Study "Career / Labor / Human Resources" Essays 936-990

X Filters 

Understanding of Work in Modern America Thesis

… ¶ … America

The world we know today is the result of endless processes of change that emerged in antiquity and have yet to come to an end. These changes are obvious at all levels of the every day life… [read more]


Equal Pay Act (EPA) No Employer Thesis

… Equal Pay Act (EPA)

No employer having employees subject to any provisions of this section shall discriminate, within any establishment in which such employees are employed, between employees on the basis of sex by paying wages to employees in such… [read more]


History of Canadian Labour the Decline and Movement of Canadian Labour Between 1920 and 1940 Term Paper

… History Of Canadian Labor: The Decline and Movement of Canadian Labor Between 1920 and 1940

The objective of this work is to analyze the decline and subsequent rebuilding of the Canadian Labor movement between 1920 and 1940. Included in this… [read more]


Career Investigation Term Paper

… Career Investigation

Sonographers enjoy the best of both worlds in the medical profession: they work one-on-one with patients to help them achieve total health but they also avoid having to use invasive procedures to accomplish their goals. Having been drawn to the field of ultrasound for many years, I have elected to pursue a career path as a sonographer within a general nursing practice. One of the main reasons I hope to become a sonographer is my appreciation for diagnostics and how important early detection is for discovering maladies before they become more serious problems. Another reason why ultrasound technicians enjoy a good working environment is because they are a part of a broader medical team and are constantly learning and growing.

Sonographers usually attend Comprehensive Diagnostic Medical Sonography programs for between one to four years, depending on the school ("So You Want to Be a Sonographer"). However, the program must be recognized and approved by the American Registry of Diagnostic Medical Sonographers (ARDMS). The ARDMS is the body… [read more]


Labor Relations System Term Paper

… European Practices: Labor Relations

The demolition of the Berlin Wall, and the implementation of the democratic reforms through out the Eastern Europe was responsible for the revolutionary changes in the region, and changes were accompanies by certain amendments in the trade relations among the European countries, and it was observed that the trade barriers between the European countries were removed, and the countries were associated with each other in different trade and economic agreements. Such development in trade and economic sector with the European region was responsible for the reforms in the labor relations. The detailed inspection of the European labor relation classify it into two major theoretical models, that is based on the descriptive evaluation and review of the conditions responsible for the development of the labor movement within the national and regional community, which is characterized by the continental studies. The American approach also termed as Anglo-Saxon approach is based on theoretical and comparative reviews and research. During the industrial revolution, three models of unionism and three different models of labor relations evolved in Europe. The Marxist Union supported the labor relation model approved by the German federation; the model is based on the preventive measures and actions practiced by the organization and parliament towards the collection of the contracts at industrial level. The German approach is based on the influence of the Socialist parties and unions on the parliament of the particular country; the influence is mounted for the introduction and implementation of required and expected regulations and legislations. Secondly, the anarchistic unionism is the derivative of the French model of labor relations; the model is widely acceptable and practiced in Spain and Italy, beside France. The French model is based on the practices related to protest and calls for strike; the organization factor has been ignored. In France, the labor enjoys stain relations with the employers, therefore the union has no other choice but to 'address the state in the face of unwilling employers; those unions expressed no interest in piecemeal reform' (Slomp, 1990). It is observed that French model encouraged the exploitation and vindication of the legislative issues, and such opportunity is then taken to launch protest and strikes against the employers and the federation. The British model is based on 'identifiable type of labor relations prior to World War' (Slomp, 1990), in the case of the labors which were confined to British Isles, the union played a limited and restricted role, and avoided representation of the workers through their platform, the unions did not even practiced a role of 'an organizers, which further mobilizes its workers for political purposes' (Slomp, 1990), and have truly restrict the domain of their services and activities. The British model is therefore based on the system which has eschewed 'political activity and bargaining collectively' with the federation and the employers. Such unions provided the employers with the provisions for the management… [read more]


Job Find Programs the Department of Labor Term Paper

… Job Find Programs

The Department of Labor was designed to provide benefits to those who had been working and then lost their jobs. For the past few decades the department has done more than just pay out benefits by way… [read more]


Organized Labor Unions Term Paper

… ¶ … Organized Labor Unions

According to a number of websites, the effects of union-led accomplishments have been as varied as the number of such accomplishments. One website touts the supposed facts that unions have been instrumental in establishing not… [read more]


Business Organization and Independent Contractor Term Paper

… Business Law

Re: Career Institute of America, Inc.

Summary of Facts: Client, Career Institute of America (hereinafter "CIA"), is an organized, non-profit organization specializing in Internet-based career training, primarily in the automotive field. Most of their employees are instructions who are hired as independent contractors. CIA did receive a one-time Federal Grant in the previous year.

Whether CIA should remain a non-profit corporation and, if not, what they should become and, 2) What requirements must CIA's independent contractor agreements meet.

As a Delaware incorporated business, the Code of Delaware governs CIA's activities.

CIA should incorporate as a for-profit corporation. Since they get their funding primarily, if not exclusively, from tuition costs and there is no apparent benefit to the main principal, namely the founder, to not make a profit, incorporating makes the most sense. When incorporating, CIA should incorporate as a S Corporation. The benefit of this is that CIA and its directors… [read more]


Labor Laws Since Their Inceptions Both Cobra Term Paper

… Labor Laws

Since their inceptions both COBRA and the FLSA have served an important purpose in the employment world. Throughout the nation employees work hard and help the companies that employ them to build empires of wealth, however, if there… [read more]


Labor Dear Interns: Congratulations Term Paper

… Labor

Dear Interns:

Congratulations! You have become a part of a company that plays an integral role in the challenging, competitive, yet exciting world of international commerce! However, there are certain things to keep in mind when communicating with our various outposts located abroad, regarding the basics of how labor forces influence the ways international businesses comport themselves in other lands.

Labor quality:

First, ask yourself this question: does the nation in consideration have a highly skilled and educated labor force? If so, is the minimum expected wage for skilled and unskilled workers comparable to the wage structure of the United States, higher (as in Western Europe) or lower (India)? This will affect the percentage and types of employees from the local population that are utilized by an international company. The standard of living of the nation and the taxation system is another important factor. In some nations, even if wages are high, a high proportion of the local's wages are diverted to the government for taxes, in exchange for extensive benefits and pensions. Thus what seems like a high wage may not seem like a high wage to an employee after he or she has paid his or her taxes. Conversely, a low wage in the developing world may provide an employee with a relatively comfortable standard of living, and even skilled employees may accept a lower wage than would be fair in the United States.

Quantity:

In Europe, an aging population and a low retirement age makes labor a fairly scarce, and thus an expensive commodity. Guest workers in some region provide a base of a larger, more unskilled source of cheaper labor, but a foreign-based company bringing in more foreigners can cause friction with the host country. (Mason, 2006)

Mobility:

In more industrialized… [read more]


Relationship Between Social Class and Work in American Culture and or Literature Term Paper

… Social Class and Work in American Culture: Analysis of America's workers and Work Lives in "Working" by Studs Terkel

America as one of the bastions of capitalism and modernism in the world has created within its society a complex structure… [read more]


Motivation Is a Central Principle Term Paper

… ¶ … motivation is a central principle within the science of psychology. When people fail and succeed, especially in the workplace, their tendencies and actions give a clear description of their personality and character. Some people fail and give up… [read more]


Career Counseling With Diverse Populations Term Paper

… Career Counseling in a Diverse Population

Career development and counseling are important activities in schools and workplaces around the country. While career counselors are well-trained personnel, they have to be mindful of the fact that they are dealing with a culturally and ethnically diverse population. American is the hub of multiculturalism. This is where many people from around the globe have come to work and need career counseling. Diversity of population is the reality of life in America today. You will find people from a variety of backgrounds everywhere. For this reason career counselors have to develop competencies that can help them interact with and understand the mindset of minorities.

There are many studies that seek to explain career choices and preferences of people of other races. It is important for career counselors to know these findings as this might help them in their job. Walsh et al. (2001) is an important study in this connection. It found that career choices were dependent on racial identity. Carter and Constantine (2000) also found something similar when they observed that, "the career paths of people of color can be understood by taking into account the psychological variations within racial and ethnic group identifications" (p.185). It also helps to understand how various ethnic and racial groups interact with the dominant culture. This is called acculturation, "the degree to which individuals participate in and adopt the secondary culture of the dominant society" (ibid., p. 183).

The factors that influence career choices include such things as racial identity, acculturation, values etc. Career counselors should be aware of these factors in order to better understand other ethnic groups and become more effective in their dealings with a diverse population. It is important to remember that cultural and individual values play a dominant role in determining career choices. Brown (2002) maintains that career counselors should have an inclusive framework from which to work since "there is considerable diversity within the values systems of people from the same cultural groups and extensive overlap in the cultural values held by people from different cultural groups" (p. 49). Contextual barriers may also be significant in studying how to deal with a diverse population. Gender, race and age may often act as… [read more]


Labor Law or Labor Unions Term Paper

… Labor Union Acts

The rights of the American workers and their relationship within their labor Unions have been built up over a long period of time. For the greatest part of this time, Soviet Union was the greatest economic and… [read more]


American Federation of Labor Growing Term Paper

… Although the union was founded and dominated by craft unions throughout the first fifty years, many of its craft union affiliates turned to organizing on an industrial basis to meet the challenge from the CIO during the 1940's (American1 pp).

In 1955, the American Federation of Labor and the Congress of Industrial Organizations combined to form the AFL-CIO, which has become a federation of autonomous labor unions in the United States, Canada, Mexico, Panama, and U.S. dependencies (American2 pp). Heavily involved in politics, the main function of the AFL-CIO is to lobby and mediate disputes between its member unions (American2 pp).

Work Cited

American Federation of Labor. The Reader's Companion to American History.

Retrieved August 18, 2005 from:

http://college.hmco.com/history/readerscomp/rcah/html/ah_003400_americanfede.htm

American1 Federation of Labor. Retrieved August 18, 2005 from:

http://en.wikipedia.org/wiki/American_Federation_of_Labor

American2 Federation of Labor and Congress of Industrial Organizations. The Columbia

Encyclopedia. Retrieved August 18, 2005 from:

http://www.bartleby.com/65/am/AmerFL-CIO.html [read more]


Employment Laws Fair Labor Standards Act (FLSA) Term Paper

… Employment Laws

Fair Labor Standards Act (FLSA)

As per SEC 14- of the Fair Labor Standards Act -- FLSA employers are authorized subsequent to obtaining a certificate from the U.S. Dept. Of Labor Wage and Hour Division, to provide special… [read more]


Individual High-Quality Restaurant Career Seekers Term Paper

… Questions associated with industry standards and needs as well as specifics about the individual and the available jobs would further assist the job seeker and the restaurant management in the ability to create a realistic idea of the environment and the needs of the potential employee and the restaurant sight.

Applications would be available online in either a printable form, for mailing or attaching to an electronic message or a fill in the answer and submit format to reduce the time it take s to both submit and then follow up on applications. Jobs that meet the criteria of the applicant can be automatically emailed to the job seeker and completed applications can be sent directly to the employer, without delay 24 hours a day 7 days week. Additionally employers can view posted resumes of potential employees that would include industry specific details about their job requirements and salary needs as well as their skills. Matching points would help match the job to the job seeker, including environment, menu type, salary needs, benefits, advancement opportunities location and any additional points of clarity would be available on a user friendly easy to access site.

Mission:

To serve as a type of "matchmaking service" to match willing employees to restaurants that need them, to deliver highest-quality personnel to local restaurants, to offer effective and good-paying employment opportunities to the community, to uphold the dignity of each job applicant as an individual, and to help make sure that both potential employer and employee come away with a good match and the best possible job opportunities. A diverse workforce produces a quality restaurant experience for all involved and therefore strengthens the industry and the communities in… [read more]


Transferability of Skills Analysis Term Paper

… myfuture.com).The first note about this site is that it is extremely pro-military, while trying to hide behind the facade of a non-biased website, and this not-very-subtle propaganda is undeniably in poor taste. The Career Toolbox section of this site includes assistance with resume and cover letter writing, interview preparation, more military propaganda, and quizzes. The Work Interest Quiz is the main career assessment activity. These 60 statements each have a check box next to them, and if any of these activities line up with the interests of the quiz-taker, they are to be marked. "Just check the box next to any of the activities that you like to do. When you are finished, press 'Done' and you'll be given the two out of six work types that will most likely fit with the kind of person you are. Then go ahead and click on them to discover typical occupations (also military counterparts) represented in that work type." (My Future) The disclaimer says that this is a sample version of the ASVAB test that is available in many high schools. The questions are not well thought out, and not actually very helpful. Many of them are so generalized that they could not possibly offer any guidance as to what career path one should take, such as the "Help your business grow" question. Regardless of what kind of job one gets, one generally wants it to be a successful one with the potential to earn more money. Alternately, questions are so specific that there is no point in taking the quiz if one knows the answer. "Take a course in car engine repair." Obviously, if you want to take a course in car engine repair, then maybe you'd like to be a mechanic. "Be a file clerk." I think that if you check the box that states that you would like to be a file clerk, then you can stop taking the test right then and there and go get a job as a file clerk. After checking all appropriate boxes, the program is supposed to provide you with the two most relevant work styles for your interests; ironically, it simply returned the full list of all six options, making the time spent answering the 60 questions a complete waste of time. The options are Realistic, Social, Investigative, Conventional, Enterprising, and Artistic. Of course, a full list of the military careers relevant to each style is provided. (Every art student dreams of being a food service specialist in the military, I'm sure.)

The second link followed from the… [read more]


Labor Unions the Business Cycle Term Paper

… Labor Unions

The Business Cycle

The concept of the business cycle entails that at times there is a boom in the economy of a business, while the downward cycle once again entails that the particular sector is experiencing a lower… [read more]


Management There Are Two Things Term Paper

… The first one implies an accurate calculation of the number of workers we will be able to let go. We don't want to find later on that we have fired too many and that we have nobody to work with now. The fact that there is no organized labor within the plant will make this process easier. The second step regards evaluating which workers we will have to fire. Obviously, these will be chosen from the most troublesome and we will only keep those workers that will be dedicated to their job and not to insignificant bickering. In this sense, I suggest a month of trial in which everybody can prove whether they deserve to stay within the plant.

The final measure for the first months of activity is the appointment of several supervisors from the mother company, who will have a double role. First of all, they will be permanently in contact with the workers and will be able to perform their evaluation during the first month. Second of all, they will supervise the activity, attempt to end feuds and conflicts, etc. In this sense, I suggest that a rigorous selection is made. We need people with diplomatic skills and trained in human relations… [read more]


Careers in Biology Training Term Paper

… One way to ease fears about choosing the wrong career may to be to try to find out as much as possible about that career before choosing a final specialty. This can include job shadowing and taking part in mentorship programs. Winter and Belikoff suggest that "test driving" a career in biology may be a useful exercise before launching a final career.

There are a number of factors that can influence career choices for biology majors. For example, Biologists often face a number of ethical concerns that may drive their career choices (Winter and Belikoff). In addition, salary is an important consideration when choosing a specific job within the field of biology (Winter and Belikoff).

The amount of training required varies greatly with the job. For example, research scientists at major universities often need a PhD, in addition to years of postdoctoral research experience, while doctors will require a Doctor of Medicine (M.D.) degree. Biology teachers often get a teaching certificate as well as a biology degree, while science journalists have a degree in journalism. Medical assistants and veterinary technicians only need a two-year college degree (Snyder).

An important trend within the current workplace is the appearance of careers that marry several skills within biology, or even combine biology and non-science skills. For example, many new jobs in biology ask for cross-disciplinary training, so taking a variety of courses is a useful strategy. Many careers that involve the combination of science and non-science skills can be very rewarding. Technical writing pays well and combines English and science skills. Medical and scientific illustration is another option that combines artistic skills with biology. Working as a patent lawyer in biotechnology combines law and biology, and a jog in or hospital or biotechnology administration provides a way to combine biological and administrative skills (Snyder).

In conclusion, biology majors have the opportunity to choose from a wide variety of potential careers and employers. Many factors are important in choosing a career, including salary, personal interests, ethical concerns, and work environment.

In addition, job seekers should be aware of trends within the industry, especially the demand for cross-disciplinary training and careers that combine both scientific and non-scientific skills. Given the wide number and variety of careers in the biological field, a career in biology can fit the needs of almost any individual.

Works Cited

The American Institute of Biological Sciences. Careers in Biology: What Jobs Do Biologists Have? 24 March 2004. www.aibs.org/careers/

Snyder, John A. Ph.D. Biology Careers for the Next Century. August 1997 • Vol. 60, No. 3. http://www.carolina.com/tips/97aug/tips897a.asp

Winter, Charles A. And Belikoff, Kathleen. 1998. Opportunities in Biological Science Careers. McGraw-Hill/Contemporary Books. [read more]


American Federation of Labor Term Paper

… In 1957 the AFL-CIO adopted antiracket codes, and the convention expelled the Teamsters Union for alleged failure to meet the parent organization's ethical standards. The AFL-CIO took a major step in 1961 in the direction of settling internal disputes by setting up a mandatory arbitration procedure.

A submerged dispute between George Meany and Walter Reuther, who opposed the AFL-CIO's conservative approach to civil rights and social welfare programs, finally erupted in 1968 and the United Automobile Workers (UAW) withdrew from the union. The AFL-CIO supported the Democratic presidential candidates in 1956, 1960, 1964, and 1968. In 1972 however, Meany led the AFL-CIO into a neutral stance, supporting neither major candidate. Meany decided not to run for reelection in 1979 and Lane Kirkland, who had been secretary-treasurer for the AFL-CIO, was elected president. (Morris, 1999)

From the start of Kirkland's term, the AFL-CIO was forced to adapt to a number of adverse economic trends. Union membership dropped from 33% of all U.S. workers in 1960 to 14% in the late 1990s. To shore up organized labor's declining influence, the AFL-CIO concentrated on organizing service workers and public employees and improving labor unity. In 1981 the UAW rejoined the union; the Teamsters (1988) and United Mine Workers (1989) later followed.

Kirkland retired under pressure in 1995. Thomas R. Donahue, the AFL-CIO's secretary-treasurer, was named interim president, but Donahue was challenged for the federation's presidency by John J. Sweeney, who won the first contested election for president in the AFL-CIO's history. Committed to advancing the welfare of its members, the AFL-CIO has campaigned actively against the so-called right-to-work laws, which outlawed union shops, has worked to repeal the Taft-Hartley Labor Act, and has fought other legislation deemed inimical to organized labor's interests.

Bibliography

Galenson, Walter. The CIO Challenge to the AFL: a History of the American Labor Movement. Harvard University Press; 1992.

Gompers,… [read more]


Ginzberg's Career Development Theory Term Paper

… This counseling should include information about career options that that the adolescent has a complete opportunity set to include in their thoughts about what they'd like to do. Perhaps testing is needed earlier not only to determine academic performance, but to also assess aptitudes for particular types of career and there may be a need for testing that emphasizes self-assessment. It may be useful to appraise the reality of what a child can do as opposed to what the child wants to do at any early age so that they child can be realistic in their selection of a career. And, it may be beneficial to begin discussing values and where they'd like to be in conjunction wit the types of careers that can meet these types of needs.

The final realistic stage in Ginzberg's Career Development Theory is clearly built on top of the tentative stage's foundation. Hopefully, with early coaching and guidance children will have the adequate information to make the right final decision about which direction to head in. Ginzberg's assertion that the process of career choice is largely irreversible is debatable, but it's certainly costly and time consuming to flounder in either college or the highly competitive job market. It's best that children be guided in the right direction at a very early age as supported by Ginzberg.

Bibliography

Ginzberg, E., Ginsberg, S.W., Axelrad, S., & Herma, J. (1951) Occupational Choice: An approach to a general theory. New York: Columbia… [read more]


California Labor Laws the State Term Paper

… The wheels of justice are badly out of alignment when it comes to California employment law," said John H. Sullivan, president of the Civil Justice Association of California, which initiated the study (1996). "The outcome is that everyone is treated… [read more]


California Has Given Rise Term Paper

… In 1962, Cesar Chavez and Dolores Huerta founded the National Farm Workers Association, which was to become the United Farm Workers (UFW). The UFW would soon become one of the largest and most influential labor forces in American history. Working in the fields around San Jose, Cesar Chavez grew weary of the deplorable conditions that farm workers had to endure, including long hours, racial discrimination particularly aimed at Mexican migrant workers, and poor wages. Chavez used various nonviolent tactics such as fasting and marching to publicize his case. By 1966, the UFW succeeded in achieving major gains for farm workers, including collective bargaining agreements and state legislature providing legal recourse for workers. Chavez and the UFW petitioned agribusiness and the state government for needed changes in working conditions, such as improved sanitation, rest periods, and limiting worker exposure to deadly chemical pesticides. Nowadays, these labor provisions seem like basic rights, showing how instrumental the United Farm Workers were in California labor history. The UFW also created credit unions for farm workers and generally created major improvements in the lives of California farm workers.

Recent events such as the California Federation of Teachers (CFT) protest on all University of California campuses shows that labor activism in California remains strong. Objectives of California labor unions never vanish, because the divide between management and employees will always exist in big business. The CFT, which is the statewide affiliate of the American Federation of Teachers, represents over 100,000 school employees in California, from grade schools to universities. In February of this year, the CFT organized statewide protests on all UC campuses, demanding higher wages. A festive atmosphere contributed to the feelings of camaraderie among California school workers and promoted feelings of solidarity. Representatives from a wide variety of education-related professions, including clerical workers, janitors, and nurses, attended the protests. Clerical workers were represented by their union, the Coalition of University Employees, while lecturers were represented by the UC branch of the American Federation of Teachers. Contract negotiations between these unions and the University of California have been in the works since the year 2000. The CFT and other California labor unions assert that the UC budget can allow for much-needed wage hikes, without which most university employees will struggle financially.

These are just a few examples from California's recent history that bear witness to the power and significance of labor unions in the state. California unions help workers achieve basic human needs such as reasonable wages in tune with the national economy, healthy workplace environments, and a balance of power between management and employees. Without labor unions, skilled and unskilled workers in California would be grossly underrepresented in government and politics, as unions exert powerful influence on state and local public policy. If California labor unions did not represent the needs of working men and women, farm workers might still have to endure deplorable working conditions, including exposure to toxic agricultural chemicals and long hours toiling in the hot sun. California labor unions represent… [read more]


American With Disabilities Act Term Paper

… This leads to increase worker productivity through greater understanding and cooperation of the special needs and modifications required by Americans who have disabilities. Not only are relations improved, but education leads to improved hiring practices that allow more opportunities for… [read more]


Career Counseling Theories and Psychology Chapter

… Career Choice: Trait-Based and Other Theories

Choosing a career can be an extremely confusing and emotional process. The economy is constantly changing and many new jobs exist today that would not have only a few years ago. Also, the job prospects for various careers have likewise changed, thanks to shifts in technology and phenomena such as outsourcing, telecommuting, and the rise of startups. Career choice is an interaction between the individual's abilities, character, economic circumstances, and larger historical and social shifts.

Trait-based character theories

Theories of career choice often place a strong emphasis on the importance of character in career suitability. The Theory of Work Adjustment (TWA) stresses the importance of individual differences in career choice and states that there is a continual adjustment between the needs of the individual and the work environment. For the person, he or she is looking for a way to address his or her psychological and physiological needs while the workplace is looking to meet ability-based requirements (Leung 2008: 116). In support of the TWA, one study of the Israeli military found that "extroverted personality style and congruence were related to a higher level of performance ratings, which was consistent with TWA predictions" but actual ability was less of a factor than emotional compatibility with the role (Leung 2008: 117).

Some trait-based theories such as Holland's create a typology of workplace suitability. Holland suggests that there are six main vocational personality types, all of which are represented by a letter as follows: "Realistic (R), Investigative (I), Artistic (A), Social (S), Enterprising (E), and Conventional (C)." (Leung 2008: 118). Because of its easy-to-understand typology, Holland's theory has been very popular in creating career tests. People are given three-letter codes according to the traits which they exhibit to the greatest degree and this is used to target their career interests. Holland's approach also takes note of the degree of emphasis and interest placed upon the different types. Someone might be relatively undifferentiated in their profile as an ASE, for example, while someone, while technically showing preference for the same letters, might have a much more extreme degree of focus upon the artistic aspects of his or her character. Criticism of the Holland model has come from theorists who note that it lacks sufficient applicability in a cross-cultural context, particularly for individuals from more collectivist cultures. This might be a relevant consideration when deciding what tests to use when assessing the vocational profile of a client.

Most trait-based theories trace at least some part of their development to typologies regarding personality, specifically that of the Myers-Brigg personality theory which states that all individuals can be classified according to a personality 'type' based upon their degree of preference for introversion vs. extroversion; thinking vs. feeling; sensing vs. intuition; and sensing vs. perceiving. Although not specifically designed as a… [read more]


Compensation for Career Service Employees and Issues Research Paper

… Compensatory Time

COMPENSATION LEAVE VS PAY

Employees work according to a pre-arranged number of work hours for pre0arranged compensation. Excluded career service employees are a different type of employees. They are hired for special tasks, which are of higher quality… [read more]


Social Workers' Social Status Research Paper

… Gender Gap and Sex Segregation

Gender Gap & Sex Segregation

A disproportionate number of women are employed in the social service workforce, yet the median earnings of men in social service are higher in certain occupations in the field. Roughly… [read more]


Seattle Minimum Wage Essay

… Policy

There are a number of potential benefits for a $15 minimum wage policy in Seattle. The city highlights a few of them. In particular, the city (2014) notes that the policy will "help low income workers and families in… [read more]


Compensation I Am Designing Research Paper

… This department can accept a moderately experienced secretary, and no degree is required. Thus, we can set our wage at the mean, so $40,800. This equates to around $19.62 per hour based on a 40-hour work week, which is higher than the Seattle minimum wage of $15 (Wallace, 2014). There are no plans to index our positions against the increase in the minimum wage. The benefits package is expected to cost the company a further $17,820, for a total compensation cost of $58,620. If the company wishes to lower its total compensation cost, it can reduce some of those benefits, for example by hiring a secretary on contract or with temp work. However, the position itself when held by a full-time employee will need to come with a competitive benefits package.

The position will therefore offer 10 days of vacation per year. The position will have to offer maternity leave in order to broaden the pool of available talent, and parental leave will also be offered should we have a male candidate to avoid discrimination. We do not expect to pay overtime for this role, or other supplemental income, which according to the BLS should lower our costs by $0.88. The company will offer the normal company health and insurance plans. The company is looking into its health care options vis-a-vis the ACA health exchanges, but that decision is corporate-wide, so the secretary position will receive the same treatment as the rest of the company, which at present is to offer health insurance. There will also be disability insurance, life insurance, and a defined contribution retirement plan with company matching.

The total cost of the package will therefore be the salary of $40,800 and benefits slightly lower than average because no overtime is expected. The benefits are now expected to total $15,990, for a total compensation cost to the company for the secretary position of $56,790.

References

BLS.gov. (2014). Retrieved June 13, 2014 from http://www.bls.gov/ro9/eciseat.htm

Heathfield, S. (2014). What's in a comprehensive employee benefits package? About.com. Retrieved June 13, 2014 from http://humanresources.about.com/od/compensation-structure/tp/employee-benefits-package.htm

Wallace, G. (2014). Seattle… [read more]


Terkel, Working (Organizational Behavior) Case Study

… Her job has been entirely replaced by technology.) The interview I conducted with a NYC theatrical agent, "Brett Shelley," also noted the way in which humans can be reduced to something insignificant by the marketplace: "The client has spent 6… [read more]


Economics Comparing Krugman's and Marriott Term Paper

… The employees benefited, but the employers' motivation was to improve performance. This may be seen as a capricious, despite the success it was not implemented in a consistent manner with competing needs also resulting in other measures which were less 'employee centric', such as reducing working hours and reducing beneficial employment terms.

When looking at the argument of Bill Marriott, it appears that Sears found the same lesson that Marriott is advocating; that adopting a strategy which is employee centric is likely to improve employee satisfaction and as a result the level and quality of the employees work (Marriott, 1997). This is not a new idea, it was found within a number of motivational studies, such as Mayo's Hawthorne studies and the works of theorists such as Maslow and Herzberg (Buchanan and Huczynski, 2010). Marriott is advocating the idea that employees are central to their success and looking after them in beneficial. It is interesting that even in this context; the focus is on the benefits of happy employees and not an altruistic value. Furthermore, when looking at Marriott, there have also been problem associated with employee relations such as the 2011 strike at the Marriott Residence Inn Montreal-Westmount, due to dissatisfaction with working conditions, such as no pension or insurance provision (CTV News, 2011).

When examined at a deeper level it may be argued that Krugman and Marriott are not that far apart; they are both looking at ways organizations can maximize the benefits they receive from their employees, it is simply that the approaches are different, different strategies to the same, or a very similar end. For employees, the Marriott approach may be seen as caring, the employees certainly benefit from the strategy, but it may also be seen as "cruelly capricious," as it is an approach which is not possible to implement 100% of the time due to conflicting needs, even within the employee base. Invariably, the judgment will be subjective, and attitudes along with employer strategies may change leading to the potential for inconsistency, leaving those firms which are able to promote an employee centric approach to be seen as the caring expectations, or maybe caring expansions until they also change the way they seek to maximize the value of labor.

References

BBC News, (2005) Gate Gourmet: Profile, [online] http://news.bbc.co.uk/1/hi/business/4153366.stm 24th Oct 2013

Buchanan, D; Huczynski, A, (2010), Organizational Behavior, Harlow, FT/Prentice Hall

Cook, Sarah, (2008), The Essential Guide to Employee Engagement: Better Business Performance Through Staff Satisfaction, Kogan Page Publishers

CTV News, (2011), Employees on strike at Marriott hotel, [online] http://montreal.ctvnews.ca/employees-on-strike-at-marriott-hotel-1.674578 24th Oct 2013

Krugman, P, (1998), The Accidental Theorist, Norton

Marriott, B, (1997), The Spirit to Serve,… [read more]


Managing Employment Relationships Essay

… 30), "Contractual claims are dealt with in the High Court or County Court. Statutory claims are dealt with in the Employment Tribunal." Created in 1964, the Employment Tribunal is the primary venue for the resolution of employment disputes in the… [read more]


Workplace Child Care the World Research Proposal

… In conclusion, most literature seems to be in agreement that achieving a work-life balance is an important component of the workplace for most employees. One important part of this is child care. Any company that can viably provide on-site child care facilities for their workers at a lower cost than external providers should do so.

The benefits are many, ranging from the general mental and emotional state of employees to material and financial savings for the company. Employees are saved the mental agony of leaving their children at an offsite facility while also saving money and time in terms of commuting. Employers save on employee turnover and absenteeism, while also gaining a higher quality of work from their employees.

In the light of the above, a careful cost-benefit analysis is recommended before implementation. Costs will include building, child care provider salaries, and equipment, some of which will need periodic replacement and servicing.

Work-life balance experts hold that employee morale is important for optimal success within a company. It is therefore recommended that, in a company where most employees have young children, an on-site facility should be provided. In general, an improvement in employer-eemployee relationships will be evident.

References

BASF (2013). Work-Life-Balance. Retrieved from: http://www.basf.com/group/corporate/en/sustainability/employees/work-life-balance

Casey, J. And Dobbs, J. (2007). Employer-Supported Child Care. Effective Workplace Series, 8. Retrieved from: http://workfamily.sas.upenn.edu/sites/workfamily.sas.upenn.edu/files/imported/pdfs/EWS_ESCC.pdf

Finn, L. (2013). Benefits of a Day Care in the Workplace. Global Post. Retrieved from: http://everydaylife.globalpost.com/benefits-day-care-workplace-2120.html

Hahn, C. (2013). Day Care: An Office Affair. Retrieved from: http://www.businessweek.com/debateroom/archives/2007/04/day_care_an_office_affair.html

Hein, C. And Cassirer, N. (2010). Workplace Solutions for Childcare. International Labor Office. Retrieved from: http://www.ilo.org/wcmsp5/groups/public/@dgreports/@dcomm/@publ/documents/publication/wcms_110397.pdf

Magloff, L. (2013). Day Care in the Workplace. Chron Small Business. Retrieved from: http://smallbusiness.chron.com/day-care-workplace-11095.html [read more]


Conflict Resolution Conflict Can Be Taken Research Paper

… Conflict Resolution

Conflict can be taken as a state where two people are having a difference of opinion in the quest of what each one wants. It can be arisen due to the different needs, different interests, different habits and… [read more]


Decision Case Study

… The latter might not be required because all three employees are specialists in positions that are often transient, where new opportunities are not particularly hard to come by. Thus, a severance package in accordance with time served will be sufficient -- this is a layoff, not a firing.

Post-Termination Litigation

It is unlikely that either Williams or Price would engage in post-termination litigation. Williams is not likely to sue for being fired on account of being Asian since the case would be quite weak. Price probably has no case, and certainly not under federal law. Both of these employees performed well enough to continue, but their specialties are often subject to contract work and project work. When projects end, so do positions and this is normal for IT roles. That the company has basically no work for them in light of the project cancellation is an effective defense should any action arise.

Jones is more likely to engage in a lawsuit, given her history of filling complaints in an activist fashion. She could claim any number of issues, but the reality is that her performance was poor. Jones has ample employment opportunities as a sales professional, so might prefer to focus on finding a new opportunity rather than suing a small microbrewery. Sales people do tend to be pragmatic and she is most likely to take that course of action. If she decides to file suit, she is likely to fail. Her performance is sales was poor, which alone could be grounds for termination. However, the company may also wish to argue that her poor sales performance made her a poor fit for existing sales opportunities elsewhere within the company.

Conclusion

Letting go of employees is never easy. All of the employees have arguments in favor of keeping them, but the company needs to approach the issue from a neutral frame of mind. It needs to evaluate the employees based on their performance and use this as the basis for determining who will be retained and who will be removed. It is worth considering that in this case the availability of future roles within the company also plays a role in the decision. By focusing the decision on performance-based metrics, the company works within the confines of the law and defends itself against any post-termination litigation. Retaining Smith and James is the best course of action for the company, since their performance on the project was strong and they have clear future roles for the company as well.

Works Cited:

Department of Labor. (2012). Employee rights under the National Labor Relations Act. U.S. Department of Labor. Retrieved April… [read more]


Mollie's Job Moved From New Essay

… For example, regulations that deal with issues such as collective bargaining may be present in one country but not in another. Therefore, although there may be financial advantages for an individual firm to produce in a country without any meaningful regulations, it increases the externalities that the entire society must pay for. Thus there should be interventionist policies should be implemented to reduce such externalities.

Many people argue that free trade policies can foster innovations through greater levels of competition through specialization and international trade. However, many of the factors that go into production are not necessarily equal throughout the world; especially in regard to externalities. For example, firms operating in the United States must abide by many regulations from organizations such as labor unions, minimum wage laws, the EPA, or many others. However, similar companies in China or India may not have to operate with virtually any regulations whatsoever. These companies can squash collective bargaining through force and coercion. Therefore protectionism can be one way to level the playing field to ensure that the terms of competition are fact and equitable.

The most salient issues in the near future will likely be the arrangements that are made between countries with regard to globalization, labor, and environmental regulations. Organizations such as the WTO currently give discretion over policies to its members, but requests that a fundamental non-discrimination principle is respected: National Treatment (NT). The provision seeks to prevent protectionist use of domestic policy instruments, requesting that when an imported product is sufficiently similar to a domestic product, they are treated identically (Horn, 2011). Therefore even membership into an organization such as the WTO does not guarantee that the playing field will be level.

Works Cited

Horn, H. (2011). The burden of proof in trade disputes and the environment. Journal of Evironmental Economics and Management, 15-29.

Stewart, D. (N.d.). Mollie's Job. Retrieved from Amazon: http://www.amazon.com/Mollies-Job-Story-Global-Assembly/dp/0743200306 [read more]


Labor Law Specifically in Cases of Termination of the Employment Contract Research Proposal

… Termination of Employment Contract in Labor Law

In the United States and other OECD countries, employers are generally constrained by statutes to implement unjust dismissal of employees. However, in the United States, employers could terminate non-labor union members at will… [read more]


Company Unions or Employee Representation Plans Inferior Essay

… ¶ … company unions or employee representation plans inferior to worker-Controlled unions?

Company unions, by definition, represent the interests of the company, not simply the workers. With employee representation plans, although workers can discuss issues they are having with their employer, they do not have the formal protections that labor unions possess under the law, such as collective bargaining. There are legal protections binding the negotiations of labor and management that prevent managers from changing policies when they happen to be advantageous to the company. Labor unions also (depending on the state and circumstance) may be located in 'closed shop' states that ensure that all members within a particular segment of the workforce must be unionized. Worker-controlled labor unions can engage in collective strikes and collectively lobby for higher wages and benefits. Employees cannot ignore the demands of such unions for collective bargaining or try to bully or control worker-controlled unions under the law. Worker-controlled unions are completely independent entities.

Q2. In what ways are traditional union models under pressure to change in the 21st century and what are some of the changes taking place?

Unions have been pressured to change and to take into consideration the needs of employers in a manner that is not purely adversarial. During the negotiations of the auto unions with the 'big three' American car manufacturers, unions were forced to make critical concessions to ensure the future health of the industry, acknowledging that if the companies were brought down by the long-term cost of pensions and benefits, everyone would suffer, including current workers and retirees. Even white collar unions like teachers' unions have been criticized for making unreasonable demands in eras of scarce public funds. Unions have had to work harder to 'sell'… [read more]


Consensual Relationship Agreement Case Study

… Consensual Relationship Agreement Case Study

This study seeks to conceptualize the idea of Consensual Relationship Agreements at the place of work. For this reason, this case study will give an analysis on the aforementioned as it focuses on non-ethical ramifications.… [read more]


Business Creativity Many Times People Have Wondered Article

… Business Creativity

Many times people have wondered how some businesses seem to thrive in any economic situation while others just cannot seem to keep up. The answer to this question is simple, creativity. Businesses that are creative are always innovating… [read more]


Skills and Knowledge Term Paper

… ¶ … Personal Portfolio of Skills: Enhancement through Education

Attaining the skills and knowledge necessary for becoming an effective part of the workforce is a common goal for continuing education, but this perspective is actually narrow and limiting when it comes to the potentials that the right classes and the right attitude can provide one with. Education is not simply about learning rote facts and techniques, but about becoming a more effective individual that can contribute in multifaceted and dynamic ways to the modern workforce. The classes I have taken and the knowledge and skills I have come away with have had and will continue to have a profound and positive impact on my personal portfolio.

Foundations in Integrative Studies was one of the most significant classes I took in terms of understanding how knowledge is generated and how ideas form and evolve. Understanding the current perspectives and problems in interdisciplinary studies and the importance of being able to approach issues from a variety of angles will certainly help me in the workforce both in terms of far more conscious and refined critical thinking skills as well as in areas of teamwork and coordination. Leadership roles are an eventual goal in my career, and the skills and knowledge I engaged with during this class will serve both as a means to achieving these leadership positions and to meeting with success once they have been attained. Similarly, the Non-Verbal Communication course I took was ful of information and techniques that will be of immense use in interpersonal settings, whether these are meetings with peers, superiors, or employees that I might one day be managing and supervising. Sending appropriate non-verbal signals and learning to identify and respond to the signals sent by others will be of great value in business meetings, client meetings, and almost all professional settings. Working in any aspect of home healthcare requires a great deal of attention to the details interpersonal communication, and the marketing fields is entirely about communication -- knowing that every move, gesture, and expression communicates and having an understanding of how that communication occurs will be invaluable in my profession, and will help both subtly through use and explicitly through mention during employment interviews.

I have also learned a great deal about communications within organizations, and again this will be a great boon during employment interviews and in the actual operations of my profession. While marketing/liaison positions are most explicitly concerned with external communications -- those extending from the company to clients/consumers -- internal communication is equally vital in understanding that the right message is going out. My education has provided me with skills that help to support ongoing communication with… [read more]


Managing People -- Wal-Mart Summary Essay

… Wal-Mart is therefore responsible for nearly as many unemployed, underpaid and overworked people in America and other countries where they have their stores.

The management of Wal-Mart argues that, price depressing effects of Wal-Mart out-run the wage depressing effect that,… [read more]


Personal Success Plan Ultimate Essay

… Although I have shown poise and leadership in the circumstances that suite my preferences well, I also realize that maintaining a positive attitude and behavior during times that less than ideal can be a key step in my professional development.… [read more]


Comparison of Three Countries ER System Application Essay

… ¶ … Country's ER Systems

The intent of this analysis is to evaluate the differences between China and Germany, Germany and Australia, and China and Australia. Taking the role of an Employee Relations (ER) Manager who is responsible for managing… [read more]


Business Ethics How Important Essay

… Clearly, an ethical company will be straightforward with its employees as to what happens to private information once the employee has given informed consent to allow the company to gather that information. But there are companies that are so focused… [read more]


Diversity Challenges Term Paper

… Diversity Challenges

Scenario 1 Overview -- a 10-year employee took 10 weeks off under the Family Medical Leave Act. The employee is now requesting another 3 weeks off and our company does not have an extended leave policy.

Legal Background… [read more]


Interview Tool Identify Creative Writing

… As such, to help mitigate this conflict, I would purposefully ask questions designed to help the interviewee relax and feel comfortable divulging truthful information.

Add a section to allow the interviewer to rate the applicant based on the interview tool.

SKILL

TYPICAL DESCRIPTORS

SKILL (1-5)

5 being the most favourable

SPECIFIC COMMENTS

Organisation and Time Management

Prioritising, dealing with paperwork; interruptions; planning your day.

5

Decision Making and Problem Solving

Ability to make decisions; selecting suitable solutions; analysis of appropriateness.

5

Planning

Leading teams; consulting team members; task allocation; objective setting.

5

Delegation

Matching tasks to staff; providing guidance and advice; maintaining staff motivation and focus.

5

Motivation

Applying motivational techniques; understanding individual motives; making tasks challenging; encouraging creativity; providing team support; engendering trust and openness.

5

Target Setting

Understanding and communicating organisational objectives; use of SMART objectives to achieve targets.

5

Coaching

Interpersonal

Skills

Providing guidance; listening skills; ability to draw out information; reinforcing behaviour using feedback; negotiating; planning goals and objectives.

Relating to others; building rapport and positive relationships; being sensitive to peoples needs; using influencing and persuasive skills to help others improve performance or overcome problems; listening effectively and providing feedback; being assertive; use of body language.

5

5

Written Communications

Structure and format of letters, memos, e-mails, reports

2

References

1) Hildebrand, Deborah. "Doing Well in a Job Interview Is an Important Skill to Learn | Suite101.com." Deborah S. Hildebrand | Suite101.com. Web. 11 Jan. 2012. .

2) "The Problems with Interviews." Pre-Employment Testing, Aptitude Testing, Personality Assessment and Employment Assessments. Web. 11 Jan. 2012. .

3) Staff, Co. "Emotional Intelligence in the Workplace: An Interview with Dr. Michael Rock." CanadaOne: Canada's Small Business… [read more]


Labor Laws and Unions Essay

… Labor Unions -- Labor Laws

Labor unions in the United States have been the source of support for workers when it comes to collective bargaining and worker's rights, and they have been a source of frustration for employers in many cases. In this paper the National Football Players Association (NFLPA) will be the focus.

The National Football League Players Association was started in 1956 but it did not have its full program of rights and responsibilities until several years later. The owners of the 12 teams in the league at that time did not want to pay the players very much but the players were demanding at least $5,000 per player per year. When the owners stonewalled the player negotiators -- and simply refused to negotiate -- the players association sued under the U.S. antitrust laws. The owners were obliged to cooperation with the association (later to become a union).

There are serious legal issues that are currently being litigated involving the NFLPA and the NFL. In 2011, it was discovered that members of the New Orleans Saints had set up a "bounty" program; players received cash (up to $10,000, reportedly) for injuring opponents. NFL Commissioner Roger Goodell fined these players and issued suspensions, including a suspension for a full year for Jonathan Vilma. Vilma (and other players) have sued the NFL and Goodell for defamation of character, saying that Goodell didn't abide by the collective bargaining agreement. Moreover, Vilma's attorneys said "Goodell did not have jurisdiction to appoint himself the arbitrator… because the accusations included on-the-field activity that, under the league's labor deal, is supposed to involve an arbitrator other than the commissioner" (Plaisance, 2012).

Goodell, for his part, said he has the right under the collective bargaining agreement to discipline players who exhibit "conduct detrimental" to the game act with "malice" and who break the rules in dramatic fashion.

This case is being heard in Federal Court in New Orleans, which has jurisdiction over state courts. What the courts do is examine the collective bargaining agreement to see if there were violations by management. Under the National… [read more]


Imminent Hanging Critical Analysis Article Critique

… Conflict resolution benefits all parties involved; it puts money in the right places and keeps the companies going overall.

Because of the extensive history and background that Crain provides, readers may be tempted to readily agree with his assertions. The labor struggle in the United States is fairly infamous and notorious, especially since the Industrial Revolution at the turn of the 20th century.

Union representation elections are often conducted in an environment of intimidation and coercion, denying employees the freedom to choose whether they wish to be represented by a union. In the United States, both unions and employers have engaged in unfair labor practices in pursuit of their own agendas -- misleading employees about the consequences of choosing union representation and, in extreme cases, threatening employees with physical harm. (Specter & Nguyen, Representation without Intimidation, 2008)

Familiarizing readers with the history of the U.S. labor struggle helps persuade readers in thinking U.S. workers are indeed in serious jeopardy of losing their voice in the treatment the receive and how they are perceived at the workplace. Crain perceives the federal government as benign and self-interested, "No . . . law affords workers a direct voice in how their day-to-day work lives are structured." (2011) To his credit, Crain provides counter-arguments and examples of how both labor unions and businesses have exploited the employment climate to their advantage, but his primary thesis remains that workers will continue to need some type of voice in their daily workplace lives, and that there continues to be a need for collective bargaining rights and legal remedies for their violation.

Crain is clearly advocating for workers' rights and for a just government. He believes that workers possess a fundamental right to refuse to work and terminate contracts when the circumstances and employer treatment demand it, yet not to act with recklessness. He advocates ultimately for the exercise of rights and free will, for workers, and for all who live in a free country. The writing is strong; the arguments are well presented, and the viewpoints are readily apparent. There is sufficient background and acknowledgement of opposing views. Regardless of one's personal opinion on the subject, Crain effectively gives readers a great deal to consider.

References:

Crain, M. (2011) An Imminent Hanging. ABA Journal Of Labor & Employment Law, 26(2), 151-160.

Specter, A., & Nguyen, E.S. (2008) Representation Without Intimidation: Securing Workers' Right to Choose Under the… [read more]


Work Disability in Small Firms Thesis

… Avoiding claims of prevalence will enhance focus on qualitative inquiry as to satisfaction and productivity given the qualification that those responses indicate perceptions or intent, like perceived job fit or intent to quit or search for different employment. Claims couched in terms of perception and ex-ante intent rather than as ex-post quantitative events, will avoid the type of subjectivity Hotchkiss (2002) e.g. finds underlying much of the research on incidence or causality.

Likewise reporting perceptions of ability, performance and satisfaction seeks to avoid confounding subjectivity of language but also of disclosure, because counting disability as only those conditions with medical documentation or real accommodation in the workplace, would omit workers with invisible disability they may have declined to report. That official definitions restricted by documentation and disclosure understate incidence of disability in the workplace is not only logically coherent, but becoming more recognized as a growing body of research demonstrates (e.g. Hotchkiss, 2002, pp. 8-13, or Kukla & Bond, 2012, p. 14). Kruse and Schur (2003), for example, raise plausible doubt about comparing statistics as definitions [read more]


Employee Theft Fraud and Waste Essay

… Employee Theft, Fraud and Waste

Employee theft, fraud as well as waste are of major concern for organizations today. Any organization that wishes to remain relevant in today's highly competitive business environment must not only enhance its profitability but it must also facilitate the efficient use of its resources. Employee theft, fraud and waste could impact negatively on both an entity's fair utilization of resources and profitability. With that in mind, the relevance of implementing deliberate measures aimed at reducing as well as averting instances of employee theft, fraud and waste cannot be overstated.

Employee Theft, Fraud and Waste: An Overview

Employee theft, fraud as well as waste are some of the more serious issues organizations have to contend with today. Siegel (2010) points out that in a recent survey conducted by an outfit that concerns itself with loss prevention, "the number of employees involved in pilferage is on the rise and so too is the value of the merchandise being stolen." But what exactly motivates employees to engage in theft and/or fraud? According to Siegel (2012), employees are motivated to steal by a number of factors. It is important to note that more often than not, employers or business owners wrongly attribute employee fraud to problems or conditions of an economic nature (Siegel, 2012). To effectively combat employee theft and fraud, there is a need to identify some of the actual factors that motivate such a behavior. Instances of wastage are also in most cases motivated by some of the same factors that motivate employee theft and fraud. Some of the factors that motivate employees to steal in the opinion of Siegel (2012) include "job dissatisfaction and the workers' belief that they are being exploited by employers or supervisors…"

Combating Employee Theft, Fraud and Waste

Given that cases of theft and fraud are clandestine in nature; both the prevention as well as detection of the same may prove to be an uphill task. Wastage of organizational resources is also in most cases disguised. In their own words, Bologna and Shaw (1997) note that "to avoid or prevent employee theft, fraud, and embezzlement, a climate of trust, honesty, and cooperation should be established." This assertion seems to support a view highlighted earlier on in this text that economic problems are not largely to blame for instances of theft as well as fraud in the workplace. Indeed, if economic problems did have a prominent role to play in motivating employee theft, fraud and waste; most of the recommended approaches to address the vices would not work.

It should be noted that the relevance of pre-hiring background checks cannot be overstated when it comes to the prevention of employee theft, fraud as well as waste. According to Beesley (2011), this should indeed be taken as one of the very first steps towards the prevention of employee fraud. In basic terms, chances of… [read more]


Marginal Jobs Differ From the Traditional Four Essay

… Marginal jobs differ from the traditional four norms of employment, including: legality of content, regular from an institutional perspective, stable, and offering sufficient pay for employees. Many jobs are considered marginal because they deal with socially unacceptable practices and what is known as deviant work that is typically either illegal or highly frowned upon. Secondly, unregulated work is another breach from the typical norms. A job is considered marginal when it does not follow typical government regulations for the protection and betterment of employees. Third, when a job is not stable it is marginal. Temporary or limited time frame for the job, meaning that the job is not meant to be permanent or a major career for the individual working in the position. Finally, insufficient pay is another tell-tale sign of a marginal position. Being paid minimum wage, where the worker cannot survive without supplemental income would make a job marginal. Typically, the most vulnerable populations work in marginal positions. This includes the youngest members of the labor force, including teens, and also immigrants with questionable legal status. They know much less about their rights, and are often unwilling to risk their position to secure more rights for themselves and their coworkers.

Question 2

Skill Upgrading occurs when employers and companies improve the skills of their workers in order so that employees can better deal with increasing technologies and more complicated changes to the work environment. This often requires extensive retraining and educational programs. On the other hand, Deskilling occurs when technology is implemented that removes the need for having skilled workers. In this case, automated or factory line style technologies replace the need for keeping skilled workers, and thus workers are either deskilled or replaced with less skilled workers… [read more]


Mock Interview Essay

… Mock Interview

The interview is in preparation for a job interview, with the position being Health care marketing professional. The employer has outlined a number of different competencies that it seeks for this position. Among these are a high level… [read more]


NOTE:  We can write a brand new paper on your exact topic!  More info.