Essay on American History The Gilded Age America - 736 Words

Gilded Age America Throughout the history of the United States, the Gilded Age is regarded as a period that spanned the last three decades of the 19th century. This period starts from the Civil War came to an end in the 1865 up to 1900. The term Gilded Age was formulated by writers Charles Warner and Mark Twain in The Gilded Age: A Tale of Toady in 1873. They did this since they believed it to be an era that would be characterized by a variety of severe social problems that were camouflaged by a minute gold gilding. The Gilded Age Served as an era that was characterized by rapid growth of the economy, though significant social conflict was also prevalent. Railroads were regarded as the major industry, as well as mining, factory and†¦show more content†¦The man in the picture has a fat belly to indicate that capitalist practices are geared toward wealth accumulation, just like individuals who consume large amounts of foods to grow fat bellies. An examination of the mans face indicated that he is furious and determined to achieve his goal. His clenched fist and wide walking pace portrays an individual ready to fight for a particular reason. In a capitalism market, investors normally tend to consider every possible strategy that can be employed to ensure maximum profit generation. The whole illustration draws a picture of an aggressive, ambitious and profit-driven Gilded Age capitalist. The video in slideshow 6 (Slideshow 6:4) presents information relating to the American industrial revolution after the Civil War. Several years following the Civil War saw the United States emergence as an industrial nation. Old industries were expanded with new ones being founded. For instance, the country experienced the emergence of steel manufacturing industries, oil industries, and the development of electrical energy. In addition, the railroads expanded significantly with the large investments of over $100 million bonds. A successful middle class emerged, thereby mak ing buying a common practice among all individuals unlikely previously, where only the wealthy were able to purchase products. Mining and agricultural practices experiencedShow MoreRelatedGilded Age Essay872 Words   |  4 Pagesand love of power.† When Mark Twain and Charles Dudley coined the phrase ‘gilded age’ to describe what they saw in the late 19th century I’m sure they would agree wholeheartedly with Mr. O’Rourke. What does it mean ‘gilded age’? Gilded means to coat with a thin layer of gold, which I’m sure almost always is covering an inferior product. When one thinks of America one of the first thoughts that pop into mind is the American Dream. Achieving the impossible and pulling oneself up out of the mire andRead MoreThe Gilded Age : An Era Of Extreme Corruption1169 Words   |  5 Pagesthe Civil War, America enters the Gilded Age from 1877 till about the 1890’s. 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The â€Å"Second Gilded Age,† which some say was brought on as the Information Age, brings a level of inequality to America that has never been seen before. Experts believe that this shift could kill the American dream. The Gilded Age and the Age of Information areRead MoreWorld War One s Impact On American Economics1589 Words   |  7 PagesImpact on American Economics By Chris Danielson History 104, Fall 2015 University of North Dakota As a student studying business, I like to look at significant events in US history and the impact they had on business in America. In addition to business, I have always been interested in wars and America’s involvement in those wars. When we started discussing World War 1 in class, it peaked my interest. 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Discrimination Policies in Health Care Free Essays

America is one of the most diverse countries in the world with people of many cultures, ethnicity, genders, and religion. However, it has not always been as tolerant of its diversity as evident of America’s history on race, religion, and gender relations. As a result of this history, Title VII of the Civil Rights Act of 1964 was enacted and prohibited employment discrimination based on race, color, religion, sex, or national origin. We will write a custom essay sample on Discrimination Policies in Health Care or any similar topic only for you Order Now The U. S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws (FMWM, 2008). Even with laws society still faces many different forms of discriminations including rate of pay, obesity and because of the time we live in religion. Our laws and society are not perfect but they strive to create a better work place for all American citizens. Organizations today protect themselves from liability and their employees from discrimination by developing policies and implementing training programs to educate and define acceptable ways to treat one another in the workplace. A nondiscrimination policy in an employee handbook is very important, and could help prevent issues in the future of any organization. Every person should have the right to work in a nondiscrimination organization and not be threatened because of his or her personal beliefs. This policy should help ensure that all employees are aware of the organizations policies and give no room for questions on how an employee should expect to treat or be treated during employment in that organization. The policy needs to be presented to employees at the time of hire and enforced throughout their entire employment. In the policy should be nondiscrimination laws, regulations, policies, and organization executive orders. Read also Analyze the Ways in Which British Imperial Policies Discrimination against anyone on the basis of race, color, creed, religion, sex, age, national origin, marital status, sexual orientation, physical or mental disability, gender identity and expression, familial or parental status, genetic information, veteran status, or any other protected classification will not be tolerated (JHH, 2009). The organization should take proper steps when hiring new employees by carefully screening all prospective candidates. The interviewing manager needs to ask important questions to see if that new mployee will fit into the culture of the organization. Background checks, drug test need to be done before hiring. In order for the nondiscrimination policy to be effective every protected violation must be addressed and responses to every issue need to be handled as soon as possible. This will leave no question in an employee’s mind that everyone is treated according to the policies set forth by the organization and the law. No employee can be the e xception to the rule or this policy will leave room for error and eventually fail. Regardless of what personal views management has, the organization’s policies are executed. Nondiscrimination policies in an organization limit liability by promoting equality in the workplace and a unified workforce. An effective anti-discrimination policy helps an organization anticipate issues, manage them, and then continue with business (Duncan, 2004). Organizations must ensure their anti-discrimination policies fully deal with all potential issues but not be so detailed and sophisticated that no one understands it. Ultimately, employers are responsible for ensuring a healthy work environment by providing policies and educating employees on discriminatory practices and harassment, as well as preventing liability for the organization (Fremgen B. F. , 2009). Discriminatory practices can be direct or indirect and both can have a negative impact on the work environment and the organization. Direct discrimination occurs when a direct distinction, preference, or exclusion is made, for example, a job description or advertisement that specifies applicants of a certain age, race, creed, or color (ILO, 1996-2010). Many of these types of discriminatory actions are addressed in federal and state laws, and can lead to litigation for the organization. Indirect discrimination is less obvious and occurs when neutral practices result in unequal treatment; for example, scheduling job assignments or training sessions that interfere with an employee’s family obligations. These types of issues do not usually result in litigation, but they do cause unrest and dissatisfaction in the workplace if not resolved (ILO, 1996-2010). In today’s competitive environment organizations need to find new methods to reate a culture of equality and opportunity in the workplace. Many organizations conduct mandatory training for all managers on non-discriminatory practices in an effort to increase efficiency and productivity (Duncan, 2004). Equal opportunity and treatment allows an individual to develop their own unique set of talent and skills, as well as recognize their own value. Equal opportunity practices improve productivity, increase a sense of fairness, lower staff turnover, increase motivation, and provide a less stressful work environment. The Equal Employment Opportunity Act of 1972 is the act that gives the Equal Employment Opportunity Commission (EEOC) authority to sue in federal courts when it finds reasonable cause to believe that there has been employment discrimination based on race, color, religion, sex, or national origin (EEOC, 2009). The EEOC is responsible for coordinating the Federal government’s employment non-discrimination effort. In the case of public employment, the EEOC refers the matter to the United States attorney general to bring the lawsuit. The U. S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws and provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies (EEO). Different federal agencies enforce federal laws concerning workplace discrimination issues. Unless the government speaks together upon non-discriminating matters within employment, workers remain confused about what rights they have and how to protect them. Employers may be uncertain of their obligations and how to comply voluntarily with their legal duties. Other federal laws not enforced by EEOC also prohibit discrimination and reprisal against federal employees and applicants. The Civil Service Reform Act of 1978 (CSRA) contains a number of prohibitions, known as prohibited personnel practices, which are designed to promote fairness in federal personnel actions (U. S. Department of Health Human Services). The president appoints five commissioners and a General Counsel whom oversees the affairs of the EEOC. According to the Chair, the chief executive officer of the commission is responsible, along with the General Counsel, for conducting EEOC enforcement litigation under Title VII of the Civil Rights Act of 1964 (Title VII), the Equal Pay (EPA), the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA). The laws enforced by the EEOC are * Title VII of the civil Rights Act * Equal Pay Act of 1963 * Age Discrimination in Employment Act of 1967 (ADEA) * Rehabilitation Act of 1973, Sections 501 and 505 Titles I and V of the Americans with Disabilities Act of 1990 (ADA) * Civil Rights Act of 1991 (EEO) Many states have equal employment opportunity commission equivalents that enforce state employment discrimination laws and related regulations. State equivalents also investigate and resolve employment discrimination charges filed under state laws and under certain Federal laws. The company judges individuals by their abilities, not their disabilities, and seeks to give full and equal employment opportunities to all persons capable of performing successfully in the company’s positions. The company complies with all anti-discrimination laws, regulations, and executive orders. The company emphasizes that the law does not promise a job or a promotion but meant to level the playing field and make the rules the same for all applicants and employees. Equal employment opportunity programs include affirmative action for employment, as well as for handling discrimination complaints. Ethics in the medical industry is important because â€Å"ethics demands that the healthcare professional make sure that the patient understands the consequences in terms of the issues that are important to the patient. If there is no understanding, there is no agreement and therefore no authorization to proceed† (Garett, 2010). Ethical principles in healthcare refer to decisions or actions consistent with widely excepted ethics standards, norms, or expectations for a healthcare organization and its staff. One ethical consideration is strong leadership with a high regard of ethical values, which foster an environment and culture that support ethical practices throughout a hospital’s organizational structure. Fair hiring practices that bring in employees based on their knowledge, strength, abilities and competency for doing the job right. Also to enforce any codes, laws, or standards in the healthcare industry it is important to have a performance management system that is structured to your organizational needs. This is based on the ethical evaluation of patient care that â€Å"allows for the examination of organizational performance to ascertain how well the rganization is performing relative to what is expected, ethical improvement in organizational performance and by implementing corrective action that measures levels of expectations† (McConnell, 2003). The Ethics process plays an important part in keeping viable communication between health organizations and the patients, because ultimately it is the goal and mission of the organization to provide its consumers with a good or desirable experience. It is a sound principal to have clear goals and a complete understanding of ethi cs. Title VII of the Civil Rights Act of 1964 and the U. S. Equal Employment Opportunity Commission (EEOC) governs and enforces the laws pertaining to discrimination. The healthcare industry should have a system in place to ensure that the highest ethical standards are maintained so that patients, family members, surrogates, employees and volunteers can work or be treated in a culture of professionalism. Good organizations know where ethical problems might occur and have solutions on how to resolve them. They must be committed to high ethical standards and morals consistent with an industry dedicated to the well-being of its customers. How to cite Discrimination Policies in Health Care, Papers

Explain Plural Franchising Entrepreneurship -Myassignmenthelp.Com

Question: Discuss About The Explain Plural Franchising Entrepreneurship? Answer: Introducation Human resources management is important in organizations for a number of reasons. It is the component within organizations that oversees the human capital. Its functions include selection and recruiting employees, dealing with issues of compensation and staff development. There are several theories that have been postulated on human resources management. The different theories set up the foundational position from which the concept has developed. It explains why different companies adopt approaches that fit their organizational structures. The model that was adopted by Uber is that of agency which is heavily influenced by the resource-based theory. Background of Article The article that will be used in this report is from the Business Insider Australia, dated June 30, 2017. It is captioned Uber Australia is settling unfair dismissal cases, despite insisting drivers are not employees. The author of the article states that Uber in Australia is engaged in settling cases instituted by former drivers who used to work for the company (Yoo, 2017). The company insists the deactivated drivers were not employees but partners. Uber claims that those dismissed were abusive or violent towards their customers. The effect of settling the cases instituted in effect cancels the employment contracts between Uber and its drivers. Primary Human Resource Theory adopted by Uber The human resource theory adopted by Uber is that of Agency which creates the roles of principal and agent. In this case, Uber is the principal while the drivers are the agents. The drivers using the app provided by Uber are able to offer taxi ride services to their customers. They provide their own cars and are given the latitude and flexibility to manage their schedules. Uber provides minimal oversight to the conduct and behavior of its drivers and intervenes when specific issues are brought to its attention. There are two main problems associated with this theory: differences in attitude between principal and agent and conflict in desires and behaviors. Conflict in Behavior Conflicts may arise in the relationship between the agent and principal. The agent may behave in the manner that may not be representative of the core ideals and principles of the principal (Shapiro, 2016, p. 406). In this context, the driver employed by Uber may decide to behave in a manner that breaks the code of conduct prescribed by the company. Uber in this case states that the drivers were either violent or abusive towards their customers. This goes against the community guidelines set by the company and this can justify the dismissal of the driver. This is on the basis that the driver is not an employee and once the terms of agency have been breached, the agency is terminated. Differences in attitude The differences between the agent and principal primarily focus on the element of risk. This difference is seen with the degree of risk each partner in the agency is willing to undertake. Within the context of Uber, the drivers may be willing to engage in behavior that is risky in competing for customers when competing with traditional taxi services and drivers. Others may cross the professional boundary lines when soliciting for customers using their mobile devices. What they may assume is ordinary and common in the course of doing business may constitute as risk to Uber. The difference in attitude may be influenced by the outcomes of such behavior, with Uber bearing greater liability than the driver. Agency Loss Agency loss refers to the concept that is used to determine whether the agent has breached the interests of their principal. It shows the outcomes that are beneficial to the principal and are harmful to the agent. When the agent acts consistently with the best of interest of the principal, the agency loss is minimal tending to zero. When the agent acts in their own interest, disregarding the principals interest, agency loss is high. Xie (2017, p. 1) states that the agency loss is also high when the principal does not have enough knowledge about the activities of the agent. The lack of this information leads to agency loss. Within the context of Uber, the company may not always know about the behavior of their drivers. The local set up of Uber is minimal which works to reduce overhead costs. The best way that the company gets feedback about errant behavior of its drivers is through the social media or formal complaints instituted at the courts. The lack of close supervision of its drivers means that the principal has very little information whether they are working in their best interest. The disconnection in attitudes and interests between Uber and its drivers in Australia is what led to the agency loss which triggered the court cases. Settling the cases was the final step of canceling the agency relationship. Secondary Human Resource Theory adopted by Uber The other secondary that is seen to work at Uber is the resource-based approach. This theory rests on the postulation that companies poses resources that are unique and which cannot be easily imitated or substituted. The companies that own these resources are able to gain a competitive advantage over their competitors (Tabares, Alvarez, Urbano, 2015, p. 155). The competitive advantage translates into more clients and customers as well as more profits. In this theory, the resources are given the major role of achieving the organizational goals and objectives. There are two main resources which are important: the tangible and intangible. Tangible resources In the case of Uber, the driver is the tangible and most important resource. The driver is the face of the company and is tasked with ensuring that the expectations of the company are met in terms of customer satisfaction. The driver is also important in that they add value to the company by coming on board with their own investment in the form of their vehicle. The driver contributes significantly to the profitability of Uber by how productive they are in doing business. The drivers can be seen and quantified in terms of how many hours they log in per day and how many miles they cover. The vehicle that they own is part of the extended tangible resource they also bring on board while working with Uber. Intangible resources The intangible resources are those which cannot be quantified easily and which are hard to touch and see. These include the skills of the employees, the brand name and reputation. In the context of Uber, its app constitutes part of its intangible resource. Drivers are given access to the company app when they sign up with it. The app is a form of franchising that seeks to reduce the dangers of moral hazard and adverse selection (Gillis, Combs, Ketchen, 2014, p. 450). The brand reputation as being the most cost-effective taxi service constitutes the intangible resource of Uber. The tangible and intangibles should work together in order to produce the competitive advantage at Uber. In this particular case, the alleged misbehavior of its drivers led Uber to withdraw access by the drivers to its app. Recommendations There are four main recommendations that can be made in this case with regards to the human resources management adopted by Uber. While the style adopted prima facie by Uber is that of agency, in practice it breaks down to institutional isomorphism (Bailey, 2013, p. 108). Institutional isomorphism states that companies may behave in the manner that navigates the laid down rule and norms in order to appear as being legitimate. Uber can enter full employment contracts with its drivers which are renewable every six months. This will formalize the agency relationship and reduce agency loss. The company can also draft a form on accountability that discharges the company from liability in the event that they breach the agency relationship (Bodreau, 2017, p.4). This will also reduce agency loss and will reduce the conflict of interest between agent and principal. The drivers will be more careful as they know the consequences of their actions with regards to the company. Clear outcomes should be spelt out in terms of remedial and punitive actions that Uber may take. The company can also redesign its app so that its customers can give real time feedback on their experiences with the drivers. The total logged feedback received about a driver can be analyzed every month to gain knowledge about their behavior. Drivers whose behaviors are not consistent with the values of Uber can be warned or their contracts canceled. This works or reduces the agency loss by making the principal more knowledgeable about their drivers. Uber can also make use of its community of drivers in peer management in management using smart and soft power (Savaneviciene Stankeviciute, 2017, p. 199). ). A driver who shows consistency in behavior that is consistent with its values can be elevated as a peer leader. The peer leader can handle the issues that should have been handled by a substantive human resources department. Any concerns raised by the drivers can be channeled through the peer leader. New drivers can be inducted into the accepted culture and values expected at Uber. This will help to reduce the conflict of interests and divergent attitude. Conclusion Human resources management is important in managing the human capital in organizations. There are different theories that guide companies in the approach they take with regards to human resources practices. The approach taken by Uber in theory is that of agency where the company is the principal and the drivers are the agents. In practice, the company also engages in institutional isomorphism in order to appear legitimate. The company can enter into short-term contracts with its drivers which are renewable in order to reduce the agency loss and this is helpful in reducing court cases instituted against the company. References Bailey, J. R. (2013). The Iron Cage and the Monkey's Paw: Isomorphism, Legitimacy, and the Perils of a Rising Journal. Academy Of Management Learning Education, 12(1), 108-114. doi:10.5465/amle.2012.0248 Boudreau, J. (2017). Uber Is Finally Realizing HR Isnt Just for Recruiting. Harvard Business Review Digital Articles, 2-4. Gillis, W. E., Combs, J. G., Ketchen, D. J. (2014). Using Resource-Based Theory to Help Explain Plural Form Franchising. Entrepreneurship: Theory Practice, 38(3), 449-472. doi:10.1111/etap.1200 Savaneviciene, A., Stankeviciute, Z. (2017). Smart Power as a Pathway for Employing Sustainable Human Resource Management. Engineering Economics, 28(2), 198-206. Shapiro, S. P. (2016). STANDING IN ANOTHER'S SHOES: HOW AGENTS MAKE LIFE-AND-DEATH DECISIONS FOR THEIR PRINCIPALS. Academy Of Management Perspectives, 30(4), 404-427. doi:10.5465/amp.2013.0158 Tabares, A., Alvarez, C., Urbano, D. (2015). Born Globals from the Resource-Based Theory: a Case Study in Colombia. Journal of Technology Management Innovation, 10(2), 154-165. Xie, J. (2017). INFORMATION, RISK SHARING, AND INCENTIVES IN AGENCY PROBLEMS. International Economic Review, 58(1), 157-182. doi:10.1111/iere.12212 Yoo, T. (2017). Uber Australia is settling unfair dismissal cases, despite insisting drivers are not employees.