The selected article is Approaches to Training and Development. The main objective of this article is to emphasize on the need to take a step by step approach in training. The author of the article argues that in order for training to be fully effective and meet the intended goals, it is necessary that it is done systematically. More often, trainers miss the point when they train in a block format. This involves combination of many aspects of training which are taught but in shallow manner (Kaur, 2010). At the end of the training, there is a lot that has been taught but very little has been internalized by the trainees. Trainers must ensure that by the end of training program, the trainees have actually understood and can put into use what they have been trained on.
One of the ways of ensuring that training is systematic is preparing an agenda for each training forum. Before the trainer can embark on training, he or she must prepare in advance what need to be trained. At the university level course instructors are required to prepare a course outline (Kaur, 2010). The outline gives, at a glimpse, what is to be covered for the entire semester. This helps both the instructor and the learners prepare in advance making the learning process easier and easy to demystify. Having an agenda also helps the instructor to easily identify whether there are any crucial areas that have been left out. An agenda is a guide that directs both the trainer and the trainees.
The article selected for this assignment supports in many ways my existing knowledge of training. The article has indicated clearly that training should not be done for the sake of doing it and completing the same. More often, both the trainers and the trainees focus on the end goal which is to complete the task until they lose focus of the main goal. The article emphasizes that the goal of training should be to ensure that the trainees learn the material prepared by the trainer.
The author of the article also notes that moving systematically is crucial in ensuring that the trainees are not lost in the cause of the training. When a trainee is bombarded with too much jumbled information they tend to get lost. At the end of the training, the trainees are left more consumed than they were before the training. However, with a systematic mode of training, it becomes easy to help any trained who may have challenges understandings some of the concepts (Blanchard & Thacker, 2013).
The article also supports my thoughts by arguing that every area in employment requires training. Even those who offer training will from time o time require refresher courses to better their skills. As such, no trainee is excluded from training. Every person must endeavor to add to their pool of kills in order to better their act. For trainers, they must remain on toes considering the dynamic nature of their field. Approached and trends change give only the latest in the market to their trainees.
The article also asserts that approaches chosen for training must also be carefully considered. A trainer should always go for an all accommodative and all inclusive method that ensures different needs are taken care of (Blanchard & Thacker, 2013). The author further notes that necessary to remember that the needs of trains vary. As such, it is paramount that each need is well taken care of. The only way to do is to use an all inclusive approach.
Use the information provided at the end of this paper to craft a problem statement. I have provided some guidelines hear below send to us by the prof. The writer must stick with the guidelines and must use the template. As a matter of fact the prof insisted that the writer follow the example provided in the template and insert the problem statement directly in the template. It’s critical that the writer stick with the instructions giving hear and in the template. I have also attached the rubric with the template for additional guidance.
Please take a look at the week 1 template I emailed you and format the problem statement in accordance with the template.
First clue, the problem statement should be one paragraph only.
Second, it should only have four sentences.
Third, those four sentences should be:
1. Hook
2. Anchor
3. General Business Problem
4. Specific Business Problem
Take a look at the template and it should become clear as to how you should write the problem statement.
Employee job satisfaction and productivity
The general business problem is that reduced level of productivity is being affected by absence of strategies to motivate employees, which has resulted in reduced profitability (Arogundade & Arogundade, 2015).
The specific business problem is that that management of organizations such as SME place more emphasis on increased productivity without providing motivation and psychological support to their employees resulting to job dissatisfaction and consequently low productivity (Deepa, Palaniswamy & Kuppusamy, 2014).
The purpose of this study is to examine the cause of employee dissatisfaction with their jobs in SME to find an amicable ways to manage this problem to help improve in the level of productivity
Studies indicate that highly motivated employees are highly satisfied and this translates into increased productivity (Deepa, Palaniswamy & Kuppusamy, 2014). Every organization that has ambitions to succeed must invest in right employees by ensuring that they provide rewards as well as psychological motivation (Arogundade & Arogundade, 2015). This will help such entities increase in their level of profitability hence be in position to provide better working conditions. Labour turnover will decrease, labour costs will reduce and conflicts and absenteeism will reduce. Employee dissatisfaction is one of the reasons that make many employees to shift to other jobs in other organization. Furthermore, decreased employee morale has a negative impact on productivity of an organization.
References
Arogundade, O., & Arogundade, A. (2015). Psychological Empowerment in the Workplace: Implications for Employees’ Career Satisfaction. North American Journal of Psychology, 17(1), 27-36.
Deepa, E., Palaniswamy, R., & Kuppusamy, S. (2014). Effect of Performance Appraisal System in Organizational Commitment, Job Satisfaction and Productivity. Journal of Contemporary Management Research, 8(1), 72-82.
SAMPLE ANSWER
Problem Statement
The Matrix solutions company is a great company that deals with supplies chain management of electronics to retailer shops. The company has employed many specialists in marketing to assist in its daily transactions. The employees range from the top management team, administration team and also the main suppliers of the electronic materials (Sanicola, 2012). The company has to ensure that there is efficiency in the delivery of electronics to the client for smooth running of the business (Stack, 2013). Various factors will determine the success of business transactions carried out by the company.
In the year 2002 five years after the establishment of the Matrix company, it had a total of 500 employees that transacted businesses to ensure the company attains 7% growth as compared to the previous two years(Zenoff,2013). As of the year 2010, the company recorded a loss of 100 employees who had gained some experience despite the low number of 50 new employees consequently leading to 10% decrease of total sales (Zenoff, 2013). The general business problem is that the lack or minimal number of reward and benefits programs has lowered productivity in terms of electronic sales made by the company after annual financial transaction calculation. The specific business problem is that lack of reward programs that motivate the workers in their work are not used, this leads to poor retention of quality and experienced employees which consequently lead to productivity inefficiencies (La, 2011).
The study purpose will investigate the implications of not motivating the workers effectively. Studies have shown that poor retention of experienced and quality workers is one problem. The poor rewarding system for workers that bring high profits to the company might demoralize them due to lack of effective recognition. Motivation has proved to be effective in contributing to the success of the company.
References
La, G. O. (2011). Economic growth and development. Bingley, U.K: Emerald.
Sanicola, L. (2011). Employee benefits basics. Scottsdale: WorldatWork Press.
Stack, L. (2013). Managing employee performance: Motivation, ability, and obstacles. Highlands Ranch, CO: Productivity Pro.
Determining methods for leaders to motivate a multi-generational workforce
Determining methods for leaders to motivate a multi-generational workforce
Order Instructions:
Doctoral thesis topic: ” Determining methods for leaders to motivate a multi-generational workforce”
A well-defined research problem points to a method of investigation. For each method, an appropriate data collection technique should be applied. This week you will begin an evaluation of the doctoral study you selected from ProQuest, using the doctoral study rubric located at http://researchcenter.waldenu.edu/DBA-Doctoral-Study-Process-and-Documents.htm for comparison. Be sure you select a completed research study that includes data analysis and data collections sections, not an article. Consider the doctoral study problem and its relation to the research methodology and data collection methods employed in the study. Is there an appropriate relation between each element? Use appropriate references to the course readings about data collection methods to address the following questions:
•What were the data collection methods used for the study? Justify why they were or were not appropriate.
•Was the research design consistent with the methods chosen?
•What additional items could the author have said about the data collection strategies?
•Do you think the data needed to answer the research question(s) could have been collected differently—why or why not? What other methods would you recommend and why? If not, why not? This includes the data collection methods as well as how the methods were conducted or implemented.
•How does the information compare the criteria in the Walden DOC study rubric.
•Add any additional comments for evaluation not addressed above.
For all the questions above, remember to explain how you came to your conclusions. Support your answers with explanation or evidence drawn from the doctoral study and from course readings. Use the doctoral study rubric to grade the following elements:
•The background
•The problem statement
•The purpose statement of the study
•Central research question
Submit your assignment as a class paper using the Walden University APA Course Paper template located on the Writing Center website. Refer to this week’s Learning Resources for a link to this template.
SAMPLE ANSWER
Quantitative methods are being analyzed in this paper. The review is about an article published concerning International Journal of Marketing and Technology (Rajput et al. 2013). This research is significant in managing a multigenerational workforce because it sheds light on the contemporary workforce that is so diverse. The abstract starts with an overview of workplace diversity and the challenge it poses to the management. As much as the paper is quick to point on self-administered questionnaires that will be used to collect data, it does not say on how quantitative and qualitative data will be gathered. It also does not state the sample space that will be used in the study in addition to how data will be presented. In any case, all these elements should be included in a standard abstract to make it possible for the reader to have a have a clear picture of what the research is all about. This article, therefore, does not have those standards, which makes it more inaccurate and even more unreadable. The paper is using quantitative and qualitative ways examining the intervention measure alongside the general outcome.
The aim of the quantitative approach is to identify variables and theories. The objective and the hypothesis were defined correctly with visible standard to central variables. Then one can depend on the literature review, the assumptions, and the theoretical scaffold. According to the questions and the objectives that are found in this paper are not clear(Arsenault,2004). To illustrate and come up with research question there was need for literature review it is also used to determine the correct method of collecting data and construction of critical analysis using the available data. After the research we can conclude that this researcher were more than interested in subject of study. I can confirm that workforce diversity presents a serious challenge to corporate management. The article is a well researched and correctly documented literature review because it recognizes the work that have been done by different scholars therefore developing the literature review from informed sources.(Arsenault, 2004). On researching more about the subject, it improves the understanding of the respect the other scholars had on the subject.
To come up with conclusions that are substantive quantitative techniques had to be employed with consideration to methods for leaders to motivate a multigenerational workforce. The study uses a scientific method that is of a quantitative nature to gather systematic empirical analysis by using either mathematical or statistical approaches. The mathematical model alongside the hypothesis about this topic that was being researched on was done precisely. However, the most significant portion of the quantitative research which is the determinant aspect does not present fundamental link linking the mathematical model with the empirical findings thus producing the results with the problem. The paper does not give the list of all the components in an order that can be easily understood as much as it highlights the research design by issuing the number of participants that were involved in the study. This research design is observed as important because it gives details on the methods used on data that is empirically gathered by conducting the survey. Under the section on the methodology the scope of study and information generation are identified by the researcher. Also, the study uses self-administered questionnaires to help them get relevant data on some of the methods used by leaders when it comes to motivating a multigenerational workforce.
Furthermore, the paper demonstrates that there is a significant interrelation between the variables, any discovery that is unable to disqualify the proposition. In case it is not showing that it is reliable or valid. For data to be reliable is that the results have the ability to agree with the degree of information used in the study. Whereas validity refers to ensuring that the result are related to there appearance that is also important. (Amar, 2004). For a paper to be considered valid analysis questions are used by scholars while selecting the theory and also the techniques used in the survey. Following that the disadvantages are not stated in the paper. Every study should describe the problems discovered while undertaking research.The fact that the scholar outlines how to reduce the problems that make the study less reliable. Additionally, the scholar did not tabulate a summary of significant findings. These reviews are valuable in giving immediate and wide opinions even though the reader does not read the research paper through and through.
References
Amar, (2004). Motivating knowledge workers to innovate: a model integrating motivation dynamics and antecedents. European Journal of Innovation Management, 7(2), 89-101.
Arsenault, (2004). Validating generational differences: A legitimate diversity and leadership issue. The Leadership & Organization Development Journal, 25(2), 121-141.
why is average labor productivity a particularly important economics variable?
SAMPLE ANSWER
Average Labor Productivity
Average labor productivity is a tool used in economics to determine the productivity of a country. It is usually a function of output and time amount input in production. It reflects how much a country produces and also predicts on the economic progress of a nation. The concept achieves this by evaluating the total amount of work done and comparing it to the total amount of time resource used (BUREAU OF LABOR, 2015, Pg. 47). In the calculation, gross domestic production enables determination of the total amount of work done. When labor output is divided with amount of time, then average productivity is obtained.
Average labor productivity is an important tool in assessment of the economic progress of a country.It also allows countries to compare their productivity among themselves. Countries with high values of average labor are more productive than those with low values. Through the determination of average labor productivity, economic predictions give a country a better understanding regarding the use of resources. An alarming low value of average labor productivity in a country would for instance necessitate economic measures that would help raise it. Such measures are more likely to be oriented toward increasing the GDPas time would remain an independent variable.
The concept allows economists to assess the progress of a country in terms of productivity. This is done by calculating the value of productivity within certain time limits. Comparison of production between years for example, would produce a picture of a country’s general progress. It is most encouraging if average production is maintained at a high value. In addition, average labor production allows economist to evaluate the impact of different social and environmental variables in a given population. Losses incurred by a country as a result of such factors as political uprising among other likely situations can be assessed through determination of average labor production. Likewise, economic gains for a country as a result of favorable conditions can be determined from average labor productivity. In whichever case, the variable helps in monitoring production in countries.
My Topic : Communicating in a multi-generational workforce
Hook: (you need a “wow statement” that meets the 85% rule – see the librarian while here
Anchor: (you need a number to demonstrate a problem exists that meets the 85% rule).
The general business problem is each generation has an unique preferred communication/motivational style challenging supervisors of multi-generation workers.
The specific business problem is some managers have little information on strategies to use to motivate each generation.
Purpose statement.
The focus of this qualitative multi-case study is to explore strategies that managers use to motivate a multi generation work force. Data will be collected from 3 HR managers in XXX (city, state) that have successfully motivated a multi generational workforce. The data from this study might contribute to social change by increasing productivity and workplace communications.
Research question: What communication strategies can managers of a multi generational work force use to motivate employees?
Assignment
Page 1
Abstract
[Doctoral Study Title]
by
[your official name]
MS, [university], 200X
BS, [university], 200X
Doctoral Study Submitted in Partial Fulfillment
of the Requirements for the Degree of
Doctor of Business Administration
Page 2
Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and gives the reader a firm sense of what your study is going to address and why. Include a transition statement that leads to problem statement that will provide more specificity regarding the problem.
A well-written transition signals a change in content. It tells your reader that they have finished one main unit and moving to the next, or it tells them that they are moving from a general explanation to a specific example or application. A transition form the background to the Problem Statement is often as brief as one sentence, as follows: The background to the problem has been provided: The focus will now shift to the problem statement. Tip: Many potential business topics/problems can be found in the “Area for Future Research” section of most peer reviewed journal articles.
Page 3
Problem Statement
Text goes here: The problem statement must include four specific components to include the (a) hook, (b) anchor, (c) general business problem, and (d) specific business problem. More important, ensure the problem statement reflects a business problem. You must ensure you map to the rubric requirements. Please review the training video developed by the DBA methodology team before you rework your problem statement. It will help add clarity and save you time. This is the most critical component of the doctoral study and will be highly scrutinized in the review process.
Although the rubric states a maximum word count of 150, the Problem Statement can be effectively written in four sentences; one for each of the four specific components. Do not include any explanatory, prescriptive, or causative information. Often times individuals try to explain the cause of the problem, correlates of the problem, antecedents of the problem, moderators and mediators of the problem, etc. This is not appropriate for the Problem Statement; simply state the problem! The Problem Statement is a concise depiction of the problem. However, it carries a big message; that of substantiating the need for the study.
Page 4
Purpose Statement
Text begins here. The Purpose Statement of the study clearly describes the intent/focus of the investigation. The statement should be crafted into a mini story (200 words) that includes the following six elements (in paragraph format):
• Research method is identified as qualitative, quantitative, or mixed.
• Research design is clearly stated (i.e. case study, phenomenological, etc.).
• Research variables (if a quantitative or mixed method) are briefly identified: independent, dependent (experimental study), or a correlation (relationships, comparison).
• Specific population group of study is identified.
• Geographic location of study is identified.
• Contribution to social change is described.
Page 5
Research Question
Text begins here. Identify the research question that will guide the study. Do not include interview questions in this section.
Theoretical or Conceptual Framework
Text begins here. In quantitative studies, the theoretical framework, or in qualitative studies, the conceptual framework, illustrates which ideas from the literature ground the research being conducted. You will be presenting your conceptual framework. Theoretical/conceptual frameworks are bodies of knowledge that help to explain and predict phenomena and show how the study will be related to existing knowledge. Some sample conceptual frameworks include (a) systems theory, (b) disruptive innovation theory, and (c) transformational leadership theory. Be sure to (a) name the conceptual framework (b) name the theorist (if applicable), (c) list key concepts of the conceptual framework, (d) identify any key propositions, and (e) identify application to your study.
Significance of the Study
Text begins here. Discuss why the study is of value to business. Discuss how the study may contribute to effective practice of business. Identify how the results might contribute to social change.
page 6
References
Insert References here. Examples of some common types of references follow; see APA 6.22 and Chapter 7 for more details.
These sample entries are tagged with the “APA Reference” style tag, which means the line spacing and hanging indent are automatic. Apply the “APA Reference” style tag to your entries.
Pay special attention to italics, capitalization, and punctuation. The style tag does not govern those aspects of the entry.
Print periodical (journal)
Author, A. A., Author, B. B., & Author, C. C. (1994). Title of article. Title of Periodical, xx, xxx-xxx.
Online periodical (journal)
Author, A. A., Author, B. B., & Author, C. C. (1994). Title of article. Title of Periodical, xx(x), xxx-xxx. doi:xxxxx
Nonperiodical (book)
Author, A. A. (1994). Title of work. City of Publication, ST: Publisher.
Chapter in a book
Author, A. A., & Author, B. B. (1994). Title of chapter. In A. Editor, B. Editor, & C. Editor (Eds.), Title of book (pp. xxx-xxx). City, ST: Publisher.
****the assignment should be a total of 8 to 9 pages !!!
rubic ( will be attaching it shortly)
The Publication Manual of the American Psychological Association, sixth edition, Chapter 7 includes numerous examples of reference list entries. For more information on references or APA style, consult the APA website or the Walden Writing Center website
SAMPLE ANSWER
Abstract
In the recent past, there has been an increase in the multigenerational workforce and this has complicated communication in the workforce. This qualitative paper explores the strategies that managers use to explore and motivate a multigenerational workforce. This study will employ the use of qualitative study with the use of the case study to analyze the research question related to communication in multigenerational workforce. The results from this study are important for businesses as it will be used to contribute to social change by increasing productivity and workplace communications.
Background
According to Armstrong (2008), human resource is an important aspect in the management of any organization due to the fact that they have a direct impact on the success of the business or organization. Therefore, it is important to recognize the significant impact played by the HRM. Innovation in the human resource management in the recent past has called for further studies that can be used to improve the nature of workplace (Brown, 2012). Globalization of business organization has therefore enacted policy issues and has brought more people that differ in their generational background. Expanding generational differing qualities is bringing on requesting for a change in the way by which the superintendents must deal with their HR (Jora & Khan, 2014). The current working environment is experiencing critical changes that present open doors and difficulties in equivalent measure. According to Brown (2012), one of the difficulties realized multi-generational workforce is correspondence among the diverse age fragments. The current American multi-generational workforce compasses four eras, with each having their own particular perspectives and needs. Accordingly, the chief of today confronts a progression of difficulties that debilitate the smooth running of their associations (Jora & Khan, 2014). In such manner, just associations that grasp generational contrasts in correspondence, methods for accomplishing things and methods for correspondence are certain to flourish.
Past studies have majorly taken a gander at methods for drawing in a multigenerational workforce, without narrowing down to the specifics, for example, correspondence. Compelling correspondence among the multigenerational workforce is discriminating in captivating the different representatives and guaranteeing that they are centered around their outcomes (Hiriyappa, 2009). The past homogenous human capital administration may not work successfully for the current various partners in the working environment (Rajput, Marwah, Balli, & Gupta, 2013). Correspondence give the methods by which execution desires are situated, connections created, coordinated effort are empowered, and trust develops inside a multigenerational workforce. Cekada (2012) contends that striking the right adjust among the workers is key in guaranteeing that the needs of every last one of representatives are met.
This study will inspect how the correspondence among the multigenerational workforce can be a test and what could be possible to address the circumstance. This study is exceptionally huge in as it will empower the associations to handle the correspondence weight from among the multigenerational workforce, which has a tendency to grow with time. In addition, this study will give vital bits of knowledge by which the administration can influence the quality of every era of their human capital to exploit their multigenerational workforce.
Problem Statement
In the work places many generations have been working side by side inclusive of the younger and older generations that have resulted in the establishment of the middle generations that holds most of the management roles and the older generations. This older generations is inclusive of executives who are 30 and 40years in their own careers (Whitacre, 2007). The distinction of all the age groups are evident in their own generational differences and if not highly considered they are supposed to put high considerations to reduce any friction that results from misunderstanding between colleagues and bosses.
Baby boomers, generation W and generation X all sit in the same office under the new modern work places implying that there is no great difference between this age and past years (Soto & Lugo, 2013). Generation W is comprised of people who are quickly approaching college age and within no time they will be approaching the age of the working class and thus will mean that generation office will be the new norm. The integration of the new workers is the challenge that has to be put in higher considerations of ensuring that the best is done with the respect to the seniority and experience to the older generation that has more experience in the field. Once the new generation joins the workforce they will require a period of adapting to the job filed which becomes a challenge to the older generation who have to show them the required techniques that ought to be employed in the workforce to the success of the organization.
Communication style is what brings the difference between the two generations that is the younger generation that is now new in the job field and the older generation who have been in the field for a longer time and with high experience about work (Brown, 2012). The younger generation tend to use another form of communication that involves abbreviations, informal language and the colloquialisms that need to be seriously be broken down for better understanding. In some organizations the older workers are accustomed to communicating and this happens with high formality that has to be followed to the latter.
Purpose Statement
Due to increased multigenerational workforce, the general problem is that each generation has a unique and preferred communication/motivational style that challenge the leaders and the supervisors of multigenerational workforce. The main focus of the study is to determine how communication can be a challenge within the multigenerational workforce and what needs to be done to improve the situation. A survey methodology that employs the use of case study can best be used to answer the research questions related to communication in a multigenerational workforce. The focus of this qualitative multi-case study is to explore strategies that managers use to motivate a multigenerational workforce and remove the barrier that may be presented by the multigenerational workforce. For the purposes of this study, data will be collected from 3HR managers within New York City. The data and the result from this study might greatly contribute to the social change by increasing communication and the overall productivity within the multigenerational workforce environment.
A case study is an examination that contains an oral, archival, and discretionary source-based relic of past or present marvels. Right when associated with a study, relevant examination investigation or procedures will get to the sort sources and frameworks that are open, especially in a way that the method has been gotten to some social science examinations. Case study gives an intentional strategy for looking at events, data collection, and information examination, reporting of the researched report. The result of the technique will help the examiner to secure sharp learned utmost of why the event happened as it did, and what may get the chance to be basic to investigate at more broadly later on investigation. Another proposition is that case study can be seen as an examination approach, an exploratory solicitation that examines a sensation inside its real setting. Exactly when depicting the context oriented investigation, a couple of examiners battle that the unit of examination is the most essential point of view for the circumstance study ensuing to independent from focusing on a social event or individuals; it tends to focus on the system or technique for movement.
Research Question
The communication style can be used by the leaders and supervisors who work in a multigenerational workforce has not been fully established. The ability of the people in the multigenerational workforce to enhance their communication is very important as it will enhance proper relationships and improve the productivity of the workforce.
Theoretical or Conceptual Framework
Social constructionists
Social constructionists, also known as symbolic interactionism, is a theory that considers communication as a perfect transaction of message that comes from the sender to the receiver as a product of information sharing and creation of social meaning. The social constructionist theory argues that how somebody says something determines the meaning of the message by assuming that the ideas are constructed though the social process. It can also be viewed as a constructivist view that that involves an ongoing process that symbolically forms and reforms personal identities involved in the communication process. The social constructionist theory sees communication as a robotic and computer like since it is seen as a transmission model from one medium to another. The constructionist view provides a more realistic view of communication by involving a proper interaction of people through sharing of ideas regarding a particular question. According to social constructionist theory, the human communication occurs in electronic form that doesn’t behave as bits in electronic stream, but more like an electric current that runs from one person to another involved in the communication process.
Social learning theory
The theory of social planning is a social learning theory that is as well referred to as the applied social learning theory when developing interventions to motivate all the farmers who are determined in farming issues. This is aimed at reducing seed sowing, nitrogen fertilizer that should be applied and the insecticides that will later be applied in the soil to improve the soil fertility (Hiriyappa, 2009). This type of theory mainly stresses on the importance of observational learning, all the imitations that have to employ for use in the working sector and the media effects on human behavior that has to be followed in the organization to ensure that codes and ethics are well followed. This theory as well explains that through social modeling any worker in the organization or even outside the organization they are in a better position of adapting to any type of behavior that they need to adapt to. It encourages awareness and high expectations of the future that have to be reinforced or punishments that will be affecting the management through the impacts that it brings to the individuals. Extrinsic factors have to be highly be employed for use in changing all the individual behaviors to ensure that they behave accordingly for the success of the organization. However, new behavior is also learned through learning how the rest people conduct’s themselves in the right way that will be impressive to all. The younger generation tend to use another form of communication that involves abbreviations, informal language and the colloquialisms that need to be seriously be broken down for better understanding. In some organizations the older workers are accustomed to communicating and this happens with high formality that has to be followed to the latter.
Behavioral theory
Theory of planned behavior is applicable in developing the campaign approach and media materials with the aim of driving strategic communication campaign framework to understand how the individual’s behavior ought to be promoted in the right way. This theory works hand in hand with the theory of planned behavior that asserts the intentions to perform certain behavior that is advocated for use in the organization. The attitude of a certain individual is what asserts the intention to behave in a certain way that is needed in the organization. This theory has helped in controlling the norms that were employed for use by the individuals that led to controlling the health matters in the organization (Cekada, 2012). Health campaigns have been reported to be successful through this theory; since, it ensured that people were made aware to ensure that they determine, which type of diseases contribute to the certain behavior that is evident in employees. This helps them in making a good decision that will give them the chance to make good analysis and increase their knowledge in handling matters that arise ahead. This theory help in explaining why some media campaigns have limited success and give a solution on what need to be done to ensure this problem is improved to the right standards. In some organizations the older workers are accustomed to communicating and this happens with high formality that has to be followed to the latter.
Significance of the Study
This study has a lot of business significance as it will greatly transform the manner in which people view the multigenerational workforce. This study has the potential of improving workplace productivity by increasing job satisfaction among the multigenerational workforce. Employees feel empowered if they if they appreciate their multigenerational differences in the context of communication between them. The smoothness of communication flow is very important to workers since employees feel secure when they are able to receive truthful and updated information from their bosses and their co-workers (Hiriyapa, 2009). The future of the company is guaranteed if everything is communicated in the right way and in the right channels across the multigenerational workforce. Enhanced communication skills will help to reduce the barriers within the multigenerational workforce and enhance understanding among the general workers. The generational differences requires proper understanding among the difference age groups segments as will be highlighted by this research. This study enhances the ability of an organization to offer enhanced job satisfaction, team building, increased commitment and loyalty that an organization needs to improve the productivity of its workers. The ability of an organization to enhance their human resources will enable to move forward and increase on their competitive ability.
References
Brown, S. E. (2012). Attracting, challenging, and leading a multigenerational workforce-A perspective. Frontiers of Health Services Management, 29(1), 29-33.
Cekada, T. L. (2012). Training a multigenerational workforce. Professional Safety, 57(3), 40-44.
Hiriyappa, B 2009, Organizational Behavior, New Age International, New Delhi.
Rajput, N., Marwah, P., Balli, R., & Gupta, M. (2013). International Journal of Marketing and Technology, 3(2), 132-149.
Armstrong, M 2008, Strategic Human Resource Management : A Guide To Action, London: Kogan Page, eBook Collection (EBSCOhost), EBSCOhost, viewed 31 December 2014
Cahill, Terrence F,E.D.D., F.A.C.H.E., & Sedrak, Mona,P.H.D., P.A. (2012). Leading a multigenerational workforce: Strategies for attracting and retaining millennials. Frontiers of Health Services Management, 29(1), 3-15.
Cekada, T. L. (2012). Training a multigenerational workforce. Professional Safety, 57(3), 40-44.
Jora, R. B., & Khan, S. (2014). Motivating multigenerational human resource. International Journal of Organizational Behaviour & Management Perspectives, 3(4), 1276-1281.
Rajput, N., Marwah, P., Balli, R., & Gupta, M. (2013). Managing Multigenerational Workforce: Challenge For Millennium Managers. International Journal of Marketing and Technology, 3(2), 132-149.
Differences between agent, employee and independent contractor
Differences between agent, employee and independent contractor
Order Instructions:
explain how the court will determine whether a person is an employee, an independent contractor, or an agent.
SAMPLE ANSWER
Differences between agent, employee and independent contractor
The differences between an employee, agent and independent contractor are established by various factors such as the degree of skill used in performing the job, the mode of payment, the regularity of the work in the company’s business, whether the work forms part of the ordinary business of the principal, and the tools and materials used in doing the job (Megerdomian, 2010).
While the agent and employee work under the control and direction of the principal, an independent contractor acts as a separate and distinct entity. Thus, an independent contractor provides service in accordance with his own control and direction. Employers do not determine the manner, means and details of the job done by independent contractors. However, an employee does not act as a separate and distinct entity but works in the employer’s business, under the direction and control of his employer.
An employer is also distinguished from an employee in line with the mode of payment. An employee is on the employer’s payroll and receives regular payment. However, an independent contractor receives payment by the job done. Another difference is that an independent contractor uses his own tools and materials in carrying out his work while an employee uses tools and materials provided by the employer.
An agent is a person acts in accordance with the authorization of the principal. The authority may either be actual, apparent or ratified. An agent may operate either as an independent contractor or an employee who provides service for the principal on a regular basis. Nevertheless, a fully independent third party is capable of being an agent without having any status of an independent contractor or employee.
Effect of Male and Female Supervisors on Employees
Effect of Male and Female Supervisors on Employees
Effect of Male and Female Supervisors on Employees Rate of Risk Occurrence
Order Instructions:
Hi there,
I will email my task to you later.
Please let me know how many pages will be.
Thank you very much.
SAMPLE ANSWER
Effect of Male and Female Supervisors on Employees Rate of Risk Occurrence
ABSTRACT
The purpose of this study was to investigate the rate of occurrence of risk for employees under male and female supervisors in three manufacturing locations. Using a t-test for independent samples, it was found that the rate of injury and risk for employees under male and female employees in three manufacturing locations was the same at t (49) = -.609, p > .05. However, the test also indicates that safety climate for employees under male and female employees in three manufacturing locations was different at t (49) = -2.052, p < .05.
It was concluded that the rate of occurrence of risk for employees under male and female supervisors in three manufacturing locations was the same at a 95% level of precision.
INTRODUCTION
The primary safety and health hazards for the construction worker are: falls, being struck by/against (falling object, machinery), caught in/between (trench cave-ins, between vehicle and object), electrocution, musculoskeletal disorders (lifting, awkward postures, repetitive motion, hand-tool vibration, flying/falling objects), and exposure to a variety of chronic health hazards (noise, silica, asbestos, man-made fibers, lead and other metals, solvents, hazardous wastes, heat, and extreme cold).
One of the major concerns in the manufacturing sector is employee safety. Male supervision has been dominant in the manufacturing sector for decades. Globally, gender based work place supervision has been changing with women acquiring supervision roles at a steady rate at just over 50% for the past 25 years. In the USA, women comprise 27% of the manufacturing workforce2 and almost half (47%) of the labor force with the annual growth of women in the labor force projected at approximately 0.7% during the next decade (Quinlan, et. al, 2001).
Research is constantly providing new methods of increasing safety at the work place. One of the major areas under study is the inclusion of the female gender in the supervisory roles. To make it possible for the realization of these methods, this paper strives to study the occurrence of risk to employees under male and female in different manufacturing locations empirically.
Statement of the problem
The purpose of this study was to investigate the rate of occurrence of risk for employees under male and female supervisors in three manufacturing locations.
Statement of Hypothesis
Work place safety was studied in 3 manufacturing locations and the research question of the study was used to formulate the study hypothesis. The null hypothesis stated that the rate of occurrence of risks is the same for the employees under female and male supervisors in the three manufacturing locations while the alternative hypothesis stated that the rate of risks occurrence is different for the employees under female and male supervisors in the three manufacturing locations. The hypothesis was tested at a 95% confidence interval.
METHOD
Participants for the study were selected through a stratified sampling technique in three manufacturing locations in the Unites States i.e. Boston, Phoenix and Results. A random sample of both male and female supervisors was picked in the 3 locations then the employees assigned to each of the selected supervisors were picked for the study using random numbers.
A measuring instrument was used to allocate indexes to each of the variables under study. The test was designed to measure the employees injury rate, safety climate and per safe beh to scale through an index. Employees risk was also measured as different variable using ordinal scale. Content validity was maintained in obtaining base values and calculation of the indices assigned to the variables in the study.
The design used in this study was an experimental design. The selection of this design was influenced by its capability to provide control for sources of invalidity and also its capability of achieving randomization in sampling. Pre testing was conducted to assess the viability of conducting the study.
The procedure used in this study involved selecting male and female supervisors randomly and assigning employees to each of the supervisors. Interviews were conducted in the field and data was recorded in questionnaires. Components of the questionnaire captured different attributes of the following variables; site, supervisor gender, hours worked per safe beh, injury rate, safety climate and the operation conducted. Additional secondary data regarding a supervisor’s total number of employees and their total number of hours worked was also recorded. The manufacturing locations were allocated equal number of supervisors with the aim of ensuring equality of variance for the different locations and also achieving normality of the observations.
Data was entered into Ms excel and then transferred to SPSS for analysis.
RESULTS
Data was loaded into the analysis software for and the output explained below was obtained. An independent samples t-test was carried out for 3 of the variables i.e. injury rate, safety climate and risk. Supervisor gender was used as the grouping variable in conducting the study where the effects of the manufacturing location were ignored. A t test for independent samples was used since the male and female supervised groups were randomly picked and the data collected was interval. Examination of means was also conducted to study variations as shown from the tables in the appendix.
For the injury rate, it is concluded that the injury rate is the same for the employees under female and male supervisors in the three manufacturing locations at 95% level of precision. The results indicate that the injury rate for employees under male supervisors (M = 1.353, SD =12.98) was not different from injury rate for employees under female supervisors (M = 1.663, SD = 20.816), t (49) = -.609, p> .05 i.e. 0.532. The injury rate is the same for employees under male and female supervisors in the 3 locations at 95% level of precision where 95% confidence interval for the mean difference between the male and female cases was -13.0148 to 6.8087189 as shown in tables 1 and 2 in the appendix.
For the safety climate, it was concluded that the safety climate is the different for the employees under female and male supervisors in the three manufacturing locations at 95% level of precision. The results indicated that the safety climate for employees under male supervisors (M = 4.391, SD =0.8626) was different from safety climate for employees under female supervisors (M = 4.968, SD = 1.112), t (49) = -2.052, p< .05 i.e. 0.045. The safety climate is the different for employees under male and female supervisors in the 3 locations at 95% level of precision where 95% confidence interval for the mean difference between the male and female cases was -1.14324 to – 0.012037 as shown in tables 3 and 4 in the appendix section.
For the rate of risk, it was concluded that risk is the same for the employees under female and male supervisors in the three manufacturing locations at 95% level of precision. The results indicated that the risk for employees under male supervisors (M = 4.79, SD =2.0) was not different from risk for employees under female supervisors (M = 4.41, SD = 2.043), t (49) = .677, p> .05 i.e. 0.501. The risk is the same for employees under male and female supervisors in the 3 locations at 95% level of precision where 95% confidence interval for the mean difference between the male and female cases was -.756 to 1.525 as shown in tables 5 and 6 from the appendix section.
DISCUSSION
The results of this study support the original hypothesis that the rate of occurrence of risk was the same for employees under male and female supervisors in the 3 manufacturing locations. However, the results cannot be generalized for all the variables under study since risk portrayed different results.
REFERENCES
Cooper, D. R., & Schindler, P. S. (2011). Business Research Methods (11th ed.). New York:
Ghauri, et al. (2005). Research Methods in Business Studies: a Practical Guide.
Kumar, R. (2009). Research Methodology: A step-by-step Guide for Beginners. Greater Kalash: Sage Publications.
Quinlan M, Mayhew C, Bohle P. The global expansion of precarious employment, work disorganization, and consequences for occupational health: a review of recent research. Int J Health Serv. 2001; 31 (2):335-414.
APPENDICES
Group Statistics
SupervisorGender
N
Mean
Std. Deviation
Std. Error Mean
InjuryRate
1
24
1.353291E1
12.9881295
2.6511908
2
27
1.663595E1
20.8160156
4.0060441
Table 1
Injury rate
Levene’s Test for Equality of Variances
F
Sig
t
df
Sig.(2-tailed)
Mean Difference
Std. Error Difference
95% Confidence Interval of the Difference
Equal var. assumed
Equal var. not assumed
1.662
.203
-.609
-.646
49
44.182
.532
.522
-3.10304
-3.10304
4.93226
4.80387
Lower
Upper
-13.0148
-12.7834
6.8087189
6.5774012
Table 2
Group Statistics
SupervisorGender
N
Mean
Std. Deviation
Std. Error Mean
SafetyClimate
1
24
4.391250E0
.8626466
.1760870
2
27
4.968889E0
1.1129183
.2141812
Table 3
Safety climate
Levene’s Test for Equality of Variances
F
Sig
t
df
Sig.(2-tailed)
Mean Difference
Std. Error Difference
95% Confidence Interval of the Difference
Equal var. assumed
Equal var. not assumed
1.489
.228
-2.052
-2.083
49
48.15
.045
.043
-.577638
-.577638
.281453
.277272
Lower
Upper
-1.14324
-1.13508
-.012037
-.020191
Table 4
Group Statistics
SupervisorGender
N
Mean
Std. Deviation
Std. Error Mean
Risk
1
24
4.79
2.000
.408
2
27
4.41
2.043
.393
Table 5
Risk
Levene’s Test for Equality of Variances
F
Sig
t
df
Sig.(2-tailed)
Mean Difference
Std. Error Difference
95% Confidence Interval of the Difference
Equal var. assumed
Equal var. not assumed
.052
.820
.677
.678
49
48.52
.501
.501
.384
.384
.567
.567
Lower
Upper
-.756
-.755
1.525
1.523
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the essay should answer the following with a focus placed on the hospitality industry:
What is meant by the term aesthetic labour? Identify an interactive service occupation and discuss why the industry recruits feminized labour oftentimes with intersecting identities (e.g. age, class,racialised background)? Do these workers experience discrimination (e.g.double-standards sexual harassment) in their occupation? Explain why this
happens.
references to be used in the essay
Employee experience of aesthetic labour in retail and hospitality by: Chris Warhurst & Dennis Nickson
the “Right” Person for the Job: Exploring the Aesthetics of about within the Events Industry by: Katherine L Dashper
Emotional intelligence and emotional labour acting strategies among frontline hotel employees. International journal of Contemporary Hospitality, 1029 – 1046
“Gender, Global Labor Markets, Commodity Chains, and Mobilities: Globalizing Production and Reproduction” by: Heidi Gottfried
Serving People: Gender and Services in the New Economy” by: heidi Gottfried
SAMPLE ANSWER
Aesthetic labor in hospitality
The concept of aesthetic labour
According to Warhurst and Nickson (2007), aesthetic labor refers to the aspect of recruiting, selecting, developing, and deploying physical and presentable features with the aim of bringing out a good and sound image. In addition, studies have established a certain level of classification within interactive service work, and distinctions have further been developed with regard to requisite aesthetics which echo a company’s market dimensions, brand strategies and its appeal to different groupings of consumers. Thus, employees in such hospitality industries as restaurants, bars, style cafes and designer retailers need to have aesthetic skills as well as technical and social skills. The skills that most recruiters look for in aesthetic labor include: voice and accents, personal grooming, dress sense and style, and body language. According to Warhurst and Nickson (2007), the current trend in the hospitality industry has drawn so much attention on aesthetic skills as the vital requisites, and policy makers tend to favor this trend.
Aesthetic labor is required in service industries that are style-conscious as opposed to manufacturing industries due to various reasons. First, the production and consumption of services is simultaneous as opposed to manufacturing which does not happen simultaneously. Second, in service industries, there is a direct interaction between employees and customers. Service employees are considered as part of the product and their relationship with the customers and be described as intangible, spontaneous, continent and variable. These attributes imply that an effective service transaction will highly depend on the extent to which customers perceive the moods, personality, demeanor, and appearance of a firm’s employees. Whereas some companies have made attempts of replacing this uncertainty with technological advances such as automated systems and scripted call-centre encounters, other companies have invested a lot in employee training with the aim of delivering the employer brand image. The training process requires the employers to strictly manage and monitor the behavior and responses or emotional labour of employees. Other employees have resorted to recruiting and selecting ‘oven-ready’ employees with the right skills and attitudes for the jobs, by using competency-based selection procedures. Thus, the traditional understanding of ‘soft skills’ has been overtaken by the trending notion that sounding right and looking good are skills which are not easy to be trained into people. Nevertheless, recruiting employees in light of this assumption may potentially lead to discrimination (Warhurst and Nickson, 2009).
Aesthetic labour in the food industry
The food industry is greatly connected to the rapid growth in consumer culture. This field is unique in the sense that accessing employment basically depends on the personal traits and the ability to appeal to consumers. The job of an events manager or planner is to effectively reflect a future self to the customer.
According to Dashper, the service interactive industry can be described as a ‘customer-oriented bureaucracy’. Employees often encounter very challenging demands due to the dual and sometimes contradictory concepts of customer bureaucratization and orientation. The events industry is one of the interactive services where the concept of labor aesthetics has been successfully used in recruitment processes.
Research shows that although both customer-oriented and bureaucratized elements tend to be gender-neutral, they usually have deep gender inclinations. With regard to service quality, it is usually presumed that customers tend to have gender preferences. Most male consumers prefer the service of female employees. In the events industry, employers put greater emphasis on such personal attributes as honesty, friendliness, self-presentation, and sociability than technical skills and experience.
Employers in the food industry require employees to have the right personality. Most advertisements call for employees who are physically appealing, bright, confident, enthusiastic, dynamic, and proactive. There is a tendency of ‘lookism’, that is, discriminating employees on grounds of their appearance. Employees in the food sector are expected to look very appealing and thus, physical appearance really matters. Thus, younger females would be much preferred than older ones. In addition, women will be expected to dress in a certain manner that attracts customers. Employers tend to control the body posture, language, length of clothes, makeup, shoes, and the color and length of hair of the employees. For instance, women who serve as waitresses in restaurants or clubs are expected to dress seductively in mini-clothes, which is not consistent with Muslim dressing.
The manager is expected t be outgoing and confident (Dashper, 2013). This description matches the skills necessary for the role of people management, customer service, and client relationship building. Although these requirements seem to be ordinary for persons with knowledge and willingness to accommodate the demands of the role, there is usually a presumed reasoning that female employees would not be willing and able to travel for work and that men would not have such constraints.
Thus, work-related travels operate as a barrier for women into employment and a steppingstone to men’s employment. Female employees would also have the willingness and ability to take up work-related travels but gendered perceptions deny women such opportunities. The long, unsociable hours are also indicative of female discrimination, as women are assumed to take up child-bearing roles. In spite of the increasing societal changes with regard to gender equality, women are still majorly responsible for child care responsibilities. The employers in the events industry also expect employees to show willingness to work during unsociable hours and to travel. Thus, most management positions are left to men because of the gendered perceptions that men are more committed and willing to work in all forms of circumstances. Women, on the other hand, are perceived to be more suitable for the waiteress jobs because of the notion that they have higher potential to act in a friendly and deferent manner to customers than men (Gottfried, 2012).
Employees are expected to meet the expectations of employers by engaging in some form of emotional labor. For instance, McDonald’s employees are usually required to greet customers with a smile and friendly attitude irrespective of the employees’ own temperaments and mood at the time. Research indicates that this rigid observance of the rules potentially damages the identity and sense of self of the employees. Women tend to be overrepresented in these jobs because of the deference requirement, which is demanded of all people in disadvantaged structural positions (Warhurst and Nickson, 2009).
Aesthetic labor also has effects on women in the sense that it perpetuates the gender wage gap and occupational segregation. Job segregation refers to the methodical tendency for female and male employees to work in different occupations (Gottfried, 2012). Women often have less pay than their male counterparts working in the same job position. Aesthetic labor is one of the factors leading to occupational segregation. In particular, women are stereotyped as fit for jobs that require emotions in terms of care and empathy. The problem arises from the fact that women are never compensated for these emotional attributes as they are perceived as a sign of weakness. Women only get a small pay in comparison to men due to the notion that women’s work is not very demanding and that it does not involve a lot of struggle since emotional attributes are inherent in the female gene. The emotional demands of labor are not awarded as high as the cognitive requirements of the job.
Female workers also face double-standards discrimination due to the fact that some men misinterpret their display of smiling and show of friendliness as sexual invite. Women who work as waitresses in casinos are encouraged to exaggerate their affection and to act seductively in terms of their dressing, appearance and speech, and this increases their vulnerability to sexual harassment.
There is a tendency of aesthetic labor exhausting employees, and causing burnout over time. In addition, aesthetic labour may lead to reduced job satisfaction due to the pretences that come with it. The increased degree of employee regulation of their emotions at work is linked to increased levels of emotional exhaustion and lowered levels of employee job satisfaction (Kim et al, 2012).
In conclusion, aesthetic labor has both positive and negative consequences. On a positive side, aesthetic labor promotes positive interactions between the employees and customers. It leads to such positive outcomes as the customer’s willingness to return, recommend the company to others, and the tendency to appreciate the perception of overall service quality. Negatively, aesthetic labor leads to emotional exhaustion and burnout as well as reduced job satisfaction. It also promotes discrimination against female employees in terms of less pay and sexual harassment.
References
Gottfried, Heidi. Gender, work, and economy: unpacking the global economy. John Wiley & Sons, 2013.
Gottfried, Heidi. Serving People: Gender Services in the New Economy. John Wiley & Sons, 2012.
Kim, Taegoo, Joanne Jung-Eun Yoo, Gyehee Lee, and Joungman Kim. “Emotional intelligence and emotional labor acting strategies among frontline hotel employees.” International Journal of Contemporary Hospitality Management 24, no. 7 (2012): 1029-1046.
Dashper, Katherine l. “The “right” person for the job: exploring the aesthetics of labor within the events industry.” Event Management 17, no. 2 (2013): 135-144.
Warhurst, Chris, and Dennis Nickson. “‘Who’s Got the Look?’Emotional, Aesthetic and Sexualized Labour in Interactive Services.” Gender, Work & Organization 16, no. 3 (2009): 385-404.
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Comprehensive analysis of the World Trade Organization Order Instructions: (WTO) and its efforts in the protection of environmental interests and human life and health in line with GATT
Comprehensive analysis of the World Trade Organization
Thesis, Project and Research Paper:-
For your Final Project, you will submit an Individual project that will consider in detail the legal issues in a trade dispute between WTO member states. Below is the Final Project question.
It has been said that the World Trade Organisation does not pay much attention to issues related to the environment, health and human rights. Its free trade agenda, which is championed by powerful states and backed by strong multinational corporations, is being pursued in a manner that is detrimental to these important social issues. Unless the organization changes its position and addresses these issues, the fate of mankind is very bleak. With the aid of academic writings, the WTO agreements, and the jurisprudence of the panels and Appellate Body critically discuss and evaluate this observation.
For your Individual Project this week, write a proposal outlining the scope of your planned report and describing the materials you intend to use as the basis for your research.
Comprehensive analysis of the World Trade Organization Sample Answer
Comprehensive analysis of the World Trade Organization (WTO) and its efforts in the protection of environmental interests and human life and health in line with GATT Article XX
Introduction
When the Uruguay Round of the General Agreement on Tariffs and Trade (GATT) was completed in 1993, WTO was established, resulting in trade barriers being lowered. GATT also came as a significant international measure for balancing between trade and environmental interests. Members of the GATT also made an agreement, in a meeting to sign the Final Act, to establish a Committee on Trade and the Environment[1].
There has been so much controversy with regard to WTO’s efforts in balancing between trade and non-economic societal issues related to the environment and human life and health. It is contended that the manner in which WTO’s free agenda is pursued by powerful states and strong multinational corporations is detrimental to important non-economic societal issues. This paper explores the various WTO agreements and the jurisprudence of the panels and the Appellate Body in line with Article XX to gauge the extent to which WTO achieves a balance between trade and non-economic societal interests, and any possible reforms to the same.
Research Questions
This research will focus on the following questions:
What is the applicability of Article XX of GATT 1994 on WTO’s goals of balancing between trade and non-economic societal interests?
What is the scope of WTO’s anti-dumping measures and what role do they play in the protection of non-economic societal interests?
Chapter 1 will give a brief historical account of the link between trade and non-economic societal interests through GATT 1947 and GATT 1994. This information will introduce the discussion on issues of protection of human life and the environment. Chapter 2 will explore Article XX of the GATT and its applicability in the protection of non-economic societal rights. Chapter 3 will comprise an analysis of WTO dispute settlement systems and their position on the balance between trade and non-economic societal interests. Chapter 4 will involve a conclusion which will summarise the discussions in paper and provide possible recommendations. Each chapter will have an introduction, a discussion of the highlighted issues and a conclusion.
Research Methodology
This study will basically relies on Article XX of GATT, whereby secondary sources such as books, journals, articles, reports, and reviews will be utilized to help in understanding the scope of WTO and the extent to which it balances between trade and other non-economic societal interests such as protection of the environment and the life and health of humans. This research will also apply international debates, including an analysis of several key WTO agreements and the contributions of the WTO dispute settlement panels, the Dispute Settlements Body, and the Appellate Body to the goals of WTO.
Literature Review
Van den Bossche and Zdouc’s submits that Article XX of GATT 1994 allows for the protection of some important non-economic societal values such as public health and the environment. Article XX paragraphs (b) and (g) reconciles between trade obligations and environmental interests executed due to environmental policies. Environmental interests focus on protecting the plant, animal, and human life and health and conserving exhaustible natural resources. These exceptions ensure that member states, under particular conditions, are able to make a preference for environmental goals over liberalization and rules on market access. The two paragraphs are particularly relevant with regard to the protection of human health and the environment. They provide a good ground for justifying the protection of environmental interests against measures which are otherwise not consistent with the GATT 1994 provisions[2].
It is evident that measures which satisfy the conditions provided under Article XX are allowed regardless of their inconsistency to the provisions of GATT 1994. The Panel in US-Section 337 held that some provisions under GATT are limited and conditioned by provisions of Article XX. Although Article XX compels member states to ensure the adoption and maintenance of measures that promote or protect other fundamental societal values, it still limits or exempts affirmative commitments under the GATT 1994. This can be perceived as the reason for Article XX being given significant consideration in the settlement of numerous WTO and GATT disputes[3].
Although there are several arguments that the narrow construction of Article XX implies that its specific exceptions also have to be interpreted narrowly, the Appellate Body has taken a different approach. In the cases of US-Shrimp and US-Gasoline, the Appellate Body showed its inclination to a balance between the general rule and the exception. It takes a narrow approach to interpret the exceptions of Article XX, that is, the exceptions that allow for trade restrictive measures in light of protecting the environment and public health are inappropriate. The Appellate Body advocates for the balancing of trade liberalization and other social values.
The Panel in US-Shrimp, in light of the type of measure which could be justified within Article XX, held that measures with the potential of undermining the WTO multilateral trading system were not justified under Article XX. In addition, the multilateral trading system would be undermined by measures which condition access to the party state’s market for a certain product following the adoption of certain policies by the exporting party state. Upon appeal, the Panel’s decision was rejected by the Appellate Body in line with the scope of measures justified under Article XX.
The Appellate Body has not yet ruled the on the justification under Article XX of measures protecting or purporting to protect societal values or interests out of the territorial jurisdiction of the party state taking the measures. Article XX does not provide for any explicit jurisdictional limitation. Nevertheless, the issue raised in light of this is whether there exists an implied jurisdictional limitation in the sense that parties can invoke the provisions of Article XX for purposes of protecting non-economic societal values out of the territory of any party concerned. In US-Shrimp, the case involved a ban on the import of shrimp yielded through such means that resulted to the incidental killing of sea turtles. It was observed by the Appellate Body that sea turtles migrated to or traversed waters in accordance with the United States’ territorial jurisdiction[4].
Although the Appellate Body’s position on the use of Article XX in protecting and promoting societal values and interests outside the state party’s territory is still unclear, the Panel in EC-Tariff Preferences held that the policy indicated in the Drug Arrangements does not aim to protect human life or health in the European Communities and thus, the Drug Arrangements are not consistent with the provisions of Article XX (b).
Van den Bossche and Zdouc argue that the paragraphs of Article XX contain different requirements regarding the relationship between the measure at issue and the societal value pursued. Article XX contains a two-tier test for the determination of justification of any inconsistency of a measure to GATT provisions. The first requirement is that the measure needs to be consistent with one of the specific exceptions provided under the paragraphs of Article XX. The second requirement is that the application of the measure needs to be consistent with the provisions of the chapeau of Article XX.
In practice, the legal requirements set out by the chapeau if Article XX has played a very significant role in dispute settlement. The Panel and the Appellate Body have turned to these requirements in dealing with controversial decisions. In US-Gasoline, the Appellate Body held that the purpose of the chapeau is to ensure that there is a balance between a measure and societal values. Similarly, in US-Shrimp, the Appellate Body asserted that the chapeau reflects the recognition on the part of WTO members of the requirement to maintain a proper balance between the right to invoke any of the exceptions under Article XX and the substantive rights of the other members provided under GATT 1994. In other words, the chapeau plays a significant role in ensuring that parties do not misuse of abuse the exceptions of Article XX. The Appellate Body perceives the chapeau as a reflection of the principle of good faith that imposes limits on the exercise of rights by states (pg 642). Thus, the measures adopted by states ought not to unjustifiably discriminate between countries in which there are similar conditions, or to restrict international trade in disguise.
The Panel and the Appellate Body pursue the ‘necessity’ test in determining whether the measure can still be justified under the exception provided in Article XX (b). The necessity test comprises of two requirements. First, the policy objective pursued by the measure should be in line with the protection of the life or health of plants, animals or humans. Secondly, the measure should be a necessary requirement for the fulfillment of the objectives of the respective policy. for instance, the Panel in US-Gasoline held that the measure was valid because the party invoking Article XX (b) had shown that the policy with regard to the measure was in line with the protection of the life or health of humans, animals or plants and that the inconsistent measure was a necessary requirement for the fulfillment of policy objectives. Accordingly, the Panel also applied the ‘necessity test’ in the Thailand-Cigarettes case and US-Tuna (Mexico) case. Thus, although WTO members enjoy autonomy in determining their own environmental policies and objectives, they are still limited by the need to adhere to the paragraphs of Article XX of the GATT 1994[5].
The Appellate Body has not yet given its clear view on the balance between anti-dumping measures and environmental protection but it tends to take a narrow approach[6]. Provisional anti-dumping measures that may be imposed may be in terms of provisional duty or security, either by cash or bond, which equals the amount of the anti-dumping duty estimate. It is not supposed to be higher than the provisionally estimated dumping margin. Article VI provides for price undertakings in lieu of imposing anti-dumping duties. The exporter and importer can make an undertaking to make a revision of the prices or stop exports at dumped prices. States are required to apply the “lesser duty” rule whereby the duties are imposed at lower levels than the margin of dumping as long as it is adequate to heal the injury. With regard to environmental protection, the present WTO rules provide that even in cases where the exporting countries do not impose restrictions on their carbon emissions, the social costs of carbon are not supposed to be labeled as dumping. Other members of WTO currently do not have implied rights to impose anti-dumping duties on imports in case the exporting country fails to impose a carbon tax or internalize the complete price of carbon.
References Cited and Indicative Bibliography
A Walter, “Environmental Protection in the EU and the WTO: Is Article XX GATT in its Present Interpretation Consistent with the Current Standard of Environmental Protection of the EU?.” European Energy and Environmental Law Review 23.1 (2014): 2-20.
AH Qureshi & MD Evans, ‘Extraterritorial Shrimps, NGOs and the WTO Appellate Body’ (1999) 48 ICLQ 199-206.
BJ Condon, ‘The Existence of a Duty to Negotiate in the General Exceptions of GATT and GATS’ (2005) Social Science Research Network.
JL Nissen, “Achieving a Balance between Trade and the Environment: The Need to Amend the WTO/GATT to Include Multilateral Environmental Agreements,” Law and Policy in International Business, (1997) 28, 3.
P Low, “Preferentialism in Trade Relations: Challenges for the World Trade Organization.” (2014).
PC Mavroidis, ‘From GATT 1947 to GATT 1994’ in Trade in Goods (Oxford Scholarship Online,2008).
RF Yearwood. (2012). The Interaction between the World Trade Organization (WTO) Law and External International Law: The Constrained Openness of WTO Law (a Prologue to a Theory). Routledge.
THAILAND – CIGARETTES (PHILIPPINES)1. (DS371).
US-Gasoline.
US-Shrimp.
US-Tuna (Mexico).
Van Asselt, BA Marjoleil, E Michelle, & Vos Elle. “Trade versus health and the environment?.” Trade, Health and the Environment: The European Union Put to the Test (2013): 3.
Van den Bossche, P and Zdouc, W. (2013) The Law and Policy of the World Trade Organization: Text, Cases and Materials, 3rd Edition, Cambridge University Press.
[1] JL, Nissen, “Achieving a Balance between Trade and the Environment: The Need to Amend the WTO/GATT to Include Multilateral Environmental Agreements,” Law and Policy in International Business, (1997) 28, 3.
[2] Van den Bossche, P and Zdouc, W. (2013) The Law and Policy of the World Trade Organization: Text, Cases and Materials, 3rd Edition, Cambridge University Press.
[3] BJ Condon, ‘The Existence of a Duty to Negotiate in the General Exceptions of GATT and GATS’ (2005) Social Science Research Network.
[4] PC Mavroidis, ‘From GATT 1947 to GATT 1994’ in Trade in Goods (Oxford Scholarship Online,2008).
[5] AH Qureshi & MD Evans, ‘Extraterritorial Shrimps, NGOs and the WTO Appellate Body’ (1999) 48 ICLQ 199-206.
This is an often misunderstood concept and tends to be given ’lip service’ by many organisations in terms of ’people are our most important assets’ for example. But what does it actually mean? Please see the attachment based on the ideas of Mayo (2001).
Quantifying people as assets may to a certain extent appear unconventional; given that the value of human capital is difficult to measure due to its intangibility. In contemporary organizations which seek to compete effectively however, human capital should be a highly valued asset as it contributes immensely to an organization’s market value (Rastogi, 2000).
According to Mayo (2001), companies are ‘loaned’ ‘human capital’ by employees including personal knowledge, capabilities, commitment and experience; and this denotes the importance of human capital in contributing to an organization’s market value. Accordingly, taking an audit of the human asset worth is highly necessary for organizations which seek to determine the contribution of people to value addition. Mayo (2001) gives a formula for calculating peoples’ asset worth as a factor of employment costs and the individual asset multiplier (IAM), which is a function of capability, contribution, potential and values alignment.
Rastogi (2000), notes that employees represent an organization’s competitive advantage. Acknowledging people as a valuable asset encompasses recognizing that employees are responsible for organizational growth and profitability and that it is through them that customer loyalty is built (Becker, Huselid and Ulrich, 2001). This insinuates that without good people, the organization cannot thrive no matter how good its strategy is. As organizations consider people as assets, it is imperative that the management recognizes that productivity is tagged to motivation; hence the need to continually promote a working environment that drives commitment and motivation in order to get the best out of people (Becker, Huselid and Ulrich, 2001).
Finally, human capital generally appreciates as employees gain skills, knowledge and experience (Mayo, 2001). This is unlike other forms of assets which are known to have a depreciating lifespan. In this respect, people can arguably be considered a great asset for any organization.
References
Becker, BE, Huselid, MA & Ulrich, D 2001, The HR Scorecard: Linking People, Strategy and Performance, Harvard Business School Press, Boston.
Mayo, A (2001) The Human Value of the Enterprise, Nicholas Brearley, London.
Rastogi, PN 2000, Knowledge management and intellectual capital – the new virtuous reality of competitiveness, Human Systems Management, 19 (1), pp. 39-48.
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