| Papers [151-160] of 1386 :: [Page 16 of 139] | | Go to page : <— 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 —> | |
|
|
Climate and Culture within a Professional Organization, 2007.
This paper assesses and explains the concepts of climate and culture within a professional organization.
3,439 words (approx. 13.8 pages), 15 sources, MLA, $ 97.95
»
Click here to show/hide summary
Abstract
In this article, the writer provides a detailed explanation of the concepts of climate and culture within a professional organization. The writer notes that doing so will help familiarize the reader with how these separate processes both impact the status of the organization. This paper also demonstrates how an effective leader can change these processes and therefore help improve the quality of the work environment for his or her employees.
Outline:
Introduction
Explanation of Climate and Culture
Climate
culture
Development of Climate and Culture
Changing the Climate and Culture
Conclusion
From the Paper
"The climate of an organization is manifest by its workers. As such, climate research predates culture research as there has traditionally been a strong psychological component of attempting to assess job performance through exploring the perceptions, attitudes, preferences, and motivational drive of employees. Ashanskay et al. find that the early research on climate was done with a focus on Gestalt psychology, suggesting that the study of a climate in an organization was similar to the study of field theory on any population set."
| |
|
The Gender Wage Gap, 2007.
An analysis of the gender wage gap in Canada according to the theories of Karl Marx and Max Weber.
2,149 words (approx. 8.6 pages), 6 sources, MLA, $ 67.95
»
Click here to show/hide summary
Abstract
This paper analyzes what appears to be ensuring the continuation of the gender wage gap in Canada. It specifically analyzes the theories of Karl Marx and Max Weber in order to determine the differences between the genders and thus the reasons for the gender wage gap. The paper concludes that neither Marx nor Weber provide acceptable explanations for today's culture.
From the Paper
"Weber's theories also do not offer a blueprint for us to follow today. Weber saw the differences between men and women as natural, and would not have any problem with the gender wage gap. In fact, he would no doubt see it as normal and natural. Indeed, it follows from Weber's theories that - as sex differences are natural - so too are differences in type of work, and pay. Thus, the implication of accepting Weber's theories would be to simply accept the gender wage gap as reflecting the natural differences between men and women. It is argued that this is not at all acceptable today. Moreover, Weber would not have foreseen that men would play increasingly large roles in the lives of their children. If he were around today, he would find the idea of single fathers unbelievable, and also he would find the idea of working mothers (working in the paid work force) unbelievable."
| |
|
Employment Rights, 2007.
This paper discusses employment rights and examines the concept of the at-will contract.
1,313 words (approx. 5.3 pages), 3 sources, MLA, $ 44.95
»
Click here to show/hide summary
Abstract
In this article, the writer looks at Richard Epstein's defence of the at-will contract. The writer maintains that Epstein is a tactician in terms of his presentation and argumentation but in terms of substance he relies almost completely on smoke and mirrors to support a virtually unsupportable position. The writer argues that at-will employment environments offer very little real incentive for employees to vest fully in their positions because underwriting their entire existence in the at-will workplace, is the implicit threat of sudden job loss. The writer points out that, what first seems brilliant in Epstein's position on at-will contracts, being roughly equitable to the freedom of speech, at his conclusion, suddenly seems shallow and superficial. The writer then notes that for their part, Patricia Werhane and Tara Radin remain if not brilliant then consistent and empathetic to the employer who, in private companies, is subject to sudden job loss without due process and little recourse. They recognize that, irrespective of what Epstein would have the reader believe, at-will contracts are meaningless constructs that do nothing but free employers from any moral or ethical consideration of the employee.
From the Paper
"However, the at-will contract is a sort of contract in negative where the only obligation is for the employee to show up to work every day at risk of job loss and the long-term negative effect that job loss will have on the employee's successive career. For the employer, there is no substantial financial threat, generally speaking, should an employee leave and certainly the employer does not risk long-term negative consequences due to an employee's departure. The employer merely hires another employee to fulfil that functional role within the company. The employee, on the other had, is often under economic constraints that make such a job loss or employment change catastrophic. At-will contracts are contracts in name only with the only benefit being the employer who is under no obligation to continue to provide employment from one minute to the next. In fact, for Epstein, his argument concludes on a blame the victim note where although some abuse of at-will contracts may exist, it does nothing to undermine the overall perfection of the system .. "
| |
|
Globalization and Social Movements, 2007.
The paper examines the agenda of protest groups who protest the "free trade" movement in general.
2,087 words (approx. 8.3 pages), 6 sources, MLA, $ 65.95
»
Click here to show/hide summary
Abstract
The paper explains that the free trade opposition movement is an attempt to warn blind consumers about the dangers of "free trade" where corporations exploit cheap labor. The paper discusses how developed nations invest in markets that might provide jobs to poor people but they do not pay enough to provide relief from poverty. The paper looks at the assertion that the poorest countries remain so poor because they have no real voice in setting the prices for goods.
From the Paper
"In part the protests are linked to the indifference that has been shown developing nations, with regard to policy development and agenda. Yet, the opponents of free trade have a broader list of complaints that have to do with overall economic dominance of the "free trade" movement by the developed nations. The fears of the opposition are that trade, in this venue will further tax, rather than assist poorer countries, due to its aggressive emphasis on the bottom line. The "free trade" movement may allow new markets to open in these previously isolated economies but at what cost?"
| |
|
Employee Assistance Programs, 2007.
This paper discusses public sector employee assistance programs.
1,968 words (approx. 7.9 pages), 7 sources, MLA, $ 62.95
»
Click here to show/hide summary
Abstract
In this article, the writer presents an examination of employee benefit programs and looks at how they impact the public sector workplace. The writer explains what employment assistance programs (EAP's) are. The writer then discusses their history, management and impact and also studies how they fit into the public sector workforce. The writer concludes that, as public sector organizations move forward and budgets become tighter, EAP's should not only be maintained, but they should be enhanced to further reduce public sector workplace problems which in turn saves taxpayer dollars.
Outline:
Introduction
History
Purpose
Types of EAPs
Benefits of EAP in Public Sector Workforces
How EAPs Are Managed
Public Sector Specifics
Success or Failure
From the Paper
"Over the years EAP's developed into programs meant to assist with any employee personal problem that had the potential to interfere with his or her ability to perform work duties. This can include marriage issues, financial stress, depression, drug or alcohol use, child care issues or other things that are not job related but have a negative impact on the employee's job performance."
"Employee Assistance Programs saw major growth during the 1970s when federal grants began to be offered to help offset the cost of providing such programs in the private and public sector."
| |
|
American Workers, 2007.
This paper discusses the challenges facing American workers today.
1,887 words (approx. 7.5 pages), 11 sources, MLA, $ 60.95
»
Click here to show/hide summary
Abstract
The paper discusses how workers are in a weak position today. The paper explains that they are facing job losses and pay and benefits cuts and their lobbying power is weakening. The paper maintains that by creating a worker-rights group that is open to all American workers, regardless of union affiliation, workers can create an inclusive organization with the financial resources to advance a pro-worker agenda.
Outline:
Structuring the Organization
Legislative Program
Conclusion
From the Paper
"Much of the 20th century was defined by the worker movement, with Americans joining labor unions and other organizations in droves to achieve safer working conditions, better benefits, more equitable pay for women and people of color, and several other victories. However, the first years of the 21st century have, in many ways, not been the era of the worker. Union membership is down to just 12 percent of the working population, and the AFL-CIO has suffered infighting and a schism as labor leaders struggle to fix the besieged union movement (Union members)."
| |
|
The Glass Ceiling, 2007.
This paper discusses whether efforts to remove the glass ceiling have been effective in creating equal opportunities for women in business.
1,521 words (approx. 6.1 pages), 5 sources, MLA, $ 50.95
»
Click here to show/hide summary
Abstract
The paper explains that the term "glass ceiling" first became popular in the 1980s to describe the invisible but very real barrier keeping women from rising to positions of power in organizations across the US. The paper attributes this to the attitude of many corporations and managers that women cannot manage or lead effectively, the social pressures and roles that place women at a disadvantage and the idea that women are sometimes not aggressive or assertive enough in the workplace. The paper provides examples of several women who have risen to the top of their organizations, but concludes that society must begin to alter its ideals about female and male identities and stop gender from being a deterrent to job satisfaction and success in the workplace.
From the Paper
"More women are working than ever before, and more women are starting their own businesses. While it would seem that because there are more women in the workplace, there would be more female executives in large (and small) corporations, that is simply not the case. Two authors note, "Apart from upper management roles, the proportion of women in management at any level is disproportionate to their presence in the workplace" (Miller, and Lemons). Women still have enormous difficulty rising above the glass ceiling. Several authors write, "The glass ceiling is not simply a barrier for an individual, based on the person's inability to handle a higher level job. Rather, the glass ceiling applies to women as a group who are kept from advancing higher because they are women" (Morrison, White, Velsor, and The Center For Creative Leadership 13)."
| |
|
Female Faculty Compensation, 2007.
An in-depth examination of the issue of gender compensation disparity at America's colleges and universities.
19,591 words (approx. 78.4 pages), 42 sources, MLA, $ 249.95
»
Click here to show/hide summary
Abstract
The paper studies the perceptions and realities of female faculty compensation at American colleges and universities. The paper determines that faculty women earn lower salaries than faculty men and they tend to occupy, in noticeably larger proportions, the lower rungs of the academic hierarchy. The paper discusses how disparities in women's pay and promotions are reflections of the wider society's prejudices and preconceptions. The paper recommends that college and university faculty and administrators work together to change views and institute real programs to change these long-established prejudices. The paper includes appendices.
Outline:
Chapter 1: Introduction
Background: Equality and the Workplace
Statement of the Problem
Research Questions
Significance of the Study
Research Design and Methodology
Organization of the Study
Chapter 2 : Literature Review
Equality in the Workplace as a Reflection of Equality in Society
Chapter 3: Gender Pay Inequity Among College and University Faculty
Why is Gender Pay Inequity Important?
The Value of One's Work and the Gender Inequality Experience
Chapter 4: Gender Pay Inequity Among College and University Faculty: Belief Vs Reality
The Beliefs
The Realities
Chapter 5: Conclusion
Introduction
Summary
Recommendations
From the Paper
"American society has changed dramatically in recent decades, and with it, the American workplace. Age-old assumptions and practices have been given up in favor of new outlooks and techniques. The last third of the Twentieth Century was a time of leveling, a period in which long oppressed groups fought for and, in many cases, gained their rights. Americans on all rungs of the socio-economic ladder looked at, and re-evaluated, the fundamental premises and promises of their nation and society. The United States was a country conceived in liberty, justice, and equality for all, principals that had not always been lived up to; opportunities that had not always been made available to all. After a long and hard struggle, ethnic and religious minorities obtained equality under the law. They fought for and won equal recognition in the voting booth, in the restaurants, clubs, schools, and the workplace. Conscientious citizens looked beyond the obvious minorities and discovered a full half of the American population that was suffering from discrimination. From the beginning, America's women had been denied their right to a full and equal participation in the American dream."
| |
|
Performance Measures, 2007.
This paper discusses the correlation between performance measures, reward systems and job satisfaction.
18,132 words (approx. 72.5 pages), 70 sources, MLA, $ 249.95
»
Click here to show/hide summary
Abstract
In this study, the writer notes that performance measures have long been utilized in both the private and public sectors. The widespread use of performance measures exist because there are a plethora of benefits associated with such measures. In this study, the main foci are performance measurement, reward systems and job satisfaction. The research contained in this discussion is evidentiary of a definitive relationship between performance measurement and employee attitudes concerning job satisfaction. One can also conclude from this discussion that job satisfaction is directly associated with, motivation, expectancy, and reward systems. The writer points out that researchers have consistently found that people are motivated by both intrinsic and extrinsic values as it relates both to job satisfaction and performance in the workplace. Further, the writer notes that intrinsic motivation pertains to personal goals and objectives while extrinsic motivation is associated with both monetary and non-monetary rewards.
Table of Contents:
Introduction to the Literature Review
An Overview and Purpose
Organization of the Review, Scope, and Library Research Plan
Organization of the Review
Library Research Plan
Interest, Significance, and Rationale for the Critical Analysis
Review of the Literature
Introduction
Frameworks for Performance Measurement
Overview
Financial Performance Measures (DuPont Pyramid)
Performance Measurement Matrix
Strategic Measurement and Reporting Technique (SMART)
Macro Process Model of the Organization
The Balanced Scorecard
Individual Job Performance and Performance Measurement
Contextual Performance
Task Performance
Adaptive Performance
Conducting Ratings/Appraisals and the Ratings Formats Utilized
Graphic Rating Scales (GRS)
Behaviorally Anchored Ratings Scales (BARS)
Mixed Standard Scales (MSS)
Performance Distribution Assessment Method
Computerized Adaptive Rating Scales (CARS)
Rewards Related to Performance: Impact on Employees
Rewards for performance
Risks associated with Rewards for Performance Systems
Examples of Rewards for Performance Systems
Function of Monetary Rewards
Function of Non-monetary Rewards
Implications for Rewards for Performance Systems
Implementation of balanced Incentives
Cultivating a culture of Commitment to Improve Performance
Job Satisfaction
Discussion of the Literature
Summary and Interpretations
Theoretical Literature
Empirical Literature
Conclusions
Recommendations
Theoretical Reformulations
Empirical Studies
From the Paper
"In addition, after studying performance measurements within service industries Fitzgerald et al. developed a framework placing measures into two basic types. These measures include those that are correlated to results such as competitiveness and financial performance and those measures that concentrate on the determinants of those results such as flexibility, quality and resource utilization. The author points out that this structure is representative of the idea of causality, demonstrating that results acquired are a utility of past business performance correlated to particular determinants. In addition, this type of performance measurement structure is representative of the need to recognize the drivers of performance so that desired performance outcomes can be realized."
| |
|
Sexual Harassment, 2007.
An analysis of legislation associated with the prevention of sexual harassment in the workplace and institutions of education.
1,981 words (approx. 7.9 pages), 5 sources, MLA, $ 62.95
»
Click here to show/hide summary
Abstract
This discussion investigates the laws associated with sexual harassment in the workplace and institutions of education. It describes the legislation that is in place to prohibit sexual harassment in the workplace and to punish those who engage in such harassment despite the fact that it is prohibited. It also discusses the prevalence and impact of sexual harassment.
Table of Contents:
Introduction
Laws Associated With Sexual Harassment
Prevalence
The Impact of Sexual Harassment
Conclusion
From the Paper
"The research as it relates to the impact of sexual harassment seems to assert that victims are often afraid to report harassment because the severity of sexual harassment has been minimalized within society and the organization. The author also points out that sexual harassment can trigger other memories of abuse and have a deep psychological effect on the victim. In addition the research indicates that victims are often forced to interact with victimizers and work in an environment that is hostile. The impact of sexual harassment can also be seen in whether or not victims choose to report the crime or not. Overall it is evident that victims of sexual harassment endure a great deal as a result of the harassment and the processes that may follow the reporting of such harassment."
|
|
|