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Employee and Organizational Development in the UK, 2005.
Argues that the British government does not invest enough in its employee training and development policies.
2,086 words (approx. 8.3 pages), 7 sources, MLA, £ 44.95
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Abstract
Over the last several years, Britain has been suffering from underinvestment in the areas of education and development. Although the country has made considerable advancements in terms of economic performance and educational developments, it still lags behind a number of other developed nations that once used to follow the lead of Great Britain. This paper shows how the training and development policies of the British government have changed significantly during the last several years, making it ineffective and consequently harming the human capital development process of the country.
Paper Outline:
Introduction
Employee Development and State Intervention
Human Capital Development
Core Competencies
Role Competencies
Works Cited
From the Paper
"Finally, the selected intervention strategies are implemented and the outcomes are measured through a final evaluation. Intervention strategies are usually implemented by initiating a change management process throughout the organization. The success and effective implementation of these strategies is ensured by evaluating the outcomes of the human performance intervention process."
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Employee Loyalty and Organizational Commitment, 2005.
This informative paper details the mitigating factors of downsizing at NASA's Office of Education. The writer of this paper also examines employees' reactions to the cutbacks while questioning if impending layoffs automatically decrease employee loyalty.
5,572 words (approx. 22.3 pages), 12 sources, MLA, £ 91.95
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Abstract
This well-researched paper details the fiscal and budgetary reasons for the substantial downsizing at Global Science & Technology, a subsidiary of NASA's Office of Education, as well as three additional companies contracted by NASA's Peer Review Services. This paper, written from the writer's personal point of view, contains insightful research that proves downsizing and layoffs produce decreased loyalties among employees. This in-depth paper contains a proactive solution and implementation plan to regain employee loyalty and trust which include developing human resource programs and creating avenues for promotion. Topics covered in this report include: Introduction Problem Statement Literature Review Causes Solutions and Implementation Plan Developing Human Resources Programs Establish Avenues for Promotion References Reflection
From the Paper
"The process by which personnel were selected explains the vehement reaction. When the time came to select staff for termination, the manager held a series of closed-door meetings at which employees were discussed and ranked. His first mistake was not communicating the criteria that would be used to make the selections. Many employees felt that seniority would factor into play, but when the first three names identified staff who had been with the company the longest, confusion and anger began to surface. Rumors about "the list" began to circulate, and staff members, who never did receive any kind of meaningful communication, thought the worst. The layoff timing and methodology also demoralized personnel. Three people were laid off one week, two the next, and three the next. The first batch found that they had been locked out of their computers when they came back from lunch."
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Partnerships in the Promotion of Child Development in the UK, 2002.
A study of theories on child development with specific reference to the UK.
2,400 words (approx. 9.6 pages), 10 sources, MLA, £ 49.95
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Abstract
This paper examines the changing relationships between parents, children and the professionals involved in child development through the education system in the UK and England in particular. The paper includes an overview of theories of child development, current policy and interviews with a head teacher, an LEA officer and a mother who home-schooled.
From the Paper
"Education policy through the 20th century and into the 21st has been influenced by figures including Freud, John Bowlby, Jean Piaget and BF Skinner to name but a few. In the post-war era, John Bowlby focused on the bond between children and their mothers as the prime relationship influencing healthy development. Bowlby?s views were highly regarded in his time - a 1951 World Health Organisation (WHO) committee described him as a ?wise man? for example, and based on his research said that placing children in day care could lead to ?permanent damage to the emotional health of the future generation? through separation from their mothers (cited in Davenport, 1994). Bowlby?s work could also be seen as having an influence on social policy, since the 1940s saw the provision of welfare benefits for instance to encourage mothers to stay at home with their children."
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Organizational Design & Employee Productivity, 2008.
A report on how office conditions can affect employees' productivity.
4,967 words (approx. 19.9 pages), 10 sources, APA, £ 84.95
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Abstract
This report presents information regarding the effects of organizational design on employees' level of motivation, creativity, and engagement. The report analyzes the true meaning of "office space", the effect of working in cubicles, the financial impact on the U.S. economy due to disengaged employees, the cost benefit analysis of physically restructuring the organizational design, what companies have changed their work environment, and the implications for today's managers. The report examines current workplace trends and how those trends have shifted, due to recent changes in office design. The author has included a graph as well.
Outline:
Introduction
What is Office Space?
Are cubicles really going away?
Is the traditional work environment really cost-effective?
Is it really worth the trouble to restructure?
Which companies have made the change?
Where to go from here?
From the Paper
"The term "office space" usually makes people think of the movie directed by Mike Judge (IMDB, 2007). The movie depicts the stories of a company's workers who hate their jobs and attempt to do away with their greedy boss. The movie is rather amusing and it portrays a lot of office settings in which the employee is disgruntled and unmotivated. There are many reasons why employees become disengaged and want to quit their jobs and in the movie it's the greedy boss that is the cause. The movie does a great job of showing how an office environment can influence an employee's mood, creativity, and engagement level, but unfortunately we never see how those settings can be changed. In my research I have found many different ways to helps change the way your employees behave and stay on task. The task is actually quite simple and there is no book of instructions or specific guidelines, but rather just pictures and blueprints to help change the way you do business."
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Organizational Behavior and Employee Motivation, 2008.
A case study analysis of the problems with supervision and management in the John Highfield Company and the Human Resources Strategies Branch.
2,087 words (approx. 8.3 pages), 2 sources, MLA, £ 44.95
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Abstract
This paper analyzes the cases of the John Highfield Company and the Human Resources Strategies Branch. It specifically looks at the ways in which the employees in both cases were supervised and how this played an integral role in de-motivation in both cases. It compares the supervision in both cases and then illustrates theories of job satisfaction, communication and motivation in order to provide insight into how these different forms of supervision impacted the motivational levels of employees in both cases.
From the Paper
"As noted above, job satisfaction can be impacted by communication to a significant degree, with higher levels of satisfaction evident when employees feel that they have "open lines of communication with their superiors" (Greenberg 174). This being said, however, "open lines" should not be confused with unlimited channels of communication. The structures of "formal communication" within an organization are usually defined by the "organizational chart" of the organization in which a worker communicates to her or his superior, to in turn communicates to their superior and so on. In most organizations, a clear delineation of lines-of-communication allow for easy of communication down as well as up. Moreover, if very high-ups create an atmosphere in which it is understood that lower level employees may report what they feel are serious problems, then this may compensate for any "bottlenecks" that may be created in an organization. In general, given the "MUM effect" and what we know of upward communication in an organization from communication theory, in most cases it is highly unlikely that lower level employees will abuse this opening by bombarding the higher level management with criticisms and irrelevant communications (Greenberg 260)."
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Organizational Behavior: Organizational Structure Metaphor, 2006.
An assessment of the Emperor penguins' organizational effectiveness as a metaphor for organizational structure.
3,470 words (approx. 13.9 pages), 12 sources, APA, £ 65.95
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Abstract
Out of thousands of living creatures populating our planet, Emperor penguins represent one of the most inspirational natural metaphors for modern organizational behavior. The paper shows that Emperors put their skills and abilities to good use; they utilize their resources effectively; they overcome numerous obstacles to help the organization internal processes flow smoothly. Finally, they accomplish their common goal. Emperor penguins flourish in the place where few living things can survive. The paper shows that as we study Emperor penguins, we cannot help drawing parallels. What if the workplace worked like this? An employee and a manager could take some lessons in the areas of protection, sacrifice, cooperation and teamwork.
Paper Outline:
Abstract
Organized Penguins
Skills and Abilities
Group Development Process - Adult Penguins
Group Development Process - Chicks
Roles and Norms
Teamwork Effectiveness
Leadership and Decision-Making
Managing Team Conflict
Organizational Effectiveness
Conclusion
References
From the Paper
"Another criterion of assessing organizational effectiveness is resource acquisition. Emperor Penguins rely on the ocean as their only food source, so it must be within reach of every mature penguin or they will starve and die. The acquisition of heat can be seen in the huddle where penguins must cooperate during storms or they will freeze to death. The acquisition of safety can be seen in the protection of their chicks from predators. Acquiring a mate takes a certain amount of skill and determination as well. The "healthy systems" approach is in effect in the rookery because we can see the genuine sense of community."
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Different Organizational Attitudes and Behaviors of Employees and Employer, 2001.
This paper looks at employee attitudes and their influence on performance, focusing specifically on physical labor jobs.
1,500 words (approx. 6.0 pages), 7 sources, £ 33.95
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Abstract
The following paper discusses the attitudes and strategies that should be used to get the best results from employees, what it takes to keep employees motivated, the attitude of the boss and different attitudes of employees and how it affects their job. All of the latter are discussed with reference to research studies of selected companies and their organizational patterns of behaviour.
From the paper:
"It is well known by Human Resources Personnel and Managers that positive employee attitudes create positive actions toward organizational goals. Employee attitude is increasingly cited in surveys as the number one performance-related issue of companies, both large and small. As attitudes deteriorate, so do commitment, loyalty and, most importantly, performance. In this research paper we are particularly looking at physical labor jobs such as landscaping, construction, farm workers and other environments which do not take place in an office settings."
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Cognitive Development Theory and Social Learning in UK Education, 2001.
A discussion on Piaget's and Bandura's child development theories.
1,070 words (approx. 4.3 pages), 3 sources, £ 25.95
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Abstract
This paper compares Piaget's theory of cognitive development to the social learning theory. This paper examines Piaget's child development theory that mains that children have ability to construct meaningful concepts and representations all through a series of various stages. In addition, it analyzes Bandura's theory which contends that children learn new behaviors by observing other people and model their own behavior and develop their own beliefs and standards that eventually impact their progress in the educational system. The author concludes that these do not contradict each but rather complement each other.
From the Paper
"In recent years, the field of education has been transformed by intensive theoretical and practical research into the ways that children develop the cognitive capacity for handling complex learning tasks. Some researchers have focused more upon the natural, or biological, aspects of cognitive development, which can be generalized across all human cultures; others, more upon the social aspects, which are culturally conditioned. The challenge for educators in the UK is now to integrate this vast body of theory and research into curriculum and classroom practice. Most researchers in the field agree that a Piaget-derived developmental learning theory must be augmented by some appreciation of the way that concrete social interaction guides and shapes children?s acquisition of skills. A pedagogical approach drawing at once upon developmental and social learning theory may be the best way to achieve society?s educational aims, while at the same time encouraging creativity and exploration on the part of children. While it would not be possible to exhaust this topic in a short paper, I propose to briefly consider the theories of Piaget and Bandura in the context of children?s development of the ability to handle language (in particular, in the area of literacy)."
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Regular Employees vs. Temporary Employees, 2002.
An analysis and examination of the multitude of issues concerning the hiring of regular employees rather than temporary employees.
660 words (approx. 2.6 pages), 3 sources, MLA, £ 15.95
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Abstract
This paper analyzes the issues surrounding an employer's decision to hire regular rather than temporary employees. It discusses policy issues involving regular employees and temporary employees such as benefits, compensation, discharge, discipline, and overtime pay. The paper concludes with suggestions for eliminating or reducing the stark contrasts between regular employees and temporary employees.
From the Paper
"Overtime pay is another area where there is a divergence between regular employees and temporary employees. As mentioned above, regular employees are generally salaried, i.e., they work a set number of hours and receive a fixed income each month. Temporary employees are generally paid hourly and their hours of employment may vary, resulting in a variable income each month. In terms of overtime pay, regular employees who are salaried do not receive overtime pay regardless of how many hours per week they work. Regular employees who are not salaried, like temporary employees, receive overtime pay (time and one-half) for each hour over 8 hours per day and for each hour over 40 hours per week."
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Organizational Communication, 2005.
This paper discusses organizational communication between managers and front-line employees.
5,385 words (approx. 21.5 pages), 17 sources, APA, £ 89.95
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Abstract
This paper explains that organizational communication is composed of information from top management down to subordinates, feedback from employees, cross-organizational communication, where all departments unite as a service provider and one-on-one everyday interpersonal communication. The author points out that internal communication ensures that all employees are familiar with the vision, mission and operation of the organization; whereas, external communication tells the clients about the products of the company. The paper stresses that management must develop an attitude of trust and respect in their workplace by setting a good example, behaving consistently, understanding the background of their employees and creating an environment of openness.
Table of Contents
Introduction
Forms of Organizational Communication
Upward Communication
Downward Communication
Cross-organizational Communication
Interpersonal Communication
Written Communication
Oral Communication
Presentation
Meetings
Internal Communication
External Communication
Ten Tips to Keep Employees Motivated
Participation
Developing Trust
Openness
Diverse Labor Force
Educational Level
Age Structure
Occupational Structure
From the Paper
"Communication also is a two-way process or dialogue that involves the sender relaying a message, through a communication medium or channel, to the receiver of the message. Two parties are attempts to share meanings and relate to them in the same manner; in this way communication will be successful. The end result of communication is that it must bring out a response and change behavior. The most important factor is for the sender to communicate his/her ideas clearly and for the receiver to listen with understanding. Communication in an organization is a critical success factor. It is like glue that keeps every organization stick together, so to have a better organization, proper communication must be exercise."
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The Role of Ethics and Justice in Organizational Contexts, 2002.
The link between psychological and philosophical theories of ethics and justice, and their respective roles to organizational effectiveness and employee well-being.
5,130 words (approx. 20.5 pages), 23 sources, MLA, £ 86.95
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Abstract
This paper examines the ethics and ideals of justice that predict organizational success and employee well-being. The author examines the various theories of ethics and justice and how they relate to industrial psychology in the workplace.
From the Paper
"The following essay will critically evaluate the role that theories of ethics and justice can play in facilitating organisational effectiveness and employee well-being. In doing this, the essay will demonstrate that theories of ethics and justice have long and complicated historical and philosophical roots. Due to space constraints, only the philosophical ethical theories of utilitarianism, and Kant?s Categorical Imperative, and people as ends in themselves will be examined in this essay. In terms of justice, social contract theory, in the form of John Rawls? veil of ignorance will be examined."
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Organizational Change and Communication Plans, 2008.
A research study that examines whether instructors of distance education perceive a communication action plan as being supportive of organizational change.
5,247 words (approx. 21.0 pages), 25 sources, APA, £ 88.95
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Abstract
This paper presents a research study that assesses whether the presence of a communication action plan influences employee responses to organizational change. The paper focuses attention on employees' acceptance of organizational change. The paper also describes the research design, the method of data collection and the survey methodology. An annotated bibliography is included with the paper.
Outline:
Introduction
Statement of the Research Problem
Definition of Key Terms
Brief Overview of Related Literature
Methodology
From the Paper
"Communication plans that are developed by the organization instill the need for change throughout the organization, enable individuals to understand the impact of the change, and communicate any structural and job changes that will affect the employees (Cawsey & Deszca, 2008). Distance education providers are targeted to continue to grow at approximately 16% a year over the next 10 years (Howell, Williams, & Lindsay, 2003). Over 1.5 million out of 19 million postsecondary students took at least one distance education course in the 1999-2000 school year (Ashby, 2002). The current higher education infrastructure cannot accommodate the growing college-aged population and enrollments, making more distance education programs necessary (Howell et al, 2003). As current distance educational providers attempt to accommodate this growth and make their distance education models scalable, organizational change will be ongoing."
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Wal-Mart's Application of Organizational Behavior, 2008.
This paper is an analysis of Wal-Mart's organizational culture, organizational structure and human resources practices.
2,413 words (approx. 9.7 pages), 10 sources, APA, £ 49.95
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Abstract
This paper discuss Wal-Mart's organizational culture, organizational structure and human resources practices. First, the paper discusses how Wal-Mart's founder, Sam Walton shaped it's culture from a belief system, which inspired him and which is preserved by the company to this day. It consists of the three basic beliefs, the sundown rule, the 10-foot rule, Sam Walton's 10 rules for building business, equality of opportunity and diversity. Secondly, the paper looks at how Wal-Mart is lifting its business to a new level through new initiatives in fields, like merchandising, marketing, supply chain, store operations and environmental stewardship. Lastly, the paper discusses Wal-Mart's response to the criticism that it offers low prices to consumers at the expense of its 1.8 million employees it calls "associates".
Outline:
Organizational Culture
Organizational Structure
Human Resources Practices
From the Paper
" Wal-Mart set up new policies, which confined wages in certain positions only, hire more part-time employees in place of full-time, and change schedules, which would force some employees to an on-call status only (Mittal 2007). The company has been the respondents since 2002 to lawsuits for unfair labor practices and policies. These lawsuits included class-action charges of sexual discrimination in pay and promotion for 1.6 million current and former female employees. The lawsuit asserted that 92% of Wal-Mart's cashiers were female but only 14% of them were managers. The wage gap was wide from the highest levels between female and male vice president downwards. Accusations hurled against Wal-Mart included wage abuses, the omission of contraceptive coverage in insurance plans, child labor and disabilities violations, sexual orientation and coercing employees to file for public benefits to hide the company's inadequate wages and benefits. This new wage and work rule policy would reduce or eliminate higher-paid fulltime employees and replace them with part-timers with lower wages and no benefits. Requiring them to be on-call on a 24-hour basis would discourage employees with families. Most of them are women and long-time employees, who would have to give up salary increases or forced to work at unreasonable or difficult hours. National Organization of Women vice president Olga Vives commented that Wal-Mart's claims of valuing its employees could only underscore a solid intention to further enrich the Waltons, the company's executives and shareholders at the expense of the workers (Mittal)."
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Impact of an Intranet on Organizational Functions, 2002.
This paper attempts to develop and validate a credible body of evidence supporting the value of organizational intranets in relation to organizational productivity.
6,805 words (approx. 27.2 pages), 23 sources, MLA, £ 104.95
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Abstract
The paper gives an assessment of both the character and the degree of the impact of the extent to which an intranet is used within private sector organizations on both individual organizational functions (such as intra-organizational communications, decision making, group collaboration and employees? productivity) and on overall organizational business activities.
From the Paper
"When technology is considered within the context of physical science, it is typically viewed as the application of physical science and engineering technology to human endeavors. This concept emphasizes device effects and procedures. When technology is conceptualized within the context of the behavioral sciences, it is viewed as the application of language and linguistics, communications, cybernetics, and psychometrics to human endeavors. The behavioral science concept of technology incorporates applications of engineering research (particularly human factors engineering), logistics related to the effective use of physical resources, and information science. Technology, thus, is the "conscious invention of ways of acting on the material world to meet our needs.""
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