Study "Career / Labor / Human Resources" Essays 991-1000

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Labor Union Negotiations the Zinnia Essay

… Since this is one of the key issues they should not settle on this point for anything less than two percent. Another key point is the issue of benefits. Healthcare costs continue to skyrocket and employees are left paying for the increases in costs without much help from their employers. Therefore, this should be the second key factor in the negotiations and should take the same stance. The Union should begin with a three percent offering and reduce it to no lower than two percent.

The other factors are slightly less salient however modest gains could stand to be earned in each of the different factors. For example, employees earn exactly zero vacation or holiday time during their first year. It is hard to imagine an employee working a whole year without any substantial break. Even a small vacation would do much to improve employee morale and make the workforce stronger. Therefore it is recommended that after three months of employment, employee should at least get a modest break. Then after six months they should also get another. They should at least a chance to take an extended weekend vacation somewhere so they can rejuvenate their spirits.

The two primary factors as well as the subsidiary concern about the vacation time should serve as the basis for any potential strike. The other factors can begin at a three percent offering but be used as leverage pieces for the negotiations. These are all points in which the hotel could gain their winning position in. It is likely that if the Union holds strong to their stance they can stand to benefit from the three primary goals and the hotel can also benefit from temporary relief from going any further on the other points of negotiation.… [read more]


Executive Coaching Areas Essay

… ¶ … small but successful systems integrator had recently employed, Sam X, a young man of 25 to run the day-by-day business for the owner / managing director. The problem is that he people who have to report to him… [read more]


Equal Opportunity in the American Workplace Research Paper

… ¶ … Male Consciousness-Raising from a Sociological and Political Perspective

Male employees are often found showing negative attitude towards female employees' high status positions at the workplace and liberalization in the society. Through this article, the author aims to discuss the role of male consciousness groups and the impacts of power relationships on men's attitudes. The author has presented his views in the light of his vast experience in the field of Political Sciences and Sociology. He has also used subjective evaluation and approaches to make his research reliable and authentic for the future researchers. As the article contains much discussion on the dominance of females by male groups, it can also be used to explain the gender inequality at the workplace; especially the topics like male dominance patterns, impacts of male values on females' status, etc. have extensive research on gender discrimination. The author has delicately explained the different aspect of men's consciousness-raising without showing any biased opinion for either of the genders.

"Work in the 21st Century: an introduction to Industrial and Organizational Psychology"

By Frank J. Landy & Jeffrey M. Conte

This book has been written in the context of Globalization; that is, what changes has the World seen since the evolution of technology and internationalization of businesses. The authors have tried to cover all the aspects of industrial relations and organizational behavior in this edition. They have dedicated a full chapter to workplace diversity in which gender and cultural discrimination has been explained comprehensively in the light of different organizational behavior theories and approaches. The aim of the…… [read more]


Skills Research Paper

… An equal wage for the same job must be paid to either gender. The same ruling regards age, disability, religion, and ethnicity. The employer, too, is required to reasonably accommodate the religious belief of the employee unless doing so would impose undue hardship. An age limit for the job may only be specified in rare circumstances where age has proved to be an occupational qualification (Federal Laws Prohibiting Job Discrimination.) However employers can, and frequently do slip around these legislations, and very few violators are held accountable. Given these circumstances it seems almost impossible to succeed in a world that evaluates you according to disadvantageous characteristics that fate has bequeathed you with and that are beyond your ability to eradicate.

On the other hand, there do seem to be some skills that are innate and that, everyone, regardless of external merit can claim possession to if they are born with them. These skills enable people to get to where they wish to be.

Baron and Markman (2000), for instance, observed that startups are often doomed to failure but some are more successful than others due to personality traits of the individual entrepreneurs rather than due to their affluence or influence. It is the entrepreneur's social skills -- specific traits that help them interact effectively and personably with others -- that play a dominant role in their success. Economic capital does help but, oftentimes, too it may hinder, since companies that are flush with the money spend it too easily and fail to innovate. It is past experience, ability to deal with people, the skill in reading other's accurately, being able to make a favorable first impression, being flexible, and adaptable to a wide range of social situations that can most help individuals in making that important first impression and in influencing the quality of their business interactions later on. In other words, it is not so much external characteristics that help one succeed but rather internal characteristics that are, most times, innate or that can be acquired through persistence and will.

Current times give us a far greater opportunity than ever before to practice these innate characteristics and to side-step deprivation of birth or fate. Potential employers may, and do, evaluate others based on external characteristics of socio-economic strata, gender, race, and so forth. Tendency to do so will, quite likely, continue despite national rules and regulations to the contrary. One who is determined, however, to pursue his dream and pursue a certain career can more confidently step in that direction by taking a non-conventional route such as becoming an entrepreneur, starting his or her own business and/or using the Internet. The Internet enables one to assume a guise where oen can transcend limitations of context and space and, using one's skills, market one's capacities (product or service) to others. Opportunities such as entrepreneurship and the Internet focus more on merit-based work or production than on extrinsic properties and these enable the individual to side-step potential limitations.

Individuals from less… [read more]


Abuses in Every System Essay

… If Apple were to take such a stand, then they could be applauded and FoxComm might change its practices. However, it is not Apple's responsibility to take on another company's practices. What Apple can do is say to FoxComm, if you don't change the way you treat your employees, we will take our business elsewhere, but it is not Apple's responsibility to do so at all.

3) The fruits of labor are enjoyed by all of society, even those workers who may be used in strenuous manners. As our text states, oftentimes it is how "justice is perceived" (p. 37) that brings about change. If FoxComm's actions are perceived in a negative manner, then pressure will be brought to bear through the workplace environment that will bring those actions to the forefront. The workplace is constantly changing, improving and enhancing society and individual lives. As the demand for certain products grows, so does the labor market for producing those products. Perceived justice in the developed countries is often different than the perceived justice in developing countries. As those developing countries continue their efforts to become 'developed' naturally practices change and improve with that development.

The key is to adequately measure that improvement against the possibilities of abuse and misuse of employees. The positive aspects are that the undeveloped countries have the opportunity to improve their workforce and bring their society in line with the more developed countries. Comparing the negative aspects of that workforce enhancement will necessarily mean that organizational behaviors will come in to bear. When companies such as FoxComm overstep their boundaries by mistreating their employees, then other companies such as Apple can use their financial influence to change the manner in which the employees are treated.

References

Greenburg, J.; Behavior in Organizations Tenth Edition

Hansen, L.L. & Movahedi, S.; (2010) Wall Street scandals: The myth of individual greed, Sociological Forum, Vol. 25, Issue 2, pp. 367 -- 374

YOU will…… [read more]


Sociology: Labor Studies Unionization Essay

… However, the government would also prove to be influential in the reduction of union authority and involvement with the nation's workers. Legislation was passed to circumscribe some of the positive effects of the NLRA, including the Taft-Hartley Act of 1947 and the Landrum-Griffith Act of 1957. Other noteworthy governmental actions that helped contribute to the decline of labor unions included Ronald Reagan's firing of air controllers in 1981, as well as the large amounts of "right to work" legislation that outlawed beneficiaries of collective bargaining contracts to pay dues to unions. Other factors responsible for the decline of union involvement include globalization and the outsourcing of traditional industries and sources of labor to overseas countries where there are no unions. Additionally, the splintering of the traditional AFL-CIO into other factions significantly detracted from the solidarity of unions.

The information provided within this excerpt appears to be poignantly true, particularly when it details the wage advantages that union membership offers vs. employees who are not part of labor unions. Furthermore, the awareness that such unions raise in their employees of non-wage related benefits, such as health coverage, increased vacation time, and lower premiums for health and life benefits, is certainly productive and may partially explain why the government was largely responsible for decreasing the effectiveness and the authority of unions in the past several decades. Yet what is suggested throughout the duration of this excerpt is that the true strength in unions lies in their membership. If enough people join them and become involved in them, it appears as if there potency can be elevated again to enable working class people…… [read more]


Discrimination and Affirmative Action Case Study

… Discrimination and Affirmative Action

Should disabled veterans get preferential treatment over better qualified candidates who are not disabled veterans?

Over the last several decades, the issue of employment discrimination has been increasingly brought to the forefront. Part of reason for this is because many minorities, women and the disabled are subject to instances of favoritism towards particular groups of workers over them. Once this takes place, it means that anyone who does not fall under these guidelines will have trouble finding good employment opportunities with the possibility of career advancement. This will have an impact on their standard of living and quality of life. To combat these issues, both the state and federal governments have been implementing various hiring quotas to give preference to these individuals. (Muhl, 1999, pg. 48)

However, the practice of enacting these quotas has been creating controversy. The reason why, is because there are previous court decisions which have determined that hiring someone based upon population demographics is unconstitutional. This is when the government will require employers to select staff members for key positions based upon actual population statistics. The basic idea is that this will address issues of discrimination and give select groups of individuals' advantages over the others. In the case of the federal government, they have been setting these kinds of quotas to ensure that disabled veterans are given equal treatment during hiring and promotions. This is troubling, because this practice is entering a gray area that is in violation of case precedent. While at the same time, the intent of these regulations are designed to ensure that everyone has equal access to the best positions based upon their qualifications. To determine if disabled veterans should be receiving this kind of preferential treatment. We will examine the Disabled Veterans Affirmative Action Program (DVAAP) in comparison with those that they have in place for women and minorities. Once this occurs, is when can see if this policy is in compliance with the various provisions of the law. This is the point that we can determine if these individuals should be given preferences over other qualified candidates who are not disabled veterans. (Muhl, 1999, pg. 48)

The DVAAP requires the federal agencies to give preferences in the hiring and promotion to disabled veterans from Vietnam and post-Vietnam conflicts. The basic idea is that by hiring these individuals, the federal government is giving those people who served their country the first opportunity for many job opening. As, these people will have a certain amount of setbacks that they must overcome. To enforce these various provisions each agency is required to submit a report to the Office of Personnel Management (OPM). In it they must describe the steps the agency is taking in to hire / promote the maximum number of disabled veterans. ("DVAAP," 2011) (Muhl, 1999, pg. 48)

This is different from other programs that the federal government is using when they are hiring minorities, women and the…… [read more]


Precipitating Events Leading to Voluntary Employee Turnover Dissertation

… ¶ … PRECIPITATING EVENTS LEADING TO VOLUNTARY EMPLOYEE TURNOVER AMONG INFORMATION TECHNOLOGY PROFESSIONALS: A QUALITATIVE PHENOMENOLOGICAL STUDY BY WILLIAM J. VON HAGEL, JR.

The costs of replacing information technology professionals is enormous, and recent trends indicate that voluntary turnover in this industry in on the rise for reasons that remain better described than understood in the relevant literature. In his study, "Evaluation of Precipitating Events," Von Hagel emphasizes the need to better understand undesired employee turnover in the information technology industry in general and within the defense contracting industry in particular. To this end, this qualitative study used a series of 20 interviews with information technology professionals working in the defense contracting industry to develop his findings, conclusions and recommendations. This paper evaluates Von Hagel's qualitative study using the framework provided by Miles and Huberman (1994) and Creswell (2007). An evaluation of the study's methodology is followed by a discussion concerning the author's limitations, implications and recommendations. Finally, an assessment of the author's application of his selected methodology is followed by a summary of the research and important findings in the conclusion.

REVIEW AND EVALUATION

1.

Evaluation of methodology

a.

Consistency in purpose statement, problem statement and research questions. The study's stated purpose was to examine the lived experiences of IT professionals working in the defense contracting industry to help understand the types of precipitating events that can result in voluntary turnover. This purpose is largely congruent with the author's general problem statement which relates to inordinately high and unacceptable levels of voluntary employee turnover among IT professionals which have far outpaced those of other professions with the specific problem being comparable levels of voluntary turnover in the defense contracting industry. The six research questions propounded by Von Hagel also naturally flow from the above-described problem statement and specifically focus on the respective why, what, when and why factors that compel IT professionals to remain with a firm or seek better opportunities elsewhere.

b.

Selection of participants. The author states that a "purposeful" [sic, purposive?] sampling procedure was used to intentionally select those participants who possessed the lived knowledge that was of interest for the study's purposes. Potential participants were initially contacted by telephone or email to determine if they satisfied the study's several selection criteria. The selection criteria were straightforward and appropriate for these purposes: (a) participants must be actively employed as an IT professional; (b) must have held more than one position in the defense contracting industry and held their most recent position since January 1, 2006 (to minimize recall errors) and (c) those who work in the defense contracting industry in Fort Meade, Maryland.

c.

Appropriateness of research method and research design. In support of his rationale for research method and design selection, Von Hagel describes the various attributes and capabilities of qualitative and quantitative research and explains why the selected approach was most suitable for the goals of his study. Taken together, the qualitative research method and design used by Von Hagel were appropriate for the… [read more]


Solid Evaluation Process for Feedback Reaction Paper

… ¶ … solid evaluation process for feedback is a fairly integral component of large term success within a particular organization. It should be noted, however, that such an evaluation process is efficacious when it is specifically tailored as much as possible to meet the needs of the individual employee, so that he or she may be properly motivated to learn or be trained in a matter that seems most applicable to his or her career goals and lives. Although the terms "evaluation" and "performance feedback" appear synonymous, there are actually fine differences that distinguish the two, both of which are necessary to impart valuable responses for an individual regarding training.

An evaluation is a method of utilizing different criteria to determine one's aptitude for a particular task, function, or job-based performance. Performance feedback, however, is the results of such an evaluation. One of the key facets of insuring that an organization's performance feedback evaluation process is truly beneficial for its employees is to be sure and utilize multiple sources for the evaluation -- which should ideally be peer-related, performed by one's superiors, as well as be related to some subjective method of determination, perhaps one that is quantitative. However, when it comes to administering the performance feedback, it will benefit an organization tremendously to assess both an individual's strengths and areas for improvement in a manner that may be empathetic to the particular abilities and limitations of an employee.

Another key aspect of the aforementioned process is the provision of motivation for employees to actually want to improve their proficiency in their job or in functions closely related to their job duties. Motivation, in most cases, is simply an impetus or reason to direct positive change in one's life, and can stem from a number of internal sources related to personal life, family,…… [read more]


Employment Relations CIPD Term Paper

… This decline concerned only the recognized unions which had members at the workplaces. However, it was WERS 2004 that for the first time asked the managers if they recognized the trade unions that didn't have member in their workplace an… [read more]

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