Minimum Wage And The Laws That Govern Wage Rates Within...

In this paper I will introduce the concept of minimum wage and a few of the laws that govern wage rates within the United States. I will also discuss some of the idea of both the support and opposition to minimum wage. I will also introduce some United States companies who have made the decision to raise their own minimum wages, why they made the decision to do so, and the changes and expectations they have as a result. Raising minimum wage for a company is not easy, and what to raise it to is harder, but for many companies, it is a good idea. In this paper, I will explain why. Introduction A minimum wage is the lowest hourly amount that employers may legally pay to their employees. This also means it is the lowest wage at which workers may sell their labor. Minimum wages laws exist in many different cities and countries, but opinions about their advantages and disadvantages vary throughout. Supporters of the minimum wage say it increases the standard of living of workers, reduces poverty, reduces inequality, boosts morale and forces businesses to be more efficient. Opponents of an increase in minimum wage say it increases poverty, increases unemployment and damages businesses. The United States federal government has, over time, raised the country wide minimum wage to $7.25 per hour. This represents the lowest any state can set their minimum wage level. However, some states have chosen to set their own minimum wage higher, such as the $9.47 that Washington has set asShow MoreRelatedBrazil And The State Of Brazil958 Words   |  4 Pagesbranch also has a Chamber of Deputies who serve in different districts. Each State, similarly to the United States, has an elected governor. The Supreme Federal Tribunal is in charge of the judicial branch. Judges within the judicial system serve life long terms and are given the responsibility to charge and uphold laws set by the government. (BRAZIL, n.d.). Brazil is a very litigious society. Currently, the laws that govern employee rights have not been updated and give employees a majority of theRead MorePolitical Involvement os Power of the Public1456 Words   |  6 Pagesresponse to that distress (Kraft and Furlong, 2013). There are currently nineteen states that offer a higher minimum wage than the federal mandate. Thirteen states raised their minimum wage levels on January 1, 2014, increasing the purchasing power of the lowest paid workers in each respective state, some of the increases were under fifteen cents (United States Department of Labor). It is projected that minimum wage increases will drive consumer spending; and that can encourage job growth which willRead MoreEssay on Human Resources Analysis1329 Words   |  6 PagesHuman Resources Analysis Savannah Hayes SEC 370 Debbie Travis Human Resources Analysis In the United States there are many labor laws that the cooperate world must up hold by, these laws seem complicated but are actually quite simple once you break them down. For instance, the Fair Labor Standards Act (FLSA) of 1938, as amended, provides for minimum standard for that of both wages and overtime entitlements by employees, and spells out the administrative procedures that needs to be takenRead MoreBusiness Ethics And Law : Legal And Ethical Issues1213 Words   |  5 Pagesethics and law are fundamental principles that guide the way businesses operate. Business ethics are decided and formed by each company and differ from one company to another. 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FDR advocated for the minimum wage with the argument that â€Å"all but the hopelessly reactionary will agree that to conserve our primary resources of manpower, government must have some control over maximum hours, minimum wages, the evil of child labor, and the exploitation of unorganized labor† (Greene 2013). This idea led

Is Reality And Personal Identity - 1878 Words

Safian Alli English 101: College Prep Professor Monescalchi July 26, 2017 Paper #2: (Final Draft): Reality and Personal Identity Reality is an unstable state of consciousness that differs for every individual, as it is formed and based every individual’s experiences and societal influences. A person’s state of reality is formulated on the basis of his or her self-conception, that is, one’s tentative awareness of his or her unique abilities. The relationship between reality and personal identity is highlighted throughout Andrew Solomon’s â€Å"Son† and Leslie Bell’s â€Å"Hard to Get: Twenty-Something Women and the Paradox of Sexual Freedom,† where one’s personal identity affects his or her state of reality as it dictates how he or she perceives†¦show more content†¦Bell writes, â€Å"Tired of being a good girl who met all her parents’ and community’s expectations, Jayanthi began casually hooking up with men after college, often meeting several in one night† (33). Initi ally, Jayanthi adopted the â€Å"good girl† strategy as a part of society’s expectations and fulfilled her parents’ desire of being a typical Indian girl. In other words, Jayanthi’s initial approach to her reality as well as her personal identity was to act according to her parents’ and society’s expectations. However, throughout the passage of time, Jayanthi becomes â€Å"tired† of the â€Å"good girl strategy† as she still did not find her sense of identity but instead, her initial reality was altered because she did not embrace who she was. Essentially, Jayanthi did not embrace her reality at present as she feels that her life was determined by her family’s expectations. In essence, her pre-conceived reality of being a typical Indian daughter was altered because of her individual desire to find her sense of identity that is more complicated than that laid out from her cultural background. In an attempt to defy he r parents’ as well as society’s expectations, Jayanthi decided to find her ideal sense of reality by searching for her personal identity. Bell writes, â€Å"Jayanthi worked hard to give herself a history that differed from her family’s expectations †¦prior to her crazy time, she felt herself to be meeting all her parents’ expectations of a good Indian girl† (34).Show MoreRelatedIdeas Of Personal Identity, Human Nature, And Reality877 Words   |  4 PagesMy aim in this essay is to analyze in this order the ideas of personal identity, human nature, and reality. The following essays and films will be analyzed: Divided Minds and the Nature of Persons, The Selfish Cooperator, Does the Real World Exist, Transfer, I Am and The Signal. In Derek Parfit s Divided Minds and the Nature of Persons, we learn that personal identity is ever changing, whereas in Richard Dawkin s essay The Selfish Cooperator we are taught that human nature is circumstantialR ead MoreThe Movie Matrix and Mindscan: Are AI’s Human or a Hoax?1855 Words   |  7 Pagesand artificial intelligence (AI) have blurred into an area of controversy. Questions such as what characteristics define being human, what is a personal identity, and can AI’s ever be considered human are only a few questions addressed by Mindscan and The Matrix. Using Richard Sawyer’s novel Mindscan, and the movie The Matrix, I will discuss my personal views on what defines humanity and whether or not the characters in the above works meet these criteria. Many conditions must be met in order forRead MoreTheme of Identity in Summer Farm and The Bay1011 Words   |  5 PagesThe theme of identity is featured in the poems â€Å"Summer Farm† by Norman MacCaig and â€Å"The Bay† by James K. 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Managing Human Resources Wollongong Yard

Question: Discuss about the Managing Human Resourcesfor Wollongong Yard. Answer: Introduction The management of the organisation has a predominant role to play in leading the people in the appropriate ways so that the goals of the organisation will be achieved. The employees and the management require working together of the accomplishment of the strategies of the organisation. In the case study organisation, this has been found that the manager was very adamant and had no rapport with the employees of the yard which resulted in huge losses. The owner of the yard sold it to a new company. The reputation of the Wollongong yard ruined immediately. But with the arrival of the new manager and the new management, the HRM policy was changed. The new manager managed to inspire people in the reverse situations. This report studies hope the Human Resource management plays a vital role in managing people in the changing environment (Glisson Lawrence, 2011). Overview of the Company Wollongong yard of Top Trucking Company was popular for its quality performance. The high performing yard was duly supported by the truck union and its delegate, George. The company faced a difficult situation due to the adamant attitude of the manager of the yard. The incompetence of the manager did not bring good results to the company. The management wanted to sell the yard although the market position of it was high. A big national transport group procured the yard and stationed a new manager to manage the yard. The HRM process of the company started changing immediately although the employees and the workplace remain same. The HRM formulated strategies to establish a new culture and the new manager was given the responsibility to manage the situation (summary.com, 2017). The new manager had to motivate the employees to work for the achievement of the objectives of the organisation. At the other hand, the manager has to work with George who is the representatives of the union and the employees of the organisation respects George very much. Thus the new manager has to face many challenges in establishing a new culture. Human Resource Management and its Impact on the Culture of the Organisation For every modern organisation, the importance of HRM is more. The Human Resource Management employees appropriate people in the appropriate position and manage the human resources. The Human Resource Management of the new company made a new initiative to manage the change situation. The management appointed a new manager to deal the change. The shifting of the ownership from the old management to the new management was a challenge. The changeover has been very crucial for the management (Barrett, 2010). The truck drivers of the company did not accept the new manager and all the initiatives taken by him to improve the culture of the organisation (Vogel Davidson, 2015). But the management came up with a new strategy focused on fulfilling the requirements of the employees along with the development of work culture. The management imparted facilities for the wellbeing of the employees and cleared the yard. The new manager talked to the drivers and took advantages of their experiences. He also installed a computer for the management of the warehouse. The drivers were sent to the training and lots of the skill development activities were initiated. This brought changes in the culture of the organisation. The drivers started feeling that the new initiatives by the new manager favour them. The delegate of the union also felt that the HRM initiatives are in the favour of the employees and for the improvement of the company. The new company also procured new trucks and worked for the development of the infrastructure. The drivers who in the beginning denied the new initiatives later accepted the facts. They went on strike and they were also accepted by Geor ge. But later the drivers and Gorge worked with the new managers to bring development in the company. The Study of the new Initiations of the HRM Policy of the Company with Reference to Harvard Model Harvard model focuses on the importance of the managers in bringing success to the company. The responsibility of the line manager is to coordinate with the employees and establish good work culture so that the management and the employees will not find difficulty to work as per their job description (Frederic, 2014). The responsibility of the manager is to examine the link between the expectations of the employees with that of the expectation of the company. The manager should make it clear that the collective efforts of the leaders and the followers of the organisation can only bring success to the company. Thus the manager makes efforts to recruit good people in the workplace. The manager is delegated to see the works are done properly. The retention policy of the company should be good and the employees should be encouraged with rewards and recognition (Zhu, 2008). The HRM focuses on making the working place good so that people will get motivated to work better. In the case study organisation, the new management followed the Harvard model and appointed a new manager who took all the responsibilities to manage the workplace in a better way. The entire strategy was changed and the new manager worked for the development of the drivers. Thus the Harvard model was very successful for the company (Kumar, 2009). New manager and the HRM Strategy The new company was an established company. It has an established organisational culture. The takeover of the yard of Top Trucking was a challenge for the company. The manager was very successful in bringing changes in the yard. In the very beginning, he wanted to talk to the drivers and wanted to know their personal aspirations. He talked to them and found that most of them are not motivated. He took initiatives to clean the yard and brought healthy working condition (analytitech.com, 2017). The installation of the computer for the management of the warehouse also helped in the process of the work. The employees were given opportunities for the skills development and they were communicated all the information related to the business. This helped the drivers own the company. The new trucks and the uniform to the drivers encouraged the drivers to work hard (Eigbe, 2009). Impact of Change on the Company Change is a natural process. The changes can occur at any place and at any time. Top Trucking Company met a change after the yard was taken by another business owner. The new policies and rules of the HRM brought changes through the new manager. The cleanliness of the yard, installation of the new computer, bringing development in the health and safety of the workers, motivating the employees to work and motivating the drivers to work for the organisations are the changes found in the company after new HRM policies were introduced (Fred Jonathan, 2009). The drivers those who went on strike considering the new initiatives are meaningless started realizing that the change was inevitable (highbeam.com, 2014). The manager wanted to resolve all the issues through appropriate negotiations. George also felt that the changes are required for the development of the yard. Impact of the joint Efforts of the newManager and George for the Change The new manager became successful in bringing changes in the yard. He was very inspirational and talked to the drivers in order to involve them in the process of getting successful outcomes. He involved the drivers in the process of the decision making. The new manager did not neglect the role of George. He exploited the rich experience of George. The new manager felt it important to communicate the important messages to the drivers. Thus with the help of George, he brought huge success. George was instrumental in the previous pattern of the management of the company. The drivers and union accepted and respected him. After the new management, George got similar importance. He got a similar position in the new management. He offered his rich experience and worked with the new manager (Earl, 2010). Thus the importance of both was found in the new management. Blue Collar and Change Initiatives The drivers of the yard come under the blue collar employees of the organisation. These people come under the non-executive groups. They are not related to the activities of the top management of the company (connection.ebscohost.com, 2017). The union of the blue collar employees plays an important role in guiding and leading these people. The blue collar employees obey the union direction as they do not concern with the policies and regulations. The employees of the public sector and their union are different from the blue-collar union. The workers of these groups are qualified and they have adequate knowledge about the development of the company (Glisson Lawrence, 2011). They simply do not follow the instruction of the union. The blue collar employees cooperate more in the process of change in comparison to the white collar employees. Recommendation The change is very important for every company. The change initiative should be communicated to the employees before the change takes place. The change should be accepted by the employees before it comes into force. Thus it is very important for the HRM to study the need for the change and procedure of the change before it is implemented. Conclusion The new manager has been successful in bringing changes to the company. Thus the change initiatives should be properly assessed by the management. The management and the HRM policies should be framed as per the need of the organisation. The company will get a competitive advantage when the proper policy will be framed. In the case study organisation, this has been found that the change became successful for the appropriate HRM policy of the company. Bibliography analytitech.com, 2017. Theory of Motivation. [Online] Available at: https://www.analytictech.com/mb021/motivation.htm [Accessed 13 04 2017]. analytitech.com, 2017. Theory of Motivation. [Online] Available at: https://www.analytictech.com/mb021/motivation.htm [Accessed 05 04 2017]. Barrett, R., 2010. Reinventing Organizations. [Online] Available at: www.socialskills4you.com/wp-content/Reinventingorganization.pdf [Accessed 13 04 2017]. connection.ebscohost.com, 2017. 11/30 - "Reinventing Organisations" and the Teal impulse. [Online] Available at: connection.ebscohost.com/c/articles/.../11-30-reinventing-organisations-teal-impulse [Accessed 13 04 2017]. Earl, M., 2010. Knowledge Management Strategyies. Journal of managemrnt Information Systems, Volume 181, pp. 215-223. Eigbe, B. J. S. a. A. P., 2009. A systems approach to achieving world-class system integration and test capability.. International Test and Evaluation Association Journal, Volume 30, pp. 91-98. Frederic, L., 2014. Reinventing Organisations: A guide to Creating Organisations inspired by the Next Stage of Human Consciousness. Kindle ed. Kindle location: Nelson Parker. Fred, L. Jonathan, P., 2009. International management: culture, strategy, and behaviour. New York: McGraw. Glisson, C. Lawrence, R. J., 2011. The cross-level effects of culture and climate in human service teams. Journal of Organisational Behaviour, pp. 767-794. highbeam.com, 2014. Reinventing Organizations: A Guide to Creating Organizations. [Online] Available at: https://www.highbeam.com/doc/1P3-3611969211.html [Accessed 13 04 2017]. Kumar, A., 2009. General Principles Management Principles. [Online] Available at: https://www.practical-management.com/Project-Management/General-Project-Management-Principles.html [Accessed 19 12 2016]. summary.com, 2017. Reinventing Organizations | Frederic Laloux | Soundview Book Review. [Online] Available at: www.summary.com/book-reviews/_/Reinventing-Organizations/ [Accessed 13 04 2017]. Vogel, M. Davidson, S., 2015. Review of Reinventing Organisations: A guide to Creating Organisations Inspired by the Next Stage of Human Consciousness. [Online] Available at: https://new.coachingnetwork.org.uk/book_review/review-of-reinventing-organisations-a-guide-to-creating-organisations-inspired-by-the-next-stage-of-human-consciousness/ [Accessed 13 04 2017]. Zhu, Z., 2008. knowledge Management: Towards a universaal cocept or cross cultural context?. Knowledge Management Research and Practice, Volume 2, pp. 67-79.

Racial Sociology and Dominant Groups Value Essay Sample free essay sample

I had a difficult clip make up ones minding which one to be the most persuasive so I decided to first speak a small about each 1. and so possibly I could make up ones mind which one I thought was the most persuasive. Functionalist – those who criticize in-migrations for non going Americanized rapidly plenty reflect a functionalist position of racial-ethnic relationship. To work harmoniously. fledglings must absorb by accommodating the dominant groups value. ends. and particularly. linguistic communication. Otherwise. the society will see strife and struggle. This means you either conform to their ways or there is a monetary value to pay. Conflict – see ongoing discord between dominant and minority groups. Dominant groups try to protect their power and privilege. whereas low-level groups struggle to derive a larger portion of social resources. Once a system of racial subjugation is in topographic point. racial hierarchies are supported and perpetuated through economic in equality. We will write a custom essay sample on Racial: Sociology and Dominant Groups Value Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page which reinforces societal stratification. This means dominant groups continue to protect what are theirs. power and privilege. Subordinate groups are continuously fighting to derive and reenforce their resources. This gives them the ability to be more powerful and have esteemed positions. Feminist – you can walk through about any hotel big price reduction shop. nursing place. or fast-food eating house in the United States. You will detect two things: Most of the lower paid employees are adult females. and they are preponderantly minority adult females. For Feminist bookmans. such segregation of minority adult females reflect gendered racism. This means that adult females are paid much lower incomes than work forces. As with Latino and African American who are frequently portion of gender racism. Symbolic Interactionlist – we learn attitudes. norms. and values throughout the life class. Because. as you saw earlier. race and ethnicity are constructed socially. labeling. selective perceptual experience. and societal contract can hold powerful affects on mundane intergroup dealingss. This means that because we learn from each other. whether it be from our parents or siblings or merely from people we look up to. we model what we see and hear. Racial slurs. activity. ill will etc. will impact others around us. So. I think the theory that is the most persuasive is the symbolic Interactionalist. It all starts at that place. From the twenty-four hours you are about to talk you hear and seeing the racial remarks. hatred. favoritism. force. etc. One doesn’t know the difference if that is all they know. If you are brought up to be respectful so you go through life being respectful. It all begins with how we are taught. that will model you for the remainder of your life. It is impossible in today’s society to engender respectful honest people because our society is already corrupt with venally. immorality. know aparting. violent people. It is a barbarous rhythm and it is neer stoping.