...workers, abuse their power through strikes, are corrupt, and impede productivity improvement programs (Bernardin & Russell, 2013). I would have to agree with these Americans. Unions in my area of west Tennessee have proven to provide higher wages for employees. There is a price for this bargaining power however. In my hometown, most of the high earners of the community worked at the Goodyear tire factory. Due to excessive union demands, the company closed its doors and left thousands jobless. The abuse of union power and the inability to negotiate a win-win contract left thousands of workers unable to provide for their family. I have witnessed firsthand workers making over $20/hr. have to settle for a part-time at a fast food restaurant just to pay their mortgage. This example exemplifies the reason for workers to not join a union. Unions typically increase wages which in turn can drive organizations out of the domestic market, leading to an increase in unemployment (Schneider, 2017). The workers no longer perceive a potential benefit for joining a union nor do they have power to change the work environment through union...
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...Objectives 1. Define human relations and determine why its study is important. 2. Summarize early studies that laid the groundwork for understanding employee motivation. 3. Compare and contrast the human-relations theories of Abraham Maslow and Frederick Herzberg. 4. Investigate various theories of motivation, including Theories X, Y, and Z; equity theory; and expectancy theory. 5. Describe some of the strategies that managers use to motivate employees. 6. Critique a business’s program for motivating its sales force. Key Terms and Definitions |behavior modification |Changing behavior and encouraging appropriate actions by relating the consequences of behavior to | | |behavior itself. | |classical theory of motivation |A theory that suggests that money is the sole motivator for workers. | |compressed workweek |A four-day (or shorter) period in which an employee works 40 hours. | |equity theory |An assumption that how much people are willing to contribute to an organization depends on their | | |assessment of the fairness, or equity, of the rewards they will receive in exchange. | |esteem needs |The need for respect—both self-respect and respect...
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...Journal of Economic Literature 2010, 48:4, 935–963 http:www.aeaweb.org/articles.php?doi=10.1257/jel.48.4.935 Quality Disclosure and Certification: Theory and Practice David Dranove and Ginger Zhe Jin* This essay reviews the theoretical and empirical literature on quality disclosure and certification. After comparing quality disclosure with other quality assurance mechanisms and describing a brief history of quality disclosure, we address two sets of theoretical issues. First, why don’t sellers voluntarily disclose through a process of “unraveling” and, given the lack of unraveling, is it desirable to mandate seller disclosure? Second, when we rely on certifiers to act as the intermediary of quality disclosure, do certifiers necessarily report unbiased and accurate information? We further review empirical evidence on these issues, with a particular focus on healthcare, education, and finance. The empirical review covers quality measurement, the effect of third-party disclosure on consumer choice and seller behavior, as well as the economics of certifiers. ( JEL D18, K32, L15, M31) 1. Introduction A young couple expecting their first child might consult healthgrades.com hospital rankings to help choose where to deliver their baby. A year later, the couple decides they need an SUV and consults performance specifications provided by manufacturers and reads Consumer Reports to learn about reliability. Soon thereafter, the couple ...
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...10 pgs Abstract (Summary) Prohibition, which came into effect in July of 1920 with the passing of the Eighteenth Amendment, also illustrated the progressives' idealism, as many believed that the elimination of alcohol, because it allegedly created "poverty, marital distress, and negligence," would cleanse society (Mordden 141). [...] the birth of the radio and the movies as well as the development of flight induced excitement and fostered a vision of a society engaged in perpetual technological advancement (Mordden 47). [...] Horatio Alger, Jr. and his late nineteenth-century books- portraits of men who, born underprivileged, rose to wealth and success through hard work, honesty, self-confidence, commitment, and a bit of luck (Weiss 53-54) - characterized the progressive spirit, as it encouraged people to work hard for a better future and for the fulfillment of the American dream. Full Text (5892 words) Copyright Blackwell Publishing Ltd. Sep 2010 "You don't need to be ordering fancy duds," Frankie Rio advised his boss as a tailor took measurements of Capone's swollen physique at the Lexington Hotel. "You're going to prison. Why don't you have a suit made with stripes on it?" "The hell I am," Al shot back. "I'm going back to Florida for a nice long rest, and I need some new clothes before I go." In this irrationally jaunty mood, he ordered two new lightweight suits and made plans for an extended stay at his Palm Island hacienda. (Bergreen 485) This excerpt from Laurence...
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...J.B.M. Vol. 17 No. 1 Journal of Business and Management Editors Cristina M. Giannantonio, Ph.D. Amy E. Hurley-Hanson, Ph.D. Published by Chapman University’s Argyros School of Business and Economics Sponsored by the Western Decision Sciences Institute WDSI WDSI WESTERN DECISION SCIENCES INSTITUTE The Western Decision Sciences Institute is a regional division of the Decision Sciences Institute. WDSI serves its interdisciplinary academic and business members primarily through the organization of an annual conference and the publication of the Journal of Business and Management. The conference and journal allow academicians and business professionals from all over the world to share information and research with respect to all aspects of education, business, and organizational decisions. PRESIDENT Mahyar Amouzegar California State University, Long Beach PRESIDENT-ELECT Nafisseh Heiat Montana State University-Billings PROGRAM CHAIR/VICE PRESIDENT FOR PROGRAMS/PROCEEDINGS EDITOR John Davies Victoria University of Wellington VICE PRESIDENT FOR PROGRAMS-ELECT Sheldon R. Smith Utah Valley State College VICE PRESIDENT FOR MEMBER SERVICES David Yen Miami University of Ohio SECRETARY/TREASURER Richard L. Jenson Utah State University DIRECTOR OF INFORMATION SYSTEMS Abbas Heiat Montana State University - Billings IMMEDIATE PAST-PRESIDENT G. Keong Leong University of Nevada, Las Vegas REGIONAL VICE PRESIDENT Vijay Kannan Utah State University Journal of Business...
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...Books by Saul Alinsky John L. Lewis, An Unauthorized Biography Reveille for Radicals The Professional Radical (with Marian Sanders) Rules for Radicals RULES FOR RADICALS A Practical Primer for Realistic Radicals SAUL D. ALINSKY RANDOM HOUSE New York Acknowledgments This chapter "Of Means and Ends" was presented in the Auburn Lecture Series at Union Theological Seminary. Some of the other sections of this book were delivered in part in lectures before the Leaders of America series at the California Institute of Technology in Pasadena, California; Yale Political Union, New Haven, Connecticut, April, 1970; The Willis D. Wood Fellowship Lecture, Amherst College, Amherst, Massachusetts, May, 1969; American Society of Newspaper Editors, Washington, D.C., 1968; U.S. Chamber of Commerce, Washington, D.C.; March, 1968; A.F. of L.-C.I.O. Labor Press Association, Miami, Florida, December, 1967; American Whig-Cliosophic Society, Princeton University, Princeton, New Jersey, 1967; Centennial Address, Episcopal Theological Seminary, Cambridge, Massachusetts, 1968; Harvard Medical Conference, Cambridge, Massachusetts, 1969. 10 9 8 7 6 5 4 Copyright © 1971 by Saul D. Alinsky All rights reserved under International and Pan-American Copyright Conventions. Published in the United States by Random House, Inc., New York, and simultaneously in Canada by Random House of Canada Limited, Toronto. ISBN: 0-394-44341-1 Library of Congress Catalog Card Number: 70-117651 ...
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...to motivate assembly line workers Valdete Jusufi & Maja Saitović Karl Erik Gustafsson 2007-05-28 assembly line, motivation, industrial laundry business, incentives, Human Performance System Abstract The purpose of our master thesis was to investigate what motivates assembly line workers performing low-skill jobs in a small industrial laundry business. We wanted to see what factors determine and influence their motivation to work and if and how this motivation can be improved with respect to assembly line systems in general. The method of our investigation was qualitative in nature, where we studied one firm that leases clean bed clothes and textiles to hotels and restaurants around Sweden. We constructed a survey on motivation and handed it out to the assembly line workers who deal with the laundry. Furthermore, we interviewed the shift manager in order to get the company’s view on employee motivation. Our findings indicate that there are several overlapping factors that determine and influence motivation in the long run. From this particular case we saw that a unified working culture and collective efforts both boost the willingness to work and help the process run smoothly. Furthermore, proper communication is motivating, where everyone should be committed to company goals, but the workers should be able to take part in profits, and not just generate them. Also, employees have to be considered as important as customers are. Another factor is to have the right resources to...
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...Principal, and Lauren Goldfarb is the Business Development Coordinator. Fiduciary Network, LLC Mark P. Hurley is President and CEO of Fiduciary Network, LLC. Steven E. Cortez is Executive Vice President. Christine L. Boudreaux is Director of Adviser Communications, and Benjamin J. Robins is General Counsel. Yvonne N. Kanner is Executive Vice President and COO, and Shehzad Sippy is a Research Analyst. Adam L. Bartkoski is Director of Adviser Operations and Development, and Ana M. Avila is an Intern. © Copyright Fiduciary Network, LLC, 2007 This material is for your private information, and we are not soliciting any action based upon it. Opinions expressed are our current views only, at the time of writing. The material enclosed is based upon information that we consider reliable, but we do not represent that it is accurate or complete, and it should not be relied upon as such. Acknowledgements We had three goals in writing this study. First, we wanted to provide people who work for pharmaceutical companies with a “30,000 foot” perspective on how and why their industry is...
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...CALIFORNIA CALIFORNIA An Interpretive History TENTH EDITION James J. Rawls Instructor of History Diablo Valley College Walton Bean Late Professor of History University of California, Berkeley TM TM CALIFORNIA: AN INTERPRETIVE HISTORY, TENTH EDITION Published by McGraw-Hill, a business unit of The McGraw-Hill Companies, Inc., 1221 Avenue of the Americas, New York, NY 10020. Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved. Previous editions © 2008, 2003, and 1998. No part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written consent of The McGraw-Hill Companies, Inc., including, but not limited to, in any network or other electronic storage or transmission, or broadcast for distance learning. Some ancillaries, including electronic and print components, may not be available to customers outside the United States. This book is printed on acid-free paper. 1234567890 QFR/QFR 10987654321 ISBN: 978-0-07-340696-1 MHID: 0-07-340696-1 Vice President & Editor-in-Chief: Michael Ryan Vice President EDP/Central Publishing Services: Kimberly Meriwether David Publisher: Christopher Freitag Sponsoring Editor: Matthew Busbridge Executive Marketing Manager: Pamela S. Cooper Editorial Coordinator: Nikki Weissman Project Manager: Erin Melloy Design Coordinator: Margarite Reynolds Cover Designer: Carole Lawson Cover Image: Albert Bierstadt, American (born...
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...talking and writing about pedagogy. Yet when we recall the discussions we’ve had with colleagues about instructor’s manuals over the years, two unnerving comments stick with us: “I don’t find them much help”; and (even worse) “I never look at them.” And, if the truth be told, we were often the people making such points! With these statements in mind, we have done some serious soul-searching about the texts that so many teachers—ourselves included—frequently malign or ignore. As we have considered our quandary, we have come face-to-face with the central paradox that characterizes the genre: Teaching manuals tend to be distant, mechanical, impersonal, and lifeless, when in fact good teaching is immediate, flexible, personal, and lively. In this manual, therefore, we have attempted to communicate to fellow teachers...
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