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Immigrants and Jobs, 2005.
Examines studies which argue against the fact the immigrants to the United States take away jobs from Americans.
1,745 words (approx. 7.0 pages), 12 sources, MLA, $ 56.95
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Abstract
This paper explains that during difficult periods in American history, there has been more discrimination against immigrants, especially in the area of labor. This is due, in part, to a fear that the immigrants will be taking jobs away from the natural born citizens. This study argues that a number of studies and research, shows, however, that this is not the case. Includes 3 page outline.
From the Paper
"A poll conducted in October 2004 by the Center for Governmental Services at Auburn University showed that more than half of individuals from Alabama surveyed believe immigrant workers are taking jobs away from Americans and do not bring needed skills to the state. The random telephone poll of 1,012 residents of Alabama of voting age found that 34 percent of those surveyed "strongly agree" and 23 percent "somewhat agree" that immigrants are taking this employment. The poll did not make a distinction between illegal and legal immigrants and had a margin of sampling error of plus or minus 3 percentage points. The other question, whether immigrants bring required skills to the state, 34 percent "strongly disagree" and 21 percent "somewhat disagree." Although 10 percent of those called stated they have seen immigrants making constructive contributions to the area, 42 percent accuse them for community-wide concerns, such as petty crime, housing violations and littering. In addition, 56 percent of those surveyed feel that Alabama should not give immigrants social welfare assistance."
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Frederick Taylor?s "Theory of Scientific Management", 2005.
This paper investigates the possible application of Frederick Taylor's "Theory of Scientific Management" to increase productivity in a telecommunications installation company.
1,560 words (approx. 6.2 pages), 20 sources, APA, $ 51.95
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Abstract
This paper relates that, the division of labor suggested in Taylor's theory is still extant in American business; in fact, it is undeniably present in businesses, such as telecommunications, that have both inside and outside functions, both executive/managers and a large complement of workers. The author points out that, while Frederick Taylor's ideas, used in their pure form, might have worked well in a pre-human potential movement era of abundant factory work and climbing wages; in today's labor market, they are likely to be counterproductive, unless balanced with a large amount of input from modern labor relations. The paper concludes that Taylor's emphasis on measurement should be simply a tracking tool, not a management hammer; used as such, it can point to the areas in which human/labor relations might need to step in.
Table of Contents
Division of Labor along with Narrow Specialization
Centralized Decision-Making
Proposed Solution
From the Paper
"Taylor was not the first, by any means, to develop a theory of production. Earlier minds, such as that of economist Adam Smith, were also concerned with the problem of increasing production. Indeed, "Economic theory of production had a promising start with Adam Smith's pin factory" in which Smith explained the benefit of the division of labor. Smith was a perfect precursor to Taylor: he observed "how allotting specialized tasks to pin factory workers led to greater dexterity by the workers and considerable saving of time from moving from task to task and allowed for output of pins to increase from a mere 20 pins to 4,800 pins per worker per day." "
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Religious Diversity in the Workplace, 2005.
This paper discusses the management of religious diversity in the workplace.
4,090 words (approx. 16.4 pages), 10 sources, APA, $ 110.95
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Abstract
This paper explains that the recent growth in legal complaints associated with religion in the workplace reflects the increasing variation of the U.S.. The author points out that many religious harassment cases include managers or colleagues who humiliate an employee's religious attitude or custom through abuse or other disparagement behavior where, similar to cases of suspected sexual or racial harassment, employers who know of such behavior but do not take steps to prevent it. The paper concludes that education is considered crucial in making the religious rights of members of minority religions compatible with safeguarding the basic ideology of religious rights for all.
Table of Contents
Introduction
Becoming Increasingly Important to Employees/ Managers
Dealing with Religious Differences/Harassment in the Workplace
Conclusion
From the Paper
"As per the Sikh religion, it is compulsory for them to carry a knife, which has been a matter for the employers. In a case told by the Sikh Coalition, an employer prohibited having this ceremonial knife, but information and interference from the Sikh coalition persuaded the employer to remove the ban. The dreadlocks that are a religiously authorized hairstyle for the Rastafarians have raised problems in the workplace. There have been legal actions created against FEDEX for firings over dreadlocks, and Greyhound paid an amount of $33,500 to end favoritism in hiring case brought by a Rastafarian man in Buffalo, New York. He was deprived of a driving position due to his long dreadlocks, and lesser-qualified candidates occupied those positions. These cases ask for remedy more than the immoral to the specific person, but to alter the difficult corporate culture as well."
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Outsourcing, 2005.
A paper on the impact of outsourcing on information technology in the U.S.
3,226 words (approx. 12.9 pages), 9 sources, MLA, $ 93.95
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Abstract
This paper explains that the greatest impact of company outsourcing in the U.S. has been the decrease in the number of jobs in the U.S. and, in particular, Information Technology jobs. The paper also takes a look at the reasons why the practice of outsourcing is found to be beneficial and what workers in the U.S. need to do in order to hold on to their jobs at home.
Introduction
The Impact of Outsourcing on Information Technology in the US
IT Professional Taking Job That Would Not Normally Be Considering
Loss of Income and Forced Retirement Because of Outsourcing
References
From the Paper
"The reasons given by the companies are the international sales available abroad and operating efficiencies achieved abroad. This has led to predictions that the trend will continue from the experts in the matter. Forrester Research of Cambridge has said that off-shore jobs will remove as many as 540,000 jobs from the US in 2004 alone, and this is an increase from 315,000 jobs in 2003. The increase will continue and reach a total of 3.4 million by 2015. Other surveys by Deloitte & Touche and Diamond Cluster International also say that there will be more use of the facility of offshore jobs in the years to come in the financial services sector and information technology uses. The subject was viewed with great interest in 2004 before the period of presidential elections. They have been called names by many legislator and politicians, including the Democratic presidential candidate. In 30 states the legislators also introduced legislation to discourage companies from sending their jobs offshore."
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Outsourcing the U.S., 2005.
An examination of the effect of outsourcing on the U.S. economy.
987 words (approx. 3.9 pages), 3 sources, MLA, $ 35.95
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Abstract
The increasing trend of outsourcing jobs from the United States in recent years has assumed alarming proportions. Most projections indicate that the present trend is going to accelerate in future. This paper points out that the issue has invited greater attention recently as more and more categories of white collar jobs are now being outsourced by the U.S. companies, while in the past only lower paid industrial jobs were affected. It explains that some economists, including officials of the present U.S. administration, have shrugged off the phenomenon as part of economic globalization and believe that it would prove beneficial for the U.S. economy in the long term. Others are of the view that the negative impact of outsourcing far outweighs its positive effect. In this essay, the writer highlights the negative effects of outsourcing on the U.S. economy, as well as outlining the current and future trends in out-sourcing.
From the Paper
"The trend of relocating jobs to other countries is not a new development in the United States as manufacturing jobs have declined ever since American companies started to establish factories abroad to take advantage of lower cost structures and wages. The decline in manufacturing jobs, however, was compensated for by greater job opportunities in the service sector. Since most jobs in the service sector were higher paid 'white-collar' jobs, losing the relatively low-paid manufacturing jobs to overseas competitors was considered a bearable set back. Moreover, the rate of jobs lost due to outsourcing in the manufacturing sector was relatively gradual and the US economy had time to make the necessary adjustments. Also, according to the long-accepted theory of comparative advantage, everyone gains as long as each country specializes in what it does best. The Americans, it seemed for a while, were the best in more skilled jobs. With rapid advances in information and communication technology and the availability of highly skilled and motivated workforce in far-flung countries such as India, who were prepared to work at a fraction of the salaries in the US, things started to change."
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Hiring Practices, 2005.
A paper discussing how companies select which people to hire and some of the problems associated with the process.
897 words (approx. 3.6 pages), 1 source, MLA, $ 31.95
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Abstract
This paper explains that one of the most serious issues in hiring practices is how the people the company hires are selected and that often a company's selection process makes it vulnerable to lawsuits by rejected applicants who feel they were dealt with unfairly. The paper further explains that the best a company can do is to examine its hiring practices as carefully as possible to reduce the possibility that such lawsuits can be successful. The paper then takes a look at which hiring practices best achieve that goal.
From the Paper
"While many companies may use some form of written tests in their decision-making processes, some tools commonly used in hiring are based, at least to some extent, on personal judgment. They include reference checks, background investigations, medical exams, drug tests, and polygraph tests (Foley et. al., 2000). One reason these approaches can make problems for employers is that they seek to ferret out negative qualities in candidates. Some human resource professionals advocate using the evaluation of positive traits in order to select new employees. Such tools as cognitive ability tests, biographical information blanks, structured interviews, work samples, and personality tests (Foley et. al., 2000) do a good job of predicting whether the person will be an effective employee or not and look at positive rather than negative traits a candidate might possess."
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Injuries on the Job, 2005.
This paper studies injuries on the job especially in the chemical and petroleum industries.
15,905 words (approx. 63.6 pages), 45 sources, MLA, $ 249.95
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Abstract
This paper examines how injuries in the workplace today are significantly lower than in the past because workers are expecting a safe and healthy work environment and employers are increasingly realizing the benefits of maintaining a safe work place for their employees. The author points out that the most significant and effective methods to reduce the number of accidents in the workplace is the use of training and the education of the workforce to make workers constantly aware of the hazards that exist and to provide them with the most effective protection. It also points out that injuries caused by acts of terrorist and foul play by nefarious element cannot always be controlled; however, abdicating responsibility is not being accepted as a fair defense anymore.
Outline
Introduction
Purpose and Importance of this Study
Hypothesis
Limitations of this Study
Definitions of Key Terms
Overview of the Study
Literature Review
Stress and Injuries in the Workplace
Training of Employees to Reduce Injury on the Job
Injuries and Workmen Compensation
Injuries due to Exposure
Injuries and Proper Documentation
Safety Conditions beyond the Ability of the Organization
Methodology
Focus and Limitation of Study
The Chemical Industry
Significance of the Chemical Industry
Workforce in this Industry
The Petroleum Industry
Crude Oil and the Distillation Process
Workforce in the Petroleum Industry
Discussion
Recommendation and Conclusions
Recommendations
From the Paper
"The effect of the new technology on the labor force also takes some time to be noticed. This lag in the adaptation of a new technology and the length of the lag between the adaptation and its initial introduction into the company is always critical for any new invention. Thomas Jefferson never failed to state the role of science and technology in producing social change and economic growth. He said, "As new discoveries are made, new truths discovered and manners and opinions change with the change of circumstances, institutions must also advance to keep pace with the times." Organizations are spending a lot of time and money in ensuring that the workplace is safe. Advancement in fire fighting technology, better information and knowledge dispersion, setting up of checks and balances through the effective use of software is also increasingly being observed."
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Workforce Development, 2005.
The paper is a research proposal to evaluate Ohio higher education as it relates to workforce development and Targeted Industry Grants in Ohio, including its history, social and economic impact and barriers.
1,650 words (approx. 6.6 pages), 13 sources, APA, $ 53.95
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Abstract
This paper explains that, in an effort to improve employment rates, states were provided with much latitude to experiment with a variety of welfare-to-work programs by creating employment and training programs, job search, education and workfare. The author points out that, across the country, state budgets have been falling as a result of reduced revenues; consequently, it has become particularly important for state employment services to be able to provide objective indicators of the economic success of their programs. The paper relates that this study will employ a hybrid methodology, using both a qualitative literature review concerning job development initiatives and grant programs and a statistical analysis of the wage records from the State of Ohio since the inception of the Enterprise Ohio Network in 1986 to the present, to identify significant trends and the impact of these and other initiatives on the employment rate in the State of Ohio compared to other states, which have similar development programs.
Table of Contents
Introduction
Statement of the Problem
Purpose of Study
Importance of Study
Overview of Study
Preliminary Review of Related Literature
Background and Overview
State of Ohio Targeted Industries Training Grants
Methodology
From the Paper
"Today, the Enterprise Ohio Network is a statewide consortium comprised of 54 public two-year colleges and university branch campuses; since 1986, these 2-year schools have been partnering with businesses, organizations and public service agencies to provide real-world experiences and opportunities in the workplace. The Targeted Industries Training Grants are currently available to eligible companies through the statewide network of Enterprise Ohio Network campuses. In their segment, "Who are we?," the organization reports that it is "a statewide quality and productivity improvement resource available to all Ohio businesses seeking to improve their selection, development and retention of talented people." The Enterprise Ohio Network was established in 1986 as a framework in which to bring Ohio's public two-year community and technical colleges and university branch campuses together to better serve Ohio companies by partnering with companies to profile jobs, assess skill requirements, screen new hires, and deliver training that supports business success; and helping employers build teams, reduce scrap, decrease machine down time, improve cycle times, increase output, improve customer satisfaction."
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Karl Marx on Capitalism, 2005.
An explanation of Karl Marx's belief that capitalism was fundamentally misguided in its deployment of human labor.
1,022 words (approx. 4.1 pages), 3 sources, MLA, $ 36.95
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Abstract
This paper explains Marx's concept of alienation which he believed arose from a capitalist economic system. The paper further explains why this concept is still applicable in capitalistic societies today.
From the Paper
"Under capitalism, workers and capitalists alike are subject to a never-ending series of market crisises in the larger cycle of dilecitcal materialism of class struggle as a whole, which always leaves individuals who are locked within the system subject to capricious market forces, and the dogma of wealth over all. One only need tune onto a mainstream television show such as "The Apprentice" to hear such dogmatic ideology proclaimed today. The idea of commercialism and the value of market-valued as opposed to personally valued and needed goods is used to support the ideal that winning in a competitive, capitalist marketplace, regardless of personal merit is the most important thing. In other words, it is not a question of whether Pepsi is better than Coke, or even if soda is a necessity, or should be produced-so long as capitalism can manufacture the desire in the minds and mouths of consumers, and satisfy that need to make a profit, capitalism says that the desire is good, and Coke is better than Pepsi because more people want brand x over brand y."
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Change in the Energy Industry, 2005.
A paper on the organizational change and modification taking place in the energy industry in Europe.
17,315 words (approx. 69.3 pages), 98 sources, MLA, $ 249.95
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Abstract
This study investigates the impact of planned and unplanned change on employees in an organization and, in particular, on workers in the energy industry in Europe. The paper explains how changes in the energy industry itself have affected the companies involved in energy distribution with respect to organizational structure, management, mergers and competition. The paper also differentiates between planned and unplanned change and explains how they impact an organization differently.
Literature Review
The Energy Industry in Europe
Mergers and Acquisitions
Perceptions and Values of Workers
Feelings of Conflict and Stress During the Change Process
Motivation in the Workplace-Defined and Evolving
Knowledge Management during a Change Process
Planned Change and Performance Management
The European Union
Conclusion
From the Paper
"Change management is also dependent on the structure and the type of industry. Internal variables offer the most challenge to the change process. In established and bigger organizations, application of the change process is more gradual. The process by which change can be implemented in the organization is slower and sluggish due to its size and structure. The degree of agreement between the values, cultural norms, and attitudes that are required for implementation of the proposed change and the organization staff's existing attitudes, values, philosophy, and operating style also determines the success of any change that can be implemented. "Anchor-draggers" exist in all organizations and at all levels, the ability of the management to get these individuals to conform to new styles of operation is important (Womack and Jones, 1996)."
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Diversity in the Workplace, 2005.
This paper is a sexual harassment case study which demonstrates the value of diversity in the workplace.
990 words (approx. 4.0 pages), 2 sources, APA, $ 35.95
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Abstract
This paper explains that one might assume that the more varied the workforce population, the more opportunities for misunderstanding in the workplace; however, in a more varied workplace population, employees are much more likely to be tolerant of and more willing to understand each other. The author points out that, when a workforce lacks diversity, managers and other key organizational representatives fail to put into place diversity training programs that recognize the cultural and ethical differences of minority people. The paper concludes that sexual harassment is one example of a problem that might be mitigated by a more diverse workforce and that the case supports the argument that diversity might facilitate more understanding and tolerance in the workplace.
Table of Contents
Introduction
Case Analysis
From the Paper
"In this particular situation, one employee approached his manager because he felt that a co-worker was sexually harassing him. "John" claims that "Jessica" the new employee on the line, physically abused him on more than one occasion. When asked to describe what exactly happened, John stated that every time he bumped into Jessica in the mornings, she would come up to him, give him a hug and pat him on the shoulders. John, a happily married father of three, thought that the woman might be coming onto him. Upon closer examination however, the manager in question realized that Jessica was from a traditional Thai family that has just moved to the states a few years ago. She always greeted everyone she knew with a hug, and even sometimes offered a kiss on the cheek. Her actions were anything but sexual harassment, however since John was unaccustomed to any similar advances from employees, he felt the woman was out of line."
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Outsourcing America, 2005.
A dissertation about the impact that outsourcing has on the American labor market.
32,145 words (approx. 128.6 pages), 10 sources, MLA, $ 249.95
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Abstract
This study looks at the outsourcing of American jobs and how this is affecting the workers in America. There are many serious effects on the country, both positive and negative, that are related to the fact that many jobs are being outsourced, but there is also the issue of what the media wants individuals to believe about outsourcing and what it really accurate. Dispelling the myth that outsourcing is nothing but dangerous and problematic is also important. The study uses qualitative methods to show that outsourcing can be good for the economy and for the country, although not necessarily for the specific workers. Some may find better jobs, but many others do not, and therefore there are both pros and cons to the issue of outsourcing American jobs to other countries. The explains that why companies do this varies based on the company, but the main reasons appear to be profit margins and the ability to high more highly-skilled workers in America with the money that the company saves by sending the lower-skilled jobs overseas.
Outline:
Chapter One: Introduction
Problem Statement
Purpose of the Study
Importance of the Study
Scope of the Study
Rationale of the Study
Definition of Terms
Overview of the Study
Chapter Two: Review of Related Literature
Chapter Three: Methodology
Approach
Data Gathering Method
Database of the Study
Validity of Data
Originality and Limitations of Data
Summary of Chapter Three
Chapter Four: Data Analysis
Chapter Five: Summary, Conclusions, and Recommendations
Bibliography
From the Paper
"The plight of the American worker is something that has been lamented throughout history for various reasons. Some of these reasons were really more significant than others, and some of the reasons were simply complaints that the workers felt that they could get away with. However, outsourcing is somewhat different than just a workers' complaint. The reason behind this is that outsourcing affects so many different people for various reasons. From the poorly-skilled immigrant that is desperate for a job to the corporate executive that loses his job because there is no longer anyone for him to supervise, outsourcing can affect almost everyone.
The issue of outsourcing is one that has been misunderstood for many years. There are individuals that study it and discuss how significant it is, and there are others that see it as some kind of made-up problem that is really not important enough to focus on. Both of these are valid points of view but, in recent years, it has generally been accepted that outsourcing is problematic for many American workers today, and that the study of it is important. Unlike standard business problems, such as issues with profits or employee morale, outsourcing is not something that can be 'cured' by making some adjustments to the business as it is understood in the traditional sense. It affects so many people that there is a real issue of what it is doing to the country as a whole."
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American Labor Unions, 2005.
This paper discusses the relationship of American labor unions and large urban centers.
1,255 words (approx. 5.0 pages), 5 sources, MLA, $ 42.95
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Abstract
This paper explains that, especially in large urban centers, organized labor, which has often played a major role in local life and politics, is seen at best as meddling and unnecessary and at worst as tools of unscrupulous politicians and demagogues. The author points out that, at times, some of the aspects of union membership, which provide for their members' social and financial security, are viewed as detrimental by business owners and municipal governments. The paper states that unionized construction firms can serve as "fronts" for the activities of the Mob and labor union and construction rackets are a major source of income for New York's leading crime families.
From the Paper
"Union contracts stipulate that workers must enjoy a level of independence requisite to the good performance of their jobs. On this level, unions perform a service that is extremely valuable to both the individual worker and to the larger society that makes use of his skills. The worker performs his job to the best of his ability because he believes that he is responsible for the quality of his work. Society benefits from the limitations imposed on the boss or manager who may be more concerned with cost overruns than with quality. Worker independence in the construction and plumbing industries may make the difference between the building that stays up, and the one doesn't, and between the bathroom that functions properly, and the one that doesn't. "
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Virtual Teams, 2005.
An examination of the issues concerning the virtual workplace and virtual teams.
3,874 words (approx. 15.5 pages), 17 sources, MLA, $ 105.95
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Abstract
This paper proposes a study to identify the issues and concerns that affect the effectiveness and ability of virtual teams to operate at their highest potential. It looks at how decentralized and independent work centers and factories are an important part of modern organizations and how high levels of accountability and interaction are needed between these different cells or centers. The virtual workplace is defined as one in which the employees work remotely from the organization, that is away from managers and peers.
Outline
PART 1-Relationships
Developing Relationships
Confounding Variables
Relationships that Need to be Studied
Summary
Part II-- Methods and Design
Research Methods and Designs
Strengths and Weaknesses
Research Methods and Designs
Conclusion
Bibliography
From the Paper
"Virtual teams are never in physical proximity with each other. The bonding and familiarity that comes from working together is absent. Virtual teams are very task-focused. (Joinson, 2002) Studies indicate that virtual teams communicate differently as compared to those that interact face-to-face. (Warkentin, Sayeed and Hightower, 1997) In the former case, results and outcomes are very important in establishing the value of the team member. The managing and training of the team is important. Many concepts and tools used in traditional organization can be applied to virtual teams. Virtual teams however, also need more support and guidance than traditional teams. Technology plays a very critical role in the stability and success of the virtual team. Team members have to understand and embrace that the constant learning and training is required to keep up with new technology."
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Pay Equity, 2005.
This paper discusses the problems and history of pay equity.
4,080 words (approx. 16.3 pages), 21 sources, APA, $ 109.95
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Abstract
This paper explains that pay equity is a gender independent pay process, which reduces wage inequity between men and women workers: Same wages for the same jobs. The author points out that pay equity is not a new issue; the National Federation of Business and Professional Women's (BPWs) Clubs, was established in July 1919 to eradicate sex discrimination in workplace, to confirm the principle of equal pay and to legislate a complete equal rights amendment. The paper relates that the wage disparity became apparent in the U.S. because of women and minorities entering the paid workforce; however, its prevalence was not perceived until the large entry of women seeking jobs during World War II.
Table of Contents
Thesis Statement
Introduction
Pay Equity Issues between Men and Women
Pay Equity Organizations and Websites
Efforts of Women's Organizations on Wage Discrimination
World War II and Influx of Women in Workforce
Conclusion
From the Paper
"Irrespective of the promulgation of Equal Pay Act ever since last four decades the wage disparities between men and women obstinately prevails. Women are still failing to earn equal pay for equal work only equal pay for comparable work. Such discrimination not only influences the spending capacity of women but also it costs their retirement security by entailing wide gulf between the social security and pensions. As per the study of 2004 conducted by the Institute for Women's Policy Research, on the basis of the US Census Bureau and Bureau of Labor statistics, it has been brought out that woman employed full time only gets 76 cents in comparison to one dollar for a man in the same time. The real median income of women is observed to have reduced by more than half a million dollar i.e. $523,000 over the last four decades."
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Title VII of the Civil Rights Act of 1964, 2005.
A look at this landmark Civil Rights legislation that has had a lasting impact on American society.
750 words (approx. 3.0 pages), 3 sources, APA, $ 26.95
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Abstract
This paper briefly describes how Title VII of the Civil Rights Act of 1964 was enacted into law, its purpose and what rights it is intended to safeguard. The paper also takes a look at how this legislation made possible additional laws guarding against sexual harassment and affirmative action.
From the Paper
"President Lyndon Johnson signed the bill into law on July 2, 1964. Title VII of this Act outlaws discrimination in employment in any business on the basis of race, national origin, sex, or religion. Title VII only applies to employers with 15 or more employees. Title VII also prohibits retaliation against employees who oppose such unlawful discrimination (Author unknown, 1999). The Equal Employment Opportunity Commission enforces Title VII and investigates, mediates, and sometimes files lawsuits on behalf of employees. Title VII also states that an individual can bring a private lawsuit within 180 days of learning of the discrimination. In the late 1970s, courts began judging that sexual harassment was prohibited under the Act (Fitzgerald, 2003). Since then, Title VII has been supplemented with legislation prohibiting pregnancy, age, and disability discrimination. Currently, there is no federal law prohibiting discrimination based on sexual orientation. However, Congress continues to consider the Employment Non-Discrimination Act, which would prohibit sexual orientation employment discrimination (Williams, 1999)."
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Manufacturing Site Selection, 2005.
Research paper concerning the processes involved in manufacturing site selection.
20,120 words (approx. 80.5 pages), 34 sources, APA, $ 249.95
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Abstract
This research paper describes the overall considerations taken into account when selecting a manufacturing site as well as the most important factors that tend to influence site selection. The paper also describes and discusses specific case studies of site selection in rural verses metropolitan regions. Relevant figures and tables are included with the paper.
Table of Contents
Introduction
Statement of the Problem
Purpose of Study
Importance of Study
Scope of Study
Rationale of Study
Definition of Terms
Overview of Study
Review of Related Literature
Methodology
Description of the Study Approach
Data-gathering Method and Database of Study
Data Analysis
Summary, Conclusions and Recommendations
From the Paper
"The past several years have witnessed a dramatic slowdown and in many cases an actual reversal in manufacturing job growth in the United States. According to Don Sherman Grant II and Michael Wallace (1994), while the manufacturing job base grew by an average of 2.0 percent per year in the 1960s, it slowed to .5 percent in the 1970s, and dropped even further to -.8 percent during the 1980s. Toward the end of the 1980s, less than 15 percent of the nation's employed workers were employed in manufacturing industries while the country experienced the wrenching changes caused by a transition from a manufacturing to a service-based economy (Grant & Wallace, 1994). This shift is the most readily discernible indication of the alarming pattern of deindustrialization of the American economy, a systematic disinvestment in the nation's core manufacturing industries. A number of economists have cautioned policymakers that the erosion of the nation's manufacturing base will have a profound effect on the country's economy. The new service sector jobs have lower multiplier effects than the rapidly vanishing manufacturing sector jobs; this process, in turn, threatens the long-term dynamism of the United States economy."
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Union Job Out-Sourcing, 2005.
A look at the numerous negative effects created by the outsourcing of union jobs.
805 words (approx. 3.2 pages), 10 sources, APA, $ 28.95
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Abstract
This paper describes the growing corporate trend of outsourcing jobs to third world countries in the never ending chase for higher profits and cheaper labor. The paper also describes the social and economic costs of outsourcing and cites research showing that continued outsourcing means the continued wreckage of the American middle class and the distortion of the global economy.
From the Paper
"In recent years, the outsourcing of union jobs has emerged as a disturbing new trend affecting millions of middle-class workers everywhere. As a result of this devastation, the U.S. manufacturing sector and the permanent loss of millions of high-wage, good benefit, middle-class jobs, are now threatened with extinction (Gibson, 2004). Service jobs are affected, as well as high paying, professional and technical career opportunities due to the growing off-shoring movement. Although corporate America has already moved most of the high-paying manufacturing jobs overseas, even minimum wage jobs are becoming out-sourced."
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