment laws differ from general federal employment laws.
991 words (approx. 4.0 pages), 1 source, MLA, AU$ 44.95
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Abstract
This paper discusses how the federal and Maryland state systems of government differ in their application of employment laws. For the most part, the State of Maryland utilizes most of the same employment laws as those mandated by the federal government. It shows that the Maryland Department of Labor, Licensing, and Regulation's Division of Labor and Industry is the governing body for wage and employment law in the state.
From the Paper
"The minimum wage (with some exceptions) is $5.15 per hour in Maryland, just as it is at the federal level. The workweek is 40 hours, and any time worked over 40 hours must be paid as time-and-a-half. The exceptions to this are certain retail mechanics, partspersons, or salespersons who sell or service cars, farm equipment, trailers or trucks, taxicab drivers, executive, administrative and professional employees who meet certain criteria, outside salesmen, commissioned employees, a child, parent, spouse, or other member of the employer's immediate family, and employees of a movie theater ("Maryland Guide," 2004). In addition, agricultural workers in the state must be paid overtime after working 60 hours in a week, and some health care institutions (not hospitals) and bowling alleys pay overtime after 48 hours worked in one week."
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"The Battle of Blair Mountain", 2005.
An analysis of Robert Shogan's "The Battle of Blair Mountain".
961 words (approx. 3.8 pages), 1 source, MLA, AU$ 43.95
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Abstract
This paper looks at how Shogan presents a rather succinct account of the labor movement in West Virginia that ultimately culminated in a legitimate battle between coal miners and federal troops. It discusses how the conflict remains perhaps the most significant labor struggle in the United States during the 20th century, but has been largely ignored by scholars and historians. It concludes that by publishing this book, Shogan aims to shed much needed light onto this fault in American history and to re-affirm the fact that the labor movement in the United States possesses a powerful and bloodied past.
From the Paper
"The coal miners' movement was spurred by what they perceived to be unreasonable practices that were adopted by the coal distributors in efforts to maximize their profits and, while minimizing the incomes of their workers, to take measure ensuring the miners' dependence upon them. The company store is one of the most glaring examples of how the miners were manipulated to continually feed off the company that controlled their employment. "The company stores that sold them food and other necessities charged exorbitant prices, which the miners had to pay, since there was no other available outlet. Just to guarantee the captivity of their consumers, coal companies paid the miners in scrip, which only the company store would accept." (Shogan, 33). This made the workers almost entirely dependent upon the mines for their survival."
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Female Head of Household, 2005.
A discussion on the issues associated with the female head of household in today's society.
2,837 words (approx. 11.3 pages), 4 sources, MLA, AU$ 105.95
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Abstract
This paper examines how the problems of female heads of households have their origins in the economics of the nation, which favor full-time work and reward males disproportionately for the same labor. It looks at how this initial imbalance is intensified by the social welfare system, which would rather punish female heads of households than help them, no matter what effect it might have on them or their offspring. It also discusses how any solution would need to be two-fold, societal and political.
From the Paper
"Sharp noted that the market "ignores the long household work hours, the hours of care-giving, and the work imposed by traditional familial roles of the larger society. But a greater commitment to the labor market by women poses problems for women's economic health for two reasons" (1998). Moreover, the problem for working female heads of households is even more severe. "First, the incomes earned by many women are not significantly above the levels sufficient to support a family at a standard of living above the poverty line" (Sharp, 1998). For all women, he noted, household tasks and market labor, taken together, add up to long hours and low pay for all women, but for female heads of household, the 'environment', as Sharp calls the complex of paid and unpaid labor, is even worse."
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Diversity Training, 2005.
A look at the importance of diversity training and diversity programs to the workplace.
721 words (approx. 2.9 pages), 10 sources, MLA, AU$ 31.95
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Abstract
This paper examines how diversity is an important feature of every corporation today and how it has also created alarming potential for discrimination and conflicts. It looks at how diversity management or diversity training helps employees understand their differences and resolve them amicably.
From the Paper
"Diversity programs focus "on making changes in the awareness and the attitudes of the participants. The strategy is to create changes that will have a long term positive impact on the organizational culture, with the objective of creating a safer and more productive working environment for all organizational members."(Karp et al. 2000) They aim at creating a more productive working environment where each employee feels valued and differences can be minimized. Diversity training programs also help HP personnel avoid discriminatory practices during hiring, firing, appraisal and disciplining of an employee. Diversity training plays the most dominant role in creation of a completely discrimination and conflict proof working environment."
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Age Discrimination.
This paper discusses problems of age discrimination in the workplace.
2,070 words (approx. 8.3 pages), 5725 sources, APA, AU$ 81.95
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Abstract
This paper explains that older workers, who are generally considered to be better employees, but usually receive higher salaries than younger workers because of their longevity in the company, are being exccluded from the work force by U.S. businesses. The author points out that, while it is legal to fire or lay off people as a cost-cutting measure, business decisions, such as downsizings, job insecurity, increased use of part-time and contract employees, and greater reliance on automation have created a corporate culture that makes older workers expendable. The paper relates that, in Europe, this problem is being handled in a more humane manner and states that, with the shortage of warm bodies to fill entry-level jobs in the U.S., and with the problems of balancing Social Security, it is unlikely age discrimination would be a feature of U.S. work life if the American population, as a whole, was not so dedicated to extolling youth.
Table of Contents
The Current Extent of the Problem
History of the Problem
Chart: Older Workers vs. Younger Workers
How the Aging Employee Issue Is Handled Elsewhere
Conclusion
From the Paper
"IBM-Big Blue-has also been in the 'older worker' hotspot, although allegedly for a retiree, rather than a worker, problem. In 1999, IBM was switching its pension plan to a cash-balance plan rather than a traditional plan. Dave Finlay was calculating his future pension benefits and realized that he would receive more than 30% less under the new plan than under the old one. Finlay ran a spreadsheet program to compare the old and new retirement benefits. After spending what he calculated to be bout 2,000 hours on the project, he posted his spreadsheet process on a Web site so that other IBMers to calculate their own benefits potentials."
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People at Work.
This paper describes people working in six locations.
1,270 words (approx. 5.1 pages), 5 sources, MLA, AU$ 54.95
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Abstract
This paper describes people working in six locations: a supermarket, a "fast-food" restaurant, a newsstand, a factory, a car wash, and a pizza parlor. The author illustrates a family-owned pizza parlor, centered around a large open pizza oven, where the manger and chef arrive at work very early in the morning; the atmosphere is busy and cheerful, with waiters calling in orders to the chef, who is continually busy making pizza bases and piling on an array of toppings. In the supermarket, the employees most seen by the public are the employees who work at the register; their day is a continual routine, with one customer after another, and then stolen moments of gossip and chatting between the onslaught of products to be rung up.
Table of Contents
Supermarket
Fast-Food Restaurant
Newsstand
Factory
Car Wash
Pizza Parlor
From the Paper
"People working in the fast-food industry by necessity have a sunny disposition and project themselves as healthy and energetic individuals. An imperative is evident cleanliness in their attire and personal hygiene, especially ensuring that their hands are perfectly clean if food is handled. While preparing fast-food dishes requires pre-determined culinary skills, employees are also attentive to maintaining a strict code of cleanliness throughout the process from preparation to delivery of end product."
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43626.doc.
This paper discusses the effects of outsourcing and globalization on American workers.
2,675 words (approx. 10.7 pages), 14 sources, APA, AU$ 100.95
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Abstract
This paper explains that, with the decline of communism and the plummeting of socialism in nearly every region of the globe, globalization, privatization, and economic liberalization have become the leading forces molding societies and economies across the globe. The author points out that, even though the term 'outsourcing' was thought to be new to business, the methodology is old because, traditionally, corporations have often enlisted the assistance of external specialists, such as legal and financial specialists. The paper concludes that the current employment problems are genuine because American companies are sending job to foreign lands.
Table of Contents
Concept of Globalization
Advantages of Globalization
Disadvantages of Globalization
Outsourcing
Advantages of Outsourcing
Disadvantages of Outsourcing
How Outsourcing and Globalization Impacts the American Worker
From the Paper
"Such economic liberalization aggravates the widening gap between rich and poor amidst all the developing countries. Simultaneously, the other components of globalization have growing inequalities of political power and influence, as well as signifying new dimensions of inequality. One group of nation visualizes the globalization as an element that results in erosion of the consistency and practicability of the state. But other countries feel strengthened with the process of globalization, as they are better tunes to familiarize themselves and take advantage of new opportunities. Moreover, the widespread inequality of the authorities enjoyed by the states is quite significant and more pronounced to be an increasing volume of far-reaching rules, rights, and values that are being affirmed and exerted worldwide."
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