Essay Victims Movement - 816 Words

Stacy Barron Intro to Victims Advocacy The Victims Right Movement Wayne Skinner Everest University Victimology in its most simple form is the study of the victim or victims of a particular offender (Roberson. amp; Wallace, 2011). I feel that the Victims’ Movement has not yet reached its full potential because just like every form of law, legislature or even government there is always ways to improve and to become stronger. Much like when we started to form our government it had so many flaws and it still today has the ability to improve. The problem is that as society changes and crime changes the laws and the system have to change with it in order for things to improve. When it comes to crimes it isn’t just the victim that is†¦show more content†¦Are there ways to continue to be effective? I feel that there are ways to ensure that the Victims Movement reaches its absolute full potential and to ensure that nobody goes unnoticed that may need such programs. I feel that it is important to have contingency plans and goals to achieve success. First continue to get the word out, be the voice for the people who may not have their own anymore. With the MADD organization there goal is to â€Å"To aid the victims of crimes performed by individuals driving under the influence of alcohol or drugs, to aid the families of such victims and to increase public awareness of the problem of drinking and drugged driving (MADD.org).† With this organization they have saved nearly 300,000 lives by doing the work they do; by having MADD in all 50 states, 1,200 victims’ advocates in 48 states and 20 volunteer hotlines that help people 24/7 ( MADD.org). These programs don’t always get money from the government, they often have to raise money, and they are often non-profit organizations, but without them victims may have no other resources. Plan for the future. Having goals to help people, to help the victims and even the families of crimes like drunk driving or sexual assault needs follow through. They need someone to say â€Å"OK letâ €™s get together and make a plan, let’s get as many drunk drivers off the road as we can†. It takes a leader to get groups going, to make a difference in so many people’s lives, and it shouldn’t take aShow MoreRelatedSpeech At Passion By Christine Caine1657 Words   |  7 Pagesstatistical information to center the focus of her argument on scripture. Through referencing this scripture and offering anecdotes, Caine’s position then becomes powerful by equipping her audience with the ability to become directly involved in the movement she is presenting. I have chosen to apply an ideological perspective to my speech to identify the way in which Caine shapes her audience’s response to the arguments she presents through her identity as a Christian woman. I argue that Caine constructsRead MoreSimilarities Between Criminology And Victimology853 Words   |  4 Pagesare similar in the fact that it focuses it studies on the crime and the victim. Criminology and Victimology also share similarities in the effectiveness it gives to the criminal justice system. Criminology and Victimology also share similarities in the research, they look not just in to the crime itself, but into the psychological, social, and environmental factors of the crime, and to the affects that crime has on the victim. There also many differences with Criminology and Victimology. CriminologyRead MoreSex Trafficking : A Modern Day1360 Words   |  6 PagesSocial Change Paper SOCI 1013 November 18, 2015 In current day and age, sex trafficking is referred to as â€Å"modern-day† slavery, where sex is sold through the use of forcible behavior, and the victim is coerced by those running the deals. According to the Trafficking Victims Protection Act of 2000, the term sex trafficking is defined as, â€Å"the recruitment, harboring, transportation, provision, or obtaining of a person for the purposes of a commercial sex act, in which the commercialRead MoreHuman Trafficking And The United States962 Words   |  4 Pagesfear. Victims are often, for example, frightened to believe they can accept help without owing something back. Some survivors are too afraid because they fear their traffickers too much to accept any services. Furthermore, it aggravates victims to find out that the time is takes for cases to be prosecuted and to gain protections is very extensive. 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This small essay will discuss whether members of society that are considered the most fearful of crime are accurate in their concerns and are also most likely to become victims of committed crimes. The fear of crime refers specifically to the fear and anxiety a person may feel resulting from a specific perceived threat or out of fear of potentially becoming a victim of crimeRead MoreCharacter Analysis Of Old Man At The Bridge812 Words   |  4 Pagescreate the dramatic tension between the immobility of the old man and the coming destruction as he constantly observes the movement of carts across the bridge while talking. The narrators conversation allows the old man to have a voice. As he speaks to the scout, we along with the scout, gradually understand his plight and what the war has done to him. The voiceless victims speak through the old man. †¢ Plot In the middle of a military action, an army scout encounters an old man at a bridge whereRead MoreEssay on Victims Still705 Words   |  3 Pages Robert Elias book, Victims Still;, presents a very controversial stance that the victims movement is, perhaps, not at all. Elias suggests that all the programs, laws, and institutions that have been created in the 1980s and 1990s have done absolutely nothing to help the victim. Elias also offers explanations as to how the victims movement doesnt help victims, what the real causes of crime are, and how crime should be controlled. The victims movement that sprung up during the 1980s and earlyRead MoreThe Impact Of Military Service Members Ptsd1720 Words   |  7 Pagesthe PTSD The PTSD victims from the military need a lot of care before everything gets out of control. With a military background, the personnel become lethal to live among the members of the family or the society, especially if no one knows that he has a problem. This is because the actions and attitudes of such people are hard to predict unless and the victims cannot contain themselves. This being the case it requires well orchestrated programs and frameworks that help the victims of PTSD adapt andRead More Rape Trauma Syndrome Essays1705 Words   |  7 Pagesviolence. The victim can suffer from incredible injuries, and substantial amounts of embarrassment. Rendered powerless by physical force, threats, or fear, after which being forced to submit to sexual acts, including vaginal penetration, oral copulation, sodomy, and penetration opening with a foreign object, the victim is left virtually alone. Rape is an intrusion into the most private and intimate parts of the body, as well as an ass ault on the core of the self. Whether or not the victim acquires any

Social And Economic Impacts Of Industrial Revolution

Social and Economic Impacts of Industrial Revolution The Industrial Revolution began in the 1760’s. Britain became the first country to see its effects. Britain was the best for the revolution because of their high religious tolerance, the Scientific Revolution was underway, and Britain’s government encouraged inner growth by making foreign goods more expensive. During this time period, Britain’s population grew, wealth increased, and the citizens became interested in the fate of Britain. Writings began accumulating on what the people thought the benefits or consequences of the Industrial Revolution would be. While most argued that it would be harmful to society as a whole during the era, there was a minority who saw the immediate advantages of the Industrial Revolution. While the benefits may not have showed at the time period, the Industrial Revolution brought society the advancements that made it what it is today. Beginning with the minority’s perspective that the Industrial Revolution was changing society for the better. â€Å"The Philosophy of Manufacture† by Andrew Ure aimed to show the improvements that the Industrial Revolution brought about. Ure restated throughout the excerpt of the book that, â€Å"The principle of the factory system then is, to substitute mechanical science for hand skill.†1 Ure wanted to get rid of workers hand crafting goods and put them to better use of overseeing machines that could do the work quicker and for cheaper. Skilled workers would takeShow MoreRelatedSocial And Economic Impacts Of The Industrial Revolution1553 Words   |  7 PagesIntroduction In response to the drastic social and economic impacts of the industrial revolution in the United States during the mid 19th century, labor union were created in order to facilitate fair negotiations on the behalf of workers with their employers in regard to work-related difficulties such as pay, working conditions, along with other amenities. Article 23 of the Universal Declaration of Human Rights, a declaration adopted by the United Nations General Assembly on 10 December 1948 followingRead MoreIndustrial Revolutions During Europe During The Industrial Revolution1298 Words   |  6 PagesIndustrial Revolution in Europe Before the industrial revolution, Europe was mostly dominated by farmers but as the industrial revolution progressed this changed dramatically. Industrial revolution had a significant impact in the process by making new demands that shaped the way of life through increased competition and technological innovation. Generally, it was a historical period that sparked in a stroke a number numerous changes in the economic, social and political dimensions. It is consideredRead MoreIndustrial Revolution Essay1051 Words   |  5 PagesAs the Industrial Revolution took place, many drastic changes†¦ technological, social, economic, and cultural also occurred. The Industrial Age brought about a new order that gave rise to the world of skyscrapers, factories of mass-production, and electronic devices that we are accustomed to today. The everyday lives of ordinary people underwent a dramatic change for the better. Before the Industrial Age, people lived very simple and hardworking lives. An y food or clothing they had was produced byRead MoreFrench Revolution1740 Words   |  7 PagesTHE FRENCH REVOLUTION The French Revolution, which erupted in 1789 marked a turning point inthe history of human struggle for freedom and equality. It put an end tothe age of feudalism and ushered in a new order of society. An outline of  this revolution will explain to you the kind of turmoil that occurred inEurope. This revolution brought about far reaching changes in not onlyFrench society but in societies throughout Europe. Even countries in othercontinents such as, India, were influencedRead MoreHistorical Events And Their Impact On The World952 Words   |  4 PagesTheir Impact on the World We Live In Today The world we live in today has been shaped by certain events in the past. The Industrial Revolution during the 18th to 19th century, the Industrialization of the 20th century, World War I and World War II, all left traces and have greatly impacted the way we live in today particularly out living standard. The goal of the paper is to discuss the effects of these historical events on the way we live in terms of living standards. The First Industrial RevolutionRead MoreIndustrial Revolution : A Time Of Social And Economic Change1169 Words   |  5 PagesThe Industrial Revolution was a time of social and economic change which emphasized the power of humanity over nature. It was also an era of change which consisted of inventions that were mass produced to make life easier between 1750 and 1914. Although the Industrial Revolution led to efficient transportation and made Great Britain the center of world commerce, only the upper class got to truly enjoy that. The Industrial Revolution had spread to all around the world so the impact was more brutalRead MoreIndustrial Revolution Essay example1295 Words   |  6 PagesThe Industrial Revolution was a period from the 18th to the 19th century where major changes in agriculture, manufacturing and technology had a profound effect on the socioeconomic and cultural conditions of the world. The Industrial Revolution began in the United Kingdom as large deposits of coal and iron were found throughout the land which brought the rise of factories and machines, the idea then subsequently spread throughout the world. It was perhaps one of the greatest moments in human historyRead MoreIndustrial Revolution Impact On Western Society1521 Words   |  7 Pageseasily be seen that the Industrial Revolution is one of the most significant events in the formation of Western Society. During the period from 1780 to 1850 (Sherman and Salisbury 517), there were many technological advances made, and this period is known as the Industrial Revolution. The Revolution prompted massive economic growth, urbanization, changes in gender roles, and paved the way for the development of the modern Western society. Although the Scientific Revolution allowed for the innovationRead MoreThe Importance of the Industrial Revolution649 Words   |  3 PagesThe Industrial Revolution was a period of time consisting of great technological advancements that allowed for greater producti on of goods. Although some changes supported the increase of the quality of life, most changes affected the life of the lower class people. The Industrial Revolution had the greatest amount of social effects as opposed to economic and political effects because of the dramatic changes in working conditions, social classes, and living conditions. Working conditions was a bigRead MoreImpact Of Industrialisation On Patterns Of Urban Development1498 Words   |  6 PagesThe impact of industrialisation on patterns of urban development in nineteenth century Europe Urbanization is defined as an omnipresent process during which a primary and rural society revolves gradually into a cultivated and industrious one. The linkage between industrialization and urban growth defies an explicit description it is tight and visible, but cannot be simply reduced to direct linearity. It is well known that many small African countries have initiated or accomplished low-level urbanization

Managing Effective Labor Relations Free Essays

MANAGING EFFECTIVE LABOR EMPLOYEE RELATIONS Abstract Labor relations refer to the relationship between corporate management and the unionized workforce. Administering the best practices along with the current developments in labor relations is contingent on labor management relations. In addition, the legal framework for collective bargaining and negotiations need to be examined. We will write a custom essay sample on Managing Effective Labor Relations or any similar topic only for you Order Now Knowledge of the history of the relationship between labor unions and management is fundamental in effective labor relations management today. What is a labor union? A labor union is a group of employees, who are organized by the specific job that they do. They come together to form units that bargain with their employer regarding working issues and conditions. Union workers are referred to as â€Å"blue-collar workers† because the majority of people who hold that job specification are also union members. The majority of union members work in the public sector. These are jobs where the funding source can be national, state, or local. These types of jobs include: postal service jobs, teachers and police officers. Jobs in the private sector have no involvement with the government and are run by private citizens or groups. These types of jobs could be found in: restaurants, retail, or corporations. There are many more union members in the public sector than the private sector. Just under half of all employees in the federal, state, and local government are union members. Public school teachers, police, and firefighters hold the highest number of union workers in the local government. The second largest groups on the list of union members are protective service workers in private industry. In the private sector, union members make up about a quarter of the size of the public sector, in transportation and utility positions. Other major private industries with above-average union membership percentages are construction and manufacturing, where in each case thirteen percent of the employees are in unions (Sloane amp; Witney, 2011). All union members have legal workplace rights that must be respected by their employers. Some rights are provided by federal or state statutes, hile others are inherent in specific union-employer agreements. If a union member feels that his rights have been infringed, in addition to taking legal action, charges can also be filed against employers through the National Labor Relations Board for violation of collective bargaining agreements. The NLRB is responsible for the prevention and resolving of unfair labor practices under the National Labor Relations Act (NLRA). They also guarantee the rights of employees to organize and bargain collectivel y with their employers. Another feature that union members have that non-union members don’t is a grievance procedure. This is an official complaint from the union member when they believe their contractual rights have been violated. The steps of the grievance procedure are outlined in the collective bargaining agreement. Collective bargaining is the process whereby unions and management negotiate and administer labor agreements (Sloane amp; Witney, 2011). Labor union officials enjoy many special powers and immunities that were created by legislatures and the courts. Union officials claim to rely on the support of members of a political organization of workers who are exclusive of their leadership. In â€Å"Special Privileges†, (2010), the following list of special privileges reveals the rights union members have in their favor: Privilege #1:| Exemption from anti-monopoly laws. The Clayton Act of 1914 exempts unions from anti-monopoly laws, enabling union officials to forcibly drive out independent or alternative employee bargaining groups. Privilege #2:| Power to force employees to accept unwanted union representation. Monopoly bargaining, or â€Å"exclusive representation,† which is embedded in most of the country’s labor relations statutes, enables union officials to act as the exclusive bargaining agents of all employees at a unionized workplace, thereby depriving employees of the right to make their own employment contracts. | Privilege #3:| Power to collect forced union dues. Unlike other private organizations, unions c an compel individuals to support them financially. In 27 states under the NLRA (those that have not passed Right to Work laws), all states under the RLA, on â€Å"exclusive federal enclaves,† and in many states under public sector labor relations acts, employees may be forced to pay union dues as a condition of employment, even if they reject union affiliation. | Privilege #4:| Unlimited, undisclosed electioneering. The Federal Election Campaign Act exempts unions from its limits on campaign contributions and expenditures, as well as some of its reporting requirements. Union bigwigs can spend unlimited amounts on communications to members and their families in support of, or opposition to, candidates for federal office, and they need not report these expenditures if they successfully claim that union publications are primarily devoted to other subjects. | Privilege #5:| Ability to strong-arm employers into negotiations. Unlike all other parties in the economic marketplace, union officials can compel employers to bargain with them. The NLRA, FLRA, and RLA make it illegal for employers to resist a union’s collective bargaining efforts and difficult for them to counter aggressive and deceptive campaigns waged by union organizers. | Privilege #6:| Right to trespass on an employer’s private property. The Norris-LaGuardia Act of 1932 (and state anti-injunction acts) give union activists immunity from injunctions against trespass on an employer’s property. | Privilege #7:| Ability of strikers to keep jobs despite refusing to work. Unlike other employees, unionized employees in the private sector have the right to strike; that is, to refuse to work while keeping their job. In some cases, it is illegal for employers to hire replacement workers, even to avert bankruptcy. | As you can see, the privileges of the union may seem unfair to non-union members. This can create a lot of mixed emotions and tension in the workplace. Although the rate of unionization has declined, its effects on the workplace are still existent. When you are non-union, it’s understandable to be complacent about union issues. Non-union employers must be aware of a number of other policy and practices that can lead to allegations of unfair-labor practices against them. To uphold a fair work environment, management looks to form new relationships between both non-union and union members. In order to prepare for issues that may occur between both parties, it is the company’s responsibility to be fully informed and aware of union laws and precedents. The focus of the traditional law of unions makes up the major part of the labor law. It is based on workers collectively and their rights as a group. It is different from employment law which focuses more on issues relating to the rights of individual employees. The body of law of which labor law is comprised is significant for the importance of the National Labor Relations Act (NLRA). The NLRA is codified at 29 U. S. C.  §Ã‚ § 151-169 and purports to serve the national interest of the United States regarding labor relations within the country (Cornell, n. d. ). When periods of widespread strikes occur, uneasy relations can very quickly and severely have an adverse effect on the entire country. A clear policy regarding labor and management encourages the best interests of the employer, which is to maintain full trade and industry production. It is essential to maintain peace in the workplace not just between employees, but employers as well. The NLRA attempts to limit industrial conflict among employers, employees, and labor organizations since the friction could affect full production which can then result in a series of even bigger problems. Unfair labor practices Union or not, when someone is treated unfairly at work, it can destroy morale. Sometimes the unfair treatment is done accidentally, but most of the time, the unfair treatment is a very deliberate act on the part of the management. In some cases, the unfair treatment can actually be illegal. What is always true is that unfair treatment at work makes more problems than it solves, breeds animosity and distrust among employees, and creates an extremely uncomfortable work environment (Thorpe, 2008). These practices are referred to as unfair labor practices and have been singled out for their potential to harm the general welfare of employees. Through the NLRA, employees are guaranteed the right to organize and to bargain collectively with their employers through representatives of their own choosing. If they choose not to exercise these rights, they are also guaranteed the right to refrain from them. The NLRA establishes a procedure by which employees can exercise their choice whether or not to join a union in a secret-ballot election conducted by the National Labor Relations Board. When and at whose discretion a secret-ballot election may be exercised as opposed to other election procedures is currently a matter of contention between employers and labor groups (Cornell, n. d. ). For those who belong to a union, they have some protection against unfair treatment at work. Union members have the right to work free of the pressures of unfair labor practices, as defined by the NLRA. Members also have the right to file claims regarding unfair labor practices with the NLRB. According to union-organizing. com, examples of unfair labor practices include: coercion to join or refrain from joining a union; threats to close facilities in retaliation for union activities; bribes directed at employees for any reason; personal inquiries concerning union sympathies; refusal to consider grievances (Ingram, 1999). Unions and the United States Labor movement have continued their historic decline in terms of membership and density, in today’s economy. Unions have emerged from a period of economic growth and prosperity to becoming smaller and weaker. Having missed an incredible opportunity to grow in a time of prosperity, labor must now figure out how to build numbers and strength in face of economic uncertainty, a Republican President, war, budget deficits, public service cuts and the continued exporting of union manufacturing jobs (Lerners, 2002). The unions of the United States have huge resources: millions of members, billions of dollars in dues, and hundreds of billions in pension capital, as well as political power and the leverage of collective bargaining. These resources offer the potential and the opportunity to organize millions of workers and rebuild the labor movement. The AFL-CIO has documented that the US economy is growing away from the labor movement, growing fastest where unions are weakest, where only one out of ten new jobs is union. Private sector unions are losing density in the traditional unionized sectors of the economy (Lerners, 2002). The weakness of labor unions is becoming increasingly evident in the low statistics in most sectors. Supporters of union workers can see in those same numbers the potential for huge growth, with millions of non-union workers coming into those sectors. In general, it is legal for employers to try to persuade employees not to unionize. However, it is illegal for a company to attempt to prevent employees from unionizing by promises of violence, threats or other intimidating actions. It is also illegal for unions to use lies or threats of violence to intimidate employees into joining a union (Silverman, n. . ). Opponents of unions believe that labor unions are bad for business. They feel that labor unions have too much power for their size. They also feel that labor unions use this power as blackmail against companies, by causing labor monopolies. Some feel that they ask too much of companies, causing either the company to shut down, or to supply more money for their employees. Union mem bers are generally Democratic, and are certain that Republicans believe that labor unions lead to recession because they cause wages to go up, and that causes prices to go up, which leads to lower production. For many business managers and owners who are striving to keep their firms strong in a competitive marketplace, the thought of a labor union entering the workplace and organizing the employees can be a source of headache (Hall, 1999). Although employers cannot prevent unions, they can take steps to make unionization less attractive to their non-union employees. According to some human resource professionals, the best defense against union organizing may be a good offense (Lerners, 2012). This can be obtained in a non-aggressive manner such as managers having an â€Å"open-door† policy with their subordinates and answering any questions and concerns they may have. Human resources play a big role also, since they handle the employee benefits and relations. Keeping a good working relationship will promote effective communication, thus reducing the risk of unhappy employees who may seek to unionize. WHY DO EMPLOYEES JOIN UNIONS? 1. Failed to keep up with job rate and benefit package. 2. Rule by fear. 3. Win/Lose Philosophy of labor relations. 4. Favoritism. 5. Little, if any, personal recognition. . Lack of fair and firm discipline. 7. No input into any decision-making. 8. No career advancement available. 9. Little job security. 10. No complaint procedure, no support by employees for complaint procedure. 11. Failure to have personnel policies and benefits in writing. 12. Lack of recognition for length of service. http://www. d. umn. edu/umdhr/Policies/grievance. h tml In the work place, union members have the benefit of negotiating with their employer as a group. This basic right gives them much more power than if they were to negotiate individually, as non-union employees do. On average, union employees make 27 percent more than non-union workers and ninety-two percent of union workers have job-related health coverage versus 68 percent for non-union workers (Silverman, n. d. ). Union workers also have a great advantage over non-union workers in securing their pensions. Through their collective bargaining agreements and the grievance and arbitration processes, unions help to protect their employees from unjust dismissal. As a result, most union employees cannot be fired without â€Å"just cause,† unlike many non-union employees who can be fired at any time and for almost any reason. The use of the term â€Å"union steward† is not universal. It is, however, the most common designation given to a representative of the union whose role is to represent employees in a certain work area (Sloane amp; Witney, 2011). Stewards or union representatives are selected by the union. Some unions elect their stewards while others are appointed by the union officers. No matter how they are selected, the union notifies the company of the employees who are stewards for specific work areas. Due to the size or location of the departments, they may have several stewards while other departments may have one steward who is responsible for several departments. Whatever the case, the union internally determines this and notifies accordingly. The supervisor does not have a role in the selection of the steward. Stewards are persons who are responsible to the union for performing many functions. The steward represents employees in the bargaining unit and can also recruits new members, handle communications between the union and management, and interpret the contract to employees. Most importantly, they represent the union. Supervisors should recognize and respect the steward’s role. If a supervisor thinks that a steward is not successfully doing his or her job as a steward, it is not the responsibility of the supervisor to give any advice or make recommendations. The supervisor must remember that the steward is a company employee. Essentially, the steward is chosen because he or she is the most competent to represent the employees. However, it is important, that the supervisor accept the steward in good faith. It is the company’s obligation to give stewards the sincere and careful consideration to which they and the employees they represent are entitled. It is crucial that the supervisor and the steward develop a good working relationship. If both individuals can recognize their respective roles, they can form an understanding. In other words, the steward can be a friend or an enemy. As in any working relationship, time and experience will define it. A supervisor who treats a steward fairly will most likely receive fair treatment and respect from the steward. Another powerful union tool is the strike. A strike is when a group of workers stops working in protest to labor conditions or as a bargaining tool during negotiations between labor and management. This may not always be the most effective plan of action, but the law entitles union members the right to strike when they feel that it is necessary. Employers fear the possibility of a strike since production stops while the strike is in effect. Strikes can last anywhere from hours to weeks and the longer they continue, the more disastrous they can become for the company. While labor unions are not as prominent today as they were in the past, they still play a vital role in protecting and representing America’s workforce. As the supervisor in a union environment, the most critical relationship in a working environment is the one between employees and their immediate supervisor. To the employee, the immediate supervisor becomes the â€Å"face† of that jurisdiction’s management (Karon, 2010). The responsibilities that management represents are critical to the successful supervisory interface with employees. In a union environment, a third party (the bargaining unit) would be put into this relationship. The membership of a workforce that is represented by a union are called a bargaining unit. Employees can choose to join the union or refrain from joining; nevertheless, all are subject to the working conditions or agreement agreed to by the jurisdiction and the union (Karon, 2010). Although negotiations of these agreements can take a while to establish, the critical aspect of the process is in the administration of that contract. The supervisor is the key link in a relationship between labor and management. Each supervisor has a responsibility to ensure that the labor agreement is enforced. As a result, many supervisors will be involved in the mandated grievance process. Because supervisors generally know more about the employee than top management does, there are additional burdens placed on these supervisors. To the average employee, the supervisor is management. Due to this, a supervisor must understand his or her role and responsibilities in the organization that he or she represents. Most important is the supervisor’s ability to get along with employees. While close personal involvement with employees is frowned upon, the supervisor should be friendly and concerned about the welfare of those that he or she supervises at work. When a person is appointed to a supervisory position, they must realize the fine line in relationships between themselves and their employees. Providing an environment where all employees are comfortable, while remaining pro-active with full awareness of policies that apply to either union or non-union members, or both. By remaining approachable and understanding, employees will be more open to discussing concerns, thus reducing the urge to join the union for increased benefits. The introduction of the labor agreement adds a new dimension to the multi-faceted role of the supervisor. The institution of a grievance procedure in addition to the presentation of the union representative and steward or union official, makes it even more critical for supervisors to understand that to accept the responsibility of a supervisory position means supporting and advocating management’s position (Karon, 2010). The supervisor who cannot support supervisory and management in a policy does a disservice to everyone at the company. For this reason, supervisory training should be heightened to guarantee that they respond properly whenever allegations of contract violations have occurred. Enforcing company policies as well as obeying the collective bargaining agreement does not take the supervisor’s right to their own opinions away. In fact, it is the responsibility of the supervisor to pass their opinions on to other levels of management and communicate results to other employees. Since the supervisor has the most contact with the employees, it is usually the supervisor who becomes the â€Å"middleman† when disputes arise. For this reason, good communication skills and understanding the importance of the supervisor’s role in your organization is essential to the success of every supervisor. Employers that have become somewhat complacent with respect to union organizing must become more active in reviewing their human resource policies and practices. Some may be surprised to find out their companies are unionized, or have union members affiliated. Often times, organizations have standard accustomed rules that their members follow. These may have been established â€Å"through the grapevine† or accepted as common knowledge. To ensure compliance with the work rules, manuals and handbooks should be reviewed regularly to evaluate whether they do or do not violate the NLRA. Furthermore, there are many resources within the administration of a company that can be employed. These include human resource programs, policies, and procedures that are infrequently utilized, as well as complaint procedures and establishing an open-door policy. Policies that require employees to first bring complaints to their immediate supervisors should also be thoroughly reviewed to verify that both union and non-union issues are handled properly. Being a supervisor is not an easy task. The supervisor is entrusted with accomplishing the work of his or her unit through the efforts of their employees within that unit. Keeping the employees informed of what their jobs are and how they are to accomplish their tasks are just a small part of the supervisor’s overall responsibilities. Administering standards and expectations, developing methods to motivate and increase productivity, and ensuring compliance to all policies through open communication with all employees will promote effective labor relations within the company. Running head: MANAGING EFFECTIVE LABOR EMPLOYEE RELATIONS References Cabot, S. (1997). â€Å"How to avoid a union† Retrieved from: https://www. nlrb. gov/national-labor-relations-act Hall, S. (1999). How to stop union organizing. Retrieved from: http://www. ehow. com/how_7986074_stop-union-organizing. html Ingrim, D. (1999). â€Å"Union members’ rights†. Retrieved from: http://money. howstuffworks. com/labor-union5. htm Karon, J. (2010). â€Å"Discipline and Grievance†. Retrieved from: http://www. d. umn. edu/umdhr/Policies/grievance. html Lerners, S. (2002). Labor Notes â€Å"Three steps to reorganizing and rebuilding the labor movement†. Retrieved from: http://labornotes. org/node/575 â€Å"Big Labor’s Special Privileges† (n. d. ). Retrieved from: http://www. nrtw. org/d/big_labor_special_privileges. htm Sloan, A. amp; Witney, F. (2011). Labor Relations, 13th Edition. Upper Saddle River, NJ: Pearson Learning Solutions. Thorpe, J. (2008). Employment Law: Unfair treatment at work. Retrieved f rom: http://www. helium. com/items/801741-employment-law-unfair-treatment-at-work | | | | | | | | | | | | | | | | | | | | How to cite Managing Effective Labor Relations, Papers

Case Study on Google Business Model †Free Samples to Students

Question: Discuss about the Case Study on Google Business Model. Answer: Introduction This report focuses on the business model of an organization and analyzes the success factor of that organization in the market. The report describes nine building blocks of the business model that are helpful for the company to achieve growth and success in the operating market. For the discussion, Google Inc is selected. The company is the market leader in the technology focusing basically on advertising and promotions. The company was founded in 1995 by Larry Page who created this search engine so that users can find any document and website based on appropriate keywords (Mcleod, 2005). Google basically provides free services to its users. Along with the service of search engine, users can also search for the books on Google Book Search, news on Google News, maps on Google Maps and Videos on Google video i.e. YouTube. Basically, Google changed the way of internet users to look and share the information. Being most popular search engine in the world, couples of other services are r esponding to the consumers needs (Faille, 2018). In order to analyze the success strategy, it is important to understand the business model of the company. The business model includes nine building blocks structure that are helpful in achieving the business goals and objectives (Toor Dhir, 2011). The business model of Google is basically a presentation of business operations and services of the company. The business model provides the understanding of various business operations of the company i.e. services, and activities in order to generate more profit. The business model basically includes the integration of strategy of the company, finance as well as organization (Dudin, 2015). The business model canvas of Google is discussed below: The important part of the business model of key partners of the company that are helpful in operating the business in the competitive market. Key partners of Google are distribution partners, Chrome and OS devices, open Handset alliances and original equipment manufacturers (Osterwalder Pigneur, 2010). Key activities of the company include research and development in order to develop new technologies and features and enhancement of existing technologies. Along with this, the company spends significant time in the management and maintenance of IT infrastructure, products and services. Company is also engaged with the strategy, licenses and alliances. Key resources for Google include servers and IT infrastructure, data centers IPs and human resources. Along with this, there are other resources also i.e. licenses, patents and proprietary materials that are helpful in the success and growth of the company (Mason, 2015). The objective of the company is to provide value to the customers for advertising, internet search, platform and enterprises and operating systems. Along with this, the business principles of the company can be understood by the mission statement that is to manage the information of World and make it useful and accessible for the users in all over the world (Lake, 2015). There are various ways by which the company maintains strong relationships with the customers. The aim of the company is to maintain healthy customer relationships by different ways that are discussed below: Personal assistance- To the customers at the distribution centers by phone support, e-mail and contact by website so that the queries of the customers can be handled effectively, Automated services- Sending invoice to the customers email address after the confirmation of product orders, email for the collection of the products and email for collecting feedback in terms of product purchased, service provided, and marketing etc (Sinfield, Calder, McConnell Colson, 2011). Sales and support services and dedicated team in the company are focused on building and enhancing strong relationships with the customers. Channels are very helpful for the customers to reach to the services of the company. Channels used by Google are Google affiliate website, Google Adwords and google.com. There are sales and support teams in order to reach network members and advertisers. So, channels used by the company are business partners, key dealers and distributors, mobile carrier and stores (Armstrong Cunningham, 2012). In Google, customers are segmented into three catagories. First is Users segments who use the information in the proper and convenient manner by using Google products and services. Second are advertisers who have the cost-efficient way to show online and offline ads to the customers. Third and last are content providers or Google network members who use the services. Another segment may also include mobile device makers and users with developers (Fifield, 2012). In Google, the primary costs are incurred in people, research and development, IT infrastructure, marketing and selling costs and general and administrative costs and financial cost. These costs are generally evaluated in the financial reports of the company. The primary revenue of the company is generated from its ad-powered search engines. The revenue streams of the company are generated by enterprise product sales, and Google websites. Critical success factors Based on the business model canvas, it is observed there are some critical factors that are helpful in the success of Google. One of the important elements of Google business model is the company is using multi-sided platform business model pattern. There are some key factors in the business model of the company that differentiate it from the other companies and helpful in achieving success and growth (Filet, 2013). Value proposition- The business model of Google includes three value propositions. Although Google has various value proposition for the consumers but they follow single philosophy i.e. providing targeted advertising globally. The company is committed to provide the best available technology to the customers. The company basically creates user friendly platform by which people can directly connect with the information. By this, company enhances the overall user experience. This attracts wide range of the consumers who are interested in using free services of Google. The company directs the users to the new websites on those pages where they want to get the information. Along with this, the company is improving its search engine everyday in terms of accuracy, supplementary functions and customized results. This enhances the competiveness of the company in all over the world. On any important dates and events like date of birth of some famous artists, creative and innovation of Google can be seen in the layouts and words. Along with this, creativity sense of Google can also be seen in its language settings (Tater, 2016). Revenue- Google has become the tool of marketing itself for other company. The success factor of the company is its revenue system. The company has strong balance sheet with no any debt and nearly $50 billion in cash (Dawn, 2013). The company has high level of internal competency along with technology and company is attracting top talent from the competitors for years. Along with this, the brand name of the company is also strong among the customers. In terms of capital, there are unlimited opportunities for the company. Now, Google has established itself as the leading market share in terms of mobile systems with android and company has found a way to develop new social networking projects (Wolfe, 2017). Human resource- This factor is one of the greatest asset of Google Inc. With the top talent from all over the world, Google is able to bring various innovations and new technologies in its products. Along with this, company is able to maintain competitive position in the market in terms of technology, design and creativity. There are some reasons by which Google is able to attract the high quality human resource successfully. One of them is that company has effective working environment as it is famous for its fun and serious working environment and high paid. Along with this, there is comfortable working environment where employees are able to enhance their working quality and efficiency. This motivates innovation and diversity in the company. These factors contribute to the fact that Google is achieving success due to best talent. Designers and maintainers of the company are creative and high sense of creativity. Conclusion Based on the overall discussion, it is observed that Google is able to achieve growth and success due to its business model. Along with this, Google has various factors that are helpful in achieving success in the market. In the business model, there are nine building blocks that represent the services of the company provided to the student. Company provides value propositions to the customers. This attracts wide range of the consumers who are interested in using free services of Google. References Armstrong, G., Cunningham, M. H. (2012). Principles of marketing. Australia: Pearson publication Dawn, (2013). Google 2012 revenue hits $50 billion, profits up. Retrieved from https://www.dawn.com/news/780915 Dudin, M. N. (2015). The Innovative Business Model Canvas in the System of Effective Budgeting: Asian Social Science. 11 (7). 290-296 Faille, C., (2018). Google's Key Success Factors. Retrieved from https://smallbusiness.chron.com/googles-key-success-factors-27311.html Fifield, P. (2012). Marketing strategy. (2nd). Berlin: Reed educational publishing Pvt Ltd Filet, E. (2013). Conceptualising Business Models: Definitions, Frameworks and Classifications: Journal of Business Models. 1 (1). 85-105. Lake, C., (2015). Googles five key success factors for effective teams. Retrieved from https://searchenginewatch.com/sew/study/2435671/google-s-five-key-success-factors-for-effective-teams Mason, H. (2015). Trend-Driven Innovation: Beat Accelerating Customer Expectations. John Wiley Sons Mcleod, W. M. (2005). The Birth of Google. Retrieved from https://www.wired.com/2005/08/battelle/ Osterwalder, A. Pigneur, Y. (2010). Business Model Generation. New Jersey: John Wiley Sons Sinfield, J. V., Calder, E., McConnell, B. Colson, S. (2011). Corporate Strategy: How to identity new business models. MITSloan Management Review. Tater, M., (2016). The Secret Behind Googles Success: Case study on Google Business Model Based on Business Model Canvas. Retrieved from https://www.entrepreneurshiplife.com/secret-behind-googles-success/ Toor, T. P. Dhir, T. (2011). Benefits of integrated business planning, forecasting, and process management: Business Strategy Series. 275-288 Wolfe, L., (2017). How Google's Business Model Works. Retrieved from https://www.thebalance.com/how-google-s-business-model-works-3515189