Human Resource Management Essay

Human Resource Management Essay
Effective Performance Appraisals Latoya Cannon BUS303: Human Resource management
Instructor: Gwnedolyn McCants–Allen April 24, 2013 A performance appraisal helps with
developing information on an employee, which will help determine if the objectives that were set
forth have been met, and what needs to be improved to help with the success of the company. This
evaluation happens once a year to help the employer determine whether or not an employee is a
great asset for the company. Performance appraisal is very important for staff motivation,
communicating, and an individual's contribution towards the company success. Each performance
appraisal must be accurate, and thought through to ensure that appraisals is effective, and to help ...
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"Effective appraisal systems link performance ratings to organizational rewards. Research
consistently indicates that, to maximize the effectiveness of a pay–for–performance program,
organizational rewards must link greater rewards to superior job performance. When employees feel
that their rated performance is accurate and reflects the full range of their contributions to the
organization, their motivation to perform increases. On the other hand, when employees feel that
performance ratings are inaccurate or a function of politics, they tend to perform only to minimum
standards, be absent more often, engage in theft, or quit. (Longenecker & Fink, 1999, P.1) If a
performance appraisal is bias, it can effect an employee's working relationship. If a performance
appraisal is bias, it could be misleading to the employee; this can hinder the employee's growth
within the company. This can effective the employee ability to meet objectives that was set. "It is
also important that the appraisal system be designed expressly to measure and assess performance,
rather than for other unrelated or indirectly related goals. Otherwise, performance evaluations will
be biased and their outcomes will be misleading for both the employees and the organization. For
example, performance appraisals can be used solely to determine annual raises or bonuses instead of
as a way to provide employees with feedback about their performance and help them improve. In
these cases, managers tend to
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Under What Circumstances Can an Employer Be Held...
The question asked basically has two parts. In the first part of my essay I will try to shed some light
on circumstances where an employer can be held liable for the torts of his/her employees. And after
that I will focus on some of the reasons why one person is held liable in certain situations for the
torts committed by another person. And then I will finally finish the essay with a conclusion at the
end.
Vicarious liability is where one person is held liable for the torts of another, even though that person
did not commit the act itself. For an employer to be held liable for the tort of her/his employees,
three conditions must be fulfilled. First, it should be a tort. Second, the one who committed the tort
should be an employee. And ... Show more content on Helpwriting.net ...
For example in the case of Century Insurance v Northern Ireland Transported Board (1942), despite
the high degree of negligence by the petrol tank driver, it was decided he was acting in the course of
his employment.
Similarly, employees maybe held to be acting within the course of employment even when
deliberately acting in a way that was expressly prohibited by his employer. In Rose v Plenty (1976)
case, when the 13 year old was injured while riding with a milkman on his float to help him deliver
milk, despite this was contrary to the employer's express prohibition, it was held to be within the
course of employment because it was an improper way of doing exactly what the milkman was
supposed to do. On the other hand in Twine v Beans Express (1946) – a driver giving a lift in his
delivery van to someone, contrary to instruction was held to be outside the course of employment,
since the passenger was a trespasser and in no way of contributing to the purpose of the
employment.
Briefly discussed above are some of the circumstances where an employer can be held liable for the
torts committed by his/her employees and sometimes for the torts of the contractors. But at this
point someone might ask why someone else should be held liable for the

Sexual Harassment At The Workplace
Sexual Harassment in the Workplace
Eva L. Mendez–Zacher
MG260, Business Law I
28 September 2014
Dr. Anita Whitby
Abstract
I'm conducting a study on Sexual harassment in the workplace. Sexual harassment is possible in all
social and economic classes, ethnic groups, jobs and places in the community. Through this study I
hope to clarify the common misconception that sexual harassment is an isolated female problem.
Although the majority of the cases reported are in fact male on female offenses, sexual harassment is
not gender specific. Cases have been reported based on female on male harassment, as well as same
gender harassment. Sexual harassment is a growing epidemic that can be controlled though proper
enforcement of company polices and regulations.
Sexual Harassment in the Workplace
Sexual harassment in the work place can be defined, as a form of sexual discrimination that involves
unwanted sexual advances, requests for sexual favors, and verbal or physical conduct sexual in
nature capable of creating a hostile work environment. The harasser can be the victim 's supervisor,
a supervisor in another area, a co–worker, or someone who is not an employee of the employer, such
as a client or customer. The reason for my study is to inform and educate the public on how to
prevent, address, and report these forms of unsolicited sexual advances.
The two types of sexual harassment that are legally recognized are:
1. Quid Pro Quo Sexual Harassment

report on developing skills Essay example
Developing skills in a large organisation through training and development
A National Grid case study
Page 1: Introduction
National Grid is one of the world's largest utilities. It focuses on the delivery of energy (gas and
electricity) safely, reliably, responsibly and efficiently. The networks include: around 4,500 miles of
overhead power lines
340 electricity substations
4,300 miles of high pressure gas pipelines around 80,000 miles of distribution pipes delivering gas
to 11 million meters.
The skills of National Grid employees are at the heart of its success in reaching world–class safety,
operating and financial performance. Many of the company's roles are complex, requiring both a
wide range and depth of skills. Some ... Show more content on Helpwriting.net ...
The Graduate Development Programme
This is open to applications from graduates with a 2:1 degree or above in an engineering or
commercial subject. About 40 graduates will be employed in 2007. About three–quarters of those
employed join the engineering programme and the remaining quarter join the commercial and
finance programmes. The foundation modules of the programme last 18 months, during which time
graduates are provided with three, six–month placements. Two of these are with a future job in mind
and the other one is to broaden their perspective and give them more insight into the company.
During each placement, graduates have real, on–the–job projects to complete. They also work with a
mentor, who provides guidance and support.
Apprenticeships
National Grid is among the top employers in Britain for its Advanced Apprenticeships. An
apprenticeship provides a recognised qualification and a technical role in the company. National
Grid has apprenticeships ranging from 24 to 36 months, all of which contain substantial elements of
on–the–job training. Employees on Advanced Apprenticeships are typically aged 16 and over, have
at least 4 GCSEs and have an interest in technical operations. 88 apprentices will be appointed in
2007.
National Grid | Developing skills in a large organisation through training and development
Page 4: Off–the–job training
This is any form of training which takes

Child Labour
CAUSES OF CHILD LABOUR
Poverty
Parental illiteracy
Tradition of making children learn the family skills
Absence of universal compulsory Primary education
Social apathy and tolerance of child labour
Ignorance of the parents about the adverse consequences of Child labour
Ineffective enforcement of the legal provisions pertaining to child labour
Non–availability of and non–accessibility to schools
Irrelevant and non–attractive school curriculum
Employers prefer children as they constitute cheap labour and they are not able to organize
themselves against exploitation.
Causes of Child Labour
Some common causes of child labor are poverty, parental illiteracy, social apathy, ignorance, lack of
education and exposure, ... Show more content on Helpwriting.net ...
India is the largest example of a nation plagued by the problem of child labour. Estimates cite
figures of between 60 and 115 million working children in India –– the highest number in the world
(Human Rights Watch 1996, 1).
What are the causes of child labour in India? How do governmental policies affect it? What role
does education play in regard to child labour in India? A critical analysis of the answers to these
questions may lead in the direction of a possible solution. These questions will be answered through
an analysis of the problem of child labour as it is now, investigating how prevalent it is and what
types of child labour exist. The necessity of child labour to poor families, and the role of poverty as
a determinant will be examined. Governmental policies concerning child labour will be investigated.
The current state of education in India will be examined and compared with other developing
countries. Compulsory education policies and their relationship to child labour will be investigated
using Sri Lanka and the Indian state of Kerala as examples of where these policies have worked.
Finally, India's policies concerning compulsory education will be assessed.
The Problem of Child Labour in India
How many children are involved?
It is difficult to cite a current figure for the number of children engaged in child labour. This
difficulty is attributed to the fact that the Indian Government "has been negligent in its refusal to

Matt's 24/7 Fitness Research Paper
EMPLOYEE WELCOME MESSAGE
Welcome new employee!
On behalf of your fellow employees/partners, we welcome you to Matt's 24/7 Fitness and we wish
you the best of success here at this company.
We believe that each and every employee contributes to the growth and success of Matt's 24/7
Fitness and we hope that you will take pride in being a vital member of our team.
This handbook was designed to help describe the expectations we have for our employees and to
outline the company's policies, programs, and benefits that are available to eligible employees.
Employees should become familiar with the content from the employee handbook relatively quick.
We hope that your experience here will be enjoyable and rewarding. EXEMPT AND NON–
EXEMPT JOBS
Employees whose jobs are governed by the FLSA are either considered "exempt" or "non–exempt."
Non–exempt employees are indeed ... Show more content on Helpwriting.net ...
The way we feel is that a well–rounded education, even outside of the work environment, can
enhance an employee's skill base as well as make them more valuable to the organization. The
determination of reimbursement is based on:
Degree sought
Potential of continued employment with the organization
Length of service with the company.
Applicability of the degree to the job/future positions in the organization
If the reimbursement is approved for a degree program
The employee must meet the residency requirement for in–state
Classes can be taken at a community college or a state college. Private colleges require cost sharing
with the employee.
Completion of course must be verified with a grade of "C" or better.
Classes should be scheduled as feasible to not interfere with normally scheduled working hours.
The company will reimburse:

Up to 70–80% of tuition and/or registration fees
100% of books and supplies
100% parking
100% of lab fees

Essay on Division of labor in a Household
Division of labor in a Household
The division of labor in the household hold depends on the environment. Society creates gender
ideology that affects the roles women and men take on in the household. In The Second Shift by
Arlie Russell, she states three different ideologies of gender. There is the traditional, transitional and
egalitarian ideology that determines what sphere men and women want to identify with, home
sphere or work sphere. However, it depends what kind on the time period and society you live in
that determines the "norm" gender ideology, which affects the division of labor in a household. The
society, which affected the Mendoza and Ortega family that I have observed and interviewed, ...
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Women are working more and identify their womanhood with the paid work as men do. Hochschild
has claimed that in 1950, 30% of women were in the labor force, but in 2002, 60%, of women were
working outside the home in the labor force. Women are working more outside from the house was
one change, but another significant transformation that occurred in the family devotion scheme was
that women have fewer children then they use to. During the 1800's women had eight children, but
in 1988 the average less than two children. Having less children and working outside the house
affected the house devotion scheme. With the shift from working at home (private farms) to working
in the labor force, now men and women are working outside the home creating dilemmas with the
second shift (housework). Today, it's 63% of all marriage with children is of two–job marriage.
Some mothers work fulltime, but others work part–time due to the family devotion scheme.
With mothers working either fulltime and part–time, there has been "mommy wars", coined by Nina
Darnton in 1990. This dilemma, the mommy wars, constitutes of two socially constructed cultural
images on how mothers should behave. One of the socially contracted images of mothers is the
traditional mother or stay–at–home mom. On the other hand, there is a portrait of the "supermom" or
the working mother. This

Analysis Of The Article ' Megyn Kelly Missed
The article "Megyn Kelly Missed an Opportunity to Help Women", articulates the importance of
human resources management for employees and organizations. Phillips demonstrates various
inequalities in the workplace today through the findings of unreported discriminatory practices
against women starting with Kelly. Her interaction with Trump is a continual issue in the workforce
today which goes unreported or suppressed because women are afraid to voice their concerns. Taken
from Kelly's book, Phillips assiduously advocates the importance of the Employment Opportunity
Commission (EEOC), stating how organizations should learn to adapt to better human resources
management practices to prevent discriminatory actions. Some of the implications The ... Show
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The EEOC established in 2965 as part of the landmark 1964 Civil Rights Act extends discrimination
and harassment protections to uncovered groups in the workplace.
Writer of the article, Phillips, also uses cases Kelly had found over the years about the equal
employment opportunities. More specifically, the upraise of the glass ceiling within global
corporations such as Walmart. In 2010, this giant retailer had systematically barred qualified women
from job opportunities open to men (Phillips, 2016). Preventing women from advancing in their
career is an example of systemic discrimination which goes against the human rights legislation.
Luckily, "EEOC regulations provide a path for women in less high–profile jobs to challenge
discriminatory practices. In response to improper treatment, a woman can register a formal
complaint with her Human Resources officer or with a local EEOC of HR response is
unsatisfactory." (Phillips, 2016). On the other hand, women know that jobs are scarce, thus, making
complaints may be unpalatable. They fear that they may be laid off or terminated by questioning
company regulations. For settlements to begin, employees must understand EEOC rules and most
importantly, women need to have the courage to stand up for their rights.
Many employers settle disputes themselves to prevent time–consuming and

A Welcome On Wood Mountain
WELCOME TO WOOD MOUNTAIN Welcome to Wood Mountain. At Wood Mountain, we are
optimistic about the future and hope that your employment with us will be mutually rewarding. We
look forward to an enjoyable and productive working relationship with you. It is our goal at Wood
Mountain to outperform the competition in the areas of employment, product quality, and customer
service. Pursuant to this goal, we strive to provide high quality products and services to our clients
and customers. The work and attitude of our employees is vital to the success of our company. This
manual has been prepared for our employees. As an employee of Wood Mountain, you should
review the manual and become familiar with all the policies. Following your review of ... Show
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Employment is for an indefinite period and is subject to change in conditions, benefits, and
operating policies. The information contained in this document is in summary form and is intended
to give you an overview of what is expected. Many items covered here may be covered in more
detail in other company documents, which documents are controlling Wood Mountain reserves the
right to at any time supplement, revise, revoke or rescind any part or all of this manual or any or all
of the perks or policies set forth herein. Wood Mountain will make every effort to notify employees
as soon as possible of any policy changes. It is the responsibility of each employee to keep a copy of
this manual, including any updates. Updates will be issued as often as necessary and will supersede
all previously adopted policies. Wood Mountain reserves sole discretion to interpret this manual or
any policy or benefit contained in this manual. Finally, this manual supersedes all prior policies or
procedures as to subjects addressed in the manual and all representations, oral or written, regarding
an employee's employment status or duration or employment, except those signed in writing by the
CEO. In the event of a contradiction between this manual and the representation of a supervisor, the
terms of this manual will govern. Statement of Equal Opportunity Wood Mountain is an

Earned Tax Credit Theory Of Poverty
One problem the policy faces is that even though the Earned Income Tax Credit encourages work
for some groups, it actually discourages work for others; such as families with two earners who can
decrease hours worked and still have the same amount of money due to the amount of credit. It is
becoming a challenge for low–to–middle income families to benefit from the policy and even harder
to gain upward social/economic mobility. It is leaving hard working families standing on the fence
with often more times leading them to poverty themselves. As discussed in lecture, this clearly
correlates with the social dominance theory in that society formulates group–based social
hierarchies geared towards economic surplus – while leaving the oppressed without ... Show more
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By taxpayers not claiming the credit it further leaves families in poverty. One of the main reasons
for the policy was to alleviate poverty in general. However, if taxpayers are not doing their part of
claiming the tax credit, the policy makers have not done a good job in exposing the policy or
reached out enough to have an impact on poverty. From the other side of the spectrum, as mentioned
above – it could be because of the rigid immigrations laws in place being created to deter them away
or simply the salaries that are paid under the table that will go unreported.
With the topic of employment on the line, this opens the subject of the minimum wage disagreement
that most working Americans face from day to day. On the whole, one can view the Earned Income
Tax Credit as a welfare program for the businesses/corporations by allowing them to employ people
and not pay them enough to live on. By this, the oppressor – in this case the mega
businesses/corporations will always have the upper hand in which they control the allocated
resources (in the form of wages) along with the rest of the taxpayers making up the difference for
the recipients to acquire the tax

Human Rights In Canada
Indeed, employees in SAWP are often unaware of the rights they are entitled to them. Furthermore,
some of these rights, like their labour and health, are commodified. Moreover, due to the limitations
of the workers to search employment elsewhere, workers are typically stuck with their employer.
The lack of the threat of employees leaving, in turn, leads to many incidents related to health and
safety being unreported. Furthermore, emphasis on the work done by SAWP migrants being low–
skilled work, they are in turn easily replaceable. If they get ill and cannot work long hours required
for the job or refuse jobs that will risk their health and safety, they are easily dismissed (Hennebry,
2015, p. 535). Although the employer is required to ... Show more content on Helpwriting.net ...
Advocating for these migrant workers has been done through referencing the UDHR, and other
international laws (Basok & Carasco, 2010, p. 354). Through litigation and the support of certain
judges, the UFCW Canada has delivered tangible results for supporting migrant workers by
invoking section 15 of the Canadian Charter. The Charter was seen to exclude agricultural workers
from joining unions, along with the separation of migrant workers from protections of the
Occupational Health and Safety Act (Basok & Carasco, 2010, p. 357). The UFCW played a large
role in giving migrant workers the right to collectively bargain following the Fraser case in
November of 2008, although the ruling still falls short of providing justice to TFW's (Walchuk,
2009, p. 158). Migrant workers still face inequalities in the health system, facing many housing
issues and prohibiting workers from education while in Canada (Walchuk, 2009, p. 158). The
UFCW has faced hardship organising the temporary migrant workers due to the lengthy process of
the legal system such as appealing and litigation. The efforts of UFCW Canada are essential for the
further advancement of the rights of these workers. The UFCW has created tangible results for the
rights of migrant workers within SAWP, and this debunks the statement that unions have ignored
these workers. Although plenty more work is ahead for UFCW

Suicide And Substance Abuse Among Nurses
Suicide and Substance Abuse Among Nurses
Associating nurses with the word suicide or drug addict is a taboo concept. Nurses are seen as the
gate keepers to those that are sick and disabled. Due to the increase in incivility and workplace
bullying in healthcare nurses are experiencing an increase in mental health conditions such as
depression and anxiety disorders. Organizations currently do not impose mental health screening for
new and current nurses ranging from a numerous amount of reason. Until 2008 after the declaration
from the joint commission on workplace bullying, organizations did not place great emphasis on
wpb and place the responsibility on the victim instead of the bully. The prevalence of WPB in an
already strenuous environment can lower the inhibition regarding narcotics, when a nurse is looking
for a way to gain control over the environment. Also, many nurses believe that they can heal
themselves because of their profession. Nurses that feel that they cannot become addicts are least
likely to seek medical. Major risk factors that lead to increase rates of substance abuse among nurse
are the easy access to control substance, the level of education regarding the control substances,
decrease in caution concerning the control substance, and lastly the increase in the encounter
frequency of the control substance. Nurses become comfortable with the substance and no longer
feel and threat or danger with the narcotics. They develop a sense of ease and feel that

Persuasive Essay On Child Labor Laws
It is estimated that one in six of the world's children are working in unacceptable conditions and
that's about 180 million children worldwide (Kilcullen 218). That is a great deal of children that are
exposed to harm or exploitation. The opposing side believes that these poor countries need child
labor to survive, that it is alright to pay children low wages for the work they do, and do not believe
that schooling is as important as work. By regulating child labor laws, governments would be able to
enforce safer working conditions, increase wages to meet the cost of living, and mandate education
for better opportunities even though the opposing side disputes these reasons and stance.
First of all, child labor laws should be regulated so that working conditions are safer. Children's
health is diminishing because of the terrible working conditions. According to the International
Labour Organization (ILO), "23 percent of all children between 5 and 17 years of age were
economically active in the year 2000," and that "About half of these children are estimated to do
work that is likely to harm their health, safety, or moral development" (Huebler 4). There is an
enormous amount of children that are being harmed at work, and better regulations should be placed
to stop this from happening. Children are suffering from injuries at work and the accidents end up
unreported. England's Health and Safety Executive says that there are, "31 reportable accidents
involving under–16s at work over the past two years, including 16 major injuries and one fatality"
(White 137). This is why accidents are being under–reported, and children that work in illegal
industries are worse off. If there are no regulations and nobody is enforcing better and safer work
conditions, there will be more children injured each year.
On the other hand, the opposing side believes that child labor is necessary in developing countries.
Some believe that developing countries need child labor to survive and that parents need their
children to work so that they can afford an education and food. Gary Weiner explains, "Children
who work long hours either get an inferior education, or none at all, and grow up without the
necessary skills and education that will

Self Awareness In Human Service Essay
As a current Human Service professional, having served in the field for 5 years, I make a difference
in the lives of those that matter. I have witnessed many downfalls the people I support experience in
their everyday lives. From restaurants not being accommodating to the needs of those I support,
people discriminating against those with developmental and intellectual disabilities, to doctors
saying people with disabilities are a waste of time. I have witnessed all these issues and matters first
hand and it breaks my heart that these issues still arise. I could go on and on all day long about the
issues and experiences I have witnessed while assisting those I care for in the community. According
to the ADA (Americans with Disabilities Act), ... Show more content on Helpwriting.net ...
For example, John, Bob, Jack, and Billy got to a restaurant with their staff and are seated at a table
that is accommodating for their four wheelchairs. Immediately a customer gets up and leaves and
another customer is heard a few tables down discriminating against people with disabilities.
Honestly, what do you do in this situation? You have no choice but to sit there and smile and act like
nothing is happen when in fact there is.
When an issue like this arises something needs to be done. Discrimination against people with
disabilities is supposed to be protected under the Title III Civil Rights Act. So many issues have
gone unreported. People with any type of disability are just like you and I. You know that old saying
treat others the way you would want to be treated? Well, this comes to play in this situation.
At any given point in time we could end up with a disability. According to CDC Director Tom
Frieden, M.D., M.P.H., "we are all at risk of having disability at some point in our lifetime" (CDC,
2015). Just put yourselves into the shoes of those who are disabled. Do you think they wanted to be
that way? No, they did not. Some serious accident or health issue happened and their lives

Essay on Hayward Healthcare Systems
Hayward Healthcare Systems, Inc: A Case Analysis
Case Summary Mr. Bob Jackson is the new operations manager in Hayward Healthcare Systems. He
came in to solve a number of problems with the distribution center including high levels of defects
and errors in orders from clients. In just a few weeks after accepting the position, Mr. Jackson
discovered that the former manager hired supervisors on the basis of job seniority and friendship.
Moreover, many of his employees were convicted felons who disturbed the work environment.
Arguments and other issues between employees were solved with physical or verbal abuse; this in
part was because background and references were not checked prior to hiring those employees and
managers and supervisors ... Show more content on Helpwriting.net ...
Case Analysis Mr. Bob Jackson is the new operations manager of the distribution center for
Hayward Healthcare Systems. This $80 million a year business hired Mr. Jackson for this job in
hopes that he solve the problems in the distribution center. Recently, "the center had experienced a
very high level of defects (140 per month) and an unacceptable rate of errors in the orders taken
from client hospitals" (O'Rourke, 2013, p. 301), so Mr. Jackson seemed to be the right candidate to
correct these issues. Considering that Mr. Jackson had operations experience in the company, top
level management felt confident of his capabilities to improve the performance of the distribution
center in a fairly short period of time. After a few weeks into his new position, Mr. Jackson
discovered that five supervisors hired by his predecessor had been selected for their position on
basis of job seniority or personal friendship (O'Rourke, 2013, p. 301). Without any doubt, this
caused employee – supervisor relationships to be tense, unprofessional and of poor credibility; For
example, it was evident that employees had an overall negative attitude towards their peers and
managers. This caused the overall working environment to be hostile, between others. In addition to
the situation of the supervisors, Mr. Jackson also discovered that "seven employees were convicted
felons who had been imprisoned for violent assaults on their victims" (O'Rourke, 2013, pp.

An Investigation Into Zem Co's Performance Essay
Zen Co's management team requested this report to accurately identify the cause the company's
recent poor performance in the market that has resulted in a fall in productivity close to 10pc.
The author was also requested to ascertain the correct formula in which would ameliorate job
satisfaction within the organisation.
The author was to establish the likely causes of Zen Co's recent poor performance relating to falling
productivity figures, together with valid strategies in which would reduce staff turnover and
absenteeism considerably.
In conclusion the author was to discover with the aid of ample evidence whether the role of
organisational behaviour theory in the management of employee resources in a valid one.
A 3,000–word ... Show more content on Helpwriting.net ...
They are also referred to as 'motivators'. These motivators increased the job satisfaction of the
employee and further increased their efficiency. These factors prevent job dissatisfaction. These did
not make the employees happy (or have job satisfaction): it just removed the unhappiness out of
working. They are also referred to as 'hygiene' factors. Such hygiene factors, if not satisfied, had an
effect of reduced employee efficiency.
Herzberg believed that all factors fell into one of these categories and therefore had separate
consequences. According to his theory, for a worker to be happy and therefore productive,
environmental factors must not cause discomfort. Herzberg believed that the workers get motivated
through feeling responsible for and connected to their work. Managers can help the employees
connect to their work by giving them more authority over the job, as well as offering direct and
individual feedback. By implementing such a theory staff receive a sense for achievement,
recognition of their effort, the nature of the work itself, and the desire for responsibility are all
strong factors for motivation, and it can be argued that this component is currently lacking in Zen
Co's work–force.
It must be noted that these factors encouraging motivation (job satisfaction) have little connection
with money and are more associated with personal development and achievement. Hygiene

Safety, Health, and Welfare of the Employees Essay
Safety, Health, and Welfare of the Employees
Over the years, Government has taken great care to protect employee's rights to take care of
themselves and their families. Two of the greatest pieces of legislation passed to protect employees'
rights to themselves and their families are the Family and Medical Leave Act (FMLA) and the
Occupational Safety and Health Act (OSHA). This paper will summarize the application and
implication of FMLA and OSHA. The Family and Medical Leave Act (FMLA) was written into law
in February 5, 1993 by President Bill Clinton. FMLA was established to help protect employees
who missed work for medical reasons. The law was adopted to provide workers with rights to
protect their jobs while taking care of medical ... Show more content on Helpwriting.net ...
The birth and care of the child.
2. The placement of the child for adoption or foster care.
3. The care of spouse, child, or parents of the employee who has a serious health condition.
4. A serious health condition of the employee that makes the employee unable to perform the basic
functions of their employment (Alexander & Hartman, 2007, 299).
Upon complete satisfaction of all FMLA requirements, employers have the responsibility to provide
up to 12 weeks of unpaid leave to eligible employees. The single most important responsibility
employers have in regards to FMLA is to ensure that employees come back to the same position or
one of equivalent pay and task. Employers have the responsibility to ensure employees can take
necessary time off from work to take care of their families or themselves and not worry about
whether they will have a job to come back to after their leave expires.
The Occupational Safety and Health Act (OSHA) was written into law in December 29, 1970 by
President Richard Nixon. OSHA was created to ensure safe and healthful working conditions for all
employees and to preserve the human resources. Prior to OSHA, workers had no way of protecting
themselves from the daily dangers and hazards present in high risk and low risk occupations. OSHA
claims the act has helped cut occupational related fatalities by more then 60 percent and injury and
illness rates by 40 percent since 1971 (Alexander & Hartman, 2007, 692).

Professional Ethics
1. In the Quon V. Ontario case, the police officers filed a lawsuit even thought they were not fired
for the information that the police chief learned about their text messages. How, if at all, is someone
harmed simply by another person reading private text messages?
This case centered on the apparent right of privacy. DesJardin's described privacy as "...important
because it serves to define one's individuality" (p.142). It is likely Jeff Quan did not give any
indication to his peers of his outlandish sexual preferences, although he kept it private these
character traits gave him is individuality. DesJardin concludes, "that certain personal decisions and
information are rightfully the exclusive domain of the individual" (p.142). ... Show more content on
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Similarly, Colvin also surrendered his right to control of private information when he decided to
participate on Facebook. However, Colvin situation differs from Swann and Leones because he did
not post the incriminating picture, Swann and Leone implicated themselves. Additionally, Colvin's
misconduct did affect work performance; he lied to skip work and was caught. Although he did not
provide the evidence himself, he should have been aware of the possibility arising due to Facebook
(esp. after going to a Halloween party, probably the most photographed night, as far as pictures on
Facebook, are concerned).
This all results in an employee's awareness of what information is shared about them. If there is a
relative risk of private information being publically accessed than the employee should take
necessary steps to restrict the flow of personal information. A funny parallel: A friend of mine
deleted everyone she encountered the night before to prevent pictures surfacing of the nights
activities. As outrageous as that sounds, she did what was required to restrict private information
from surfacing on Facebook.
3. In both the Swann and Leone cases the employers did not give the employee and option to
explain or appeal their decisions. Should they have?
In those instances, I believe due process was appropriate. They did not reveal trade secrets or
detrimentally harm the company, they were just off hand comments any dissatisfied

Employer Associations & Modern Awards Essay
There have been substantial changes to modern awards over the years that employer associations
have historically and are currently advocating. In this regard, issues such as penalty rates and
flexibility stemming from employer association submissions have been researched and examined by
(Sheldon & Thornthwaite 2013) portraying evidence that employer associations relatively prefer
cost cutting and enhanced managerial prerogative as oppose to productivity. Entailed within this
essay the key concepts such as penalty rates, managerial prerogative, flexibility and productivity
will be discussed with particular focus the modern award reviews combined with an overview of
Sheldon and Thornthwaite's argument in summary and concurrence.
According ... Show more content on Helpwriting.net ...
In the technical sense, penalty rates are a form of tangible benefit within the financial context which
generally refers to those payments made to workers outside normal working hours. Regulator
motivations for including penalty rates in modern awards as stated by (Sloane, 2014) are twofold:
firstly, to compensate workers for work performed during what was historically known as
'unsociable hours' and secondly, to dissuade employers from operating within those hours. However,
as advocated by (Sheldon & Thornthwaite, 2013) the modern award reviews have 'provided a forum
for employers and their associations to escalate their campaign to the significance of penalty rates in
industries operating during the traditionally 'unsociable hours', which is evidence that employer
associations prefer to enhance managerial prerogative over productivity which is predominantly
concerned with the cost of resources. The push for the examination of provisions regarding penalty
rates has mostly been seen to affect the tourism and retail industries.
Flexibility is made up of numerous components however, within in the context of the workplace
involves thinking creatively about how working lives can be better structured to match individual
and business needs (Job Access, 2012). Following the review of penalty rate provisions,
amendments to the flexibility clause were sought after with particular attention paid to the
manufacturing industry. Greater flexibility was requested in the taking

The Advantages And Disadvantages Of Women In The Workplace
Of all the women we interviewed, our group expected to find that most, if not all, would have
experienced some form of objectification or sexual harassment in the workplace. We expected some
wage gap, perhaps of an insignificant amount; but significant preference shown to male colleagues
when it came to being promoted or hired for a new position. One of the reports the group went over
highlights the disadvantages of women who work in the retail industry. To quote an article in
NJ.com, "...according to the latest Census data released on Thursday, New Jersey men earned a
median of $51,748 in 2016 compared the $36,513 earned by women –– a difference of $15,235."
(Astudillo, 2016).
Women may be generally graduating from colleges in the U.S. faster than men, but in New Jersey, it
seems as though the higher–paying the job, the more the wage gap widens. It is also striking to us
that although women slightly outnumber men in the retail workforce – about sixty percent – men
tend to outnumber them in higher paying retail employment. New Jersey lawmakers attempted to
pass a specifically gender–based discrimination bill that would ban employers from paying women
less for "substantially similar work," but the measure was vetoed by Governor Chris Christie.
Democrats attempted, and failed, to override his veto in January.
Wage gap plagues industries that employ the most full time workers. Examples of these industries
would be manufacturing, retail, education, and health–care. In all of

The Government Accounting Standards Board Statement 45...
The Government Accounting Standards Board (GASB) issued Statement 45 (GASB 45), in June
2004, this statement establishes accounting and reporting standards for post–employment benefits
other than pensions "other post–employment benefits (OPEB)" offered by state and local
governments. Requiring local governments to actuarially determine their annual required
contribution (ARC) to fund OPEB and to account for the unfunded amount as a liability on annual
financial statements. Government employers required to comply with GASB 45 include all states,
towns, education boards, public schools and all other government entities that offer OPEB and
report under GASB. In this paper we will have an overview of this pronouncement and see how it
will ... Show more content on Helpwriting.net ...
GASB believes that the "pay–as–you–go" method does not accurately reflect the accurate costs that
governments are accumulating for future benefits of current employees. Because this method fails to
recognize the cost of benefits in periods when the employer receives the related services, it also
doesn't provide certain information about the actuarial accrued liabilities for promised benefits
associated with past services and whether and to what extent those benefits have been funded, and it
doesn't provide useful information to assess potential demands on the employer's future cash flows.
From an accrual accounting perspective, the cost of OPEB, like the cost of pension benefits,
generally should be associated with the periods in which the exchange occurs, rather than with the
periods when benefits are paid or provided (usually many years later). When implementing GASB
45, many governments will report annual OPEB costs and the unfunded actuarial accrued liabilities
(UAAL) for past service costs. Disclosure of this information will foster improved accountability
and better informed policy decisions about the level and types of benefits provided by employers
and potential methods of financing and managing those benefits.
The implementation of GASB 45 has been staggered in three phases, the first phase was for large
governments with annual revenues of over $100 million, these governments were required to make
the change from a pay–as–you–go accounting basis for OPEB

Setting and Achieving Goals Essay
A person needs to achieve certain goals in one's life before you can call them successful. Success is
to achieve goals, you have set. I have set certain goals I would like to achieve in my lifetime. Some
of these goals are personal while others are professional. My professional goals in life are to find a
good job that makes me happy, get a good education, find a job that makes enough money for me to
support my family, and help people. Goals it is very important for me to receive a good education.
Most job fields require a descent education. If I don't have an education I would not be able to
function properly at the work place and I would not understand what to do. To maintain a good job
that will make good money will require me to go ... Show more content on Helpwriting.net ...
I believe attending school at the University of Phoenix I will have more job opportunities, increased
earning power, and learning opportunities, broaden my perspective, career preparation and most
importantly achieving a lifelong dream of obtaining a college degree. I am a thirty three year old
man and new student at The University of Phoenix; this is where all my goals start. The first goal is
to attend a college that will allow me to earn a degree while working a full time job I know I am in
the right place because I take one class every five weeks this is what I need .It's a lot simple to apply
your energy to the class.
My second goal is to get an education that will allow me to get a job or a better job. It will also give
me job security even though it may not necessary be at the same job but it will allow me the security
of knowing that when I decide to move on I do not have to worry about what kind of salary I will be
earning .With my degree there are many different opportunities for me.
My third goal to be efficient in using the computer literacy while attending the University of
Phoenix. This will allow me to develop skills for today's corporate America. I also have a goal to
broaden my perspective while attending University of Phoenix Online. It has given me a chance to
earn a degree in an environment that has people from different religions, cultures, races, and social
situation that all have one common goal of getting a college degree. We

Occupational Health Safety
Task 1: OHS Laws and Institutional Frameworks The Occupational Health and Safety (OHS) Act
sets out the laws about health and safety requirements affecting workplaces, work activities and the
use of plant and substances. Besides that, the OHS Act is an essential framework in the workplace to
cultivate good safety habits in all individuals so as to stimulate a strong safety culture in the
workplace. The Act establishes a framework for people by preventing or minimising their exposure
to risk. One of the key features of the OHS Act is that it establishes a workplace health and safety
board that encourages industry participation and cooperation. Another feature is that the OHS Act
imposes workplace health and safety obligations on people who ... Show more content on
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Health hazards can de further classified into chemical, physical and ergonomic hazards. Chemical
hazards in the construction may develop from dust, fumes, fibers and liquids. They can be emitted
by welding, spraying paint and using solvents. There also are hazards found in materials such as
asbestos, lead, silica, cadmium and carbon monoxide. At the construction site, workers might be
exposed to chemicals by breathing them in, ingestion and absorption through the eyes or skin.
Chemicals at the construction work sites can cause headaches, eye irritation, dizziness, faintness,
sleepiness and thus affect judgment and coordination. Physical hazards in a construction zone
include noise, vibration, extreme temperatures and radiation. Extended noise levels above 85
decibels can cause future hearing loss. Vibration harm typically occurs when workers use hand tools
for extended periods. To prevent this, workers should take breaks and use earplugs to protect the
body and ears from vibration and noise. In the site, extreme temperature changes can cause heat
rash, fainting, heat cramps, heat exhaustion, heat stroke, frost nip, immersion injury, frostbite and
hypothermia.. Ergonomic hazards cause disabling injuries to the joints and muscles. Ergonomic
hazards occur most frequently in construction and contribute to the most injuries on job sites. These
hazards occur because of heavy, frequent and awkward lifting or grips.

Rl Wolfe: Implementing Self-Directed Teams Essay
4063
REV: DECEMBER 15, 2009
DAVID A. GARVIN ELIZABETH COLLINS
RL Wolfe: Implementing Self–Directed Teams
On a clear day in May 2007, John Amasi looked down on the city of Corpus Christi, Texas, as his
plane approached the airport. As director of Production and Engineering at RL Wolfe–a $350M
privately held plastic pipe manufacturer headquartered in Houston, Texas–he was looking forward to
visiting the company's plant in the city. Four years previously, in 2003, when RL Wolfe had
purchased Moon Plastics–a small, familyowned custom plastics manufacturer in Corpus Christi–
Amasi had seen an opportunity to implement self–directed teams (SDTs) at the new plant. He had
been interested in SDTs for several years, since taking a business ... Show more content on
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Background: Plastic Pipe Manufacturing at the Corpus Christi Plant
The new plant used plastics extrusion to produce high–density polyethylene (PE) pipes primarily for
the natural gas and oil industries. Lightweight, noncorrosive, chemically inert, and available in long
runs, plastic pipe was the preferred method of distributing natural gas and oil in many parts of the
world. PE pipe was easy to handle: a 500–ft length of 1–inch pipe weighed approximately 100
pounds. To create extruded plastic pipe, raw thermoplastic beads (or resin) were loaded in a hopper
and mixed with additives such as colorants and IV inhibitors. The hopper fed a highly automated
extrusion manufacturing line composed of an extruder for melting and mixing the raw materials, a
die that determined the ultimate shape and diameter of the pipe, a vacuum tank for sizing and
cooling, and cooling tanks. At the end of the extrusion line, the pipe was moved to a finishing line
where identification marks were added. Stacked lengths and spools of pipe were moved to an
inspection area, where the outer diameter, pipe thickness, and other quality parameters were
confirmed. Finally, the pipes were packaged and prepared for shipment to customers. Workers also
performed quality inspections on raw materials. The plant established its own procedures for testing
incoming resin based on melt index, density, tensile

Gender Equality In The Workplace Essay
INTRODUCTION Rapid changes in the global economic market entail transformations affecting
not only the external environment of organizations, but also its internal operations and processes
(Hall, 2008; Hodgetts, 2002). One important change that has altered the nature of contemporary
organization is the "acknowledgement, development and systematic use of the skills and knowledge
of employees" (Ramirez et al 2007, p 496). The central role of employees' participation in the
success of the organization involves not only "high performance work systems... [but] they also
involve the decentralization of decisions and work enrichment that is providing employees with
opportunities for involvement in decision–making and innovation." (Wood & de ... Show more
content on Helpwriting.net ...
60). However, it should be noted that "dimensions of workplace diversity include, but are not
limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation,
educational background, geographic location, income, marital status, military experience, religious
beliefs, parental status, and work experience" (Thomas 1992). This reality pervades all organizations
regardless of their nature. In the light of this change in the nature of contemporary workforce, the
concepts of diversity and equality will be discussed vis–à–vis the reality of women in the workplace.
As such, this research will address the following questions: what are diversity and equality policies?
Do they work? Finally, do they open possibilities and opportunities for women?
DIVERSITY AND EQUALITY POLICIES: A CONCEPTUAL LOOK Diversity in workforce
"include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race,
sexual orientation, educational background, geographic location, income, marital status, military
experience, religious beliefs, parental status, and work experience"(Thomas 1992). Diversity in the
workforce is initially perceived as a response toward the increasing diversity of the consumers in the
market (Agocs & Burr, 1996). From there, it has been observed that capitalizing on existing
differences among the employees provide benefits to the organization. Diversity in workforce
fosters and encourages

Angelo's Pizza Essay
ANGELO'S PIZZA
ANSWER #1. The expansion of stores and eventually franchising while focusing on serving only
high quality fresh ingredients should include the following three resource management implications:
(1) BUSINESS ENVIRONMENT ANALYSIS – This implication represents the importance of the
company's general and competitive environment. Angelo needs a good business strategy. A strategic
plan is the company's plan for how it will match its internal strengths and weaknesses with external
opportunities and threats in order to maintain a competitive advantage (Dessler, 2012). Angelo's
early attempts showed the pitfalls in rushing and making assumptions about replicating a viable
business unit. Fortunately, Angelo has realized his lack ... Show more content on Helpwriting.net ...
(3) TRAINING – Angelo should develop a training program for both new and existing employees.
The implementation of a training program is beneficial for both the company and the employees.
Training programs helps each employee to understand their various role/job expectations. Unskilled
workers are counterproductive to the work environment. It can jeopardize a business reputation.
Angelo's newly hired waiter/waitress should be trained on how to correctly take orders and how to
serve the customers efficiently. Angelo's ideas regarding customer service has to be shared
throughout all stores. If sufficient time is devoted with the training program, all employees become
an asset for the organization with the increase of their knowledge. After completion of the training,
all of Angelo's Pizza employees should know where they stand and that their performance can lead
to a management position. `
ANSWER #3. By asking the following questions, I feel Angelo will be able to attain qualified
candidates. The questions are based on situational and behavioral judgments.
STRUCTURED INTERVIEW FORM
Name of Applicant:
Position applied for:
Date of the Interview: (1) Why did you choose our organization? (2) Employees interact with a wide
variety of customers. Sometimes customers may become angry/frustrated. Describe a time when you
dealt with a customers

Growing Phenomenon Of Violence At The Workplace Essay
GROWING PHENOMENON OF VIOLENCE
AT THE WORKPLACES
Workplace violence is a form of violence that is perpetrated by disgruntled customers, employees or
domestic violence that surfaces at a place of work. According to a monograph by the Federal Bureau
of Investigation (FBI), workplace violence has evolved to include external attacks by terrorists. It
shows that workplace violence is an emerging contemporary issue in the society that needs serious
attention. Approximately, every year over two million incidents of workplace violence occur in the
United States of America (Perline & Goldschmidst, 2004). The workplace violence cost the country
's economy nearly seventy billion dollars annually and over sixty–four billion due to loss of
productivity. Workplace violence caught the nation 's attention in the late 1980s, and since then
awareness has increased steadily. However, nearly 70 percent of businesses in the United States of
America have no policy to address workplace violence. Thus making it difficult for employees to
report an imminent danger, they usually seek assistance after the occurrences of the violent acts.
According to an article by Morris (2015), the primary causes of workplace violence include
psychological, societal, economic, and organizational disparities.
The people who are at a high risk of being attacked during workplace violence are not the employers
but the employees because they are the ones who interact with so many people in an organization.
Therefore,

Case Sample A Essay example
Employment–At–Will Case Case Example A: Elaine has sued Jerry because Jerry fired her. Elaine
was on the job for two months.The job offer letter that Jerry had sent her mentioned the great career
opportunities at the company and stated that her annual salary would be $30,000. The company is an
employment‐at‐will employer. Elaine was given no reason for the termination. After the termination,
Jerry hired a man named Kramer, who had less job experience and education than Elaine, for the
position. Elaine has sued to get her job back. There are legal issues in case example A. These issues
will need to be brought up and answered before any decision can be made over this case. A letter
was sent to Elaine. Could this be considered a ... Show more content on Helpwriting.net ...
The plaintiff can argue that these were the conditions that were used when she was hired. She sought
out this job because she was offered great career opportunities but was never given the "career" or
the opportunity to make $30,000 annually. This could be classified under intentional
misrepresentation or fraud because the plaintiff was brought into the business with false statements.
Something else that Elaine can argue is that she was discriminated. After she was fired, she was
replaced by a man that had less job experience and a lower education than Elaine. Elaine might have
been let go because of her sex. This could be a violation of Title VII of the Civil Rights Act of 1964.
The defendant also has a valid argument that he can dispute. This business is an employment at will
employer. This means that the employee can be let go at any time for any reason. Elaine knew that
this was an employment at will. When she read the letter and accepted the job, she also accepted all
the conditions that came along with it. The plaintiff knew that she could be fired any time. This is
the defendant's argument. Based on facts and legal laws, the judge can look over the evidence and
rules and make a decision. The employment–at–will doctrine clearly states that the employer can
fire the employee at any time for any reason. There are many exceptions to the employment–at–will

The Difference Between Functional and Dysfunctional Essay
The difference between functional and dysfunctional conflict is that functional serves a purpose in
the organization such as the interest and dysfunctional serves no purpose but to threaten the
organization ((Kinicki A. Kreitner R.2008 p. 277). The five antecedents of conflict are the
"overlapping or unclear job boundaries, inadequate communication, unreasonable or unclear
policies standards or rules, unreasonable deadlines or extreme time pressure, and competition for
limited resources" (Kinicki A. Kreitner R.2008 p. 277). First overlapping or unclear job boundaries
are very common in the workplace, as I come to realize. I was working for this company, whom
made it clear my job was a receptionist. Around three month on ... Show more content on
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For example I have seen where one the policies or rules of the company were not upheld. This
policy was diversity; this company pride themselves on that being one of their best attribute.
Working in the human resource office you hear and see numerous things, but one situation really
stated with me. A potential employee, with all the qualification that they were looking for, but they
decided not to hire that person because they had enough of their kind (This was a statement from
one of my coworker). I ask the person what she meant by that and she just say they have to have so
much employees from different background and they had enough of that group, so they can't hire
that person. Unreasonable deadlines or extreme time pressure, sometimes management can give
employees numerous works in the morning and want it back by the end of the day. You can get so
overwhelm because of the time pressure you become stress and can make mistake that can cause the
company. Competition for limited resources can be limited funds for certain projects. So employees
go against each other for those resources to complete their job, and this becomes a survival of the
fittest kind of thing. The "three desired outcomes to conflict are agreement, stronger relationship,
and learning" (Kinicki A. Kreitner R.2008 p. 278). If employee can be in agreement in certain job
situations, for instance when one employee is

Why Do Employees Use Pre-Employment Background Checks?
Pre–Screening Applicants The reason pre–employment background check are done is because it
makes hiring easier. Background checks save the company form being caught in negligent hiring
lawsuits. By doing this it weeds out the applicants that have criminal records and drug use. The law
protects employee's privacy and it keeps from violating an applicant's rights. By implementing pre–
employment background checks the company will benefit from it in many ways. It improves the
quality of potential hires. With the screening program, it greatly increases the quality of hires. This
is a battle for just about every business, finding qualified candidates with accurate information.
Safety and security is a must in the workplace. Background checks reduces ... Show more content on
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Minor things can also show up, but each incident should be addressed before considering hiring the
potential applicant. All applicants has the right to know what to do if their background check show
incorrect information. If false it should be disputed with the employer, the agency (that conducted
the background check), and it might even go to court. Employers must tell the applicant of any
negative information that turned up, they should provide them with a copy of their report and
contact information for the agency that did the report. The applicant should contact the agency in
writing, and if it is done within a certain time this can be provided free of charge. Now if the
employer questions the report, they can contact the references. This is to try to get some type of feel
of the applicant's character and work ethic. If the references is not aware of some things on the
application, them this tells the employer that the applicant was not hones. In situations like this
honesty is best. Not being honest about one's history can cause them to miss out on an opportunity.
When the employer just might be considering this person for the position, until they found that
things were falsified on the

The ‘Reality’ of Work and How This Is Similar to or...
The 'reality' of work and how this is similar to or differs from the conventional image portrayed in
management texts The core of management texts are concerned with efficiency, both bureaucratic
and post bureaucratic organisations. The limitation is that it concerns itself with how, and not why
the organising is done in a particular way. I will introduce some of the early theorists, looking at
how they apply to organisations today and reflecting on employees work experience through
weblogs. Seminar discussion points will be portrayed in this paper to further emphasise reality. As
time progresses, peoples attitudes to work changes and I will show how people now strive for
motivation, responsibility, and quality of life rather than having ... Show more content on
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Her interest in the job stops at money and has no desire to take on any responsibility. The more up to
date Theory Y has a total different aspect and believes worker motivation leads to job satisfaction
which benefits the organisation as a whole. I can understand why the orthodox theory would work,
as it looks to identify what triggers people into behaving in a certain way which is quite realistic,
given that if I were told I could captain the rugby team next year so long as I kept training with such
a high level of professionalism, then this would give me the motivation to improve my game and
earn the captaincy of the team. The post Fordist future perhaps lay in the Japanese style of
management and organisation. Lifetime employment, seniority–based wage systems and enterprise
unions make up what is known as the 'three pillars' of Japan. 'Offering lifetime employment secures
a loyal and secure workforce in Japan' but later studies show that this was for a small percentage of
people, the majority being males. Less than 30% of the Japanese workforce worked for the same
company all their lives (Smith and Misumi, 1994), one reason for this is the increased usage of
subcontractors. Today work is different, and jobs are certainly not for life anymore and in many
cases are now organised on the basis of short–term contracts. The majority of people working

Earned Tax Credit Policy
One problem the policy faces is that even though the Earned Income Tax Credit encourages work
for some groups, it actually discourages work for others; such as families with two earners who can
decrease hours worked and still have the same amount of money due to the amount of credit. It is
becoming a challenge for low–to–middle income families to benefit from the policy and even harder
to gain upward social/economic mobility. According to Eamon (2009), "Although we might expect
that over time the EITC would motivate more low–income parents to enter the workforce and take
advantage of this program, thus further reducing child poverty, our analysis provides little support
for these expectations" (pg. 922). It has left hard working families standing ... Show more content on
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For this population, the Earned Income Tax Credit is far from being realized and in most cases, it is
never introduced. One of the main reasons for this is because the majority of Supplemental Security
Income (SSI) and Social Security Disability Insurance (SSDI) recipients have not been part of the
workforce and for the ones who do work part–time – due to income restrictions, miss out on the tax
credit or are disqualified for not meeting the required

Disciplinary Action in Organization
ACKNOWLEDGEMENT
I wish to express my sincere gratitude to Dr. Md. Ataur Rahman of Management Department of
University of Dhaka for providing me an opportunity to do my assignment work on "Disciplinary
Action in Organization".
LETTER OF TRANSMITTAL
December 31, 2011
Dr. Md. Ataur Rahman
Department of Management Studies
Faculty of Business Studies
University of Dhaka.
Dear Sir,
I am submitting to you the assignment report, due December 31, 2011, that you have assigned me in
our class. This report contains details about the disciplinary action in organization.
I hope you find this report satisfactory.
Sincerely,
M. S. A. Shahnawaz Chowdhury
ID:3–11–20–064
EXECUTIVE SUMMARY
Disciplinary action refers to the actions ... Show more content on Helpwriting.net ...
Prevention is best done by making company standards known and understood in advance. The basic
objectives however is to encourage employee self discipline. In this way the employees maintain
their own discipline rather than have management impose it. Employees are more likely to support
standards that they have helped create. They also will give more support to standards that are stated
positively instead of negatively, and when they have been told the reasons behind a standard so that
it will make sense to them.
Corrective discipline:
Corrective discipline is action that follows infraction of a rule; it seeks to discourage further
infractions so that future act will be in compliance with standards. Typically the corrective action is
a penalty of some type and is called a disciplinary action. Examples are a warning or suspension
with or without pay.
POLICIES OF DISCIPLINARY ACTION

In any social system, irrespective of its nature, it is important for the participant to determine a set of
rules that will regulate the conduct of its members and should be observed in order to function
successfully.
Similarly so it is important in the workplace to determine a set of policies to regulate the
relationship between the employees and the employer in the form of a disciplinary procedure.
The code is based on the following principles:–
The right of management to take appropriate disciplinary steps against any worker, who acts in a
manner

Monitoring And Intellectual Property :
Monitoring and Intellectual Property: Misuse of employer devices is not permitted, it is your place
as an employee to be the protector of private company information and if shared be aware of the
understanding that a breach can create a ramification of criminal proceedings. Company Information
should be private and not shared with other parties such as business vendors, friends or relatives
(Sage, n.d.). Google is the proprietor and sole owner of its intellectual property (Sage, n.d.). "You
should be aware and understand that all inventions, ideas and solutions devised whilst in
employment are the intellectual property of the company (Sage, n.d.)" If you or your fellow
coworkers have any confusion or unease about the policy on the ... Show more content on
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Having the legal team look at it first is a good way to control costs and limit liability, this way an
employee won't make a mistake if they are unsure of what would be considered intellectual property
or not. The Intranet and Privacy: While using company devices and internet be aware that they will
be monitored. Emails, telephone calls, and web searches are all subject to review or inspection on a
need to know basis. Company devices are property of Google and not to be used for personal
activity. Google does not condone inappropriate usage of company devices or intranet. The
employees shall be made aware of the rules for acknowledgment and compliance and be subject to
disciplinary or legal action if a disregard for the policy occurs (Sage, 2014). Proof of Failure to
comply or insubordination after signing a privacy agreement may result in termination after an
equitable and thorough investigation through just cause (Berkley, "Seven Tests", n.d.). Actual
Google wishes that employees do not disclose any private information and that only under approval
and a "need–to–know basis" can it be broken and that it is best to avoid "gray areas" ("Google
Code", n.d.). Principle of Morals for Conflicts of Interests Nepotism/Conflict of Interest: I. Conflict
of Interests: Company discounts should be used by

The Underground Economy And Its Effects On Canada
While the underground economy might benefit individuals involved in the trades and make some
part of the society happy, it is creating a bad cycle that brings negative third–party effects on Canada
and should be eliminated as much as possible. Underground economy, also known as the black
market, is when sellers and buyers trade their goods and services then on purposely unreported the
business activity to evade the price controls. That includes avoiding the price ceilings, the price
floors and tax rates set by the Government. The black market is the second largest type of market in
the world, occurring in both developed and developing countries. All kinds of goods and services
are available in an underground economy. The most commonly traded are goods and services that
are available in the official market, but at a lower cost in the black market, or goods and services
that have a limited supply in the official market, but are sold at an elevated price in the black market.
Despite the trade being illegal, as long as both the seller and buyer comes to an agreement on the
price, they trade privately with cash to avoid being detected. Although many sellers get away with
this, at the end of the day underground economy is a continued cycle of affecting the country and its
citizens, including sellers and buyers in the black market, mostly its tax revenues will be affected,
then the GDP, and finally its citizens. All black market trades are done in the shadows, but if the root

The Importance Of Child Labor Laws
Regulating Child Labor Across the Globe It is estimated that one in six of the world's children are
working in unacceptable conditions and that is about 180 million children worldwide (Kilcullen
218). That is a great deal of children that are exposed to harm or exploitation. The opposing side
believes that these poor countries need child labor to survive, that it is alright to pay children low
wages for the work they do, and do not believe that schooling is as important as work. By regulating
child labor laws, governments would be able to enforce safer working conditions, increase wages to
meet the cost of living, and mandate education for better opportunities even though the opposing
side disputes these reasons and stance.
First of all, child labor laws should be regulated so that working conditions are safer. Children's
health is diminishing because of the terrible working conditions. According to the International
Labour Organization (ILO), "23 percent of all children between 5 and 17 years of age were
economically active in the year 2000," and that "About half of these children are estimated to do
work that is likely to harm their health, safety, or moral development" (Huebler 4). There is an
enormous amount of children that are being harmed at work, and better regulations should be placed
to stop this from happening. Children are suffering from injuries at work, and the accidents end up
unreported. England's Health and Safety Executive says that there are "31

Personal Injury In The Workplace
You may think that your work place is pretty safe with numerous regulations designed to protect you
from harm, but the fact still remains that people endure on the job injuries and slip and falls all the
time. According to Toronto Sun, in 2013, there were 41,5000 employment related injuries reported.
You may think that something so devastating couldn't happen to you and your family, but you are
not exempt. It's best to be prepared and know how to recover compensation for your slip and fall or
other injuries.
The first thing you need to do if you are injured is get proper medical treatment. After you have
received treatment, report the injury to your supervisor or to management. Your employer then will
need to follow proper procedures in accordance with Workplace Safety and Insurance Act. All on–
the–job injury claims then go through the WSIB,(Workplace Safety and Insurance Board). You can
find more information about WSIB here http://www.wsib.on.ca. Remember to report every injury,
no matter how miniscule it may seem. A seemingly small injury could develop into a major
problems for you down the line. If left unreported at the initial injury, you can look forward to
receiving no compensation and a lifetime a health ... Show more content on Helpwriting.net ...
You will need to secure a personal injury lawyer. You can find more information about personal
injury here https://en.wikipedia.org/wiki/Personal_injury_lawyer. It doesn't matter how much you
think you know about law or filing for on–the–job injury compensation, insurance companies
always know more and have more resources. The last thing you need after being injured is to lose
your case for filing the wrong paperwork or some other technicality. Remember, the insurance
companies are looking out for themselves and what benefits them. You will want someone to
represent you who understands, not only how insurance companies think and work, but also how
much you as a person are worth han how much the injury has cost

Essay on Unions, Bad for America
Unionism, Bad for America
Unionism is the concept that traditionally business, especially big businesses are inherently going to
exploit their employees. Therefore, in order to protect themselves, the workers form organizations
called unions, in which all laborers who work at a certain craft, or in a certain industry band
together. By this process of "joining forces", the unions gain power in numbers. Unions traditionally
try to protect employee interests by negotiating with employers for wages and benefits, working
hours, and better working conditions.
Unions have been around for a long time. The first recorded union was in 1792, when shoemakers in
Philadelphia met to consider matters of common interest. This earliest form of ... Show more content
on Helpwriting.net ...
Sometimes unions encourage people to boycott products from an industry or company. Managers
can bring in strikebreakers, who work, but are not a part of the union. They can also use a lockout,
which means that the management just locks the employees out, until they agree to the terms of the
contract that the management draws up.
Unions in America today have grown smaller and smaller in the past 30 years. There are many
reasons for this. The major one is that industries in other countries that are non–union have much
cheaper labor costs, and therefore can offer products and materials at a much lower price than our
US union–run, high wage cost factories. "During the 1970s and 1980s, a fifth of large unionized
companies in the United States went bankrupt, unable to compete against companies with lower
wage costs." (Rachman, 308)
Unions do provide a lot of good services to its members, such as higher wages, better hours, more
benefits, and safer working conditions. There is a price to pay for these services, though. Every
union requires its members to pay dues, whether they are in the form of a percentage of each
paycheck, or a flat rate. The money form dues goes towards lobbying politicians to pass union–
friendly legislation, or better labor laws. The money also finances officers in the union organization,
who are the ones calling the shots, as far as labor negotiations are concerned.
The fact that unions improve working conditions, wages and

Human Resource Management Essay

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