Abstract
This paper states that the most important relationship for a store to maintain is the relationship between the employees and the public; therefore, the store should evaluate the training of its employees. This paper describes, in detail, the entire research project, which used a questionnaire and basic statistical analysis, and the outcomes of the questionnaire. The author concludes that, although the participants rated the training program as only "moderate," the program does fulfill its basic purpose of training the employees to perform the various jobs within the store. Attractive presentation.

Table of Contents
Introduction
Research Objectives
Methodology
Participants
Research Design
Sampling Procedures
Variables and Measures
Data Collection Procedures
Data Analysis
Overall Assessment of the Training
Length of Initial Training Program
Retail Experience
Sales Training
Results to Open Ended Questions
Results of Cross Tabs
Overall Assessment of Training
Length of Initial Training Program
Effectiveness of Individual Training
Value of the assignment of a co-worker
Number of Sales Training Programs
Discussion
Limitations to the Study
Conclusions and Recommendations
Summary
Questionnaire With Measurement Requirements
Questionnaire

From the Paper
"The most important relationship for the store to maintain is its relationship between the employees and the public. The employees represent the major link between the store and the public; therefore, it is in the store's best interest to ensure its employees are highly trained and oriented towards customer's needs. Ambassador Duty Free is in direct competition with the duty free store at the tunnel. Providing employees with effective training and product knowledge will improve their customer service skills and encourage customers to patronize the store."

Tags:questionnaire, statistics, measurement, outcomes, retail

Abstract
This paper examines how there is much less stigma attached to job loss in today's work world than ten years ago and how employers tend to be more receptive to candidates who have experienced a period of unemployment. It analyzes how this relates to the concept of the Protean career, which necessitates the career to be continuously reinvented by the individual, as the person and environment change. It shows how examples of these changes range from company mergers to mismatches between the person and the job and how despite this emerging perspective, being fired still remains a traumatic experience for most.

Outline
Introduction
Before Being Fired
Reactions
During Termination
Emotional Health
Get Organized
Networking
Handling Finances
Job Seeking
Interviewing
How to Correctly Fire an Employee

From the Paper
"An individual's mindset is the differentiating factor between those who rebound quickly after being fired and those who lack the motivation to seek out new opportunities. Individuals that possess a "tenure" mindset believe that their job is stable until they reach retirement. However, individuals need to alter their mindset to an "assignment mentality". This is a proactive approach to being fired, and enables individuals to cope better if and when they are terminated from their position. Individuals with this mindset view changes in their career as positive stepping-stones and temporary career building projects."

Tags:employee, employer, networking, protean, retirement, tenure, termination

Abstract
This paper explains that, while being exemplary on the domestic front in terms of social and environmental issues, its labor practices are less than admirable. The author points out that Nike's many environmental and social projects demonstrate its commitment not only to its shareholders but also to the community from which it was founded; Nike has adopted the goal of sustainability into many facets of the manufacturing and production of its products. The paper relates that, although Nike has adopted a so-called Code of Conduct concerning its labor practices, which is supposed to endorse the health and safety of all its workers, in real life situations, this dogma appears to be less than true as observed in its factories in Indonesia, Vietnam, Pakistan and China.

Table of Contents
Introduction
Executive Summary
The History
Social and Environmental Commitments
Labor Practices and Allegations
Conclusion

From the Paper
"In February 1993, the Nike Environmental Action Team (NEAT) arose out of Nike's efforts to coordinate specific environmental efforts in its business practices around the world. The team's mission was to develop answers to the problems that Nike's business posed to the environment. Since then NEAT has implemented many changes in Nike's fundamental goals and objectives concerning their impact on the environment. At the center of the team's work are the issues of pollution prevention and sustainable development. Every year changes are made to the materials and compounds used in creating Nike footwear and apparel. New technologies have enabled Nike to reduce the amount of basic materials required to manufacture each pair of shoes. Also, these technologies have led to other improvements such as a widespread reduction of PVC content in rubber; and recently, the development of new eco-friendly water-based adhesives as opposed to traditional chemical adhesives which are toxic and pollute the environment. In terms of environmental aid and awareness Nike's greatest innovation has been the invention of Nike REGRIND, made possible by the Reuse-A-Shoe program. Similar to how Xerox inc. refurbishes and reuses high quality parts from leased copiers, Nike reuses the rubber soles from used runners it collects and grinds it up to be reused in other products."

Tags:code, commitment, sustainability, pollution-prevention, allegations

Abstract
The paper looks at four types of annoying workers in the office and six types of power and shows how individuals translate their bases of power into specific action that is called politics. The paper discusses different types of empowerment and how those who engage in harassment in the workplace are typically abusing their power position. The paper explains that politics is almost inevitable in a workplace due to members holding different goals and interests, the scarcity of organizational resources and unclear and subjective performance outcomes. The paper concludes by describing several ways in which people can help to minimize office politics.

From the Paper
"I think the most important aspect of power is that it is a function of dependency. Dependency is basically the more that B depends on A, the more power A has in the relationship. Dependence is based on the alternatives that B perceives and the important that B places on the alternatives that A controls (Langton and Robbins, 2006, p.281). An example of this would be if you are attending university on funds totally supplied by your parents, you should recognize the power that your parents hold over you. You are dependent on them for financial support. But when you are done school, have a job, and making a living, your parents' power is drastically reduced. Another example of this seems to be the rich relative who is able to control family members by the threat of removing them from the will."

Tags:empowerment, harassment, influence, power

Abstract
The paper looks at the advantages and implications of excluding managerial employees from collective agreements under Canadian Labor Law. It examines the way different Labor Boards treat and rule on who should be excluded in each case.

From the Paper
"Whenever a trade union in Canada applies for certification to the Labor Board, it undergoes a series of procedures before the Board acknowledges to the union that the latter, in fact, exists under the law. One of the steps that the union and a related employer(s) undertake is called the definition of the bargaining unit. This procedure involves submitting to the Labor Board a list of names of all employees in a proposed unit along with their positions and job descriptions. The purpose of this move is to pin-point those categories of employees that may and will be excluded from the proposed unit if found in the initial submission."

Tags:canada, industrial, labor, law, union

Abstract
This paper explores the guiding principles related to employees, product line modification and customer relations that have become Harley-Davidson's foundation for organizational growth and prosperity. The paper shows how the new CEO revamped the company's product quality, instituted a flattened organizational team approach and gained customer loyalty that has set Harley-Davidson strategically and solidly apart from competitors. The paper concludes that the successes over the past two decades have established this company as a global icon.

Outline:
Paving the Road to Change
A Team Approach
Productivity and Global Growth
Building Brand Community
The Future
Conclusion

From the Paper
"To fully comprehend the challenges faced by organizations in changing times, the volatility of the marketplace, and the unforgiving drive of global competition, one needs to look no further than the experience, vision, and enterprising capabilities of Harley-Davidson Motor Company. Amidst a devastating product decline, a deteriorating reputation, and subsequent financial collapse, the survival of this Century-old organization hinged on its capacity to completely re-invent itself. By methodically embracing new high performance practices, Harley-Davidson not only completely re-invented its manufacturing and production practices; it established guiding principles that empowered employees and cultivated a lasting and loyal brand community that will no doubt sustain Harley-Davidson well into the future (Young, & Murrell, 1998)."

Tags:employees, turnover, attitude, brand, loyalty, product, line

Abstract
The paper describes the case of NorthEastern Mutual Life (NML), a business that was confronted with the sharp decrease in net income, and faced with an age-old question familiar to most companies: Should it downsize its staff in order to be more financially sound? The paper asserts that NML is representative of this trend, as companies are constantly dealing with the undesirable option of downsizing as a means of survival in a competitive market. The paper explains that this case is particularly fascinating because of the ethically controversial nature of NML's approach towards its employees (the potential firing of its staff) and its potential decision to not adhere to the legal framework (the filing of the partial wind-up to the Alberta Pension Commission). The paper concludes that whether NML wants to admit it or not, its financial success ultimately depends on being socially responsible to its clients, because its reputation was largely built on this premise.

Outline:
Introduction
Ethical Issues
Stakeholders
Alternatives
Choice of Alternative
Solutions
Conclusion

From the Paper
"There could be a number of solutions for NML to turn to in order to increase their ROE, but the more realistic could include: salary cuts for the CEOs/CFOs etc, freezing of common share disbursement or sell shares of their subsidiary companies. The CEO salary cuts would be self-explanatory, but alone would possibly be not enough to organize an increase in ROE. If NML froze the selling of common shares they could also start buying back some of their shares through a stock repurchase, which would decrease the equity of the company and in turn increase ROE. NML could also attempt to cut costs through other expenses within the company. Selling their subsidiary shares would allow NML to buyback more of their own shares. Something could be done in terms of paying out dividends or selling off assets (in return, decrease equity), but in the case of dividends, the article states that any effect on dividends would affect the amount of revenue generated through sales ("a lower yield rate would directly affect sales")."

Tags:layoff, stockholder, value, job, loss, downsizing

Abstract
This paper explains that many aspects of change management must be considered: Resistance to change by employees, staff stress over change, the "calm waters" approach that may not be suitable, the role of the organization's culture, and the knowledge that the past is not always a good indication of future performance. The author stresses that change agents should conduct a force-field analysis, a method that analyzes two sets of forces, driving and resisting change, because an organization should concentrate more on reducing the resisting forces than increasing the driving forces. The paper relates that signs of stress that change agents and managers need to be able to identify in order to effectively reduce stress can be broken into three categories: Physiological, psychological, and behavioral.

From the Paper
"There are several ways change agents can overcome this natural resistance to change. Firstly, employees should be able to participate in the change program [Dover, 2003]. Employees feel more empowered and thus committed to implementing the change successfully. On the other hand, if employees are not skilled enough to participate in the change program then they should not be allowed to help. This means finding other ways to instill a commitment to the change in the employees. It is also critical to communicate the vision to employees clearly. This will help reduce any uncertainty and ambiguity."

Tags:resistance, stress, culture, performance, analysis

Abstract
In this article, the writer notes that in order for a business to be successful, profits must exceed costs, and one of the best ways to ensure that this happens is to maintain high levels of productivity among employees. The writer points out that worker motivation is very important to ensuring high levels of productivity and product quality. In order to ensure work motivation many industrial organizational psychologists have studied the topic in search of what motivates employees best. This paper reviews the issues surrounding motivation in the workforce and includes solutions that have been offered by researchers in the field, including the topic of goal setting. The writer concludes that motivated employees are the key to having a successful organization, company or business.

From the Paper
"The United States is known in particular for developing methods which have been described as being the most sophisticated in the world in terms of manufacturing goods which are purchased around the world. Industrial organizational psychologists have been a central part of developing these sophisticated methods. Often times, the routine of a workplace is sufficient enough to ensure high levels of productivity and quality, but even the most well thought out routine or method of doing business will fail if employees are not properly motivated to complete their jobs. Thus, employers are faced with a significant challenge in this day and age. Employers must manage to continue their advantage over other industrialized nations while not sacrificing their employees' safety or satisfaction. If employees are placed in dangerous positions on the job without proper compensation, or if they are asked to keep high levels of productivity without high levels of incentives, eventually their motivation will diminish and employers will be left with a demoralized workforce, which is never good for productivity and profit."

Tags:profits, deadlines, employees, morale

Abstract
This paper gives a thorough definition of sexual harassment in general and specifically in the workplace. It provides suggestions that companies may undertake in order to prevent the phenomenon - this includes equal work opportunities, awareness workshops and suitable disciplinary action against an employee accused of sexual harassment. The paper describes the difference between physical and non-physical contact.

From the Paper
"There is no universally accepted definition for sexual harassment. But in general, it is defined as any objectionable emphasis on the sex of an individual and is a type of discrimination. In the workplace, the characteristics that define this type of harassment can be found in the British Columbia Human Rights Code. There is however, many ways that sexual harassment can be avoided. If it does happen to occur, there are also different methods of dealing with the problem. Everyone in the workplace should be informed of what constitutes sexual harassment and what steps can be taken to eliminate it. "

Tags:physical, contact, human, rights, employee, awareness, discipline