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14228. GM’S TAKEOVER OF EDS CASE STUDY. This paper presents an analysis and solution to a case study of General Motor’s (GM) difficult takeover of Electronic Data Systems (EDS). Considers how GM could have better handled the takeover and offers specific recommendations on steps GM could have taken to mitigate problems related to culture clash and employee morale. Explores possible reasons why some employees were more upset about the takeover than others. Speculates on whether or not GM would embark on such a takeover in the future. KEYWORDS: case studies mergers & acquisitions hostile takeover organizational culture clash employee morale job satisfaction case study case solution. 5 pages, 0 footnotes, 0 bibliographic sources. 1,194 words.
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$35
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14216. ST. LUKE'S HOPSITAL(A) & (B) CASE STUDY. This paper provides an analysis of a Harvard Business School case study on St. Luke’s Hospital (an academic medical center), focusing on a problem of human resources management and leadership in the Nursing Department. Following an executive summary, the paper includes an analysis of the problem; problem statement; identification and analysis of four potential alternatives; and summary recommendations with implementation plan. KEYWORDS: hospital management case study Harvard Business personnel human resources management leadership. 10 pages; 0 footnotes; 0 bibliographic sources. 2,498 words.
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$70
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14210. NUCOR AT A CROSSROADS HARVARD CASE STUDY 9-793-039. This paper presents an analysis and case solution to a Harvard Business School case study (9-793-039) by Pankaj Ghemawat and Henricus J. Stander III on Nucor, one of the country's leading steel mini-mill companies. The central problem is that changing environmental conditions demand that Nucor formulate a coherent strategic plan. The case analysis includes a summary overview and problem definition; a strategic analysis which looks at Nucor’s internal strengths and weaknesses (including finances, human resources, portfolio, etc.) in the context of external opportunities and threats; a discussion of alternatives strategies; and recommendations with a brief action plan for implementation. KEYWORDS: Nucor Corporation steel industry case study Harvard Business strategic analysis strategy SWOT case solution. 7 pages; 0 footnotes; 0 bibliographic sources. 1,581 words.
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$49
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14207. LOST ARROW CORPORATION/PATAGONIA (A) HARVARD BUSINESS CASE STUDY. This paper provides an analysis and case solution to the classic Harvard Business School case study on Lost Arrow Corporation (best known for its outdoor clothing subsidiary, Patagonia). The case focuses on the company’s faltering strategy and its organizational troubles. Includes an executive summary, problem identification and analysis, presentation of alternative solutions, and recommendations with a brief action plan. Argues that Lost Arrow must either commit to rapid transformation or resign itself to imminent failure. Recommends that the company embark on a radical restructuring and downsizing to bring its operations and strategies in line with its founding corporate culture and philosophies. KEYWORDS: Lost Arrow Patagonia case study Harvard Business School strategic analysis management corporate culture marketing case solution. 8 pages, 0 footnotes, 0 bibliographic sources. 1,893 words.
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$56
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14204. THE LINCOLN ELECTRIC COMPANY HARVARD CASE STUDY 376028. Drawing on a popular 1975 Harvard Business School case study (376028) by Berg & Faston, this paper provides a brief strategic management analysis of Lincoln Electric Company, the world's largest manufacturer of arc welding products and a leading producer of electric motors. Articulates the mission statement and key company values; examines Lincoln’s guiding strategy, its strategy for maximizing employee productivity, customer and competitor strategy, product strategy, and financial strategy. Identifies and discusses the key threats to Lincoln Electric’s continued success and makes recommendations on steps Lincoln Electric should take to maintain and nurture its success. KEYWORDS: Lincoln Electric Harvard Business School case study strategic management participative management human resources management case solution. 7 pages; 0 footnotes; 0 bibliographic references. 1,581 words.
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$49
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14091. ALTERNATIVE DISPUTE RESOLUTION. The paper provides an overview and analysis of alternative dispute resolution for settling employee disputes within nonunion organizations. Defines and describes the types of ADR (from informal internal dispute resolution procedures through negotiation, mediation, and arbitration) and their application in this setting. Considers the advantages and disadvantages of ADR. Examines the history of ADR in the non-union setting and outlines its legal basis. Considers controversies surrounding some forms of ADR -- particularly mandatory arbitration -- in the nonunion setting. KEYWORDS: legal alternatives dispute resolution arbitration term paper. APA Style. 15 pages, 42 footnotes, 16 bibliographic references. 3,861 words.
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$105
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14069. THE RELATIONSHIP OF TRAINING AND DEVELOPMENT TO ORGANIZATIONAL DEVELOPMENT. This paper describes and explains the relationship of training and development (T&D) to organizational development. The analysis begins with a definition and overview of both OD and T&D. The subsequent analysis demonstrates how training and development is both a critical component of organizational development and a key factor in the success or failure of OD change efforts. Moreover, it is argued that the dominance of change management has forged an even closer link between OD and T&D as the twin linchpins of organizational success in a highly competitive, rapidly changing environment. KEYWORDS: hrm term paper employee training & development organizational development organizational change essay. APA Style. 11 pages, 33 footnotes, 15 bibliographic sources. 3,218 words.
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$77
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14060. POLICE RECRUITMENT, SELECTION & TRAINING. This term paper provides an overview and analysis of the issues surrounding the recruitment, selection and training of police officers in the U. S. Among the issues considered in this analysis are affirmative action policies and their impact on police section, the procedures used for officer selection, gender issues, and trends and issues in training. KEWORDS: police recruitment training term paper. APA Style. 20 pages, 52 footnotes, and 36 bibliographical references. 4,709 words.
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$133
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14055. FAMILY FRIENDLY ORGANIZATIONS. This paper provides an overview and analysis of “work-family” issues (considering the topic from its more inclusive term of “work-life”) and their impact on the organization, in terms of making the organization more “family-friendly”. The first section provides a general overview of the history and evolution of “work/family” concepts and traces the demographic and organizational/work changes which have spurred the focus on these issues. The next section surveys the current status of “family-friendly” policies and practices in organizations, looking at the scope and breadth of these programs and considering factors such as barriers to implementation as well as benefits accruing to the organization and the individual as the result of family-friendly policies and practices. A concluding section examines the future issues in the “family-friendly” organization. KEYWORDS: work family conflict family friendly organizations term paper. APA Style. 24 pages, 62 footnotes, 35 bibliographical sources. 6,219 words.
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$133
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14019. HUMAN RESOURCES MANAGEMENT IN THE CONSTRUCTION INDUSTRY. This paper is concerned with the importance of recruiting and retaining quality people in a successful construction business. Various concepts are covered, including empowerment, motivation, recognition, rewards, and teamwork. In addition, specific examples are given to show how successful construction companies have made use of the principles of HR management. KEYWORDS: construction business hrm recruitment training employee motivation rewards teamwork. 11 pages, 40 footnotes, 11 bibliographic references.
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$77
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13997. SOCIAL TRANSFORMATION & CORPORATIONS. Focusing on the executive ranks and the corporate board, this paper investigates social/demographic changes in the American corporation during the last quarter of the 20th century (1975—2000). Concludes that the reality of “workplace diversity” has not hit the executive ranks. Minorities and women remain grossly under-represented and have made only minimal progress in moving into top-ranking positions. KEYWORDS: social demographic change corporate sector term paper. APA Style. 31 pages, 82 footnotes, 36 bibliographic sources. 8,487 words.
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$133
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13978. BUSINESS PLAN: OUTSOURCING HUMAN RESOURCE MANAGEMENT IN A TQM ENVIRONMENT. This termpaper presents a plan for the creation of a new business, which will provide human relations services to companies outsourcing their HRM functions. The HRM outsourcing business will operate within a TQM (Total Quality Management) paradigm and market itself as a TQM business. The paper provides an outline of the new business, including a description of the scope of services, a risk assessment, and a comprehensive Quality Assurance Plan detailing how the business will utilize TQM tools to provide excellence in human resource practices. KEYWORDS: hrm outsourcing total quality management tqm term paper business plan. 24 pages, 42 footnotes, 36 bibliographic sources. 6,217 words.
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$133
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13942. EMPLOYEE PERFORMANCE APPRAISAL. This termpaper provides an overview and analysis of some of the problems involved in measuring and evaluating performance at work. Following an overview of the central objectives and types of performance appraisals, the analysis looks at the major problems associated with the work evaluation process. Among the issues addressed are problems of measurement, reliability, validity, rater bias, rating “inflation”, liability issues, and difficulties in measuring the performance of knowledge workers and managers. The concluding section makes recommendations for improving the performance appraisal process and considers the arguments for eliminating the process altogether. KEYWORDS: performance appraisal employees. APA Style. 12 pages, 44 footnotes, 15 bibliographic references.
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$84
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13851. John Holland's Theory of Vocational Choice. According to Holland, there are six personality types, each of which is best matched to a particular work environment. This paper discusses his theory and its implications for counselors in helping people to attain suitable careers for themselves. 6 pages, 15 footnotes, 2 bibliographic references.
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$42
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13840. THE PSYCHOLOGY OF WORK AND HUMAN PERFORMANCE. Examines the psychology of workplace performance in terms of the basic behavioral needs for motivation, performance, ingenuity and initiative within the organization. Takes the perspective of an Occupational Safety and Health Consultant, adapting principles of industrial psychology to making the organization a safer, more satisfying place in which to work. Considers the relationship between organizational structure, managerial style and employee motivation, drawing on the ideas of theorists such as Herzberg, Ouchi, and Drucker. 12 pages, 12 footnotes, 15 bibliographic sources.
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$84
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13697. DISCRIMINATION IN THE WORKPLACE: GENDER, RACE, SEXUAL ORIENTATION. A brief and general overview of the different patterns, perceptions and effects of workplace discrimination, along with a brief evaluation of current proposed solutions for the problem with a special focus on gender discrimination. Provides current statistics on the scope of the problem. 5 pages, 11 footnotes, 9 bibliographic references.
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$35
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13510. WRONGFUL TERMINATION. Discusses the legal concept and the types of cases that have been brought to court. Also covers what companies should do to avoid such suits and concludes by arguing for the use of "alternative dispute resolution". p. 14f. 6b.
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$49
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13441. CAREER DEVELOPMENT FOR CORPORATE EXECUTIVES. Examines the issue of career development and career counseling for corporate executives. Describes the characteristics and career development needs of today's corporate executives. Outlines career counseling/educational interventions to assist this group in achieving their career objectives. Concludes with a recommended reading list. 21p. 51f. 37b.
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$133
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13437. INEQUALITY IN THE U.S. ECONOMY. Examines the extent to which racial minorities and women lack opportunities for success. Argues that women have made greater strides than the races in recent years, but both groups still lack full equality at the present time. 12p. 35f. 11b.
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$84
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13423. CULTURE AND COMMUNICATION: HIGH-CONTEXT VS. LOW-CONTEXT CULTURES. This paper provides an overview and analysis of high context/low context communication cultures and their relevance and impact for international business operations. The analysis begins with a discussion of high-context/low-context communication cultures within the framework of Hofstede’s four dimensions of national culture. The next sections examine the nuances of the high/low context clash through an examination of cross-cultural comparisons, with a special focus on Middle Eastern (high-context)/American (low-context) studies and Asian (high-context)/Non-Asian (low-context) studies. 9p. 29f. 15b.
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$63
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13409. EXECUTIVE PAY: ECONOMICS, ETHICS AND INTERNATIONAL PERSPECTIVES. This paper considers the substantive issues with regard to the economics, ethics, and organizational goals related to executive pay. The analysis views the topic from the international perspective, considering the issues and their related empirical and theoretical findings concerning executive pay not only from the framework of its most extreme manifestation - the United States - but also from the historically more tempered perspective in other developed countries. 10p. 25f. 16b.
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$70
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13355. VIRTUAL TEAMS. Argues that computer-based, geographically-separated teams are an organizational trend for the future. Also discusses the pro's and con's of such teams, and suggests ways to overcome the problems (such as using videoconferencing to improve relations between team members). 11p., 39f., 12.
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$77
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13352. CULTURE AND ADMINISTRATION. An overview of the importance of cultural considerations to the running of organizations. Analyzes how cultural differences make for different views of leadership roles, supervisor-subordinate relationships, planning, organizational development, and employee selection. 11p., 11b.
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$77
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13348. GLOBALIZATION AND HUMAN RESOURCES DEVELOPMENT AT FORD. Considers the importance of employee involvement and motivation in company's "Ford 2000"plan. Also traces Ford's emphasis on employee development from the 1980s, and looks at recent efforts to diversify the company's workplace. 10p., 33f., 9b.
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$70
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13235. MOTIVATION IN THE HOSPITALITY INDUSTRY. Topics covered include the importance of motivation, theories of motivation, and the role of managerial leadership. Also discusses specific motivators, such as rewards, recognition and training. 11p., 41f., 8b.
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$77
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13209. THE IMPORTANCE OF CULTURE IN INTERNATIONAL BUSINESS. This essay considers the short-sightedness and wrong-headedness in the notion that cultural awareness is not important, that if one simply treats others as one would like to be treated, everything will work out fine. The paper cites six main examples of major areas of cultural difference, including language, social hierarchy and distance, time orientation, humor, ethics, and symbolic meaning. KEYWORDS: culture organization international business strategy argumentative essay. APA Style. 6p., 21f., 7b.
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$42
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13208. PREPARING EMPLOYEES FOR EXPATRIATE ASSIGNMENTS. This essay argues that the high failure rate of expatriate assignments demands that organizations - both for the sake of the company and for the sake of the employee - take steps to comprehensively prepare the expatriate and his/her family for the overseas posting. Taking the hypothetical case of an individual and his family of four (spouse, 8-year-old son and 10 year old daughter) who are being asked to move to a non-English speaking foreign country, the analysis identifies and discusses the five most critical areas (cross-cultural training, language training, management & organization training, assistance in tools of everyday living, and assistance in family-related issues) in which they should be assisted. KEYWORDS: expatriate workers hrm employee training assistance foreign postings. 5p., 19f., 11b.
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$35
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13190. THE ADVANTAGES OF INTERNSHIPS. This term paper discusses cost-effectiveness, the opportunities provided in terms of recruiting future employees, and other organizational benefits of developing internship programs. By contrast, notes that there are very few disadvantages. Concludes with suggestions for implementing a successful internship program. Includes an executive summary. KEYWORDS: business interns internships organizational advantages benefits. 11p., 37f., 9b.
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$77
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13163. CONFLICT IN THE WORKPLACE. This term paper examines the issue of conflict in the modern, evolving organization. The essay describes some of the major sources of conflict in the workplace, considers whether or not conflict is an inevitable component of the modern workplace (and if so, whether or not conflict is necessarily a bad thing), and deliberates if and how conflict can be eliminated by good management. KEYWORDS: work employees conflict management violence workplace. APA Style. 12p., 26f., 16b.
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$84
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13120. JAPANESE HUMAN RESOURCE MANAGEMENT. Based on a comparative analysis of Ballon's (1992) Foreign Competition in Japan and White & Trevor's (1983) Under Japanese Management, this report examines Japanese human resources management (and its contrast with Western-style human resources management), focusing closely on the question of whether Japanese-style human resources management provides Japanese organizations with a "competitive advantage" over Western organizations. The scope of these two books allows for an examination of Japanese versus Western human resources strategies in both Japan and a Western setting (Britain). KEYWORDS: japan hrm comparative management. 14 pages, 21 footnotes, 2 bibliographic sources.
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$98
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13116. OPERATIONAL AND ORGANIZATIONAL CHANGE AMONG MNCS. This report discusses some of the major human resources management and organizational change issues involved in transforming a multinational corporation into an integrated transnational company. Following an overview of the evolving TNC and its implications for human resources management, the analysis examines the use of "subsidiary empowerment" as one potential MNC-TNC transformation strategy. The limitations and shortcomings of this strategy are then considered with reference to Asian subsidiaries. A concluding section considers the implications of resistance to organizational change for the strategic planner within a multinational organization. 20p., 64f, 19b.
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$133
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13115. HOFSTEDE ON BUSINESS CULTURE IN ASIA. This report provides an overview and introduction to Hofstede's theories on national culture and organization. The analysis begins with an overview and critique of Hofstede's methodology. While Hofstede's framework for cultural analysis has been widely cited and applied, a number of researchers have pointed to certain shortcomings and methodological weaknesses. This brief section addresses one common criticism. The next section of the report looks more closely at Hofstede's theories on how national culture affects motivation - a critical area of interest for Hofstede. A final section examines Hofstede's concept of Confucian Dynamism and his theories on Asian business culture. 19p., 32f., 9b.
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$133
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13114. MANAGING & TRAINING THE EXPATRIATE WORK FORCE. This report considers some of the advantages and disadvantages of the expatriate workforce and examines key human relations management issues related to expatriate staffing of MNCs. The analysis begins with a critical overview of the traditional reasons for maintaining an expatriate workforce. A concluding section considers steps to take to maximize the value of expatriates. 14p., 35f., 11b
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$98
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13101. DRUG TESTING IN THE WORKPLACE. Discusses the laws, cases and controversies relating to this issue, with emphasis on the views of union leaders and employees. Includes such concerns as collective bargaining, invasion of privacy, inaccuracy of tests, opposition to random testing, and support for treatment of those found to be drug users. The paper also includes four tables showing survey data on the opinions of union workers. 26p. 89f. 14b.
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$133
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13100. MERIT PAY. Discusses the use of pay for performance as a tool for motivation and job satisfaction, with emphasis on its usefulness in the public sector. Describes both the advantages and disadvantages, and argues that the system can work if it is properly implemented and includes effective appraisal methods. 6p., 34f., 8b
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$42
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13099. AGE DISCRIMINATION IN THE WORKPLACE. Studies have shown that negative stereotypes persist despite laws prohibiting this type of discrimination. The paper includes a discussion of Supreme Court decisions on the matter and how these decisions have placed limits on both plaintiffs and defendants. A recent trend toward hiring older workers is also noted, and recommendations are made to help employers avoid lawsuits. 13p. 48f. 10b.
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$91
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13025. WORK TEAM INNOVATION AT 3M. This report presents a case analysis of best practices in innovation at 3M. Following a brief profile of the company and its track record of innovation, the analysis focuses on the role of 3M work teams in fostering and maintaining 3M's reputation for innovative excellence. The investigation examines the underlying processes and systems supporting 3M teams, looking at specific factors such as team leadership, team organization, management support, organizational culture, and team motivation. 13p. 43f. 22b.
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$91
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12653. WOMEN IN MANAGEMENT: INDONESIA. This termpaper considers current conditions, prospects for and barriers to Indonesian women's entry and progression in the management sector. Includes a general profile of women in the Indonesian labor market and compares male versus female progress in occupational status in Indonesia. KEYWORDS: women managers indonesia. 8p., 13f., 6b.
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$56
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12615. IN-GROUP VS. OUT-GROUP DISTINCTIONS IN COLLECTIVIST CULTURES. Implications for International Business. This paper provides a close focus on Hofstede's (1991) observation that "the distinction between in-group and out-groups which is so essential in the collectivist culture pattern has far-reaching consequences for business relationships, beyond those between employers and employees" (p. 66). Following an overview of Hofstede's (1991) individualist-collectivist dimension of culture and a more detailed discussion of its implications for the in-group versus out-group distinction, the analysis examines the consequences of the collectivist cultures' treatment of in- and out-groups for international business relationships, looking specifically at its impact on inter- and extra-firm negotiations, organizational structures, and HRM (human resources management) structures and processes. 15p., 51f., 24b.
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$105
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12421. THE CULTURAL NATURE OF GLOBAL HUMAN RESOURCE MANAGEMENT. Summarizes, synthesizes, and critiques six (1996-97) articles (including four research articles) relating to the cultural imperatives of global human resource management. The topic is investigated through three main sub-themes: 1) expatriate adjustment; 2) culture and management; and 3) culture and work-related values. 11p., 12f., 6b.
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$77
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12389. WHY CHANGE IS NOT WORKING IN MOST ORGANIZATIONS. This paper reviews the key points and examines the validity of a recent article by the National Underwriter Life & Health company which explores the reasons behind the failure of organizational change efforts. Considers how to apply the information from the perspective of an internal management consultant. 5p., 15f., 7b.
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$35
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12387. EMPLOYEE INVOLVEMENT AND PARTICIPATION AT IBM. This paper provides an audit and analysis of IBM against the participative management/employee involvement model of human resource management. The first section describes the participative model of human resource systems and justifies the use of this model as an evaluative benchmark. the remainder of the paper evaluates IBM against this normative HRS model, addressing issues of strategy, structure, and culture, along with the specific human resource management functions of performance and management and rewards. KEYWORDS: IBM hrm employee involvement participation. 17p., 52f., 43b.
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$119
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12386. HUMAN RESOURCES MANAGEMENT AT MICROSOFT. This paper presents a management report analyzing the human relations management issues, strategies and policies of software giant Microsoft Corporation. The report focuses on Microsoft's problems in employee recruiting, hiring and classification which are related to the highly competitive market for qualified high-technology employees, the company's needs to retain flexibility in hiring practices, and recent legal challenges to Microsoft's long-standing practice of relying on "contract" or "temporary" workers to fill part of its labor needs. KEYWORDS: hrm microsoft recruitment hiring employee classification temporary workers us software industry labor practices. 11p., 48f., 34b.
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$77
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12385. PUBLIC PERSONNEL MANAGEMENT AND THE SUPERVISOR. This paper, which is structured as a draft letter from the Chief of Personnel in a public organization to newly selected supervisors, emphasizes the new and critical role each supervisor plays in human resource management. Drawing upon public administration texts and recent literature, the report addresses the key human resources management responsibilities of the new supervisors. The analysis and recommendations consider EEO, employee motivation and job satisfaction, employee training and development, performance appraisal, employee discipline and grievance procedures, and the management of diversity. 11p., 24f., 15b.
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$77
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12384. INTRODUCING NEW TECHNOLOGY INTO THE WORKPLACE. This paper considers and critiques the proposition that the introduction of new technology into the workplace is a straightforward management task. The essay argues that the implementation of new technology into the workplace is a complex and often daunting challenge for management. The analysis begins with a review of some of the major problems and/or barriers involved in implementing new technologies and then concludes with a discussion of the implications for managers. 8p., 25f., 15b.
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$56
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12383. LEARNING ORGANIZATIONS. Overview and analysis of the learning organization. The first part of the paper takes a theoretical focus, considering the definitions and central characteristics of the learning organization; differentiating between organizational learning and the learning organization; considering the implications of being a learning organization for corporate culture, organizational structure, strategy, and environmental outlook, examining the factors in the external environment which encourage or demand the development of learning organizations; and previewing theoretical approaches towards becoming learning organizations. the concluding section of the paper examines the learning organization in action. Drawing on case studies and anecdotal reports of companies' achievements and/or failures as learning organization, the analysis takes a birds-eye look at how and why companies become learning organizations. 17p., 43f., 24b.
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$119
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12381. GLOBALWORK: BRIDGING DISTANCE, CULTURE & TIME BY O'HARA-DEVERAUX & JOHANSEN. Review and evaluation of this 1994 book by two management consultants which aims at providing managers with useful models and frameworks for transcending the cultural boundaries of the global business environment to ensure effective teamwork and optimal utilization of new business technologies. While noting that the subject matter is timely and relevant, appraises much of the book as indecipherable, particularly its discussions of globalization and culture. KEYWORDS: book review globalization business. 6p., 11f., 3b.
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$42
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12375. ELECTRONIC MONITORING OF EMPLOYEES. This research paper provides a review and analysis of the problems and issues raised by the organizations' electronic monitoring of employees, with a close focus on monitoring of employee email and internet usage. The topic is investigated from the perspective of organizational theory and business ethics, rather than in terms of its legal ramifications (although these issues are briefly addressed as well). KEYWORDS: employee email monitoring term paper. APA Style. 15p., 49f., 25b.
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$105
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12372. ORGANIZATIONAL BEHAVIOR & CORPORATE CHANGE. The analysis applies three theories of organizational behavior/employee motivation theories (Herzberg's Motivation-hygiene theory, equity theory, and goal-setting theory) to the process of organizational change (downsizing, restructuring, re-engineering, corporate culture change) at General Electric Company as it has occurred from 1981 to present. The link between changing employees' behavior and attitudes and successful organizational transformation is emphasized. 12p., 27f., 18b.
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$84
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12367. THE DOWNSIZING OF AT&T. Profiles and analyzes downsizing at AT&T. Although the report focuses on AT&T's most recent downsizing efforts (since January 1996), the cumulative impact of five previous downsizing programs during the past decade is also considered. Evaluates the rationale behind the downsizing, profiles the scope of restructuring efforts to date, and examines its impact on the company as a whole, and on AT&T employees - both the 'downsized' and the 'survivors' - in particular. 15p., 47f., 34b.
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$105
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12310. THE AMERICANS WITH DISABILITIES ACT. This paper provides an overview an analysis of the history, development and structure of the Americans with Disabilities Act (ADA) of 1990. The analysis begins with an overview of ADA's history and development, looking at some of the pre-ADA legislation affording the disabled protection against discrimination and examining some of the major environmental forces spurring ADA legislation. Following this a detailed summary analysis of the ADA's main purposes and central protections as provided through its five Titles. KEYWORDS: ADA term paper disabled employees legislation. APA Style. 11p., 28f., 19b.
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$77
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12164. O.D. (ORGANIZATION DEVELOPMENT) SKILLS. This paper identifies, prioritizes and explains the five O.D. skills that are most important for helping public and/or nonprofit managers develop and maintain flexible, adaptive, and effective organizations: 1) diagnostic skills; 2) motivational skill; 3) consultative management skill; 4) evaluation skill; and 5) interventions skill. 11p., 15f., 12b.
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$77
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12163. HUMAN RESOURCE PLANNING FOR THE FUTURE. This paper discusses the value of human resources planning and management in the achievement of organizational objectives with particular attention to how changes in the labor market and employment structure over the next decades will impact the vital link between human resources and organizational strategy. KEYWORDS: hrm planning human resources management. 9p., 19f., 18b.
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$63
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12161. A SEMINAR ON TRAINING EVALUATION. Formatted as a training seminar on the subject of training evaluations. The purpose is to provide an overview of the training evaluation process as it applies to the evaluation of training programs, trainers, trainees, and job results. Defines evaluation, describes its benefits, and analyzes the five main levels of evaluations and their basic methodologies and applications. Presents a step-by-step plan for evaluation implementation. Concludes with a brief evaluation of the seminar. 10p., 21f., 13b.
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$70
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12110. SURVIVING DOWNSIZING. Examines the impact of corporate downsizing on employee survivors (those who remain after the layoffs), and looks at ways companies can mitigate the negative impacts. Considers links between absenteeism, work stress, employee morale and "survivor syndrome." 17p., 68f., 44b.
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$119
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12022. SEXUAL HARASSMENT IN THE WORKPLACE. This paper presents an overview of the current status of sexual harassment law and an analysis of recent trends and emerging issues in workplace sexual harassment. Reviews the definition and legal history of workplace sexual harassment and considers recent trends such as the rising caseloads, the changing parameters of hostile environment claims and the criteria for establishing employer liability. KEYWORDS: workplace sexual harassment hostile environment claims employer liability. 16p., 45f., 23b.
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$112
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12021. "LEADERSHIP: THE ART OF EMPOWERING OTHERS" BY JAY CONGER. Critical analysis of an article written by a management expert on the subject of effective leadership. Conger argues that the key to effective leadership (and hence, to organizational effectiveness) is empowering employees. KEYWORDS: hrm article review employee empowerment leadership jay conger. 7p., 6f., 1b.
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$49
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11981. RESTRUCTURING IBM. This paper analyzes the relevant issues and problems in the strategic process of restructuring of IBM. Following an overview of the downsizing/restructuring program to date, a summary S.W.O.T. (strengths-weaknesses-opportunistic-threats) analysis identifies threats and opportunities in IBM's external environment and matches them with IBM's internal strengths and weaknesses. Alternative courses of action for handling the problems and opportunities are defined and evaluated. The concluding section outlines a recommended course of action based on the analysis of alternatives. KEYWORDS: IBM change management corporate restructuring downsizing. 15 pages, 48 footnotes, 23 bibliographic sources.
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$105
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11945. WORK AND ROMANCE: A BAD MIX. A persuasive essay arguing that organizations should take steps to discourage romantic relationships in the workplace. Makes the case that workplace romances disrupt the work environment, compromise organizational effectiveness and expose the organization to legal liabilities, and threaten the career potential of the parties involved in the romance. KEYWORDS: workplace romance. 6 pages, 24 footnotes, 8 bibliographic sources.
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$42
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11942. GENDER IN A MULTI-NATIONAL BUSINESS ENVIRONMENT. Surveys the most male dominated countries in the world and the methods of American Corporations to integrate women into these workplaces. Examines U.S. law on various aspects of sexual harassment in a multi-national workplace. 10p. 14f. 11b.
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$70
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11941. THE IMPACT OF NATIONAL & CORPORATE CULTURE ON GLOBAL BUSINESS. Following a brief overview of the concept and definition of culture, both as it pertains to nations and to organizations, this paper looks at some of the ways in which culture has the power to facilitate and /or impede companies' access to global markets and their participation in a global inter-linked economy. Profiles how culture impacts the marketing and the management functions. Considers how companies can overcome cultural barriers. KEYWORDS: organizational culture national international business globalization. 12p., 40f., 24b.
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$84
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11926. NETWORKING IN ORGANIZATIONS. This paper investigates the topic of networking within organizations, with a special focus on networking in large corporations and bureaucracies. Following a definition of networks, a discussion of the various types of networks and their main purposes, and an overview of the major models of network formation and network process, the analysis looks more closely at the impact of networking on the organization and the impact of the organization on networking. KEYWORDS: organizational networks networking. 21p., 47f., 19b.
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$133
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11924. GROUP DYNAMICS & ENTREPRENEURISM IN LARGE ORGANIZATIONS. This paper looks at the importance of group process and group dynamics when applying the entrepreneurial process to large organizations. Drawing on both empirical research and anecdotal evidence from organizations, the analysis takes a close focus on how the team or group approach can provide the foundation for the new organizational paradigm based on innovation, risk-taking, and flexibility. KEYWORDS: entrepreneurial process innovation risk taking organization group dynamics. 22p., 40f., 29b.
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$133
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11833. COMPUTER APPLICATIONS IN JOB INTERVIEWS AND EMPLOYEE SELECTION. This paper considers the use of computers in the job interview and employee selection process, looking in particular at computer-assisted and computer-adapted job interviewing/testing. Provides examples of programs which interview applicants and make hire recommendations, as well as a range of programs which assist in testing, applicant tracking, and other functions. 6p., 29f., 13b.
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$42
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11832. THE DIFFICULTIES IN CHANGING CORPORATE CULTURE. Considers the extent to which organizational culture can be successfully managed or changed. Defines organizational culture, reviews the major types of culture, addresses the issue of whether or not culture can be treated as an organizational variable. Considers how and if it is possible to change organizational culture and looks at the barriers which may be encountered during the process. 10p., 36f., 14b.
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$70
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11813. DOWNSIZING AND ITS ALTERNATIVES. Examines a hypothetical downsizing case in a mid-size manufacturing firm which has targeted a 30% payroll reduction. Considers the scope and consequences of downsizing and examines steps toward effective downsizing, including proper management of mass layoffs and a wide range of alternatives to layoffs, including wage reductions, reductions in time, early retirement, worker participation, and organizational re-design. 19p., 59f., 21b.
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$133
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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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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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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 |
