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"Don't Fire Them, Fire Them Up", 2006.
This paper introduces, discusses and analyzes the book "Don't Fire Them, Fire Them Up" by Frank Pacetta.
1,019 words (approx. 4.1 pages), 1 source, MLA, $ 36.95
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Abstract
In this article, the writer identifies leadership principles and describes their applicability in either a military and non-military situation. The writer compares the principles of management and leadership exhibited by Mr. Pacetta with those principles of leadership found in or demonstrated in their work environment. The writer claims that Pacetta's book is a glimpse into the successful turnaround of a struggling Xerox sales office in Cleveland Ohio in the 1990s. Further, the writer discusses how the author uses several basic principles of management and leadership along with his own unique additions to "fire up" his employees and create a successful organization.
From the Paper
"Leadership is about winning, but it is also about using common sense to win, and Pacetta offers many bulleted checklists and questions that give managers quick, timely advice. He even offers a concise explanation of every chapter, complete with bullets, at the back of the book for someone who needs quick advice and does not have time to sit down the entire book at once. As the reader moves through the book, they begin to have a greater understanding of Pacetta's methods, why they worked, and how to apply them to their own business (or even personal) situations. The book reads somewhat like a sports team's "rah-rah" message before they head out to the playing field, and partly like a military manual. Pacetta uses this voice effectively to appeal to a wide audience of managers who tend to be male and tend to relate to these types of messages because they are familiar with them at home and in the workplace."
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Collective Bargaining, 2006.
The paper examines the history of labor relations in America.
2,547 words (approx. 10.2 pages), 6 sources, MLA, $ 77.95
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Abstract
The paper looks at labor relations in America. These have undergone many changes, with the development of unions giving the workers a voice and a degree of power, so as to use their solidarity as a bargaining tool. The paper also examines how the union movement evolved and the history behind it, including the various acts that have been passed by the legislators, with emphasis on the Railway Labor Act. The paper concludes that numerous changes have been made in the collective bargaining laws and in various agreements between labor and management, though the basic idea of collective bargaining and of protecting the process has remained strong.
From the Paper
"In the nineteenth century, there was a kindred spirit between artisans and all types of skilled, semiskilled, and unskilled labor, which developed into a bond of common interest that would in time lead to the development of the American labor movement and to massive changes on the American labor scene. The stabilization of labor unions would also result in the expansion of collective bargaining and wage and salary demands. Labor organizations in the United States were founded long before factories were developed. Between 1790 and 1799, shoemakers, printers, carpenters, and other craftsmen organized "societies" in eastern cities, and as needed they conducted strikes for higher wages and closed shops. The earliest authenticated strike in the U.S. was in Philadelphia in 1786 when the printers union gained a minimum wage of $6 a week. The labor philosophies of these organizations were highly influential in the development of subsequent groups, notably the Mechanics' Union of Trade Associations in 1827. As industry expanded at a time of soaring prices following the discovery of gold in California in the 1850s, trade unionism was revived. Officers from 25 unions gathered in Columbus, Ohio in 1886 to organize all trades and to form the American Federation of Labor (AFL). The organization adopted the policy of collective bargaining to deal with employers on wage matters. By the turn of the century, though, there was a greater need for union organization. Hundreds of items were then manufactured under strenuous circumstances in homes and shops nicknamed "sweatshops," which were overcrowded, inadequately lighted, unventilated, and lacking in proper sanitary facilities. Men, women, and children worked under these conditions for low wages. The AFL worked incessantly for legislative relief to eliminate these working conditions, to abolish child labor, and to introduce workmen's compensation and the Fair Labor Standards Act. Massachusetts passed the first minimum wage law in 1912, followed by eight other states in 1913 (Zollitsch and Langsner 30-32)."
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Pharmaceutical Industry, 2006.
This paper discusses how the pharmaceutical industry affects the U.S. economy.
1,140 words (approx. 4.6 pages), 8 sources, MLA, $ 39.95
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Abstract
In this article, the writer looks at the global growth of the pharmaceutical industry and at the important part it plays in the U.S. economy. The writer notes that the United States accounts for 46 percent of the world's pharmaceutical market. The writer discusses the volume and cost of prescriptions dispensed in the United States.
The fact that the pharmaceutical industry is one of the most dynamic and largest sectors in the U.S. economy is examined in this paper. Further, the writer looks at the biotechnology and research fields in this regard. The writer concludes by looking at the growth in employment within the pharmaceutical industry.
From the Paper
"In 1995, the total retail cost of the prescriptions dispensed in the United States advanced 13.9 percent to $64.6 billion, and in terms of prescription volume, the retail market grew 8.3 percent with 1,235,708,000 and 912,565,000 new and refill prescriptions, respectively, dispensed. The pharmaceutical industry continues to look for innovative ways to reach new customers, for according to the Task Force for Compliance of the National Pharmaceutical Council, "noncompliant patients cost the U.S. economy an estimated $100 billion yearly in lost productivity and extra medical costs, not to mention lost product sales." To target the problem of under use, the industry implements disease management programs, as well as patient-focused education and promotional programs."
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From CFO to CEO, 2006.
A review of the transition from CFO to CEO within the same company.
1,480 words (approx. 5.9 pages), 5 sources, MLA, $ 48.95
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Abstract
This paper takes a look at the growing trend to promote the company CFO to the position of CEO. Over the past 18 months an increasing number of company boards have decided that this transition would best serve their shareholders. Traditionally, however, there were few CFOs who were aiming for the top job and even fewer shareholders who would consider appointing them.
From the Paper
"There are many reasons for which companies could appoint former CFOs as chief executive officers. Their financial expertise and market approach, their prudent manner to take on new challenges and the well supported arguments of their investment decisions are definite advantages. There are two qualities required from someone reaching the position of CFO: a comprehensive knowledge of finance and internal controls and an understanding of the operational and commercial aspects of business. These attributes are also demanded for CEOs.
The strong financial background is an important quality. Nick McCall, chair of the London chapter of The Financial Executives Networking Group (Feng), cited in one article published in Corporate Finance, April 2005, explains that: "Business is becoming increasingly complex - and deal making highly technical - [so] CEOs need to have a sound financial background."
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Aston-Blair Inc. - a Case Study, 2006.
A case study to show the process of forecasting.
1,955 words (approx. 7.8 pages), 5 sources, MLA, $ 62.95
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Abstract
The paper uses the company Aston-Blair to show how the forecasting process is utilized. This case is about the process of solving the issue of losses. The lack of an ongoing process for change has produced a situation where the sudden need for change is seen as a challenge to the existing managers and to the job they have been doing. The paper discusses how the company has found itself in this position, makes recommendations of how to improve the situation using new dimensions and new instruments, and shows how Aston-Blair are responding to the situation. The paper discusses the critical incidents of the task force appointed and their effects on the company. The paper concludes that the managers must be involved in the process of change so that they will invest themselves in this and any resistance can be overcome.
From the Paper
"Forecasting is an important and ongoing process for a business, allowing decision-makers to foresee the needs of the company and so to control everything from raw goods to be purchased to the inventory to be maintained and the equipment and workforce needed to meet the demands of the market. A failure in forecasting could mean that the company will be unable to meet its commitments or to take advantage of opportunities as they arise, or it could mean excessive production and increased storage costs if the error is in the other direction. For the Aston-Blair Company, recent losses have spurred interest in improving the forecasting process. However, this case is about the process of solving this issue more than about the issue itself, and in addition, it involves a resistance to change and how it manifests itself in this organization."
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Sexual Harassment in the Workplace, 2006.
An assessment of the current laws regarding sexual harassment and how it differs from basic workplace bullying or harassment.
1,697 words (approx. 6.8 pages), 15 sources, MLA, $ 55.95
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Abstract
This paper assesses the current laws regarding sexual harassment in the workplace, focusing specifically on the Supreme Court case Mack v. Otis Elevator in determining current legal standards regarding sexual harassment. This paper also examines the concepts and laws that are being implemented by employers in the corporate world today.
From the Paper
"In Faragher, the City claimed that it was not responsible for the plaintiff's sexual harassment because it was "unaware" that it existed in the workplace; however, the Court ruled that this was not an acceptable rationale (118 S. Ct. 438). Instead, the Court established that higher-ups in the workplace ought to monitor and control the work environment, and that "reasonable care" ought to be exercised with regard to eliminating a hostile work environment (ibid.). However, these two cases also established that a "tangible employment action" had to occur as a result of the harassment, a decision which was later reiterated in Pennsylvania State Police v. Suders (No. 03-95, 2004). In Suders, the plaintiff asserted that the work environment was so hostile she eventually resigned as a result, and the Court utilized the upholding of her assertion to note that such a change of employment status was requisite for actionable suit aimed at an employer (Heller 2004).
This policy, however, is not to be understood as making an employer responsible for all conduct of employees under the aegis of the organization. Two early cases established that employers could not be held responsible for certain behaviors by employees; Corn v. Bausch and Lomb, Inc. established soon after the implementation of Title VII that the employer could not be held directly responsible for the personal actions of one employee (390 F. Supp 161). Likewise, Tompiks v. Public Service Electric and Gas Company noted that certain behaviors, specifically those that were "an unfortunate consequence of an inharmonious personal relationship," could not be construed as sexual harassment (422 F. Supp. 553)."
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Negotiations and Baseball, 2006.
A look at labor disputes in Major League Baseball and the effects that a strike has on one of America's favorite sports.
2,180 words (approx. 8.7 pages), 7 sources, APA, $ 67.95
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Abstract
This paper discusses how a labor dispute resulting in a strike within Major League Baseball causes damage that is not only financial, but also psychological, often resulting in a loss of fans and followers. The psychic damage of losing fans is a major determinant in the baseball labor negotiations but very difficult to measure.
From the Paper
"How could the players and owners have avoided this strike? In the same manner that steel unions, farmers collectives, and other labor organizations handle disputes that arise between owners and employees: by negotiating more successfully. This paper will address the ways that negotiations between players and owners could have been made more successful in the dispute that led up to the 1994-1995 strike and subsequent damage to the game's reputation as well as the detriment to its finances. The methods which could have been utilized are primarily from Fisher and Ury's manual for negotiations, Getting to Yes. This guide outlines four steps in a successful negotiation: separate the parties involved, don't take stringent positions, invent options, and insist on objectivity. This paper will first explain a brief background of the dispute between players and owners in Major League Baseball and then examine each of these four options with regard to what the players and owners did, in light of what they could or ought to have done."
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IBM, 2005.
This paper reviews and analyzes the leadership styles of the various leaders and CEOs of the IBM Company from Thomas J. Watson Sr. in 1914 and up to its current CEO Samuel J. Palmisano.
1,758 words (approx. 7.0 pages), 6 sources, MLA, $ 56.95
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Abstract
This paper details and examines the leadership, history, vision, values and general business practices of the IBM Company. This paper traces the origins of the IBM Company back to 1880s and not 1911 as is commonly thought. This paper provides a comprehensive profile of IBM's present CEO Samuel J. Palmisano while focusing on his leadership style and numerous accomplishments throughout his career. This paper discusses the previous leaders at IBM's helm while also listing their contributions to the company including those of Thomas J. Watson Sr., Thomas J. Watson Jr. and Frank T. Cary amongst others. This paper explores how IBM's corporate success led to the publication of Stephen F. Covey's "The Seven Habits of Highly Successful People" and its impact on the business community. This paper also examines the IBM Company as a business leader which has always been interested and involved in the welfare of its more than 30,000 employees worldwide. This paper discusses the company's concern for the global environment as well as its world renowned reputation for high ethical standards and corporate responsibility.
Table of Contents:
Abstract
IBM - The Company
IBM's Current Leadership
Conclusion
References
From the Paper
"The company has always been extremely interested in its employees, its corporate vision and values, and the global environment, and the many programs and corporate sponsorships the company has created illustrate this. The company has always been known for its high ethical standards and corporate responsibility. During World War II, when the company created many items for national defense, including bombsites, the company only took a 1 percent profit on these items, and turned the money into a fund to help widows and children of IBM workers killed in the war. They have long contributed to educational funds, and they were one of the first corporations to offer "employee group life insurance, survivor benefits, and paid vacations" ("About IBM"). IBM is an innovator in technology, but also in the internal corporate environment, and that is another reason they are a successful 21st century corporation. They have high standards for themselves and their employees, and it shows in how they do business and their corporate responsibility."
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Foreign Nurses: The Pros and Cons, 2006.
This paper examines the reasons for recruiting foreign nurses to the U.S. as well as the advantages and disadvantages to this growing trend.
1,389 words (approx. 5.6 pages), 17 sources, APA, $ 46.95
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Abstract
The writer of this well-researched paper focuses on the nursing shortage problem that's been plaguing hospitals in America for several decades. The writer delves into the various reasons for bringing in qualified nurses from outside the U.S. which include higher mortality rates in America as well as a significant decline in individuals turning to nursing as their chosen profession. This paper discusses the criteria organizations and hospitals look for when importing registered nurses to the U.S. from varying countries such as the Philippines, India and Nigeria. The writer contends and explains that while the practice of importing nurses to the U.S. is not new, the bottom line is that the number of foreign nurses recruited has significantly risen in the last decade. This paper also details the pluses and minuses in importing nurses including the fact that underdeveloped countries such as Africa feel threatened due to the massive recruitment of their trained nurses to the U.S.
From the Paper
"The trend of recruiting nurses from other countries is almost five decades old and United States has been attracting foreign nursing staff regularly for past many decades. However the rate of recruitment has increased significantly and now 5% of the total US nursing workforce consists of foreign qualified nurses and unfortunately or otherwise, this number is consistently increasing. The Philippines has been actively sending its nurses to the US and by mid-1980s, almost 85 percent of all foreign nurses came from this part of the world. This number declined when other countries also began participating in nurse export program. The number of foreign nurses employed in US hospitals grew steadily after 1998 and by 2003 it had reached 14 percent of the total US nursing workforce."
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Labor Union Acts, 2006.
This paper studies labor legislation in the United States.
1,730 words (approx. 6.9 pages), 5 sources, MLA, $ 55.95
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Abstract
This article studies laws and regulations which have been created over the years regarding labor in the U.S. The first of such laws gave the labor unions the right to organize themselves among workers and stopped court injunctions during labor disputes with management.
The writer looks at the various labor acts and their implications. The author portrays that the concept of labor itself has changed over the years and the article relates to changes in importance of labor and unions.
From the Paper
"All steps taken by employers or employees are for the sole purpose of getting their demand or demands fulfilled. There are many federal government and state government laws in this matter. There are also regulations and previous decisions of the administrative agencies. Thus the relationship of employers and employees are governed by many laws, yet Wagner Act is probably the first act for labor that has given administrative support for the labor, unionization and collective bargaining. The National Labor Relations Board was created through this act. This is a board with five members appointed by the President and the Senate with a term of five years for the board. The offices of the board are spread in thirty regional offices, all of whom have to report to the head office in Washington. (The NLRB: The Wagner Act of 1935) This is certainly a step forward for the labor."
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Leadership in the Healthcare Industry, 2006.
This paper discusses and analyzes the leadership style of Ms. PC, Chief Operation Officer of a healthcare organization.
2,636 words (approx. 10.5 pages), 6 sources, MLA, $ 79.95
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Abstract
This paper details the results of an interview between the writer of this paper and Ms. PC. The writer of this paper contends that the main goal of the interview is to give an in-depth look at the healthcare industry as well as the leadership style of Ms. PC. This paper analyzes the interview questions and answers which provide great insight into Ms. PC's understanding of the healthcare profession. This paper delves into the bureaucratic and administrative limitations as well as the many rewards to be found in this particular field of employment. The writer discusses the numerous aspects surrounding Ms. PC's profession including the need for basic morals and ethics, astute business acumen as well as good communication skills, honesty and integrity.
Table of Contents:
Introduction and Background
The Interview
Analysis
Ms. PC's Leadership Style
Some Limitations
Trust and Integrity
Conclusions
Works Cited
From the Paper
"To find a mentor, one can have many mentors during their career, as leadership growth comes in stages. The skills and attitudes observed from other leaders allow one to determine if they are developing and growing into true leaders. When looking for footsteps to follow, observe their quality of work as a leader. I believe the most important trait is enthusiasm. Enthusiasm compensates for weak skills or lack of experience and brings positive energy to the team. An enthusiastic attitude is often contagious. And, integrity...that value is at the top of the list in importance, both as a personal value as well as a morale issue."
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Improving Communication in the Healthcare Field, 2006.
This paper analyzes the importance of effective communication in the field of healthcare while focusing primarily on its relevance in hospital settings.
1,839 words (approx. 7.4 pages), 6 sources, MLA, $ 58.95
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Abstract
The writer of this paper examines the lack of adequate communication in the healthcare industry. The writer contends and explains that a large number of health care professionals are not capable of effectively communicating the inherent risks during medical procedures to either the patient or those closely associated with the patient such as their spouse or family member. This paper explores the issues of teamwork, dialogue and contact which are the crux of risk management while discussing the strategies and methods that need to be implemented in order to effectively improve the communication skills of healthcare workers. This paper details the measures implemented by both the UCLA and New York Presbyterian teaching hospitals which pertain to this specific topic.
From the Paper
"The ability adequately communicate risk levels amongst providers can become difficult. Also, hasty words can create a misperception in the minds of patients, if a doctor speaks too casually. "Science cannot prove a negative, but, where their children are concerned, parents want to be assured that risk is zero," and it is tempting for doctors to ignore communicating data, for fear of communication the issue. Some suggest, regarding all procedures, establishing a comprehensive 'Richter scale' of risks to communicate data to remove the potential for misunderstanding--for example, identifying the riskiest scenarios, and flagging them for hospital staff, or using the 'pain scale' amongst all hospital staff and on paperwork of 1-10 to communicate how much pain a patient is in, on a feeling level, as well as the state of health according to traditional medical data."
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The Gender Gap in Negotiations, 2006.
An in-depth study of the negotiating position of women in the workplace.
10,250 words (approx. 41.0 pages), 29 sources, MLA, $ 206.95
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Abstract
This study examines the gender gap in negotiating positions in the workplace. The paper considers the problem by examining its history, by determining changes that have been made over time regarding the negotiation position of women and by reviewing and researching literature and theoretical perspectives offered by various academics and business persons on the issue. Additionally, the paper looks at trends that can be discerned, how they have been explained, and what trends for the future they might portend.
Table of Contents
Introduction
Historical Context
The Negotiation Process
The Players
Changing the Game
Conclusion
From the Paper
"The role of women in society was conditioned over time by religious attitudes and by the conditions of life that prevailed through much of history. The culture of Europe and America was based for centuries on a patriarchal system in which exclusive ownership of the female by a given male was considered important, with the result that women were relegated to the role of property with no voice in their own fate. The girl-child was trained from birth to fit the role awaiting her, and as long as compensations were adequate, women were relatively content: "For example, if in return for being a man's property a woman receives economic security, a full emotional life centering around husband and children, and an opportunity to express her capacities in the management of her home, she has little cause for discontent.""
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Ethics in Southwest Airlines, 2005.
This in-depth paper profiles the corporate and business practices of Southwest Airlines while primarily focusing on the company's approach to business ethics.
7,288 words (approx. 29.2 pages), 17 sources, MLA, $ 161.95
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Abstract
The writer of this paper analyzes the on-going success of Southwest Airlines which continues to remain a leader in the industry during an era when more and more airlines are facing closure and bankruptcy. This paper delves into the numerous crises faced by Southwest Airlines which the company has successfully managed to weather. The writer delves into the history of the company which began in 1971 with only three aircrafts while also discussing the company's primary goals and vision. This well-researched paper analyzes the business ethics and corporate structure of Southwest which states that their employees are hardworking, dedicated and highly motivated and a significant contributing factor to the company's overall success. This paper also contains the results of published studies as well as statistics and data relevant to this particular topic.
Table of Contents:
Abstract
Introduction
An Overview of the Business Ethics of Southwest Airlines
How Southwest Airlines Handles the Various Crises
The Ethical Responsibility of Southwest Today and for the Future
Conclusion
References
From the Paper
"Donna Conover, the executive Vice President of Customer services, states that ever since she joined the company, more than twenty eight years back, she had always felt that the employees of the company were the greatest assets for the firm, and perhaps it is because of the policy that the company follows, which is that of never ever dictating pay cuts to its employees, that it has managed to keep all its employees happy and satisfied, and working hard at all times. This was seen in the fact that employees by themselves, during the Gulf War of the 1990's, when fuel costs skyrocketed, voluntarily reduced their pay for some time in order to cope with the escalating costs of fuel. In a similar manner, after the debacle of September 11, Southwest Airlines employees volunteered to take cut costs on their wages, so that the company may be able to cope better with its reductions in flying schedules. This type of loyalty for the company has as yet been unrivalled."
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Employee Evaluation vs. Performance Appraisal, 2006.
This paper focuses on the importance of employee evaluations and performance appraisals in the workplace while also discussing the differences between the two.
2,278 words (approx. 9.1 pages), 3 sources, MLA, $ 70.95
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Abstract
This paper defines an employee's performance appraisal as a formal, structured system that compares employee performance to established standards set up by the managing staff in the workplace. This paper discusses the manner in which both appraisal and evaluation of job performance are shared with the employees. The writer of this paper contends and explains why employee appraisals are beneficial not only to the organization but to the employee as well. This paper, presented from the writer's personal point of view, details the various elements in a performance appraisal which are specifically tailored to the organization's employees, jobs and structure. This paper examines the various research studies done on this particular subject while also detailing the results and findings of these studies. This paper also includes an annual performance review form with detailed instructions on how to effectively appraise one's employment performance.
From the Paper
"Some experts in human resources or management say that performance reviews are a waste of time, since they only create confusion and ill will. They believe that nstead of annually, evaluations should be part of the everyday routine--reviewing what is being done, has been accomplished and still needs to be acted on. That would be great if everyone had the opportunity to meet for a few minutes each day. However, with the amount of work and everyone's busy schedules, this is impossible. As I noted above, it would be nice to meet formally more often, but every day or even once a week is unrealistic. Overall, I believe that the performance reviews help both the company and the employee if used correctly. The company has the opportunity to lead the personnel in the direction that will provide the best support."
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The Professional Counselor, 2005.
This paper examines the hypothesis that strong motivation is important to the successful function of a professional counselor.
3,980 words (approx. 15.9 pages), 16 sources, APA, $ 108.95
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Abstract
This paper explains that some of the problems with motivating the professional counseling are the stress of too many clients, not getting paid enough money, the loss of a great sense of fulfillment and purpose in the interactions with clients and feeling that they are not helping people by making a difference. The author stresses that what motivates professional counselors seems to differ depending on the person and how that professional counselor interprets his or her function. The paper concludes that, as long as they are not terribly restricted in what they do and they can continue to help others that need them, many professional counselors will remain highly motivated for a long period; however, some counselors could lose their motivation if they are having difficulty determining what their function actually is.
Table of Contents
Introduction
Method
Results
Discussion
From the Paper
"Other individuals seem to need a motivation that is based upon what they learned when they were being taught what they needed for professional counseling. Still others enter into the professional counseling profession because they feel that they want to make a difference and have a strong desire to help other people. Generally, this helping of others is the main function of a professional counselor, but as can be seen, the motivations behind why people do this type of work are many and various, leading to concerns as to whether professional counselors all see their function as being the same or similar, or whether they have very different ideas about what their function actually is."
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Resolving Group Conflict, 2005.
This paper examines the cause and effect of conflicting problems within a particular work group while also presenting solutions and strategies for conflict resolution.
1,605 words (approx. 6.4 pages), 3 sources, MLA, $ 52.95
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Abstract
This paper focuses on the dynamics of a departmental work group which was created to manage daily operations within a specific working environment. This paper examines the initial goals of the group as well as the instances and reasons for severe issues of conflict within the group. The writer of this paper discusses the various strategies and processes the group must implement in order to resolve the issues of conflict to once again become an effective and productive team. This paper lists the various acceptable and non-acceptable behaviors within a group environment. The writer contends and explains why it's imperative that there be an effective leader that is capable of guiding and leading his or her team to resolve issues of conflict which ultimately impede on the productivity of the entire group. This paper also examines the effectiveness of the 'storming' process in resolving conflict. The storming process addresses the lack of leadership and/or cohesiveness within the group. The storming process allows for members of the group to aspire for higher positioning or for a leadership role within the group while at the same time rejecting the current self-assigned leader.
From the Paper
"One of the major problems with the team is that the main focus for many members is based on jockeying for position, rather than on achieving the goals of the team. It must be noted that for a team to be effective, members must be aligned and focused on achieving team goals together, not on achieving individual goals. This is not occurring. I believe that a major reason for this is based on the fact that members are viewing the work group as an opportunity to be noticed by the manager and achieve individual success. In saying this, it must be noted that the work group is the first opportunity many members have had to contribute to the department. This means that members are viewing the work group as an opportunity to contribute more to the department."
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The Occupational Safety and Health Act, 2006.
This paper reviews and analyzes the legal aspects surrounding the Occupational Safety and Health Act of 1970.
1,080 words (approx. 4.3 pages), 5 sources, MLA, $ 37.95
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Abstract
The writer of this informative paper defines and explains the concerns and goals of the Occupational Safety and Health Act of 1970 (OSHA) which is applicable to all employers and their employees in the U.S. as well as the District of Columbia and Puerto Rico. This paper analyzes the Federal OSHA standards which are categorized into four main groups comprised of general industry, construction, maritime and agriculture. This paper examines those individuals and industries which are exempt from OSHA's requirements and regulations including self-employed individuals and farms which employ only family members of the actual owner. This paper details the various conditions employers must adhere to when complying with OSHA's standards and regulations. The writer contends that the adherence to the standards may incorporate ensuring that employees are supplied with the necessary safeguards and tools to guarantee their personal safety and health. This paper also delves into the legal rights of both the employer and employee in matters pertaining to OSHA.
From the Paper
"The Federal OSHA standards are categorized into four major groups such as general industry, construction, maritime and agriculture while some standards are particular to just one category others are applicable across industries. The regulation necessitates the employer to grant the employee access to any medical records the employer maintains with regard to that employee, incorporating any records about the exposure of employees to toxic substances. The standard of personal protective equipment requires the employers to extend the employees with personal equipment devised to safeguard them against some hazards. The equipment can extend from safeguarded helmets to avoid head injuries in construction and cargo transportation work, to protect the eyes, safeguard the hearing capabilities etc. The California Legislature enacted the California Occupational Safety and Health Act of 1973 in order to ensure the workers safe and healthy working environment for all Californian working men and women."
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Canada's Great Depression, 2006.
This well-researched paper analyzes the impact of America's Great Depression on the nation of Canada and its economy.
3,711 words (approx. 14.8 pages), 18 sources, MLA, $ 102.95
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Abstract
The writer of this in-depth paper addresses specific issues and problems that existed in Canada prior to the Great Depression, such as the effects of the social and agricultural situation. This paper examines how the depression altered previously established perceptions of Canada's economy as well as the role of the state. The writer delves into the various external causes of the depression and the inadequate and ineffective government policy at the time which led to and increased the severity of the situation. This paper analyzes Canada's economy before, during and after America's depression era. This paper provides relevant data and statistics pertaining to this particular topic, including the fact that in 1933 Canada was suffering from large-scale unemployment in which 30% of the labor force was out of work.
Table of Contents:
Outline
Introduction
General Causes of the Great Depression
Canada
Conclusion
Bibliography
From the Paper
"An essential economic aspect that is crucial in understanding the causes and effects of the Depression in Canada was that the country derived 33 percent of its Gross National Income form exports. Therefore the country was particularly affected by the reduction in world trade. This had a severe effect on the Western Canadian provinces as they depended almost exclusively on exports of primary products. Another aspect was that there had been crop failures prior to the Depression. Saskatchewan for example has been plagued by crop failures and a very low what price. Within two years "provincial income plummeted by 90 percent." "This had the result of forcing more than 60 percent of the population onto social relief."
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