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History of Canadian Labor, 2009.
A discussion of the shaping factors of the workforce of Canada.
2,579 words (approx. 10.3 pages), 6 sources, APA, £ 48.95
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Abstract
This paper discusses the two significant periods of working-class militancy in Canadian history, the Knights of Labor in the 1880s and the Winnipeg General Strike in 1919. The paper analyzes how the issues of racism and sexism in the pre-20th century period in Canada brought about some of the most dramatic changes in the Canadian society and how these issues were key factors in the challenges of the Knights of Labor and the Winnipeg General Strike. The author explains how these two events, one of which marks the actual beginning of the revolutionary attempts concerning labor, and the other marking the culminating point and eventual results respectively, helped shaped the development of the Canadian working force.
From the Paper
"The history of the Canadian state has been marked by a lot of important events which came to shape its present. In particular concerning the current social and economic situation, in can be said that one of the most important periods in its history was the end of the 19th century and the beginning of the 20th as the events which took place at the time constituted some of the most dramatic changes in the Canadian society. However the strive for development and emancipation could not have been achieved without sacrifices and without the background of general events that in the end shaped the way in which the Canadian society emerged in the 20th century."
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Canadian Labor 1920-1940, 2009.
A history of the decline and movement of Canadian labor between 1920 and 1940.
1,992 words (approx. 8.0 pages), 3 sources, APA, £ 40.95
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Abstract
This paper analyzes the decline and subsequent rebuilding of the Canadian labor movement between 1920 and 1940. It discusses the Cape Breton coal miners, the origins of the Cooperative Commonwealth in Oshawa, Ontario and the extent to which the Cooperative Commonwealth Federation (CCF) served the interests of the working people and the labor movement during this period.
Table of Contents:
Objective
Background
The Beginning of the End
Workers' Revolt (1917-1925)
Results of Economic Downturn
The Coal Workers do not Give in so Easily
Choices and Consequences of the Choice Made
Church and Labor Alliance Ends
Laws Change in Canada in Late 1930s
Summary and Conclusion
From the Paper
"The labor class in Canada experienced many shifts in their political and social climate during the period 1920-1930 in that the labor class rode upon the high waves of victory through their alignment with workers unions that succeeded in bring out about gains to these individuals only to have those gains abruptly removed following World War II. However, the determination of workers unions to organize combined with the injustices experienced by Canadian labor following the war resulted in a final victorious achievement for Canadian laborers, which they were able to realize finally in the late 1930s."
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The Canadian Working Class, 2009.
Examines the history of the Canadian working class during the later 19th century by comparing the contents of three articles.
1,370 words (approx. 5.5 pages), 3 sources, MLA, £ 28.95
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Abstract
This paper relates that the three individual articles about skilled artisans in Toronto, the working poor in Montreal and the First Nations of British Columbia seem to share little in common. However, the author summarizes that, in these articles, ethnicity, class, and gender are more important than geography in understanding Canadian labor history. Rather, the paper continues, these articles demonstrate that, in practically every industry, income disparity, wages, discrimination, urbanization, industrialization and poor working conditions are common labor issues.
From the Paper
"However, the three authors present different views of industrialization. Industrialization and the shift toward a capitalist economy in Canada affected different groups of people differently. For the aboriginal population of British Columbia, industrialization and capitalism threatened and later undermined traditional ways of life. Trading was soon replaced by wage labor systems. Shifting from barter to a labor market unraveled the essential social institutions of traditional aboriginal society."
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| Essay # 114017 |
temporarily unavailable
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Merit Pay and Automatic Pay, 2009.
This paper looks at the advantages of merit pay over automatic pay rises.
1,555 words (approx. 6.2 pages), 8 sources, APA, £ 32.95
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Abstract
In this article, the writer explains that merit pay, or pay-for-performance, compensation schemes base employee pay raises on their performance instead of awarding pay increases or bonuses automatically based on periodic raises according to schedule. The writer maintains that in principle, merit pay motivates higher performance because the eligibility for pay raises is determined by relative performance. The writer then discusses that in many cases, this is true, but merit pay is more likely to generate problems not associated with automatic pay systems in certain industries. The writer maintains that generally, merit pay is best suited to industries where performance is measured strictly by output. The writer concludes that certain vocational environments are more likely to benefit from merit pay than others, but in all cases, effective management oversight is necessary to ensure the positive outcome envisioned by merit pay system proponents.
Outline:
Abstract
Automatic Pay Systems Issues
Merit Pay System Issues
Industry-Specific Merit Pay Issues
Conclusion
From the Paper
"To a certain extent, merit pay reward systems can re-establish
elements of this psychological connection to vocational achievement by providing a means through which workers can once again be motivated to perform their best work, provided only that some objective criteria exists for measuring output.
"To illustrate, where a farmer produces milk and eggs for competitive sale at a profit over his costs, there is a very direct relationship between his commitment to his work (as represented by the volume of his milk and egg output) and his compensation. The more he works and the more efficiently he works, the more he earns for his efforts. Conversely, where a secretary works at the headquarters office of a large industrialized corporate farming company, there is little connection, and therefore little direct psychological reward for performing well on the job."
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Outsourcing American Jobs, 2009.
This paper discusses the pros and cons of outsourcing's effects on the American economy and workforce.
2,265 words (approx. 9.1 pages), 12 sources, APA, £ 44.95
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Abstract
The paper details the many advantages and disadvantages of outsourcing American jobs. The paper contends that there is a balance American companies need to strike between giving away their autonomy for the sake of gaining greater expertise and insight, and the offloading of non-critical and often routine tasks. The paper emphasizes that offloading non-essential tasks is important, yet retaining control over their quality is just as critical.
Outline:
Introduction
Effects of Outsourcing on American Jobs
Summary
From the Paper
"For any company or industry to remain competitive, it must focus on its core strengths, and given the turbulent economic and political climate globally, the ability to consistently and intensely focus on ones' core strengths can mean the difference between survival or not. The debate rages on relative to the effects of outsourcing on the American economy and workforce. Supporters contend that outsourcing gives their companies the ability to focus on their core strengths by offloading non-critical and routine tasks (Travis, Meunier, 2004) (Travis, 2003). Additionally there are the cost advantages (Survey: Virtual Champions, 2006) and the ability to gain access to expertise at a lower cost than hiring a comparable expert as a full-time employee (Survey: Virtual Champions, 2006) and (Travis, 2003)."
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The Job Interview, 2009.
Examines how employment interviews have changed ethically since the 1950s to the present.
2,660 words (approx. 10.6 pages), 13 sources, APA, £ 50.95
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Abstract
This paper discusses how employment interviews have undergone many changes in the area of ethics since the 1950s. The paper looks at how, during the 1950's and 1960's, there was much less emphasis placed on ethics in the employment interviewing process when compared with the emphasis placed on interviewing ethics in the current organizational environment. The paper also looks at how, during that same period, there was a great deal of unethical behavior in the interviewing process as it pertained to women and minorities. However, it seems there was also less deception on the part of employers and employees during this time in history. The paper concludes that, overall, there were substantial changes in employment interview ethics over the past sixty years.
Table of Contents:
Introduction
Employment Interview Ethics
1950s and 1960s
1970s and the 1980s
1990s through the Present
Conclusion
From the Paper
"As it pertains to pre-employment screening, some employers are using drastic measures to ensure that applicants possess the character that the organization desires to have in an employee. To this end, some organizations perform electronic searches on individuals seeking employment. Such searches are used to "weed out" any employees that could display behaviors that are undesirable to the company or organization. The type of information employers look for during such searches may include derogatory pictures or language the person has used."
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Disabled Veteran Outreach Program, 2009.
An examination and evaluation of the Disabled Veteran Outreach Program, with suggestions for improvement.
2,764 words (approx. 11.1 pages), 16 sources, APA, £ 52.95
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Abstract
This paper discusses the Disabled Veteran Outreach Program, which was set up to assist disabled veterans in their reintegration into the labor market. The author explains why and how the program was developed, the process on which it is based, and the criteria for eligibility. The author also describes the benefits of the program, and its results so far, as well as its shortcomings and the factors that determine them. Finally, the paper discusses what can be done further to improve both the program itself and the situation of the disabled veterans.
Outline:
Introduction
Description of the Program
Plan for Analyzing the Impact and Process of the Program
Methods of Data Collection
Questions for Evaluation
Literature Review
Basis for the Program
Current Results
Conclusion
From the Paper
"The process of the Program takes into account a reintroduction in the labor force for disabled veterans. This is achieved through training and meeting several of the immediate needs of veterans. In this sense, the Program works with disabled veterans to "acquire proficient skill sets, obtain the needed assistance to successfully connect to an employer and apply those skills to the workforce (which) are fundamental to their ability to succeed in today's workforce environment" (House Committee on Veteran's Affairs, 2008). To this aim, the specialists working in the Program offer counseling, education, and training in order to be eligible for the current employment requirements."
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| Essay # 113076 |
temporarily unavailable
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Healthcare Worker Unions, 2009.
An analysis of the implications of unionization in the healthcare industry.
1,990 words (approx. 8.0 pages), 5 sources, APA, £ 40.95
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Abstract
The paper outlines the background and history of labor unions in the United States. The paper then explores the advantages and disadvantages of unionized labor for healthcare workers and hospital management. The paper concludes that unionized labor in the healthcare industry provides more advantages than disadvantages for healthcare workers, employers and patients as well.
Outline:
Background and History of Labor Unions in the United States
The Advantages of Unionized Labor for Healthcare Workers
The Advantages of Unionized Labor for Hospital Management
The Disadvantages of Unionized Labor for Healthcare Workers
The Disadvantages of Unionized Labor for Healthcare Employers
Conclusion
From the Paper
"Generally, the construction, railroad, mining, and automobile manufacturing industries adopted the unionized labor model the most extensively, but infiltration by organized crime into labor unions -sometimes at the highest levels - cooled the nation's initial enthusiasm with organized labor. The unions subsequently enjoyed something of a resurgence in the 1960s and 70s, peaking in national membership in the early 1980s. Public servants like teachers, police, and firefighters in particular had increasingly adopted unionized labor by then (Nevins & Commager 1992). Since that period, union membership as a percentage of the national workforce has gradually declined, partly because of the collapse of the automobile and steel industries in the Midwest, but also because federal and state legislation of workers' issues have provided better vocational environments and benefits than previously available for non-unionized workers."
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FedEx and Administration Issues, 2009.
This paper looks at strategic administration issues within the courier company FedEx.
1,555 words (approx. 6.2 pages), 5 sources, APA, £ 32.95
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Abstract
In this article, the writer notes that FedEx is considered an industry leader in most of its businesses and is one of the most admired U.S. corporations, but points out that the company has seen some challenges in recent years, in particular the rising cost of fuel and the corresponding economic downturn. The writer then discusses the strengths and weaknesses, and opportunities and threats of the FedEx company, focusing on the merger between FedEx and Kinko's. The writer concludes with recommendations and maintains that FedEx needs to market aggressively to get customers on board in order to keep their planes full even if the overnight market enters into a prolonged decline.
Outline:
Introduction
Situation Analysis
Key Issues
Recommendations
From the Paper
"The other way to deal with rising fuel prices is to aggressively build out the Express business. For one, there is no evidence that this business is on the permanent decline. It is assumed that if the cost of fuel continues to increase there will be difficulties however. Each plane leaves on a set schedule and the way to maximize profits is to make sure those planes are as full as possible. Part of the overnight market is price inelastic - some materials are too time-sensitive to be shipped any other way. FedEx needs to market aggressively to get those customers on board in order to keep their planes full even if the overnight market enters into a prolonged decline."
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Culture and Leadership Style, 2009.
Presents a complete study, which investigates the relationship between organizational culture, societal culture and leadership style.
12,680 words (approx. 50.7 pages), 45 sources, APA, £ 153.95
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Abstract
This paper presents a study to identify pertinent traits that characterize effective leaders in various societal settings. The paper relates that the mixed methodology used in this study is (1) a qualitative analysis of the relevant peer-reviewed and scholarly literature concerning the specific relationship between leadership styles, organizational culture and the larger society and (2) a review and synthesis of various case studies concerning the impact of leadership on cross-cultural organizational performance. The paper includes a summary of the major aims and objectives of the study and an analysis of implications for leaders and recommendations for organizations such as "treat all people fairly".
Table of Contents:
Introduction
Statement of the Problem
Aims and Objectives
Significance of the Study
Rationale of the Study
Literature Review
Background and Overview
Definitions of Culture
Table: Bureaucratic, Innovative and Supportive Organizational Cultures
Table: Family-Owned and Operated Organizational Cultures
Table: Masculine and Collectivist Organizational Cultures
Cultural Aspects of Organizational Leadership
Relationship between Organizational Leadership and Society
Table: Types of Organizational Citizenship Behaviors
Table: Potential Reasons Why Organizational Citizenship Behaviors (OCBs) Influence Work Group And/Or Organizational Performance
Discussion
Chapter Summary
Methodology
Description of the Study Approach
Data-Collection
Sample
Setting
Ethical Considerations
Evaluative Action Plan
Instruments/Measurements
Chapter Summary
Results and Presentation of Findings
Discussion, Implications and Recommendations
Results and Presentation of Findings
Introduction
Sample
Studies
Table: Recapitulation and Summary of Peer-Reviewed Journal Articles Consulted
Setting
Ethical Considerations
Evaluative Action Plan
Table: Noblit and Hare's Meta-Ethnographic Comparative Method
Instruments/Measurements
Chapter Summary
Discussion, Implications and Recommendations
Introduction
Summary of Major Aims and Objectives
Implications
Recommendations
Limitations
From the Paper
"These responsibilities frequently involve decision processes that are unstructured, complex, and ambiguous; the studies to date indicate that the outcomes of such decision processes can be affected greatly by the characteristics of the team and its members.
"Taken together, the foregoing suggests that an organization's culture is highly influenced by its top leadership, but workers play a reciprocal role by helping them achieve the organization's goals and keeping it competitive."
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Employee Empowerment, 2009.
Looks at employee empowerment as a motivational tool.
4,865 words (approx. 19.5 pages), 19 sources, APA, £ 78.95
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Abstract
This paper explains that employee empowerment is defined as a concept by which employees and the groups in which they work feel that they have a voice and influence in decisions that are made by those above them. The author examines organizational structure that support and encourage employee empowerment. The paper stresses that the team approach is an essential element to all leadership application because it allows for the development of perceptual employee empowerment. The author applies systems theory and behaviorism to this personnel management issue.
From the Paper
"A team model may be the best ideological structure, as individuals will feel empowered to help the team by streamlining production through their own inside knowledge of the system, how it works and how it can be tweaked to produce better results. Those who have been traditionally seen as middle management will be eliminated, either through leveling or elimination, and this may be the most difficult of the transition, as such individuals may feel ownership to their previous authority, and have a difficult time with the idea or reality of demotion."
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Age Discrimination, 2009.
Discusses age discrimination in the workplace, a common issue that affects workers in the United States.
3,635 words (approx. 14.5 pages), 7 sources, APA, £ 64.95
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Abstract
This paper examines the Age Discrimination in Employment Act of 1967 (ADEA), which protects older workers from employment bias, and its1990 amendment the Older Workers Benefit Protection Act (OWBPA), which specifically prohibits employers from denying benefits to older employees. The paper presents court cases, which led the Supreme Court to rule that older workers must prove beyond a shadow of a doubt that there is evidence of age discrimination by their employer for a court to consider it as a legitimate state interest. The paper points out the particular problems of baby boomers are not only the stress of working longer but also age discrimination that can cost them their positions, which they can not afford to fight in court.
From the Paper
"Despite the fact of filing suit and providing evidence against the employer and winning punitive damages, the private and public sectors are still dealing with baby-boomers not retiring and recession on the rise. Kelly (2002) states that, according to the U.S. Census Bureau, the first baby boomers will begin to turn sixty-five in 2011 and by 2030, one in five people will be over sixty-five. This means that older workers will remain employed past the traditional retirement age and pose challenges for employers with age discrimination in employment laws."
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