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H.R. Management, 2005.
This paper describes most important issues in human resources management.
1,125 words (approx. 4.5 pages), 0 sources, £ 28.95
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Abstract
This paper describes the lessons deemed to be the most valuable in H.R. management. The writer looks at those that are most the likely to result in retaining key personnel and influence how employees will behave in the future. Further, the writer explains the important issues and assets in order to ensure successful human resources management, to the benefit of the company.
From the Paper
"A working definition of Human Resources Management is a philosophy of people management based on the belief that human resources are uniquely important to sustained business success. An organization gains competitive advantage by using its people effectively and by drawing on their expertise and ingenuity to meet clearly defined objectives. Some of the goals of the H.R. department to recruit capable flexible and committed people. Other goals include managing and rewarding employees' performance and ensuring the company has the right mix of employees with the correct competencies."
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Congressional Bill H.R.4278, 2006.
A brief summary and explanation of the Congressional bill H.R.4278.
1,123 words (approx. 4.5 pages), 5 sources, MLA, £ 27.95
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Abstract
In this paper the author provides a brief summary and explanation of the Congressional bill H.R.4278 which was passed for funds appropriation in the fiscal year ending 30th September 1997. The author examines all of the key issues that were discussed and cleared. The paper provides an objective point of view of these issues which are considered highly political and volatile. The four main issues that the author looks at are peacekeeping, legislation, the gun bill and the parks bill. The author gives a comprehensive and clear perspective of each of these important issues.
From the Paper
"According to the "GUN OWNERS ASSOCIATION" (GOA) a reliable organization in these matters of Guns if a citizen passes through a zone with a loaded gun not locked in its container the citizen can face up to 5(five) years in prison. The definition of "school" also underwent a change to include a home school too. Only citizens having an authorized license could be exempt. Both houses of the Congress passed the merger of H.R 3610 with H.R 4278. In the House it was passed by a vote of 370 for to 37 against it and in the Senate by 84 for to 15 against it. President Bill Clinton signed the Bill to enact it into a law."
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Bill H.R. 3734, 2005.
This paper describe the passage of Bill H.R. 3734, "The Personal Responsibility an Work Opportunity Reconciliation Act of 1996 (P.L. 104-193).
2,025 words (approx. 8.1 pages), 2 sources, MLA, £ 45.95
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Abstract
This paper explains that, on August 22, 1996, President Clinton signed into law "The Personal Responsibility an Work Opportunity Reconciliation Act of 1996 (P.L. 104-193), which has been described as a comprehensive, bipartisan welfare reform plan that dramatically changed the nation's welfare system into one requiring work in exchange for time-limited assistance. The author points out that President Clinton had previously vetoed welfare reform bill (H.R.4) submitted by Congress because it did too little to move people into jobs and failed to provide supports, such as child care and health care, that families need to move from welfare to work. The paper contains a detailed chronograph of the passage of the bill through the House and the Senate and examples of correspondence to encourage congressmen to support the bill.
From the Paper
"President Clinton stated that the new law required several improvements. Specifically, he wanted to fix two provisions of the welfare bill which he believed had nothing to do with welfare reform-Food Stamps and Legal Immigrants. According to the President, the new law cut deeper than it should in Food Stamps. The law includes provisions that would deny most forms of public assistance to most legal immigrants for five years or until they attain citizenship. The President has said that legal immigrants who fall on hard times through no fault of their own and need help should get it, although their sponsors should take additional responsibility for them."
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Nursing Debate on H.R. 1222 (Con Side), 2006.
A debate over the Nursing Staffing Standards for Patient Safety and Quality Care Act of 2005.
1,575 words (approx. 6.3 pages), 3 sources, £ 44.95
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Abstract
This paper discusses how the Nursing Staffing Standards for Patient Safety and Quality Care Act of 2005 bill should not be supported for two reasons. The paper lists these reasons as: it does not directly address the nursing work force shortage as it ought and it does not address the deeper issue of personal satisfaction with nursing as a career. Although the latter may not be as easily addressed the former is. As the paper points out in the section regarding preventable causes of injury or death were and still are attributable to the direct care nursing work force shortage.
From the Paper
"H.R. 1222, also known as The Nursing Staffing Standards for Patient Safety and Quality Care Act of 2005, was primarily enacted "to amend the Public Health Service Act to establish direct care registered nurse-to-patient staffing ratio requirements in hospitals (U.S. Congress, 2005, preamble)." The bill was enacted by both the Senate and House of Representatives on March 10, 2005 and primarily sponsored by Rep. Jan Schakowsky (D-IL). The primary thrust of the bill was to limit the nurse to patient ratio in different units."
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"H & M" Management Strategies, 2005.
Examines the management strategies of this clothing retail company.
903 words (approx. 3.6 pages), 3 sources, APA, £ 23.95
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Abstract
H & M clothing retailer is Europe's largest clothing retailer. The secret to its success is fast, fresh, and trendy fashions at incredibly low prices. This paper discusses H & M's product strategy, sourcing and inventory management strategies, and the challenges it may face with its aggressive international expansion plans. The paper is written in question-and-answer form, with 3 questions.
From the Paper
"One of H & M's goals is to enter a new country every two years. This rapid international expansion is quite aggressive and has not worked well for some other clothing manufacturers. Benetton tried a similarly aggressive international expansion plan in the 1980s, and failed miserably. Even Gap has been unable to be successful outside of their home country (Author, year, p. x)."
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"Dogeaters" ( Jessica Hagedorn ) & "Rolling the R's" ( R Zamora Linmark ), 1999.
Reviews of works on Filipino experience in Manila & Hawaii. Discusses issues of class & generational conflict, assimilation and language.
1,350 words (approx. 5.4 pages), 2 sources, £ 33.95
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From the Paper
"Two recent novels--Dogeaters by Jessica Hagedorn and Rolling the R's by R. Zamora Linmark--illuminate different aspects of the Filipino experience, the first set in Manila and so in the Filipino homeland, the second in Hawaii and so a reflection of the immigrant experience in America. Both works reflect the difficulty faced in the conflict between the old culture and the new. In both books, the older generation is tied to the culture of the Philippines while the younger generation is seduced by American popular culture. In Dogeaters, this conflict takes place in the Philippines as the powerhouse of American popular culture beckons to the young. In Rolling the R's, the conflict takes place in Hawaii as people who have immigrated form the Philippines are exposed even more directly to American life and culture. The themes of class conflicts, assimilation, and the.."
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Human Resource Information Systems, 2004.
This paper reviews ten sources of information systems in H.R. management.
2,260 words (approx. 9.0 pages), 8 sources, APA, £ 56.95
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Abstract
In this article, the writer discusses ten sources of information systems in H.R.I.S. and H.R. management. The writer studies the role of H.R.I.S. in the workplace. Further, the writer looks at H.R.I.S. as a single tool that does not eliminate the need for other H.R. practices.
From the Paper
"Human resource information systems (H.R.I.S.) provide valuable tools to assist human resource professionals in serving employees and their employers. However, human resource managers need to be mindful that H.R.I.S. is only one tool that is available to assist in the human resource function and that implementing an H.R.I.S. does not eliminate the need to maintain strong H.R. practices throughout the organization. Indeed, before any H.R.I.S. is implemented, it is important for the organization to determine what it expects-and does not expect-the H.R.I.S. to accomplish ... "
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"The Palette of Management Development", 2006.
A review and commentary on the article "The Palette of Management Development" by Lidewey van der Sluis-den Dikken and Ludwig H. Hoeksema.
830 words (approx. 3.3 pages), 1 source, MLA, £ 20.95
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Abstract
This paper summarizes an article entitled "The Palette of Management Development", by Lidewey van der Sluis-den Dikken and Ludwig H. Hoeksema, about the interaction between developmental characteristics of the job, the learning behaviour of individuals and the consequences of this interaction for career success of managers. After a brief description of Kidden's and Hoeskema's thesis, the author of this paper then adds his own experience and commentary. He concludes that he bridges the interaction between these three policies by mandating "that all managers continue their business and managerial education" while also finding "ways to openly praise or promote those who continued their educational career growth."
From the Paper
"In the area of training and development, controlling and managing the learning process of managers always has been a controversial topic. Some old time managers believe that except for mentoring and on the job training on company specifics, a managerial candidate should come to a position fully prepared to be up to speed in a short time. Lately, learning theorists have shown that many young managerial candidates need a formal training program to fully actualize their talents and abilities. Personally, I believe that young recruits as well as older members of the managerial team of any company should be given ample opportunity for both formal and informal training and career development. Young recruits need tutelage in company culture and product knowledge, while older managers can use courses updating them on the newest validated managerial principles. "
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Leadership and Management, 2007.
This paper compares and contrasts leadership and management styles, with a focus on Microsoft Corporation.
1,898 words (approx. 7.6 pages), 5 sources, MLA, £ 43.95
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Abstract
The paper explores the progression of managers into leaders and analyzes the leadership styles in Microsoft Corporation. The paper explains that this company was specifically chosen due to the fact that management does not necessarily connote leadership in its culture and trust is more difficult to achieve as a leader there. The paper discusses J.R.P French and B.H. Raven's definition of a complex relationship of power and applies it to Microsoft where programming expertise is valued more than the traditional forms of power. The paper shows how Microsoft's culture is built on intellectual performance and competition as opposed to rewards to those with the longest tenure, regardless of contribution.
From the Paper
"Bateman, Thomas S., Snell, Scott (2004) define thoroughly the differences between managers and leaders. The authors contend (pg. 371) that the most commonly used and oldest leadership perspective is the trait approach, which looks to the attributes of the world's most successful and well-known leaders as the basis of defining what leadership are. Drive, leadership motivation, integrity, self-confidence, and knowledge of the business are all aspects of the behavioral aspects of leadership."
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Health, Handicaps and Family Management, 2002.
A summary and critique of the article "Adolescents With Diabetes from Single-Parent, Blended and Intact Families: Health-Related and Family Functioning", by Harris, M. A., Greco, P., Wysocki, T., Elder-Danda, C., & White, N. H.
812 words (approx. 3.2 pages), 1 source, MLA, £ 20.95
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Abstract
The purpose of the study the author has critiqued is to determine whether family composition has a significant impact on the overall health of adolescents suffering from type I diabetes mellitus (DMI). The results of the study suggest that the poor health status of African-American adolescents from single parent families can be attributed to inadequate parental supervision and intervention in enforcing the required health regimen. In addition, the stress of divorces or conflicts between separating parents may have contributed to the poorer metabolic functioning of these adolescents. The author critiques that although the article raises very interesting issues about the health problems of African American adolescents from single parent families, it does not explore the role of ethnicity in undermining their ability to take care of their adolescents. Moreover, the author believes that the article should have further explored how different family types manage their resources and implement plans to deal with their children?s illnesses.
From the Paper
"When the researchers combined the INT and the BLND groups to form the two-parent (TP) group, they found that adolescents from SP families had significantly poorer metabolic functioning than the TP families. Furthermore, African-American adolescents from SP families were in significantly poor metabolic control than their African-American counterparts from TP families and Caucasian counterparts from both SP and TP families. However, the mothers? reports indicated that TP families experienced significantly more problems in family relationships than SP families (Harris et al., 1999, pp. 192-4)."
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"Managing the Professional Service Firm", 2006.
This paper reviews the suggestions and strategies in David H. Maister's "Managing the Professional Service Firm."
1,500 words (approx. 6.0 pages), 1 source, APA, £ 35.95
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Abstract
The writer of this paper examines and describes each chapter in David H. Maister's "Managing the Professional Service Firm." The book contains suggestions, business plans and strategies pertaining to the service industry. Topics covered in this paper include: Motivating employees and attracting new clients, marketing and maximizing profitability in a professional service firm.
From the Paper
"Chapter seven is titled with a warning to professional service firms: quality work doesn't mean quality service. Maister argues that quality service is as important as quality work, because both leave the client satisfied with the firm-client relationship. Maister offers the following formula: satisfaction equals perception minus expectation. If the client perceives that the service is at a certain level but expected a higher level of service, then that client will the dissatisfied."
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Tax Cuts in Florida, 2004.
A brief examination of H.R. 4275, a bill intended to provide tax cuts in Florida.
1,024 words (approx. 4.1 pages), 3 sources, MLA, £ 25.95
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Abstract
Tax policies recently introduced into the United States House of Representatives will effectively reduce the tax burden for the average citizen in Florida. This paper discusses how, despite Democratic concerns over the expanding federal deficit, it is clear that the effect of bills like H.R. 4275, which made permanent the 10-percent tax bracket for the first $7,000 of income, will result in more money in the pockets of American citizens, including citizens of Florida.
From the Paper
"On May 13, 2004, the United States House of Representatives put forward bill H.R.4275, also known as the 10 Percent Tax Bracket Extension and Permanency Act. Sponsored by Republican Pete Sessions, this bill was designed to "amend the Internal Revenue Code of 1986 to permanently extend the 10-percent individual income tax rate bracket". The bill was successfully passed, by a vote of 344 pro to 76 against (Library of Congress)."
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Minimum Wage Bill, 2007.
An analysis on bill H.R.5970, based on a USA Today article, "Senate Rejects GOP Estate Tax, Minimum Wage Bill."
958 words (approx. 3.8 pages), 1 source, MLA, £ 24.95
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Abstract
The paper discusses how the Senate recently voted down a bill that would have raised minimum wage but would have also lowered estate taxes. The paper examines how, by linking two oppositional tax-related issues, the bill, H.R.5970, polarized the Senate along party lines. The paper explores how an estate tax cut favors the wealthiest Americans who own multi-million dollar estates, whereas the minimum wage hike would directly affect the working poor. The paper concludes that most of the Senate's Republicans favored the bill because of the estate tax cut implications, whereas most Democrats would have favored the bill only if it focused exclusively on raising the minimum wage.
From the Paper
"Democrats oppose an estate tax cut in part for the same reasons they favor a minimum wage increase. Estate tax revenues can potentially be huge: capital gains taxes currently run about 15%. Yet only the wealthiest Americans benefit from estate tax cuts and Americans who would qualify are in the vast minority. The vast majority of Americans, on the other hand, might benefit from an increase in minimum wages. Only the tiniest percentage of Americans own multi-million dollar estates while a substantial portion of Americans earn close to the minimum wage."
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"Good Managers Don't Make Policy Decisions", 2006.
A discussion on Edward H. Wrapp's article "Good Managers Don't Make Policy Decisions" from the "Harvard Business Review", July - August 1984.
1,040 words (approx. 4.2 pages), 1 source, MLA, £ 25.95
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Abstract
This paper discusses three of the five qualities, which the article "Good Managers Don't Make Policy Decisions" identifies that a successful manager is likely to have. It points out that this article indicates that a manager is likely to succeed in a competitive environment if he or she is well-informed with a network of connections at all levels inside and outside the organization from which he or she can both extract and diffuse information. The paper concludes that this article is applicable to any type of organization, which bases its activity on a strategic vision and planning that is developed at the upper levels of the hierarchical pyramid and implemented at all other levels by the operational managers.
Table of Contents:
Talent 1: A Good Manager has to be Well Informed
Talent 2: A Good Manager can Focus Time and Energy
Talent 3: A Good Manager can "Muddle without a Purpose"
From the Paper
"The decision making process needs to take in account not only the business-related aspects, but also human resource issues, including 'politics' in the company etc. In this sense, the manager, in his role as the highest planner, will be able to ensure that the lower managers are aware of the importance of their role in the implementation of the strategic means devised by the top management. The managers at all levels are working together with the upper management, each in their particular field of activity (implementation vs. conception)."
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