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Workforce Planning - Verizon compared Sprint, AT&T T-Mobile. This part group project, discussing difference top phone companies. See attached.
Workforce planning is a very challenging process for most companies. Most companies will want to cut on extra cost hence some of them end up paying their workers minimum pay with minimal benefit package. Workforce planning encompasses, attracting, recruiting and selecting, induct, train and develop the workers, motivate, manage and reward performance, retain and support, and lastly, leading and communicating. It also entails assisting a business to undertake expansions, restructures and downsize in a strategic manner, by ensuring that the right staff are recruited on time and retained in the business for its future growth (Caligiuri, 2010).
Workforce planning involves five key steps, having a workforce gap analysis to ascertain the workforce future supply and demand and to establish the future gaps, then the workforce plan is developed and…
Caligiuri, P., Lepak, D., & Bonache, J. (2010). Managing the Global Workforce: John Wiley & Sons.
Company Spotlight: Verizon Wireless Inc. (2008). [Article]. MarketWatch: Telecoms, 7(10), 15-20.
Hammond, B., & Kirby, P. (2012). AT&T Scraps Bid to Purchase T-Mobile in Wake of FCC, Justice Department Resistance. [Article]. Telecommunications Reports, 78(1), 1-33.
Kirby, P., & Stanton, L. (2011). AT&T Argues T-Mobile Acquisition Will Enhance Competition in Market. [Article]. Telecommunications Reports, 77(9), 1-48.
Future Workforce Profile
The most significant difference between the current and future workforce profiles at Amaze is the planned expansion of the organization, which will enable it to hire fifteen more individuals. As the organization is devoted to providing autism assistance services, the new hires will need to be willing to work in this environment and to receive ongoing training and development towards providing individuals with autism and their families with always-improving services, however current knowledge or experience in the area is not really required. Even so, there are many applicants on file in the external workforce with experience, knowledge, and a strong desire to work at Amaze, such that if the experience and knowledge considerations were to become more important in the future this would not present a problem to the organization in the slightest. The desire to work for amaze in the wider external workforce is so strong,…
The projected workforce in 2016 in the U.S. is expected to reach 166.2 million. By 2039, the minorities will become a majority, accounting for half of the working population, and for more than 55% by 2050. The percentage of employees with college degrees has increased and the trend is expected to continue (H Magazine, 2008).
egarding the workplace, organizational innovation will become a must for building successful companies. A stronger emphasis will be directed towards developing a sustainable, green, healthy workplace that will help companies retain talented employees. A new workforce culture is required in order to cope with modifications determined by globalization, international collaboration, and other transformations that will take place within business processes.
1. Canton, J. (2010). The Top Ten Workforce Trends. The Institute for Global Futures. etrieved February 1, 2010 from http://www.globalfuturist.com/dr-james-canton/insights-and-future-forecasts/the-top-ten-workforce-trends-for-2009.html.
2. Workforce trends (2008). H Magazine. etrieved February 1, 2010 from http://findarticles.com/p/articles/mi_m3495/is_12_53/ai_n31160735/.
1. Canton, J. (2010). The Top Ten Workforce Trends. The Institute for Global Futures. Retrieved February 1, 2010 from http://www.globalfuturist.com/dr-james-canton/insights-and-future-forecasts/the-top-ten-workforce-trends-for-2009.html .
2. Workforce trends (2008). HR Magazine. Retrieved February 1, 2010 from http://findarticles.com/p/articles/mi_m3495/is_12_53/ai_n31160735/ .
Leadership is a special case of interpersonal influence to get an individual or group to enact the leader's objective. Leadership and management differ in that management is designed to promote stability or to make the organization run smoothly, whereas the role of leadership is to promote adaptive change. Trait, or great person, approaches to leadership argue that leadership traits have a major impact on differentiating between leaders and non-leaders and predicting leadership outcomes. Leader situational contingency approaches argue instead that leadership, in combination with various situational contingency variables, can have a major impact on outcomes. Attribution theory extends traditional leadership approaches by recognizing that substantive effects cannot always be objectively identified and measured. The new leadership focus consists of classifying leadership into charismatic, transformation, and visionary modes of leadership, and the leadership of self-directing work teams.
Communication is the process of sending and receiving messages with…
Our company has low turnover, so new positions are not that common. hen they do arise, we like to hire the best people. There is a risk in enacting a mandatory policy of hiring minorities we lack that we may be taking on inferior candidates. They may allow us to reach some ethnic communities, but at the expense of overall efficiency and productivity (Pfeifer, 2009). There could also be a backlash amongst our current workers if they feel that we are no longer hiring on merit. The third drawback is that we may have difficulty finding the appropriate ethnic candidates in our home geographic area. e could significantly increase the cost of brining on new people if we begin offering relocation allowances to attract ethnic candidates from other towns and counties. Lastly, the existing sales force could feel slighted in that their talents as sales people may take a back…
Krotz, J. (2009). Diversity pays off for everyone. Microsoft Small Business Center. Retrieved October 23, 2009 from http://www.microsoft.com/smallbusiness/resources/management/recruiting-staffing/diversity-pays-off-for-everyone.aspx#Diversitypaysoffforeveryone
European Commission. (2003) the costs and benefits of diversity. European Commission. Retrieved October 23, 2009 from http://www.stop-discrimination.info/fileadmin/pdfs/CostsBenefExSumEN.pdf
Pfeifer, T. (2009). The drawbacks of diversity in the workplace. Helium. Retrieved October 23, 2009 from http://www.helium.com/items/1185454-the-drawbacks-of-diversity-in-the-workplace
workforce of today is marked by a general realization that the traditional work arrangements have known are inadequate to address the challenges that business organizations encounter today. This essay explored a pragmatic worldview and how it links to a study on the effects of firm features and contextual characteristics on workplace diversity. Additionally, this essay aligns this worldview with a mixed research method and describes how the proposed study uses the research method. The essay concluded that because the study of multicultural workplaces is aligned with a pragmatic worldview, a mixed method approach was best suited to ground the research.
How does the pragmatic worldview link to a study on the effects of firm features and contextual characteristics on workplace diversity?
Hypothesis: The pragmatic worldview links to the study on the effects of firm features and contextual characteristics on workplace diversity by demonstrating how diversity can lead to a company's…
Bryman, A. (2007). The research question in social research: What is its role? International Journal of Social Research Methodology, 10(1), 5 -- 20. Retrieved from Academic Search Premier database
Creswell, J.W. (2008). Research design: Qualitative, quantitative, and mixed methods approaches (3rd ed.). Thousand Oaks, CA: Sage
Chang, S., & Tharenou, P. (2004). Competencies needed for managing a multicultural workgroup. Asia Pacific Journal of Human Resources, 42, 57-74.
Connolly, Maura. Accountancy Ireland, 2007, Vol. 39 Issue 3, p30-33, 4p. Retrieved from Business Source Complete
Workforce Separation Analysis and Retention Strategy
GWHealth's Executive has been aware of the disturbing trend that leads to the employee turnover. The company has recorded a significant increase in the employee turnover that has been a concern to the management. The objective of this paper is to identify and analyze trends as well as presenting recommendations. This paper provides a reason for the termination to enhance a greater understanding of the disturbing trend in the employee turnover.
Identification of five most critical Areas in KGWHealth Separation Stats
This section discusses the five most critical areas of concern in the KGWHealth separation stats. According to the data in Fig 1 and Table 1, which are collected from the GWHealth's database, the company has 407 employees, however, 115 employees have left the company in the last two years revealing that performances have the 28.25% of employees have left the company. However, performances…
People who work often do more harm than good and fundamentally distort the basic and good human drives to enjoy life and to treat their friends with kindness.
In their essay "Proletarians and Communists" Marx and Engels point out notable abuses of the capitalist system of their era (Marx & Engels 96). Marx and Engels propose a solution to the social inequalities of bourgeois democracy (or non-democracy, as they think of it) in the form of a dictatorship of the proletariat, where everything is owned in common, and decision-making takes place in a common fashion. The problem with Marxism in action, however, is that such a consensus is difficult to achieve on a mass scale, and Marx and Engels are proposing a mass scale, international revolution. The result is that to enforce a proletarian dictatorship requires a strong-armed leader and bureaucracy, and the administrators of that bureaucracy become…
The list of changes could go on for pages, but the bottom line is that the world is changing and the employee responsive programs are being developed and implemented in order to allow employers to integrate these changes and help employees cope with them. These programs have the primary merit of allowing the individuals to better balance their personal and professional lives. This subsequently materializes in better satisfied staff members, who are better able to enhance their performances and support the company in reaching its overall objectives.
At a personal level, the employee responsive program which offered the highest levels of satisfaction was the flexible working schedule. As mentioned before, it allows for the balance of professional and personal responsibilities and it creates satisfied staff members who better complete their tasks. From a managerial standpoint however, increased flexibility brings about a decentralization of the operations, which could subsequently materialize in…
Armstrong, M., a handbook of human resource management practice, 10th edition, Kogan Page Publishers
Armstrong, M., Baron, a., 2002, Strategic HRM: the key to improved business performance, CIPD Publishing
Bratton, J., Gold, J., 2001, Human resources management: theory and practice, 2nd edition, Routledge
Berman, E.M., Bowman, J.S., West, P., Van Mart, M., Human resources management in public service -- paradoxes, processes and problems, 2nd edition
In quite a number of organizations there has been an increase in workforce diversity as compared to early times, this has been brought about by demographic factors such as immigration and economic factors including globalization (Christian et al., 2006). In many economies, the minority workforce is expected to rise as the years come and go. This expected shift in the workforce has brought a lot of interest in programs aimed at managing workforce diversity. The process of adopting such programs has been affected by various challenges especially regarding the change in organizational behavior. In order to manage workforce diversity effectively, it is vital that the distinction between functional and non-functional diversity is clearly identified. It should be understood that functional diversity has positive contribution to organizational behavior and effectiveness while non-functional diversity deter organizational performance, this is why it is important to understand the impact of diversity on…
Christian, J., et al.,. 2006. Workplace diversity and group relations: An overview. Group Processes & Intergroup Relations, 9(4), 459-466
Fiske, S.T.; Neuberg, S.L. 1990. A Continuum of Impression Formation, from Category-based to Individuating Processes: Influences of Information and Motivation on Attention and Interpretation, in M.P. Zanna (Ed.), Advances in Experimental Social Psychology, Vol. 23, pp. 1-74
Hambrick, D.C.; Mason, P.A. 1984. Upper Echelons: The Organization as a Reflection of its
Top Managers, Academy of Management Review, Vol.9, pp. 193-206
The issue of an aging workforce is one of the major growing challenges that organizations and industry experts face. This issue not only presents an actual safety challenge but also a huge opportunity to address other socio-economic forces. For employers seeking to maintain a top-notch workforce, the issue of aging workforce is not only a challenge but an opportunity for employees who may want to earn extra income in retirement. In the United States, the aging workforce accounts for one-third of the country's workforce and are set to retire by the end of this decade (eeves, 2005). However, the country faces a challenge regarding the lack of enough younger employees to replace the aging workforce. Consequently, industry experts need to radically rethink about recruitment, retention, adjustable work plans, and retirement due to labor shortages in major industries.
Dealing with Labor Shortages:
According to Ip (2011), the United States…
Committee for Economic Development. (2000). New opportunities for older workers: a statement of national policy. Darby, PA: DIANE Publishing Co.
"Hand Protection for Older Workers." (n.d.). AnsellPro.com. Retrieved March 31, 2013, from http://www.ansellpro.com/main/pressRoom_whitePapers_details.asp?rId=131
Ip, W. (2011). Designing for an Aging Population. Interface, 1(2), 27-32.
Perry, L.S. (n.d.). Designing the Workplace for the Aging Workforce. Retrieved March 31, 2013,
Casualisation of the Workforce in Australia
What exactly is casualisation?
Casualisation tends to have two distinct meanings. According to the international literature, casualisation refers to the general spreading of poor, working conditions. Some of the conditions deemed bad include; insecurities in employment, low wages that are hardly satisfying to the workers, lack of benefits of employment, working during irregular times and intermittent employment. In the Australian concept and labor market, the word casualisation has been narrowed down to a more solid meaning. Due to the availability of prominence in certain employments of the labor market, the employments are deemed to be of 'casual nature' (May, Campbell & Burgess, 2011, p.1). The word "casual" has always been used both in the Australian labor market and in the country's sociological setup for many years. These social entities include aspects of law (agreements and legislation), offices or general organizations, everyday conversations judicial…
ANZ Economic Update, 2004. Casualisation of the Workforce. [online] Available at: [Accessed 9 June 2012].
Burgess, J., Campbell, I., and May R., 2008. Pathways from Casual Employment to Economic Security: The Australian Experience. Soc Indic Res, 88, p.161-178, DOI: 10.1007/s 11205-007-9212-5.
Clare, A., 1998. Casualisation of the Australian Workforce-how will policing be affected. Police Journal Online, 79 (10).
Coe, N.M., Johns, J. And Ward, K., 2009. Agents of Casualisation? The Temporary Staffing Industry and Labor Market Restructuring in Australia. Journal of Economic Geography, 9, p.55-84. DOI: 10.1093.
Volunteers, volunteering and the way they are organized and managed differ from context to context, and in viewing the Olympic Games, management of the administration of questionnaires is essential for overall management of volunteers and of the overall research project at hand (Graham and Stebbins 2004, pp.177).
Data analysis techniques for the administering of questionnaires must include the evaluation of all the major personality inventories samples, methods for integrating questionnaire data and findings from observation studies, the use of computers in analyzing personality data, elimination of bias, and requirements for the construction of scoring personality measures (Cattell 1973, pp.532). In the case at hand and with the simplicity of the questionnaires used in the initial experiment, scoring these questionnaires will prove simple if handled correctly. In order to eliminate any bias, some of the initially-used open-ended questions can be eliminated altogether or turned into closed questions in order to eliminate…
Assael, H. And Keon, J. (1982). "Nonsampling vs. sampling errors in survey research," in Journal of Marketing, 46(2): pp. 114-123.
Cattell, R. (1973). "Personality and mood by questionnaire," in American Psychology
Association Journal, 73(1): pp. 532.
Clarke, a. And Jack, B. (1998). "The purpose and use of questionnaires in research," in Professional Nurse, 14(3): pp. 176-179.
Other organizations, however, must also include ample information regarding external and industry-wide trends as well as a variety of other factors, and the more comprehensive and accurate this information is, the more realistic workforce planning predictions will be (Flynn et al. 2010). Developing techniques to encourage employees to stay, to attract applicants, or to ease into individual or group terminations in a way that minimally disturbs the remaining workforce is also the result of accurate information gathering and analysis on a historical and ongoing basis, and is also a major part of many developing workforce planning software tools (Frauenheim 2009).
Google no longer holds the number one spot on Fortune's "Best Companies to Work For" list, but it is still ranked quite highly. Ongoing workforce planning efforts designed to attract and keep talent will likely continue to bolster this company's reputation in the industry and as a model for…
Chapman, S. (2009). "Google workforce prediction algorithm?" Accessed 11 October 2010. http://strategicworkforceplanning.blogspot.com/2009/11/google-workforce-prediction-algorithm.html
Flynn, B.; Kellagher, M.; Simpson, J. (2010). "Workload and workforce planning: tools, education and training." Nursing Management 16(10), pp. 32-5.
Frauneheim, E. (2009). "Talent planning for the times." Workforce management 88(11), pp 37-43.
Google. (2010). Accessed 11 October 2010. http://www.google.com/corporate/
Today, there are nine billion people in the world living in more than 200 countries and the need for informed approaches to the management of a diverse workforce have never been greater. Effectively managed, a diverse workforce can create a wide range of beneficial outcomes for organizations. Although many observers champion a diverse workforce because of the numerous benefits that are possible, the research will show that there are a number of challenges to the effective management of a diverse workforce that must be overcome in order to achieve the intended outcomes. To determine the facts, this paper provides a review of the relevant literature to evaluate the benefits and challenges of having a diverse workforce. A summary of the research and important findings concerning these issues are presented in the conclusion.
eview and Evaluation
How can diversity in age, gender, ethnicity, skills, background etc. influence social cohesion…
D'Netto, B & Sohal, AS 1999, 'Human resource practices and workforce diversity: an empirical
assessment,' International Journal of Manpower, vol. 20, no. 8, pp. 530-547.
Fine, MG 2008, October, 'Cultural Diversity in the Workplace: The State of the Field,' The
Journal of Business Communication, vol. 33, no. 4, pp. 485-491.
Effects and issues related to the promotion and use of women and their skills into the American workforce
This paper explores the promotion of women within the American workforce. Specifically the aim of this study is to discover whether organizational systems within the U.S. are utilizing women to their fullest potential. The aim of the researcher is to examine whether or not women are still subjected to a 'glass ceiling' or barriers to advancing to the highest levels of organizations (senior and executive management roles in particular). For purposes of this study a survey was conducted of women and men in the workforce. The aim of the study is to examine what limits females desiring career advancement may face, and what common beliefs and perceptions are regarding female leadership and innovations within organizations.
In addition to the fieldwork portion of this research study, a literature review was examined to…
Ash, Ronald A. And Stevens, Charles D. (2001). "Selecting Employees for Fit:
Personality and Preferred Management Style." Journal of Managerial Issues, Vol. 13, Issue 4, p. 500
Bass, B.M. (1990). Bass & Stodgill's handbook of leadership: Theory, research, and Managerial applications (3rd ed.). New York: Free.
Bass, B.M. (1998). Transformational leadership: Industrial, military, and educational impact. Mahwah, NJ: Erlbaum.
Among race and ethnic groups, the Asian and other labor force is projected to increase the most rapidly. The Hispanic labor force is projected to be larger than the black labor force due to faster population growth. Overall, the U.S. Department of Labor predicts that by 2008, seventy percent of the new entrants into the workforce will be women and people of color (Companies focus on recruiting diverse workforce, but retention and promotion lag behind).
Researchers predict that employers will soon be working hard to recruit or keep older workers who are now experiencing age bias (The changing workforce). To do so, businesses will have to offer incentives that are attractive to older workers. Examples include health benefits that incorporate long-term care insurance and short- and long-term disability insurance, pension plans, and alternative work arrangements such as part-time and intermittent work, telecommuniting, phased retirement to gradually reduce work hours and…
Companies focus on recruiting diverse workforce, but retention and promotion lag behind. Hewitt Associates. Retrieved July 1, 2006 from Web site: http://was4.hewitt.com/hewitt/resource/rptspubs/subrptspubs/publications/workforce_tomorrow.htm
Diversity training. Retrieved July 1, 2006 from Web site: http://www.online-distance-learning-education.com/articles.php/tPath/8
Fisk, C. And Wishnie, M.J. (2005). The story of 'Hoffman Plastic Compounds v. NLRB': Labor rights without remedies for undocumented immigrants. Duke Law. Retrieved July 1, 2006 from Web site: http://eprints.law.duke.edu/archive/00001243/
Fullerton, H.N. And Toossi, M. Employment outlook: 2000-10. Bureau of Labor Statistics. Retrieved July 1, 2006 from Web site: http://www.bls.gov/opub/mlr/2001/11/art2full.pdf
Multiculturalism is rapidly becoming the norm in today's business climate. Globalization has forced companies to begin marketing worldwide and the result is that companies must diversify their workforce in order to successfully compete on the world stage. Companies such as McDonald's, Coca-Cola, Google, General Motors and many more have all entered the globalization era by diversifying and creating a multicultural workforce.
A multicultural workforce can mean different things to different people but at its core it would include employees from a variety of different religious, ethnic, racial, and gender backgrounds. In the past such diversification was unusual in most businesses but globalization and the recognition that a combination of cultural influences can improve the overall quality of a company has forced business owners and managers to change their hiring practices.
In America there has always been a blending of cultures. Immigration was an important part of the American…
Gudykunst, W. (2003). Bridging Differences: Effective Intergroup Communication, 4th Edition. Thousand Oaks: Sage Publication.
Klein, N. (1997, May 26). Cultural Potholes Litter Road to Globalization. Toronto Star, p. 19.
Maddux, W.A. (2010). When in Rome...Learn Why the Romans Do What They Do: How Multicultural Learning Experiences Facilitate Creativity. Personality and Social Psychology Bulletin, p. 732.
Thomas, D. (2004). Diversity as a Strategy. Harvard Business Review .
Agency's Law Ethics Hiring a Diverse Workforce
Laws Affecting the Agency
The first law of robots: robots should not injure or cause harm to human beings or even allow human beings to experience harm. The second law: robots should respect orders given to them by all human beings with an exception of where the orders are conflicting with the law. The third law: all robots must provide protection to their own existence. While providing protection to themselves, they should ensure that they do not conflict with the second or first law.
The above laws have since attracted and quickly retained the attention of the Department of Defense Inspector General Office. Many authors of science fiction are clearly writing without taking into consideration the three laws. The writers have taken the laws for granted: the readers have been expected to follow suit. Science fiction writers have greatly influenced the cause of…
Baytos, L. (2010). Designing and Implementing Successful Diversity Programs: Chicago:
Cope, B. & Kalantzis, M. 1997, Productive Diversity, a New Australian Model for Work and Management. Michigan: Pluto Press
Earle, B., Schaffer, R. & Agusti, F. (2011). International business law and its environment.
What is ethical is one country, also, might not be ethical in another (Kennedy, 2002). Many people that own and operate companies fail to examine this issue carefully and they end up making mistakes in other countries. Sometimes they just offend someone because of the way that they act but other times they can get into trouble with laws in other countries because they have not done their research. Researching and understanding the laws and customs of other countries and the people in them is vital when a company becomes multinational (Kennedy, 2002). No country should ever be moved into until the company that is making the move understands how things work there.
The human resources department is a very valuable weapon in the area of multinational workforces. It is the bridge between the employer and the employees and should be utilized (Jennex & Adelakun, 2003). Any time…
Drezner, D.W. 2004. The Outsourcing Bogeyman. Foreign Affairs 83, 3, (May/June) 22-34
Jennex, M.E. And Adelakun, O. 2003. Success Factors for Offshore Information System Development. Journal of Information Technology Cases and Applications 5, 3, 12-31
Kennedy, J.F. 2002. The Influence of Outsourcing on Job Satisfaction and Turnover Intentions of Technical Managers. Human Resource Planning, 23-31.
"the novel occupations that had been depicted with African-Americans were judged as lower in status than had been depicted with European-Americans, demonstrating a causal influence of worker's race on children's judgments. Children's age and socioeconomic background moderated their occupational judgments." The results were like this: the children rated 27 familiar occupations in relation to the difficulty to learn, difficulty to perform, pay and its importance. Among younger children of both higher and lower status, thee was more interest in high status jobs than in medium or low status ones. The children coming from lower background were more likely to believe that African-Americans are associated with medium or low level jobs.
The results seem to suggest that race "has a consistent and powerful effect on African-American children's perceptions of occupations. Children give higher status to the jobs which have high concentrations of European-Americans and low concentrations of African-Americans. Children also rated…
Bigler, R., Averhart, C.J., Liben, L.S."Race and the workforce: occupational status, aspirations and stereotyping among African-American children." Development psychology, 2003, vol. 39, no.3, 572-580
The enforced smiling of Wal-Mart employees at taciturn German customers, and the fact that no one at the company realized "that American pillowcases are a different size than German" pillowcases, leaving Wal-Mart Germany "with a huge pile of pillowcases they couldn't sell to German customers" are examples of how an informed and nuanced cultural understanding of a nation is demanded to succeed in a global environment (Schaefer 2006).
On a more subtle level, diversity can create a more positive organizational culture by changing the dynamics of the workplace on a daily basis. Of course, almost all organizations say that they support diversity. But "clearly, there are often substantial differences between constructed 'espoused culture' and the real 'culture in use' -- that is, between the formal statements of senior management regarding organizational culture and the informal culture of various parts of the organization" (Trefry 2006: 6). A diverse workforce can inject…
Schaefer, Louisa. (2006). World's biggest retailer closes shop in Germany. Deutsche World.
Retrieved May 21, 2011 at http://www.dw-world.de/dw/article/0%2C2144%2C2112746%2C00.html
Trefry, Mary. (2006). A double-edged sword: Organizational diversity.
International Journal of Business. Retrieved May 21, 2011 at http://www.allbusiness.com/company-activities-management/management-corporate-culture/13477475-1.html
Mock Qualitative Interview Questions and Answers
What are your perceptions on employers hiring people with disabilities?
Participant One: A majority of employers are skeptical about hiring people with disabilities. The type and severity of disability have a huge effect on the person been hired. While some employers are willing to give people with disabilities a chance to demonstrate their work capabilities, most feel it is burdensome and they would prefer to avoid hiring these individuals. People with physical disabilities are easily hired as compared to people to people with mental and emotional disabilities (Henry, Petkauskos, Stanislawzyk, & Vogt, 2014). At our office, we currently have two coworkers who have physical disabilities and their work performance is even better compared to that of people without any disability. Employers have this perception that people with disabilities do not have the requisite skills, will need greater supervision, and have higher absenteeism rates.
Delman, J., Kovich, L., Burke, S., & Martone, K. (2017). The promise of demand side employer-based strategies to increase employment rates for people living with serious mental illnesses. Psychiatric rehabilitation journal, 40(2), 179.
Frøyland, K., Andreassen, T. A., & Innvær, S. (2018). Contrasting supply-side, demand-side and combined approaches to labour market integration.
Henry, A. D., Petkauskos, K., Stanislawzyk, J., & Vogt, J. (2014). Employer-recommended strategies to increase opportunities for people with disabilities. Journal of vocational Rehabilitation, 41(3), 237-248.
Metcalfe, J. D., Drake, R. E., & Bond, G. R. (2017). Economic, labor, and regulatory moderators of the effect of Individual Placement and Support among people with severe mental illness: a systematic review and meta-analysis. Schizophrenia bulletin, 44(1), 22-31.
Globalization has significantly transformed the business environment. Economies around the world have increasingly become interconnected, facilitating greater mobility for individuals and organizations around the globe. Today, organizations can more readily do business in diverse geographic locations. In addition, organizations deal with a more diverse workforce in terms of racial and ethnic background, religious inclination, geographic origin, as well as age, gender, and sexual orientation (U.S. Department of Commerce and Vice President Al Gore's National Partnership for Reinventing Government [NPR], n.d.). This has presented both challenges and opportunities for individual workers. The individual worker now has an opportunity to interact with individuals from diverse backgrounds, which is crucial for enhancing their diversity skills. Nonetheless, communication differences can be a major challenge. Understanding how individuals from dissimilar backgrounds communicate and putting across one's message in a manner understandable to those individuals can be a daunting challenge for an individual with no prior…
Conflict in the orkplace
orkforce within organizations, whatever the level, constitutes one of the most important resources within such environments. Harmony among the human resource and shared vision among employees is one mandatory factor in ensuring that goals are appropriately met. Conflict if however, one inevitable occurrence in the workplace and organizational leaders has to deal with it appropriately (Flagan & Craig 8). Conflict in organizations neither occurs nor happens in a vacuum. Usually, there are some underlying issues which instigate the conflicts either between workmates or teams. Fortunately, the capacity of conflict management can help in such situations and even turn the organization into a better place. This can be achieved either through preventing the conflicts or resolving them. Personally, I have been in a conflict situation within the office; a state which was handled appropriately by the management but would however been avoided had appropriate prevention structures been…
Alberta Employment and immigration, let's talk: a Guide to Resolving Workplace conflicts, Alberta: government of Alberta, Department of Employment and Immigration, 2007
Flagan, Tim. A & Runde, Craig.E, Hidden Potential: Embracing Conflict can Pay Off for Teams in, Leadership in Action, 28(2), 2008
PetCo Workforce Planning
Workforce planning at Pet-Co
The Importance of Workforce Planning
Linking the Needs of Staffing With Workforce Planning
The Importance of Workforce Planning At Pet-Co
General information about Pet-Co
The Business Model Analysis of Pet-Co
The Pet-Co strategy
Company Profile in a Nutshell
The Workforce Planning Model
Setting the Strategic Direction
Conducting a Workforce Analysis
The Demand Side of WorkForce Planning
The supply side of workforce planning
Workforce Demand Forecast
Workforce Supple Forecast
Conducting Gap Analysis
Monitoring, Evaluation and evision
Functional Considerations of Workforce Planning
The Application of Workforce Planning Model at Pet-Co
Organizations today are formed on an on-going assumption, which emphasizes that a particular organization is formed with an aim to operate forever. Hence the organizations are well versed with the tactics and strategies that will facilitate their way to function profitably in the long run. In…
Anderson, M.W. (2004). The Metrics of Workforce Planning. Public Personnel Management, 33(4), 363+.
Helton, K.A., & Soubik, J.A. (2004). Case Study: Pennsylvania's Changing Workforce Planning Today with Tomorrow's Vision. Public Personnel Management, 33(4), 459+.
Horkan, N., & Hoefer, E. (2000). Workforce Planning at DOT. The Public Manager, 29(1), 13.
Jacobson, W.S. (2010). Preparing for Tomorrow: A Case Study of Workforce Planning in North Carolina Municipal Governments. Public Personnel Management, 39(4), 353+.
Several community colleges have in recent times shown preference for non-credit post-secondary students as opposed to credit students. This trait is particularly common in the areas of staff tutoring and contractor training. Several of these non-credit courses are quite popular for their flexibility in meeting the demands of the prospective workforce students as well as the demands of their employers. Important questions have been raised about traditional colleges due to the growth of this sector; these questions include the efficiency of colleges in utilizing resources and how well access is being provided for their (colleges) students. Answering the questions raised above will likely challenge state policies and practices at colleges, although analysing the effects of this program may be a herculean task due to the absence of data on activities as basic as admissions and acceptance in community college non-credit workforce education. With increasing states and college investments of resources…
Women in the Workforce
Training Plan: Breaking the Glass Ceiling at Intuit
Intuit revolutionized the accounting industry with innovative applications that assist with financial analysis and tax preparation. Since 1983 Intuit has been a proud leader providing our most famous products: Quicken and TurboTax to a wide variety of customers from individuals to small businesses and corporations. We have prided ourselves on providing an excellent workplace that sparks creativity and builds long-term relationships. Our atmosphere is one of continual learning and growth.
However, this focus on growth always means that there is room for improvement. The following examines a new training plan to help take advantage of one area that could be improved. Intuit attracts young movers and shakers. However, women have recently complained that their needs are being ignored. The following will examine a plan to include women in the Intuit mix in a way that allows them truly…
Intuit Inc., (2008, August 13). Intuit Unveils Small Business Connected Strategy. Intuit.
Retrieved from http://about.Intuit.com/about_Intuit/press_room/press_release/2008/0813.jsp li, M., Metz, I., & Kulik, C. (2007, December 4-7) Workforce gender diversity: Is it a source of competitive advantage? Paper presented at the 21st ANZAM conference, Sydney,
Australia Retrieved from http://eprints.qut.edu.au/40898/1/40898.pdf
Griffiths, M. & Moore, K. (2010). 'Disappearing Women': A Study of Women Who Left the UK
The multigenerational workforce in the United States presents a critical challenge for managers because each generation requires different expectations. Over the last few decades, the U.S. workforce has become so unique and diverse involving the mix of generation, gender, and ethnicity for the first time in the history of United States, workplace demographic spans four generations. The 2008 and 2009 U.S. economic crisis makes many older workers delaying retirement leading to a rich mixture of generation across different sectors. Consequently, this shift affects the workplace culture since values, attitudes as well as workplace style differ across a different generation. Moreover, each generation brings their work behaviors, values, motivation and relationship styles to the workplace assisting in enhancing the organizational development. Despite the benefits associated with the multi-generation work environment, a present of diverse generation can bring a challenge to managers with respect to communication, respect and work styles. Organizations can…
Within individual branches and workplace teams, fostering a spirit of education and dialogue is essential to breaking down ignorance and communications barriers created by different cultural backgrounds. Stressing the need for cooperation between all workers and that working as a diverse team is essential to being a good worker must be shown by rewarding organizational leaders who work together with everyone and try to learn from the experiences and backgrounds of others on their team. This is especially important in today's global environment, where, for example, a worker with an international background can provide valuable advice on the types of ideas that might be persuasive to a world audience. When diversity is made to work for the organization, everyone wins, but workers who show that they value diversity in their words and deeds must be rewarded for…
Some of these are employers who have very small businesses, and they are exempt from the AA requirements, so they can simply hire whoever they want to without fear of legal retribution. Those people notwithstanding, it is very important that all workers are treated fairly and given equal consideration for jobs that they apply for.
There has been so much talk of AA since the Civil Rights Act and other laws were passed that there is now a concern over reverse discrimination. This happens when a white male is actually the best and most qualified candidate for the job but the employer must hire a minority candidate because there is a quota that has to be met by law. These quotas are a problem for Caucasian males because they sometimes stop them from getting jobs that they would otherwise deserve. It is not just their qualifications that have to be…
Human resources management processes: workforce planning; recruitment, attraction selection employees; training, development managers subordinates; personnel administration; compensation; payroll; employee benefits, performance appraisal, labor relations,
Competitive advantage: Four requirements
For a firm to thrive, it must offer a unique product so it can ensure that it can deliver a sustained competitive advantage that cannot easily be undercut by price or substituted by a similar product offered by a firm within the same industry. The following four criteria to establish a competitive advantage are as follows: "(a) the resource must add positive value to the firm, (b) the resource must be unique or rare among current and potential competitors, (c) the resource must be imperfectly imitable, and (d) the resource cannot be substituted with another resource by competing firms" (Wright & McMahan 1992). Finding a physical good or service that meets all of these criteria can be challenging, but Wright & McMahan…
Wright, P.M., & McMahan, G.C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295-320.
Education in Healthcare:
The health care system has been characterized with several issues in the recent past including increased costs, poor patient outcomes, shortage in the number of health workers across every category, and under-utilization of health workers. While lack of access to care and increased demand for health care choices are also major issues in this sector, workforce issues will continue to have tremendous impacts on health care delivery. According to the findings of a recent report, dysfunction in private and public health workforce policy and infrastructure contributes to vulnerabilities for health workers and puts the health of the nation at risk (Kreitzer, Kligler & Meeker, 2009). In addition, the current health care system consist inequities and misrepresentations that have continued to affect health workforce.
Health workforce is mainly influenced by the current system of healthcare education, which is characterized with certain challenges. The modern education in healthcare deters…
Kreitzer, M.J., Kligler, B. & Meeker, W.C. (2009, February). Health Professions Education and Integrative Health Care. Retrieved from Institute of Medicine of the National Academies website: http://www.iom.edu/~/media/Files/Activity%20Files/Quality/IntegrativeMed/Health%20Professions%20Education%20and%20Integrative%20HealthCare.pdf
Morganti, N. (2013, September 13). What Does it Take to Ready a Healthcare Workforce for Transformation to a Patient Centered Team-based Care Model? Retrieved from Health IT website: http://www.healthit.gov/buzz-blog/meaningful-use/ready-healthcare-workforce-transformation-patient-centered-teambased-care-model/
Managing the Modern Workforce
Date Here (Day, Month, Year)
When an organization expands its operations into international markets, it hires individuals from different nations and cultures. These individuals are culturally diverse and need to be managed effectively. Numerous researches have been conducted to elucidate this important issue of the business world; each of them has some application for the modern management practices. Although workforce diversity is more an issue of the 21st Century, but massive of researches have been conducted in the late 80's and 90's.
The literature has some limitations which entice the modern researches to work on this issue and broaden the basis of knowledge for the future studies. The biggest limitation is the unclear definition of workforce diversity. Every researcher has given his own definition for this concept; however the most common definition is explained in the context of 'culture'. Most of the…
Darmadi, S., 2010, Do Women in Top Management Affect Firm Performance? Evidence from Indonesia. Indonesian Capital Market and Financial Institution Supervisory Agency (Bapepam-LK), pp. 2-5 Available at
Ferro, N., 2004, Cross-Country Ethical Dilemmas in Business: A Descriptive Framework. Fondazione Eni Enrico Mattei, Working Paper No. 28, pp. 16-22. Available at
Guidroz, A., M., Kotrba, L., M., & Denison, D., R., 2009, Workplace Diversity: Is National or Organizational Culture Predominant? Linkage, Denison Consulting, LLC, pp. 1-5
Huckman, R., S., & B., R., Staats, 2010, Fluid Tasks and Fluid Teams: The Impact of Diversity in Experience and Team Familiarity on Team Performance, Harvard Business School Technology & Operations Management. Unit Working Paper No. 09-145, pp. 2-10. Available at
The workforce in America is rapidly aging. This rapidly aging workforce creates challengers for organizations that must manage an aging workforce. The purpose of this discussion is to explore the challenges of managing an aging workforce within any given organization. This topic is of particular interest because many older baby boomers are retiring while other are choosing to work well passed the retirement age and managers must devise ways to manage such a workforce.
Employers must understand the challenges that may arise, as an aging workforce becomes part of the fabric of the organization. If employers do not attempt to understand and implement solutions for managing an aging workforce their organizations will suffer greatly. Let us begin our discussion be explaining why the aging workforce is such an issue in the current workforce.
Description of the organization and problem
The organization that we will focus on during the…
Dohm, A. (2000). Gauging the Labor Force Effects of Retiring Baby-Boomers. Monthly Labor Review, 123(7), 17. http://www.questia.com/PM.qst?a=o&d=5001200975
Doverspike, D., Taylor, M.A., Shultz, K.S., & Mckay, P.F. (2000). Responding to the Challenge of a Changing Workforce: Recruiting Nontraditional Demographic Groups. Public Personnel Management, 29(4), 445.
Health and Safety Issues in an Aging Workforce, 2001. AARP Public Policy Institute Retrieved June 24, 2004, at http://research.aarp.org/econ/ib49_health.pdf
Table of ContentsWorkforce Action Plan .Inclusion and Diversity .Current State of the Workforce .Future State of the Workforce .AbstractToday, like many companies, Mi-ORG, a successful, customer-centered consultancy, is faced with a wide array of challenges, including reducing unplanned turnover, ensuring a smooth succession of a significant number of retirees and expected departures as well as developing and sustaining a diverse workforce that promotes employee morale and organizational loyalty and places a high priority on innovative practices. In addition, Mi-ORG tries to maintain a laser-sharp focus on its clients, but all of these trends have created a critical juncture in the companys path moving forward. Indeed, Mi-ORGs current human resource management practices, especially its web task management application, are adversely affecting employee morale and productivity, and timely interventions are clearly needed to avoid even higher levels of unplanned turnover in the future. Using a systematic review of the literature, this project…
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E-Learning on the 21st Century Workforce
E-learning refers to learning experiences enabled and delivered by electronic technology, specifically into the workplace and aimed at increasing workers' knowledge and skills (Pantazis 2001).This increase in knowledge and skills upgrade are intended to make workers more productive, help them secure and then keep high-quality jobs, move up in their careers, and contribute to the success of their organizations and the well-being of their families and communities. It is envisioned to revolutionize learning from a traditional institution to an individual concept, replace tedious clock-based work measures and attendance with quality performance and outcome measures and provide customized learning solutions to generic or generalized responses to problems. This kind of learning in the workplace is something that America should now contend with and pursue. An organization's successful e-learning future, in turn, depends partly on the efficiency of the learning effort itself, i.e., how well it…
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As we take a broader view of the Australian employment landscape, a very different picture emerges. The inaugural census of women in business (released in 2002) surveyed the top 152 companies listed on the Australian Stock Exchange and reported that women held 8.4% of executive management positions, 52.6% of companies had no women executive managers, only 17.8% of companies have two or more women executive managers, and women held just 5% of all line positions. At the Board Director level, women held 8.2% of directorships but 46.7% of companies had no women directors, and 9.9% of companies had two or more women directors. Not surprisingly, given the small numbers of women in core executive positions, just two of Australia's top 200 listed companies employed a woman as CEO. The census itself has enabled focus to be created, and will ensure the trend is positive when we next measure the number…
Pryor, Lisa (2005) Women lead the march back into the workforce.(survey results on female employees in Australia)(Brief Article)
Australasian Business Intelligence
NSW: Women overtaking men in workforce participation rate
AAP General News (Australia); 11/29/2005
Human esource Management Book eview:
The Management of a Multicultural Workforce
Tayeb, Monir H. (1996) The Management of a Multicultural Workforce. London, England: John Wiley & Sons.
Issues pertaining to diversity and cultural education that once used to be the sole province of major multinational corporations have now become central issues even in many small and medium-sized companies today. No company can take comfort in its currently enclosed organizational culture and simply assert that 'that is the way things are done,' as an answer to all questions of cultural difference and organizational diversity. Also, Monir Tayeb suggests in the text The Management of a Multicultural Workforce that it is not simply enough that a company pats itself on the back that it has a manifestly, culturally diverse workforce in its demographic makeup. ather, such medium- and small-sized businesses as well as to multinational organizations must institute specific human resource management…
Resources Management by Jack J. Phillips stresses the need for human resources to provide justification for itself as a department in a 'bottom line' fashion that the author deems is most feasible and comprehensible to management, this text by Tayeb provides an even more critical fashion for human resources to remain respected in a functional organization that wishes to become more diverse. Without appropriate human resources intervention, diversity and cultural education may be understaffed and under-appreciated. Likewise, this text also provides an important cultural caveat for the text entitled The Team Trainer, Winning Tools and Tactics for Successful Workouts by William Gorden, Carole Barbato, Erica Nagel and Scott Myers. Some of the methodologies in that eminently readable text on team training might not be immediately amicable to more reserved cultural environments and climates, although it is, I believe, to my own environment, although not to every manager I have talked to in other organizations in my industry.
The Management of a Multicultural Workforce makes a persuasive and useful argument for the value of diversity education in all organizations. The nature of the education may vary according to the organization's size and composition of the employee and employer's backgrounds. Diversity education may seem more necessary in large organizations with individual of varied backgrounds, or reorganizing companies with a work staff from different organizational management environments and cultures. But still, diversity education and flexibility and tolerance in any organization cannot be ignored. The emphasis on the implications of national and organizational cultures for human resource management practices all firms of varying sizes remains key to coping with tomorrow's challenges. The text offers practical solution options as well as a historical context to the evolving concept of what constitutes a culture and notions of diversity. Finally, the text also provides potent statistical and real-life anecdotal evidence of the importance and the richness of such diversity for employees on a personal level, as well as how diversity is an asset, economically, to a company. Most importantly of all, The Management of a Multicultural Workforce highlights in a realistic rather than an idealistic fashion the tensions that will inevitable arise in newly heterogeneous settings at home and abroad, and the way that diversity education in human resource management practices can be translated and transported across borders.
decision for women to leave the workforce and care for their children, it is more of a difficult choice then ever before. Modern conservatives consistently present the idea that women are naturally and inherently child-rearing and therefor should desire to end their career and stay at home with their children. Modern feminists, however, argue that no woman should be obligated to care for her child and instead should instantly step back into the workforce after having a child. ithin the feminist camp there are two divided camps of thought as to why so many women refuse to remain in their careers. The first camp is that which argues that feminism failed to challenge the roles of the family and that women feel pulled to remain at home due to the traditional family stereotype. The second camp argues that women leave the workforce because the workforce had, in a sense, already…
Belkin, Lisa (2003). The Opt Out Revolution. New York Times. Accessed 26 March 2012 from http://irasilver.org/wp-content/uploads/2011/08/Reading-Opt-out-revolution-Belkin.pdf
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prosperous and educated country in the world, the United States still faces the problem of illiteracy as millions of workers are at least functionally illiterate, meaning they may be able to read enough to get through life but not enough to participate fully. Illiteracy is an expensive proposition, costing American business something in the order of $60 billion a year in lost productivity ("America's $60 Billion Problem," 2001, 51). The U.S. Department of Labor estimate is even higher, suggesting that illiteracy costs American businesses "about $225 billion a year in lost productivity" ("Illiteracy at work: Top executives are reluctant to admit that some of their workers have trouble reading this sentence," 1996, 14). A more educated workforce is better able to take advantage of training opportunities, opportunities for advancement, and otherwise fulfill the needs of American business. There are a number of reasons why illiteracy on this level persists, from…
America's $60 Billion Problem" (2001, May). Training 38(5), 51.
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Telecommuting is the act of periodically working out of the main office, one or more days a week either at home, or at a telework center. (Avery and Zabel 2000, 82) The concept of telecommuting was created by Jack Niles as a result of the oil crisis of the 1970's. Niles felt that telecommuting would be a good way of eliminating the daily commute and preserving energy. Nile eventually found that telecommuting could be beneficial to workers and employees.
The research found that the benefits of telecommuting include increased productivity, improved familial relationships and decreases in absenteeism. Increased productivity is derivative of the fact that workers have fewer distractions and are able to complete tasks on their own time. We also found that telecommuters had increased job satisfaction and increased motivation.
A major hindrance to the implementation of a successful telecommuting strategy is the lack of effective communication technology. In…
Avery C. And Zabel D. (2000) The Flexible Workplace: A Sourcebook of Information and Research. Quorum Books: Westport, CT.
Burn, T. (2000, January 31). Telecommuting Fits Right at Home. The Washington Times, p. 10.
With respect to sexual harassment claims of the quid pro quo nature, one of the most important elements of modern sexual harassment principles establishes specific vicarious liability on the part of employers for failure on the part of management to redress any complaints of sexual harassment by employees (Friedman, 2005).
In 2003, Courtney Price, an employee of the New York angers organization of the NHL sued the angers and their parent organization, Madison Square Garden, after she was fired for warning a fellow employee that a public relations executive within the organization had solicited her for sexual favors. In that case, the employer could have avoided liability by following up on the matter as soon as it came to light and disciplining the executive (Sandomir, 20071).
Instead, when the organization learned that the plaintiff had warned her coworkers to stay away from the executive in question and that her warning…
Crouse, K. (2007). Browne Sanders Is an Inspiration After Winning a Lawsuit. The New York Times; November 4, 2007. Dershowitz, a. (2002). Shouting Fire: Civil Liberties in a Turbulent Age. New York: Little Brown & Co.
Finn, R. (2007). A Warrior in the Sexual Harassment Battle. The New York Times; October 26, 2007.
Friedman, L.M. (2005). A History of American Law. New York: Touchstone.
Halbert, T., Ingulli, E. (2008) Law & Ethics in the Business Environment. Cincinnati, OH: West Legal Studies.
feature of the contemporary workplace is the convergence of, and collision among, traditional and new talents from four different time zones: the Greatest Generation of World War II in the 40s and the 50s; the aby oomers born between 1946 and 1964; Generation X individuals born between 1964 and 1976; and Generation Y individuals born between 1976 and 1995. With different orientations and meeting in common grounds, the problem is how to set them together to produce their generational best without sacrificing corporate objectives and hurting anyone's rights or point-of-view. In other words, how to manage the generations' wide differences in the workplace without tilting the balance towards any particular side or sector.
Let us take a good look at these generations in the labor market. The Greatest Generation on top of the ladder consists of those born before 1946 are the brave souls of World War II who very…
Gawel. Richard. Survey Shatters Workplace Stereotypes. Electronic Design:
Penton Media, Inc., 1999
Gomolski, Barbara. Managing Age Diversity in the Workplace. Computerworld, 2001
3. Martin, Carolyn. Managing the Generation Mix. Top Echelon Network, Inc.:
As practice has revealed, the victim is sometimes blamed for the harasser's behavior. In such cases, it means that the company is characterized by a hostile work environment.
Therefore, there are several actions that the company can take in order to discourage such practices. The company's rules of conduct must seriously take into consideration sexual harassment. The company must make sure that all employees are aware of what sexual harassment means, and of the punishments that are associated with such conduct.
The state and federal laws regarding employment establish very clear aspects that define sexual harassment, what the victim should do, and how the harasser should be punished. The problem is that in sexual harassment cases that go to trial it is difficult to make the proof of such conduct.
In this case, it is obvious that Frank abuses his position of power, authority, and trust. Frank is Mary's supervisor,…
1. Facts About Sexual Harassment (2002). The U.S. Equal Employment Opportunity Commission. Retrieved October 4, 2010 from http://www.eeoc.gov/facts/fs-sex.html .
I understand the objections you have raised, regarding the creation of a team-based workplace. However, as well as the potential problems you are concerned about, consider the old adage that 'the true definition of insanity is doing the same thing again and again, while expecting different results.' Sales are flat and a new sense of energy is needed to invigorate the company.
Using workplace teams will create a sense of community and solidarity amongst employees. One of the problems with salespersons in particular is that they view their work as an individualized effort, rather than a team effort. Working as a team rewards them for how well they perform in the service of others, not just how they shine alone. Teams will be rewarded 'as a team' rather than for the performance of individual members. This will create cohesiveness in a volatile workplace environment, where people often shift…
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subjugated to the topic "The Importance of High Morale at the work place." Scholars and authors indicate in their empirical studies that organizational culture (high and low morale) is critical in making or breaking of the business. This essay includes two successful companies who have virtuoso work culture; Zappos and Google. eing listed in Fortune's"100 best companies to work" these companies have their own unambiguous combination to motivate and retain the employees and also deliver happiness around the office's paradigm.
An elaborative overview and literature is induced by the author to provide depth to the research. This essay also comprehends to the issues faced by the organization in formulating morale. The easy three stage approach by Melcrum to develop positive Morale at the work place is cost effective. The report ends with conclusion and recommendations by the author.
However, there have been many limitations to the study such as word…
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WBGT Limits for Chinese Migrant Workforce
The effects of heat stress on workers has been well documented (1-4), especially in the construction industry (5-6), but widely compatible standards for determining safe limits for heat exposure have yet to arisen, which makes a difficult task of determining the compatibility of Wet Bulb Globe Temperature (WBGT) limits with a Chinese migrant workforce in the construction industry, working primarily in a tropical climate. Each population and climate requires specific considerations when determining the risk of heat stress, and these specific considerations ultimately demonstrate certain gaps in the WBGT heat index that makes it incompatible for deployment with the previously mentioned workforce. A number of regulations use the Wet Bulb Globe Temperature as a standard for determining heat thresholds (7), but recent research (8-9) has shown the WBGT to be overly conservative in certain situations, particularly in areas with high humidity levels such as…
1. Ben GS, Hashim Z, Hamzah R. Occupational heat stress of workers in a plastic industry,
Selangor. J of Occupational Health 2009; 1(2):56-63.
2. Chen M, Chen C, Yeh W, Huang J, Mao I. Heat stress evaluation and worker fatigue in a steel plant. AIHA J. 2003; 64(3):352-359.
3. Bates GP, Miller VS, Joubert DM. Hydration status of expatriate manual workers during summer in the Middle East. Ann. Occupational Hygiene 2009; 54(2):137-143.
career in H
One major human resources issue at hand is the generational gap between workers, in particular with respect to generational frictions. Today's workforce is demographically diverse. Because of our aging population, many baby boomers are staying in the workforce longer than before, there are Gen X and Gen Y and now the millennial generation is entering the workforce. Yet, there are substantial differences between these generations, and those differences create certain frictions. Generation X workers are the most experienced, and the oldest, yet they are also the least likely to have mastery of modern technology; millennials are the opposite. aised with technology - the youngest ones have never experienced a world without the Internet -- they are adept with modern technology, but lack meaningful real world experience. The value systems of these respective generations are also quite different -- the younger the worker is the less likely the…
Reference: Hershey, PA.
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Outsourced employees should be limited to filling non-critical areas of need. They should be used to alleviate the load on regular employees, rather than to replace them. They will fill in non-essential positions, leaving full-time employees to fill the more sensitive security roles.
Strategic planning will be an ongoing process, rather than a single event that is a part of the initial phases of the process. Security issues are constantly emerging and evolving. In order to remain an effective deterrent to harm, one must stay informed and keep one's staff informed of the changes that occur. An informed staff will be the most effective in spotting and reporting threats before they become problematic. The strategic security plan will be one of continuous monitoring and improvement. Security audits will be a part of this strategic planning cycle. Training and regular staff briefing will round out the security planning sessions.
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Pacific egional Hospital is currently facing a crisis that has contributed to its near closure for the past 20 years and filing for bankruptcy three times within the same period. Despite the challenges, the hospital is still operating because of its strong link to the community, federally designed as under-served and influential politicians. As the Nurse Manager for a new medical-surgical unit at the hospital that was bought by a group of doctors and nurses in 2013, there is a critical need to develop a generational and cultural-sensitive orientation program for newly hired registered nurses. This program is vital because the first activity to revamp this hospital is hiring 5 registered nurses from different cultures and with significant age differences. Some of the most important aspects that will enhance the effectiveness of the program include effective communication, power and politics, motivational level, professional development, and conflict management.
Kaifi et al. (2013, December 12). The Importance of Situational Leadership in the Workforce: A Study Based on Gender, Place of Birth, and Generational Affiliation. Journal of Contemporary Management, 12, 29-40. Retrieved from http://www.bapress.ca/jcm/jcm2014-2/1929-0128-2014-02-29-12.pdf
Manojlovich, M. (2007, January). Power and Empowerment in Nursing: Looking Backward to Inform the Future. The Online Journal of Issues in Nursing, 12(1). Retrieved from http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume122007/No1Jan07/LookingBackwardtoInformtheFuture.html
Sherman, R.O. (2006, May). Leading a Multigenerational Nursing Workforce: Issues, Challenges and Strategies. The Online Journal of Issues in Nursing, 11(2). Retrieved from http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume112006/No2May06/tpc30_216074.html
However, because of the long-term sustained economic growth engendered by dual-income families, wages have increased. Women have also increasingly sought professional degrees to further their earning power, to the point where they outnumber men on many college campuses across the nation. As the average household income has increased, more goods and services are being purchased overall and prices have gone up -- although the prices of many 'necessary' goods such as food now occupies a smaller percentage of the income of the average middle-class family. Thus the primary result of the expansion of women in the workforce has been its role in "help[ing] fuel economic growth for decades" (Porter 2007).
Women still tend to earn less than men. However, this fact has had an unintended positive effect for women in the wake of the recent recession -- because male labor tends to be more expensive, businesses are often more likely…
Eaves, Elisabeth. (2009, April 10). In this recession, men drop out. Forbes.
Retrieved February 12, 2010 at http://www.forbes.com/2009/04/09/employment-men-women-recession-opinions-columnists-gender-roles.html
Porter, Eduardo. (2006, March 2).Women in workplace -- trend is reversing the New York
Times. Retrieved February 12, 2010 at http://articles.sfgate.com/2006-03-02/news/17285004_1_stay-at-home-mothers-fathers-spend-more-time-suzanne-bianchi
WOMEN'S IGHTS: EQUALITY IN THE WOKFOCE, EQUAL PAY
Women's ights: Equality in the Workplace, Equal Pay
Legislative background. The word "sex" is always an attention-getter, and when used in legislation, it can be polarizing. Public Law 82-352 (78 Stat. 241) was passed by Congress in 1964 as a civil rights statute. The Law made it a crime to discriminate in all aspects of employment on the basis of race and sex. epresentative Howard W. Smith (D-VA) added the word "sex" at the eleventh hour (O'Neill, 2011), reported to keep the bill from being passed. As a conservative Southerner, Smith was seen as an opponent of federal civil rights legislation. But Smith defended his action, explaining that he had amended the bill because of his work with the National Women's Party and his efforts to support Alice Paul. The effort to retain the word "sex" in the bill was led by…
About NOW, National Organization of Women. Retrieved http://www.now.org / organization/info.html
About Us, Women's International Forum. Retrieved http://www.iwf.org/
About Us, WorkLife Law. 2011. A Center of UC Hastings College of the Law. Retrieved http://www.worklifelaw.org/ProveitAgain.html
Thomas, M. 2011. Another equal pay day. Really? Ms. Foundation for Women. Retrieved http://ms.foundation.org/
Power as You Enter the Workforce
Despite the fact that a college education is no guarantee of a secure job, having an undergraduate degree does statistically increase a worker's likelihood of being hired, retained, and promoted. "College graduates still earn over $100 more each week than non-graduates. The unemployment rate for college graduates is lower than the rate for non-graduates, too. Those who did not attend college have recently had an unemployment rate of 9.7%, while college graduates were unemployed at a rate of 4.5%" (Bosari 2010). Having an advanced degree further enhances career prospects and employability -- and having a degree in a highly desirable and recruited field is yet another source of power. According to the National Association of Colleges and Employers, finance, computer science and engineering were the most desirable majors (Accounting, computer science, most desirable majors, 2011, Huffington Post).
Of course, not every student has an…
Accounting, computer science, most desirable majors. (2011). Huffington Post. Retrieved:
Bosari, Jessica. (2010). Statistics show hope in college grad placement. Retrieved:
exually Transmitted Diseases in Developing Countries
exually transmitted diseases (TD's) have been a problem for doctors worldwide and governments around the globe for many years.
Pre-screening, diagnosis, and treatment programs are required to stop the spread of TDs.
A host of sexually transmitted diseases have, unfortunately, exploded in large numbers in the continent of Africa. These TD's include the HIV virus and the HPV virus, or human papillomavirus. HPV causes cervical cancer, and the HIV virus causes AID (auto-immune deficiency syndrome).
It is estimated that there are 100 million cases of AID worldwide, and that AID is now claiming more lives than all wars and natural disasters around the world.
In Africa, the problem is quite tremendous.
In outh Africa alone, there are 4.7 million people infected with the AID virus. outh Africa is the world's country with the largest infected population.
adly, it is estimated that worldwide, less than…
See.American Social Health Association, http://www.asha.com/programs/ccpp.html
See also Qualitative Methods, Cornell. Edu. Located at http://trochim.human.cornell.edu/kb/qualmeth.htm.
USDA Information Quality Guidelines for Statistical Information, located at http://www.ocio.usda.gov/irm/qi_guide/stats.html . Seealso Qualitative Methods, Cornell. Edu. Located at http://trochim.human.cornell.edu/kb/qualmeth.htm.
.....workforce has undergone significant changes in the last six decades or so. Today, the age structure of the workforce differs significantly from that of the previous century. Owing to rapid population growth, the proportion of the younger workforce has significantly outpaced that of the older workforce. In particular, the proportion of the population aged 19 years and below has grown more rapidly than the proportion aged 20 years and above (Wilson, 1996). These changes have impacted the workforce today in one way or another. According to Wilson (1996), an increase in the proportion of the younger generation has partly contributed to an increase in unemployment amongst the older generation. Looking at today's workplace, one sees a greater number of younger workers and a smaller number of older workers. Majority of the jobs have been taken by the younger generation. From a rather positive note, however, there has been a greater…
The author of this report has been asked to create and frame a plan that involves the recruitment, selecting, onboarding and retraining of ten nurses over the next ninety days. The questions and steps that will be answered to in this report will include the steps that will be taken and in what order, the methods that will be used to recruit the nurses, a discussion of how the nursing candidates will be selected, how an efficient onboarding process will be a boon to the company in terms of retention and other metrics as well as overall retention strategies that could and should be used in general and with the new nursing staff in particular. While the overall recruitment and retention process is not all that difficult to understand, it is extremely important that it be created, perfected and upheld so that the continuity of nursing operations at…
Grau, L., Chandler, B., Burton, B., & Kolditz, D. (1991). Institutional Loyalty and Job Satisfaction among Nurse Aides in Nursing Homes. Journal of Aging & Health, 3(1), 47-65. http://dx.doi.org/10.1177/089826439100300103
HR.com. (2016). Negligent Hiring - The Human Resources Social Network. HR.com. Retrieved 28 February 2016, from http://www.hr.com/SITEFORUM?&t=/Default/gateway&i=1116423256281&application=story&active=no&ParentID=1119278077613&StoryID=1119654449890&xref=https%3A//www.google.com/
Wirkus, M. (2016). What are Hiring Managers Looking for in New Nurse Graduates? - NurseZone. Nursezone.com. Retrieved 28 February 2016, from http://www.nursezone.com/recent-graduates/recent-graduates-featured-articles/What-are-Hiring-Managers-Looking-for-in-New-Nurse-Graduates_20152.aspx
Through this, the owner of Ford Motors Corporation was able to increase production levels and to reduce costs. "Even then when the lean manufacturing concept was years away, Ford had a focus on reducing time and material waste, increasing quality, and lowering cycle times, in order to achieve a lower cost vehicle which was reflected in the price reduction of the model T. year on year. This focus allowed him to reduce costs, even though he payed his workers well, and provide a great value product to the customer" (Lean Manufacture Website, 2009).
The editors at the Lean Manufacturing Guide online implement an approach similar to the editors at the Lean Manufacture Website. From their standpoint, lean manufacturing is an organizational effort by which waste is being reduced with the purpose of creating more value to the final product. In their own words, lean manufacturing is a "systematic approach to…
Blacharski, D., 2010, What is lean manufacturing, Wise Geek, http://www.wisegeek.com/what-is-lean-manufacturing.htm last accessed on September 29, 2010
Deming, W.E., 2000, Out of the crisis, MIT Press, ISBN 0262541157
Hoobs, D.P., 2004, Lean manufacturing implementation: a complete execution manual for any size manufacturer, J. Ross Publishing, ISBN 1932159142
Nilson, K., 2010, Lean manufacturing: adapting as important as adopting, Six Sigma, http://www.isixsigma.com/index.php?option=com_k2&view=item&id=241:lean-manufacturing-adapting-as-important-as-adopting&Itemid=156 last accessed on September 29, 2010
ecruiting Methods on Cultural Diversity
The Effects of ecruiting Methods on Cultural Diversity
Maintaining cultural diversity in an organization can lead to innovation and an increased competitive advantage in the marketplace. In the past, the term cultural diversity referred to differences in race or religion. Now, the term cultural diversity means much more than that. As the uniqueness of each individual is recognized, the term cultural diversity has grown to encompass many factors about a person and their background. Cultural diversity is no longer delineated by major lines of color and national origin. This research will explore the effects of human resources on cultural diversity within an organization.
Cultural Diversity and the Workforce
acial diversity issues have increased in importance since the Civil ights Movement of 1964. It was recognized that white, Caucasian, males still constituted the majority in the workforce. Until that time, the select group was treated as…
Avery, D.R. & McKay, P.F. (2006). Target practice. An organizational impression management approach to attracting minority and female job applicants. Personal Psychology.
Chrobot-Mason, D. & Leslie, J.B. (2003). The role of multicultural competence and emotional intelligence in managing diversity. 32 (3): 269-263.
Cox, T. (1993). Cultural diversity in organizations: Theory, research and practice. San Francisco,
CA: Berrett-Koehle Publishers, Inc.
Workforce and Labor:
One of the emerging trends in the 21st Century that has had tremendous impacts on organizational behavior is the changing workforce. Workforce diversity has become an essential and major aspect of business concern in today's information or digital age. Actually, the face of modern workforce is changing at it is increasingly global, digital, and female. Consequently, sustaining competitive advantage in the modern business world requires attracting and retaining the best talent and creating a new work order based on the changing nature of the workforce. In addition to these changes, the other major aspect in the current organizational behavior is emotional labour, which has become an issue for workers in the fast-paced service industries.
The Changing Workforce:
As previously mentioned, the face of today's workforce is changing as it is increasingly becoming digital, female, and global. Organizations are continually faced with the need to create a new…
Herman, Roger E. "The Workforce is Changing the Way We Do Business." Retention
Connection, accessed May 10, 2014, http://www.retentionconnection.com/retention_article_workforce_changing.html
James Cook University. Emotional Labour: The Human Resource Issues. accessed May 10,