Why Is Attending A Four Year University - 753 Words

During the prime of adolescents, children are honed about the importance of attending college if they ever have hope of obtaining success. Pursuing a higher education can, in fact, be costly but yet extremely beneficial. One who attends a four-year university may have a different experience then one who attends a two-year community college: campus involvement, administration, post graduation readiness. In sequence, one who attends a four-year university may get the notion that they are receiving a more quality. By making differences in colleges and universities, society may discourage those who want to attend a community college. However, it is important that we point out the differences between four-year universities and two-year colleges if there is any hope of giving students the best of both worlds (Braxton, Doyle, Lyken-Segosebe, 2015). Students who are active in campus activities have a higher chance of graduating. Students feel a sense of responsibility to assist the organization by setting and accomplishing goals. Not only will the organization thrive, but the university will also begin to gain more students. Being a part of student lead organizations will teach students leadership, teamwork, and flexibility. There is an enormous amount of campus activities that students can get involved in such as fraternity and sorority life, Government associations, and sports teams. Sadly, four-year universities are predominantly known for a having campus organization, unlikeShow MoreRelatedCollege For The Masses By David Leonhardt933 Words   |  4 Pagesbenefits among lower-income students attending a four year college. â€Å"Why Poor Students Struggle† by Vicki Madden displays many examples from hers and her colleagues experiences while providing statistics of the lower-income joining a four year college. The two articles both display the benefits of attending a four year college and that the education pays off. David’s article talked about the different education levels based on their test score before attending the university and the amount of income, whileRead MoreTwo Year College versus Trade School816 Words   |  3 PagesCollege (Two year) vs Trade School For some students, the question of what to do after high school may be a burden to even contemplate as it approaches quicker and quicker. The pressure to continue another four (or more) years of education after high school can be overwhelming considering twelve years of schooling has already been completed; why go right back to school again? When’s break time? Some people are simply just not ready for college and they know it, or at least until afterRead MoreShould Higher Education Be Free?1140 Words   |  5 Pages400% increase in the cost of higher education. Galloping tuition hikes have made attending college more expensive today than at any point in U.S history. Should higher education be free? Yes It should be free, For obvious reasons the coast in college in all is ridiculously high for any college student, whether attending a two year college or a four year college. Aside from cost and debit being the obvious reason why higher education should be free, i t can also give everyone the same equal opportunityRead MoreThe Cost Benefits Of Higher Education1264 Words   |  6 Pagesthey had expected from attending college and to some it has made them worst off. And, because of those negative outcomes advocated like Goldie Blumenstyk the author of â€Å"American Higher education in Crisis† explains why it happens and what to think of them. There are many complaints regarding higher education such as, the high expenses of attending, not being able to find a job, to much time being invested, and many more. With that being said, is it really worth attending college? To evaluate thoseRead MoreMy Dreams Are Out There, Go Get Them1355 Words   |  6 Pagespreparing themselves for their future academic career. Four interviews were conducted with two males and two females from Green River High School in order to see their future plans. Ten questions were asked to each of the students and their answers were recorded with a laptop. Accordin g to Kale Mustafa, a head administrator in the country of Turkey, â€Å"students who have a plan and have goals for themselves are more likely to attend a university†. He then goes on to say that, â€Å"whether it be in the UnitedRead MoreBenefits Of A Four Year University997 Words   |  4 Pagesof a four year university. Students should attend a four year university because of socialization on campus, a variety of academic programs/department, low drop out rates and the eligibility to earn a bachelor s degree when completing their credits. Once you start school at a four year university you won t regret the experience. Students entering a four year university encounter the features of socialization. Living in dorms is way better than living with parents and attending a two year collegeRead MoreAttending College : A Terrific And Terrifying Experience1476 Words   |  6 PagesAttending college can be a terrific and terrifying experience. It is something can forever alter your path in life. Just imagine, the professors with all the knowledge inside their minds, scheduling our courses hoping that it doesn’t get filled too quickly, and the dreaded finals. Then there is the topic concerning whether to attend a community college then transferring to a 4-year university. I believe it should be judged case by case, but not every person can be dropped into the deep end of theRead MorePublic Speaking Informative1486 Words   |  6 PagesInformative Speech Outline SPE 102, January 8th 2009 TITLE: Obtaining a 4 year degree through Burlington County College GENERAL PURPOSE: To inform my audience of different methods they can use to obtain a four year degree through Burlington County College. SPECIFIC PURPOSE: Burlington County College offers many opportunities for advancement whether it is a stepping stone to a 4 year college, an entry into an accredited program through guarantee transfer, or the ever expanding bachelor degreeRead MoreGraduation Speech : High School1445 Words   |  6 Pagesleast two years? Most guardians tell you to work hard in school to have a bright future. If you want to find a good job they suggest you to look what are the requirements to be able to even be consider. When you start high school in some schools they have already assigned you to who you will end up been. If you got high school credits when still in middle school then you are advanced you go in a certain group. The teachers always tell you what you need to be able to attend a University. The teacherRead MoreCollege Is A Land Of Infinite Wonders1118 Words   |  5 Pagesand take on the world. Why are these students so joyous about college? What is so good about this over exaggerated h igh school that you attend? Where does the magic lie? There are many activities offered across the campus, perhaps this is where many students find their escape from the seemingly endless amount of stress. For the students worried about the cost of college running them about $20,000 a year, what is so beneficial about this place? Now a days attending a university isn’t just about getting

For Centuries, Ink On Skin Has Been A Synonym For Social

For centuries, ink on skin has been a synonym for social markers, group identity, and perpetration of traditions. Tattoos in the past were a permanent hallmark--a stamp of authenticity and a mark of permanent fidelity to a cause, a group, or to an identity. They were a loud statement of culture and belonging. They served as amulets, symbols, and religious traditions. However, nowadays, tattoos seem just the product of a capricious and vain pop culture. They seem cheap and easy souvenirs from travel adventure, bachelorette parties, and army service. They seem a symbol of individualism and capitalism. With the advent of social media and computer industry, tattoo as shifted from being an expression of traditional culture to being an†¦show more content†¦According to Cotter Mirabole (2003), to address the above questions properly, we need to take into consideration â€Å"the interests of the artists, the intellectual property rights owner, and the human subject (p. 103). In other words, we need to address and resolve authorship and ownership issues. We need to define the author and the owner of the original idea, the author and the owner of the design on paper, and the author and the owner of the ink work on skin. Depending on the circumstances, the author of the idea, the author of the sketch, and the author of the ink design could be the body artist or the human canvas or both. In the same way, the owner of the idea, the owner, of the sketch on paper, and the owner of the ink on the skin could be the body artist, or the human canvas or both. Attribution of ownership an d authorship of a tattoo is a very complex matter because the work of art is permanent; the canvas is human flesh, and there is â€Å"a clear distinction between a tattoo and the drawings, sketches, or other works of art upon which a tattoo is base† (Minahan, 2015, p. 1727). For example, in the case of a Disney themed tattoo, The Walt Disney Company has a protected trademark on all the Disney images and characters. Thus, the body artist and the human canvas cannot copy, tattoo, print, publicize, or paint a Walt DisneyShow MoreRelatedLogical Reasoning189930 Words   |  760 PagesWadsworth Publishing Company, Belmont, California USA in 1993 with ISBN number 0-534-17688-7. When Wadsworth decided no longer to print the book, they returned their publishing rights to the original author, Bradley Dowden. The current version has been significantly revised. If you would like to suggest changes to the text, the author would appreciate your writing to him at dowden@csus.edu. iv Praise Comments on the earlier 1993 edition, published by Wadsworth Publishing Company, whichRead MoreTop 1 Cause for Project Failure65023 Words   |  261 Pageseventually take delivery of and manage this combined service. The Research bodies were very reluctant to comply with a one size fits all arrangement. (There were research functions as diverse as Arts to Engineering and Environment to Social Sciences).So we had from the beginning poor Stakeholder ownership. Involvement was varied from truculant to compliant. Then there was the Vendor Issue! Two high profile companies were involved in the database platform and desktop/back room

Reflective Paper Free Essays

Generational poverty is an unfortunate issue which affects individuals, families, and cultures all over the world. Generational poverty is considered a very complex problem due to the length of time and ways it affects certain families as an entirety. The severity of this issue makes it extremely difficult to find any resolutions in improving this epidemic. We will write a custom essay sample on Reflective Paper or any similar topic only for you Order Now If a family is experiencing generational poverty, they have had to live in poverty for a minimum of two generations. According to Cleveland, â€Å"It is important to recognize this time factor to be able to separate it from â€Å"situational poverty,† characteristically understood as a lack of resources due to particular sets of events, i. e. a death, chronic illness, divorce, etc. ,† (n. d. ). Almost every family and individual decision is made for the present. Individuals are not taught to think ahead and plan for their future. This is a trending factor in the difficulty in overcoming generational poverty. Members whom belong to generational poverty have a sense of entitlement from society. Individuals have a constant defense mechanism to society as a whole. The most significant aspect to families suffering from generational poverty is that the â€Å"momma† is the central figure and focus to the family. The mom is what feels safe to the family. She is the ultimate caregiver to individuals in her family and to her house. Even after her children have grown into adults, both the mother and children have a difficult time with the child becoming independent. Love is the center of â€Å"momma’s† home. The male figure in generational poverty is responsible for the manual labor and will fight for their family. Although they display a rough outer layer, they still show a great love for the members in their family. Even though there is a constant, huge amount of love, most communication within the family maintains in a nonverbal form. Overcoming generational poverty can be a challenging task. There are several key factors when considering on improving the poverty status. Some of these factors include: Education is key in getting out and staying out of generational poverty, being in poverty is rarely about a lack of intelligence or ability, individuals stay in poverty because they do not see â€Å"choice†, or if they do, they do not know how to access proper resources or people to get them to the point of actually â€Å"choosing† to organize themselves, complete assignments, behave respectfully, plan for the future, and communicate in conventional register (Cleveland, n.d. ). Once a child is born into generational poverty, schools are one of the few places where they are exposed to certain choices and rules of how a higher class lives. This also allows the child access to resources and people who want to assist in the child rising from poverty. There are specific characteristics displayed in those suffering from generational poverty, which contribute to the difficulty in overcoming it. One of these characteristics is the â€Å"working memory†. â€Å"Neuroscientists discovered that the working memories of children raised in poverty are much smaller compared to those in middle-class,† (Pinoy, 2009). An individual’s brain capacity is a crucial part of their development. If a child is raised in a stressful household, the stress causes a limited supply of new nerve cells in the brain and memory. This can make it very difficult for the child to solve problems, read and properly communicate. The most effective way to begin overcoming generational poverty is for society to have a clear understanding of the complexity of this issue. Women face many unique challenges in the different stages of poverty life. Although, many issues that trap women and girls in generational poverty can be alleviated by a good education. Job prospects multiply with every level of school completed; better jobs bring more income and, consequently, more options for housing, transportation, child-care and healthcare. But, it is challenging for a woman to secure a good education due to the several setbacks. A woman in poverty does to have the ability or access to pay for necessary education for either her or her child(ren). A woman in poverty is consumed with the hours she spends working to care for the home and kids and feels this is the number one priority. It is also normal for the women to not have access to reliable transportation. According to Knight, â€Å"For a girl who seems to be making her way up the ladder out of generational poverty, pregnancy can be an enormous setback,† (2012). Mental health is even more likely to be neglected. The research shows that starting early by teaching girls life skills, such as financial  planning and goal setting, can reduce stress and increase self-esteem. Girls who live with hope and support are more likely to feel that they have inherent value and don’t have to depend on others – including boys – for validation. In order to improve the challenges that women in poverty face, it is imperative for society to offer programs and convenience to teach these women on how to improve their life quality. Mentors should be available to provide services on sharing examples and how positive goals can be accomplished by taking the necessary steps. I have learned a great deal of information after viewing the informational videos and reading all the material on generational poverty. It has definitely changed my perspective on how I approach this special population. As most of the general population, stereotyping is a part of my daily life. I never truly understood the depth of the generational poverty issues that are present. I have learned that not only is there a lack of school environment education, but individuals suffering from generational poverty need educated on how to â€Å"properly† live life each day in order to obtain goals. I have also learned these families can love more than your average family. They have a very strong bond between the members within their family. While love is important and necessary, they also have a misperception of life goals. The implications of this destructive cycle are the reasons generational poverty continues to be an issue. It not only affects individuals, it affects the family structure for many generations. Society as a whole needs to determine more effective ways to break it. How to cite Reflective Paper, Essays Reflective Paper Free Essays string(175) " It allows managers to anticipate change ather than being surprised by events, as well as providing strategic methods for addressing present and anticipated workforce issues\." Reflective Paper – Effective Human Resources Management Theresa Tapley BUS 303 Dr. Kevin Righter March 13, 2010 Reflective Paper – Effective Human Resources Management Effective Human Resources Management (HRM) plays a major role in ensuring that an organization will survive and prosper. The HRM facilitates the most effective use of people or employees to achieve organizational and individual goals. We will write a custom essay sample on Reflective Paper or any similar topic only for you Order Now The HRM consists of numerous activities which include, equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety, health, and wellness of the workforce. Effective human resources management plays a vital role in the success of an organization and is an active participant in charting the strategic course of competitiveness, productiveness, and efficiency. An effective HRM focuses on action rather than on record-keeping, written procedure, or rules. Although the use of rules, records, and policies are incorporated, â€Å"action† is the focus. The HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees’ development and satisfaction. An effective HRM is, also, people-oriented. Whenever possible, the HRM treats each employee as an individual and offers services and program to meet the individual’s needs. An effective HRM program is concerned with helping an organization achieve its objectives in the future by providing for competent, well-motivated employees. Human resources are incorporated into an organization’s long-term strategic plans to assist with ensuring that future growth needs will be adequately staffed with qualified, trained employees (Ivancewich, 2010, pg 5). EEO and Affirmative Action One external factor that has a powerful influence on my company’s HRM unction is the equal employment opportunity and human rights legislation, which has a profound effect on our policies and procedures concerning recruiting, selection, evaluation, and promotion. The U. S. Equal Employment Opportunity Commission (EEOC) is an independent federal agency that enforces laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual’s race, color, national origin, religion, sex, age, disability and retaliation for reporting and /or opposing a discriminatory practice. This commission is empowered to file discrimination suits against employers on behalf of alleged victims and to adjudicate claims of discrimination brought against federal agencies. No other regulatory area has as thoroughly affected HRM as the EEO programs have. It has implications for almost every activity in HRM and sets standards for hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining. Employers, to prevent employment discrimination in the workplace or to take remedial action to offset employment discrimination implement EEO programs, (Ivancevich, 2010, pg 65). According to the U. S. Equal Employment Opportunity Commission (EEOC) website, the EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. The laws also apply to all type of work situations, including hiring, firing, promotions, demotions, harassment, training, wages, and benefits. During the employment selection process, each candidate should be evaluated on their qualification of the job requirements, based on their experience, education, and skill set. Many corporations use testing as an important tool. Rae T. Vann, general counsel of the Equal Employment Advisory Council, a national association of large federal contractors, observed, â€Å"When done properly, testing can be a very important tool in the employment selection process, and we commend the Commission on its efforts to improve the quality and fairness of tests and other job screening methods† (Title VII: Affirmative Action, 2006). I encourage my Clinical Managers to become familiar with the provisions of the EEO standards and guidelines. It is essential that they make every effort to seek counsel from our HR dept when initiating the interview and hiring process, dealing with poor performance, disabilities, demotions, appearance of harassment, and training and re-training. Throughout my five years of administrative management, I have unfortunately had to learn HRM and EEOC laws the hard way, through trial and error. With each mistake that I have made, such as not consulting the HR department before decreasing a dual role employee’s hours so that she could focus on one role due to extremely poor performance, I have learned the proper steps to come to the same conclusion. The decrease in hours caused her to lose her benefits and subsequently she filed an EEOC claim of discrimination and retaliation. Fortunately, due to proper documentation of the corrective actions, developmental action plan and the documented counseling, our HRM has adequate information to refute the claim. Now, I consult my HRM representative with any concerns, questions, or updates related to employee situations. Planning, Recruitment, and Selection Human resources planning are the processes by which management ensures that it has the right personnel, who are capable of completing those tasks that help the organization, reach its objectives. It involves forecasting of human resources needs and the projected matching of individuals with expected vacancies (International Labour Organization, 2010). An effective HR plan, also, provides mechanisms to eliminate any gaps that may exist between supply and demand. HR planning determines the numbers and types of employees to be recruited into the organization or phased out of it (Ivancevich, 2010). The Human Resource Planning Process incorporates strategic planning which will have a direct effect on the organization’s profitability. The strategic plan must adapt to environmental circumstances. It must forecast how many and what employees are required for the organizations staffing requirements. Next, it must determine how many and what kind of employees are currently employed with the skills and training necessary for the future needs. Finally, after the HR system has analyzed the supply of and the demand or future workers, these two forecasts are compared to determine what action should be taken. Effective workforce planning is a critical element of effective strategic and operational planning. Workforce planning provides managers with a strategic basis for making human resource decisions. It allows managers to anticipate change ather than being surprised by events, as well as providing strategic methods for addressing present and anticipated workforce issues. You read "Reflective Paper" in category "Papers" The US Department of Health and Human Services states, â€Å"Organizational success depends on having the right employees with the right competencies at the right time. Workforce planning provides managers the means of identifying the competencies needed in the workfo rce not only in the present but in the future and then selecting and developing that workforce† (US Dept. Health and Human Services, 2010). The HR department for my company has implemented a staffing model tool that projects future, potential, or expected growth versus the actual census, the current staffing and skill set of that staff, and calculates the hiring needs of specific positions within the direct and indirect patient care. Once the future needs are determined, then the hiring process begins. Human Resources Development Training and development are processes that attempt to provide an employee with information, skills, and an understanding of the organization and its goals. Training and development are designed to help a person continue to make positive contributions in the form of good performance and advancement within the organization. A solid orientation program is the first step in developing an employee. It reduces anxiety and fears, reduces start-up costs of a new employee, reduces turnover, saves time for supervisors and co-workers, and develops realistic expectations, positive attitudes toward the employer and job satisfaction. Once will established in a specific position, then the manager and employee must set goals for development and advancement. Management and professional development is designed to reduce obsolescence and to increase employees’ satisfaction and productivity. An important part of development is the evaluation process. Performance management is the process by which executives, managers, and supervisors work to align employee performance with the firm’s goals. An effective performance management process determines and evaluates performance, provides feedback to the employees about their performance, and measures and monitors skill-set (Ivancevich, 2010, pg 251). The company that I work for has an excellent formal performance evaluation process that is very effective in the development the employee and the motivation to succeed. Appraising and managing performance at my workplace starts form the day of hire. Each newly hired direct or indirect patient care must attend a through and intensive training program. After 90 days, from date of hire, the new staff member is evaluated for suitability for the position. The manager will present a written 90-day evaluation to the staff member. This evaluation will result in a successful completion of the introductory period, determine a need for an extension of 30 days to improve and meet expectations, or termination due to being unsuitable for the position (this usually occurs when the staff member continually fails to follow policies and procedures and/or causing patient endangerment). Every manager must complete an annual evaluation for staff members under their direct supervision. The score on the evaluation determine the merit increase and caps set forth by the company. When a staff member is failing to follow policy and procedure, putting patient’s safety in jeopardy, tardiness or excessive absenteeism, insubordination, breaking confidentiality and HIPPA regulations, and etc. the manager will conduct corrective action in the form of documented counseling, written corrective action, final corrective action, 3 day suspension, and/or termination. To make this process more effective and ensure compliance with EEOC and federal and state regulations, both next level supervisor and the HR dept representative must approve all final corrective actions, 3-day suspensions, and terminations. Compensation and Benefits There are several reasons that an employer or corporation will offer benefits and services to their employees. One reason is to keep the organization competitive in recruit and retaining employees. Another reason is to keep a union out or because the union has won this during negotiations. Finally, is the fact that providing benefits and service contributed to increased employee performance and job satisfaction (Ivancevich, 2010, pg358). Federal and state governments mandate three benefits programs offered by private and not-for-profit employers. The three mandated programs are unemployment insurance, social security, and workers’ compensation. In addition to the benefits required by law, many employers provide other kinds of benefits voluntarily, such as, compensation for time not worked, insurance protection, retirement plans, FMLA or medical FMLA, life insurance, short and long-term disability, and various retirement programs and stock ownership plans. Some organizations offer tuition reimbursement and flexible benefits plans. Whenever I am interviewing a candidate for a position, I always spend a portion of the interview discussing and explaining our benefit package. Sometimes our hourly rate is not quite as high as our competitor, but our benefits and employee services usually out ways the difference in compensation. Safety and Health The Human Resource Management team of the dialysis company of which I am employed, works very closely with the National Institute for Occupational Safety and Health (NIOSH) to ensure that the most acceptable and innovative concepts in employee safety and health are used. The NIOSH is the primary federal agency that conducts research on the safety and health of the workplace. The Occupational Safety and Health Act (OSH Act) of 1970, to provide research, information, education, and training in the field of occupational safety and health established it in 1971 (Bradley, 2002). The NIOSH develops and promotes the use of national and state-based surveillance systems to identify, quantify, and track injuries and illnesses. Epidemiological analysis of these databases helps identify unsafe and unhealthy workplace conditions. NIOSH also supports laboratory and field research to further identify, assess, and control occupational hazards and exposures and the diseases and injuries they cause. In addition to identifying risks, the NIOSH develops and evaluates prevention measures such as control technology, personal protective equipment, and work practices. Through research internally within our company and the NIOSH, many improvements and standards have been put into place for water treatment safety and personal protective equipment. We have strong policies and procedures that protect both the employee and the patient from exposure to health or safety hazards. There are several reasons for establishing good occupational safety and health standards. First, on a moral note, an employee should not have to risk injury or death at work, nor should others associated with the work environment. The second is economical in nature. Many governments realize that poor occupational safety and health performance results in cost to the State, through social security payments to the incapacitated, costs for medical treatment, and the loss of the employability of the worker. The employing organizations also sustain costs in the event of an incident at work, such as legal fees, fines, compensatory damages, investigation time, and lost production, lost goodwill from the workforce, customers, and community. Lastly, from a legal standpoint, the occupational safety and health requirements may be reinforced in civil law and/or criminal law. It is a known fact, that without the extra â€Å"encouragement† of potential regulatory action or litigation, many organizations would not act upon their implied moral obligations. During a Frontline interview with assistant secretary of labor for occupational health and safety, John Henshaw, the question was asked, â€Å"How successful do you think OSHA has been at protecting workers in the United States? † Mr. Henshaw replied, â€Å"In the last 30 years, OSHA has made some tremendous strides in reducing injuries, illnesses, and fatalities. In the last six to eight years, injuries have gone steadily down and fatalities have gone down to the point where they are the lowest ever (Frontline, 2002). The dialysis industry is carefully scrutinized to uphold acceptable OSHA safety and health standards. We, also, have internal auditors that simulate inspections to ensure compliance and safe practices. Employee and Labor Relations Labor relations can refer broadly to any dealings between management and workers about employment conditions. Most commonly, however, labor relations refer to dealings between management and a workforce that is already unionized, or has the potential to become unionized. Labor relations are thus crucial to industries like autos and airlines with heavily unionized workforces. In the United States, labor relations were profoundly affected by the National Labor Relations Act passed during the 1930’s, which gave workers the right to form unions and bargain collectively. Labor relations have been drastically affected by the passage of the Taft-Hartley Act, which prohibited the â€Å"closed shop†, as well as, the introduction of right-to-work laws in more than 20 states (Ivancevich, 2010, pgs 477). By the early 21st century, labor relations were less affected by labor unions, to which only 8 percent of private sector workers belonged in 2004, about half of the rate in 1983. The decline reflects the increase in labor relations consultants, who have helped managements avoid unionization (Anonymous, 2010). The presence of a union directly affects most aspects of Human Resources Management, including recruiting, selection, performance evaluation, promotion, compensation, and benefits, among others (Ivancevich, 2010, pg. 34). Unions were once thought of a being for blue-collar factory workers, but now even engineers, nurses, teachers, secretaries, salespersons, college professors, professional football players and even physicians belong to unions. Within my workplace, we have an ongoing informational and educational campaign against the unethical practices of recruitment and enticement for our employees. We offer seminars and counseling in regards to the unionization tactics. While facing declining membership, union officials have turned to highly questionable practice of organizing new members through a process called â€Å"card check†. With card checks, paid union organizers try to persuade workers to sign cards saying that they favor union representation. This persuasion comes in the form of deception, coercion, and harassing visits to worker’s homes. John Ivancevich describes this practice as the â€Å"authorization card† (Ivancevich, 2010, pg. 480). Under current laws, as soon as more than 50 percent of the workers sign a union authorization card, all employees within that organization will be required to participate in the union and pay union dues, even though not a single employee has actually been able to cast a personal, private vote. Often times, individual will sign the cards under intentional or unintentional misunderstandings or to get the organizer to stop harassing them, even though the employee may have no desire to join a union (Anonymous, 2010). Conclusion Human Resources Management is the heart of every organization. It serves as an advocate for each employee, while also protecting the organization from legal repercussions. Whether it is ensuring equal employment opportunity (EEO) compliance, providing job analysis, planning for the future staffing needs and subsequent recruitment and selection of qualified candidates, each of these areas are vital to a well-organized corporation. The HRM is paramount in the motivation, training, and development of employees. Ensuring a positive orientation experience, and concise performance evaluation and compensation will aid in retention and job satisfaction. Finally, the HRM has an extremely important role in labor relations and ensuring the safety, health, and wellness of the workforce. References Anonymous. (2010). When voting isn’t Private. Retrieved on February 26, 2010 from website: http://www. unionfacts. com/articles/cardCheck. cfm Bradley, J. (2002). National Institute for Occupational Safety and Health. Retrieved on 3/1/2010 from website: http://www. cdc. gov/niosh EEOC Office of Legal Counsel staff members (2006). Title VII: Affirmative Action. Retrieved on February 12, 2010 from website: http://www. eeoc. gov/eeoc/foia/letters/2006/vii_affimative_action. html Frontline. (2002). A Dangerous Business. Frontline Interview with John Henshaw. September 30, 2002. Retrieved on 3/2/2010 from website: http://osha. gov International Labour Organization. Retrieved on February 11, 2010 from website: http://wwwilo. org Ivancevich. J. (2010). Human resource management (11th ed. ). Boston: McGraw-Hill. ISBN: 9780073381466. US Department of Health and Human Services. Retrieved on February 10, 2010 from website: http://www. hhs. gov/ohr/workforce/wfpguide. html How to cite Reflective Paper, Essays