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The Working Schedule of a Nurse, 2006.
A review of various studies published, discussing the long working hours of a nurse.
1,078 words (approx. 4.3 pages), 8 sources, MLA, $ 37.95
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Abstract
This paper discusses how the proportion of nurses who reported working schedules that actually exceed the Institute of Medicine's recommendations should be a red flag for the industry concerning fatigue and health risks to nurses and patient safety. The paper takes a look at various literary studies reviewing this issue.
From the Paper
"During the past ten years, there have been dramatic changes within the health care industry, primarily due to an increased emphasis on cost reduction, and nurses, who are the largest segment of the healthcare workforce, have been significantly affected by the changes (Trinkoff; Geiger-Brown; Brandy; Lipscomb; Muntaner 2006).
The elimination of jobs within the industry has resulted in extended work schedules for the nurses who are still employed. The authors of the study explain that "extended work schedule" is defined as one that varies from the standard 8 hours per day, 35-40 hours per week, and includes "long work hours, irregular schedules, on-call requirements, mandatory overtimes, and rotating shifts, or combinations of these" (Trinkoff; Geiger-Brown; Brandy; Lipscomb; Muntaner 2006). Previous research has found that such scheduling practices have been used to address staffing crises and also as a means to accommodate daily staffing requirements. "
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The Leadership Constellation, 2006.
This paper is a research proposal to study job satisfaction of workers in drug and alcohol rehabilitation centers as related to organizational leadership.
5,590 words (approx. 22.4 pages), 25 sources, APA, $ 135.95
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Abstract
This paper explains that the proposed research will focus on the identification of three leadership traits and will correlate job satisfaction to these leadership qualities in drug and alcohol rehabilitation centers. The author relates that the methodology will be surveys of two sample populations of (1) 75-100 workers and (2) top and middle managers in residential substance abuse treatment centers in the local area. The paper stress that the objective of the study is to find a way to improve working conditions, reduce on the job stress, and increase job effectiveness of residential substance abuse workers.
Table of Contents:
Background of the Problem
Significance of the Problem
Literature Review
Summary
Research Questions and Hypotheses
Research Design and Methodology
Study Population
Survey Instrument
Data Analysis
Limitations
Conclusion
From the Paper
"A majority of the studies on job satisfaction involved nurses of various ranks and settings. Although these studies do not address the intended sample population directly, they still tell us many factors that consistently affect job satisfaction. Elements, such as leadership styles and qualities were found to affect health care workers in many settings. Problems associated with staff shortages and attrition is not limited to substance abuse workers. These problems were found to represent a pandemic that has struck the health care industry on a global basis."
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Quality of Work Life (QWL), 2006.
A discussion regarding the concept of quality of work life (QWL).
977 words (approx. 3.9 pages), 1 source, MLA, $ 34.95
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Abstract
This paper reviews the idea of the term humanization of work or quality of work life (QWL), which refer specifically to changes that enhance the human experience at work and decrease the social and psychological costs incurred in producing goods and services. The paper further discusses the criteria of QWL and the effect the implementation of such a concept has on the workplace.
From the Paper
"The term humanization of work or quality of work life (QWL), refer specifically to changes that enhance the human experience at work or, on the other hand, decrease the social and psychological costs incurred in producing goods and services. A definition of QWL criteria first proposed by Walton in 1973 still appears relevant today: (a) adequate and fair pay; (b) safe environment; (c) bill of rights, including equity and due process; (d) development of human capacities; (e) advancement opportunities; (f) human relations; (g)
total life space, for example, balance of work and family; (h) social relevance of employer; and (i) employees' influence over decisions that affect them. Quality of work life can also be defined by several principles: security, equity, democracy, and individuation."
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"The Making of the English Working Class", 2007.
A review and criticism of E.P. Thompson's "The Making of the English Working Class".
1,432 words (approx. 5.7 pages), 1 source, MLA, $ 47.95
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Abstract
"The Making of the English Working Class", by the 20th century British Marxist historian E.P. Thompson, attempts to chronicle the political, social and economic effects of the industrial revolution in modern English society. This paper presents a review and critique of this book and concludes that studying this book provides readers with a new perspective on the era.
From the Paper
"Far from interpreting the actions of the members of Parliament, such as the Honorable PM Pitt as noble, he sees such half-measures as reflective of their desire to acquire social and political capital through their positions, and to render the lower classes subject classes to their emerging power in England. (Thompson, p. 197) Far from a bloodless transition from one form of economic society to another, the history of England, he writes, is a history of social civil wars. During this transition English society could emerge into a place embodied either by the Jacobites of France or the English middle class."
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Discrimination Based on Color, 2007.
A critical review of the article, "How to Investigate and Prove Discrimination Based on Race/Colour" by Deidre Takeyama and Brian H. Kleiner.
725 words (approx. 2.9 pages), 1 source, APA, $ 25.95
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Abstract
This paper presents an evaluation and critical review of Deidre Takeyama and Brian H. Kliener's 1998 article, which sheds light upon one aspect of discrimination that appears to encompass all other traits -employment discrimination. The paper discusses the soundness of the data reported, summarizes the content of the article and offers a personal evaluation/reaction to the material as well.
From the Paper
"By categorizing employment discriminatory acts typology the reader would have been made aware that subtle and covert employment discrimination are very difficult to see, document and remedy. In fact, these two types often last a great deal longer than overt discriminatory acts. If one reviews additional publications in the area of employment discrimination very few research manuscripts are available dealing with subtle and covert employment discrimination."
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The Cyropaedia & The Ethics of Today, 2006.
A discussion regarding the Cyropeaedia in relation to modern day business ethics.
2,071 words (approx. 8.3 pages), 7 sources, MLA, $ 65.95
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Abstract
This paper discusses how in recent years, the relationship between ethics and leadership within the business culture has emerged as a significant concern for regulatory agencies, business organizations and their corresponding management teams alike. The paper defines ethics as a term used to describe a set of values that describe what is right or wrong, good or bad. The paper then explains how the Cyropaedia, or the "Education of Cyrus", offers a classical account of an ideal leader, and can be used to analyze the ethical practices needed in our current day. This paper explains the manner in which ethics can inform human relations between the leaders and the follower.
From the Paper
"Individuals shape the corporate culture, especially those in management positions. A sound code of ethics for a business organization must deal with the responsibilities of managers and others in positions of leadership. This is comparable to the virtues of self-control, liberality and prudence practiced by Cyrus. Whatever the ethical stance or obligation of an organization, it is clear that individuals still have ethical obligations when they see something that is wrong, especially if it can cause great harm. The management of ethics in a business organization is a rational process for exploring all the possible behavior alternatives and selecting the best possible choice for all involved. This rational process builds from established foundations and principles to construct repeatable forms of ethical reasoning (Bottorff, 2004). Ethical flaws can be found at the foundation level, the principle level, or at the application level. "
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Minimum Wage Debate, 2006.
A discussion regarding the minimum wage issue in the USA.
1,112 words (approx. 4.4 pages), 3 sources, MLA, $ 38.95
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Abstract
This paper discusses the issues pertaining to the minimum wage debate. The paper reports that the minimum wage is set by Congress and therefore minimum wage is codified in federal law. Moreover, minimum wage was established as law in 1938 under the Fair Labor Standards Act (FLSA). The FLSA is presided over by the United States Department of Labor and minimum wage can only be changed by Congressional vote.
From the Paper
"Many states have opted for the establishment of what are sometimes called "living wages." The living wage is generally higher than the nationally established minimum wage and more accurately reflects the cost of living within the state. State minimum wages are occasionally linked to economic indicators; for example, Florida, Oregon, and Washington State each regulate minimum wage according to inflation rates (Economic Policy Institute). The method of changing a state's minimum wage differs depending on the lawmaking procedure in place in that state. State minimum wage policies may reflect the needs of specific industries within that state. For example, a state with an agriculture-based economy might present different wage policies for farm workers. Specific professions, including tip-earning professions, may also be exempt from minimum wage standards."
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Labor Unions, 2007.
A look at how unions affect society by using two major companies, Ford and United Airlines, as examples.
1,573 words (approx. 6.3 pages), 10 sources, MLA, $ 51.95
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Abstract
This paper examines how unions have become commonplace in the labor arena. The paper explains that unions provide employees with a valuable tool, which allows them to stand together against their employer to make sure that their rights are upheld in the workplace. It focuses on labor unions with regards to how they work in two very different companies, Ford Motor Company and United Airlines. It also looks at the legislation regarding unions.
Outline
Collective Bargaining by Unions
Comparing and Contrasting Ford and United Airlines
Labor Unions and Training
From the Paper
"The bargaining unit is a group of employees recognized by the employer or group of employers, or designated by an authorized agency (Public Employee Relations Board) as appropriate for representation by an organization (SEA) for the purposes of collective negotiations. The bargaining unit participates in the talks with the management on behalf of the union. Together, they participate in the collective bargaining negotiations. For both United and for Ford, as well as many other companies, this is a very important step. This is the part where new contracts are negotiated. This is where, if it succeeds, business as usual goes on, if it does not succeed, a strike could take place. "
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Labor Unions, 2007.
An overview of labor unions with a focus on the Association of Flight Attendants.
1,354 words (approx. 5.4 pages), 3 sources, MLA, $ 45.95
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Abstract
This paper provides a brief overview of the history and purpose of labor unions in America. In particular, it looks at the Association of Flight Attendants AFL-CIO which is a sector of the Communications Workers of America CWA. It looks at how ,over the course of the last few years, the union has gone through some major changes in strategy and structure as a result of the events of September 11, 2001 and then discusses these changes.
Outline:
Craft Division
Pairing the Crews
From the Paper
"Some participants in and observers of the U.S. labor movement have viewed unions as institutions with the potential to establish industrial democracy and socialism. Others have viewed unions as highly conservative institutions returning to workers the status lost in the transition from village societies to urban anonymity. In reality, their role has been more modest. In the early 1980's they enrolled in their ranks only one of five members of the labor force, down from one of four in the 1950's and 1960's. These workers had a somewhat greater say in their work lives and in the halls of Congress and state legislatures. They received somewhat greater pay and were more productive. They sometimes followed the political calls of their leaders and sometimes did not."
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Collective Bargaining and Labor Relations, 2007.
This paper explores labor relations and collective bargaining agreements in major league sports.
3,568 words (approx. 14.3 pages), 8 sources, MLA, $ 99.95
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Abstract
The paper discusses labor relations and the relative merits or weaknesses of certain collective bargaining agreements. The paper explains that when an employer and a union representative engage in a bilateral decision making process, it is termed labor contract negotiations, or more recently a collective bargaining situation. The paper relates that the effect of the collective bargaining agreements on major league sports in the United States has been very significant to all labor relations. The paper offers a recent example of the uses of collective bargaining as was seen in the application of a contract for the players of the National Football League. The paper concludes that ultimately, the advent of the collective bargaining agreement within sports has been beneficial since it decreases the number of strikes and lockouts and keeps the players, owners and fans happy.
From the Paper
"For many years, players of team sports were not considered to be workers who labored in a way that would be covered by the National Labor Relations Act (NLRA). In fact, in 1922, the Supreme Court stated that baseball clubs were accepted from anti-trust regulations and this effectively thwarted any attempts by baseball players to unionize for even the most basic protections. What one must remember is that these sports teams, while generally only focusing on the players, have other employees and so sport protection came with the allowance of the baseball players to engage in collective bargaining in 1969."
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