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Wal-Mart's Employee Compensation Programs, 2008.
A discussion on the ethics of Wal-Mart's employee compensation programs.
958 words (approx. 3.8 pages), 10 sources, APA, $ 34.95
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Abstract
The paper evaluates the ethics, compensation programs and benefits spending for company associates at Wal-Mart. The evaluation relies both on historical salary data, gender differences in pay, and on on the utilitarian concepts of ethics, and the interpretation of utilitarian ethics, as presented by various researchers.
Outline:
Introduction
Assessing the Ethics of Wal-Mart's Wage Structure
Utilitarian Ethics of Wal-mart's Compensation Program
Conclusion
From the Paper
"From the ethical and theoretical constructs as originally defend by Mill as utilitarianism (Mill 1861), their extensive use in the development of ethics-based programs for managing both governmental and corporate institutions, and the application of concepts to contemporary management (Adams, 1976), a solid theoretical framework has been created for evaluating if the salary, compensation and benefits practices of Wal-Mart. The mass merchandisers' practices in regard to hiring, retention and bonus payments to employees is ethically argued to be contributing to the company's greater financial performance and ability to invest heavily in its fulfillment systems, in addition to its retail stores.
Deliberately underpaying associates and managers for the purpose of driving up the profits per square foot of retail selling space may be highly utilitarian for shareholders, senior executives and other stakeholders, yet is egregiously unfair and unethical to workers. Drogin (2003) highlights the wage, benefits, and advancement opportunities are drastically out of balance between part-time, full-time and women who work for Wal-Mart as sales associates. For the utilitarianism of providing shareholder value, inequalities are needed from the associates to attain the higher profits. If Wal-Mart paid at wages that would give associates a higher quality of life, their revenue growth driven from massive investments in infrastructure would not be nearly as impressive.
"As Stone (1975) advocates that corporations first and foremost have the responsibility to deliver revenue growth and a solid return on investment to shareholders and don't really have a requirement for delivering CSR-related initiatives and support for the many unmet needs in their communities, Friedman (1970) accentuates this position by saying that corporate executives have no responsibility to deliver CSR benefits and initiatives"
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Labor Force Participation Rates in Canada, 2008.
An analysis of the increasing participating rates of women and decreasing participation rates of men in the Canadian labor force.
2,172 words (approx. 8.7 pages), 8 sources, APA, $ 67.95
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Abstract
This paper analyzes the factors that determine the historical trends in labor force participation rates in Canada. It describes the changes in rates based on gender, race and age. The paper then focuses on women's increasing participation rates and men's dropping participation rates over time. The paper contains graphs and tables illustrating its points.
Table of Contents:
About Participation Rates
Participation Rates across Time
Labor Force in Canada
Women's Increasing Participating Rates
Men's Dropping Participation Rates
The Aging Population
Decreasing Youth's Participation Rate
Conclusions
From the Paper
"Another factor that generated mutations in the Canadian participation rates has a macroeconomic nature and is linked to globalization and market liberalization. Free circulation of products and services between countries has generated immigration to Canada. As such, currently, the Canadian workforce is formed of both locals and foreigners. Future predictions include a general decrease in youth and men's participation rates, a stagnation of women's participation rates and also a stagnation of immigrants' participation rates."
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Labor Unions, 2008.
An analysis of the development of labor unions and their successes in the United States from the 1920s.
2,451 words (approx. 9.8 pages), 6 sources, MLA, $ 74.95
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Abstract
This paper discusses the history and development of labor unions in the United States from the 1920s until the present day. It describes the changes in public opinion regarding the labor unions over this period of time and then discusses ways to increases the chances of labor union success. Finally, the paper discusses the Employee Free Choice Act and corruption within the labor unions.
Table of Contents:
History of Labor Unions
From the 20s to the Present
Wavering Public Opinion on Labor Unions
How Successful or Unsuccessful: How to Improve Chances of Success
Influence on the Decline
The Employee Free Choice Act to Perk Up Union Growth
Corruption Among Labor Unions
From the Paper
"Leaders of the Big Labor were not too happy about the new disclosure rules from the Department of Labor (D'Agostino 2003). The rules could expose the unions' finances. The revised Form LM-2 must be filed by labor unions earning $250,000 or more annually. The Office of Labor-Management Standards said that convictions for the past five years for union corruption had an average of 11 per month. Critics and other observers had long complained about the laxity of the government in union disclosure rules. The Department also said that Form LM-2's reporting requirements would be far less intrusive and difficult than corporation files. It would not require independent supervision of union financial reporting. Before this new Form, public corporations and non-profit organizations had to submit their books for review by independent auditors. Now, unions must itemize expenses below $5,000. In contrast, federal political campaigns must itemize costs above $200. The Labor Department said that the rules could be implemented without need for congressional action (D'Agostino)."
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Account of Employee Motivation and Reward, 2008.
A review of the extent to which behaviorism offers a viable account of employee motivation and reward.
3,581 words (approx. 14.3 pages), 15 sources, APA, $ 100.95
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Abstract
The paper discusses that understanding what motivates people to accomplish organizational goals has been the focus of researchers for a number of years. The paper states that a number of psychological and management theories have been advanced over the years to explain why humans behave the way they do, and what motivates them in positive and negative ways. The paper states that one of the theories that emerged in the early 20th century to help account for positive and negative motivation in organizational settings, is classical behaviorism, which the paper discusses in detail.
Outline:
Review and Discussion
Background and Overview
Employee Motivation and Reward
Conclusion
From the Paper
" While behaviorism may appear to be a cold-blooded approach to understanding human behavior, there are some harsh realities that must be taken into account when trying to manage large groups of people and behaviorism recognizes these human frailties. In fact, it is reasonable to assume that because people are just people, they will try to get away with whatever they can for as long as they can absent any stimulus to persuade them otherwise. Managers who understand this will be using the tenets of behaviorism whether they know it or not to achieve improved performance from their employees."
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Sexism in the Workplace, 2008.
A discussion on sexism in the workplace using the example of President Clinton and Monica Lewinsky.
1,150 words (approx. 4.6 pages), 3 sources, MLA, $ 39.95
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Abstract
This paper begins by noting that, when Bill Clinton was caught having a sexual affair with Monica Lewinsky, his reaction may have been similar to many men in his position. His hold on power made it wrong for him to coerce her into such a role. The paper then analyzes why sexual harassment is so bad for workplace morale, ethics and the role of women in the workplace. The paper urges that the best way for a woman to avoid sexual harassment is to insure that she does not put herself in a compromising situation such as going to dinner with her boss alone. The paper then suggests that, when a woman feels that she is being sexually harassed by her boss, her best defense is to give him a firm "no", with no chance for a misunderstanding---and this is what Lewinsky should have done.
From the Paper
"One can look at Bill Clinton's reaction as typical. When first asked, under oath, if he had had sex with Lewinsky, he said: "I did not have sex with that woman, Miss Lewinsky." His first approach was therefore denial. His second approach was to come clean with his wife. Hillary Clinton's public face was to stay close to her man. This author believes that this is a common reaction to spouses of men who sexually harass women at work. She decided to show solidarity with her husband."
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African-American Employment since World War II, 2008.
An analysis of the reasons for and the solutions to the underemployment problems among African Americans since World War II.
2,639 words (approx. 10.6 pages), 8 sources, APA, $ 79.95
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Abstract
This paper analyzes African-American employment and underemployment since World War II. It describes the effects of unequal access to labor markets, low paying jobs and dead end careers. It then discusses the lower standards of living that deprives individuals of opportunities and in general wreak havoc on the African-American community. The paper examines the causes of the problems and possible solutions.
From the Paper
"By imprisoning so many members of the community, the larger society is creating a self-fulfilling prophecy. Young African-American men and women see their lives shattered and, even if they themselves are never incarcerated, the lesson is ever-present that one "misstep" can lead to total destruction. Furthermore, implicit in this dialog between majority and minority is the idea that African-Americans are somehow not meant to achieve success. Whatever steps a talented African-American woman or man may take to improve her or his circumstances will always be challenged - the majority White society will forever be endeavoring to upset African-Americans' dreams of equality."
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Working Women, 2008.
This paper discusses the lives of working women who need to combine the demands of a job and the needs of home.
1,774 words (approx. 7.1 pages), 2 sources, MLA, $ 57.95
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Abstract
In this article, the writer notes that income level absolutely impacts virtually every dynamic within a family. Countless studies have been performed that focus on virtually every variable within a family dynamic and each have shown the impact of that variable upon the stability, health, finances, education, longevity, happiness, and every other aspect of family life. The writer discusses that one of the most frequently debated family variables is the work/career status of the matriarch of the family; and one of the most significant sub-variables is the income level associated with the job held by the mother. The writer concludes that the professional mother is better able to provide for her family's needs than her working-class counterparts. Therefore, the writer maintains that it is better for the family to have a professional working mother, than a working-class working mother.
From the Paper
"This is the life of the professional woman. If she wants to get ahead, or even just keep her job, the professional is expected to put in longer hours than the wage-earning working-class woman, she is expected to often place the needs of the business over the needs of her family, and that means, most often, time. However, the professional woman is also more frequently in a job that grants her greater work-time flexibility, a larger number of paid vacation days, and more liberal benefits when it comes to taking care of the family. This is particularly true within larger corporations - so these women are giving up time with their family and putting their children into the care of others for longer periods of time in order to achieve a higher income level and to get much better benefits than are offered (if available at all) to their working-class counterparts."
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Stress Related Illness, 2008.
This paper discusses the effects of stress-related illnesses caused by various elements within the workplace.
1,378 words (approx. 5.5 pages), 4 sources, MLA, $ 46.95
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Abstract
In this article, the writer discusses the issue of stress-related illness cases experienced by an employee during his professional association with a company. The writer discusses legislation implemented with the intention of ensuring that people are not made ill by their jobs. The writer then looks at causes for mental stress within a company. The writer maintains that numerous studies have corroborated the strong inverse relationship that exists between unemployment and labor turnover rates. The writer concludes that this relationship extends to poor performers, who exhibit a much greater tendency to quit their jobs if external job opportunities are plentiful, and discriminatory practices are permitted.
Outline:
Introduction
Stress Generation: Work Place Discrimination
Racial Discrimination at Workplace
Workplace: Discrimination against Foreign Nurses
From the Paper
"The companies throughout North America have realized that their failure was attributed with the collapse of its supply chain system, the further investigation revealed that the failure of the supply chain system was associated with the flaws and irregularities reported within the system based upon discriminatory practices, it was observed that the poor implementation of the entire system was responsible for the debacle, therefore the company took the counter measures to subdue the impact of the system that was based upon the system of discriminatory practices, it was also observed that the lack of support and lack of coordination between the upper and lower category employees was also responsible for the failure, the failure resulted in the overall deterioration of the performance previously marked and achieved by the employees, the employees complained of discriminatory attitude and mental trauma which they experienced under the might of individual authority, whose actions deferred from the manifesto of the company. In some of the cases the mental stress was associated with the bullying and racial, sexual harassment from the employers against the employees of different culture and religion, which is the clear violation of the standard practices of merit. The stress and concerns were also built once the subordinates performed miserably, and the company suffered a major jolt, which shook up the entire team of the company. The company also observed increasing stress and mental illness associated with the proactive roles of the particular diversified unions within the system, and minor incidents of racial discrimination were reported, therefore the tensions prevailed because of the incorporation of the diversity within the workforce."
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Leisure Time in the U.S., 2008.
A look at how availability of leisure time in the U.S has changed.
940 words (approx. 3.8 pages), 4 sources, MLA, $ 33.95
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Abstract
This paper explains that, although most employees desire increased leisure time, present day economic and social conditions make this difficult. The paper points out that the fierce competition on the international market, combined with globalization and the constant search for improvement have forced managers to demand more work time. The result is increased pressure on the workers to work longer hours, hiring based on potential performance rather than the lure of job benefits, and the introduction of late retirement programs. The paper then discusses the food and beverage industry and the tourism industry and relates that significantly reduced leisure time for employees has created a demand for 24/7 availability in both industries.
Table of Contents:
Introduction
Subtopic 1 - Increased Pressure on the Employee
Subtopic 2 - Hiring Based on Performance Instead of Job Benefits
Subtopic 3 - Late Retirement
Implication Area 1 - Food and Beverages
Implication Area 2 - Tourism
Conclusions
From the Paper
"A more and more common feature of decreased leisure time is revealed in the form of late retirements. This generally occurs due to insufficient personnel and insufficiently trained new employees. As a result of these, managers prefer to hold on to their old and trustworthy employees. The late retirement program is generally carried on in collaboration between employee and employer in the form of a part time job agreement, but it can also take the form of a full time job contract."
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Human Resource Management, 2008.
Looks at human resources management (HRM) in public agencies.
1,080 words (approx. 4.3 pages), 5 sources, APA, $ 37.95
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Abstract
This paper explains human resources management (HRM) in public organizations by examining the 2003 Staten Island Ferry crash as if the author were the commissioner and wanted to avoid similar crashes in the future. The paper first defines a set of evaluative criteria to determine which HRM principles are the most and the least important. The paper then indicates the importance of the job related test, performance appraisal and merit and notes that equal opportunity employment and affirmative action are not as significant in preventing future crashes.
Table of Contents:
Introduction
Definitions
Criteria and Ranking
Conclusion
From the Paper
"Job Related Test- This is first on the list because it was discovered following the crash that the pilot was on heavy medications which caused him to fall asleep at the helm. Perhaps if job related testing was performed on a regular basis this individual's medical condition would have been exposed and he would not have been driving the ferry on that day. In addition, if job related testing had been conducted perhaps the two pilot rule would have been enforced and the crash would not have occurred because there would have been somewhere there to take over the controls."
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