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11811. INDUSTRY'S ROLE IN RECYCLING. This paper examines recycling from the perspective of U.S. industry, looking at the role played by industrial producers, manufacturers, and packages in the drive to build a comprehensive framework for recycling in the united states. The analysis includes a close focus on two important areas for industry action: manufacturing recycled-content products and designing/manufacturing for recyclability. 12p., 39f., 16b.
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$84
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11755. ORGANIZATIONAL FLEXIBILITY AND ENTREPRENEURISM. Looks at some of the ways in which companies have worked to increase organizational flexibility as part of their effort to increase corporate entrepreneurism. Focuses on the efforts to increase flexibility in human resources management, considering both the risks and the benefits of such efforts. 7p., 25f., 12b.
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$49
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11754. ENTREPRENEURISM AND CORPORATE DOWNSIZING. Examines the phenomenon of corporate downsizing as it relates to companies' efforts to increase corporate entrepreneurism. The analysis examines the impact of downsizing on the corporation, including its impact on employees, and the extent to which it has helped companies increase entrepreneurism. A concluding section examines "right-sizing" as an alternative to downsizing which may be more in keeping with the objective of increasing corporate entrepreneurism. 14p., 44f., 21b.
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$98
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11753. USING EMPLOYEE EMPOWERMENT TO FOSTER ENTREPRENEURISM. Examines how and why corporations use employee empowerment programs as a means of increasing corporate entrepreneurism. Draws examples from successful programs and cites reasons why some programs fail. 6p., 31f., 15b.
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$42
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11752. ENTREPRENEURISM IN AMERICAN CORPORATIONS - THEORY & SCOPE. Examines the rationale and scope of corporate entrepreneurship. Provides a definition of the entrepreneur and the entrepreneurial organization, including a summary of its key characteristics, and considers the rationale and scope of the "entrepreneurial prescription" offered by American management experts such as Drucker and Peters as a solution to the competitive and quality problems of large corporations. A concluding section considers the barriers to implementing entrepreneurism. 12p., 41f., 16b.
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$84
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11706. WHEN FAMILY BUSINESSES GO PUBLIC. Examines the contemporary American family business in terms of one of its key transitions -- the decision to go public. Defines family business and presents an overview of its scope and position in American enterprise. Looks in detail at the family business approaching the IPO. The reasons or motivations for going public, the possibility of maintaining control after going public, and the consequences of going public are considered. 20p., 62f., 40b.
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$133
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11699. ENTREPRENEURISM IN AMERICAN CORPORATIONS. An investigation which examines the purpose, scope and outcomes of introducing entrepreneurial methods and values into large American organizations. Considers the 'key success' factors in implementing organizational entrepreneurism -- including employee empowerment and removal of hierarchies -- along with some of the major barriers which have been encountered. 41p. 112f. 54b.
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$133
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11601. RESISTANCE TO CHANGE IS A DEFENSE OF SELF. This analysis develops the notion that resistance to change is a defense of the self. This notion is developed both through the clinical perspective of the psychotherapist on patient resistance and the diagnostic perspective of the Organizational Development (OD) change agent on client and client-member resistance. 15p., 26f., 14b.
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$105
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11587. ORGANIZATIONAL CHANGE AT THE U.S. POSTAL SERVICE. Survey and analysis of the postal system as a relative failure in American business, with general ideas for change based on the 're-framing' concept of organizational culture developed by Deal and Bolman: turning postal managers into leaders who can solve problems, especially identifying and either retraining or releasing problem workers. KEYWORDS: organizational change usps culture organization. 8p., 21f., 12b.
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$56
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11543. COMMUNITY SERVICES: A MANAGEMENT IMPERATIVE FOR THE 1990S. Argues that community services should form a part of every manager's training and development program. Investigates the history and current status of business community service programs in the United States. Looks at general areas of business interest as well as citing examples of specific programs. The problems and benefits of program development and implementation are considered. 10p., 19f., 14b.
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$70
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11518. LIFETIME EMPLOYMENT: NOT A GOOD MODEL FOR THE U.S. Looks at the merits and drawbacks of the Japanese "lifetime employment" model and considers its applicability within the U.S. business environment. Rejects the model for the U.S., but urges U.S. businesses to develop a new employee-employer contract to replace what was in reality for many firms an implied lifetime contract prior to the downsizing of the 1990s. 8p., 29f., 22b.
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$56
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11516. ORGANIZATIONAL CULTURE CONFLICTS: STRATEGIES FOR CHANGE AGENTS. Considers the problems and conflicts posed by organizational culture for the change agent seeking to implement effective intervention. Following a presentation of examples of the culture-intervention value conflict, the analysis considers some strategies the change agent can use for coping with this conflict. 15p., 23f., 14b.
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$105
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11513. CORPORATE DOWNSIZING. Investigates the phenomenon of corporate downsizing, tracing its history and progress from the late 1980s to the present. The process of downsizing and its impact on particular industries are considered. Looks at the causes (motivations) and consequences of downsizing, with particular attention to the impact on employer-employee relations and the structure of the organization in the 1990s. 20p., 44f., 20b.
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$133
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11510. MANAGING CHANGE AT GENERAL ELECTRIC. Describes, analyzes and assesses the outcome of GE's corporate change program implemented by CEO Jack Welch in 1981 and continued through the mid-1990s. Profiles the "pre-change" culture, organizational structure and strategy; considers the goals and procedures for change (including downsizing, employee empowerment and organizational restructuring); assesses the outcome. Faults GE for its failure to change its business ethics and for its delay in empowering employees and implementing true organization-wide change. 19p., 56f., 37b.
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$133
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11507. BUSINESS ANALYSIS: UNITED AIRLINES. Business analysis of one of America's Big Three airlines, in format of short subsections including history, business summary and mission, future strategy alternatives, and recommendations. Gives a no-holds-barred summary of the good and bad points of United and its competitors, focusing on the airline industry's struggle to keep marginal cost below marginal revenue, United's two 1994 shakeups (employee buyout/wage reduction deal, United Shuttle and other price-cutting) United's war with Southwest, and offers a new business strategy for 1995, including new marketing techniques to increase passenger revenues per mile. 20 pages, 25 footnotes, 16 bibliographic sources.
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$133
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11506. THE MULTIPLE FUNCTIONS OF ORGANIZATIONAL DIAGNOSIS. This paper discusses the importance of organizational diagnosis both as a process of information gathering and as a method of intervention and changing. Argues that while diagnosis stands as the principle method of information gathering in the OD process, it also inevitably functions as an intervention, and hence, a change strategy. 15 pages, 22 footnotes, 10 bibliographic sources.
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$105
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11506a. IBM: AN INVESTMENT SUMMARY. Well-organized study of IBM from the financial viewpoint. Covering results through 1994, gives a bottom-line perspective of IBM's run into the red and back out again, including history, market share, profit results, liquidity, debt, stock price history, volatility, ratings by various services, and prospects, with many comparisons to the industry as a whole. 10 pages, 30 footnotes, 11 bibliographic sources.
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$70
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11476. HUMAN RESOURCE MANAGEMENT DOWNSIZING. Analyzes how HR planning, recruitment/selection, performance evaluation, compensation management, and training can best be used in a downsizing organization. Cites planning as the most important challenge for HR managers in downsizing firms. 5p. 18f. 17b.
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$35
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11414. SEXUAL HARASSMENT. This paper provides an overview of sexual harassment, considering its legal definition and components, its prevalence and demographic profile, its causes and consequences, and its potential remedies. KEYWORDS: sexual harasssment definition prevalence. 12p., 25f., 17b.
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$84
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11388. ANALYSIS OF A BUSINESS ETHICS CASE FROM TWO DIFFERENT MANAGERIAL PERSPECTIVES. The managerial systems selected for this analysis are the Motivational model presented by Maslow, Herzberg and MacGregor and the Transformational model as formulated by Golembiewski, Schott and others. Following a brief summary of the case at issue, examines how these two perspectives would assess the problem presented and what their respective approaches would be to prevent and/or solve the problem. 15p., 14f., 10b.
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$105
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11386. MERITOR SAVINGS V. VINSON: HOSTILE ENVIRONMENT SEXUAL HARASSMENT CLAIMS. This paper provides n analysis and discussion of the Meritor Savings v. Vinson case, a 1986 Supreme Court case which recognized that sexual harassment based on a hostile environment claim is a violation of Title VII of the Civil Rights Act. KEYWORDS: workplace sexual harassment hostile environment claims. 5p., 8f., 6b.
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$35
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11385. A CASE OF AIDS DISCRIMINATION: EMPLOYER LIABILITY FOR REDUCTION OF HEALTH BENEFITS. Summary and analysis of McGann v. H&H Music Co., a U.S. Court of Appeals case involving an employee who sued his employer for discrimination under Section 510 of ERISA after the employer reduced health benefit coverage for AIDS. 5p., 5f., 3b.
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$35
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11377. WORK SATISFACTION & OCCUPATIONAL STRESS ACROSS OCCUPATIONS. Examines Hofstede's findings on the stress-satisfaction balance of occupations in light of reports indicating rising job dissatisfaction among higher level employees. Considers some of the factors (e.g, work environment, organizational structure, changing values, work-family conflict) which may contribute to the apparent change in stress/satisfaction balance at higher occupational levels. KEYWORDS: job satisfaction employee stress work environment geert hofestede. 8 pages, 13 footnotes in text, 7 bibliographic sources.
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$56
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11367. 360-DEGREE PERFORMANCE APPRAISAL. This paper examines and analyzes techniques and methods of performance appraisal and employee evaluation for managers and executives. Following a review of traditional and more contemporary techniques commonly used, it focuses on what is rapidly becoming the method of choice in management performance appraisal -- 360-degree feedback. KEYWORDS: managerial employee performance appraisal 360 degree feedback subordinate ratings supervisors. 10p., 20f., 18b.
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$70
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11316. LEADERSHIP AND ORGANIZATIONAL OUTCOMES. Examines the relationship between leadership and organizational outcomes for the organizations. Considers the meaning and functions of effective leadership, contrasting the new paradigm of "visionary" leadership with traditional leadership models. Implications for personnel managers in terms of leader development and training are considered. KEYWORDS: organizational leadership visionary leadership effective leaders. 12 pages, 36 footnotes, 17 bibliographic sources.
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$84
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11275. THE IMPACT OF TECHNOLOGY ON LABOR. This investigation addresses the impact of technology on work organization and labor practices in terms of the composition of the work force and the structure of job opportunities; the skill levels of the world force; the productivity of the organization; the conditions of work and/or the way work is done; the structure of the corporation; and union-management relations. KEYWORDS: technololgy job structure work organization. 15p., 36f., 24b.
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$105
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11264. MOTIVATIONAL THEORY: HERZBERG'S MOTIVATION-MAINTENANCE THEORY. Following a discussion of the range of worker motivational theories, argues that Herzberg's hygiene-motivation theory provides the most comprehensive and utilitarian view of employee motivation. 5p., 11f., 9b.
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$35
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11263. THE IMPORTANCE OF HUMAN RESOURCES MANAGEMENT (HRM). This paper considers some of the many reasons why human resources management stands out as one of the most critical organization functions of the past few decades. Among the reasons cited are changes in organizational structures (the evolution of the horizontal corporation and the use of contingency workforce), changes in the legal and competitive environments, and changes in the work force itself (e.g., changing demographics). KEYWORDS: hrm impact importance. 5p., 10f., 7b.
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$35
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11195. VIDEOCONFERENCING: BUSINESS APPLICATION. Analyzes the potential impact of videoconferencing on business. Discusses efficiency benefits, traditional communication channels, and development in listening/receiving techniques and data transfer. 5p., 15f., 6b.
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$35
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11191. SEXUAL HARASSMENT IN THE U.S. Provides in-depth discussion of level of sexual harassment in U.S. with specific reference to workplace, forms of harassment, responses (personal and legal) to problem, role of feminist movement in exposing problem. Also describes organization response. 9p., 23f., 21b.
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$63
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11178. COMMUNICATION THEORY IN A BUSINESS ENVIRONMENT. Compares and contrasts three models of communication as they apply to formal and informal business conferences. Discusses communication patterns in effective organizations. 5p., 11f., 5b.
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$35
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11138. CULTURAL DIVERSITY IN THE WORKPLACE. Discusses primary and secondary characteristics of diversity. Considers advantages of diversity including larger work pool, fosters greater awareness of employee relations (necessary for creating optimum worker productivity), more perspectives and hence creativity. Methods of developing diversity are briefly analyzed. 5p., 3f., 1b.
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$35
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11137. THE PROCESS MODEL OF MOTIVATION IN THE WORKPLACE. Taking an organizational behavior approach to motivation, this paper reviews and discusses the process model of human motivation within the organizational setting. Following a brief discussion and analysis of the process model, the investigation examines various methods of increasing employee motivation, drawing upon both empirical studies of goal setting, team-building, and organizational behavior management and anecdotal reports of change efforts found in recent business literature. KEYWORDS: employee motivation process model. 14p., 34f., 27b.
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$98
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11033. TOTAL QUALITY MANAGEMENT: PROBLEMS AND PROGRESS. This paper investigates the current status of Total Quality management (TQM) as it is used- and misused -by American companies. Defines TQM and identifies its central principles. Considers problems and progress in the implementation if TQM. with a special focus on employee training issues. Concludes with a summary analysis of the necessary prerequisites for the successful implementation of a TQM program. 12p., 27f., 26b.
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$84
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11031. BUSINESS ETHICS OF BARS. Analyzes main ethical issues relevant to bar ownership and operation: nature and targets of advertising, pricing, liabilities of service. 5 pages, 9 footnotes in text, 11 bibliographic sources.
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$35
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11020. ISSUES IN PERSONNEL MANAGEMENT. Reviews current issues in personnel and human resources management. Specific topics addressed include the conflict between unions and HR, the validity and reliability of interviews as a selection tool, the issue of"work force flexibility" and its implications for employees and organizations, and the differences between personnel management and human resources management. 11p., 13f., 12b.
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$77
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10683. MOTIVATION, EMPOWERMENT, AND PARTICIPATION: THEORY AND ACTION PLAN. Discusses employee empowerment, decision-making participation, goal-setting, and extrinsic rewards. Provides an action plan to implement these policies. KEYWORDS: employee motivation strategies participation extriinsic rewards. 12p., 20f., 16b.
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$84
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10654. UNITED PARCEL SERVICE: PERSONNEL PROBLEMS AND REMEDIES. This paper analyzes internal problems at United Parcel Service (UPS), the world's largest package and distribution company. The problem is viewed from the perspective of a mid-level management employee at UPS. Drawing on published sources, company news releases, and interviews with UPS managers, line staff (drivers), and customers, the analysis utilizes the concepts and assumptions of the four frames in reframing organizations: structural, human resources, political and symbolic (cultural). Forces within the external environment (e.g. regulatory changes, competition, technology and economics) which may impact on the problem situation are also taken into consideration within the structural analysis. Presents the case that hourly workers are dissatisfied with work overloads and unrealistic production demands and argues that this has negatively impacted customer service and overall company productivity. Contends that UPS must change its organizational culture and allow line workers to have a greater say in and control over the means and methods of production. 17 pages, 63 footnotes, 52 bibliographic sources.
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$119
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10634. DECISION TREE ANALYSIS OF A CAREER DECISION. A M.B.A. 's search for a career path demonstrates gathering and categorizing information for a decision tree analysis. 5p. ,0f., 0b. (+1 chart)
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$35
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10554. REMAKING IBM. Analysis and assessment of efforts to change IBM's culture and organizational structure and strategy from John Aker's 1988 announcement of "sweeping reorganization" to his resignation" to his resignation as CEO in January of 1993. Notes the failure to correctly and adequately diagnose IBM's problems. 14p., 47f., 26b.
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$98
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10526. THE EVOLVING CHARACTER OF U.S. MANAGEMENT-LABOR RELATIONS. Considers recent changes in the traditional structure of American labor-management relations, particularly as these apply to union-management relations. 5p., 8f., 2b.
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$35
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10523. COMMUNICATIONS PROBLEMS IN FAMILY BUSINESS. This investigation takes a case analysis approach, studying the communication difficulties within a particular family business -- an import-export firm jointly run by four brothers. Problems are analyzed from the perspective of organizational communications theory and family business literature. The concluding section discusses some of the alternative approaches towards solving the problems. 5 pages, 12 footnotes in text, 9 bibliographic sources.
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$35
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10522. THE ROLE OF SUPPLIERS IN THE U.S. AUTO INDUSTRY STRATEGY: THE CASE OF FORD MOTOR COMPANY & GM'S SATURN DIVISION. This paper investigates recent trends in the U.S. auto industry's purchasing and supplying operations and the link between supplier-automaker relations and industry efforts towards controlling costs and improving manufacturing efficiency. Following an overview of the current condition of supplier-automaker relations in the U.S. industry, the analysis compares new supplier strategies in two automakers- Ford Motor Company and GM's Saturn Division. 12p., 46f., 37b.
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$84
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10514. JOB ENRICHMENT WORK TEAMS AND UNIONS. Considers legal issues related to "quality circles" and job enrichment teams: Are they unions? Are team leaders managers? Discusses the new ruling by the National Labor Relations Board which limits the subject matter of quality circles. 5p., 2f., 1b.
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$35
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10455. GENDER DISPARITIES FOR WOMEN IN MANAGERIAL POSITION, SALARY AND PROMOTIONS. Following an overview of the existing situation in terms of salary inequities, workforce participation, occupational segregation and promotional inequities, the analysis considers explanations for existing equities and possible barriers to female occupational and salary advancement. The concluding analysis addresses possible remedies to persistent inequities, taking into account EEO/Affirmative Action remedies, corporate remedies such as organizational/job reform, and social reform. KEYWORDS: women management glass ceiling gender disparity inequity sex discrimination. 15p., 36f., 27b.
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$105
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10409. INDUSTRIAL RELATIONS: JAPAN AND THE UNITED KINGDOM. This paper compares and contrasts industrial relations in Japan and the United Kingdom from the perspective of evolving systems in each country. Following an overview of the "traditional" system of industrial relations along with a review of recent changes (and causative factors) in each country, a summary comparison of the two systems is presented. KEYWORDS: comparative labor industrial relations japan uk. 12p., 40f., 28b.
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$84
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10328. EMPLOYEE ATTITUDES TOWARDS UNIONS. This paper provides an overview of contemporary employee attitudes towards unions. It examines models of union commitment and the factors involved in employee union commitment, with attention to the relationship between membership decline and union commitment. The paper then explores possible factors involved in changing union composition, addressing the impact of quality of work life programs, considering the observed negative relationship between union membership and job satisfaction, and the influence of employer anti-union campaigns. Finally, the investigation examines the growth of association-type labor organizations and looks at how employee attitudes towards these relative new labor organizations differ from employee attitudes towards traditional unions with collective bargaining powers. 12p., 21f., 17b.
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$84
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10327. EXECUTIVE PAY: AN INTERNATIONAL COMPARISON. This paper analyzes the current executive pay controversy within a comparative framework. The analysis begins with an examination of the scope and extent of CEO pay differentials in the U.S., Japan and the EEC and a review of industrialized nations' executive compensation trends. The extent to which corporations within any industrialized nation compensate CEOs based on performance is considered. The next section examines some of the effects of CEO overpayment and considers some of the reasons why American CEOs are paid more than their foreign counterparts. The concluding section considers the need for reform and looks at specific proposals for reform in executive pay within the United States. 13p., 47f., 27b.
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$91
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10321. EMPLOYEE PERFORMANCE EVALUATION. Following a brief discussion of the importance of employee performance appraisals and their central objectives, the paper discusses some of the major problems with traditional approaches and presents alternative strategies to improving the process. 5p., 16f., 10b.
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$35
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10232. ORGANIZATION DEVELOPMENT: INTERVENTION & IMPLEMENTATION TRENDS. This term paper examines trends and developments in OD interventions over the past decade with a view in mind towards the future viability of OD practice. The central research question are answered through an analysis and interpretation of both qualitative and the more limited quantitative recent OD literature as well as through an examination of pertinent cases in OD intervention implementation. Following a brief definition of OD and a discussion of the major categories of OD intervention, the analysis looks at cases of OD intervention in a range of industries and organizations. KEYWORDS: organizational development OD interventions organizational systems. 21p., 62f., 53b.
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$133
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10216. EMPLOYEE STOCK OPTION PLANS (ESOPS). This term paper explores the types and uses of ESOPs as well as analyzing their advantages and disadvantages to both the employee owner and the corporate employer who establishes the program. The effect of ESOPs on employee security, the influence of such programs over employee motivation and productivity, and the tax and finance ramifications for corporate sponsors are considered and discussed. In addition to considering the pros and cons of ESOPs in general, the analysis will look at their application in specific companies. KEYWORDS: esops employee stock options employee ownership employee motivation. 17p., 31f., 24b.
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$119
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10210. JOB PROFILE OF A SALES MANAGER. A summary of a series of job-related questions posed to the sales manager of a car dealership. Considers job requirements, job responsibilities, recruitment and training practices and compensation. 7p. 0f. 0b.
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$49
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10110. RESEARCH DESIGN: THE EFFECTIVENESS OF ROLE-PLAYING TECHNIQUES IN BUSINESS MANAGEMENT. This paper presents a research design for investigating the use and effectiveness of role-playing in management training and development, conflict resolution, case problem resolution, intragroup relations training, and as an adjunct to employee selection. Presents a research design for empirical investigation of role-play effectiveness. KEYWORDS: research design role playing management training development. 12 pages, 32 footnotes, 28 bibliographic sources.
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$84
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10109. CORPORATE CULTURE AT APPLE COMPUTER. Role of Jobs and Sculley; comparisons with IBM; morale of employees. How Sculley had to discard the individualism and nontraditional form of organization at Apple in favor of a team (and more hierarchial) approach. 7p., 23f., 14b.
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$49
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10108. THE EVOLUTION OF MANAGEMENT PRINCIPLES. An historical overview of the evoluiton of management theories and principles. Discusses the contributions of Taylor, Maslow, Herzberg, Cuchi, Marks, and Peters and Waterman. 11p. 15f. 7b.
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$77
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10042. PETER F. DRUCKER'S THE NEW REALITIES. Review and analysis of the management guru's 1989 book which argues that the world has undergone a transformation from a mechanistic to a biological organizational imperative as evidenced by the failure of governments to direct national economies, the globalization of markets, the globalization of ecology, and by the rise of the knowledge worker. 7p. 8f. 1b.
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$49
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09919. RESEARCH DESIGN: FACTORS CONTIBUTING TO JOB SATISFACTION. Proposal and research design for a study which investigates whether or not selected job characteristics, job context factors and worker perceptions of equitable compensation contribution to the job satisfaction of two groups of public administrators. Presents a review of prior research, an overview of the research problem, hypotheses, variables (independent, dependent and intervening), measurement parameters, and sampling procedures. 15p., 14f., 17b.
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$105
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09716. PARTICIPATIVE MANAGEMENT. Defines the concept, outlines its history and theory, discusses its objectives and applications and then analyzes the obstacles to its implementation. 10p., 17f., 12b.
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$70
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09698. PRODUCTIVITY IN THE PUBLIC SECTOR. A look at some of the efforts taken to improve productivity within public sector organizations. Discusses the impetus behind such efforts, the problems inherent in managing productivity in the public sector, programs in-place, and some of the conditions for successful program implementation. 11p., 11f., 7b.
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$77
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09695. THE FUTURE OF PILOT UNIONS. An analysis and assessment of the future of commercial pilot unions (ALPA and Allied). Following a brief historical overview, considers the "critical factors" in the unions' future: political climate, deregulation, anti-unionism, management's cost-cutting tactics, and inter-union rivalry within the industry. 14p., 47f., 41b.
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$98
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09694. PROMOTION, EQUITABLE TREATMENT AND THE LAW. A case analysis of a promotion-decision situation in public administration (the supervising administrator must decide who to promote between a choice of one male and one female applicant, both who have similar backgrounds in training and experience). Provides an overview of EEOC Guidelines, CSRA regulations, and factors to consider in the use of performance appraisal data. 10p., 16f., 8b.
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$70
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09693. EMPLOYEE MOTIVATION: MATERIAL REWARDS VERSUS EMPLOYEE DEVELOPMENT. An evaluation of the theoretical basis, advantages and disadvantages of two contrasting approaches to employee motivation: 1) Material rewards and the threat of their removal; and 2) opportunities to engage in activities promising self-development and growth. 10p., 14f., 12b.
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$70
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09692. MERIT PAY: FAILING TO LIVE UP TO THE PROMISE. Considers the theoretical and practical advantages and disadvantages to pay-for-performance systems implemented for groups of government employees under the provisions of the Civil Service Reform Act of 1978. Concludes that such systems are severely limited by a number of practical barriers to their implementation and also questions the theoretical basis behind their objectives. 10p., 24f., 8b.
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$70
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09670. THE TAIWANESE WORK FORCE AND THE STATUS OF LABOR RELATIONS IN TAIWAN. Analyzes the labor situation in Taiwan from the perspectives of an American manager planning on doing business in Taiwan. Profiles the major characteristics of the labor force (work ethic, labor productivity, wages, etc.), union/management relations, and the impact of the developing high technology industry on labor. 14p. 26f. 15b.
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$98
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09667. JAPANESE MANAGEMENT RECRUITMENT PRACTICES. Profiles management recruitment practices in Japan, considering their impact on the structure and operations of the organization, and compares such practices with recruitment procedures in the United States. Also considers how the Japanese have adapted these recruitment practices in their U.S. subsidiaries. 5p., 14f., 10b.
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$35
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09617. ECONOMICS OF COMPARABLE WORTH. This term paper argues against the implementation of comparable worth. Demonstrates that gender pay inequities and female occupational segregation are more the result of compensating wage differentials and women's personal choices than employer discrimination. Maintains that the forces of supply and demand, not government regulations on job "worth" are the best objective measure of wage scales. Further argues that comparable worth programs would disturb free market labor regulation in a way which would result in both labor shortages and labor surpluses within certain occupational groups. KEYWORDS: comparable worth gender parity wages women labor force. 12p., 23f., 17b.
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$84
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09616. THE TRANSFORMATION OF AMERICAN INDUSTRIAL RELATIONS BY KOCHAN, KATZ AND MCKERSIE. Summary and analysis of the central thesis, major themes and conclusions in this book which explores historical changes in the U.S. labor-management paradigm. 5p. 12f. 1b.
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$35
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09615. TESTING FOR DRUGS AND AIDS: ISSUES FOR UNION AND MANAGEMENT. Considers economic, social and legal issues in employee drug testing and employee AIDS screening from both the proponent's (management) and opponent's (union/employee) viewpoint. Concludes that while employee drug testing (under certain parameters) finds widespread legal and public support, employee AIDS screening is legally, socially, and medically indefensible. 12p., 28f. 11b.
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$84
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09607. HUMAN RESOURCE MANAGEMENT IN BABBITT. Compares the human resources management style of Sinclair Lewis' protagonist, George Babbitt, with the goals and techniques described in Richard Daft's Management. 6p. 6f. 2b.
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$42
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09606. "WORKER PRODUCTIVITY AT HAWTHORNE" BY RICHARD FRANKE. Critical evaluation and analysis of this article from the American Sociological Review which presents a statistical analysis of the Hawthorne Experiment results and refutes previous interpretations which spawned the "human relations" school of management. 8p. 12f. 8b.
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$56
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09594. THE RIGHT TO STRIKE IN THE PUBLIC SECTOR. Explores the controversy over public employees' right to strike in the U.S. Compares private versus public employees' right to strike and the laws in the U.S. with other industrialized countries. Traces the evolution of collective bargaining in the public sector, concluding that the right to strike will soon be as clearly established in the public sector is it currently is in the private sector. 11p., 28f., 9b.
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$77
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09582. MANAGEMENT'S ROLE IN EMPLOYEE MOTIVATION FOR THE 1990S. An overview of contemporary motivational theories and techniques, with a focus on participative management strategies, goal setting/expectancy theory, and new perspectives on external (e.g., wages, benefits) rewards. 10p., 30f., 28b.
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$70
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09560. CAREER MANAGEMENT: THE INDIVIDUAL AND THE ORGANIZATION. A comprehensive analysis of the career management process, including a description and analysis of the integration of work values, assessment of professional communication skills and the understanding of personal and managerial style. Models of career management are presented and analyzed. The positive relationship between individual career effectiveness, organizational career development efforts, and general organizational effectiveness is established. 20p., 61f., 32b.
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$133
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09520. THE EFFECT OF TECHNOLOGY ON JOBS AND WORKERS. Argues that the advancement of technology and increasing automation in the work place has created a need for well-trained and computer-literate workers -- a need which the current educational system has failed to meet. 5p. 6f. 7b.
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$35
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09454. MANAGING EMPLOYEE PRODUCTIVITY IN THE PROJECT MANAGEMENT ENVIRONMENT. Presents theory and proposes techniques for managing worker productivity within the project management environment of a matrix organization. Concludes that while goal setting is the optimal method for boosting group level productivity, this technique may be difficult to implement in the matrix structure. 14 pages, 37 footnotes, 28 bibliographic sources.
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$98
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09449. MANAGEMENT AND WORKER APATHY. An overview of the problem of worker apathy, including workers' lack of trust for management and organizational commitment. Explores the dimensions of the problem and makes recommendations (build organizational commitment through participatory structures) for solving the problem from the perspective of a human resources manager. 10 pages, 25 footnotes, 20 bibliographic sources.
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$70
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09398. THE IMPACT OF COMPUTERS OF INTER- AND INTRA-OFFICE COMMUNICATIONS. Through a comprehensive review of business communication literature, the investigation explores the effects of computers on business communication, looking at both the indirect effects as well as the types and characteristics of direct computer communication systems. Concludes with a summary of findings and speculations about the pitfalls and opportunities in continued expansion of computer-mediated communication systems. 25 pages, 37 footnotes, 36 bibliographic sources.
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$133
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09396. JOB SATISFACTION, PERFORMANCE EVALUATIONS AND CAREER DEVELOPMENT: A REVIEW OF THE ORGANIZATIONAL BEHAVIOR LITERATURE WITH IMPLICATIONS FOR MILITARY PROFESSIONALS. Explores the impact of performance appraisals, managerial style and organizational structure on professional career development and employee job satisfaction. Focus is on how occupationally-oriented organizational behavior research can be utilized within a military setting now undergoing transformation from an institutional to an occupational outlook. 23p. 48f. 35b.
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$133
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09395. MANAGEMENT BY WHOSE OBJECTIVES? Calls into question the basic assumption that corporate executives behave in a way which matches with the organization's goal of profit maximization. Looks at the evidence from both an accounting perspective and from the perspective or organizational psychology. 15 pages, 30 footnotes, 26 bibliographic sources.
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$105
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09270. VISUAL HEALTH HAZARDS AMONG VDT WORKERS. A comprehensive review of the literature concerning visual hazards to workers resulting from video display terminal work. Radiation exposure, ergonomics (work environment and worker comfort) and job stress factors are considered. Includes a review of the literature from government, private study, medical and business sources. 21p. 50f. 34b.
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$133
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09269. SOCIAL KNOWLEDGE SYSTEMS. A comparative analysis of three social knowledge systems models in terms of how they can be applied to performance appraisal and how they characterize the creation and utilization of personnel data within that process. 18p. 23f. 6b.
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$126
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09268. HIGH TURNOVER AND THE PART-TIME EMPLOYEE. An investigation which explores ev |
